Strategic Management Report: Leadership and Self-Assessment Analysis

This strategic management report begins with an introduction to self-assessment tests, emphasizing their role in understanding one's personality and identifying areas for development. It critically analyzes the limitations of these tests, noting potential discrepancies between test results and actual personality traits. The report then outlines the importance of professional development plans, detailing the steps involved in their creation and implementation, and presents an assessment based on the "How do you fit the design" test. The analysis delves into the author's scores in clan culture, adaptability culture, mission culture, and bureaucratic culture, highlighting areas for improvement such as communication skills and time management. The report concludes with a detailed action plan aimed at enhancing leadership and management skills, focusing on improving communication, delegation, and decision-making processes to achieve personal and organizational goals. The report also includes a literature review, executive summary and analysis of different leadership styles. The report is a comprehensive exploration of leadership, self-assessment, and strategic management principles.

Strategic management

Table of Contents
ASSESSMENT 1.............................................................................................................................3
INTRODUCTION...........................................................................................................................3
CRITICAL ASSESSMENT OF SELF ASSESSMENT TESTS.....................................................4
ACTION PLAN...............................................................................................................................7
ASSESSMENT 2.............................................................................................................................8
EXECUTIVE SUMMARY.............................................................................................................8
INTRODUCTION ..........................................................................................................................9
1.1 Introduction to company........................................................................................................9
1.2 Business case.........................................................................................................................9
2. LITERATURE REVIEW..........................................................................................................11
Overview to leadership and its importance................................................................................11
Different types of leadership styles and their influences...........................................................12
Influence of ineffective leadership on organisation...................................................................13
Methods to motivate employees apart from monetary rewards.................................................14
ANALYSIS ...................................................................................................................................14
Design and restructure ..............................................................................................................14
Monitoring.................................................................................................................................17
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20
APPENDIX....................................................................................................................................22

ASSESSMENT 1
INTRODUCTION
Self-assessment tests play an important role in understanding oneself for assessing various
aspects that are quite important to understand and analyse one’s own identity. It helps in
motivating self-driven evaluation of personality that an individual carry. This is an important
process to be adopted for self-verification and self enhancement. Self-assessment provides an
insight to own learning and level of understanding regarding various situations they carry (Moon,
2013). Identification of areas of development is easy which helps in continuous improvement.
The results received with the help of self-assessment test conducted helps in developing
professional development plan for the individual or a group. Since, it a self-driven evaluation
conducted by the individual, the plan prepared helps in making policies and action plan that is
effective enough to be implemented in daily life. It gives an accuracy to current self-view, where,
the motive is to bring positive change in the personality that can help in producing better
deliverables in the personal and professional life.
Critically analysing the basis on which self-evaluation test is conducted, it is difficult to
assess that the levels of graph may change as per the mood and situation of individual in which
he /she is dwelling. Some points related to self-evaluation does not show any type of reality
where the overall result does not match with the actual personality hold by an individual (Trede,
Macklin and Bridges, 2012). An individual tends to reflect on central traits rather than having
peripheral traits. These are the ones whose improvement may not harm the self-concept of the
individual too much. Hence, various researchers have stated that conducting self-assessment test
may not be able to deliver much to the individual who is testing it. Moreover, the values of each
and every characteristic can have slight variation in comparison to the actual which ultimately
affect the overall score of the results as well.
Professional development plan is the document of goals, competency of development, and
requirement of specific skill set as well as objectives that need to be accomplished and
continuous improvement related to career development of the individual. It is generally created
by the managers so that they can work closely with the staff members with the aim to identify
necessary skills and resources ultimately achieving the staff and career goals. It tends to involve
certain steps. These are:
Request for self-assessment test from the staff members (Fullan, 2014).
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Develop assessment of individual’s skill level.
Assessing the organisational and department needs.
Exploring development opportunities with the association of staff members (Olsen,
2015).
Recording and analysing the progress of staff members.
