WWLP Report: Leadership, Recruitment, and Team Dynamics at Avon

This report delves into the core aspects of working with leading people, focusing on the Avon company. It begins by examining the recruitment process, including documentation, legal and ethical considerations, and the role of different stakeholders. The report then explores leadership skills and attributes, differentiating between leadership and management, and comparing various leadership styles implemented within Avon. It further analyzes team dynamics, assessing the benefits of teamwork and reviewing its effectiveness in achieving company goals. Finally, the report covers performance planning and monitoring, including assessment methods for identifying employee development needs and evaluating the success of these processes. The report concludes with recommendations to improve the business status and marketing of the company with respect to the development in their realms of Management.

WORKING WITH LEADING PEOPLE
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Table of Contents
Introduction...................................................................................................................3
Task I (LOI and 3.2: AC 1.1, 1.2, 1.3, 1.4, 3.2)............................................................3
[1.1] Preparing documentation for recruiting newer members.....................................3
[1.2] Assessing impacts of legal, regulatory and ethical considerations in the
recruitment procedure...................................................................................................4
[1.3] Role in the selection and recruitment process(Refer to PPT)..............................5
[3.2] Explaining ways that may allow to cope with the team members and select one
of the candidates over the other...................................................................................6
1.4 Explaining the probable reasons that lead to the ineffective and unfair
recruitment practices while recruitment........................................................................6
Task 2 (WWLP) LO2: AC 2.1, 2.2, 23, 2.4...................................................................7
[2.1] Explaining the leadership skills and attributes.....................................................7
[2.2] Differences between Leadership and Management.............................................7
[2.3] Comparing various leadership styles...................................................................8
[2.4] Explaining several ways of motivating staffs........................................................8
Task 3: LO3................................................................................................................10
[3.1] Assessing benefits of working as a team in Avon..............................................10
[3.3] Reviewing effectiveness of working as a team to achieve goals.......................10
Task 4: LO4................................................................................................................12
[4.1] Explaining factors required to plan and monitor work-based performances......12
[4.2] Planning assessment for identifying development needs of ‘Avon manager’....12
[4.3] Evaluating success of assessment process.......................................................13
Conclusion..................................................................................................................14
References.................................................................................................................15
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Introduction
With the advent of Technology and the different marketing techniques employment
has been placed as one of the most vital prospects of an individual in a company or
an organisation. However the differences in the employment among individuals are
evident as a result of the differences in the skills and the potential of the different
individuals. In this context Avon has been intensively studied to analyse the
importance of team working in the company. The different parameters for
employment including the legislations have been described with the final
recommendations to improve the business status and the marketing of the company
with respect to the development in their realms of Management.
Task I (LOI and 3.2: AC 1.1, 1.2, 1.3, 1.4, 3.2)
[1.1] Preparing documentation for recruiting newer members
Company Name:
Avon
Job Role:
Area Manager
Location:
Plymouth Area Manager
Description of the Job:
You will be provided with the responsibility of manging the personnel under the
company in the jurisdiction of South Devon-Plymouth. You will be provided with the
management of a team that will be working under your supervision. Additional
parameters include the weekly appraisal of the performances of the employees.
These evaluations are needed to be made individually and are required to be
presented to the Human Resource Manager of Avon.
Salary:
£24,000 - £30,000 per annum
Personal Specifications:
You are required to have these presentable skills:
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 Good communication skills
 Proficient in multi-languages and cultures
 Candidates must be proficient in working with teams
 Candidates must possess efficient leadership skills
 Candidates with 2-4 years of experience will be preferred
 Candidates must have a management degree from a recognised college
Additional Skills:
 Candidates are required to have a strong moral character and value
 Candidates must be capable of managing time
 Candidates must have the knowledge of finance and arte required to have a
sound analytical skill
 Candidates must be desirable to undertake decisions
Benefits:
 Company Car pickup and drop facility
 Rewards and Incentives
 Chances of thorough evaluation of performances and promotions
 Candidates will be provided with laptops
 Chances of grabbing huge incentives
[1.2] Assessing impacts of legal, regulatory and ethical
considerations in the recruitment procedure
The recruitment and selection process is important for the company, as the overall
sales and the internal management of the company is dependent upon the types of
individuals or the employees that have been recruited. During the recruitment
process it is important for the company to maintain the legal standards by
implementing the Data Protection Act 1998, Sex Discrimination Act and the Equality
Act 2010. These acts ensure that the confidentiality of the information provided by
the employees is not forecasted and that kept secret and the legislations also
support the equal chances for the employment of both men and women in the
company.
