Fulchester University: Leadership, HR Interventions & Tech Adoption

This report evaluates Ian's leadership style at Fulchester University's Information Systems Department, identifying it as autocratic and recommending a shift to a democratic style to address high staff turnover. It explores financially viable HR interventions, including training and development, strategic hiring, optimized onboarding, and a culture of recognition and feedback, highlighting the potential benefits and limitations of each. The report also discusses how technology adoption, such as digital labor, big data, AI, and virtual reality, can significantly contribute to the success of these interventions. The analysis emphasizes the importance of adapting leadership and HR practices to foster employee engagement, improve retention, and drive overall organizational growth within the university.

Leading Managing and
Developing People
1

Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Leadership style ......................................................................................................................3
2.HR interventions to reduce turnover and retain key staff.........................................................5
3. Contributions that adoption of technologies can make towards the recommended
interventions.................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Leading, managing and developing people is the tern which helps in creating value for
knowing the employees and the people working within the University (Jalagat Jr, (2017).
The report will analyze Ian’s leadership style to be evaluated along with the position Ian is
involved in. This will help in knowing the leadership and management theories in the case of Ian.
Along with this, practical financially feasible HR inventions will be considered by Fulchester
University considered to reduce turnover and retain key staff. Recommendations for the
inventions will also be described during the explanation. Specific contributions in the adoption of
technology which included digital labor, big data, artificial intelligence, virtual and augmented
realities etc will also be explained at large scale which is recommended for the inventions to be
taken place within university. This will also help in knowing basis and importance of adopting
these technologies that how the university is dealing with changes.
MAIN BODY
1. Leadership style
Leadership is the ability to influence and guide the followers of the organizations which
helps them in achieving goals and targets which have been set. Leadership is also the process
which motivates and encourages the team members which helps them in motivating towards
performing their roles effectively and in proper manner (Garland and et.al., (2018).
Ian's leadership style was autocratic which created negative impact on the organization.
This also affected the image of Ian within organization. Leadership style which should be
followed by Ian should be democratic which engages and works with the other team members
(Al Khajeh, (2018). By following this leadership style, Ian will be able to work together with the
other team members and will provide them knowledge as to how effectively as to what changes
Ian needs in its leadership style which has been followed by him (Ibrahim & et.al., (2019).
Ian followed autocratic leadership style which became worse in the situation as Ian was
focused on providing and working on his own ideas which he thought to be executed. Ian had his
own ideas as to nature, extent and causes of the labour turnover problem. This created the
problem for Ian as then there Ian was only focusing on creating value for the work and on the
contrary the turnover situation became more critical for the business. This was done to ensure the
basis through which all aspects of how turnover can be reduced as it became major problem for
3

Ian (Chukwusa, (2018). For this, the autocratic leadership style which Ian is following should be
changed and this should be done in reference to what are positive outcomes should be developed
for reducing the turnover so that Information Systems Department at Fulchester University is
managed with their working and turnover problem is solved in effective and efficient manner. By
changes in the leadership style from following autocratic style to democratic leadership style Ian
will be able to solve the problem of turnover and all people in the department will be engaged in
contributing with the success and growth at large scale.
There are different type of leadership style which can be used by an organization so that
goals and objectives of company can be achieved. Leadership style are, autocratic, democratic,
laissez faire etc. According to my opinion democratic leadership style should be used because in
this, employees are having right to share their views and give suggestions which is beneficial for
growth and development of company. For achieving targets, it is essential that managers should
involve employees in decision making process and ask them to give suggestions so that better
plans can be made helping in achieving targets of company. In democratic leadership style
members are having right to share their views and suggest better ideas so that goals and
objectives of company can be achieved (Askeland, 2020). When democratic leadership is applied
then members are happy and it creates positive environment in the organization. Employees are
working efficiently and focus on completing work on time. It is important to apply correct
leadership style so that targets can be achieved and more profit can be generated. In democratic
leadership, members can take decision on their own and work according to their choice. They are
free to give advice and suggestions which is beneficial for growth of company (Lengnick-Hall,
Neely & Stone, 2018). For achieving targets, it is important to make good plans and strategies so
that there will be no issue and it helps in achieving targets. It is important to focus on achieving
targets and provide good quality products to customers.
Leadership management and theories
In an organization it is essential to apply leadership management and theories because it helps in
completing work on time and targets can be achieved. It is essential to apply theories so that
work can be completed on time and it helps in accomplishing goals and objectives (Jafariharandy
& et.al., (2017).
The great man theory- according to great man theory of leadership some people are born with
the necessary attributes and skills which is different from others and help in achieving targets.

