Working with Leading People - Assignment Example

Working with Leading People Contents Task 4 Answer 1 4 Answer 2 6 Answer 3 6 Answer 4 7 Task 2 7 Answer 2 7 Answer 2.2 9 Answer 2.3 10 Answer 2.4 11 Task 3 11 Question 3.1 11 Answer 3.2 12 Answer 3.3 13 Task 4 14 Answer 4.1 14 Answer 4.2 16 Answer 4.3 18 References 20 Task 1 Answer 1.1 Purpose: The purpose of recruitment mainly arises due to the emergence of new job opportunity or promotion of the existing staff in the organization. In this case study, the purpose of recruitment is for recruiting its HND business program tutor for the next semester. Scope: The recruitment procedure is very flexible. Therefore, the recruitment officer is required to adopt the cost effective method for meeting the financial objective of the company. Monitoring: The activity that are required to be monitored by the recruitment officer are to ensure that the advertisement related to vacancy is properly published, the job description is explained accurately, the interview process is free from bias and the resumes of the applicants are required to be properly shortlisted. Job Description The job description of the tutor includes preparing the teaching material, maintaining a learning environment, discussing the performance of the student with the director, delivering 5 hours of session, providing small and individual tutoring to the students, reviewing the class material on a regular basis and formulating ideas for solving the problems and discussing the text. Person Specification Essential Requirement Desirable requirement Method of Assessment Qualification Honours related degree in business management   Application form postgraduate in teaching   Motivation and expectation To update the pattern of education   Interview process participating in extracurricular activities   Personal Qualities Willing to organize activities Ability of flexibility Interview Process sharing the values of the institution Understanding the importance of culture Inculcate new ideas both from and outside the curriculum Interpersonal skill in communicating with the students, their parents and the staff.   Skills and knowledge Ability to support the students learning tools to apply in the department   effective behaviour and motivation   Interview process enthusiasm   ability to work in team   Experience Teaching experience of 5 years Experience of conducting events. Application form Answer 1.2 The legal, regulatory and ethical factors are required to be taken into considerations for recruiting the potential employees in the organization. The ethical consideration assists the recruiter in selecting the desired candidate for the particular designation without any bias. The HR head of the organization is required to be ethical in performing the process of recruitment that includes pre screening and the interview process. Ethical practice in the process of job description and job specification assist the manager in short listing the application of the desired candidates. In this case study, in order to recruit the business tutor for the next semester, the recruitment manager must be ethical and free from any bias in performing the recruitment process. The legal and regulatory framework is required to be abided by the recruiting manager before selecting the candidate. The legal guidelines facilitate the manager in adopting fair practice in the selecting the candidate and also in implementing the various HR policies in the organization. There are regulations associated with the employment agencies that define the role and responsibility of the employers and employees (Cipd, 2014). The recruitment manager have to comply with the rules and regulations that is associated with employing whether fulltime or a part time employees in the organization. Answer 1.3 The selection process adopted in recruiting the new business tutor involves short listing the applications. The recruitment manager of the concerned organization has shortlisted 20 candidates. The first selection round is a presentation round where presentation is delivered by the candidate. In the second round 15 candidates were selected. The third round is a written test round where 10 candidates are selected. 10 candidates are interviewed by the recruitment manager and on the basis of the interview 1 candidate is selected for the designation. The recruitment manager is required to consider various factors and criteria in selecting the particular candidate. The recruitment manager takes into consideration the educational qualification together with the extracurricular activities of the candidates (Cipd, 2015). Answer 1.4 The main contributions of the recruitment manager in LSBF in recruiting the business tutor are as follows. The recruitment manager had to develop various aspects and parameters recruiting the business tutor. Since the applications of the candidates have been received for the particular designations, the recruitment manager had to consider not only the educational qualification of the candidates but also the extracurricular activities. The ability of conducting various events for the students and also the personal qualities are taken into consideration in the contribution of the recruitment manager. The recruitment manger is also imposed with the responsibility for recruiting the desired tutor which will serve the need of