Ethical considerations are important in this prospect as the differences in the cultures
drives the way for the differences in the recruitments. In this prospect the Race
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Relations Act minimises the differences based on the race of the individual. This
provides equal opportunities for both men women and the individuals of different
castes, religion, cultures, creed and race to be employed in the company. Moreover
if these legislations and their applications in the company of the organisation are
employed to the employees that are being interviewed, strategic management may
be easier to implement in the work force of the organisation.
[1.3] Role in the selection and recruitment process(Refer to PPT)
Fixing date
The fixing of the date for the interview for recruitment of the Area manager is
important, and this is commonly referred to as the first step in the role paly.
Recruiting proper interview panel
It was important for the company to have an efficient interview panel. In this process
the selection of the candidates for the company was achieved. The director of Avon
the Managing Director of Avon and the sales executive of Avon have been included
in the interview panel to host the interview (Bryde et al. 2013, p.975).
Involvement of one shareholder
Interviews were held according to the different questions that were previously framed
in order to test the knowledge of the candidates that appeared for recruitment
interviews. This allowed the interview board to conduct and extensive interview to
select one of the better complements.
Interviews
It was useful for the company to incorporate one of the shareholders for the
company. This allowed the individual to be concerned with the type and the quality of
the individuals or the employees that are being recruited.
Appointment
Finally the appointment was provided to the candidates that best suited the
legislations and the parameters of the company this was achieved after the final
consultation with the members of the interview panel (Carter et al. 2013, p.945).
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[3.2] Explaining ways that may allow to cope with the team
members and select one of the candidates over the other
In this case, two candidates have been selected in terms of their curriculum vitae.
Therefore, ambiguity arose in selection of one of the candidates over the other as
circumstances that were evident were muddled (Crawford and Lepine, 2013, p.35).
In the case of Candidate A, the application suggested that he had 5 years of
experience in the marketing and sales department of another organisation in the UK.
On the other hand, Candidate B had 6 years of experience as marketing and sales
executive of two different companies in the UK. Another situation evident in this case
was that, Candidate B had minor communication problems as he was not capable of
speaking in other languages except English.
On the other hand, Candidate A was proficient in 4 different languages in spite of
having a year experience less than the Candidate B. Therefore, it was difficult in
convincing the team members to establish the fact that the company requires
experience as well as communication skills to execute their responsibilities
efficiently. However, it was not evident in the case of Candidate B. In this case, I
discussed with the team members about the need for the communication while
communicating with the clients. Therefore, after a thorough discussion with the team
members I was able to convince them for selecting Candidate A on account of his
communication skills and experience.
1.4 Explaining the probable reasons that lead to the ineffective and
unfair recruitment practices while recruitment
In the modern context of recruitment and selection processes of the different
companies or organisations unfair practices are increasingly evident. The most
probable reasons behind these unfair and ineffective practices are the lethargic
attitudes by the human resource management and the other administrative
authorities of the company of the organisation (Day et al. 2014, p.65). The foremost
strategy that are needed to be employed include the acute surveillance of the areas
that required the employment in the organisation and filtering out the most proficient
individuals with the desired characters that fits the employment for the administrative
post within the organisation.
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The unfair practices also include the lack of abiding by the legislations including the
Data Protection Act, Equality Act and the Health and Safety AtWork Act, etc. In the
context of the Human Resource Management the lethargic approach during the
interview sessions and the lack of presence of the senior Board members during the
interview are some of the other possible reasons that lead to the ineffective and
unfair selection and recruitment in the company or the organisation.
Task 2 (WWLP) LO2: AC 2.1, 2.2, 23, 2.4
[2.1] Explaining the leadership skills and attributes
In the modern context the business in the company depend on the leadership skills and
attributes that are exhibited by the individuals in the context of good communication skillsthat
are required to be exhibited with integrated intensity as compared to other companies.
