Leading Change: A Multidisciplinary Approach

This assignment delves into the complexities of leadership across diverse fields, drawing insights from texts on sarcopenia in Asia (Chen et al., 2014), creative intelligence (Goffee & Jones, 2013), sustainability leadership (Goleman, 2010), local leadership (Grint & Holt, 2011), care home management (Heath, 2012), transgender rights (Lev, 2013), stakeholder engagement (Mayfield, 2014), global leadership (Mendenhall, 2012), cultural intelligence (Peterson, 2011), psychosocial group rehabilitation (Savikko et al., 2010), influence and knowledge workers (Vie, 2012), appreciative leadership (Whitney et al., 2010), and leading big change (Winn, 2013). Students are required to analyze these readings and propose practical leadership solutions tailored to their respective fields of study.

Working With Leading
People(WWLP)

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation Preparation for hiring store manager......................................................1
1.2 Impact of legal and ethical considerations to the recruitment and selection process.......2
1.3 Taking the part in the hiring and selection process..........................................................2
3.3 Handling the conflicts arsed between the team members regarding the selection of staff.3
1.4 Own contribution in making the hiring process more effective and fairer.......................3
TASK 2............................................................................................................................................4
2.1 Skills and Attributes needed for leadership......................................................................4
2.2 Difference between leadership and management.............................................................5
2.3 Leadership styles for different circumstances .................................................................6
2.4 Ways to encourage staff for achieving objectives............................................................6
M 1..........................................................................................................................................7
M 2..........................................................................................................................................7
D 1..........................................................................................................................................7
TASK 2............................................................................................................................................7
3.1 Advantage of team working for an enterprise..................................................................7
3.2 Techniques of dealing with conflictual situations while working in a team as a leader. .8
3.3 Review the effectiveness of team ....................................................................................9
TASK 4............................................................................................................................................9
4.1 Factors involved in planning the monitoring and assessment of work performance.....9
4.2 Plan and deliver the assessment of the development needs of individuals....................10
4.3 Evaluate the success of the assessment process.............................................................10
D 2........................................................................................................................................11
D 3........................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
TASK 1
1.1 Documentation Preparation for hiring store manager.
Job Description
Job Title: Sore Manager- London Store Name: Skechers Franchise, London
Type of Role: Permanent Hours: Full Time
Salary: Up to £20000 p.a Last Date: 05/12/2017
Working with Skecher
As part of one of the leading footwear brand Sore Manager will play a crucial role in gaining
competitive advantage thus equally contributing in improving the brand image. London
franchisee needs a motivated Store Manager who can guide the team and perform various
activities on regular basis for store success.
The Role
You will be the face of the Store thus leading a team in London store. You have to create a
healthy environment for both the customers and the store employees. As a experienced and
skilled professional you have to be ready for the full service cycle from closing and ensuring the
consumer has great experience when they visit the store. You have the knowledge of the
process, inspecting the profit, loss, involvement in minimizing the costs and bringing HPW.
Expectations
 Strong communication skills
 Worked before in any fashion and footwear store
 Know how to promote the brand and gain customer satisfaction
 Ready to handle challenges and meet the targets
 Tracking the day to day business activities at store
Note: Any interested candidate who are willing to apply can send their CV to the official email
id of the company.
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1.2 Impact of legal and ethical considerations to the recruitment and selection process.
There are various legal and ethical frameworks which are framed by the government of
any nation in order to make sure that the business activities run without getting effected by any
issue. With this they have made sure that the right of employees and employers are protected
thus bringing better relation between them. It is the duty of the HR department at Skechers to
ensure that they abide the rules and legislation so that the further conflict can be resolved.
Different laws concerned with the health, safety, equality at the workplace are some of the things
which needs to be taken care of and on the other side they also take care that none of the
employees of Sketchers at the store is facing any kind of discrimination based on his identity,
colour and etc.
