Analysis of Leadership and Management Development Issues

This report delves into leadership and management development (LMD) within the context of Leyland Technologies and Restec. It begins with an introduction to leadership and management, differentiating between the two and highlighting their importance. The report identifies LMD issues, analyzes various leadership styles, and examines the differences between leadership and management. It explores specific methods such as coaching, mentoring, and action learning, providing recommendations for appropriate LMD strategies. The analysis considers both the actual and potential contributions of LMD, emphasizing the ethical and professional approaches required. The report also examines the leadership styles followed at Leyland Technologies and Restec, highlighting the specific challenges and opportunities within each organization, offering insights into how to improve organizational performance and employee development.

LEADERSHIP AND MANAGEMENT DEVELOPMENT
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Table of Contents
Introduction..........................................................................................................................................3
Identification of appropriate LMD issues.............................................................................................3
Critical analysis of differences between leadership and management and the nature of these in
both the organization...................................................................................................................3
Definition of Leaders and Managers...........................................................................................4
Leadership style followed at Leyland technologies and Restec..................................................4
An identification of significant issues for leadership and management development arising....5
Approach to LMD................................................................................................................................5
Explain Leadership Management Development.........................................................................5
Consideration of issues at a strategic level.................................................................................5
Analysis of the actual and potential contribution of management and leadership development 6
Evidence of an ethical and professional approach to leadership and management development7
Clear recommendations on appropriate leadership and management development strategies...8
Explanation and justification of rationale for choices and how proposals would add value to the
organization.................................................................................................................................9
Explain and evaluate specific methods such as coaching, mentoring and action learning.......10
References..........................................................................................................................................12
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INTRODUCTION
Leadership is a part of management and this is also considered as the art of getting the things
done through others. With the help of proper leadership, organization can manage each and
everything in an adequate manner and through this, goals and objectives of the organization can be
acquired adequately (Balon, 2014). The present research study has been made on a Leyland
technology which is an industrial research and development organization working with more than
600 people in different research centers. Within the UK centers, the culture and ethos could be
described as being similar to that found in UK public sector organizations with a tendency towards
conservatism and bureaucracy. Discussion has been made regarding the concept of leadership and
management aspects and along with the same, researcher has also discussed the issues that comes
with change in cultural and leadership aspects. Furthermore, the research considers aspects related
to coaching, mentoring and different learning techniques through which success aspects of the
organization can be encouraged. Along with this, leadership style and ways of managing things at
Restec and Leyland Technologies are also mentioned.
IDENTIFICATION OF APPROPRIATE LMD ISSUES
Critical analysis of differences between leadership and management and the nature of these in both
the organization
As per the views of Philip Kotler, leader is the person that leads and guides people to
perform specific activity and appropriate leadership style is required to be followed for the same
purpose. Leader has the authority to delegate duties and responsibilities and he can also involve
people's advice in decision making process (Moran, Harris and Moran, 2011). Leadership is the
style which denotes that people are following the directions of a specific leader and they work as
the followers. It can be termed as a process that grows followers and makes them willing to achieve
the present organizational goals. It includes activities like visioning, building great teams,
rewarding, mentoring and inventing new things. Thus, leader is one such person who sees vision
and is directly entitled to manage people’s interest in all the organizational processes (Zenger,
2012).
Manager and leader both perform different activities and both are entitled to manage varied
systems. Manager is involved to administer, maintain and focus on systems and he is also entitled to
monitor the performance of all subordinates so as to make several changes in the performance level.
On the other hand, leader inspires and innovate things and he also focuses on the performance of
people so that their interest can be maintained in organizational processes (Komives and Wagner,
2012). Leader believes in transformational working style where focus has been made on doing right
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things. As per the definition of Watson, management is inherently a social activity where success
can be achieved by building specific organizational patterns and culture. Relationships need to be
developed on the basis of mutual trust and this helps people to share obligations among individuals
who are involved in the organizational aspects.