Communication skills are required for interacting with the customers as the company relies
on door to door sales by the company executives. Management skills are often required in
order to manage the time effectively keeping in mind the different objectives that I needed to
be achieved (Greiner, 2015, p.120). Corporation is equal to work effectively in teams to
convey the ideas to the other members. Coordination skills are required to adjust versatile
working within the team and have the instantaneous support of the team members at the
times of emergency.Versatility is another important skill that is required to be presented
within the individuals. It allows them to interact freely and act eventfully to any situation that
can arise within a team. Therefore, in this context, it is important for the individuals to exhibit
these skills and enforce the desired skills to be presented in the organisation to have the
desired leadership skills.
[2.2] Differences between Leadership and Management
Leadership and Management are required to be present within the individuals in the
organisation. Leadership and Management have different concepts. Leadership is
defined as the ability to lead the people to have the desired outputs. It is mainly
focussed in the methods of team working in the companies. Coordination between
team members and the maintenance of regulations within the teams are required to
be presented by the effective leader within the teams (Von Krogh et al. 2012, p,245).
On the other hand, the management skills are different from the leadership skills
including the fact that the handling of the officials and the professionals in the
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organisation are performed by the managers. Leadership skills may not be needed
within all the team members of an organisation, however, the management skills are
needed to be present within all the members of the team. Therefore, it has been
proved that a number of advantages are required in this aspect including the time
management and the effective use of the resources is carried out by the individuals
that carry management skills.
[2.3] Comparing various leadership styles
One of the prime leadership styles as implemented by the managers of Avon is
considered to be participative leadership. Under this leadership, it could be stared
that based upon the situations, that managers as well as employees, possess
different active roles and responsibilities while planning any particular event or during
making of decisions (Vincent, 2016, p.14). Importance of this leadership style lies
underneath taking up of active decisions that are required to be formulated by the
company for ensuring and upgrading several opinions that might provide utmost
level of satisfaction to the employees working up in the organisation. However,
modification of effective and productive plans is supposed to be decided by
individual team leader or the department.
According to Evans (2016, p.4), another potential leadership style that has been
followed up by the managers of Avon can relate to the autocratic leadership. Under
this style, principal decisions are made by higher delegates or authorities of the
organisation. In such conditions, employees are left with no participants that could
take active part in the process of making decisions and are supposed to strictly
adhere to decisions and rules of Avon. These decisions are eventually adopted by
Avon at the times of manpower or financial crises encountered by the company.
[2.4] Explaining several ways of motivating staffs
In order to motivate the employees or the staff, it is quite necessary for the company
to insist upon improving the demanded quality of services and retention of the
employees (Goodsett et al. 2016, p.340). Avon Company has received the degree of
motivation through applying and implementing model of Maslow’s Hierarchy of
distinguished needs. As per the statements of this theory, safety and security of
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employees are to be given the first priority by individual administration regarding
health packages as well as checkups under the company.
Esteem needs of several employees are provided by promotions and rewarding the
employees which serve as a sufficient source of motivation in them. According to the
observations of Richards and Armstrong (2016, p.45), psychological needs of
employees are given by administration of trips, leaves along with food facilities of the
company. Self-actualisation needs are supposed to be provided through
underpinning the ability of different employees while taking part in the decision
making procedures and hence allowing them for displaying their creative
potentialities and skills in the workplace.
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Task 3: LO3
[3.1] Assessing benefits of working as a team in Avon
It could be observed that implications of working under Avon would merely mean
sales through independent representatives or sellers. As per the observations of
Armstead et al. (2016, p.181), team working possess ample benefits since the
representatives have been observed to work with their full potential and capabilities
when they work as a group. Advantages and mere benefits of working as a team
would include effective interaction and communicating, enhanced level of customer
satisfaction and increased specialisation of work.
Working as a team or a group might enable employees of Avon Company for
managing huge workload and work pressure within a qualified yet short time period.
In the workings of Wallace (2016, p.55), he observed that customers might establish
connections with the working professionals which enhances the cooperation and
builds up an effective relationship among them. Team working efficiently enables or
allows the team members to get well qualified in their own field of work by dividing
the tasks or activities which in turns bring into more specification in the work.
