Report on Leadership and Management in Purple Mail Company (PMC)

This report provides a comprehensive analysis of leadership and management practices within the Purple Mail Company (PMC). It begins by examining the recruitment, selection, and retention procedures, including legal and ethical considerations. The report then delves into leadership styles, differentiating between management and leadership, and explores staff motivation strategies. Furthermore, it assesses the benefits of effective team working, emphasizing the importance of managing risks to achieve goals. Finally, the report evaluates work performance, focusing on planning, monitoring, and employee development, and provides recommendations for enhancing leadership performance within PMC. The report covers various aspects of human resource management, providing insights into the challenges and opportunities facing the company in improving its organizational performance.

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Table of Contents
Introduction................................................................................................................................3
Task 1.........................................................................................................................................3
LO1: Selection, recruitment, and retention procedures.............................................................3
1.1 Documentations for selection and recruitment process.......................................................3
1.2 Assessment of the impact of legal, ethical and regulatory considerations in the
recruitment and selection process..............................................................................................4
1.3 Evidence of being a part of selection process......................................................................5
1.4 Evaluation of self-contribution in the selection process......................................................5
LO2: Understanding the impact and styles of leadership..........................................................5
2.1 Needed skills and attributes for leadership..........................................................................5
2.2 Explanation of the difference between management and leadership...................................6
2.3 Comparison of different leadership styles with different examples.....................................6
2.4 Explanation of staff motivation to achieve the organisational objectives............................7
Task 2.........................................................................................................................................8
LO3: Effective team working.....................................................................................................8
3.1 Assessment of the benefits of team working........................................................................8
3.2 Importance of team working as a leader and member through managing risks for meeting
goals...........................................................................................................................................8
3.3 Team effectiveness to achieve the specific goals.................................................................9
LO4: Assessment of work and needs for development of individuals.......................................9
4.1 Important factors of planning the monitoring and evaluation of work performance in PMC
....................................................................................................................................................9
4.2 Formulation and delivering of different development needs of employees.......................10
4.3 Evaluation of the success of assessment to help PMC to enhance leadership performance
..................................................................................................................................................10
Conclusions and recommendations..........................................................................................11
Bibliography.............................................................................................................................12
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Introduction
In the modern competitive market of the globalised world, leadership and management traits
are sheer and pivotal to provide a sustainable competitive edge to an organisation through
enhancing the business performance by strategic managerial activities. The Purple Mail
Company (PMC) has encountered massive loss due to inappropriate managerial activities, as
the very recruitment process of this organisation is utterly poor. The senior managers, CEO
and more 100 employees are disassociated from the company due to this fragile condition.
This business report will focus on identifying the main discrepancies in the leadership
process of the organisation to interject appropriateness in the recruitment and selection
process for improving the organisational performance of PMC.
Task 1
LO1: Selection, recruitment, and retention procedures
1.1 Documentations for selection and recruitment process
Post General employees of PMC
Job Descriptions The posts are varied from general courier
suppliers to clerical office jobs. The
employees will be answerable to the higher
authority who is the manager of the
company. The employees will be responsible
for handling the couriers efficiently to keep
the trustworthiness intact and ethical
maintenance is another significant part of this
job. The employees have to do the official
works of receiving and accounting the
couriers and they may have to work as a
deliveryman to supply the couriers.
Job Specifications The candidates need to be minimum high
school graduate to apply for this post.
Candidates with experiences in courier
profession will be specially treated to have
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the advantage to grab the opportunity. The
candidates need to possess good
communication skills with adequate
knowledge of computer.
Table 1: Job specification and description
(Source: Created by Author)
On the other hand, the candidates need to submit their last qualification report along with
pass certificate in the course of selection for the posts of PMC. A resume has to be provided
with a separate cover letter to apply for the post. Along with that, the candidates can attach a
recommendations list with the application transcript as a reference of the genuineness of
provided documents with an authorization of renowned people of society (Allen et al. 2013,
p.376). The papers of experiences and different certificates have to be submitted in course of
the selection process.