the organization. The recruitment manager have shortlisted 20 applications out of 100 applications and performed 3 levels of selection process and in the final round the recruitment manger had conducted face to face interview for selecting the most desired candidate out of the 10 candidates that have been interviewed (Stogdill, 1974). Task 2 Answer 2.1 Before defining on the skills and attributes that are needed to be a leader it is important to first of all define what is meant by the term leadership. The question of what is leadership may sound simple however it is not so easy to define the term leadership. Before trying to define what is leadership we can take a step behind and state what a leadership is not. In defining what leadership is not it is found that leadership is not defined by seniority or the position one holds in the company. Neither has the leader anything to do with title, or personal attributes nor is leadership any where related to management. Leadership can rather be defined as a process where there is social influence, which is turn is used to maximize the effort that the others put in order to achieve a definite goal (Kruse, 2013). There are different types of skills that the leaders need to have based on their style of leadership. This is listed in the following table. Type of leader Skills Autocratic Leader Making decision without consolation from others Does not hear any opinion from others Democratic leader Team working skill Listening skills so that the leader can earn the opinion of others The attributes that are required of a leader also varies according to the style or type of leadership. Type of leader Attributes Autocratic Leader Leaders are the makers of decision The leader does not consult members of the team before making a decision Leaders dictate the work methods and conditions The leader does not trust the members of the Democratic leader Consults with others before making a decision Is a team player and likes to work with team Answer 2.2 There is much difference between leadership and management and the activities that are done by a leader and a manager differ a lot from each other. A manager cannot be a leader in general. This is because of the fact the role of a manger requires that he or she pay attention to the details. It is required on the part of the manager to plan to the nth degree or level. The leader on the other hand is visionary he or she charts new territories plans new roads where there are no roads or guidelines before. Leader sets the path is a disruptive space where he cannot pay attention to detail planning as he is more concerned on the detail picture. The leader is one who sees an opportunity and sets forth a change in motion. On the other side, the manager, however follows the leader, is required to create structure and value for the company (Clark, 2013). Leader is someone engaged in devising strategy setting direction and creating vision. Manager on the other hand is engaged in planning, budgeting setting targets etc. Answer 2.3 Mr. Worthy can be defined as a leader who practices autocratic style of leadership. His leadership style involved minimal interaction with the subordinates. He used to sit in the office at the top floor that was far above the floor of the factory operation. From the top floor he used to give regular order to the staff at the factory floor about what are the things that needs to be done. Like a typical autocratic leaders he never encouraged the team members to come up with any suggestion. His only job was to get things from the people of his office and he was never concerned about how they did the things that needed to be done or what are the difficulties that they faced at work. Ms Hogan as a leader can be defined to be in the least a total opposite to the leadership style of Mr. Worthy. The leadership style of Ms. Worthy can best be described as a democratic form of leadership (Northouse, 2004). Being a democratic leader Ms. Hogan was involved in the setting up of her office in the 2nd floor just above the factory floor so that she could have a direct view of the work place. In order to increase the interactions with the team members she set up teams which monitored performance of the team. She herself took part in the team meetings in order to facilitate the discussion and help when that was required. Leadership of Mr. Worthy Leadership of Ms. Hogan Autocratic leadership Democratic leadership Minimal interaction with the staffs Maximize interaction with the staffs Did not take feedback from the staffs and did not offer to help them Took feedback from the staffs and offered feedback to help them Answer 2.4 In order to understand the factors that Ms. Hogan can use to motivate the staffs who work under her it is first of all important to describe what is meant by the term motivation. Motivation can be used as a theoretical concept that can be used in order to explain behaviour. Motivation can used to define the reasons that are behind the actions, needs and desires of the people. The term motivation can be used to define the behaviour of an individual or the factors that can cause an individual to repeat his or her behaviour. Some people can be motivated internally or there are some other individuals who are motivated due to external factors. It is found that when Ms. Hogan comes up with a new leadership