Moreover, effective strategies and planning could be facilitated along with increased
volume of sales or production that might result in fetching company greater profits
and revenues.
[3.3] Reviewing effectiveness of working as a team to achieve goals
As per the evidences, it could be stated that increase in the volume of sales is
potentially available for Avon Company provided stability in team working is exerted
by the members of a team or group (Martin and Siebert, 2016, p.65). Strategic
planning and efficiency in making decisions also adds in the productivity of the
company that ultimately increases the overall performance of the company. Division
of work allows the representatives to reach to wider range of customers by visiting
different customers simultaneously who potentially result in robust growth in the
sales and profits of the company.
According to the statements of Popescu and Predescu (2016, p.273), increase in
approach to the customers might result in enhancing communication among the
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users and working professionals that produce forming up of relationships among
them. Hence, elements of brand loyalty as well as customer satisfaction by receiving
the delivery fo authentic products and services are improved.
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Task 4: LO4
[4.1] Explaining factors required to plan and monitor work-based
performances
Ample factors might be taken into consideration by Human Resource Management
of Avon Company in order to establish execution of several strategies and required
planning activities. It has been effectively observed that learning styles possessed by
different individuals are supposed to be considered as the most significant factor
while the training period is ongoing as per the various learning styles adopted by the
employees.
According to the observations of Wilson (2016, p.76), financial factors and
considerations are quite necessary in strategic planning and procedures of decision
making process of the employees at the workplace. In addition to that, plans that are
supposed to be formulated regarding various matters go accordingly with the desired
skills which are present within all the employees or working professionals in Avon
Company. Desires, needs as well as demands of the customers along with the
demography area seemed to be quite relevant as per the considerations of the
company since it would assist the managers or the analysts to plan, decorate and
incorporate strategies for the organisation.
[4.2] Planning assessment for identifying development needs of
‘Avon manager’
Criteria Outcomes
Reflective Assessment
This would enable managers to realise
about the present potential skills and
capabilities and formulate their own
professional as well as personal
development plan based on the
identification of loopholes in them.
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Evaluation Statement
This is essential for supervising, devising
future plans in order to improve or
develop skills. Hence, it is quite
significant to be maintained by the
Human Resource Management of Avon.
Feedbacks from subordinates On receiving feedbacks from the
subordinates, the store managers can
gain reflective statements that would
deliver them ideas about efficiencies and
capabilities of managers and planning
strategies based on them.
Analysis with other managers
In order to analyse performances, work
efforts and skills of the store managers,
separate departments must persist in the
company. It would provide the details by
keeping appropriate records about the
skills and performances.
Table 1: Plan for assessing development needs
(Source: Learner)
[4.3] Evaluating success of assessment process
Evaluation of the performance of all the employees is considered to be significant
and is efficiently maintained by the company. This is because since it allows the
company to gain desired work from the existing employees and recognise their work
field. Provided, these conditions are satisfied, it might lead to enhancement in the
performance of the whole company since it would be reflected through the working of
each of the individuals employed in the company. Another potential method could be
considered as screening of supervisors’ along with their responsibilities, duties and
roles in their respective departments. This could provide essential as well as
additional criteria for evaluating the individual performance of managers and
employees of Avon Company as well.
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Through appropriate and perfect assessment of these fields by conducting team
meetings as well as annual meetings of the company, efficiency and productivity
levels of the employees might increase and henceforth improve the process of
assessment. In addition to the above, it could be stated that deployment of
incentives provided depending upon the level of performance and the quality of
services delivered by the working professional might occur at the workplace.
Providing benefits that are additional along with the rewards might improve process
of assessment for the organisation or the company.
Conclusion
It may be deduced by the above study, that several codes of conduct and
legislations those which are prepared at local, national and organisational level must
be incorporated by the existing and newly hired workers of the company in order to
recruit more employees further. Moreover, it could be also seen that employees shall
possess skills up gradation to gain beneficial opportunities in their respective
companies. It has bee equivalently noted that skills attained through team working as
well as upraising leadership doubles the net productivity of company as a whole
along with the responsible team since huge amount of activities are accomplished
within a limited time span.
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