This theory is helpful for leaders because they can make good plans which is beneficial for
growth and development of organization (Carbonell and Nassè, 2021). It is essential to focus on
need of employees and leader is responsible for motivating workers and boosting their
confidence so that they can work efficiently.
The trait theory- according to this theory leader can study human personality. This includes,
habitual pattern of behavior, thought and emotion. It is the responsibility of leader to motivate
employees and give them proper direction so that work can be completed on time and it helps in
achieving goals and objectives. For success of organization, leaders has to take necessary steps
and boost morale of employees so that work can be completed on time and targets of firm can be
accomplished. It is essential to apply leadership theories at the workplace to avoid chances of
mistakes and members can do work efficiently (Solomon, 2020).
2.HR interventions to reduce turnover and retain key staff
It is the responsibility of human resource manager to manage all the work and retain key
staff members so that they can work efficiently and goals of organization can be accomplished.
Managers are making plans and dividing work among workers so that task can be completed on
time (Lengnick-Hall, Neely & Stone, 2018). Managers are making plans and strategies for
motivating employees and retaining them by giving additional financial and non- financial
benefits to boost their confidence and morale to work efficiently. It is essential to apply
interventions so that firm can earn profit and it help in achieving targets. Human resource
manager plays a crucial role in managing all the activities at the workplace and making better
plans which is beneficial in growth and development of firm. It is essential to make plans and
strategies after analyzing market situation so that goals and objectives can be achieved.
HR intervention which can be applied to reduce turnover are, planning, increase business
areas, large customer offering or making new product. It is essential for an organization to
reduce turnover so that firm can run smoothly and more revenue can be generated. When
turnover is reduced then it helps in improving morale of employees, boost confidence of
employees, overall productivity of company can be improved, better customer experience,
reduced cost, reduced acquisition and training time. Managers are responsible for handling all
issues and better services can be provided to people (Mohiuddin, (2017). So , it is important to
apply HR intervention so that goals and objectives of company can be achieved. This helps in
increasing overall productivity and efficiency of employees. It is essential to focus on reducing
5

turnover and make plans which is beneficial for growth of company. Managers are handling all
the activities and giving directions to employees so that they can work efficiently (Obholzer,
2018).
To retain key staff managers are organizing training and development sessions so that
employees can understand what work they have to do and it is essential to provide them good
working environment so that they can work efficiently. To retain key staff member’s managers
should hire the right people, optimize the onboarding experience, create a culture of recognition
and feedback (Lengnick-Hall, Neely & Stone, 2018). Develop employees knowledge and skills
so that goals and objectives of company. It is essential to make plans and strategies for retaining
employees and targets can be accomplished. Managers are responsible for providing training and
development programs to employees so that they can work efficiently. It helps in improving
skills of workers and knowledge so that members can complete their work on time. It is essential
to make plans and strategies so that goals and objectives can be accomplished (Knudsen and
Larsson, 2021). Opportunities are provided to employees so that targets can be achieved. It is
essential to provide training and development programs so that employees can work effectively
and good quality products so that need of customers can be satisfied. Human resource manager is
responsible for handling all the activities and goals can be achieved.
So, it can be said that organizing training and development sessions, hiring correct
people, optimizing onboarding experience, creating culture of recognition and feedback are most
important and recommended interventions that can be adopted by Fulchester University. Each of
these interventions have their potential benefits and limitations.
Organizing training and development sessions: one of the main potential benefits of this
intervention is that it can directly help in enhancing existing skills, knowledge and qualities of
employees that can further help them in enhancing their existing performance as well as can also
help in retaining employees. This is because provision of training provides opportunities to
employees for achieving their desired career goals and objectives in an appropriate manner. But
this intervention has its own limitation such as: organization of training and development
opportunities require various kinds of resources including cost and time period for organizing it
(Lengnick-Hall, Neely & Stone, 2018). Due to which without planning organizing of training
and development is not possible.

