Working with and Leading People - Assignment Example

Working with and Leading People Contents Contents Task 4 3 6 Task 2 7 2 7 2.2 8 2.3 8 2.4 9 Task 3 10 3 10 3.2 11 3.3 11 Task 4 12 4 12 4.2 13 4.3 14 References 14 Task 1 1.1 Business tutor plays an important role in educating the students about various things of business. They are a vital part of business school. As a recruitment manager I will set up the recruitment process of business tutor. On the basis of academic degree, work experience and knowledge, I will select tutor. As a recruitment manager I will publish the vacancy of business tutor in some online job portal site and also in the website of my organization. Detail of the post will be mentioned out there. Personal description and job description will be highlighted there. Job application on business tutor will be accepted till the submission deadline. According to the criteria CV of tutors will be shortlisted. They will be interviewed in three rounds. When a tutor will get selected then he will be provided with offer letter and joining letter. Job description Deliver lecture to students on different business topics. Evaluate students according to their assignments, work and papers. Select and prepare course material for students. Maintaining student grade, attendance and other records. Helping students in their studies. Build a supportive atmosphere in classroom by giving proper advice to students. Enhancing communication and other technical knowledge of students. Give advice to the students on their career issues. Organise and participate in various events and programs of the institute. Personal specification Qualification and Education Essential Desirable Honours graduate Commitment to professional and personal development Experience 5 years of Industry experience Both teaching and business experience Skills Excellent communication skill Relationship building ability with students Delivering innovative approaches in completing curriculum 1.2 For recruiting a business tutor I have to abide by some legal rules and regulations of the country. These legal rules and regulation will help me to reduce legal complications associated with recruitment process. In the recruitment process I am not allowed to follow any practice of sex discrimination. A qualified candidate will get the job. I cannot consider candidate from any particular race. I have to give interview opportunities to all the candidates who fulfil required criteria irrespective of their race and origin. For giving advertisement of the job I have to make sure that no sex, race, nationality, age discriminations are mentioned in the advertisement. Legal rules and regulations have a great impact on interview process. As a recruitment manager I have to look after the entire recruitment process very carefully so that no legal issues arise in this process. The members present in the interview board should not ask the candidates anything which will affect his nationality or religion. For the presence of strong legal rules, recruitment process of business tutor must avoid biasness and partiality. Disabled candidates must not be treated by as inferior. In the recruitment and selection process it is the major duty of the interviewers to check legal employment right of candidates. My organization does not have any legal right to give employment to any person who does not have legal employment right. After the end of selection process the organization is bound to give a statement to its tutor or employee about all terms and condition of the institute, his working hours, salary, holiday etc (Tyson and York, 2002). If the employee agrees with all of these things then he can join the organization as per the given date. 1.3 In the final selection process of Business tutor, CV will be selected according to the criteria. Resume of candidate will be selected from different job portals. Shortlisted candidates will be called for the interview process. The interview process will be followed by three rounds. Candidates will be asked different questions about their past experience and various business related issues. Some highly qualified and experienced teachers will conduct the interview process. I will assist them. In the first round shortlisted candidate will be asked about general things which are related to the job. If they qualified in this round then candidates will appear in second round of interview which will be technical round. In this round technical question will be asked in details to evaluate knowledge and understandings of the candidates. The final round will be personal interview round, where only few selected candidates will appear and among them the interviewers will select the most appropriate candidate for the position of business tutor. 1.4 As a recruitment manager I will assist the whole recruitment process in a very detailed way. I will look after the entire recruitment process. Every function and activities of this process will be performed after discussing with me. As per the company resource and requirement I will analyse the need of recruiting business teacher. Salary and designation of business tutor will be fixed by me. Being a recruitment manager I am responsible to analyse the skills and ability of business tutor and according to that I will fix his salary. Before selecting a final candidate I will have a discussion with senior teachers who are taking the interview about the qualities and skills of the candidate (Dressler, 2004). Then I will analyse all details about him, check his documents and will finally decide about his employment as a business tutor. Task 2 2.1 Leadership qualities play a vital role in overall organizational productivity. Certain skills and attributes are essential within a leader. Leader needs to work in collaboration with team members so as to accomplish organizational goals and objectives. A good leader is always proactive by nature and this helps to avoid any form of uncertainties. Leader needs to analyze external environment appropriately in order to undertake required actions. Secondly a leader should possess flexibility and adaptability characteristics. Communication is an essential component in team work or setting goals. Leader needs to be a good communicator and listener. They should be able to consider all options and select most appropriate one for the system. Some other attributes to be possessed by a leader are being well educated, respecting others, enthusiastic, confident, rewarding, evaluative, organized and consistent. Leader needs to be open minded in order to incorporate any changes which are beneficial for an organization (Schneider, 2007). Leadership is all about setting examples and effectively leading a group of individuals. In any circumstances, leader should be a motivator or initiator for all team members. All these skills and attributes are required for leadership since it enables goal achievement. 