Leadership & Management in Context

This assignment examines the crucial concepts of leadership and management, highlighting their diverse applications across different sectors. It encourages students to delve into prominent theories of leadership and management, analyze real-world examples, and consider international perspectives on these influential practices. The task involves critical reading and evaluation of scholarly articles and online resources to develop a comprehensive understanding of leadership and management in contemporary contexts.

Working with and Leading
People

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation of selection and recruitment process.......................................................1
1.2 Impact of of legal, regulatory and ethical considerations to selection and recruitment
process....................................................................................................................................3
1.3 Taking part in the selection process.................................................................................4
1.4 Evaluating contribution to the selection process..............................................................5
2.1 Skills and attributes required for leadership ....................................................................5
2.2 Difference between management and leadership ............................................................6
2.3 Comparing leadership styles for different situations........................................................7
2.4 Ways to motivate staff to achieve objectives...................................................................7
TASK 2............................................................................................................................................8
3.1 Benefits of team working within organisations and reviewing the effectiveness of team in
achieving goals.......................................................................................................................8
3.2 Significance of working in a team as a leader and member towards specific goals, dealing
with any conflict or difficult situations..................................................................................8
3.3 Effectiveness of team for accomplishing the goals..........................................................9
4.1 Important factors involved in planning the monitoring and assessment of work
performance of PM Company................................................................................................9
4.2 Planning and delivering the assessment of development needs of individuals at PM
Company ..............................................................................................................................10
4.3 Measuring the success of assessment process................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In order to manage all working activities and operations in an effective manner, it is
essential for the business organisations to manage workforce. . Leadership and management is
the quality which helps in inspiring and motivating people so as to reach at target points and
accomplish organisational goals. Furthermore, leading individuals is a critical task for
management because several people do not prefer to follow all terms and conditions of their
leaders. It generates basis and misunderstanding in between people (Terkel, (2011). Purple Mail
Company is the chosen organisation in this present assignment which is one of the largest courier
firms in UK. For managing the supply chain, firm uses various methods and techniques. Apart
from this, it will prepare documentation of recruitment and selection so as to hire new staff
members. Readers will also come to know about the required skills and attributes among
individuals for leadership. Furthermore, to lead people imperatively, management can adopt
various leadership styles.
TASK 1
1.1 Documentation of selection and recruitment process
Human resource management is one of the imperative parts of every business
organisation. It is liable for coping and controlling overall workforce in the best possible manner
(Alloway, 2013). It works for attaining the desired goals and objectives of firm in a certain time
period. The Purple Mail Company wants to hire those candidates who have superior knowledge,
technical skills and innovative competencies, etc. If such kind of people will work at workplace;
it results firm will attain better future outcomes. PMC has been making losses for certain years
due to lack of manpower and thus, it tends to adopt an effective recruitment and selection
procedure.
Documentation needed for selecting employees:
 A business entity wants to recruit people to increase the output level and generate
maximum profit. HR manager of the company have to take approval of recruitment from
top management so as to start recruitment process effectively.
 Afterwards, firm has to determine the position for which it is hiring; in this manner
administration check all the details towards job position. It is the responsibility of HR
manager to place right employees on right place.
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 An advertisement will prepare so as to inform people about vacant positions. Human
resource manager can posts all details on newspapers, job portals etc (Spillane, 2010). Another one is CV, it provides all details about employees, like their skills,
specialisations, qualification, past working experience, background etc.
Job description
Job title – HR manage
Service area – human resources
Reports to – Chief HR officer.
Office Timings – 8 to 9 hours per day.
Salary - $60000 (depend on experience)
Experience – 5+ years.
Purpose of Job
 to lead on and develop a framework based on five key elements – develop, reward,
deploy, protect and recruit in order to demonstrate the integral role.
 Provide a strategic lead role in developing the Council's workforce strategy using
accurate data to determine innovative solutions. Develop leading edge in line with best
practice approaches.
Major duties and responsibilities: -
 Responsible for design and implement of strategic HR policy initiatives for the council.
 To assist the chief HR officer in the direction of the service and assess the impact of
major policy and legislative change.
 Provide strategic advice and guidance in recruitment, employment relations,
organisational development, health & safety and special projects.
