Comprehensive Report on Management and Leadership Skills at University

This report delves into the critical aspects of management and leadership skills, focusing on workplace happiness and self-development. It begins with a critical review of existing literature, exploring concepts such as perceived organizational support, psychological capital, and job characteristics theory to understand factors contributing to employee happiness. The report then outlines a three-week self-development plan, detailing activities aimed at enhancing management and leadership abilities, including SWOT analysis, goal setting, and skill development in communication and management. The implementation and reflection section provides a timeline of activities, analysis of expected outcomes, and plans for self-assessment and improvement. The report also incorporates personal experiences and insights gained throughout the process, offering critical lessons and conclusions regarding the importance of leadership skills in fostering a positive and productive work environment.

Running Head: MANAGEMENT AND LEADERSHIP SKILLS
MANAGEMENT AND LEADERSHIP SKILLS
Name of the Student:
Name of University:
Author Note:

1MANAGEMENT AND LEADERSHIP SKILLS
Table of Contents
Introduction......................................................................................................................................2
Part A: Critical review.....................................................................................................................2
Part B: Implementation and reflection.............................................................................................6
Three week timeline activities.....................................................................................................0
Implementation............................................................................................................................4
Summary and reflection...............................................................................................................4
Learning of the topic................................................................................................................4
Conflicting issues within the literature....................................................................................5
Learning through the exercise.................................................................................................6
Critical lessons.........................................................................................................................6
Personal experience.................................................................................................................7
Conclusion.......................................................................................................................................7
Reference.........................................................................................................................................9

2MANAGEMENT AND LEADERSHIP SKILLS
Introduction
Happiness at work is considered one of the pertinent aspect that both the employees and
the managers are putting emphasis in order to retain their interests in workplace. It can be stated
that happiness has a close relation with the productivity and skill development of the employees
and seemed to be a strategic measure for the organisation to meet its own interests. Therefore, it
is always identified as an effort of both the organisation and the employees to bring happiness
into the professional environment. Mérida‐López et al. (2019) defined happiness as a positive
psychological impact that encourages the employees to increase the productivity of the
organisation. Therefore, happiness is highly essential for both the organisation for its increase in
productivity and for the employees and managers to shape a career growth.
Based on this understanding this report aims to develop a personal development plan for
me as a manager in an organisation. Moreover, it is also strive to develop awareness and
knowledge about the importance of workplace happiness that will influence me to develop a
three week self-development plan. However, before proposing the development plan a critical
literature review is going to be implemented in order to get insights of the happiness in
workplace.
Part A: Critical review
From the research of Oerlemans and Bakker (2018) it can be argued that the notion of
workplace happiness is resembled with the satisfaction with environment and the leadership,
career development and job characteristics. Moreover, the investigation is also follow through
the happiness or wellbeing in individual’s work, career and life of an individual. In this context,

3MANAGEMENT AND LEADERSHIP SKILLS
the research points out that there is high support from the organisational end that will make the
employees happy and highly motivated. From the research findings, it can be stated that
perceived organisational support (POS) and the psychological capital (PsyCap) are contributed
the most for the happiness of employees in workplace. The POS is referred to the contribution of
the company by sharing its values with employee interests. As a result of that the employees feel
more confident and engaged with the organisational support. The research also highlights that
there is a close relationship between the psychological capital and the career satisfaction. The
psychological capital is associated with more comprehensive and conceptual understanding of
the self-development. However, there is some limitations in the research. First of all, the research
puts enormous emphasis on the organisational support rather than the personal efforts of the
employees to bring happiness into their professional life. Apart from that it can be argued that
the research is also putting emphasis on the employees only. There is no effort has been made for
the self-development of the managers. Therefore, limitations in the research generates restricted
outcome about happiness in workplace.
Based on the Job Characteristics Theory, the research of Davis (2017) finds out different
elements of workplace happiness such as skill variety, task identity, significance of the task,
autonomy and feedback. In this regard, the internal job motivation is the core concept of the
research that is formulated by the job characteristics predominantly. Moreover, the research also
puts stern focus on the role of the Adaptation level Theory where it coincides with the individual
habits in a new situation and the psychological system that varies from one to one. In other
words, adaptability is differed from one person to another and it connotes the skills and ability of
a person. From the research findings, it can be seen that there is a correlation between the
psychological ability and the external environment that emphasises on motivating the job