Hiring correct people: One of the main potential benefits of this intervention is that it can
result in hiring competent people with required skills and experience so that they can work
efficiently (Michailidis, 2018). This will directly result in reducing requirement of providing
training to hired employees and chances of achieving required organizational goals and
objectives. But this intervention has its own limitation such as: hiring correct people require
organization to pay higher salary to such employees, provide additional benefits in order to retain
them within organization (Chakrabarty & et.al., (2020).
Optimizing onboarding experience: one of the main potential benefits of this intervention
is that it directly help employees in understanding their roles and responsibilities as well as
further helps them in working as per organizational vision and mission (Lengnick-Hall, Neely &
Stone, 2018). But this intervention has its own limitation such as: lack of effective
communication and lack of effective pre-boarding process can directly result in its failure.
Creating culture of recognition and feedback: one of the main potential benefits of this
intervention is that it can directly help organizations in understanding and collecting experience
of employees and can further provide feedback to employees upon their performance in an
appropriate manner so that they can understand their area of improvement and areas in which
actual improvement is required to be brought (Ahmed, 2018). But this intervention has its own
limitation such as: if feedback is not provided in an appropriate manner then it can directly result
in demotivated employees as a result performance of employees can get degraded and it can
result in degraded performance of employees.
3. Contributions that adoption of technologies can make towards the recommended interventions.
There are many different kinds of advance technologies that can be adopted by Fulchester
University for appropriately adopting recommended interventions for reducing employee
turnover issue and retain talented and skilful employees. Some of the most important kind of
technologies that can be adopted by Fulchester University and can contribute positively towards
retaining employees are as follows:
Artificial intelligence in the workplace: Adoption of artificial intelligence within organization
can directly help in enhancing overall onboarding experience of employees. Adoption of
artificial intelligence can directly help in providing effective predictive analysis (Coron, 2019).
Artificial intelligence in human resources process can transform whole onboarding process of
employees, their experience as well as talent management. Ai can help HR in organizing chat-
7

based interviews. AI based conversation technology can directly help organization in conducting
interviews, and provide ability to decode and interpret written language for identification of
traits, emotions and human characteristics of employees.
Robotics: Robotics is another advance technology that can directly help HR department in
enhancing onboarding expertise of employees. Not only this, it can further help in bringing
improvement within overall training provision of employees (Lengnick-Hall, Neely & Stone,
2018). Adoption of robotics within HR department can help in automating most of their
processes and can further help in enhancing relationship between employees and employer. This
technology can be used by university in providing high quality training to employee which will
eventually enhance their overall working experience with organization and eventually help in
retaining highly talented and skilled employees.
Digital labour: it is another kind of advance technology that can be adopted by Fulchester
University HR department for retaining employees as this technology can be used by
organization for hiring employees with the help of an interactive digital platform where
interaction with employees is done digitally on a single platform without requiring man force. It
can further be used by organizations for evaluating work of employees and providing them
feedback for the same (Lengnick-Hall, Neely & Stone, 2018). This digital labour technology can
further be used by university for maintaining hybrid workforce. Not only this, it can also be used
as an innovative way of providing feedback to employees which will help in enhancing overall
satisfaction level of workforce and would eventually help in retaining employees.
Big data: It is another kind of technology that can be adopted by organizations. Adoption of this
technology is suitable and recommended to university as it can directly help them in hiring
correct employees. Adoption of this technology can directly help organizations in driving
engagement of employees within university. Not only this, it can further help university in
collecting and analysing all important data related to employees and candidates who have
applied for a job position within university (Lengnick-Hall, Neely & Stone, 2018). It can directly
help organization identifying and segregating candidates who should be hired.
Augmented and virtual realities: It is one of the best and highly recommended technology that
can be adopted by university for providing high quality, accurate and effective training to
employees. It will not only help organization in training employees, but will also help them in