approach for the people the people are not happy. They feel that they are not ready to take up the additional responsibility of a manager. So Ms. Hogan should initiate a discussion and try to find out how they want to be managed and what they see as the motivating factor. Some of the factors that can be used by Ms. Hogan to motivate people are linked to what the people actually want. Some of the factors that Ms. Hogan can use are pay, leave policy, promotion etc. However, as most of the people are nearing their age of retirement the best motivator will be related to give them some post retirement benefits who performs the best. Task 3 Question 3.1 The employees in the concerned organization are expected to work in a team, since working in a team facilitates the employees to work together in collaboration for achievement of a common and specified goal. Team Leadership: An efficient team leader possesses various skills and traits for encouraging and motivating the employees working in the organization. An effective team leader is able to develop a sense of accountability among the members working in the organization. Team working: The reason for supporting team working by the concerned organization is that team working induces the members towards the achievement of a common goal. In the said case for recruiting a department manager the organization wants that the member should work in as a team in order to improve the customer satisfaction, since the organization cannot achieve its goal or objective of improving the satisfaction level of its customer without the collaboration of members in the organization (Kotter, 1990). The benefit of team working is that in increases the efficiency. Team working facilitates in completing the task within a short span of time. When the members in the organization work together as a team they are able to accomplish the objectives and solve the issues more effectively as compared to working as an individual member. Answer 3.2 The main difference between a team leader and team member are the team leaders are the managers, directors of the company. The team members are the participants of the team. The team members are not the team leaders. The team leader is responsible for training the employees for achievement of a particular task whereas the team members work together in collaboration towards the achievement of the task. In order to become an efficient team leader he is required to become an efficient team member (Streibel, Joiner and Scholtes, 2003). In the said case study working as a customer service officer the organization expects that the candidates in the selection process should be capable of working as a team. For managing a team, the team leader must first become an efficient team member. The candidate who has the ability to work in collaboration with its team member can become an efficient team leader. The customer service department organization in order to evaluate the efficiency of its members has established a target and specifies the time limit within which the target or the goal is required to be achieved. The difficulty that is encountered in the customer service department is that the manger has fixed the goal and the time limit within which the goal is required to be achieved. It is impossible for the individual member to achieve the task. The only option for completion of the task is working as a group member. But conflict is faced regarding difference in opinion among the members working in the organization. Therefore, in order to resolve the conflict the manager of the organization has formed the group according to the skill and ability of the members (Wilson, 2005). Therefore it is evident that a group team member can perform the function of the group leader efficiently which is applicable in the said case study. Answer 3.3 In the said organization the efficiency of the team member is analyzed for selecting the deputy manager. The recruitment process is conducted by accepting the application. 100 applications were submitted by the candidates out of whom 20 applications were shortlisted by the customer service officer and the HR manager of the organization. The next step is conducting written test for the candidates. The third step is arranging telephonic interview of 10 members that has been shortlisted from the second round. Group work is conducted for the candidate where the members are expected to work as a team within a stipulated period of time. The group work is assigned to the members for evaluating their efficiency of working as a team Then the last and the final step is offering and signing the offer letter from the candidate that has been selected. The above recruitment procedure in hiring a deputy manager for the organization has been successful since various rounds were conducted for evaluating the efficiency of the candidate. The candidate that has cleared all the rounds has been selected for the position or designation. Since the said organization had the responsibility of recruiting the deputy manager of the organization, various factors and criteria is required to be taken into consideration (UCL human resource, 2014). Task 4 Answer 4.1 The performance of the members is required to be evaluated and monitored in order to reduce the gap between the optimal performance and actual performance of the employees in the