Developing Manager Report: Aldi, Clayton Crown, and Frankie & Benny's

This report provides a comprehensive analysis of developing management skills, focusing on various aspects of leadership and organizational dynamics. It begins by comparing different management styles and discussing key leadership characteristics. The report then evaluates communication pro...Read More

THE DEVELOPING
MANAGER

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO1 .................................................................................................................................................1
1.1 Compare different management styles.............................................................................1
1.2 Discuss leadership characteristics....................................................................................2
1.3 Evaluate communication processes in selected businesses..............................................3
1.4 Analyse organisational culture and change in selected business......................................3
TASK 2............................................................................................................................................4
LO2..................................................................................................................................................4
2.1 Assess own management skills performance...................................................................4
2.2 Analyse personal strengths, weaknesses, opportunities and threats.................................5
2.3 Set and prioritise objectives and targets to develop own potential..................................6
TASK 3............................................................................................................................................6
LO3..................................................................................................................................................6
3.1 Lead and motivate a team to achieve an agreed goal or objective...................................6
3.2 Justify managerial decisions made to support achievement of agreed goal or objective and
recommendations for improvements......................................................................................7
TASK 4............................................................................................................................................7
LO4..................................................................................................................................................7
4.1 Explain how own managerial and personal skills will support career development........7
4.2 Review career and personal development needs, current performance and future needs to
produce development plan......................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
The developing managers of an organisation plays vital role in the growth and
development of the concerned venture. The role and responsibility of an individual as the
development manager of a firm is to plan effective strategies for the goal achievement as well as
for introducing inventions or innovations. They are required to deal effectively with each and
every personnel of the company, such as, the management team, the subordinates, the clients of
the company and even customers, sometimes. The crucial and most important role played by this
managers is the product development. They are expected to undertake each and every activity
while, developing or launching a new product in the market. The cited organisation considered
in this report is, Aldi, which a UK based supermarket store. The supermarket store has gained a
good share in the market as it continues to develop and introduce new products in its store as per
preferences of its customers. All these developmental activities are undertaken by the cited
organisation only due to the effectiveness and efficiency of the development managers appointed
thereon.
TASK 1
LO1
1.1 Compare different management styles
In order to gain beneficial results in the developmental programmes, the managers of the
present supermarket store need to adopt an effective and beneficial management style (Lousberg
and Heintz, 2017). Six traditionally accepted and useful styles that a manager can adopt are
discussed in detail below: Autocratic: In this style of management, the managers provide a guideline to the
subordinates, which a1518611058re need to be followed strictly while performing
business related activities. This style involves adopting the fear of discipline principle by
the managers. Consultative: This particular style of management requires feedback and consultation of
the employees before inculcating any changes or making any decisions reading the
operational activities of the cited company.
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 Persuasive: This style empowers the managers of the mentioned organisation in the
decision making process, but, they are required to explain and make the employees
understand the effectiveness of the decision made. Democratic: As per this style of management, those decisions are taken which enjoys
majority and thus, implemented as well. Chaotic: Adopting this style means the manager has no control over the decision making
process. All the authorities and roles are delegated to the employees.
 Laissez faire: This style of management requires the development managers to play a
guiding role to the subordinates in the decision making process.
1.2 Discuss leadership characteristics
The leaders or the managers of the cited organisation, i.e. Aldi are required to posses
certain characteristics or qualities (Temple and Freppon, 2017). Some of the characteristic
features are stated and explained as under: Collaborative: The leaders must be collaborative, i.e. they should be cooperative and
coordinate with its subordinates. Visionary: The managers or the leaders of the cited venture need to have a clear vision of
their activities performed. Influential: They are required to be influential in delegating the responsibilities to the
subordinates. Empathetic: This quality requires the leaders to treat their subordinates in a respectful
manner. Innovative: The major responsibility of the leader is product development. Therefore,
he/she needs to be innovative and creative. Grounded: The managers should behave humbly and politely with the subordinates. Ethical: The decisions undertaken by the leaders must be ethical.
 Passionate: The managers need to be passionate about their workings with the cited
company. This will create a good organisational environment.