Definition of Leaders and Managers
Rickards (2012) confronted that leadership and management both the terms can be used
interchangeably; however, both are related to manage and lead people. Leaders have to use traits
and personality as a factor through which people can be managed in a proper manner. There are two
types of leadership, that is, authentic and servant leadership in which approach to LMD authentic
leaders are defined as the individuals who consider their own thought process in whatever work
they perform. They always consider things in a positive outlook and this helps them to acquire
people's interest for all the processes (Casimir and Ng, 2010). However, servant leadership is not
only about doing the acts of service but also such leaders act as servants. This portrays a resolute
conviction and strong character by taking the role of a servant. However, on the other hand,
managers are those people who are responsible for the entire management of work processes and
who have to manage all the things by giving suitable directions. Managers are responsible for their
own work processes and they cannot delegate their duties to others. Managers manage each and
everything so as to reach towards the organizational goals and objectives (Wolfe, 2012).
Leadership style followed at Leyland technologies and Restec
Restec aims at integrating the management teams of two organizations and it also follows
ethical aspects so that professional management and leadership skills can be developed. At Restec,
the managers develop professional attitude and they strongly emphasize on leadership where chief
consideration is given towards people's needs and expectations. The leadership style followed at
Restec is transformational where the leader collaborates with the employees to identify the need of
change and such leader also creates a vision to guide the change through inspiring and motivating
the group (Bucic Robinson and Ramburuth, 2010). Leader of Leyland Technologies has been using
the style in a proper manner and he also inspires others to work as per the directions of leaders.
Leader ensures that all the followers have been considering the strategic aspects that are determined
by the organization and they try to contribute in organizational aims and objectives. On the other
hand, leader of Leyland Technologies has been following distributed leadership style which is a
conceptual and analytical approach to comprehend the way in which the work of leadership takes
place among people in a complex organization structure. The individuals do not focuses on leader's
characteristics or on any particular situation as distributed leadership focuses on active engagement
of all the people in tasks (Turner, 2014).
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An identification of significant issues for leadership and management development arising
Issues have been arising due to leadership and management aspects because in both the
organizations, leadership and management related facets are different. At Leyland technologies,
managers have been working in adequate manner and they look for more growth and learning
aspects. The organization has been lacking towards leadership aspects where in leaders are not able
to manage their work aspects. Hence, issues related to leadership have been increasing in the
business; thus the leaders have to show greater concern towards the same. On the other hand,
leaders of BDM have been playing adequate roles and responsibilities and they are more
emphasized towards development and other learning aspects. Having proper leadership aids BDM
to facilitate more innovation and creativity.
APPROACH TO LMD
Explain Leadership Management Development
Leadership Management development is considered as a formed and intended process to
help the leaders and managers to develop effectiveness and capability level. Leaders need to
emphasize on direct learning process so that the ability of leading and managing people can be
developed. Leaders need to learn different approaches for encouraging the ratio of learning and they
need to be more concerned about all their job roles and responsibilities (Alliance, 2012). As per the
concept of LMD, it is necessary for the leaders to enhance the level of learning so that the leader
can become more creative and innovative. From the name itself, it is clear that there should be
consistent development in all the leaders so that they can encourage their efficacy level. Success
aspect of the organization can be enhanced if they are able to perform in a proper way. The
evaluation of learning and talent development involves formal or informal assessment of quality
and effectiveness of an employer's training and learning provision. Leaders must have to emphasize
on continuous learning and development so that they can build their potential for the organizational
work processes (Stacey, 2012).
Leaders must undertake some evaluation of learning intervention in the organization so that
they can encourage the followers to meet all the organizational aim and objectives. At the same
time, it is also vital for the leader to attend several training and coaching sessions to uplift the
performance standard (Appelbaum and et. al., 2000). This can ultimately impact their performance
level and as a result, it augments the opportunities of appreciation and recognition from the
management. Hence, for the same scenario, Kirkpatrick's Four Level Training Evaluation Model
can be put to use so as to improve the level of learning from several grounds.
