Leadership and Management Development: An HR Perspective

This report delves into various facets of leadership and management, examining the roles of managers and their impact on employee engagement and organizational environment. It emphasizes the importance of HR in addressing ineffective supervision and fostering employee motivation. The report also explores the significance of emotional intelligence in leadership, drawing on Daniel Goleman's insights and highlighting the qualities of effective leaders. It contrasts born leaders with emerging leaders, emphasizing the value of continuous learning and adaptation. Furthermore, it discusses the qualities of a good leader, the selection process, and the role of constructive dissent in organizational dynamics, offering a comprehensive analysis of leadership principles and practical applications. The report draws upon various sources to support its arguments and provides insights into creating a positive and productive work environment.

Leadership and management development
August 19
2015

Table of Contents
Answer 1..........................................................................................................................................3
Answer 2..........................................................................................................................................4
Answer 3..........................................................................................................................................6
Answer 4..........................................................................................................................................7
Answer 5..........................................................................................................................................8
References......................................................................................................................................10

Answer 1
i) There are many consequences from the viewpoint of HR which are related to the
situation of the managers. Managers are appointed in the organization to guide the
staff members time to time. But sometimes, the situation may arise when the
employees feel uncomfortable with their managers, due to which negative thoughts
arise in the mind of employees. This kind of situation arises when the managers
remain busy in their own work and neglect the employees and unable to give them
time. Employees get the feeling of remains disengaged from their work. The role of
manager in the organization is as a leader, which helps the employees in doing their
work. If this kind of situation arises in the organization, then management would not
have a full control. It may affect the environment of the organization (Hesselbein,
2010). If the leaders (managers) of the organization are not admired by the
employees than they have to depend upon the threats and the negative thoughts which
result in negative motivation methods. These all things seems to be less effective. An
important thing from an HR point of view, it only concerns about the role perform by
the line managers in implementing the HR initiatives. If line managers are
disrespected by their staff members, these are less likely to be successful.
ii) The organization has to take various kinds of steps so that they can solve these issues
that arise in the organizations. HR (Human Resource) managers can have to do a lot
of effort to address regarding the problem of ineffective and inefficient supervision.
As the employees may have lots of complaints from the managers side regarding the
work force. For improving their capabilities and efficiency in doing, the work
managers have to address the employees for the betterment of the organization. The

first thing is that, the line managers need to be chosen or selected that much for their
requirement so that they may lead to efficiently as for the technical, and then seniority
and then skills. There are numerous employees in the organization who are best in
their respective fields. It is the responsibility of the manager to make them motivated
time to time. Secondly, the managers must give a reward or best performance awards
for those employees who gave their best throughout the year by the management
systems, and also they need to reflect better line management ability. And last but not
the least the managers must understand the feelings of employees. As employees are
the most important asset of an organization, no organization should work or remain in
the market without satisfying their employees (Abraham, 2009). So it is the duty of
the managers as well the employees to have the peaceful environment in the
organization and maintain positive feeling.
Answer 2
i) Daniel Goleman said that, nobody can be a successful leader if they do not possess a
great deal of emotional intelligence. Goleman focuses more upon an individual
efficiency. He considered what a person feels. He said about the emotional
intelligence (EI) that incorporates self-awareness and self-regulation which is related
to emotional control within the management of high levels. According to him, self-
awareness may create more knowledge to the people because they may get familiar
with the various things through their own experiences rather than following other
thoughts and principles. That is the only thing by which an individual may feel
themselves fully motivated to do various kinds of things (Howe & Stubbs, 2003). If
any person working in the organization than they have to go with their own