1.2 Assessment of the impact of legal, ethical and regulatory considerations
in the recruitment and selection process
The recruitment and selection process needs to be adhering with the legal and ethical aspects,
as the HR manager needs to follow the regulations in order to maintain legitimacy in the
process. The Sex Discrimination Act 1975 is eventful in the context of selecting potential
candidates beyond the mere criteria of male and female (Armstrong et al. 2014, p.54). On the
other hand, the Race Relation Act 2000 of United Kingdom impacts vehemently on the
recruitment process as the job description cannot address to any particular race or nationality
as all the potential candidates are allowed to apply for the posts. The advertising law of UK
suggests the organisations like PMC eradicate any provision of age, religion, and sex rated
announcement in the advertisement as the Equality Act 2010 of the country states to provide
the parallel chance to everyone to avail the job opportunity (Bamberger et al. 2014, p.96).
The ethical issues compel the recruitment board to follow the regulations properly to avoid
legal penalties. The interview stage must be done properly as the interviewers need to
maintain ethical solidarity by eradicating the chance to ask anything inappropriate that can
hurt the religious and personal feelings of the candidates. The interviews cannot use sexist or
racist comments to maintain equality in the process of selection. The treatment of disable
persons needs to be done with ethical consideration to aid them properly with respect. PMC
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also needs to check the social background of the candidates to examine the existence of
criminal background and they need to provide the selected people with employment
statement to reveal the working schedule, daily wage, and yearly leaves.
1.3 Evidence of being a part of selection process
The HR manager needs to articulate a selection process to manage the sequential procedure
proficiently. The HR manager of PMC needs to make a selection panel in order to select
efficient employees through the help of experienced interviewers with the representatives of
different departments of the organisation. The HR manager has to supervise the process of
short listing of the applications through implementing the techniques like IQ test and MCQ
test. The HR manager is liable to evaluate the shortlisted candidates in order to call them for
an interview.
The HR manager can take interviews along with collaborative communication with the
selection panel to take a final evaluation of the candidates with profound questions about the
job along with gathering knowledge about their education and experience. The final duty of
the HR manager is to provide appointment letters to the selected candidates who can fill the
void in PMC to enhance the organisational performance for redeeming of the past failures
(Boxall, 2013, p.11). The candidates can be given appointment letters based on their
satisfactory fulfilment of the job specifications and requirements of PMC.
1.4 Evaluation of self-contribution in the selection process
As an HR manager of PMC, I took part in the recruitment and selection process to ensure the
staffs are selected with legal and ethical consideration in order to quench the organisational
requirements. I have made the documentations in collaboration with the other officials of HR
department. I cross checked the legal requirements of employment practices to maintain
compliance with the norms and status. I participated in the shortlisting process to check the
credentials of the applicants myself for selecting the candidates on their merits that are
relevant to the organisational need of PMC. I supervised and monitored the entire process
from advertisement to the provision of appointment letter to process the entire procedure
coherently with legal and ethical obligations of our company.
LO2: Understanding the impact and styles of leadership
2.1 Needed skills and attributes for leadership
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The leaders of PMC need to possess some specific traits and skills to manage the
organisational activities to lead it to achieve the market objectives. The leader needs to have
the ability inspire others through motivational strategies and speeches. On the other hand, the
honesty of the leader helps him to formulate an integral relationship with the employees to
influence them properly to increase the service quality (Stahl et al. 2012, p.102). The leader
must have a good analysing power to identify the risk factors in the organisational process to
get rid of it with effective strategies. The most important attribute of a leader is the
communication skill that can help him to evade the barriers of culture and belief through
interacting with every employee in proficient and cordial manner. The leader must be
confident and creative to act precisely in organisational development through managing the
work process with innovative ideas. The leader must have the technical expertise to
strengthen the organisational workforce with technical advancement.
2.2 Explanation of the difference between management and leadership
The role of management and leadership is completely different in organisational perspective
of PCM. The main duty of management is to make a plan to organise the work process of the
courier company. On the other hand, a leader needs to carry out the plans with motivating and
inspiring the employees to enhance the service quality. The first needed skill of a manager is
to control the administration whereas a leader needs to be innovative for making the work
process flexible and progressive. The management operates the work process from
background whereas a leader leads the team in the practical field through encountering all the
pros and cons of the management plans (Fransen et al. 2011, p.1110).
The duty of a leader is to develop the basic plans for procuring appropriate flawless
workforce in the organisation and a manager is only liable to maintain the workforce from a
hierarchical position. The focus of the manager stays on the systematic structure of the
organisation whereas the leader emphasizes on the costs and benefits of the employees. The
management focuses on imposing control and the leader interjects trust among the
organisation.