Consideration of issues at a strategic level
LMD is a process in which leaders and managers can learn more and they can also become
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more competent. Issues related to leadership and management both can impact the organization and
both can also hamper the existing processes; thus there should be more development in both the
aspects. LMD issues can be managed properly if more development activities will take place in the
business organization. At all the levels, there should be proper discussion about the conflicts so that
optimum solution can be found out. Hence, strategic level model can be adopted for the same and
there in these steps should be included.
At level 1, proper emphasis should be given towards team management and there in leader
should focus on adequate way of managing things. At level 2, management should focus on
development activities so as to identify subsequent problem prevailing in the business. Level 3
focuses on integrated and coordinated aspects where in leaders have to properly direct all the
employees towards organizational aims and objectives. At level 4, it is essential for the organization
to develop corporate strategy so that skills and ability of human resources can be accelerated.
Positive environment should be developed in the organization so that employees can properly
communicate information among others. This is also vital in acquiring competitive advantage. At
the last level, issues concerned with LMD should be resolved in proper manner by focusing on
organizational concepts and work processes.
Analysis of the actual and potential contribution of management and leadership development
Leadership is the aspect of managing things properly in the organization and through this
organization can also achieve all the aims and objectives properly. Leyland technologies has
employed highly qualified workforce and from a scientific and technical background, new
development have been taking place in company's operations (Arnold, Fletcher and Molyneux,
2012). Traditionally, this has been a successful approach because through that the company has built
very stable and secure relationships with small number of British manufacturers as they are highly
effective in producing and distributing new products. Culture and ethos both the facets are
described as being similar to that found in UK public sector organizations. Employees thus feel
proud of their scientific and technical knowledge and they generally tend to see themselves at
successful position. Hence, it can be said that employees are focusing more on learning aspects so
that they can develop their technical ability which increases the probabilities of growth and success
(Balon, 2014).
Management is the approach through which the capability of organization can be
encouraged. At Leyland technologies, managers have tended to rise through ranks and have
identified any training needs with specialists so that individual level can be enhanced and they can
reach towards the appraisal process. Manager and all other concerned people with the management
have been working properly with and they also emphasize on continuous learning and development
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aspects so as to encourage others also. Leyland technologies have been organizing several training
and coaching sessions so that all the employees can enhance their capability level. Further, the other
organization (Restec), considers management as an approach which needs to have all the functions
in aligned manner so that organizational aims and objectives can be acquired. At the business entity,
leadership is being followed as the process of managing and comprehending things in adequate
manner and through these specific directions can also be provided to all the followers (Beinecke
and Spencer, 2007). Hence, it can be said that certain development can be facilitated in the business
entity if proper attention is given towards leadership and management aspects. Apart from this, the
manager of Leyland is required to develop new program so that numerous things can be added to
employee development facet. It is vital for the management to develop a cross cultured team so that
all the activities can be adequately managed in the Leyland technologies. Therefore, it can be said
that leadership is one such aspect through which both the companies are able to manage all
organizational dimensions in adequate way (Omri and et.al, 2015).
Evidence of an ethical and professional approach to leadership and management development
Management and leadership are considered as the most significant aspect in any business.
However, looking at the present competitiveness of corporate market it is important for the
companies to operate in effective manner. The effective leadership and better management of
activities play a crucial role in determining success of the organization. In this context, management
or managerial ethics deals with the situations that manager or leader faces in their functioning that
are filled with ethicalities (Moran, Harris and Moran, 2011). Herein, ethicalities refers to the issues,
decision or actions that contain matters of right verses wrong, fair verses unfair and/or justice verses
injustice. In simple words, these situations can be when individual or leader may in doubt about
what is correct in terms of ethical code of practices. According to the present given scenario, the
combination of the intensification of competitive pressures both from developing markets in China
and India especially, together with the downturn in Europe and the UK however, has placed the
company under significant pressure, with two of its major manufacturing partners significantly
contracting their business over the last 3 years (Omri and et.al, 2015). In regards to this, top level
management of the cited firm has merged with Restec; the aim is for managers to become
increasingly professional with a strong emphasis on leadership and the development of people
skills, together with a new agenda of demands and expectations.