knowledge and experiences because a live work teaches us many things. They have to
use their emotional intelligence that is the reason self-awareness is needed. Another
reason for their acceptance is that of self-awareness, an employee feels themselves
stress-free and should be more confident and comfortable in doing the work.
Employees are more encouraged and feel satisfied with doing the work of the
organization. Each work makes us more confident and develops the positive approach
in the organization. It helps us to move forward and achieve the goals of the
organization with strong determination.
ii) There are many people in the organization which is the reason they have different
opinions and choices to do the work. Even People had different points that make them
choose the best decision. But Goleman's work is very much controversy and even full
of stress so, that is the basic reason he encouraged more at places on Emotional
intelligence with other leadership qualities. In an Organization, there are various
factors present, which may affect the working of the employees. What mattered in all
the organization is a different viewpoint that is to be justified regarding personal
observations. Some gave examples about the political leaders and others about the
well-known business leaders who are demonstrating at the high levels of emotional
intelligence. As political leaders are self-aware, they are fully indulge in their work
without seeing others rules (World leaders urged to make healthcare free, 2010). They
do what they want to do. Same as in the case of prominent business holders. Some of
these seemed to be the appropriate examples. We can also say that Emotional
Intelligence is a quality that has been shared by someone, but by no means of
effective leaders. The persons should have to remain in a positive feeling whatever

the situation may get arise. A positive feeling develops an ability to complete the
work without knowing about the pros and cons. The only thing which is clear is the
objective which we have to attain.
Answer 3
i) There are many leaders depending upon the work and its place. Some are born leaders
they may have the qualities of leadership, whereas some are born to be leaders in the
future as they have adapted those qualities and skills what a leader should have. In a
business family their family member has full control of the work what they are doing.
That is why a person from a business family easily adopt the qualities of leadership.
Some are appointed as a leader in the organization so that, they may train the other
employees of the organization by the qualities that they are having and time to time
guide them to do their best in their work (RØRTVEIT & SEVERINSSON, 2011).
These all are the responsible leaders who may do their task or play their role of
leadership with full responsibility, whether the person is having owned business or
working somewhere responsibility is necessary at every place of work. As a leader
may learn many things or provide knowledge to many persons as it is a world of
learning where each and every person may learn some new things time to time. The
era of learning can never be stopped. Leaders are born or remain present always with
values, views what they are having. Leaders are always admired and followed.
ii) A leader may have many qualities. They do not have to depend on others. They do
whatever they feel to do. An emerging or growing leader may have more qualities
because they may try to always learn in the new phase. They may catch the skills and
ideas more efficiently because he or she wants to remain in the limelight. Leaders

want to prove the world that they can do anything and shows best in the leadership
qualities, whereas the skills or thoughts are born leaders is limited to the business
only what they are having. They show their talent only in that field which kind of
business they are having. But they would have full knowledge and efficiency in that
work. But if we compare both the leaders then, we can see the wider scope of
emerging or growing leaders. As they want to learn from every phase of life and
provide knowledge with live examples of life. Live examples are easy to understand.
If we see the role of a leader, (Lilienfeld et al., 2012) who is working in the
organization, they may have more capability and learning ideas. He can easily
motivate the employees so that the objective of the organization may achieve and
they may remain as the best leader in the organization. A leader is the inspirational
model for others working in the organization. A leader must show dignity and loyalty
towards its work.
Answer 4
i) A leader is a person who always wants that the view what they are having must be
known by others, or we can say that must be known by everyone. By this other may
get to know what is good or meant to be good for them. Each and every organization
may appoint a leader in the organization so that they may handle the team of
employees and guide them time to time regarding the work. The Majority of
employees may sometimes choose themselves a leader (Hesselbein, 2010). But
situations may sometimes arise wrong due to the selection of a poor leader. A leader
is having the capabilities to handle every team. But a situation may get worst for the
organization when they select the leader who may influence the employees with

