Analyzing Leadership Strategies in Organizational Settings

The document provides an overview of leadership strategies crucial for managing employees effectively across diverse organizational contexts. It highlights the importance of adaptable leadership in dynamic settings such as remote work environments, emphasizing skills like effective communication, empathy, and conflict resolution. Various leadership styles, including autocratic and transformational approaches, are explored to understand their impact on employee engagement and motivation. The assignment calls for a detailed analysis of how these strategies foster organizational success and maintain harmony within teams.

WORKING WITH
LEADING PEOPLE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
1.1 Documentation for selection and recruitment of new people...............................................2
1.2 Impact of legal and regulatory framework on recruitment and selection.............................2
1.3 Selection process...................................................................................................................3
1.4 Contribution to selection process..........................................................................................3
Task 2...............................................................................................................................................4
2.1 Skills and attributes needed for leadership............................................................................4
2.2 Difference between leader and manager...............................................................................4
2.3 Different leadership style......................................................................................................5
2.4 Different ways to motivate staff members:..........................................................................6
TASK 3............................................................................................................................................6
3.1 Benefits of team work:..........................................................................................................6
3.2 Working of team leader is different from team member:.....................................................7
3.3 Team effectiveness ...............................................................................................................7
TASK 4............................................................................................................................................8
4.1 Measuring and monitoring employee performance:.............................................................8
4.2 Plans to access development needs of individuals:...............................................................8
4.3 Success of assessment process:.............................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

LIST OF FIGURES
Figure 1: Democratic leadership style.............................................................................................6
Figure 2: Autocratic leadership style...............................................................................................7

INTRODUCTION
The aim is of effective leadership is to make people develop in their organisation and
take responsibility of different work (Hoefling, 2012). Responsibilities make the people
accountable for their work which is to be achieved by them. Human resource management is
responsible for managing overall department which are related with organisations. It helps in
caring out all the activities in adequate which are helpful in achieving the desired goals and
objectives of organisations (Ang, 2012). Coordination should be maintained between all the
departments which help in achieving the desired outputs.
United Parcel Service (UPS) is a leading courier company of UK. The main aim of the
company was to provide cross town delivery of goods and services across UK. In the present
scenario, the company is facing issues related to management, leadership and administration.
This has resulted into various losses to the organization as well as the customers. Around 50 staff
including senior managers has left the company. The present report provides information on
improving standards as well as the management of United Parcel Service. The report contains the
study about selection and recruitment of new employees, legal and ethical consideration in
appointment of new employees. It further discusses various styles of leadership and their impact.
The effectiveness of team work so as to achieve desired goals.
TASK 1
1.1 Documentation for selection and recruitment of new people
Human resources are concerned with recruitment and selection of new employees for
caring out different activities with their desired skill and knowledge. Every organisation has to
appoint new employees according to changes in economy and differentiate needs of customers
(Lev, 2013). Proper plans and procedures had to be followed by organisations which help in
recruitment, selection and retention of employees in organisation so as to achieve growth and
development for set up.
United Parcel Service is hiring new employees who can do the work effectively to
achieve desired result. Human resource department of United Parcel Service is responsible for
recruitment and selection process of appointing new staff.
The recruitment process begins when there is approval from the higher authority of
organisation about the need for appointing new staff. The department in which there is need for
1