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1.3 Evaluate communication processes in selected businesses
A development manager can attain its objectives behind the various decisions made, only
when the necessary messages are delivered to the required personnels of the mentioned company
(Couch and Welsh, 2017). This can be done through adopting a proper communication process
the organisation. A proper and effective communication process can be carried out with the
following given steps. Idea of communication: The very first step in this process is to develop the idea or fact
for which communication is required. Generally, this idea is generated by the senders. Encoding: Encoding requires converting the idea or fact generated in a communicable
form by the managers of the cited organisation. Development of the message: After this conversion, the message to be communicated is
required to be developed by the concerned leaders, it can be either verbal or non verbal
form. Selection of the medium: This step highly defines the success of the communication
process adopted. It requires the leaders of the mentioned venture to select a medium or
channel through which the desired message is send to the receivers. Transition of message: In this step, the leaders of the cited company actually transit or
transfer the desired messages to the receiver through their selected channel of
communication. Receiving message: This is the step in which the receiver is involved, and he receives the
message generated by the leaders.
 Decoding:The message received is decoded, i.e. understood by the receivers in this
particular step.
 Feedback: the receivers may provide the required answers or feedbacks related to the
message they received.
1.4 Analyse organisational culture and change in selected business
The organisational culture of a company defines a lot about its mission, vision and
objectives. It depicts a long term planning undertaken by the organisational structure and acts as
the guidelines for its employees. Similarly, the organisational structure of Aldi depicts its values
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and strategies. The cited organisation is based on a single and simplest concept of providing low
priced goods at reasonable as well as affordable prices to its low waged customers (Avgerou and
Walsham, 2017). In order to achieve this whole and sole mission of the cited firm, the managers
as well as the employees appointed are required to work effectively and efficiently and provide
various new products with great efficiencies.
This organisational culture of the mentioned retail store has been firmed right from its
existence. There have been very few changes that has been adopted by the cited venture, in order
to achieve growth and development. The required changes were in relation with increasing the
number of products produced and sold, diversification of its venture related activities to other
areas as well and also, introducing some changes in its cost related strategies (Miceski and
Tashkov, 2017). All these changes adopted in its organisational structure or culture, has
benefited Aldi many ways and thus, increasing its profit share.
TASK 2
LO2
2.1 Assess own management skills performance
Being an assistant manager of any organisation, an individual must posses certain
characteristic features or skills or qualities. Likewise, the assistant manager of the cited venture
here, i.e. f Clayton Crown Hotel, London, a brand of Dalata Hotel Group, need to asses his/ her
qualities or skills to perform the job assigned effectively. Individuals can evaluate the following
prescribed qualities to determine their efficiencies for the work assigned (Liu, 2018). Leadership skills: The assistant manager of the cited hotel organisation should evaluate
the leadership skills of delegating the roles to the subordinates and hence, managing them
effectively. Follow the directions: As an assistant manager of the mentioned organisation, an
individual is required to examine his/ her ability to follow the directions provided by the
managers or other leaders. Responsibility: The manager need to be responsible towards its roles to be performed in
respect of the concerned organisation. The assistant manager of the current mentioned
hotel should asses his responsible nature towards the organisation.
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 Accepted and liked by all: The managers need to assess, whether the other individuals,
i.e. the subordinates, in the cited firm have accepted them as their leaders or not. Also,
the likeability factor from the subordinates is important.
 Decision making potential: The assistant manager of the mentioned venture need to have
the required capability or potential to take firm decisions for the benefits of the
organisation.
Assessing all these qualities will help the assistant manager of the cited organisation to work
effectively and efficiently.
2.2 Analyse personal strengths, weaknesses, opportunities and threats
As an assistant manager, an individual may undertake the mechanism of SWOT analysis
on personal basis, in order to derive their efficiencies and in return generate beneficial results to
the cited organisation, i.e. Clayton Crown Hotel. A detailed explanation of the way in which the
manager can conduct personal SWOT analysis is given as under. Identifying the strengths: Identification of strengths may require the managers to asses
their personal advantages that can beneficial to the concerned firm. Identifying the weaknesses: Recognising the weaknesses on the part of the assist
manager of the cited company, may require the individual to undertake or determine
those tasks that they avoid due to lack of self confidence. Identifying the opportunities: Identification of opportunities, on the part of an individual
or the assistant manager of the present firm refers to determining his/ her own
potentiality.
 Identifying threats: This analysis need to recognise the obstacle or hindrances faced by
the assistant manager of the cited hotel venture and overcoming the same.
In this way, the analysis will help the assistant manger here to in recognising the SWOT and
work upon them as needed.