 To manage performance allocated staff ensuring that work plans are drawn up and
monitiored. Providing staff with necessary support and guidance.
 Responsible for the provision of workforce development management reports for the
council management board and teams.
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Person specification
Name – Cameron Long Address – 1 Main street, New Cityland, London.
Summary – Human resource management with practical understanding of business needs.
Highly effective at incorporating creative leadership skills to achieve business objectives. Direct
projects that improve efficiency while meeting deadlines and budget requirements.
Highlights -
Hiring and retention
 Compensation administration
 Training and development
 Regulatory compliance and compensation
 Employee relation and innovative
 Labor agreements exceptional interpersonal skills.
Accomplishments –
 Reduce employee turnover by 20% by execution of new incentive programme and
bonus structure.
 Improve paperwork processing time by 50% by streamlining submission process.
Experience – 7+ years
Education –
 Master of science, human resource management, 2010.
 Bachelor of science, human resource management, 2004.
1.2 Impact of of legal, regulatory and ethical considerations to selection and recruitment process
While recruiting workforce, there should be several norms and laws followed in order to
maintain organisation's standards. HR manager of PM Company plans recruitment activities for
vacant profiles and thus, it is necessary for him or her to be aware about all rules and regulations.
The process of recruitment from interviewing to final selection is bound from several legal or
ethical restrictions and sometimes, these ethics may have an inauspicious impact on business
organisations. Below described are certain laws and legislations which must be followed by all
business entities during recruitment:
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 Age regulation act – According to this act, young and old workers give equal benefits as
per the roles and responsibilities. There should be no discrimination on the basis of age
while performing business activities and operations (Arnold, 2012). Right to employment act – While interviewing, HR administrator always check whether
the person has legal right to work in UK from British Government or not. There should
be also analysed any criminal records of employees.
 Sex discrimination act – The act states that employers shouldn't discriminate among
employees on the basis of race, religion, caste, age, colour, etc. Management should treat
all of them equally. It is essential for business entities not to make any discrimination
while selecting employees.
1.3 Taking part in the selection process
Selection process assists to select the best candidates among all available variants. To
select the best, Purple Mail Company can give advertisements by mentioning required skills and
qualification. It helps in achieving a large pool of applicants. HR manager of an organisation
plays a significant role in the selection process. Selecting panel – HR administration firstly selects a recruitment and selection platform
which aids in selecting appropriate candidates for the vacant job profile. Members who
are getting involved in panel are chosen by the top management and they have a huge
responsibility to make schedule and take interview of candidates (Azhar, 2011). Short listing – Thereby, next stage is to shortlist the candidates by using methods like
MCQ or telephonic interviews, IQ test, etc. Then the list of selected people get short
listed is get handover to the human resource manage as they can easily organise
interviews. Interview sessions – In this stage, panel members take interviews from the selected
candidates who have passed all tests. Here, interviewer ask questions which are related
with their job profile, working experience and background as well as to the post for
which they are applying. It assists in determining the intelligence level of people so that
panel can decide whether these people are matched with company's criteria or not.
 Appointment – At last, company selects the best one candidate who is easily fulfils all
job requirements in an effective manner. Then, HR professional gives an appointment
letter that individuals and joining date as well (Bolman, 2014).
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1.4 Evaluating contribution to the selection process
The HR manager of firm has a big responsibility to manage all working activities or tasks
that are associated with recruitment and selection. In order to manage all ups and downs which
will occur in the hiring process, person creates a documentation, like identifying the pool of
applicants, job requirements of vacant position, etc. Although, selection assists to determine
those people who have effective capabilities to cope with all job roles and responsibilities in a
pervasive manner (Works with leading people. 2017). The person also prepare job
advertisements or ads so as to find out befitted manpower.
They also assist in preparing advertisement and ads which will support to search
appropriate candidates. Along with this, it is the duty of HR department to list all candidates. It
would make easier the process of interviewing and final selection. Basically, face to face
interview is conducted to observe the behaviour and attitude of an individual. Afterwards, the
HR personnel prepare several documents for appointing talented employees and then they start
providing training and development assistance to such people. Furthermore, induction
programmes are also organised as new candidates can interact with others. Therefore, the overall
process stated that if HR managers will not perform all these activities in an effective manner
then the entire workplace will get disorganised.
