Management is the group of folks who make decisions about how the business enterprise can be run and profitable in every measurements of the organizations or company regarding to Platinum (2010). In fact, these people who are involved in the decision making of the business and are called the management are in charge and accountable prior to the strategic leadership in the business.
The second definition that may be given about the management is the initiative and maintenance of an investment collection available organization in all the ways to success achievements according to Harrison (2002). This is the management where the organization deals with dealing of issues in different sectors for increasing the productivity and profitability in every section of the business of the organization.
Johnson (1992) opines management is quality or fine art of influencing others or motivating an organization of folks to the task in order to attain the goals available organizations. Leader is the one who supports the attributes of the control which is also the person who inspires others and directs these to do something incredible for common goals. People not only follow the first choice nevertheless they also do that willingly and happily. True leader can take his/her people who have and step of progress with the great morale and team heart.
LINK BETWEEN Command AND MANAGEMENT:
Bill Gates is the leader and pioneer of Microsoft Inc, but he is not a administrator. This statement shows the position of the leader and the manager. The manager must have the management skills but on the contrary for the leader it is not compulsory to really have the managerial skills as these skills are important for the leader but the eye-sight is the goal of the leader but the supervisor works for goals and responsibilities for the specific time period and for the certain period of time.
Leadership and management both are essential in the organizations or even in the market sectors. Market leaders are welded to the performance which is also the work of the leaders to boost the productivity in various sectors of the organization. Management with good management attributes and the authority with managerial competencies is the demand of the organizations around the world.
Task 1. 2 Analyse the impact of management and management styles on strategic decisions.
IMPACTS OF MANAGEMENT AND LEADERSHIP STYLES ON DECISIONS:
Dynamic command always does its better to influence the environment and the environment is the situation where the decisions should be used as the needs come up in the organizations. There will vary styles of management and leadership available world.
PARTICIPATIVE MANAGEMENT AND Command STYLE:
Kouzes (2008) expresses that the participative authority and management style are open and adaptable types of management where employees possess the dominant decision making role in the business and the involvement of the employees is considered as the asset of the business. So this is very important element in decision making of the organizational installation.
This style is very much indeed appreciated in progressing and growing organizations. Employees feel in charge and honoured by the control which boosts the morale of these to be able to complete the tasks of the organization. This leadership style assists with the organization in decision making and when this style is applied, the team work and dignity of the employees come forth plus they become more and more productive.
PERSUASIVE LEADERSHIIP AND MANAGEMENT STYLE:
Megginson (2003) opines the Persuasive command style is focused on the quality of the leader in which the leader convinces people around him/her in all the effective ways to attain the goals of the organization. This style is extremely hard if the leader fails to influence other people.
Persuasion is the essential proficiency for all the market leaders as they take visitors to the particular level where they is capable of doing their best and become increasingly more productive in the business. The ideas and solutions of the first choice must appeal the folks around the leader for the common goals and aims in the organization. This style can develop the unity in the organization and the employees and if your choice is take by the arrangement of the employees then it does increase the accountability in the employees in the organizations.
Evaluate how leadership styles can be designed to different situations.
IMPLEMENTATIONS FROM THE LEADERSHIP STYLES IN DIFFERNT SITUATIONS:
Both of the styles stated above will be the need of any progressing and producing organization around the world. Which is well suited for the organization, is determined by the situation that the organization is passing through.
Most of the bureaucratic organizations being the demanding in the rules and restrictions make the employees sensing bored and the task becomes just and responsibility and burden for them to hold. People lose their creativeness and become like the robot and dedication becomes a burden for the coffee lover. These situations give birth to the less productiveness and income as well.
If in this situation the leadership chooses to give the opportunity of participation and cooperation and promote team nature then the employees come to know that they are not only the machines however the human beings and many people are unique and valuable in the manner they're. Everyone in the world has some concealed qualities and the only thing is to provide that particular one chance showing what that person has what should be considered while taking the decisions of different department of the organization.
As this is simple and effective so the organizations are required to follow these styles. Now the persuasive is the way in which where the employees might come to learn they are special because the authority will persuade the employees or personnel with the highly professional and reasonable way. So the persuasive and participative both the styles go together in the organizations have the problem where people feel being fed up.
2. 1 Review the impact that determined theories of management and management have on organisational strategy in your selected organisation.
MANAGEMENT AND Command THEORIES:
Leadership skills will be the essentials for the control in virtually any business organization. If the organizations promote the control development methods then your success is obvious and there is absolutely no way that the situations will come in the tempo of success. There will vary leadership theories by which the performance and need of the authority become more and more essential. The several theories are given below to clear the picture of authority in organizations.
