Leadership and Management Development Report: Organizational Issues

This report provides a comprehensive analysis of leadership and management development (LMD), focusing on its contribution to organizational competence across various contexts. It begins by defining leadership and management, differentiating between the roles of leaders and managers within organizations like Leyland Technologies and Restec, and highlighting their impact on employee motivation and organizational performance. The report identifies key LMD issues, such as ineffective leadership styles, poor communication, and lack of employee development, which can hinder organizational success. It then evaluates various leadership and management development interventions, appropriate strategies for meeting current and future organizational requirements, and approaches to identifying development needs. Furthermore, the report addresses ethical and professional considerations in leadership and management, including the importance of making ethical choices and selecting appropriate development methods. The report emphasizes the significance of transformational leadership, effective communication, and strategic planning in fostering a productive and ethical work environment, ultimately contributing to the overall growth and success of the organization. The report uses the case study of Leyland technologies, BDM and Restec to illustrate the concepts.

LEADERSHIP
AND
MANAGEMENT
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
EXPLAINING CONCEPTS OF LEADERSHIP AND MANAGEMENT AND THEIR
CONTRIBUTION TO ORGANIZATIONAL COMPETENCE ACROSS A RANGE OF
CONTEXTS.....................................................................................................................................1
Leaders and managers in organization........................................................................................1
Identifying LMD issues..............................................................................................................4
CRITICALLY EVALUATING RANGE OF LEADERSHIP AND MANAGEMENT
DEVELOPMENT INTERVENTIONS,..........................................................................................7
Major issues in organization.......................................................................................................7
APPROPRIATE STRATEGIES TO MEET CURRENT AND FUTURE ORGANIZATIONAL
REQUIREMENTS...........................................................................................................................8
Organization strategy and their future projections......................................................................8
ANALYZING AND EVALUATING APPROACHES TO IDENTIFICATION OF
LEADERSHIP AND MANAGEMENT DEVELOPMENT NEEDS...........................................10
Approach fitting to LMD strategy............................................................................................10
ETHICAL AND PROFESSIONAL APPROACH TO LEADERSHIP AND MANAGEMENT.11
Making ethical and professional consideration for planing approach......................................11
Issues around choosing leadership and management development methods............................12
Most appropriate method of analyzing the strategy..................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
ILLUSTRATION INDEX
Illustration 1: Managers Vs Leaders................................................................................................2
Illustration 2: Organization strategy................................................................................................7

INTRODUCTION
Leadership and management training is generally considered as an important investment
made up by the business venture. Leaders on one side inspire and motivate the employees and on
the contrary side managers plan, organize and coordinate with different types of work and
projects in order to lead the growth of the business venture (Goetsch and Davis, 2014). Further,
leadership development focuses on teaching of leadership qualities which includes
communication and motivating employees in the organization for achieving their individual
goals and objectives. On the contrary side, managers constitutes recruitment and selection of
multi skilled employees who can help enterprise in effective decision making and idea
generation for the organization. Further, from the view point of Kotler, “Leaders generally do not
represent leadership as they generally combine all management personnel in a company.”
Moreover, cracking business leaders do not just build their personal credibility and reliability,
they also focus on building up the leadership skills in an organization and also the capacity to
promote future leaders in an organization.
This present report is scenario based which focuses on management and leadership
quality which organization need to have in order to carry effective operations. Further, this report
will also showcase different leadership and management issues along with identification of major
issues which business organization is facing. Moreover, different ethical and professional
considerations are also discussed when organization is focusing on the planning approach.
EXPLAINING CONCEPTS OF LEADERSHIP AND MANAGEMENT AND
THEIR CONTRIBUTION TO ORGANIZATIONAL COMPETENCE
ACROSS A RANGE OF CONTEXTS.
Leaders and managers in organization
Leadership of leaders generally speaks the overall quality of organization with high leadership.
Manager - Administers, maintains, focuses on systems & controls and the short term view, asks
how and when, keeps eye on the bottom line. Leader on the contrary side inspires and innovates
develops, focuses on people, trust, asks what and why, has a long-term view and an eye for the
horizon.
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According to Warren Bennis, “Leadership is a function of knowing yourself, having a
vision that is well communicated, building trust among colleagues, and taking effective action to
realize your own leadership potential.”. Further, from the view point of George R. Terry, “
Management Is a distinct process consisting of planning, organizing, actuating and controlling;
utilizing in each both science and art, and followed in order to accomplish pre-determined
objectives.”
By identifying the working of leaders and managers, LMD can be defined as a planned
and deliberate process to help leaders and managers become more effective.