2.1 Skills and attributes required for leadership
“Leaders are not made, they are born”. According to this statement, each individual at
workplace cannot be a leader. Different competencies and qualities are requires in a human being
to become a successful leader who have innovative ideas to inspire others. They will also help in
rendering directions which assists in achieving goals and objectives of the firm. The top
management of the company decides to open another branch, for this it requires to hire those
candidates who have effective skills and knowledge. Therefore, to have a great leadership quality
it is essential for leaders to carry out innovative skills and creativeness so as to take initial
decisions quickly. The leaders have to try to motivate others by setting certain aims and targets
which can be attained in short time of span. This strategy encourage others to raise their
confidence level. On the other hand, the person also have ability to manage the quality of
assigned work; it means work should fulfil standard quality of business activities or tasks. It can
be done if management make proper delegation of authorities or role (Chi, 2012).
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Having good communication skills is also important for a leader so as to gain proper
information; it aids in making business decisions and conclusions. It also reduces conflicts or
disputes which can occurred due to cultural diversifications.
2.2 Difference between management and leadership
Usually, people think that management and leadership are combined terms but these are
totally different from each other. For example: manager of a company manages all working
activities whereas, leaders provide guidance regarding the way to complete them effectively.
Brief description in between management and leadership is stated as below:
Source Leadership Management
Concept The leader innovates and
leadership is a constructive
concept.
Whereas, manager
administrates and management
is a systematic approach.
Purpose Prime motive of a leader is to
examine the behaviour of their
subordinates whether they are
capable to generate high
outputs or not (Thompson,
2012).
Apart from this, manager
performs various functions like
planning, organising,
controlling and directing which
aids in accomplishing goals
and objectives of the firm in an
effective manner.
Relevance Leaders are created into formal
and informal groups and they
have a long range perspective.
Managers are formed into
well-defined structure and
there is the necessity of
managers in informal group.
They have short range
perspective.
2.3 Comparing leadership styles for different situations
There are different leadership styles which are acquired by PMC, such as- autocratic,
Laissez-faire, Transactional, transformational etc. The team leader of the company can acquire
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leadership style so as to regulate uniformity at workplace. Between all these leadership styles,
democratic is one of the best approach; it states equal opportunities to employees and other
persons to take participate in decisional activities. It promote spirit and confidence among all
employees (Drennan, 2012).
Whereas if democratic leadership style precede by a firm then staff members get
disconnected as they cannot make direct communication with management. In other words,
workers have no role in decisional activities of the organisation; they just follow management's
instruction. On the other hand, in laissez-faire style all staff members have equal right to get
involved in decision making process of the company; it helps in getting various and new ideas
which also reduces the chances of conflicts or grudges among employees. But this approach
cannot be adopted by PMC as it open its new branch and here managers should take important
business decisions. For example -
2.4 Ways to motivate staff to achieve objectives
It is necessary for management to encourage and inspire their workforce as they can
generate high output level which increases the sales and profitability of company in a certain
time period (Peterson, 2011). HR manager of PMC adopts several management approaches, i.e.
Maslow's need hierarchy and X and Y theory. In this, Maslow's approach refers that organisation
has to fulfil the basic needs to employees as they can perform in a better manner.
On the other hand, there are several other ways to motivate employees like providing
reasonable remuneration to employees as per the roles and responsibilities they perform. If
workers get appropriate salary and wages then they would be willing to perform in a well manner
within organisation. Thus, good amount of wages helps to satisfy and motivate employees which
can fulfil their psychological and physical needs. Besides this, training and development is also a
good way to attain and retain workforce within organisation for a long term period. It means to
fulfil all learning and training needs of people so that firm can achieve its goals and objectives
(Walumbwa, 2011).