There are several practical implications of being ethical leader which can lead to betterment
of both individual and company as whole (Cravens, 2014). However, following ethical code of
practices will assist in sharing values that build trust between peers and subordinates. Along with
this, providing confidence to the employees so that they can become loyal towards firm and it
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works as form of insurance. In doing so it is important for the managerial level people of the
Leyland Company to focus on carrying out each and every aspects of business in ethical manner. In
this regard, ethical leadership is important for the company because leaders who strive for the
ethical code of practices also encourage other people to act in ethical ways so that functioning of the
business can be carried out in effective and efficient manner (Stacey, 2012). Furthermore, through
the means of ethical leadership, senior authority of Leyland Company can easily involves a strategic
planning process which indeed helps in framing reliable policies, decision making process,
consultation, accountability and ethical standards as well as ongoing assessment and monitoring of
activities so that ethical practices can be ensured as per the leader.
Furthermore, management ethics consist of four social responsibility of business such as: be
profitable, obey the law, engage in ethical practices and be good corporate citizen. Thus, it is the
duty of senior authority of Leyland Manufacturing Company to make sure that they follow all these
aspects as being profitable will assist in retaining in the target market and following ethical code of
practices will assist in becoming good corporate citizen of the target market. However, ethical
consideration in management aspects is important in present world this shows what Leyland is
actually doing for the society and its people (Turner, 2014). However, profit is precondition to their
survival and prosperity but still to develop suitable image in the market leaders and senior managers
of Leyland has to focus on considering all the aspects of ethics. In this regard, Leyland can sharpen
its CSR activities as it may provide the ethical edge within the target market so that customers are
also encouraged and stakeholders like government and society can be ensured better services
through corporate social responsibility (Chi, LAN and Dorjgotov, 2012).
Clear recommendations on appropriate leadership and management development strategies
As per the discussion, it can be said that both the companies have been managing all the
organizational aspects in adequate manner; however even after that, certain changes needs to be
implemented (Wolfe, 2012). The way of managing things is appropriate in the business entity; still
the style of leadership can be changed. Employees should be managed on the basis of democratic
leadership style where they can be involved in decision making process. This is also valuable in
terms of facilitating proper communication among all the employees and through this, goals and
objectives can be acquired (Casimir and Ng, 2010). From the discussion above, it can be stated that
mentoring, coaching should present on continuous basis so that they employees can learn different
things as required for their specific job roles. Employee motivation should be there in all
organizational processes so that the aims and objectives can be acquired along with other long term
benefits. Thus, concluding it can be articulated that there should be adequate concern towards
leadership and management so that business can survive at competitive market place for longer span
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(Zenger, 2012).
On the basis of above discussion, the subsequent company can select appraisal framework
technique as through that proper recognition can be made for the employees. In competitive
scenario, employers need to be more concerned about the employees so that they can retain the
potential people for longer span (Chi, LAN and Dorjgotov, 2012). Employer contribution in
employee welfare aspects can enhance the value of organization and this can also maximize
sustainability aspects of the business entity. Employees need to be more specific about their job
roles so that they can claim for appraisal and other benefits. This is essential in terms of adopting
proper procedure for employee performance management.
In competitive scenario, there should be adequate process for all organizational aspects;
hence adequate appraisal system will not only encourage employees towards better productivity but
also it will help them to support the leaders in all organizational processes (Cravens, 2014). The
strategy can be used in all organizational dimensions so that the determined objectives can be
derived. Employees usually behave positively when they are provided with monetary and other
benefits (King and Nesbit, 2015). It is an apparent fact that employees always contribute in
organizational objectives especially during that time when they are motivated enough. Encouraged
employee always produces the best results for the organization when they are delivered with
numerous benefits. In order to use appraisal strategy, the manager has to specify several parameters
so that on such basis evaluation can be made. Proper evaluation can assist the employees to identify
the areas of loopholes and through this; they will be able to manage all the job roles in feasible
manner (Dignam and et. al., 2012). Similar structure should be followed for all the employees at the
time when their performance is being measured as through that, confidence can be developed
among them regarding organizational work processes.