Further, as the company Leyland technologies is making their effective operations in the
industrial research and development and employees working there is having scientific and
technological background. With the expansion and emergent in other countries, managers and
leaders of the venture plays a crucial role in order to increase the sale and productivity of the
firm (Fullan,2014). The motivational level among employee’s is quite low but then too
researchers are giving their best as they are highly motivated of their own. Moreover, the
leadership of UK line managers is to rate their own managers ineffectiveness and to solve this
problem with different methods and techniques.
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Illustration 1: Managers Vs Leaders
(Source: Managers are not Leaders. 2015)

Further, the biggest difference between the leaders and managers is the way they
motivate employees for improving their efficiency and the effectiveness. Moreover, both having
some different characteristics but both focuses on achieving the goals and objectives of the firm
in significant manner. Moreover, around 40% of leaders says that the overall quality of their
organization leadership is high. Some prior characteristics of managers and leaders has been
discussed below in context of Leyland technologies:
 Managers are the one who usually administrates their working in the organization
whereas leaders are the one who focuses on innovation.
 Managers generally have focus on the organization structure, system and policy whereas
leaders are the one who only focuses on employees in order to boost their morale.
 Managers in the organization reacts to the change. On the contrary side, leaders create
changes in the organization and focuses on developing a healthy work culture.
 Managers generally take credit of the work done by the employees whereas leaders are
the one who takes general responsibility in order to accomplish a particular task and
duties within business venture (Chhokar, Brodbeck and House, 2013).
 Leaders are generally people oriented as they focus on motivating the employees in order
to contribute towards the effectiveness and success of the cited venture. On the other
hand, managers are the task oriented and they usually direct and control the group for the
purpose of having coordination in the venture.
As per the case scenario, Leyland technologies merged with the BDM organziation who
is also working in the research and development field. Further, BDM employing more
individuals as compared to the Leyland and company have almost half of their strength working
in India. Moreover, after the merger of these two companies, they formed Restec as a new
organization in order to increase their market share and also to increase more of the revenue and
profits. Further, the main of managers in the mentioned organization is to become more
professional with having the strong emphasis on the leadership and also develop new skills in the
employees for constituting and meeting the demands and expectations of customers both in UK
and India. Moreover, it has been evaluated from the case study as the cited firm is Leyland
organization was formulating the autocratic leadership style where all the decisions made by the
leaders without consulting with the team members and the all the other employees working in the
organization. Further, it was considered as a boundation on employees as they have to follow
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them. This would have further lead towards a demoralizing stuff and it could have further lead
towards employees absenteeism and high labor turnover within the cited firm. It is generally
because the managers of the cited firm were efficient in taking the important decisions but they
were not having leaders who can motivate employees to achieve their goals and objectives
Further, for the successful running of the new venture, cited firm can have leaders of
leyland technologies as some individuals in that were had capacity to take people to achieve their
individuals as well as organizational goals (Lussier and Achua, 2015). Further, managers were
doing a significant job in BDM as they have effective motivational technique to motivate the
employees so that they get boosted up and perform their task and duties in a significant manner.
Further, BDM implements 360 degree feedback method as company take the help of the peers in
order to judge the overall performance which they have contributed throughout the year.
Moreover, the leadership style in the Restec is transformational leadership style where
organization and leaders focuses on the high level of communication from management in order
to meet the goals and objectives of the mentioned organization. Further, with the help of this
leadership style, leaders usually motivate the employees and enhance the productivity of
employees through the help of high communication. Organization uses this strategy because it
motivates the employees and after the merger the strength of employees has been raised to high
number so communication plays a crucial role in order to achieve the goals and objectives of the
cited firm.
Identifying LMD issues
LMD is a process of learning for the leaders and managers with the help of various
recognized opportunities in the organization as well as in the environment. HR manager of the
cited firm is focusing on developing some relevant skills as it is not viewed as critical for the
future by leaders. These skills are generally relating to the building up of commitment and
consensus. Further there are also some other skills which focuses on fostering employees
creativity and innovations (Brown, Treviño and Harrison, 2005). Leadership and management
development issues affects the smooth run of the business organization and also tend to reduce
the sale of their products and service along with their brand image. Moreover, in UK business
organizations are badly impacted by the leadership issues and the firms are investing a million
pounds in order to have effective leader who can motivate the workers for achieving their own as
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well as organizational goals and objectives (Dubrin, 2015). Further, these leadership programs
are also not evaluated in a healthy and meaningful manner. Further, these leadership programs
generally depend on the performance appraisals used by the leaders to motivate employees
within the organization. Moreover, thousands of leadership development program is arranged by
big companies as well as government agencies.