4MANAGEMENT AND LEADERSHIP SKILLS
characteristics and the employee happiness during working activities. It can be identified that it
is not possible for the employees to get happy every time. The factors of specific work activities
and the degree of similar motivating characteristics are responsible to develop an effective model
of workplace environment that will bring efficacy into the happiness of the employees.
Moreover, the trait related practices are also involved in deriving satisfaction to the occupational
practices. Despite of all those efforts, it can be stated that there are some limitations that the
research had gone through in terms of the neglecting the other considering factors of employee
happiness apart from the job characteristics model. It requires further introspection into the
practice of employee happiness in workplace.
On the contrary, the research findings of Huang et al. (2016) put a great deal of emphasis
on different key factors of workplace happiness. The effort of the research is associated with the
practice of employee engagement in order to rendering effective measure for the business
organisation to bring happiness for the employees. In association to this, the research is also
reflected the relevance of happiness in the present global business context. In this regard, the first
point highlights that the trend of switching companies has become a trend for the young
generation. Therefore, it is essential for the business magnets also to procure a better practice
that will help them to build up a worker friendly organisational environment. There is also
concern for organisational productivity and high retention of the employees can help to achieve
the goal effectively. Happiness of the employees is playing a pivotal role in order to bring
motivation and engagement to the employee retention practice. Based on these two approaches
the research intends to draw the research process by implementing the cognitive behavioural
therapy techniques. It will help the staffs to increase the employee sustainability by establishing
their work related self-esteem, job satisfaction and productivity of the employees. However, a

5MANAGEMENT AND LEADERSHIP SKILLS
number of limitations and weaknesses the research follows in terms of lack of identification of
the individual effort to bring more efficacy into the happiness of the employees. Moreover, the
scope of personal development by the managers is also not discussed in the research.
From the research of Wesarat, Sharif and Majid (2015) it can be derived that one of the
major concern of the business organisations is to ensure high performance in business. It will
foster a strategic advantage for the company in high competitive market. Employees are played
the most important role in order to increase the productivity of the company. As a result of that it
is essential for the business organisations to ensure high sustainability and satisfaction of its
employees. In this regard, the HRM is entitled to make a better environment for the employees
so that they will get happy and satisfied. The frequent change in the employee behaviour is a
crucial part for the HR manager to address. Henceforth, the use of high performance work
system (HPWS) for the employees is a crucial juncture that the research was intended to take.
Based on the research financings, it can be stated that the role of the organisational practice in
procuring better well-being for the employees can be achieved through the process of
establishing an effective organisational practice. The research finds out that the business
organisations sense the importance of employee happiness as a strategic measure to develop. The
use of HPWS is not only facilitating high workplace performance but also the focal point of the
research of employee satisfaction measure that enables the employee to increase their
productivity. However, there are range of flaws that the research is suffered with in terms of the
lack of managerial point of view about enhancing the employee skills. Moreover, use of external
efforts is also obscured the internal efforts of the organisation to motivate or make happy the
employees.