2.3 Comparison of different leadership styles with different examples
The laissez-faire leadership style can be well implemented inexperienced workforce where
the leader bestows the responsibility of decision-making on the efficient employees to help
them in developing the professional skills. Apart from that, the autocratic leadership can be
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applied to an organisation but it has many negative impacts on the employee motivation as
the sphere of innovative behaviour is diminished by the leadership style. The democratic
leadership style is the most applicable in the modern business provisions as it provides a
healthy working environment in the workspace that is suitable to bring satisfaction to the
workers for being committed to accomplish the organisational success. The consultancy firms
and hospitality industries follow this style to allow the employees to act smarter to bring
uniqueness in the service quality (Hur et al. 2011, p.600). The bureaucratic leadership is
suitable to handle an inexperienced force of employees with lack of individual decision-
making power to guide them in the proper way to achieve the goals. This leadership style
helps to lead the organisational process in compliance with the rules and policies to be time-
efficient and flawless. The aspect of transformational leadership can be a good solution in the
current fluctuating market of the modern world as it allows the leaders to change the
organisational perspectives and leadership traits according to the change in needs and
aspirations.
2.4 Explanation of staff motivation to achieve the organisational objectives
The HR manager of PMC needs to set a good example of organisational practices to motivate
the employees to be more efficient in maintaining the delivery schedule of the couriers. The
manager has to focus more on providing happiness to the employees rather than motivation to
inspire them properly to generate spontaneous outburst of the motivational workforce in the
organisation. The employees can be motivated through congratulating them on the business
success of the PMC.
An autonomous culture at the organisation can be procured in order to provide empowerment
to the employees for being more relaxed and happy in the job specification. The employees
can be motivated through providing rewards and awards as a token of appreciation for their
effort through quenching the needs of self-esteem. The practice of anti-discrimination and
equity in the workplace of PMC can incur satisfaction among the employees to motivate them
for improving their individual effort in the organisational process (Siavelis, 2012, p.13). The
HR manager can impose a dynamic control to be a role model to influence the employees
passionately for motivating them. The individual roles and responsibilities of the employees
can be ventilated properly to allow them to understand their value in the company to act more
effectively.
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Task 2
LO3: Effective team working
3.1 Assessment of the benefits of team working
The effective teamwork in Purple Mail Company can be a useful process to incur progress in
the organisational practices and market performance through sincere delivery of the couriers.
The team working can be a key driver to foster creativity among the employees to allow them
to learn new skills for developing the service quality of the organisation. An effective and
collaborative performance of a team automatically interjects creative notes in the process to
complete the task precisely (Ulrich, 2013, p.55). The blending of a different complementary
strength of the team members enforces a massive ease in accomplishing the tasks and
objectives of PMC. A team working incarnates an atmosphere of trust and relationship among
the employees that can be used to take on heavy tasks through managing the potential risks
with the collaborative workforce. The team working can help PMC vehemently to learn the
implementation procedure of conflict resolution through promoting a large sense of
empowerment to increase employee commitment to achieving the organisational purposes.
The effectiveness of working in a team encourages the employees through enhancing their
confidence to accomplish tough objectives through mitigating the hazards.
3.2 Importance of team working as a leader and member through
managing risks for meeting goals
The team working is important for a team leader to easily access the objectives through
encountering the perils related to the task specifications. The leaders can divide the
responsibility among the members in team working to input a collaborative approach to deal
with the futile service quality and risks like unnecessary delay of service. The leader can avail
the chance of appointing delegation through team working to procure a flawless management
practice in PMC. On the other hand, the healthy competition helps the members to thrive for
professional development of attributes to increase the skill level (Saks et al. 2011, p.330).
The members can achieve ease in accomplishing the goals through the synergy of the team
working whereas it is important for the leaders to impose empowerment among the
employees for achieving employee satisfaction. The team working creates a bond between
members and leaders by removing the hierarchy to formulate effective communication for
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organisational success. The teamwork is important for the leaders to find out the risks
through communicating with the employees for implementing effective mitigation strategy. It
helps the members to be more responsive in the response to the policy of the organisation as
the leaders also get a chance to incur the sense of achievement among the members through
team working and problem-solving.
3.3 Team effectiveness to achieve the specific goals
The specified goal of PMC is to repair the organisational structure with proper recruitment to
regain the lost market performance and competitive edge in the market of UK. The teamwork
can be effective as through a common focus and set of target, the team can measure the level
of success to act comprehensively to achieve the organisational goals. The team working has
managed to aware the employees about their individual role in completing the quests of the
organisation that can be an advantageous prospect of the strategic team functioning of PMC.