2.3 Set and prioritise objectives and targets to develop own potential
With the recognition of all the potential factors on personal level, the assistant manager
of the cited venture need to set or plan targets to be achieved in order to increase the potentiality
level and serve the organisation with effectiveness and efficiency. The criteria behind setting
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these objectives is to provide generated results to the concerned organisation. An individual
working as the manager or assistant manager can consider the following objectives to be
achieved. Connecting to the company's success: With this objective of connecting the personal
success of the manager with the success of the cited organisation can generate beneficial
results for both, manager as well as the venture. \
 Being creative and innovative: Creativity and innovation on the part of personnels
working in an organisation is of crucial importance. The assistant manager of the cited
firm should target to timely generate new and innovative ideas in respect of providing
good services to the customers or visitors of the hotel (Delaney and Beecham, 2017).
This can improve the quality of te person as well as the quality of the services offered by
the present hotel.
TASK 3
LO3
3.1 Lead and motivate a team to achieve an agreed goal or objective
In this task, the Frankie & Benny's restaurant, a brand of The Restaurant Group Plc, is
planning to set up a new chain of restaurants in Stratford, London. Now, the leaders need to pull
up their sleeves, in order to ensure a smooth set up and functioning of the new hotel. The
managers or the leaders need to direct and motivate their subordinates, who are the key
components in inculcating any business related strategy, to work efficiently. The leaders may
adopt the following motivational measures in order to lead the employees.
 The concerned leader of the cited new venture need to positively energize the team, in
order to provide motivational support to them..
 They should inculcate policies which are integrated with the well being of the mentioned
firm as well as the employees thereon.
 The leaders need to be great communicators as well as listeners. They should posses the
quality of explaining certain plans and procedures. Along with this, they should also
listen as well as understand the view points of the employees.
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In addition to all these, there are a number of motivational factors that can be used by the leaders
for ensuring smooth functioning of the cited new hotel.
3.2 Justify managerial decisions made to support achievement of agreed goal or objective and
recommendations for improvements
The cited new hotel is being launched with certain organisational objectives or aims, that
it needs to achieve within a particular period of time. The managers of the organisation has
decided to provide motivational support to the desired individuals or employees appointed, in
order to generate the desired results for the venture. The leaders decided to provide a good
working environment with all the knowledge required to perform the delegated tasks (Wright
and Wright, 2018). They were also of the opinion that, all the decisions taken must be in the
integration of the employee's consents.
Adopting all such measures may help the leaders of the cited firm to motivate the
employees. But, it may or may not bring the beneficial or targeted results for them. In order to
attain the targeted objectives, the leaders should also exercise their control power on the
subordinates, as and when needed.
TASK 4
LO4
4.1 Explain how own managerial and personal skills will support career development
Managerial skills
Conflict management: Conflict management is the core activity or skill that I have to
manage problems in systematic manner. Conflict management is the process where manager
needs to manage all specific concern or issues of employees and make them assure to clear up
the all problems. It helps to maintain the employee performance and productivity level.
Mentoring : This is the another quality of manager that I have to make all team members
efficient and perfect to perform a particular task. It helps me to get motivated all time and take
things in positive manner.
Planning or strategic thinking : strategic thinking is the planning process that applies in
innovation process. This quality of mine would help me to make development plans. This
managerial quality of mine helps me to make creative decision making approach in my career
development.
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Problem solving : Problem solving skill would help me to take corrective action plan for
my career opportunities. This managerial skills are most required to manage all task specific
goals. This helps me to maintained good healthy environment in the company.
Decision making: Decision making skills are the skill that help to take certain decisions
in critical situation. This is my weak point that I need to work upon and try to get over from the
situation.
Personal skills
Interpersonal skills
Interpersonal skills are very helpful for the future development and get higher
opportunities. Besides, Personal skills helps to strong the base or understanding level of the
person. According to this report, Buzzworks Holdings is a UK based hospitality venture, who
has decided to undertake the career developmental plan in their organisation, in order to generate
more skills among the existing personnel’s working with the cited company. I have these
qualities that helps me to make new friends, communicate well and make strong bonding with
peoples. This personal skill would help me to make better networking.
Motivational skills
Motivational skills is the most required skill in manager that helps them to keep good
image in the organisation. For my career growth, this skill is very much necessary. I need to
learn how to understand people as per their behaviour and goals. I need to learn some new
motivation concepts and theories to make employees more productive.