negative thoughts (Howe & Stubbs, 2003). Leadership skills can never be developed
instantly they have to grasp or inbuilt. A person who has built negative thoughts in
the mind of others can never be a good leader, he is a poor leader if they cannot make
the employees motivated or develop the positive approach. The job of a leader is to
make employees stress free so that they may do their work with full determination
and enthusiasm. Here, the basic reason for the selection of the poor leader is due to
the reduction of employees; in that case may select the wrong leader in pressure to
appoint the leader instantly. The Second reason is that of trade union pressure.
ii) Nowadays, leaders are full of knowledge. Whenever an organization wants to appoint
a leader in their organization, they firstly conduct an interview with a live demo on
any certain topic. So that an organization can select the best leader for their
organization. Whereas the leader may show the capabilities, ideas, and skills only
through the thoughts what they are having, what kind of approach they may have. A
leader who is an emerging leader can easily show his determination by giving
examples of practical life with a positive approach. As today’s era is of a positive
approach.If anybody wants to be a good leader they must grab the ideas in a proper
form and leave the quality of learning thoughts of others. Everyone wants to hear
some new facts rather than the viewpoints of other authors. So it mandatory to have
their views and give some prominent examples so that everyone can have the believe
upon the matters what they are giving (Abraham, 2009). A newly appointed leader if
followed these kind of strategy or show positive thoughts in the organization, then he
can never fail in the working of leadership or we can say that never become an
unsuccessful leader and remain efficient in their respective roles.

Answer 5
i) Constructive dissent means the situation where the person’s interest is not satisfactory
and cannot develop the peaceful atmosphere. As a good leader, we must have to
possess the qualities of positive approach rather than the negative thoughts. But if the
person is not satisfactory from the role what they are having and what they are doing,
then they may have the feeling of dissents in them. It may arise when the person is
not willing in doing the work or may have pessimism in their ideas. In the
organization a leader, which may build up the positive approach is needed by the
organization rather than who may disturb the organization with negativity. Each
employee may have the influence of others easily (Wignaraja, 2007). If one person is
present in the organization who is dissent from his work, they can create negative
thoughts in others mind also. This will be a problem for a leading organization. This
kind of problem may arise when a leader may adopt the qualities from a wrong
follower or may see some negative views of anyone regarding the work. An
unsuccessful leader creates this kind of atmosphere in the organization and creates
negativity in the minds of others.
ii) Every organization may always try to appoint a good leader in the organization. But
sometimes the situation may arise when they select the wrong leader that may unable
to build up the positive approach in the organization. So it is the responsibility of the
organization to have that kind of leader which have all the qualities of a good leader
and must be present themselves as a good follower for other persons. A leader is like
a mirror, in which employees see themselves and do whatever the leader say. It is the
responsibility of the leader to present himself as a good leader and encourage others

also to remain in the atmosphere of peace ('World leaders urged to make healthcare
free', 2010). An Organization may conduct interviews first, then take a full
demonstration on any topic in front of employees so that we get to know about his
handling skills of employees, how he train them. An organization leader is a person
who may help the organization in attaining the objectives of the organization and
building a positive approach so that the feeling of dissent can hold back. A peaceful
work environment is always necessary for every organization that what a good leader
or a good fellowship may do in the organization in doing his responsibility. An
Organization wants only full co-odination among employees and a peaceful work
environment. A leader always has the potential to make a strong team of employees
and motivate them in their task.

References
Abraham, S. (2009). Charting paths to a sustainable future. Strategy & Leadership, 37(5).
Hesselbein, F. (2010). Leadership by example. Leader To Leader, 2011(59), 4-7.
Howe, A., & Stubbs, H. (2003). From science teacher to teacher leader: Leadership development
as meaning making in a community of practice. Science Education, 87(2), 281-297.
Lilienfeld, S., Waldman, I., Landfield, K., Watts, A., Rubenzer, S., & Faschingbauer, T. (2012).
Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for
successful and unsuccessful political leadership. Journal Of Personality And Social Psychology,
103(3), 489-505
RØRTVEIT, K., & SEVERINSSON, E. (2011). Leadership qualities when providing therapy for
women who suffer from eating difficulties. Journal Of Nursing Management, 20(5), 631-639.
Wignaraja, P. (2007). Undogmatic Constructive Dissent: SID from the 1970s. Development, 50,
66-71.