Working with and Leading People

This report discusses the essential elements of working with and leading people, focusing on recruitment processes, leadership styles, team dynamics, and performance assessment. It highlights the importance of effective communication, motivation, and the legal considerations in recruitment. The report uses United Parcel Services as a case study to illustrate these concepts and provides insights into the skills and attributes necessary for effective leadership.

WORKING WITH
AND
LEADING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation to select and recruit new member of staff...................................................1
1.2 Impact of legal, regulatory and ethical consideration to recruitment and selection process.2
1.3 Taking part in selection process............................................................................................3
1.4 Own contribution to the selection process............................................................................4
2.1 Skills and attributes needed for leadership............................................................................4
2.2 Explain difference between leadership and management.....................................................5
2.3 Compare leadership style for different situation...................................................................6
2.4 Ways to motivate staff to achieve objectives........................................................................6
TASK 2............................................................................................................................................8
3.1 Benefits of team working......................................................................................................8
3.2 Importance of working in team as a leader and deal with any conflict situation..................8
3.3 Review effectiveness of team in achieving goals.................................................................9
4.1 Factors involved in planning the monitoring and assessment of work performance............9
4.2 Plan and deliver assessment of development needs of individual......................................10
4.3 Evaluate success of assessment process .............................................................................10
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In working style company has to focus on both efficiency and effectiveness in performing
task because this is a compulsion for attaining goals in limited period of time. It is a duty of
leaders that they inspire their workforce so that they can perform their activities with efficiency.
Involvement of workers in business operations is must because these manpower is responsible
for effective working which is necessary for achieving targets in limited period of time. This
action will further help in retention of workforce (Bush and Middlewood, 2013). This report is
based on United Parcel Services which is one of leading courier service provider company in
United Kingdom. They are offering their services in different locations in an adequate manner.
This assignment contains many documents that is necessary for selection and recruitment for
corporation. There are different leadership styles that is going to highlight in this report.
Maximum effectiveness can be attain in task performance if people work in groups. At last, it is
mandatory to measure efficiency of performance along with development needs.
TASK 1
1.1 Documentation to select and recruit new member of staff
Recruitment is a process that is done to gain attention of various people whom are
eligible for vacant position. With assistance of this HR manager get help in selecting candidate
that is a best fit for firm's blank position. Difference between selection and recruitment is that
selection is negative and recruitment is a positive approach. There are some documents that
provide support for selection process and they have to be studied before applying procedure.
These documents are as follows:
In United Parcel Services Co. there is an blank seat in sales and distribution department. So
following are some documents that are associated with this assignment (Lev, 2013).
JOB DISCRIPTION
Title of Job: Manager in Sales and Distribution Department
Reporting to: HR Manager
Duties:  To look and manage complete distribution work.
 Identify need of training and development and have
to conduct a program for it so that employees will do
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their work properly.
 Distribution record must be maintained by him.
Job Specification
Educational Requirements:  Post Graduate
 Additional qualification in sales and
marketing area
Eligibility Criteria:  Capable in conducting training
programmes
 Good communication Skills
 Must be posses qualities of a good
leader
Experience: Minimum Two years of experience in same
department.
Methods for recruitment – There are various tools that a firm can use to fill their vacant position
and these techniques are internet, social media, print media, websites and portals that are
specially made for posting job openings (Goetsch and Davis, 2014).
To hire a person, HR manager conducts an interview with face to face assistance. There
are some sample question that a manpower personnel can ask for interviewee.
INTERVIEW
Q1. Distinction between sales and marketing
Q2. Which method will you be use provide skill enhancement event
Q3. why we appoint you as a manager
Q4. Distinct yourself from others
1.2 Impact of legal, regulatory and ethical consideration to recruitment and selection process
This section will include all laws and legislations that is associated with recruitment of
personnels. Among all rules and regulations most important law is Equality Act, 2010. When it
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came in force it replaced all other laws like sex discrimination, race relation, equality in
employment and many other (Burnett, 2013). By accepting all conditions of law firm ensures
rights of their workers. This action prevents employees from any type of complexes like
inferiority and many more.
Equality act comprises many standards which are needed to be taken by seniors. This law
was introduced in time to avoid every kind of difference from country. It is a fundamental task of
employer that he must consider his co-workers at same page and if differentiation made then it
must be on the basis of their job instead of sex, age, religion, etc. Seniors must provide mileage
to their juniors as per capabilities that they are showing in task performance (Welch, 2014).