2.2 There are some basic differences between leadership and management. It is always observed that leadership inspires whereas management comforts. Leaders are witnessed to innovate but managers are solely responsible for administering a particular situation. It is duty of leaders to focus on growth and development of every team member. On the contrary, management is inclined towards controlling organizational system. Leadership is about doing right things whereas management can be stated as doing things correctly. Leaders are seen to build trust amongst team members and managers are linked with exercising control on team members. It is essential that leaders or managers must have some goals or objectives. Long term perspective is a major area of concern for organizational leaders. Managers mainly focus on short term perspectives and its impact on organizational effectiveness (Schuler, Dowling and DeCieri, 2003). Status quo is always challenged by leaders but it is generally accepted by managers. Originality or innovation is a major characteristic which is observed only within leaders. Managers are often seen to copy others as they are less risk takers. Risk taking characteristic is observed only within leaders as they believe in setting high performance standards. 2.3 Leadership styles of Ms. Hogan and Mr. Worthy is completely different. These styles are dependent on skills, attitudes and behaviours possessed by an individual. Leadership styles also vary from one organization to another. Fancy Footwear comprises of large base of productive employees. These employees could be motivated through initiating flexibility in workforce. Mr. Worthy followed laissez faire leadership style in which he gave liberty to team members to set their own rules and undertake own decisions. It is an essential factor in organizations where team members are working from past many years. Change is not readily accepted by employees, specifically those imposed by higher authority. In such circumstances it becomes important to encourage employees in terms of framing and implementing strategies. Mr. Worthy was never interfered in the work process nor was he interested to know employee performance in specific time period. On the contrary, Ms. Hogan adopted democratic leadership approach where she put across her ideas and demanded for employee’s opinions. All these opinions were taken into consideration by Ms. Hogan but final decision was taken by her in any business scenario. This greatly affected workplace environment since employees were not habituated to a constant change within the organization. 2.4 Ms. Hogan was inclined towards developing a competitive organizational environment. Change management principles are closely knitted with being competitive in the market place. However lack of motivation resulted into decreased organizational productivity. Motivation is a major aspect when it comes to increasing organizational efficiencies. Ms. Hogan needs to change her leadership approach so as to build a team of highly motivated workforce. She can incorporate participative leadership skills and attributes. This would enable team members to contribute their innovative ideas and opinions which can be implemented in business process. Performance management can be implemented by Ms. Hogan as it serves as tool to motivate employees. Various appraisal schemes should be incorporated in the system in order to motivate employees to perform well. Apart from this an employee feedback mechanism can be included in business operations. This would highlight areas in which employees are comfortable and those requiring further improvement. Appraisals will be based on performance rather than on hierarchy and this shall ensure equal opportunities to all team members. Change management process needs to be conducted along with employees rather than imposing any new operational technique on team members. Task 3 3.1 The customer service team is one of the most important departments of an organization because they are engaged in one of the most fundamental task and that is to ensure customer satisfaction. Ensuring customer satisfaction is important as a task as because the customers are to be retained in order to ensure that the customers remain within the organization and ensure that the retained customers bring in addition customers. It should be noted that a retained customers is easier and less costly to maintain than acquiring a new customer. It is always beneficial to work in a team in order to ensure that the customers’ service team is able to perform well as a team ensure that they motivate each other in terms of crisis. Team work also helps in ensuring that the team members are motivated by each other in achieving the goals and there exists a health competition within the team that ensures that each employee works extra hard to move ahead of his or her competitor. Another important benefit is that since customer service is part of the service landscape so here people forms an integral part of the service delivery mechanism. So for a certain customer a particular person’s skill might be more acceptable that any others. By working in a team the employees can ensure that if in some cases that particular individual is absent then other staff can be adequately trained so as to take his position in his absence (West, 2012). In case of team work another positive that may b derived is the fact that in case one employee is lacking in some respect or is mentally or physically fatigued he may be motivated by his team mates to go that extra mile. 3.2 A team is always known by the quality of its leader. A team of lamb led by a lion is more dangerous than a team of lion led by a lamb. A team leader helps to install that do dare attitude in the team, motivates the team in times of distress and guides the team towards the goal. The team leader helps in resolving the conflicts that may arise in the team. In case any conflict situation arises in the team it becomes the duty or responsibility of the team leader to help resolve the conflict. The team leader helps in resolving the conflict by helping resolve the dispute situation and providing an amicable solution to the problem that is the reason for the conflict (Sadler, 2003). The team leader may help the team members into organizing into groups in which they are comfortable to work with so that there are no problems or conflicts that may arise. The team leader may additionally facilitate the communication channels with the team so that the team members can articulate to the team leader their concern which he or she can help then to resolve. The team leader as a motivational strategy for the team members may take them to dinner or outing as a reward or incentive for performing better (Beck, 2004). Team dinner will also help in resolving conflicts within the team members so that the conflicts may be resolved and the team as a whole may perform better. 