Furthermore, competency models can also be used to define leadership in an effective
manner. Teams are generally the major issues in the business venture and the essence of
leadership focuses on working together in order to achieve a common goals and objectives (Chen
and et.al., 2014). The biggest leadership development issues is that the leaders do not understand
the business fully and they think they know each and every but of organization. Further, different
types of leadership styles also cause huge impact and same can be treated as an issue. If the
leader implements the democratic leadership style then the employees will tend to be
demotivated as they have to work on the path decided and given by the leaders which will affect
the organization performance as well as their capability.
Moreover, the management development issues also have their own significance on the
performance of the business venture. If managers develops poor planning, organizing and
administration of resources then the business venture will not be able to function well as per their
efficiency and capability (Farok and Garcia, 2015). Further, management development issues
also arise if there is lack of direction and guidance to the employees. Further, if manager is not
able to retain employees then it will lead towards high employee turnover which will increase
cost for the organization. Communication also acts as a major drawback in the management
development issues as it will impact the performance of the organization if superiors and
subordinates lacks in making effective communication. Further, their can be employees issues in
the organization which can lead towards personality conflicts, superior issues or it may also due
to the company structure.
Moreover, for changing the LMD issues organization have to be deliberately manage and
develop the development sense. Leadership style of laissez faire is un- contrived process of the
management development. Level 2 of organization and management development focuses on
development activities and that can be either isolated or adhoc tactical management which help
in identifying the general problem. Level 3 of the model focuses on integrated and coordinated
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structural and development tactics. It leads towards directing the individual manager towards
proper integration and coordination from employees within the cited organization.
In the level 4, organization can focus on management development strategy in order to
implement the corporate policy. For implementing this in successful manner, cited organization
need to have skilled and potential human resource and for getting the perfection organization can
conduct training and development session. In the next level, management development process
feeds information in the corporate policy and with the help of company measures the strength,
weakness, positive strength for getting the competitive advantage in the research and
development sector. In the last 6th level, LMD issues in the corporate can be solved with the
strategic development of the corporate policy which will certainly enhance the quality and
beauty of the cited firm.
Further, organization stress is also treated as a major leadership and management
development issues as it generally affects the performance of the employees as well as of the
organization. This stress will generally lead towards absenteeism, low employee morale and also
high labor turnover rate in the organization. Logistics issues, cultural differences, language
barrier along with different tariffs on import and export is considered as a major drawback
(Moran, Abramson and Moran, 2014). Further communication is acting as a major problem for
the business ventures and in order to overcome this, management and leaders have to play a
crucial role. These challenges further impact the organization performance as it lacks in proper
coordination both inside as well as outside the business venture. Further, consequences arises
when employees do not receive consistent messages from the management in regard of changes
made within the organziation. Further, messages are only sent to top executives and supervisors.
Moreover, issues arises when right information is not sent to the right employees. Further, top
leaders does not discuss the expectations with mid-level managers regarding employees
performance and because of this, employees in the organization do not have the clear goals and
benchmarks for guiding their effective progress (Landsberg, 2015).
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CRITICALLY EVALUATING RANGE OF LEADERSHIP AND
MANAGEMENT DEVELOPMENT INTERVENTIONS,
Major issues in organization
Leyland technology appraisal means having employees who are generally very much
proud of their scientific and technological knowledge and they see themselves as a successful
researcher and developers. Further, with all such positive signs, employees have very much low
interests and motivation towards the management and due to this, these employees of their own
are not taking any initiative to develop new markets. It is the managers of Leyland technologies
only who making and coming up with all new policies and procedures. Further, from the
scenario it is considered as the motivational level among employees is quite low and the
managers within the cited firm is not focusing on boosting the worker's morale.
Moreover, mentioned company not even using any appraisal method in order to motivate
their employees so that they can work with best of their efficiency and capability (Townsend‐
White, Pham and Vassos, 2012). Further, by recruiting multi skilled and talented employees,
organization not focusing on conducting any training and development session. But at times it is
necessary for employees in order to grasp all the major and related concepts to the organization
and the expenses which are incurred in training and development will be paid off within the long
run of the business venture.
Further, after the merger with BDM organization, strength of employees has been raised
to the double of earlier and these employees is lacking in having a proper communication within
the organization. This is generally because employees are from different background and they
have their own native language for communicating. Managers and leaders of both the
organization have to take some relevant action in order to improve the communication process
for effective functioning of the business venture.
Moreover, after the merger of both the companies, they have come up with Restec and
the cited firm is dealing in the same field with lot more confidence and enthusiasm in order to
satisfy the consumers needs and wants. However, team dynamics is also acting as a major issues
for the cited firm as employees having their own technique and ways to complete a particular
task and the senior employees are bounding the other junior employee's to do the task like they
are doing (Daft, 2014). In relation to this, the new board of directors recognize the need to align
development strategy with the overall strategy, culture and needs of the organization. Further,
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Leyland technologies bad performance forced them to do the merger as because BDM having
skilled leaders and with the merger, both the firm will be able to increase more of the sale and
productivity. However, the competitive pressure from both China and India lead to the downfall
in the Europe and the cited firm has loosed their two of their major manufacturing partners
getting their contract over in 2 years.