Explanation and justification of rationale for choices and how proposals would add value to the
organization
From the above discussion, leadership and management approaches can be improved by
making several changes in the style of management. Leaders must have to emphasize on coaching
and development aspects so that they can manage more work processes. At the same time,
Democratic leadership style can also be adopted where in opinion and views of employees should
be involved so that their motivational level can be enhanced. There must be continuous learning
among all the leaders and managers so that they can guide others also for more development and
growth. This can add value to the business and through this, leaders can also grow in professional
context and their ability to manage teams can be increased. Leaders can learn encourage their
learning aspects when they communicate directly with the employees as direct communication can
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assist them to comprehend new things for work management. Similarly, as per the learning and
development aspects, leaders must focus on creative processes so that it can add value to the
organization.
Explain and evaluate specific methods such as coaching, mentoring and action learning
With the help of coaching, mentoring and action learning, leaders and managers can enhance
their learning level and through this, they can also manage organizational processes in prominent
manner. Coaching classes needs to be attended so that leaders can emphasize on growth prospects
and through this, they will be able to manage and lead team in prominent way. Mentoring is the
technique through which leader can guide the followers to achieve organizational aims and
objectives properly. Mentoring is the technique through which one can guide other towards specific
aspects and through which proper relationship can be developed among the leader and follower.
Learning and Development is in the main delivered through a bespoke e-learning package that has
been produced by the HR team. The knowledge of employees is measured through e-learning and
coaching is assessed through improved services to customers, particularly as a result of work-
related projects (Goetsch and Davis, 2014). But considering the present condition of business it is
essential for the management to mentor, couch and make learn new things and approaches to the
employees so that they improve their performance. In this regard, mentoring can be defined as the
process in which more experienced personnel helps and guides the less experienced individual so
that desired results and outcomes can be generated (Jogulu, 2010). Considering the present given
case, it has become very much crucial for the BDM employees to be entrepreneurs, innovators,
business focused, adaptive to change, team builders and accountable for results.
With a track record of high performance in these areas it is now also experiencing talent
shortages especially with regard to senior roles in the Indian arm of the business and recognizes the
need to further develop its talent pool (Jogulu, 2010). Thus, top level management has to bring
some experienced personnel from UK where it headquartered so that employees can be guided in
appropriate manner about how to deal with different situations and circumstances and enhance their
skills and abilities for generating better results and outcomes. In this regard, coaches, trainers and
consultants can help in learning new things as well as help in growing professionally so that
employees in India can make suitable and smart decisions regarding future contingency and carry
out the work in the best possible manner.
At present, Managers within the organization also use 360-degree feedback to identify
development areas and line manager coaching as a way of addressing specific development needs
although little has been done to evaluate the effectiveness of the coaching program (King and
Nesbit, 2015). Through the 360 degree feedback system or process, managerial level people of
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Leyland can easily provide anonymous feedback to their subordinates and inform them about the
good and bad work. Furthermore, the major benefit of this approach is that it change the perspective
of the employees in India about their peers in UK and try to change their performance as per the
needs and wants of the company so that desired results and outcomes can be generated. Moreover to
this, this will help in ensuring job satisfaction for the workforce. However, analyzing closely to
their own performances will help in identifying their achievements and mistakes which can help in
achieving desired level of satisfaction (Goetsch and Davis, 2014). While on the other hand,
managers of Leyland are couching their employees on the basis of specific needs thus, which
provides the individual to enhance skills and abilities appropriately and generate fruitful results for
both individual and company as whole (Komives and Wagner, 2012).
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