employees send a letter along with the skills and education levels according to which people had
to be selected. After the approval the higher authorities sent the letter to human resource
department of organisation (Arroba and et. al., 2011).
Advertisement is given about the vacant post describing about the position, skills and
education needed by organisation. Describing about the positions is important as the organisation
cannot alter the post after releasing the advertisement. Position includes the roles and
responsibilities that are to be performed by individual in the organisation.
Advertising is an essential activity of recruitment process that is related with human
resource department of United Parcel Service. Job advertisement requires approval from higher
authorities (Nkomo and Kriek, 2011). Advertisement can be given with the help of different
media like internet, television, print media, electronic and open advertisement on pamphlets.
1.2 Impact of legal and regulatory framework on recruitment and selection
There are certain rules and regulations which are to be followed by human resource
department before starting with recruitment process. Awareness about the patterns and
regulations helps in avoidance of risk and uncertainties. Various laws which are related with
recruitment and selection process are described as (Briggs, Morrison and Coleman, 2012).
 Sex discrimination Act 1975: This act was enacted so as to remove discrimination from
work place. All persons are equal in the eyes of law and thus they should be treated
equally (Terkel, 2011). Recruitment of employees at United Parcel Service should not be
discriminated on sexual grounds.
 Race relation Act 1976: The recruitment process of UPS should not be on the basis of
nationality or race. The persons who have the approval of doing work in UK are also
eligible for doing work in UPS regardless of their races.
 Age regulations 2006: In recruitment process both elder and younger people have right
to do work (Stanleigh, 2013). If special advantage is given to any group by human
resource department of cited company. Than it will be considered as breach of contract.
1.3 Selection process
Human resource department plans recruitment and selection for appointment of new staff
for United Parcel Service. Directors of cited organisations design the rounds or panel for
interviews. HR department of UPS plans three panel for the same process. The head of
department is available in each panel for taking interviews of candidates (Burnett, 2013).
2

Short listing
After the applications are received from candidates, recruitment and selection panel short
list the students according to different tools that are designed for selecting. Various methods that
are designed for short-listing are written test by candidates, MCQ questions filled by students, IQ
test etc. After evaluation of the candidates by using different tools now, the list which contains
the short listed names should be given to Human resource department for further panel of
Interviews
Along with the recruitment and selection authority, I have taken interviews of chosen
candidates. Different questions are asked in interviews about their education, family background,
prior experience in any company, cultural knowledge and general awareness programmes et. It
helps in checking the confidence level of employees.
Appointment
The candidates who have satisfied the selection authorities by fulfilling the minimum
level of criteria are called for the final interview round. It is the responsibility of HR department
to communicate the final decision to the selected candidates (Day, 2014).
1.4 Contribution to selection process
In this task, I participated in preparing plans and documents that are essential for
selecting the employees. The minimum education criteria, skills and abilities required, fluency in
languages etc. were evaluated by me while interviewing the candidates. I gave advertisement
with the help of different media about the vacant post for the candidates in United Parcel
Service. Advertisement helped in making people aware about the vacancies of cited company
and thus assisted in recruiting more and more people to the organization. I participated in
selection and recruitment of new staff who have the ability to perform the desired jobs in the
organisation. I also took part in short listing the candidates according to requirements of United
Parcel Service and participated in the examination process. At last, I gave my contribution from
the starting that is document preparation till the final selection and appointment of employees for
the vacant post (Dimovski and Penger, 2011).
3

Task 2
2.1 Skills and attributes needed for leadership
Various attributes and qualities that are present in particular individual helps in turning a
person into good leader. Skills and attributes that are needed to become a leader with special
reference to United Parcel Service are as follows:
 Honest: A good leader must be trustworthy and honest in performing all his duties and
responsibilities. He should honestly evaluate the work of his employees and accordingly
give ratings to them so as to maintain healthy work environment without any conflict.
 Communication: Leaders need good communications skills so he can easily convey the
message to his employees. Teams can be effectively managed if leader conveys the right
message to his employees about the type of works that are expected from the employees.
This is especially required considering the administrative and management problems at
UPS. Effective communication will not only help in making the employees work in a
connective manner but it will also help in serving the customers at the required time
without causing delays.
 Confidence: Leader takes care of all his team members and if the leaders are not capable
of doing the right job than the team will also not perform the work as was expected by
them. Leaders should motivate his employees and give them confidence that they can
easily complete their work and increase profits for United Parcel Service. At bad times
when the situations are uncontrollable, leaders should not lose their confidence and lead
his team with full potential. Thus, confidence makes a person to be a good leader (Fraley
and et.al., 2011). This specifically applies to the present situation that UPS is facing. The
leader needs to be confident of himself and the team members so that the issues at the
organization could be resolved.
2.2 Difference between leader and manager
There are various differences between a leader and a manager which are as follows:
Leadership Management
1. Leader generates new ideas for the
working of organisation.
2. Leaders have unique personalities and
1. Managers see that the ideas designed by
leaders are followed in organisation and
implementation of the ideas.
4