Delegating responsibilities
Delegating personal skill helps to distribute the work to employees as per their roles and
responsibilities. This also helps to keep the all target stable and goal oriented and best
performance goals. I have good knowledge and controlling power on peoples that helps me to
delegate work easily.
4.2 Review career and personal development needs, current performance and future needs to
produce development plan
The employees of the mentioned hospitality venture should be provided with required
training and development programmes to perform their business-related activities in an effective
and efficient manner. A career developmental plan is essential, not only for the training needs of
the employees, but, for the future developmental needs as well (Conaway, 2017). The plan
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undertaken by the cited company is in order to develop skills as well as expertise in the
employees. The training sessions provided can enhance the current performance of the
organisation. Along with it, these skills and expertise generated are long term and hence,
generate desirable results for the future as well. The skills generated will remain forever with the
employees, irrespective of any factor and this will lead to formulate future human capital for the
cited organisation.
Current performance and future need
As per my current needs, I need to adopt some new skills or knowledge to upgrade the
latest information and goals. Besides, it also helps me for my future development process. All
over, I am good at leadership where I can handle number of team members in systematic
manner. On the contrary, I need to learn some more interpersonal skills or technical skills in to
nourishing my skills or knowledge. Besides, I also need to look upon on some of my skills
which is required for future development such as planning skills, evaluating skills or monitoring
skills.
Career development plan
Current competencies skills, knowledge, experience
 Analytical
 Mentoring
 Motivational skills
 Problem solving
 Conflict management
Development needs and skills required for current job and future goals
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3-6 months
- Planning skills
- Decision making skills
6-12 months
- Building business network
- Demonstrating leadership

 Decision making
 Technical skills
 Evaluating skill
 Monitoring
Personal development plan
Objectives Success criteria Actions Time duration
Evaluating skills Identify the customer
or client needs to
ensure their
satisfaction level
Creating feedback,
survey documents etc.
2 months
Monitoring skills Double checking the
work, tracking
manufacturing
process.
Successfully
completing task of
creating successful
events to minimise
problem occurrence.
2 months
Decision making By creating plans and
break down the work
as priority basis.
Planning routine
activities.
2 months
Technical By presenting data
base and customer
storage data.
Checking customer
feedback storage and
employee data base
3 months
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CONCLUSION
The report concluded that the development managers of an organisation plays a crucial
role in framing of a developmental strategy as well as in the implementation of the same
strategy. The leaders must posses certain characteristic features for the development programmes
undertaken. These qualities are explained in detail in the present report. It focuses that the
leaders need to adopt an efficient communication process, in order to delegate the roles and
responsibilities of the subordinates. It also involves the role of the leader in motivating the
employees to perform a particular task. It requires the leaders to initiate proper career
developmental plans for the employees. It also includes the ways, in which the managers of the
venture need to assess and analyse their own skills. Thus, with this report, it can be stated that
effective developing leaders or the managers are the major component required in an
organisation for its growth and development.
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REFERENCES
Books and Journals
Avgerou, C. and Walsham, G. eds., 2017. Information Technology in Context: Studies from the
Perspective of Developing Countries: Studies from the Perspective of Developing
Countries. Routledge.
Conaway, R. N., 2017. Redefining Functions of a Manager. Managing for Responsibility: A
Sourcebook for an Alternative Paradigm.
Couch, R.W. and Welsh, T.M., 2017. Some considerations for behavior analysts developing
social change interventions. Behavior Analysis and Social Action. 5(1, 2). pp.9-13.
Delaney, Y. and Beecham, S., 2017. Transitioning from traditional to problem-based learning in
management education: the case of a frontline manager skills development programme.
Innovations in Education and Teaching International. 54(3). pp.214-222.
Liu, Y. A., 2018. Physical Cleaning of Coal: Present Developing Methods. CRC Press.
Lousberg, L. and Heintz, J., 2017. Developing the master project manager (No. eres2017_276).
European Real Estate Society (ERES).
Miceski, T. and Tashkov, T., 2017. The manager and his role in developing a successful
transport business. Journal of Economics. 2(1). pp.40-51.
Temple, C. A. and Freppon, P., 2017. All children read: Teaching for literacy in today's diverse
classrooms. Pearson.
Wright, E. W. and Wright, M. K., 2018. Innovation in Hospital Revenues: Developing Retail
Sales Channels. The health care manager. 37(1). pp.47-54.
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