It ultimately helps in addressing their interests, skills, values and personality. Based upon
their strengths and weaknesses, responsibilities are delegated among the members. Researchers
have stated that self-assessment tests tend to motivate them in a manner where they can promote
better individual identity in themselves ultimately having positive attitude. The test that has been
conducted in this case is “How do you fit the design”. It helps in finding out strength of an
individual based upon certain factors such as adaptivity culture, clan culture, Bureaucratic
culture and mission culture. A higher score received in all the specifications states regarding the
culture may not be fit for the individual’s expectations. However, if the overall score is a bit
lower, then in that case, the individual must give strong preference to that specific culture
(Dabbagh and Kitsantas, 2012).
CRITICAL ASSESSMENT OF SELF ASSESSMENT TESTS
Self-Assessment tests are holistically informative enough to provide adequate understanding
regarding skill set of an individual. There are wide range of tests that are available online and
offline through which one can get to know his / her personality. As a manager of a company, it is
important to pursue certain skill set which can ultimately help the individual to handle
subordinates available in the company (Moon, 2013). It also helps in ensuring that specific kind
of skill set one must work upon to develop a competitiveness among other and be able to
successfully achieve the personal and professional goals of employees and organisation. Being a
manager at Toyota, I need to work with specific set of individuals and need to take care of what
they work and how they perform the same. I also need to ensure that I am aware of their skill
sets, their strengths and weaknesses so that I can make better plan for them and satisfy their
personal goals along with their professional goals.
In order to perform all the functions that a manager need to accomplish, I tried to do a self-
assessment test so that I am aware of the skill set I possess. Also, to identify the set which
requires changes for better presentation and portrayal of myself as a manager. Hence, a test
named, “How do you fit the design” was conducted by me so that I can receive better outputs out
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of them and ensure regarding my managerial skills. The test basically helps in defining few core
aspects where, I was able to analyse my behaviour in the form of clan culture, adaptability,
mission culture and bureaucratic culture. A quite lower score defines that I have stronger
preference to the specific culture. However, it the score is quite higher, then in the case, it
represents that do not fit to that culture and hence has lesser adoption of the same in the
organisation I work over my subordinates (Zuber - Skerritt, 2013).
I scored 5 in clan culture which is less. Clan culture is a family like environment
experienced by the individual in corporate. It generally focuses upon consensus and
commonality of goals. This is considered to be the least competitive mode of culture that can be
adapted by the managers in their team. I like to have a friendly environment where people enjoy
their work. It helps in increasing their productivity and they are able to give their best to each
task they are being assigned to. Hence, the score I received based upon self-assessment test; it
can be stated that I am able to provide friendly environment to the subordinates where they can
give their best shot. Sometimes, clan culture helps in treating mentors as parental figure from
where they can get advice too. It helps in ensuring healthy competition in the environment
(Thomas, 2015).
Another aspect of self-assessment test stated that I scored 5 in adaptability culture. I believe
that the organization must be unstructured enough where people can together manage the issues
and reach to the specific solutions through it. Hence, I ensure that all the employees in the
organization are given adequate amount of opportunities that can make the employees feel sense
of belongingness. Adaptability is the important aspect that is to be implemented by the managers.
It helps in giving the employees to adapt the ongoing culture in the environment with the help of
various measures, such as, communicating, motivating and managing people belonging to
different background and learning style (Moss, Gibson and Dollarhide, 2014). However, the
main issue I face is that I am not able to organize conferences so that I can interact with them in
regular intervals. It affects my relationship with them. Moreover, I do not possess effective
communication skills that could define and maintain relationship with the subordinates.
Sometimes the process and duration of explaining a specific thing becomes quite long. On the
other hand. I own strong protective nature where I tend to change the environment culture if I
find that it is not being effective for the people working with me as a team. I don’t like the
environment to be structured enough that people may not be able to get adjusted in it.