3.3 The effectiveness of the team can be achieved by implementing performance management systems. The performance management system can be implemented by asking the feedback of the customers regarding their satisfaction of the customer service or if the customers were satisfied with the solutions provided by them. The customer service provided by the customer service executives of the company can also be judged through call durations. Another way to judge the effectiveness of the customer service is through recording of the call process and then evaluating it afterwards to see how the executive has performed or what are the areas in which further improvement is possible. Another way to judge the effectiveness is to look for if the same customer is calling again and again and his or her queries are not resolved. All this efforts should ultimately result in the fact that the sales of the company should increase and if new customers are brought into the company. The company can try to achieve the satisfaction level that it has set out to achieve through proper evaluation of the performance of the executives and training them where necessary to boost the performance level so as to achieve the desired goals. The company can lastly the company can conduct surveys that would judge the effectiveness of the customer service in achieving the said target for the company. Task 4 4.1 Work performance of team members needs to be reviewed or assessed on a continuous basis. This helps to determine most talented individuals within the organizational system. Performance appraisal is an on-going procedure since it facilitates motivating employees to accomplish organizational goals or objectives. There are certain factors which are taken into consideration while planning assessment and monitoring of work performance. The first factor shall be total work completed in a specific time frame. Quality aspect will also be included in this parameter since quantity should not have a negative impact on quality. Timeliness can be considered as a critical factor when it comes to evaluating work performance. The members who are able to complete work within a specific time frame is regarded as productive team members of the organization. Target achievement can be considered as a good indicator in context of measuring timeliness of team members. Other important factors to be focused on during assessment are rate of absenteeism, creativity, grooming, policy adherence and personal habits. Work performance monitoring shall be followed by different types of appraisals (Paauwe, 2009). These appraisals mainly includes self appraisal, team appraisal, 360 degree appraisal, manager appraisal and peer appraisal. All these appraisals serve as an indicator to analyze employee’s productivity towards organizational effectiveness. The monitoring framework shall also encompass analyzing behaviour of an employee with other team members. This results into better team performance and reduced workplace conflict. 4.2 Members of vocational school play a vital role in the progress of the organization. Therefore their development is strongly related with organizational success. For assessing the development need of individual persons of the organization performance evaluation will help a lot. This process will make a huge contribution in understanding and analysing their needs. According to their performance appropriate training and development programs will be implemented. It will help the organizational members to improve their performance by enhancing their skills and potentialities. Effective training program will motivate them and will influence them to overcome various problems within the Vocational School. In the training process different problems of the employees will be discussed in details. It will help the organization to solve various issues by making effective communication with them (Richard and Johnson, 2004). Training will also help organizational members to adapt various organizational changes and process. 4.3 The vocational school is designed to provide training to the members of the society or the employees of an organization. The members of the vocational school should be updated with newer methods of imparting knowledge and training to the students at the school so that they can be made ready to face the challenges of the world. This requires that the teachers may receive continuous training and improvement so that their methods of pedagogy may be improved to imbibe the advances that are occurring in the field in order to reflect on the teaching styles (Greenfield, 2014). The goals of the training process are ultimately to help the students achieve better understanding of the subject through more improved methods of training. Whether the teachers are receiving adequate training or not can be accessed through the fact if their methods of teaching and imparting knowledge changes after receiving the training. The first step in imparting training is to access what training a particular teacher needs. After accessing the needs of the training the particular training is imparted to develop the skills. The problem or the bigger question is how to ensure that the assessment method is adequate enough in determining the areas in which the teachers need training. In order to evaluate the assessment methodology the teacher should be individually asked that if they really feel that they are deficient in the particular areas as pointed out by the assessment mechanism. Another pertinent question is to ask whether the teacher feels that the particular training will help in improving their skills. References Beck, R.C., 2004. Motivation: Theories and Principles. NY: Pearson/Prentice Hall. Dressler, S., 2004. Strategy, Organizational Effectiveness and Performance Management: From Basics to Best Practices. Florida: Universal-Publishers. Greenfield, B., 2014. Beyond Training: Mastering Endurance, Health & Life. NY: Victory Belt Publishing. Paauwe, J., 2009. HRM and performance achievements: methodological issues and prospects. Journal of Management Studies, 46(1), pp 129-142. Richard, O. and Johnson, N., 2004. High Performance Work Practices and HRM Effectiveness. Journal of Business Strategies, 21 (2), pp.133-148. Sadler, P., 2003. Leadership. London: Kogan Page Publishers. Schneider, B., 2007. The people make the place. Personnel Psychology, 40 (3), pp.437–456. Schuler, R. S., Dowling, P. J. and DeCieri, H., 2003. An integrative framework of strategic international human resource management. International Journal of Human Resource Management, 5(3), pp.717–764. Tyson, S. and York, A., 2002. Essential of human resource management, 4th edition. Oxford: Butterworth Heinemann. West, M. A., 2012. Effective Teamwork: Practical Lessons from Organizational Research. Oxford: Wiley. Read More