they themselves take the responsibility
to build unique and differentiate
brands.
3. Leaders have the ability to take risk and
face challenges even if they failed to
achieve the desired results.
4. They work on achieving long term
goals for the organisation without being
motivated by incentives and rewards.
5. They had focus on their employees so
that they fulfil the promised by
achieving the desired objectives and
this helps in building trust and loyalty.
6. Leaders act as coaches for the
employees. They make them do their
work according to their skills and how
success can be easily achieved by
effective working.
2. Managers adopt different management
styles in the organization.
3. Managers find ways how the risk can
be minimised and thus problems can be
easily controlled.
4. They work on short term goals that are
planned by organisation and they want
to be motivated by incentives and
rewards.
5. They focus on the structure that had to
be followed by the organisation so as to
achieve the desired objectives.
6. Mangers act as directors. They just
show directions to the employees by
which the work had to be completed.
The differences between leadership and management help towards understanding the
reasons behind the issues prevailing at UPS. Leadership is required for connecting the employees
with the organization and making them feel valued. It is required for encouraging and motivating
the employees. In contrast to this, management is required at UPS for effectively organizing the
tasks performed by various departments so that the customers can be served at the right time.
2.3 Different leadership style
There are various leadership styles that re followed by organisation which are as follows:
 Democratic Leadership: All employees have freedom to participate in the decision
making process of organisations. This keeps the employees motivated as they opinion is
of importance for decision making. This style is suitable for the situation which requires
team working. It would be helpful to be adopted by individual departments at United
Parcel Service.
5

Figure 1: Democratic leadership style
(Source: What are the types of leadership styles?, 2013)
 Autocratic Leadership: All the decisions about the problems are taken by managers
itself. Employees does not participate in the decision making process and thus they are
demotivated (Burnett, 2013). This style is effective in the situation when routine and
unskilled jobs are to be performed. Hence, it would be suitable to be used at United
Parcel Service.
6

Figure 2: Autocratic leadership style
(Source: Different type of leaders, 2011)
 Paternalistic approach: Employees are not given freedom to take part in decisions. The
higher authorities take all decisions. So this approach is not suitable for UPS.
 Laissez Faire approach: In this leadership style, all the employees working in
organisation are decision maker. There is one disadvantage that all employees are
decision maker and thus it leads to conflict and fighting because there is no manager to
take the right decisions. This approach is not suitable for United Parcel Service as it is
already experiencing problems associated with leadership and management. This style
would lead to chaos and further complicate the situation.
The best approach for cited organisation is Democratic leadership approach as all
employees are given right to give their views about the problem.
2.4 Different ways to motivate staff members:
There are various motivation tools which are designed to achieve the desired objectives
for organisation. These are based on various motivation theories such as Maslow need hierarchy
theory, X and Y theory, Two factor theory.
UPS can use Motivation theories so as to achieve the desired goals by motivating the employees.
7

Maslow theory can be used by UPS in the following ways:
 Payment structure: All employees who are employed in UPS should be given salary on
time. This helps in motivating employees as they are getting the desired salary for the
work done by them. This in turn helps in fulfilling their physical and psychological needs
(Fraley and et. al., 2011).
 Respect to employees: All the employees should be given respect. This is the major
factor that motivates employees as earning respect fulfils all the desires of employees. It
also accomplishes needs of social respect and prestige.
This is one way to motivate employees by Maslow need hierarchy theory. Other theories
can also be used which are helpful in motivating employees.
TASK 3
3.1 Benefits of team work:
There are various advantages of working in a team which are as follows:
 Knowledge transfer: Team work is very advantageous for success of organisations. Team
work helps in sharing of skills and knowledge that are required in completing the task.
 Enhancement of efficiency: Team works helps in increasing work efficiency in
organisations. The work can be completed effectively in time in accordance with the
work done by individual.
 Building trust: It helps in building trust and cooperation among the team members in
completing the assigned work (Gardner and Laskin, 2011).
 Tackling work pressure: It helps in reducing work pressures. Hence, teamwork would be
beneficial in tackling the situations prevailing at UPS.
 Employee relations: It is also helpful in building employee relations in United Parcel
Service. Working together helps in building strong relations among the employees.
 Creativity: Creative work environment is promoted by the employees by working in
team. New innovations in products are developed which are helpful in improving
satisfaction of customers.
 Appropriate work division: It can be evaluated that team works are multidimensional
approach in which work is divided among the team members. It also helps in building
responsiveness among the employees of United Parcel Service.
8