This theory states that leaders almost everywhere behave in the certain way of these leadership which will depend on upon the matter of the time and the scenario of the company. Moon (2000) opines there can be different situations in which there could be possible leadership behavior but these behaviours also be based upon the situation of this specific time period.
In the organizations, this theory is very popular and effective because it goes with the move and need of this particular time and the best decision is your choice that is performed according to the time and demand of the organizations.
This theory has very close resemblance with the first theory (Situational Theory) which theory is focused on the alternatives and options to be able to deal with the problems which come in the way of the success in any dimension of the business. Mumford and Platinum (2004) state leadership must have answer to every question arises in the expansion and this is merely feasible and possible when the contingency theory is applied in the organizations.
Tesco Plc has high rate of such a active leadership which always have alternatives and options as well as the answers to the questions which come in the situation of the risk or need of the organization.
Treasy (1998) opines the participative authority and management style are the wide open and approachable types of supervision of the organization and the monitoring with the enthusiasm and comforts is really observed in this authority theory. Everyone in the business feels satisfaction and honoured to be involved and get their important opinions be clarified in the business really appreciates them. So this theory is vital when the employees feel burden while working in the business.
Tesco plc is promoting this theory atlanta divorce attorneys departments and provides right to most of its employees to take part in new strategies and planning as everyone has got the right to comment and present recommendations and drop their treasured opinions on paper form and the advice boxes all around the stores.
TASK 2. 2:
CREATE A Control STRATEGY THAT Works with ORGANIZAITONAL DIRECTION:
INNOVATIONS IN THE BUSINESS:
There are different strategies that provide the way to the organizations. One of these is the "INNOVATION" that is very effective and the most important factor of the organization. Every organization must develop the creativeness that advances the innovation. This strategy is the unique and potential power of the organization.
Gold (2010) opines the process in which a concept of anybody is translated into a good or service for what folks would want to pay and present attention. Companies or organizations have special people who are supposed to do create and bring new ideas in the form of technology and these creative and ground breaking leaders will be the real assets of any producing organizations.
HUMAN Tool IN ORGANIZATIONS:
Human resource is one of the most effective departments in the organizations that escort the organization in the form of growth and development. There will vary human reference activities that are performed by this department in the organizations.
Human Learning resource Management handles different issues in the companies, a few of them are the most crucial because of their need and necessity in the organizations. Real human source of information is the great team that organizes the major issues in the organizations.
The first activity of the individuals tool is the Recruitment and Selection in the companies. Harrison (2002) opines that the in the recruitment the duty of the HRM is in various sectors. Firstly, it publishes or advertises the need of the organization or the firms as the vacancy will come in them. This is also the work of the HRM to contact with the recruitment businesses for the better collection of the candidates in the firms.
After the advertising the term comes when the prospects come to the recruitment section and the interviews take place, if somebody goes by the interview then it is the opportunity for that candidate to go further and get the training to join the business for the post he has applied or for the post the admin feels that the individual can perform well according to the capability of the candidate. This is the very essential requirement of the firms. If the right people aren't coming in the companies then it'll be impossible to have significantly more and more innovative ideas in the firms. From the 1st level to the stopping stage the HR plays the significant role in taking the right people in the firms.
The second activity the HRM is the Performance Management which is simply the encouragement of the employees. Johnson (1992) says the performance management is the criteria to check the performance of the employees and then to bring the unity and uplift the morale, there should be the regular behaviour of the appraisals and the rewards by the companies.
The companies do their finest to have such an opportunity to set up the incentive system in the organizations. This is very important that the firms can only just help the employees if they're the showing their excellent performance in their responsibilities and their obligations. Performance of the employees decides who another for the reward and the encouragement is. Performance management is the key element in the organizations in the word of prize system of the employees.
In the Tesco Plc, both these strategies are carried out in order to direct the business along the way of success and development in all the stores and branches around the globe.
TASK 3. 1:
USE APPROPRIATE SOLUTIONS TO REVIEW CURRENT LEADERSHIP REQUIREMENTS:
Moon (2000) states Globalization is the system of the interaction among different countries of the world and the goal of this connections is to build up the global market. This unique economy building system refers to the integration of economists and societies around the globe. This also covers the technological, monetary, cultural and political exchanges in the organizations and the communications, infrastructure and travelling is also the fruits of the globalization.
There are two types of integration. The first one is named Positive and the second is the Negative integration. The positive integration is utilized to aim at standardizing international monetary laws and insurance policies. In such a the countries have their own regulations on their tariffs. Inside the negative integration, Mullins (2010) suggests negative integration is the breaking down of trade barriers of protective barriers or protective barriers such as tariffs and prices.