organization. The performance factors involved in the planning and monitoring process is analyzed on the basis of unsatisfactory work, the areas where the improvement is required, the employees that meets the expectation level, exceeds the expectation and the outstanding performance by the members. In the said organization the performance of the members are monitored after 3 to 6 months on the basis of time keeping, days off, sickness and team working. Date Areas Monitored Improvement Identified Date of next Monitoring Comments 12-02-15 Time Keeping The time keeping of the members is monitored on the basis of the signature on the sheets. The sheet reflects the attendance and the entry and exit time of the members in the organization 12-05-15 This will help the members in becoming punctual and sincere towards their work. 14-02-15 Sickness The sickness of the members is monitored by evaluating their leave application and the medical report that is provided as evidence. 14-05-15 This will restrict the members from applying for unnecessary leave. 12-03-15 Days off The number of day off that is provided by the organization is monitored by considering the holiday list. 12-06-15 The number of holidays can be monitored. 10-02-15 Team working The efficiency of the members in working as team is monitored by the achievement of task within the stipulated time. 10-05-15 This will facilitate in accomplishment of task without hassle within a definite time. Answer 4.2 In the said case study the progress and development of the members of the concerned organization are required to be identified and monitored on a frequent basis in order to analyze and assess the performance of the members in the organization. Date Areas of improvement How can this be improved How and when they will be implemented 10.05.2015 Skill for accomplishment of task. capitalizing on the strength Focusing on the strength and capability of accomplishing the goal. This will be implemented when the members reassigned the task 10.07.2015 Efficiency of working in a team engaging in the work Fixing a definite time. This will be implemented on performance of the task 10.08.2015 Increasing productivity more effort in quality and productivity Accomplishing the task in effective way. This will be implemented when the task is allocated 10.09.2015 Adapt to changes learn to do things differently Creativity in doing things. This will be implemented on the accomplishment of the objectives 10.10.2015 Problem solving ability improving the leadership skills Resolving the conflict and chaos. This will be implemented when difference exist between the team leader and team members 10.11.2015 Less absenteeism monitoring the sheet regularly By adopting strict practice. This will be implemented when the employees apply for leave. Answer 4.3 The success of the assessment process towards the achievement of the defined goals includes planning in which the goals and guidelines for analyzing the performance of the members are determined. The second stage is assessment in which the ability of the members towards the accomplishment of task is evaluated. The next stage is the performance stage in which the long term goals of the organization is determined. The fourth stage is the development phase in which the skills of the members are analyzed. The fifth stage is the assessment stage for assessing the performance of each of the members. The final stage is reviewing the performance of the members. Figure 1: Performance appraisal In the said case the progress of the members of the vocational skill is required to be analyzed on the basis of the above process. The time keeping of the members are required to be planned in such a way that the members are compelled to follow a definite schedule of entry and exit in the organization. The team working is required to de developed among the members so that the members can act collaboratively towards the accomplishment of the task. The day off is required to be assessed for identifying the number of leave that is granted to the members and the sickness of the members are reviewed on the basis of medical report submitted by them. The activities will be monitored on a frequent basis. References Cipd., 2015. Labour Market Outlook. London: CIPD. Cipd., 2014. Employee Outlook. London: CIPD. Clark, D., 2013. Why great leaders make bad managers - and thats ok. [online] Available at: < http://www.forbes.com/sites/dorieclark/2013/01/10/why-great-leaders-make-bad-managers-and-thats-ok/ > [Accessed 7 May 2015]. Kotter, J.P., 1990. A force for change: How leadership differs from management. New York: Free Press. Kruse, K., 2013. What Is Leadership? [online] Available at < http://www.forbes.com/sites/kevinkruse/2013/04/09/what-is-leadership/ > [Accessed 7 May 2015]. Northouse, P.G., 2004. Leadership: Theory and practice. London: Sage Publications Ltd. Stogdill, R.M., 1974. Handbook of Leadership: A survey of theory and research. New York: Free Press Streibel, B.J., Joiner, B.L. and Scholtes, P.R., 2003. The team handbook. London: UCL, 2014. Guidance on writing job descriptions person specifications. [online] Available at < http://www.ucl.ac.uk/hr/docs/gradings/guide_job_desc.php > [Accessed 7 May 2015] Wilson, J.P., 2005, Human resource development: Learning & training for individuals & organizations. London: Kogan Page Publishers. Read More