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Another important aspect that is covered in self-assessment test is the score of Mission
culture, which is also 5. I tend to design mission of the team of monthly basis. It helps in stating
the employees and subordinates regarding what is to be achieved by them at the end of the month
(Hudson, 2013). Effective mission prepared by the managers help in defining the task that is
required to be performed by each and every player so that it can increase the overall probability
of an individual to achieve success. It such cases, it becomes important to opt for a mission and
make my subordinates aware regarding the same with the help of conference or a small meeting.
Assessment test, “How do you fit the design” also help in getting score regarding
Bureaucratic culture which helped in identifying regarding hierarchy of authority. It does not
give any responsibility where people can use their roles and responsibilities to take certain
decisions on behalf of the company. In such cases, it becomes difficult for the employees to cope
up with the strict environment. I have scored 11 in it. It shows that I do not promote bureaucratic
culture in the environment where I am the manager. It helps in ensuring that all people who are
working under are given certain responsibilities where they can take their own decisions on
behalf of the company (Mc Kee and Eraut, 2012).
From the above analysis prepared based upon the scores received from self-assessment test
“How do you fit the design”, it can be stated that there are various changes that are required to be
brought by me in handling the staff so that I can deliver my duties, roles and goals in the most
effective manner. I need to bring certain improvement in certain areas, such as, I need to improve
my communication skills so that I can communicate with the staff members and employees who
are working as a subordinated. Also, I have faced certain issues related to time management
where giving appropriate time to each and every activity and then focussing upon each and every
member of the organization can also help in ultimately achieving the goals in the most effective
manner. Another issue that I need to focus upon while developing an action plan is related to
ensuring that important type of decisions is made by top level management only and
responsibility must not be given to employees with respect to decision making where it can lead
the individual to huge loss. Developing of staff management and delegation of proper roles and
responsibilities can help in achieving personal as well as professional goals of the organization
(Dixon and et.al., 2014). Hence, I need to work upon this function as well so that better output
can be achieved. It will help in giving the best to the organizational and personal goal of the
individual. Its direct impact can also be received by revenues and profits earned by the
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organization in the end of the year ultimately benefiting it. Moreover, it will also help in
developing my own skill set where I can make better decisions and focus upon my weakness and
strengthen my overalls strengths.
ACTION PLAN
What
Skills to
be
improve
d
Where I stand right
now
Ways to improve them Resources that
can help
By When
I Need
to
Improve
Commu
nication
skills
I am not able to
communicate with the
subordinates.
To frequently talk to
people
Use of body language
to explain things
Know the audience
Use effective medium
of communication.
Internet
Supervisor
15
months
Time
manage
ment
I am not able to manage
time where I am not able
to arrange conferences
and meetings with my
team
Stating time for each
activity.
Elimination of
distractions
Assigning specific
duration to specific
activity (Fit - The Key
to Organizational
Design, 2015)
Know when I am done
and do not over
perform the task.
Prioritize
Discussing it
with senior
managers.
Using Alarms
and time
watches
20
months
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Delegati
on of
responsi
bilities
Ineffective delegation
due to which only some
of the individuals are
given responsibility of
decision making
Knowing skill of each
and every individual
Understanding
strengths and weakness
of each and every
individual.
A consultation
session with
senior manager.
Self-Assessment
test and
psychometric
test of
subordinates.
3 months
Develop
ment of
analytica
l skills
Poor analytical skills as
I am not able to analyse
the situation through
which I can make better
decisions for my team
and its growth.
Reading articles and
critic them
Indulging in debates
and group discussion
Understanding core
aspects of each reading
and define strength and
weakness.
Case studies.
Debates and
group discussion
Log in to online
forums
12
months
ASSESSMENT 2
EXECUTIVE SUMMARY
Strategic management is an important part of business that implies to development and
implementation of effective strategies for management of performance of employees and
organisation. Present report has provided understanding about the case study of Toyota limited
which is global manufacturer of vehicle in UK. Finding of research has provided understanding
that Toyota has faced various issues in management of work due to implementation of autocratic
style of leadership at workplace. There are various important leadership style have analysed to
provide suggestion effective leadership styles that needs to be implemented by organisation for
resolution of these problems. Democratic style of leadership was identified as effective for
leaders to gain participation of employees and making improvement in performance of
organisation.