EFFECTS OF GLOBALIZATION:
Different economists provided their different opinions about the consequences of the globalization. There will vary changes that may be determined through the globalization. The first effect is the improvement of the international trade. You can find increasingly more countries popular of the products. Second impact is the scientific improvement which is due to demands from the clients throughout the world.
Third one suggests the increasing impact of multinational companies, the companies that contain their own subsidiaries in various countries is called the multinational. This is the third aftereffect of the globalization available world. Then your fourth the first is ability of the WTO, IMF and WB. Globalization has these prominent effects all around the world.
Treasy (1998) says the integrity control is a good tool of getting the trust of the employees and entail them from other heart and prove themselves as the role model for all the employees around them. This is very important in the organizations to obtain integrity on the list of staff so that the environment remain calm and beautiful full if dignity and determination.
Both of these methods of certain requirements of the authority in the organizational positions and every progressing organization needs to confirm that they are rich in conditions of their globalization and integrity in all dimensions.
TASK 4. 1:
PLAN THE INTRODUCTION OF Authority SKILLS FOR A PARTICULAR REQUIREMENT:
ON THE JOB TRAINING:
The firs development method is ON-THE-JOB TRAINING which is one of the effective development methods in the companies. Mumford and Gold (2004) state that the process of the on the job training is to set up and the reason is to enhance the talents of the employees in the corporate options of the organizations. The environment in the organization is well suited for the employees and as well for the leaders to teach and for the employees to learn and understand the guidelines given by the specialists.
There are the reasons that make the face to face training important. In this the leaders demonstrate the presentations which encourage the trainees to get the theory and after that you have the aspect of the coaching where the relationship becomes strong and the trainees learn in a beautiful way. Inside the trainings, the employees can even have the understanding to get the correct understanding of the other departments in the firms.
The second development method is the Organizational Learning which is learning method in the organization which is highly loved and required. Mullins (2010) expresses that the organizations that effect the employees on the regular bases with the data and information. Organizations that promote the practice of the training will be the learning organizations and these learning organizations are run by the HRM because the humans are the key resources in the HRM. So the department does its better to enable the employees with the skills and knowledge.
TASK 4. 2:
REPORT IN THE USEFULNESS OF METHODS USED TO PLAN THE INTRODUCTION OF LEADERSHIP SKILLS:
DEVELOPING Command VERSUS RECRUITING:
Planning and Development methods are described in the above mentioned paragraph. Mullins (2004) opines that the advertisements help the visitors to know the vacancy in the companies and the management in the organizations also will get the right selection of the employees. This is actually the first planning method in the recruiting and the efficiency can be assessed with the results or the successes done by the companies following the exact staffing in virtually any organization. Another is the online recruiting process in the companies.
Megginson (2003) areas there are the recruitments that are undertaken by using the web recruiting techniques. These sorts of recruitments are called the external kind of the recruitments. But the other kind of the recruitment is the internal and the internal recruitment is the exchanging and the offers and then your filling up of the vacant places in the firms. The potency of the recruitment and selection is monitored and done by the HRM and the results is seen by means of the dynamic market leaders that are helped bring yearly in the companies by the control planning methods.
In the introduction of the control there are two methods. The first one is the face to face training and this method is very impressive and traditional in the companies. When the trainings receive on the job then your employees can learn better and be the best benefit of the organization. The second one is the organizational learning. There must be the organizations which encourage the idea to make the versatile environment for the employees to find the valuable information and then become the dynamic leaders of the firms. Both of these methods are extremely important and effective atlanta divorce attorneys situation of the organizational learning processes.
TEXT BOOKS Personal references:
Gold, G. (2010). Management and management Development. London. Chartered Institute of Staff and Development.
Harrison, R. (2002). Learning and Development, London. Chartered Institute of Workers and Development.
Johnson, K, B. (1992). Business Bureaucracy, How to Conquer your Organization's most severe adversary, London. The McGraw Hill Companies.
Kouzes, J. (2008). The Leadership Challenge. 4th Release. London. Jossey-Bass.
Megginson, D. (2003). Continuing Professional Development, London. Chartered Institute of Workers and Development.
Moon, J. (2000). Reflection in Learning and Professional Development, Theory and Practice, Manchester. Routledge Falmer.
Mullins, L. (2010). Management and Organizational Action. 9th Release. London. Prentice hall.
Mumford, A. and Gold, J. (2004). Management Development. London. Chartered Institute of Personnel and Development.
Treasy, D. (1998). Successful Time Management in a week. Hodder. Stoughton.
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