In an association several flaws takes place like brotherhood, favouritism, unethical
working, bad behaviour, rising of voice etc. So it is compulsory for UPS to apply these laws in
their business operations to protect rights of workers from any kind of discrimination.
1.3 Taking part in selection process
Before starting selection procedure, there are some legal requirements that must be
analysed by HR manager:
Checking references and background – According to application form a candidate must
provide references with help of them he is applying for job. This application form involves these
information like name, corporation, contact details and connection with referred person.
Medical examination – Before selecting a candidate, firm must convey this message that
individual has to send his medical evaluation report so that his performance could be managed.
With assistance of this manager can find out that whether selected person is appropriate for job
or not. Fir instance airline industry is about to assign a job to a person so it must check medical
ability for that personnel.
Contract of Employment – It is taken into consideration that it is a last activity that
compiles all situations and terms that candidate is going to sign (Rees and French, 2016).
 Job title
 Roles and responsibility
 leaves
 hours of work
 Salary and benefits
 Probation time and so on.
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1.4 Own contribution to the selection process
While conducting procedure of selection as an interviewer, I analysed my strengths and
weaknesses. I also kept all documents with me that needed to choose an individual. For vacant
post I posted advertisement on so many sites like social media, websites and I also used print
media, internet etc. with assistance of this I can gain attention of so many peoples who are
applicable for this job. Other than this I have participated in selection process of organisation. In
this recruitment process I have attended so many interviewees. This type of activities are helpful
in improving my capabilities along with decrement of my drawbacks. In addition to this I
selected the best suitable candidate who is having a better and updated skills that are needed for
the post. When interview was running I managed eye contact with person. Forby I sent that
person for medical evaluation to check his fitness according to company's requirements. After all
when he got selected I asked him to sign all documents (Goleman, 2017).
2.1 Skills and attributes needed for leadership
There are some characteristics that a leader must possess that stands him apart from
normal people. Manager of UPS also have some virtue that makes them a spearhead. These
features are described as beneath:
 Problem solving – A chieftain is a person who walks according his team if he is
fast than his followers in that case he tries to lift up their performance so that they
can match level of their senior. But this action be done only in that situation when
headsman maintains strong bond with his co-workers by resolving their issues and
shooting their troubles.
 Conversation Styles – Proper communication means two way connection
between parties. This two way contact is one is sender who sends all required
information and other is receivers who receives all orders. So in company it is
must that all info should spread properly among employees so that they can do
their work with interest as well as with self motivation. This action will further
create more profitable situation (Fullan, 2014).
 Team Building – A leader is a person who leads his team and he is nothing
without his team. It is a liability of chieftain that he make his team with persons
who are having required talent and specialization in selected field. This kind of
behaviour shows leadership skills of a person.
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 Interpersonal skills – An administrator must have some virtue like inspiring his
team, making strong bond with co-workers etc.
 Balance between work – Headsman must maintain balance in working. It should
not be overloaded and it must not be less according to time. This type of problems
affect performance of employees (Rodríguez-Carvajal and et. al., 2014)
(O'Sullivan, Moneypenny and McKimm, 2015) (Stubbs and et. al., 2014)
(Mayfield, 2014) (NHS England, 2016) (Pritchard and Bloomfield, 2013) (Chen
and et. al., 2014).
2.2 Explain difference between leadership and management
Seldom managers and leader are same but there are some situations in which consider as
different. It is compulsory for a manager that must be act like a leader too. Manager must
showcase some skills that present himself as a leader as he has to lead his team and also has to
manage things in corporation. Following are distinction between manager and headsman.
Leadership Management
It is related to inspires team members who
have to complete their assigned task in short
time.
It is a liability of manager that he should check
efficiency of his co-worker's working.
This heading contains enlargement of business
operations along with growth of corporation.
Manager has to maintain current working
pattern.
Chieftains are those who directs their
followers.
HR manager deals with their co-workers till
then project gets completed.
Focus area of leaders are performance of
teammates. They have to improve working of
juniors.
Manager's pays attention on meeting deadlines
that are assigned to projects.
Subordinates gets knowledge about working
style and it can be said as proactive approach.
Management is reactive approach because they
has to maintain light work environment while
actions are performing.
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Above differentiation states that area of working of a headsman is wider than a manager.
Rights and responsibilities that a manager have is less than a leader. There are some inborn
qualities that a leader posses but manager does not have (Rodríguez-Carvajal and et. al., 2014).
2.3 Compare leadership style for different situation
Leadership styles their working pattern is different in several conditions. They are stated
as below:
Leadership Style Description Situation
Democratic In this kind of style leaders
invites assistance of their juniors
in decision making process.