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INTRODUCTION
1.1 Introduction to company
Leaders and managers are responsible to plan activities, organize ad control over business
operations. They have to manage operations in such manner so that overall goal of the entity can
be accomplished. Primary function of managers are to manage people and make them able to
perform well in the corporation. Present study is based on Toyota motor corporation. It is the
international automotive firm that provides high quality vehicles to consumers (Toma and Naruo,
2017).
About Toyota motor corporation
Toyota is the leading manufacturing firm that conducts its operations globally. Vision of
the entity is to create earth friendly and satisfactory products for consumers so that entity can
sustain in the market for longer duration. Company gives respect to its employees and treat then
as assets of the entity. It is the parental firm of Toyota group. In the year 2008, it was renowned
with the first largest auto mobile manufacturer worldwide (Sakai and et.al, 2014). Entity has
begun in the year 1933 and in the year 1936 it has launched its first model AA sedan. At the time
of world war 2 cited firm has faced huge difficulties at that time it was very difficult for the cited
firm to sustain in the market for longer duration. In the year 1950 Toyota has come into market
again with improved operations and manufacturing process that has supported the entity in
gaining success. During 1960 to 1970 cited firm has entered into the foreign market and has
started providing wide rage of auto mobile products to its consumers (Betancourt, Mooney and
Ross, 2018).
Recently Toyota is providing wide range of products such as passenger vehicles,
commercial cars, accessories etc. In the year 2012 sales of the cited firm has got increased to
great extent and it has started expanding its operations (Tregear, 2015). After that it started hiring
skilled and experienced persons those who have good knowledge about auto-mobile industry.
Capital of the firm is 6.85 billion JPY. As per the report of April 2018, company has employed
7500 employees. It invests high amount in planning, research and development and production
improvement.
1.2 Business case
Employees are assets of the firm they contribute well in achieving goal of business unit.
Skills of workers and hard work assist in improving efficiency level of the firm. Leaders of
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Toyota pay attention on employees but due to tall structure people are not getting involved in
decision making process (Kamaga, Toyota Motor Corp, 2014). This creates communication issue
and decrease moral of the workers.
Recently Toyota motor corporation is facing the issue of high turnover of employees. It
is because people are not feeling satisfied in the business unit and they are moving towards other
organization. Managers are responsible to hire skilled people in workplace and retain them in the
corporation for longer duration. In effective leadership is one of the major issue that is recently
faced by organization (Goleman, 2017). Leaders and managers of Toyota motor corporation
adopts autocratic leadership style. It is the type of leadership in which people are not getting
involved in decision making process. Higher authorities make decision and their decisions are
followed by all workers. Leaders and managers concentrate more on rules and regulation that is
why company fails to bring innovative ideas in the system. Centralize decision making process
create difficulty for the staff members because they fail to discuss their issues with higher
authorities. Furthermore, it makes them feel restricted and they are forced to enhance their
capability so that productivity can be increased (Toma and Naruo, 2017).
Leaders of the Toyota believe that giving reward can encourage the employees but it is
essential to maintain discipline of the workplace and for that leaders have to react hard with
them. That leadership support the firm in minimizing error and increasing production ability of
business unit. But due to tough norms and inflexibility people feel bounded and feel
demotivated. Leaders and mangers do not coordinate with employees and do not give chance to
share their feeling (Betancourt, Mooney and Ross, 2018). People are not allow to talk to their
peer group members in the organization and spend time with them. In the working 8 hours
employees have to concentrate on their work only. Many times when any staff members make
mistake then leaders shout at them in front of all so that other staff members realise that they
have to pay close attention on their work only. In appropriate workplace environment, lack of
flexibility, communication issue are creating problem for the employees to retain in the firm for
longer duration thus, they think to leave their jobs soon. That is why entity has to recruit new
candidates every year (Sakai and et.al, 2014).