1.3 Taking the part in the hiring and selection process.
For any organisation recruitment and selection of the staff is the crucial part of the
organisation because it is the staff who put their contribution in the success of the company. So it
is the duty of the hiring staff and team to recruit employees who has potential to lead the
organisation towards the right path. As part of the recruiting team at Skechers HR department it
is my duty to make sure that I take out the best CV which we have received after the job
advertisement. The analysis of the candidates will be done on the skills and experiences which he
has enlisted in the CV. Other than this they will be evaluated on the basis of the expectations
which the organisation have from the candidates. I will ensure that for the interview we can bring
the experts from different areas so that they can judge all the aspects of the candidate. As part of
one of the valuable organisation any employees who can adapt into any of the situation will be
preferred by us.
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In order to take part in hiring and selection process practically within Skechers, I have to do
following works :
 I have to do planning for the interview. For doing the same, I need to prepare some
specific questions that I may ask from candidates.
 After that I need to call candidates along with their resumes or CV.
 Then interviewing process would be carried on by me.
 After that different other tests like group discussion, personality testing, physical and
drug test, etc. will be covered by me and my HR team members.
 On the basis of that, I will select suitable or correct person for the vacant positions and
provide them offer letters.
3.3 Handling the conflicts arsed between the team members regarding the selection of staff.
In the organisation there are lots of situation where the team members have a dispute
regarding any issue and of this conflict situation is not handled or managed properly than it
might hamper the growth of the company in negative manner. The same situation has arsed in
the case of Skechers HR department where there is conflict regarding the selection of two
employees and the two higher level members are struck with their preferred candidates. As a
trainee manager it is my duty to ensure that a middle approach can be used to resolve this issue. I
will be going through the CV of the two candidates and after analysing it I have decided that to
get the clear picture both of them will be given different situation and according to their ability
and skills they have to act and show their actions. Out of both of them the candidate who has
performed well will be selected or the other can be adopted is to do voting. The candidates who
got the higher based on his performance will be selected as the store manager for Skechers.
1.4 Own contribution in making the hiring process more effective and fairer.
As a trainee HR manager it is responsibility on my shoulder to develop a dynamic and
effective recruiting plan whose aim will be to hire and select the the best candidate fro the
Skechers London. The first thing which is ensured by me is that all the recruitment process is
effective and there is not unfairness or any kind of biases. The selection process is based on
analysing of the CV of the candidates and those CV's which has some kind of potential will be
taken out. There will be adoption of unique process where the staff members of the team will be
given guidelines that what kind of people they are looking for and what criteria will be used to
select any staff. To make the thing fair all the things will be done in an open platform in front of
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all the employees so there could be a transparency in the process. There will be specific
guidelines that no team members have to choose the candidate on the basis of caste, religion,
colour or any their past. To make sure that this hiring process does not cost the company much
an estimation will be prepared about the funds which is required and after that this will be given
to the finance department. Other than this it will be ensured that all the activities related to it is
done on time. The chosen two profiles will be called for a personal interaction so that it could be
found that whether they really posses the skills and abilities which they have mentioned in their
CV.
In order to make recruitment and selection process effective and fair, I have to take
following steps :
 I must treat each and every interviewee equally and discrimination should be done on the
basis of sex, race, religion, age, etc.
 I have to build value based process in order to avoid unfairness at selection and
recruitment procedures.
 I ought to engage other workers or mangers on the panel of interview for reducing its
ineffectiveness.
TASK 2
2.1 Skills and Attributes needed for leadership.
Leaders at Skechers has an important role in the whole organisational context and they
make sure that all the employees are following the right direction. Skills and attributes has to do
with the qualities which they have posses and how they can contribute those to the company.
They are well aware that how they have to deal with people who are under them and if he or she
posses some good skills then he will get success in increasing the moral of the employees of
Skechers. Below mentioned are some of the skills and the attributes that are required by a good
leader:- Communication Skills: This is the much needed quality and skill which a leader should
posses. They have to communicate all the messages to the staff in proper manner. If any
leader will have good communication skills then he will easily able to convince people to
work effectively.