6MANAGEMENT AND LEADERSHIP SKILLS
On the contrary, the research of Joo, B.K. and Lee (2017) puts a great deal of emphasis
on the conceptual framework of happiness in workplace. It is more of a paradigm of workplace
where the employees feel like homely atmosphere. The paradigm of workplace productivity is
highly resembled with the wellbeing of the employees. Therefore, it is a pertinent aspect that
leads the organisation to establish effective organisational framework. Besides this, the
employment status, income, friend and work activities are also played crucial part in order to
execute a better practice of employee happiness. The cultural values are also considered to be
important aspect in this regard. In this regard, it is essential for the business organisations to
emphasis on the employee satisfaction or happiness to ensure the availability of workforce. In
the growing trend among the new generation employees to switch job as per the demand has to
be reduced so that it will be an effective measure for the corporate farms to establish high
employee attrition rate within the organisation. However, the weaknesses that this conceptual
research is suffered with are associated with the lack of emphasising on the self-development
practice that will help the employees to get happiness in workforce. In many cases it was found
that the lack of understanding of the employee led to negative impact on the employee
perception despite the organisation had enough motivational elements. Therefore, this research is
failed to grasp the overall aspects of employee happiness in organisation.
Part B: Implementation and reflection

Running Head: MANAGEMENT AND LEADERSHIP SKILLS
Three week timeline activities
Week 1
Mond
ay Tuesday
Wednesd
ay Thursday Friday Saturday Sunday
7:00
Morni
ng
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
8:00
Morning
walk
Morning
walk
9:00
Break
fast Break fast Break fast Break fast Break fast Break fast Break fast
10:00 Identifying the Objectives
11:00 Preparing for Personal analysis
Goal 1- Identifying the Strengths and
weaknesses
Goal 2- Identifying opportunities and
threats
12:00
Initiat
e the
person
al
SWO
T
analys
is
Revise the
previous
learning
Revise the
previous
learning
Revise the
previous
learning
Identifyin
g the
opportunit
ies for
self-
developme
nt
Revise the
previous
learning
Revise the
previous
learning
13:00
Identif
ying
the
Streng
ths
Chalk out
the
difference
s between
my
perception
and the
expert’s
evaluation
Setting a
plan for
finding
weaknesse
s
Compare
my own
analysis
and the
expert’s
version
Make a
plan to use
the
opportunit
ies
Find out
the threats
Measuring
the threats
again
14:00 Break Break Break Break Break Break Break
15:00
Evalua
te the
strengt
hs
Working
on the
missing
links
Working
on the
missing
links
Establish a
clear and
unbiased
vision of
self-
analysis
Highlight
the
similaritie
s and
difference
s
Execute
the plan
Working
on the
threats
Prioritize
the threats
16:00 Check
the
expert
s
Create a
contingenc
y plan to
eradicate
Initiate the
threat
reducing
activity

1MANAGEMENT AND LEADERSHIP SKILLS
feedba
cks
the
weaknesse
s17:00
Comp
are
with
my
percep
tion
Establish a
strong
strength of
personalit
y
Make an
appointme
nt with the
expert
Evaluate
the plan
Plan for
remedies
18:00
Evalua
tion
and
learnin
g
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
Implement
the
remedies
19:00
Feedback
from the
employees
Feedback
from the
colleagues
and
subordinat
es
Week 2
Mond
ay Tuesday
Wednesd
ay Thursday Friday Saturday Sunday
7:00
Morni
ng
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
8:00
Morning
walk
Morning
walk
9:00
Break
fast Break fast Break fast Break fast Break fast Break fast Break fast
10:00 Identifying the goals
11:00 Focusing on the long term goals
Goal 1- Developing communication skills
Goal 2- Developing management
skills
12:00
Identif
ying
the
objecti
ves
Revise the
previous
learning
Revise the
previous
learning
Revise the
previous
learning
Identifyin
g the goals
and
objectives
Revise the
previous
learning
Revise the
previous
learning
13:00 Build
trust
Define
Audience
Improving
communic
ation skills
Selecting
communic
ation
mode
Highlighti
ng the
core
concepts
of
Improving
communic
ation skills
Planning
for
executing
the
leadership