3.2 Working of team leader is different from team member:
A team leader is the person who has the overall responsibility of the team members who
are working under him. He gives guidance and directions to the employees according to which
the desired goals can be achieved. He knows about the strengths and weaknesses of his team
members and thus motivates them accordingly. Team leaders have knowledge about how the
works are to be distributed among the team members to avoid any conflict situations. He cannot
forcefully put the decisions on the employees but should encourage employees to participate in
decision making process (Grint and Holt, 2011).
Various roles are played by the team members as well. According to the guidance given by
the leader, a team member works towards the goals of the organization. It is important to work as
a team member as one is able to learn to work in coordination and harmony which leads to
efficient completion of task. Guidance to his team members about the work related to
organisation. Working as a team member requires one to work with the other members in a
collective manner according to the instruction provided by the team members.
3.3 Team effectiveness
Teams are prepared by grouping the members in a group who have same level of
knowledge and skill sets. This helps in maintaining proper work environment in organisations
which helps in improving satisfaction among customers. Hard work that is done by each team
members are very essential in achieving the desired results. Team members should have skills
which helps them in efficiently communicating the information among the team members
(Hargreaves and Fink, 2012).Team effectiveness helps in effectively completing the task by
utilising resources of organisation in effective manner. It helps in assigning responsibilities to
individuals so that they can effectively achieve the desired goals. This would be beneficial for
United Parcel Service considering the issues that the organization is currently facing.
TASK 4
4.1 Measuring and monitoring employee performance:
UPS measures and monitors performances of employees in the following ways:
Quality of work
Quality is an important factor that is involved in planning the monitoring and assessment
of work performance. Level of quality will indicate the level of work performance of the
employees (Gutiérrez, Hilborn and Defeo, 2011). This can be used by United Parcel Service so
9

as to check the quality of work done by employees. This helps in making the employees
conscious about their works.
Survey clients and customers
UPS should conduct survey with the clients and customers about the performance of
services. This method is helpful in measuring performance level of employees in the organisation
Performance Appraisal
UPS should make proper performance appraisal plans for the working staff. Quality
performances of the staff should be considered who are delivering the services (Hoefling, 2012).
Appraisal Interview
Formal interviews regarding performances of staff should be conducted. This helps in
checking attitude, behaviour and quality work of employees.
4.2 Plans to assess development needs of individuals:
It is essential to plan and assess the development needs of individuals in order to improve
the performances of employees at UPS. Proper and effective plans should be developed and
implemented effectively in order to measure the development needs of individuals. Following
are the development needs of the individuals:
 Technical expertise: the employees are in need of developing technical expertise. This is
required so that they can perform the assigned tasks effectively according to the given
deadlines (Mendenhall, 2012).
 Problem solving skills: This is another development need of the employees at United
Parcel Service. The objectives which are designed by organisations should be effectively
achieved in order to have efficiency. This can only be achieved when the employees have
effective problem solving skills.
Developmental activities should be designed so as to know the efficiencies of individuals
and the efficiencies that are needed by organisations in completing the desired work.
4.3 Success of assessment process
It is important for UPS to evaluate the success of assessment process as it will be helpful in
knowing the abilities of individuals and the improvements which are needed in their desired
abilities. If positive results are generated by accessing the factors that are desired than the
process has been successful (Raelin, 2011). The assessment process was successful in identifying
the development needs of employees at UPS. It was also effective in determining the current
10