Leaders organize team meeting time to time and give training to the employees so that
their skills can be improved and they can perform well. Company provides reward and
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recognition to the staff members so that they feel motivated. These strategies of the entity work
but sometimes strict rules and autocratic leadership make them feel dishearten (Kamaga, Toyota
Motor Corp, 2014). This reduces their trust and they feel that corporation do not give value to
their employees. This leadership issue is the major problem in the Toyota that is the leading
cause of increasing employee turnover rate.
2. LITERATURE REVIEW
Overview to leadership and its importance
As per the view of Goleman, (2017) leadership is the ability of individual to lead the
team. Companies always hire leaders those who have good communication, problem solving
skills so that leaders can coordinate well with staff members and can resolve their problems
soon. Loyalty and communication are necessary skills that need to be have in leaders of the
organization. This skill supports the leaders in retaining skilled labour in the workplace for
longer duration. It supports in managing business activities and minimizing confusion at
corporation. Leaders of the firm guide people and motivate them to perform their duties well.
They make them feel happy so that people share their innovative ideas with higher authorities
and can bring positive changes in business.
As per the views of Bolman and Deal, 2017, the leadership is utmost important part in
effective running and managing of various organisational operations of Toyota Motor
Corporation. The leadership is an art and science to handle the different business functions that
will help in the better handling of the production process of company. An effective and efficient
leader will look after the efficiency of its team and choose the appropriate person to perform the
suitable task as per his calibre. This will help in increasing the productivity of the company.
Besides this, a leader will provide the suitable guidance to the employee's at the cited
organisation. He will look after their proper training measures and rise in the skill set and
efficiency. While in accordance with the views of, Northouse, 2018, the practising of effective
and suitable leadership measures will not only help in improving the work process and
environment of the company, but will also help in rectifying and reducing the occurrence of any
sort of work related, inter personal issues or conflicts.
They will look after the reason behind the occurrence of any problem or drawback at
Toyota Motor corporation and will try to find the suitable output to it in order to maintain the
productivity and profitability and give customers as well as the employee's a better satisfaction
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level. As per the ideas of Fairhurst and Connaughton, 2014, A good leader will look after the
better communication process with its subordinates or team members and employee's, to identify
their needs and demands from the company's authority and act as the channel or intermediate
between the work force and higher authority at Toyota Motor Corporation. This approach will
help in better growth and development of company, by increasing the work efficiency and
loyalty of workers towards business organisation.
Different types of leadership styles and their influences.
According to Hitt, Ireland and Hoskisson, (2012), strategic management have been
analysed as formulation and application of important objectives and initiative that needs to be
taken by top management of organisation on the behalf of owners based on consideration of
various resources and analysis of internal and external business environment that in which the
organisation is regulating its business operations. From the above analysis, it is clearly
understood that leadership in organisation plays an important role in achievement of success in
business operations as it helps in resolving the problems that arise at workplace. Kotter has said
that growing competitive intensity and increasing complexity of organization means that the
requirements for leadership is greater than ever. In present business case, it is analysed that there
are various problems have been faced Toyota Ltd after adaptation of ineffective leadership style
at workplace. According to Hill, Jones, and Schilling, (2014), it is essential for leader and
management in organisation to adopt effective style of leadership by analysing the business
environment in organisation. All the organisation operates differently with distinctive traits will
be more successful in some environment than others.
There are types of leaderships that can be used by management of Toyota to develop an effective
business environment at workplace (Eden and Ackermann, 2013). This leadership style are
transformational, transactional, servant, Autocratic, democratic, bureaucratic, charismatic,
situational and laissez faire leadership.
Presently organisation has adopted autocratic style of leadership in which there is no
authority has provided to employees for taking part in decision making at workplace.
Management of Toyota mainly focus on implementation of business ideas which are provided by
their managers and no consideration have been provided to the suggestion which are provided by
employees for improvement of products and service.
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