Analyzing Management Leader Effectiveness: Roles and Responsibilities

This report explores the effectiveness of leaders in various roles, including an assistant coach, a teacher, and a minister, emphasizing the significance of leadership skills for organizational growth and sustainability. It discusses the criteria for evaluating effectiveness in each role, such as spreading shared vision for a coach, maintaining integrity for a teacher, and fulfilling community commitments for a minister. The report also addresses ethical issues linked to prioritization within these roles, such as improper coordination for a coach, favoritism for a teacher, and unfulfilled needs for a minister. Furthermore, it compares and contrasts these roles with related positions like a teacher's assistant, a minister's personal secretary, and a coach's junior manager, highlighting differences in evaluation criteria based on their responsibilities. Desklib provides access to this and other solved assignments for students.

Running Head: MANAGEMENT 0
LEADER EFFECTIVENESS

MANAGEMENT 1
Towards growth and sustainability of any organisation, leaders and their leadership
skills plays a significant role. The attitude and behaviour of leaders change with the
environment and their roles differ from one other to another. The leader can change their role
effectively on time if they are more adjustable and flexible. For an instance, their response
differs while they are interacting with seniors in comparison to juniors. In the case of any
mistake, the leader may be mannerly with junior managers as they are new to the corporate
surroundings. However, they may be forceful with senior managers as they were already
involved with the corporate environment from a long time. This includes their work
experience and knowledge, which determines their high commitment and responsibility for
the organisation.
All familiar leadership roles require a leader to be effective and some of the standards
relevant with this report are described below –
1) Criteria on which the effectiveness of the assistant coach, a minister and a
teacher needs to be evaluated –
Considering assistant coach, the coach name is typically got in training sessions and
sports, as the objective of coaching is to state, exemplify and help people relating to the
subject. The criteria on which the effectiveness of leader will be measured is spreading
the shared vision including his ability to describe the key objective of coaching, the
innovation and results. Other criteria on which his effectiveness will be measured is the
cooperation and friendly behaviour between the peers; as it is important for him to
interact and share his views effectively with all members and establish a benchmark for
them. With time, the progression in the team members helps in evaluating the coaching
effectiveness (McCall, 2010).
Second person here, is the teacher, and like everyone knows that it is an honorable
profession and therefore, the evaluation will be based on the views and feedback of the
students. A teacher is also perceived as a mentor who guides people or students regarding
their career and life. The standards or criteria for measuring his/her leadership
effectiveness includes integrity with the work, ethical disciplines and fairness between
students. A teacher is responsible for provision of knowledge, psychological skills,
personality and mental capabilities of the students. At the end of academic year, if the
student proved capable, the evaluation of the teacher will be positive. These criteria are
recommended as growth of students partly depends on their instructors and teachers.

MANAGEMENT 2
The last evaluation is of the minister whose criteria is related to his commitments, by
his effort and engagement with the community (Searle & Patent, 2012). He will be
evaluated as productive if the social acts are duly met by him positively. In addition, his
leadership effectiveness will also be measured with number of debates he faced within a
particular period. Behind these criteria, the logic can be understood with the increased
amount of responsibility he stood due to this position.
2) Ethical issue linked with prioritization –
This portion is an addition to the previous part where the discussion is related to
ethical concerns and challenges linked to the prioritization of measurement standards.
In relation with assistant coach, improper coordination between members can raise
ethical issues. For instance, disagreements during a group fight or interaction. Other than
this, issues can be upraised while dissimilarities between the project outcome and shared
vision.
In case of teacher, the ethical issue can arise when the aspect of the favor and
prejudice arise between the teacher and student. Other than this, cheating, inappropriate
behaviour and malpractice in classroom or with other students also come under ethical
issues. In last, providing sufficient information as per the level of learning is also
considered as a challenge.
At last, the ethical issue that can be faced in case if ministers may be related to
personal gain and with the dilemma that people needs are not effectively fulfilled
(Caligiuri & Tarique, 2009). The voting is made by the people for their and society
benefit and so it is the duty of him to undertake this massive responsibility. If there is no
progress in the city during his ruling period, the ethical challenge may arise.
3) Compare and contrast the extent across the different roles –
Other than these stated roles, other part includes the teacher assistant, personal
secretary of the minister and junior manager of the coach.
For instance, the minister personal secretary is required to develop daily schedules
and list of appointments. In addition, they are accountable for assembly sessions with
both domestic and global individuals. They are also responsible for confidentiality of
business, and it is measured based on the aspects of intelligence, speed and her

MANAGEMENT 3
management of cost and timings (Ely et al, 2010). Their role is identical to the assistant of
the teacher as like there, the student details are managed by the assistant like listing down
the sessions to be distributed on specific days and she is responsible for noting down the
student progress.
Considering the differences of criteria, secretary cannot be evaluated based on
technical knowledge, however, professor or teacher assistant can be measured through
technological gain.
For evaluating junior manager of coach, the criteria will be broadly dissimilar from
the two other as he would be evaluated by his physical performance. Other than physical
actions, he should also be aware of managing team players. He will be rated as good if he
has managed the player's name depending on their performance and if he kept data of
vivid players, then he will be rated as well. It is very important for all of three people to
possess required managerial skills to attain the goals and objectives.

MANAGEMENT 4
References
Caligiuri, P., & Tarique, I. (2009). Predicting effectiveness in global leadership
activities. Journal of World business, 44(3), 336-346.
Ely, K., Boyce, L. A., Nelson, J. K., Zaccaro, S. J., Hernez-Broome, G., & Whyman, W.
(2010). Evaluating leadership coaching: A review and integrated framework. The
leadership quarterly, 21(4), 585-599.
McCall, M. W. (2010). Recasting leadership development. Industrial and Organizational
Psychology, 3(1), 3-19.
Searle, R. H., & Patent, V. (2012). Recruitment, retention and role slumping in child
protection: The evaluation of in-service training initiatives. British Journal of Social
Work, 43(6), 1111-1129.