Managers use this technique to
improvise participation level of
their teammates.
Commanding This approach focuses on how
leaders are guided to their
subordinates in their task
performance. Involvement of
workers are high.
This is useful when an emergency
occurs and manager has to take
some immediate judgement. There
is lack of employees involvement.
Visionary Seniors will backing their
juniors by provoking them to
work effectively.
It is fruitful only then when
management has to introduce some
alteration in their firm.
Associative Followers are priority for
spearhead over than other
things.
By taking guidance of this approach
managers inspires their co-worker's
when they are working their
operations.
Pacesetting Standards must be decided by
corporation to make decisions.
When managers use this technique,
it generates good and remarkable
outcomes.
From above analysis it is clear that leaders use democratic style. As it backing them to
enhance participation level of manpower and they also motivates their workforce. Consequently
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association will be able in achieving goals in limited duration (O'Sullivan, Moneypenny and
McKimm, 2015).
2.4 Ways to motivate staff to achieve objectives
It is a mandatory action that has to be performed by managers that they should inspire
their co-workers so that they could perform their operations in appropriate manner. For this aim
UPS uses several theories and their elaboration are stated below:
Maslow's Need Hierarchy Theory – It includes five levels which is explained as
follows:
Psychological Needs – It is a basic requirements of people like hunger, shelter, water etc.
Safety Needs – After meeting all these needs next a person want is, his security at home,
workplace everywhere.
Belongingness and Love – A leader is suppose to place all employees on same page and
should not made distinction among them on the basis of age, gender, races, religion etc. If
spearhead equates their subordinates it will result into good outcomes.
Esteem Needs – When an employees gets his target before deadline then his employer
provides him some extra benefits that works as an inspiration.
Self-actualization Needs – After achieving all above needs, a person want his
improvement and he cater his needs to feel accomplished (Stubbs and et. al., 2014).
Hertzberg's two factor: According to this theory managers considers those factors
which is no provided to employees but if these aspects are not present in corporation that it leads
dissatisfaction among workers. This theory compiles motivational and hygiene factors into it.
Elements responsible to satisfaction Points liable for dissatisfaction
 Growth
 Improvement
 Incentives
 Achievement
 Corporation Policies
 Salary
 Bonding with employer and co-
worker's.
 Conditions of working.
Thenceforth, there are several ways which succour to inspire human resource.
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 Training: HR manager conducts some training sessions that will help in improvising
skills and talents of manpower. Herewith this, human resource will be able to do task
with cost and wastage reduction. Rewards: These can be sum up as extra benefits to workforce who are performing their
operations effectively.
 Open Working Environment: This impacts working style of employees in direct or
indirect manner. If this is efficient then it enable employees to cover all targets in short
period of time.
TASK 2
3.1 Benefits of team working
If people do their assigned activities in group then they will be able in accomplish their
task within limited period of time and this action proceed into a profitable situation for company.
Other than this there are some profits that are directly associated with this are elaborated as
below:
 Enhance Productivity: Every individual has different sort of talents and abilities that
they use in accomplishment of their task. If the same working person will does in group
then this will be more profitable for organization as well as individual.
 Communication: If operations are conducting in group by workers then proper
communication is must to conduct all task and duties in efficient manner. Proper
conversation is compulsory for building and maintaining trust.
 Learning: When individual works in team then they learns so many things from their
co-workers and this will aid them in improving their virtue and talent (Mayfield, 2014).
 Increased working speed: When task is done in groups them employees compete with
their mates and tries to complete their task before other workers and this will enhance
proficiency of organisation.
 Enhance Quality: While competing with others workforce always put efforts to
improvise their skills and talents and this action enhances their working abilities. This
enhancement improvise quantitativeness of product and services.
3.2 Importance of working in team as a leader and deal with any conflict situation
Leaders has to directs their followers so that they could work in effective manner.
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 Helps in motivating and giving guidance: Inspiration must be provided be leaders to
their subordinates as it backing them in enhancing their performance and in join it will
also help in obtaining all objectives limited period of time. Help in creating and boost morale of human resource: Chieftain must enhance skills
and abilities for their juniors so that they could recognise their talent and will kdo their
operations adequately. Improve service quality: Highly motivated workforce do their activities in very efficient
manner and this will further improves their overall working quality.
 Improves job satisfaction and diminish employee cost: It is must for employer to give
incentives to their junior executives as per their performance level.