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 Honesty : A good leader have to be honest in nature towards their task. This also aids in
gaining trust of their followers. Patience : It is important to have certain level of patience at the time of leading the team
members. Confidence : They need to be more confident towards their work so that they can
maintain their esteem among their members .
 Decision maker : He or she should be a good decision maker as all the performance of
team depends on their decisions.
2.2 Difference between leadership and management
There are major differences between a leader and a manager that is listed below :
Leadership Management
In this leaders are responsible of creating
innovative and creative ideas for attaining the
success.
While, in this managers are having the
responsibility of ensuring those ideas that are
introduced by leaders have to be adopted or
applied appropriately with in the organisation.
Leaders are considered as generator of new and
modernised things for seeking the attention of
large number of people.
They acts as a management of enforcing the
innovative ideas (Mayfield, 2014).
Motto of a leader is to create or design any
thing.
Where as main motive of managers is to
manage the present things at work place.
Leaders work for leading a team or their
followers by showing them right path so that
they can attain their goals and objectives (Lev,
2013).
On the other hand, managers have to recruit
new workers or team members for the venture
so that work of the company do not get
hamper.
From the above based table, it can said that leaders and mangers are two different
element that perform their job and attempts to achieve all the objectives of entire corporation but
in different ways.
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2.3 Leadership styles for different circumstances
There are numerous of leadership styles that aids leaders in dealing with various
situations and supports them in making effective decisions. Some of the styles that are used by
Skechers described below : Authoritarian leadership : Leaders of this type of style are very strict and carry choices
without counselling with their assistants (Heath, 2012). Here the different choices of
individuals are considered and colleagues have to work on them. Thus, this sort of
innovators do not counsel with their representatives in any condition and arrangement as
indicated by them as it were. Transactional leadership : These type of leaders are some how strict towards their duty
and do evaluation of their subordinates after completion of their task. They also impose
some punishment in the case of any fault found in their work. Therefore, it can be said
that leaders are not so much stick towards their principles and controls.
 Bureaucratic style : This style of leadership is depending on the arrangement, norms,
convictions and standards made by their superior or specialist. So, the principle or core
intention of this kind of leadership style is to run their tasks and exercises as coined by
guidelines or strategies.
2.4 Ways to encourage staff for achieving objectives
There are various methods that can be utilised by Skechers in order to attain all the
objectives and goals. HR managers of this association requires use different effective strategies
and methods for motivating and encouraging their associates to give their best so that
performance can be improved. Some of the methodologies of inspiring staff members are
described below :
 Enforce some motivational schemes or projects that might supports subordinates in
attaining their ambitions and targets.
 Provide them adaptable time so that they can feel comfortable and stress free. By doing
this, they can raise their performance as after becoming stress free they work at faster
rate.
 HR should create a friendly or harmonise environment so that no conflicts will raise
among the workers (Grint and Holt, 2011).
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 They can also give some appraisals to those employees who had performed very well in
completing the task or project.
 They should maintain equality among all of their staff members.
 HR should also give opportunities for expressing their views and experience.
M 1
In order to deal with different issues like labour turnover in Skecher, organisation need to
apply certain strategies which is listed below :
 Company should recruit right employees.
 They need to provide various benefits as well as compensations to their work forces.
 Workers are needed to be motivated so that they love their jobs.
M 2
For motivating workers at three levels that is directors, managers and supervisors,
Skechers ought to give some appraisals to those employees who perform best in their venture.
D 1
A manager should comprise of special properties in order to become a good leader such
as :
 They need to be task oriented.
 They should make proper decisions.
 They should permit their employees in making decisions.
TASK 2
3.1 Advantage of team working for an enterprise
Team working is very important as it acts a tool of doing any task in very effective
manner in Skechers because it helps in attaining all the aims and goals preset by the organisation.