making employees familiar with the technology and can also help in enhancing their overall
performance.
All of the above identified technology are highly recommended to university that can be
adopted by HR for making positive contribution towards recommended interventions.
CONCLUSION
Thus, it is concluded from the above report that Ian’s leadership style was being evaluated
along with the position Ian was involved in. This helped in knowing the leadership and
management theories in the case of Ian. Along with this, practical financially feasible HR
inventions were considered by Fulchester University considers to reduce turnover and retain key
staff. Recommendations for the inventions were also describe during the explanation. Specific
contributions in the adoption of technology which included digital labour, big data, artificial
intelligence, virtual and augmented realities etc were also explained at large scale which were
recommended for the inventions to be taken place within the university. This also helped in
knowing the basis and importance of adopting these technologies which will analyse how the
university is dealing with the changes and what are the other ways which are helpful in creating
the long term positive effects significantly and appropriately.
9

REFERENCES
Books and journals
Ahmed, O., (2018). Artificial intelligence in HR. International Journal of Research and
Analytical Reviews, 5(4), pp.971-978.
Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of
Human Resources Management Research. 2018. 1-10.
Askeland, H., (2020). Institutional Leadership: Maintaining and Developing the
‘Good’Organisation. In Understanding Values Work (pp. 139-158). Palgrave
Macmillan, Cham.
Carbonell, N. & Nassè, T. B., (2021). ENTREPRENEUR LEADERSHIP, ADAPTATION TO
AFRICA, ORGANISATION EFFICIENCY, AND STRATEGIC POSITIONING:
WHAT DYNAMICS COULD STIMULATE SUCCESS?. International Journal of
Entrepreneurship. 25. pp.1-11.
Chukwusa, J. (2018). Autocratic leadership style: Obstacle to success in academic
libraries. Library Philosophy and Practice. 1.
Coron, C., (2019). Big Data in HR: Towards a new convention on quantification?. HAL.
Chakrabarty, A., & et.al., (2020). Dynamics of Knowledge Management in 4IR Through HR
Interventions: Conceptual Framework. In Intelligent Computing and Innovation on Data
Science (pp. 695-704). Springer, Singapore.
Garland, J. and et.al., (2018). Anatomy of leadership in collective behaviour. Chaos: An
Interdisciplinary Journal of Nonlinear Science. 28(7). p.075308.
Ibrahim, A. U., & et.al., (2019). Impact of leadership on organisational performance.
International Journal of Business, Management and Social Research. 6(2). 367-374.
Jafariharandy, R., & et.al., (2017). The Impact of Leadership Style on Human Resources
Performance in Organization Mediated by Organizational Silence. Management studies
in development and evolution. 26(85). 57-85.
Jalagat Jr, R. C. (2017). Leading and Managing People and Organizational Change: Individual
and Organizational Benefits and Its Value on Staff Development. Business,
Management and Economics Research. 3(8). 146-150.

Knudsen, M. & Larsson, M., (2021). The deep organisation: The organisational view in a public
management and leadership development programme. Teaching Public Administration,
p.01447394211013069.
Lengnick-Hall, M.L., Neely, A.R. & Stone, C.B., (2018). Human resource management in the
digital age: Big data, HR analytics and artificial intelligence. In Management and
technological challenges in the digital age (pp. 1-30). CRC Press.
Michailidis, M.P., (2018). Hie Challenges of AI and Blockchain on HR Recruiting
Practices. Cyprus Review, 30(2).
Mohiuddin, Z. A. (2017). Influence of Leadership Style on Employees performance: Evidence
from Literatures. Journal of Marketing & Management. 8(1).
Obholzer, A., (2018). The leader, the unconscious, and the management of the organisation.
In The systems psychodynamics of organizations (pp. 197-216). Routledge.
Solomon, I. G., (2020). The influence of leadership based on emo-tional intelligence concerning
the climate of an organisation. Inter-national Journal of Management Science and
Business Admin-istration. 6(5). pp.38-43.
Online
leadership. Available through [Online]
<https://www.merriam-webster.com/dictionary/leadership>
11