APPROPRIATE STRATEGIES TO MEET CURRENT AND FUTURE
ORGANIZATIONAL REQUIREMENTS.
Organization strategy and their future projections
Leyland technologies and got merged and formed Restec. After the merger, Restec
market share has increased both in UK as well as in India along with the number of employees
too. Restec objective is to be number in the industrial research and development (Day and et.al.,
2014). Further, cited firm is focusing on healthy sale and revenue in coming time period and also
to develop a potential brand image of the new firm (Bush, 2008). Further, Restec is aiming on
integrating the management team of both the organization in order to implement the efficient
strategy which will help firm to grow and increase their customer base (Why leadership-
development programs fail. 2014).
Cited organization in order to function effectively need to have a leader who can be a
good mentor. Mentoring is done by one person to another in making significant transitions in
8
Illustration 2: Organization strategy
(Source: Developing a Learning Strategy.
2015)

knowledge, work or thinking. On the other hand Coaching linked to business drivers which
generally
 Encouraging & Supporting Coaches
 The provision of training for coaches
 Reward & Recognition for Coaching
 A systemic perspective
 The move to coaching is managed
Coaching will further help the cited firm in order to get the competitive advantage over
their major competitors in the research and development field. Mentioned company need to train
their employees so that they get the effectiveness in their work and should give their best
contribution in order to achieve the goals and objectives.
Organization following strategy has been discussed below:
 Restec is focusing on one unified and unifying culture. They are trying to develop
employees of both the firm to work as a single unit. This is very important to adopt this
type of culture as only it the Restec will work together as a team, only then they will be
able to achieve the desired goals.
 Restec is focusing on developing more superior and flexible management structure which
will be generally based around the product opportunities. According to this, organization
should develop a close relationship with employees. Employees should be allowed to
share their view or suggestions freely
 Mentioned company strategy will be to develop ethical and professional management
along with healthy leadership skills. It is very essential as all the employees may not be
flexible enough to adopt the change easily in this context Restec should develop ethical
and professionalism so that they could encourage their employee to work effectively.
 Restec will focus on making internationalism management team. After the merger the
firm will have individuals of different culture. In this context the organization will select
employees of different culture in order to take suggestions form all the aspects and this
will help in taking decision effectively (Fullan,2014).
 Implementation of efficiency and also cost reduction program.
 Cited firm is focusing on getting competitive advantages over their major competitors
and for this Restec is focusing on implementing a strategic plan. Both Leyland
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technologies and BDM together have effective leaders and managers who will be helpful
in providing and adopting strategies which will help in achieving competitive advantages
Moreover, efficient leadership and management development will play a significant role
in the achievement of strategic goals and objectives. Management of cited firm will focus on
goal oriented strategy where all the employees will be dedicated towards their task and duty and
will focus on achieving their individual as well as the organizational goals (Mumford, 2006).
Currently the firm is at the initial step where Restec is in need of effective leaders and managers
so that they can motivate employees to work with best of their dedication and comfort. Further,
organization strategy is to be a leader in the R&D field as after the merger they will come with
best of their idea and opinions and will serve effectively to the people of UK as well as India.
Further, firm will monitor their employees performance and provide them with training
so that they can coordinate with each other effectively. In accordance with the case, after merger
all the employees will find difficulty in coordinating with each other.
Through learning: Learning is a life long process it will help workers in providing knowing their
roles and responsibilities more clearly (Dubrin, 2015). In addition to this, it will help then in
enhancing their skills. Further, coaching employees will be helpful in knowing the efficiency of
each employee and in delegating tasks according to their skills and capabilities.
ANALYZING AND EVALUATING APPROACHES TO IDENTIFICATION
OF LEADERSHIP AND MANAGEMENT DEVELOPMENT NEEDS
Approach fitting to LMD strategy
This approaches will fit to the LMD strategies as both the firm has different qualities like
Leyland has effective managers and on the other hand, BDM has effective management. Both
together will be able to contribute to the growth of the organization. At the initial stage the
employees of both the firm will be having problems in adjusting with the changes but slowly
they will be able to adopt it. The Best example is Tesco which last about 6.4 billion due to
change in management (Srivastava, Bartol and Locke, 2006). Firm should be careful in changing
the strategies. According to this culture the leaders of the firm will be have an effective control
over the employees, they have to follow all the instruction given by the leader. As it is given in
the case that Leyland has many effective leaders. They will be helpful in providing all types of
support to their employees. In this culture leaders will be analyse their employees and
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