It is a famous conviction that “ working in a group is an appropriate method for sharing abilities
and knowledge among all members” (Goleman, 2010). Moreover, by doing a group work, the
work get finished in very less period of time as various members are involved in that. The quality
of that work is also extra ordinary as mind or creative ideas get formed by communication
among the team members. Besides this, there are different other benefits of team working that is
mentioned below :
 Accomplishment of job and goals before the deadline or on exact time.
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 Work load gets divided as per the number of heads present in a group and as a result less
work pressure is felt by all individuals.
 New or innovative ideas get created as mind of more people are engaged in the common
work.
 Improves the internal as well as external quality of work.
 Development of personal as well as professional capabilities occurred here.
3.2 Techniques of dealing with conflictual situations while working in a team as a leader
It is a complex job of paying the role of a team leader. Team leaders should know how to
deal with different types of people and guide them properly for achieving the goals and
objectives. Leaders must have to take some innovative initiatives for solving the conflicts and to
cope up with different situations. Some the major role followed a team leader for removing the
difficult or conflictual situations are described below :
 They should behave calmly while dealing with all complex situations.
 They should have capabilities of reaching to an end by dealing with a conflictual
condition by solving the issues.
 Motivate their workers for facing challenges and future risks.
 Execute different motivational schemes
 Create a positive and healthy environment
As a leader , I should focus on different conflicting situations existing in team. One of the
difficulties is present in my team is of discrimination. Members present in team are not
supporting each other and are sharing their ideas only to those workers who are familiar with
them on personal grounds. In order to deal with this situation, I need to work for creating
equality among them. For this, I have to take a session of my group members and motivate them
for working by supporting each other and doing such kind of discrimination. I need to understand
them various of the benefits of team working within Skechers which is discussed below :
 Team working aids in fostering learning as well as creativity in organisation. By this way,
Skechers can design unique and attractive shoes effectively.
 This also helps in resolving various issues of venture since employees work together to
complete common targets and difficulties that come in this context are solved by all of
them.
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 Team work promotes in healthy risk taking thus Skechers can easily eliminate every risky
factors.
 It also contributes in promoting wider sense of ownership.
3.3 Review the effectiveness of team
Effectiveness of a team reflects usefulness of venture working in a team in order to
acquire their aims and objectives by taking the aid of cooperative nature of the workers. Team
plays a crucial role in the corporation as it act as an effectual technique for caching targets as fast
as possible in very less time period (Goffee and Jones, 2013). Besides this, team is very fistful in
dealing with rising barriers that comes at the time of task performance and activities of the firm.
Skecher is so worried about their image in the market place , therefore they require to set up a
friendly and harmonise environment in their business by developing mutual understanding in
among all members of team.
In addition to this, working in a team is very advantageous for the complete success of
the venture as due to togetherness every person can easily solve their issues and inspire them
towards their personal goals.
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance
Monitoring and assessment of work performance that can be coined as analysation of
performances of the workers and complete venture in order to understand the roles of an
individual towards the goals. There are different factors present in planning of observation and
assessment of performances of the participants that are mentioned below :
 Strength and weakness of person whose work is going to be observed.
 All the resources plays a significant role in planning process.
 Organisational environment
 Feedbacks on continuous basis
 Internal and external factors
4.2 Plan and deliver the assessment of the development needs of individuals
A proper planning should be designed and enforced by the Skecher in the improvement
of individuals requirement by examining their weakness and potential. At the similar time,
proper plan should be designed by the enterprise for understanding the development of a person
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for overall growth of venture. An effectual plan for measuring the growth of needs of an
individual are listed below :
 Evaluation of capabilities of an individual aids in determination of ability of working or
doing a specific task (Bush and Middlewood, 2013).
 Evaluation plan is also utilised for examining the objectives of organisation.
 It also access the weak points of a person working in a team so that overall barriers
coming in the path can be eliminated.
 Arrangement of all the effectual and useful resources is also done by this planning as this
is very important in improvement of an individual.
At the end, it is very essential to observe all the resources and planning for executing it
appropriately by eliminating all the obstructions emerging at the time of procedures and
activities implementation.