2MANAGEMENT AND LEADERSHIP SKILLS
manageme
nt skills traits
14:00 Break Break Break Break Break Break Break
15:00
Analy
se
expect
ed
outco
me
Brush up
communic
ative skills
Build up
Managem
ent skills
Opting
communic
ation tools
Implement
ing the
manageme
nt skills
Working
on the
leadership
goals
Preparing
for self
Assessmen
t16:00
Increa
se
aware
ness
Direct
interaction
with the
employees
Assessme
nt from
the staff
members17:00
Sector
specificati
on
learning
Providing
key
insights
into the
purpose
Plan and
highlight
the
leadership
traits
Identify
the
strengths
and
weaknesse
s
18:00
Evalua
tion
and
learnin
g
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
Evaluation
and
learning
19:00
Feedback
from the
employees
Feedback
from the
colleagues
and
subordinat
es
Week 3
Mond
ay Tuesday
Wednesd
ay Thursday Friday Saturday Sunday
7:00
Morni
ng
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
Morning
walk
8:00
Morning
walk
Morning
walk
9:00
Break
fast Break fast Break fast Break fast Break fast Break fast Break fast
10:00 Identifying the short term goals
11:00 Focusing on the short term goals

3MANAGEMENT AND LEADERSHIP SKILLS
Goal 1- Complete the leadership training Goal 2- Improve coaching skills
12:00
Puttin
g
empha
sis on
the
import
ance
of the
trainin
g
Revise the
previous
learning
Revise the
previous
learning
Revise the
previous
learning
Identifyin
g the goals
and
objectives
Revise the
previous
learning
Revise the
previous
learning
13:00
Chalk
out
some
signifi
cant
facets
of
leader
ship
Create a
self-
evaluation
Execute
the
weakness
resolving
plan
Set
feedback
form for
the
colleagues
and
subordinat
es
Highlighti
ng the
core
concepts
of
coaching
skills
Plan for
executing
in
profession
al
environme
nt
Highlight
the pros and
cons
14:00 Break Break Break Break Break Break Break
15:00
Relate
the
leader
ship
knowl
edge
with
profes
sion
Highlight
the
strengths
and
weaknesse
s
Assess the
efficacy of
the plan
Evaluate
the
feedback
Prepare
for self-
assessmen
t
Self-
Evaluation
Set a
guidelines
16:00
Increa
se
aware
ness
Develop
the new
strengths
Implement
ation on
personal
developm
ent
Feedbacks
from the
team
members
Discuss
with the
experts17:00
Prepar
e a
plan
for
leader
ship
imple
mentat
ion
Plan to
overcome
the
weaknesse
s
Compare
it with the
expected
outcome
Compare
with the
self-
evaluation18:00
Evaluatio
n and
learning
Evaluation
and
learning
Set a
positive
training
outcome
Evaluation
and
learning Develop the
final plan
19:00 Evaluation
and
learning
Execution
and
feedback

4MANAGEMENT AND LEADERSHIP SKILLS
from the
employees
Implementation
The implementation of the personal development activities is based on three different
weeks with specific goals and objectives. For instance, the first week is assignment for personal
analysis. In this week, my personal traits will be evaluated for getting the strengths and
weaknesses. A personal assessment is set with a bunch of questions related to my traits that will
help me to get a self-evaluation of my personal characteristics. Based on those findings, I can
easy differentiate the strengths and weaknesses of my personality attributes. After that, an
expert’s analysis will also be done for understanding my attributes from the perspective of a
professional. In the same way also I will investigate the possible opportunities and threat that can
leave both positive and negative impact on my personality development. Next, setting goals will
be the conducted that will focus on the long term goals. It is primarily the second week task to
develop better communication skills and enhance the managerial abilities. In this week, feedback
from the colleagues and the subordinates will play a big role in order to highlight the flaws and
advantages that my personality perceives in order to become a better manger for ensuring the
happiness of the employees. Apart from that my self-assessment will also take an essential part.
The third week is entitled to focus on my short term goals and therefore I will pursue training in
leadership and coaching. Clear self-evaluation and effective feedbacks from the employees is a
pertinent aspect of the third week. The entire implementation practice will help me to establish
an effective managerial personality for the benefit of both the organisation and the employees.