3.3 Review effectiveness of team in achieving goals
Several points are present in this heading that are stated as beneath:
Integrity & Honesty – When a leader follows all ethics and values t the time of working
only he then he can expect it from his co-workers (NHS England, 2016).
Effective communication skills – It is a compulsory task that a manager has to maintain
all communication measures in workplace for accurate convince of information and knowledge.
Socially Active – A leader who is friendly with his manpower is able in accomplishing all
operations of corporation.
Active listeners and speakers:
Good Decision Maker: Manager has to possess good decision making skills that will be
profitable for both, organisation as well as employees.
Initiative maker: Leader must take initiatives and should set examples in front of junior
executives.
4.1 Factors involved in planning the monitoring and assessment of work performance
It is a fundamental duty of managers that they monitor performance of human resource
on continuous basis. Monitoring of working style is must for identifying productiveness of
manpower. Another reason of assessing these is to identify training needs among workforce. In
regarding of UPS there are some points that will affect planning of assessment herewith
monitoring execution of working. There are some basis on which execution of workers need to
be measured.
 Accessible resources which are available in firm.
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 Different approaches has to be utilize in company, for as much they will enlarge skills of
employees in maintaining relations with employers.
 Subordinates give their feedbacks to mangers.
 High rated performance must be rewarded be leaders.
 Leader need to monitor execution of working of personnels on regular basis.
4.2 Plan and deliver assessment of development needs of individual
Managers of every organizations need to recognise training and development needs
amongst employees. With help of this organisation and manpower both can get to know about
their flaws and strengths. It aid them in making planning process and as a result, people will
generate some abilities and herewith improve their execution. For measuring needs of human
resource there are some steps that has to be taken into consideration (Pritchard and Bloomfield,
2013).
 Strengths and weaknesses of subordinates that has to be evaluated.
 Recognise those goals that has to be attained by firm in limited time.
 Sequencing of target with capabilities of manpower.
 Document that describe differentiation between current and future needed skills.
 Performance need to be evaluated after training sessions.
 Assessment will be delivered by conduction of meetings.
4.3 Evaluate success of assessment process
It is compulsory for managers to compare current working of employees from after
training execution because this will help in determining deviation between them. If any kind of
conflicts are recognised then reasons behind this need to be identified for elimination of this. An
assessment process can be measure by following tools and techniques.
Feedback & disciplinary: When management invites a report for further decision
making than manager has to send a feedback report that will contain performance result of each
and every employee so that top management could take action against it. For making feedbacks,
as HR manager, he need to set some standards to find out level of performance.
Appraisal and promotions: Working execution of employees can be enhanced by
providing required appraisal and promotions. This type of activity generates self motivation
among human resource and because of this they will be able in executing their operations in well
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efficient manner. Appraisal and promotion can said to be a best technique for skill and working
style improvement (Chen and et. al., 2014).
CONCLUSION
Above report can be summarised that it contains some leadership qualities that are
different from managers. There are some activities that has to be done by manager in limited
period. It is a fundamental task of every HR manager that he has to select and recruit new
employees for their corporation for enhancing corporation's working manner. For decision
making manager and leader both has to identify performance of their juniors. Main duty of
employer is that they have to motivate their staff members so that they could work efficiently
and can create profitability for company.
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REFERENCES
Books & Journals
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Lev, A. I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Burnett, J., 2013. Useful Toil: Autobiographies of Working People from the 1820s to the 1920s.
Routledge.
Welch, J., 2014. Jack: what I've learned leading a great company and great people. Hachette
UK.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics). Harvard
Business Press.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Rodríguez-Carvajal, R. and et. al., 2014. Leading people positively: Cross-cultural validation of
the Servant Leadership Survey (SLS). The Spanish journal of psychology, 17.
O'Sullivan, H., Moneypenny, M. J. and McKimm, J., 2015. Leading and working in
teams. British Journal of Hospital Medicine. 76(5). pp.264-269.
Stubbs, B. and et. al., 2014. Meeting the drastic physical health disparity in people with
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186.
Mayfield, P., 2014. Engaging with stakeholders is critical when leading change. Industrial and
Commercial Training. 46(2). pp.68-72.
NHS England, 2016. Leading change, adding value. British Journal of Healthcare Assistants.
10(6). pp.302-303.
Pritchard, K. and Bloomfield, E., 2013. Tackling the challenges of leading through
change. Strategic HR Review. 13(1). pp.16-19.
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Chen, L. K. and et. al., 2014. Sarcopenia in Asia: consensus report of the Asian Working Group
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