4.3 Evaluate the success of the assessment process
Assessment process is very important in the success of Skechers as with the aid of
assessment manger, the organisation come to know about the disadvantage or limitations of
themselves. Success is the most eminent part of every corporation whether it is small or large as
attainment of success is the first and foremost aim of all company (Chen and et. al., 2014). By
monitoring the performance of workers, firm can determine what is the current status of their
company and implement strategies as per that. If they find any weakness in their workforce, they
arrange a training and development programmes for them so that their weak factors get
converted into their strength. This aids a lot in the improvement of overall organisation as
strength of workers is the back bone of the corporation. Therefore, it is very important to conduct
proper assessment plan so that they come to know about various hidden facts of their personnels
and work on them after that.
D 2
According to Belbin’s (1981) theory, the four main roles that is needed for formulating 4
members in a team which is listed below :
 Team should be divided as per the their responsibilities that consist of 4 worker.
 Asking each group to be action oriented, people oriented and thought oriented.
 Encouraging people in attaining aims and objectives of company.
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 Telling those group for designing three action points on the basis of their findings.
D 3
An alternative strategy that company would adopt to assess the work and development needs of
individuals to improve employee’s low performance at Skecher are following :
 Proper training and development sessions should be arranged so that weak workers can
make educated and teaching should be provided to them in order to improve their
working capabilities.
CONCLUSION
From the above based report, this can be concluded that working and leading with people
is nothing but the recruitment of efficient workers in a team so that working of the venture get
performed effectively. Skechers should hire proper and suitable or skilled persons in their
company so that they can attain their goals in an effect-able manner. Working in team should be
promoted by the cited firm as there are various benefits of it which is explained in this
assignment like less work pressure or load, accomplishment of project before deadline, etc.
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REFERENCES
Books and Journal
Bush, T and Middlewood, D., 2013. Leading and managing people in education. Sage.
Chen, L.K and et. al., 2014. Sarcopenia in Asia: consensus report of the Asian Working Group
for Sarcopenia. Journal of the American Medical Directors Association.15(2). pp.95-
101.
Goffee, R and Jones, G., 2013. Clever: Leading your smartest, most creative people. Harvard
Business Press.
Goleman, D., 2010. Why leading sustainability matters more than ever. People & Strategy.
33(1). pp.7-9.
Grint, K and Holt, C., 2011. Leading questions: If ‘Total Place’,‘Big Society’and local
leadership are the answers: What’s the question?. Leadership. 7(1). pp.85-98.
Heath, H., 2012. How to optimise the registered nurse contribution in care homes: staff shortages
are leading some managers to review traditional patterns of working. But, as Hazel
Heath explains, any changes must not compromise the care essential to meet the
choices and complex needs of older individuals. Nursing older people. 24(2). pp.23-28.
Lev, A.I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Mayfield, P., 2014. Engaging with stakeholders is critical when leading change. Industrial and
Commercial Training. 46(2). pp.68-72.
Mendenhall, M.E., 2012. Global leadership: Research, practice, and development. Routledge.
Peterson, B., 2011. Cultural intelligence: A guide to working with people from other cultures.
Nicholas Brealey Publishing.
Savikko, N and et. al., 2010. Psychosocial group rehabilitation for lonely older people:
favourable processes and mediating factors of the intervention leading to alleviated
loneliness. International journal of older people nursing. 5(1). pp.16-24.
Vie, O.E., 2012. In search of influence-leading knowledge workers with care. International
Journal of Business and Management. 7(20). p.13.
Whitney, D., Trosten‐Bloom, A and Rader, K., 2010. Leading positive performance: A
conversation about appreciative leadership. Performance Improvement. 49(3). pp.5-10.
Winn, B., 2013. Leading Big Change and Employer Re-branding:" Is this still a great place to
work?": Recent Academic Research on People and Strategy. People and Strategy.
36(2). p.20.
Online
LEADERSHIP MATTERS. 2015. [Online]. Available through <http://releasing-the-
magic.blogspot.in/2015/06/leadership-matters.html>.
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