The process can be a solution for advancing the service quality as the members of a team can
put individual effort through procuring a conception of abilities of fellow workers. The
employees have gathered adequate knowledge about the courier delivery and management
process through team working as they have enhanced their skills to deal with the bulk of
delivery orders through working in a team (Wang et al. 2014, p.181). The team morale has
become high then before as the members of the team is ready to take on challenging tasks
through using the learned processes of task simulation in the collaborative phase of working.
The relationship between the employees has become stronger that is useful for PMC to
improve the service performance. The team members have generated the ability to be more
productive and flexible to perform in achieving the tasks for providing quality services to the
customers.
LO4: Assessment of work and needs for development of individuals
4.1 Important factors of planning the monitoring and evaluation of work
performance in PMC
The HR department of PMC can formulate quality control method in order to monitor and
evaluate the performance of the employees to achieve the organisational goals. The
monitoring plan needs to be implemented without informing the employees to evaluate the
performance graph to acknowledge the improvement or deterioration. The HR department
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needs to formulate a monitoring framework in order to acknowledge the performance graph
of the employees of PMC. On the other hand, a survey can be conducted on the employees
and customers of PMC through providing different questions regarding the service quality
and work performance of the company to differentiate the current workforce from the past.
The performance appraisal method is another key factor in planning a monitoring activity, as
this need to follow the quality of performance of the PMC employees to evaluate the level of
efficiency (Salvendy, 2012, p.10). On the other hand, the appraisal interview can be a good
factor to account in the monitoring plan to acknowledge the attitudes of the employees. The
punctuality and quality of service of the employees can be tested too to evaluate the work
performance of the PMC.
4.2 Formulation and delivering of different development needs of
employees
The employees of PMC can be trained properly to quench the development needs through the
provision of adequate knowledge and skill presentation in a courier service. The training need
is most evident to address the objectives to enhance the capability of the employees to thrive
for achieving them with efficiency effort. A healthy environment can also help the employees
to achieve the development criteria in PMC. The HR department has to correlate the
organisational need with employee need to achieve both of them with one effort. The
identification of professional development needs has to be identified to meet them through
training schedules. The employee capability can be analysed to provide them daily chances to
develop the skills of the employees.
The planning process encompasses the procurement of goals for the upcoming organisational
practices in order to set measurement practices of the performance graph. The next step of the
plan deals with fixing specific guidelines for acknowledging the feedbacks of the customers
and employees. This process is followed by the implementation of an evaluation schedule
(Liden et al. 2011, p.851). At the last step, the different development needs of the employees
can be fulfilled with training sessions to focus on each development requirement to formulate
the strategies of training procedure.
4.3 Evaluation of the success of assessment to help PMC to enhance
leadership performance
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The evaluation of the assessment needs to be done precisely to check upon the success to
enable the HR department of PMC to formulate quality leadership attributes and
organisational performance. The assessment of development needs of the employees can be
successful through proper identification of the requirements to provide adequate training to
enhance the expertise of the employees. PMC can evaluate the progress through aligning the
organisational objectives with the employee development needs and performance appraisal
system can help PMC to enhance the attributes of the leader. The self-introspection can be
formulated through peer review in order to allow PMC for improving the organisational
performance. The HR manager can develop an evaluation form in order to detect the
measurement of employee performance of PMC. The feedbacks can be collected through an
evaluation schedule to provide relevant data to change the leadership practices of PMC. The
evaluation process encompasses surveys to identify the consequences of the training and
development process as the result can be acknowledged through measuring the performance
graph of staffs (Eriksson et al. 2012, p.11). The evaluation process focuses on the improved
perspectives along with the drawbacks that need to be paid special attention in the next
training program. The feedback from the training experience of the employees can be
accounted to evaluate the level of the success in the assessment program to enhance the
attributes of managerial and leadership activities.
Conclusions and recommendations
The aspect of leadership and management can be very crucial to the success of an
organisation as PMC faced perils due to the inefficient recruitment process and vague
managerial activities. On the other hand, a well-built recruitment plan and efficient selection
of the employees can help PMC to improve the organisational performance to engage market
success. PMC have to acknowledge the legal regulations and ethical considerations to recruit
efficient staffs. On the other hand, this company can formulate transformational leadership
style to cope up with the change of market trend that will procure sustainable ease in
managing the organisational performance to achieving the goals.
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