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TASK 2
3.1 Benefits of team working within organisations and reviewing the effectiveness of team in
achieving goals
In this competitive era, business organisations want to create such teams which can
manage organisational culture to attain all its goals and objectives (Nienaber, 2010). In order to
develop an effectual team, top management is required to provide training and development
assistance to people for improvising their leadership skills. Along with this, leader of an
organisation behaved politely and calmly while directing their team members. If all subordinates
will follow leader's instructions; it will increase their interpersonal relationships and manage a
healthy and positive working environment at workplace. The main role of a leader is to build
healthy and positive relations in between workers by implementing cooperation and coordinating
with them (Leadership and management. 2017). In this sense, PMC can try to conduct several
learning activities as all people can interact with each other. In several multinational business
organisations, team work also aids in decision making process and grab better future
opportunities from the target market. Teams plays an imperative role in growth and vitality of an
organisation so that goals and objectives can be accomplished in a minimum time frame. Team
work assists in providing new and innovative ideas to organisations as to deliver better products
to customers.
Apart from this, supporting team members also build a good team; their mutual
understanding helps to learn effective skills and knowledge so that they can perform effectively.
It leads organisation to achieve short term wins in a certain time period.
3.2 Significance of working in a team as a leader and member towards specific goals, dealing
with any conflict or difficult situations
In a corporate association, managers or a leaders play an imperative role to attain high
growth and success by managing all functional areas. Team building evolves optimistic
condition in the entire business which provides relevant guidance to employees as per they can
perform all working activities. Apart from this, leaders also help subordinates to learn innovative
and creative things so as to do any task pervasively. Below are explained roles and
responsibilities of a team leader:
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 A team leader should be a good coordinator which means that the person has an ability to
coordinate all working activities and engage employees with each other. It promotes a
positive working environment (Hallinger, 2013).
 Another of leader is to monitor the performance level of staff members on continuous
basis and provide them suggestions to them regarding certain improvements.
 It is essential for leaders to complete all tasks and operations on or before their time
schedule so as to make required changes in them. The person should also be an effectual
team worker and having willingness to participate in business activities.
3.3 Effectiveness of team for accomplishing the goals
Team work is accessible in attaining required goals and objectives of company due to
mutual understanding among employees. The performance level of a firm can be seen if it has
effective and skilled manpower. Teams are capable to perform all tasks in a proper manner by
coordinating and cooperating with each other. It also determines new and innovative ideas
towards production (Morrison, 2010). If employees work in a team, they share their opinions as
well as misunderstanding with each other. Also, it reduces the conflicts and make them capable
to compete with external environment. PM Company has formed its workers in that way where
all of them have a transparent interaction with top management.
An imperative also follows all ethics and standards to so maintain legality of the
organisation. They also generate confidence level of people and improve their morale.
Sometimes, crew is not aware about their hidden skills that might be beneficial for company.
Thus, this hidden talent of team members helps to gain possible outcomes in a pervasive manner.
To grab the opportunities in external market, teams also actively initiate and take bold decision.
The person is a risk taker in order to positively convert into best possible outcomes.
4.1 Important factors involved in planning the monitoring and assessment of work performance
of PM Company
Planning and monitoring the performance level of employees have a close relation. In
case of planning, it consists to plan pre decided activities which are involved in goal
accomplishment. It involves how and to whom will done working activities or functions. In other
words, planning is an activity which builds a bridge to fulfil the gap between initial and desired
position of the company in a minimum time period. A well planned leadership and management
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approaches aids an organisation to attain its vision and mission by enhancing its market share as
well.
Along with this, monitoring is accessible to keep an eye on employees' performance and
their skills. It means to analyse whether employees are working as per the plan. If there is any
deviation in that management makes effective strategies to fulfil the gap. Furthermore,
monitoring cope all planning activities and tasks (Lev, 2013).
4.2 Planning and delivering the assessment of development needs of individuals at PM Company
Delivering and planning is an assessment which ensure needs of staff members and tries
to fulfil them in an effective manner. The Purple Mail Company is a largest organisation of
providing courier service to people. But in this over changing environment, the firm has faced
several issues. In order to overcome with them, it is planning to establish a new branch in UK. In
this manner, firm has to recruit effective workforce and provide them healthy working
environment. For sustaining high competitive edge, management has to emphasis on improving
the training and development needs of people by organising different events. It results employees
will learn or acquire more and more technical knowledge that aids them to perform all tasks
imperatively. Furthermore, such elements can be examined by top management. The HR
manager should cater appropriate task to their employees according to their abilities and power.
There is describe training processes which can be followed by PMC, such is stated as under: -
 Formulation of business goals and objectives
 Analyse employees' needs and wants so as to satisfy them in an effective manner.