level at which an employee possesses a particular skill. Therefore, appropriate steps can be taken
for his development. This would help in improving the overall performance of the workforce and
thus the entire organization.
CONCLUSION
From the above report, it can be concluded that Leadership are important factor which
helps in performing arts in new environments. The difference between leaders and mangers as
leaders are coach and mangers act as directors in United Parcel Service. Leaders can make
changes in the organisation according to the requirements of organisations. They face the
challenges which are evolving in organisations. Efficiencies of team work in organisations helps
in effectively achieving the desired goals for the organisation. If the management of organisation
follows suitable leadership styles, then UPS can be successful in competitive world.
11

REFERENCES
Books and Journals
Ang, L., 2012. Leading and managing in the early years: A study of the impact of a NCSL
programme on children’s centre leaders’ perceptions of leadership and practice.
Educational Management Administration & Leadership. 40(3). pp.289-304.
Arroba, P and et. al., 2011, June. A methodology for developing accessible mobile platforms
over leading devices for visually impaired people. In International Workshop on
Ambient Assisted Living (pp. 209-215). Springer Berlin Heidelberg.
Briggs, A.R., Morrison, M. and Coleman, M., 2012. Research methods in educational leadership
and management. Sage Publications.
Burnett, J., 2013. Useful Toil: Autobiographies of Working People from the 1820s to the 1920s.
Routledge.
Day, R.D., 2014. Leading and managing people in the dynamic organization. Psychology Press.
Dimovski, V. and Penger, S., 2011. Virtual Management: A Cross-Section Of The Management
Process Illustrating Its Fundamental Functions Of Planning, Orga-nizing, Leading And
Controlling In A New Era Organization. Journal of Business & Economics Research
(JBER). 1(10).
Fraley, R.C., and et. al., 2011. The experiences in close relationships—Relationship Structures
Questionnaire: A method for assessing attachment orientations across relationships.
Psychological assessment. 23(3). p.615.
Gardner, H. and Laskin, E., 2011. Leading minds: An anatomy of leadership. Basic Books.
Grint, K. and Holt, C., 2011. Leading questions: If ‘Total Place’,‘Big Society’and local
leadership are the answers: What’s the question?. Leadership. 7(1). pp.85-98.
Gutiérrez, N.L., Hilborn, R. and Defeo, O., 2011. Leadership, social capital and incentives
promote successful fisheries. Nature.470(7334). pp.386-389.
Hargreaves, A. and Fink, D., 2012. Sustainable leadership (Vol. 6). John Wiley & Sons.
Hoefling, T., 2012. Working virtually: Managing people for successful virtual teams and
organizations. Stylus Publishing, LLC.
Lev, A.I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Mendenhall, M.E., 2012. Global leadership: Research, practice, and development. Routledge.
Nkomo, S.M. and Kriek, D., 2011. Leading organizational change in the ‘new’South Africa.
Journal of Occupational and Organizational Psychology. 84(3). pp.453-470.
Raelin, J., 2011. From leadership-as-practice to leaderful practice. Leadership. 7(2). pp.195-211.
Stanleigh, M., 2013. Leading change. The Journal for Quality and Participation. 36(2). p.39.
Terkel, S., 2011. Working: People talk about what they do all day and how they feel about what
they do. The New Press.
Online
What is Leadership. 2015. [Online]. Available Through: <http://stevenmsmith.com/what-is-
leadership/>. [Accessed on 17 October 2017].
What are the types of leadership styles?. 2013. [Online]. Available Through:
<http://businessstudiesleadershipemerson.blogspot.in/2013/09/what-are-types-of-
leadership-styles.html>. [Accessed on 17 October 2017].
12

Different type of leaders, 2011. [Online]. Available Through:
<http://www.brighthubpm.com/resource-management/75715-a-critique-of-the-
autocratic-leadership-style/>. [Accessed on 17 October 2017].
13