 Generate training goals for improving performance level of staff members.
 Recruit trainees by analysing their skills and knowledge level.
 Select training methods, i.e. on the job training and off the job training methods
 Evaluate the performance level of people
 Management of training
 Measure development and evolution of overall organisation.
4.3 Measuring the success of assessment process
In order to remaining long term success, it is the responsibility of managers to assess
performance level of subordinates by preparing a to-do task list. In addition, a training program
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is prepared for employees with an aim to boost up their skills and knowledge. Therefore,
leadership assists in building trust in between the management and workforce of company.
In this manner, it is required for the managers to create new and innovative policies or
strategies that are necessary for performing all functions effectively (Leadership and
management, 2017). Need assessment helps in examining buyers' behaviour towards products
and services of company at the marketplace. Human resource manager of PM Company cope
and manage all functional area by having standard ethics and principles; it retains the
effectiveness of the firm for long time of span.
CONCLUSION
As per the above discussion, it can be concluded that every business organisation should
hire effective leader who is capable enough to manage workforce. While recruiting employees,
PM Company has to follow all ethics and laws like age regulation act and right to employment
act. Apart from this, a leader can be successful if he or she has advance and innovative skills i.e.
motivation, , communication and acting skills. The report also states that leadership is a
constructive concept whereas management is a broad term.
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REFERENCES
Books and Journals
Alloway, T. P., Bibile, V. and Lau, G., (2013). Computerized working memory training: Can it
lead to gains in cognitive skills in students?. Computers in Human Behavior. 29(3).
pp.632-638.
Arnold, R., Fletcher, D. and Molyneux, L., (2012). Performance leadership and management in
elite sport: recommendations, advice and suggestions from national performance
directors. European sport management quarterly. 12(4). pp.317-336.
Azhar, S., (2011). Building information modeling (BIM): Trends, benefits, risks, and challenges
for the AEC industry. Leadership and management in engineering. 11(3). pp.241-252.
Bolman, L. and Deal, T., (2014). Leadership and management. Christian Youth Work in Theory
and Practice: A Handbook. p.245.
Chi, H. K., Lan, C. H. and Dorjgotov, B., (2012). The moderating effect of transformational
leadership on knowledge management and organizational effectiveness. Social Behavior
and Personality: an international journal. 40(6). pp.1015-1023.
Drennan, J., (2012). Masters in nursing degrees: an evaluation of management and leadership
outcomes using a retrospective pre‐test design. Journal of nursing management. 20(1).
pp.102-112.
Hallinger, P. and Bryant, D., (2013). Mapping the terrain of educational leadership and
management in East Asia. Journal of Educational Administration. 51(5). pp.618-637.
Lev, A. I., (2013). Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Morrison, K., (2010). Complexity theory, school leadership and management: Questions for
theory and practice. Educational Management Administration & Leadership. 38(3).
pp.374-393.
Nienaber, H., (2010). Conceptualisation of management and leadership. Management
Decision. 48(5). pp.661-675.
Peterson, B., (2011). Cultural intelligence: A guide to working with people from other cultures.
Nicholas Brealey Publishing.
Spillane, J. P. and Healey, K., (2010). Conceptualizing school leadership and management from
a distributed perspective: An exploration of some study operations and measures. The
elementary school journal. 111(2). pp.253-281.
Terkel, S., (2011). Working: People talk about what they do all day and how they feel about
what they do. The New Press.
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Thompson, J., (2012). Transformational leadership can improve workforce competencies:
Managers are responsible for organising workloads and employees, and ensuring wards
have the right balance of skills. Juliana Thompson explains how senior nurses can
integrate their leadership and management roles to achieve these goals. Nursing
Management. 18(10). pp.21-24.
Walumbwa, F. O., Avolio, B. J. and Aryee, S., (2011). Leadership and management research in
Africa: A synthesis and suggestions for future research. Journal of Occupational and
Organizational Psychology. 84(3). pp.425-439.
Online
Leadership and management. 2017. [Online]. Available through:
<https://managementstudyguide.com/leadership-management.htm>.
Works with leading people. 2017. [Online]. Available through: <https://hbr.org/2015/06/leading-
people-when-they-know-more-than-you-do>.
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