re2.. leadership and management.. polash (1)

8/12/2019 Re2.. Leadership and Management.. Polash (1)

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Student Name: Student ID..Word

Count: Submission Date: Word Count: 4,120

Personal Leadership and Management


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Table of contents:

Executive summery. . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . 03

Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 03

Task 1: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . 04

Analysis impact of organizational objectives values and culture on the leadership andmanagement role . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . 04

1.2 Evaluation of the leadership and management skills required to support the achievementof organizational objective . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . .05

1.3 Assessment of personal leadership and management skills and identification of personaldevelopment required to support the achievement of organizational objectives . . . . . . . . . . . . . .06

Task 2: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . 07

2.1 Assessment of the opportunity for the development of ones leadership and managementskills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .07

2.2 Construction of a personal development plan with clear objectives to develop leadershipand management skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . .. . . . . 08

2.3 Management of ones personal development of leadership and managementskill . . . . . .09Task 3: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 10

3.1 Personal development plan against the original objectives . . . . . . . . . . .. . . . . . . . . . . . . . . . . . .. . . . . 10 3.2 Evaluation of the effectiveness of ones personal development of leadership and

management skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . .. .11

3.3 Review and update the leadership development plan . . . . . . . .. . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . 12Conclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 13

Reference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 14


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Executive Summary:

Personal Leadership and Management skills of an individual are developing through an internal

organizations environment by the practical approaches. According to the business report, there are

approximately 4.7 million executives around the UK business organizations. Moreover, the needs

of the leadership and management skills are continuously growing within the business organizations

as a huge growing numbers of personnel are likewise to be obliged with organizational obligations.

According to the statistics, the needs of the new leaders in managing the organizations within the

business industries is about 114, 5000 in every year. The skills of leading and managing are essential

within most of the business and industries as well as within individual life. Therefore, it is significant

for the new leaders to have an opportunity to specify the way of leading and monitoring the

individuals. A perfect combination between the leadership and management help the organizations inadvancing the organization and leading strongly within the marketplace.

Introduction

Leadership and management are mostly considered to the two most important buzzwords for

developing a business organization in any shape and any size. The main areas of the description in

the following work are basically individual capabilities which essential for being successful within

own prosperities, extra attributes required for being able to achieve personal management expansion

about the promotion and fulfillment of needs, achieving the abilities for understanding the real

strength of managing the expansion activities and helping the main working circumstances.

(Teitelbaum, 1996). Individual improvement refers to the leadership which is the main practice that

required being practice for making sure the accomplishment of main intentions within organizations.

The top executives of a business organization need to have the skills of managing and leading theorganization in order to perform the executives roles within the company, without that important

knowledge the possibility of well performance is diminish.


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Task One:

.

The Leadership is a crucial part of an executive who leading the organization as well as it is the most

important procedure to operate effective operations. To illustrate, unsuccessful command leads the

firm to the unproductive functions. Leadership can be referred to the roles and responsibilities of a

person by which the person can bring the most available skills in an effective ways, deliver the

effective instructions for bringing the available skills into the implementation, provide the help for

assisting triumph in any environment and any circumstance by the personnel and inspire and motivate

the target personnel for achieving the planned target and goals. .

The impact of organizational goal, value and the way of delivering the command including the

organizational operations might be far too wide-ranging as the planning is the objectives of

operations which linked with gaining an organizational structure. Therefore, the organizational

leadership is one of the most important factors and significant which need a good numbers of factors

to use effectively. The targets within the business organizations are the elementary function of most

companies in any industries and sectors. (Paul H. Dinsmore Ets 2005) as a result once the

organizations fix the object and aim the main functions then surely needs to operate according to the

purpose. In compliance with Lewis Third (Eire 2006) the organizations play most of the above

mentioned important factors through the influence on business.

The organizational culture of an organization illustrates the combined concept of the way people do

things within the organization, a significant factor in influencing in daily behavior and making the

shape of the future program to take the action. In compliance with Handy (1986), this is the last two

shapes of culture including the task and role that are being found mostly within the organizations.


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. . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . .. . . . . . . .. . . . . .

The evaluation of individual leadership and management skills as well as specification of personaldevelopment is hugely need in helping the target achievement according to the objectives of an

organization. To illustrate, the success according to the target is being produced through the regular

ideas or concepts that sometimes linked with the risk.

In compliance with Bolman, a typical leader are not able to make any idea or concepts including the

skills without the experience as there could be potentialities of opposite impact of skills which was

being made by the strategic leader that called the personal development.(Bolman, 1997) And when

the leading and managing strategies are not working effectively it is influencing the down trend in the

development as well as lack of organizational operations. Therefore, no doubt it is one of the most

significant factors within the origination and in the same time it also need to be considered that the

disadvantages of poor strategies could lead the organization to the crash or going down to the overall

loss.

When the leaders of an organization unable to identify the strategic aims and objectives according to

the needs, it will be take a long duration to identify the right steps which could lead the organizationto the down turn. To illustrate, the company TICT (Tata Ideal Control Team) shows the customers in

the areas of planning with elements as well as planning exploitation including enhance agreement

with the organizational skills.

The company started its organizational operation from 1991 with mostly operating completely within

the right strategies in the marketplace as well as this strategy has proved to be helpful for the

organizational operation for the organizations.

In compliance with Kozlowski, And after the brand adopted its business with the globalization it has

expanded as the company now has a good numbers of global customers along with its domestic

Indian customers. And in 2010 the company concentrated on the organizational leadership which lead

the company with an effective leadership motivation. (Kozlowski, 1998)


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Task- Two

. . . . . . .. . . . . . . . . . . . . . . . . . . .


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Making an individual development plan which should have a realistic and clear goal including right

objectives for developing personal leadership and management skills help the individual or

executives leading the role that later can help the organization where the planner leading. The

planning also helps creating the potentiality within the organization as well as the individuals.

Personal Development Plan:

It is widely known that the personal development is one of the most important factors in order to

operate a job effectively as well as productively and lead the role through different levels of human

resource within an organization. Planning also can heal in learning new skill which can support in

personal development of a leader including learning new skills, knowledge practically and

effectively.

The development plan of an individual includes the following factors:

Setting the objectives and clear goals as well as in planning the operational actions in order tolead the organization productively.

Operating the target actions that could be learnt by the pragmatic experience. Tracking and recording the concept as well as the experience. Reviewing through the regular assessment And finally analyzing the plan critically for evaluation and judgment.

The development of leadership and management is not considered to be one time change or plan it

need to be adapt with the organizational environment as well as the leadership role need to create

regular self-awareness within the plan.

The skills of tolerance including other leadership and management such as being adapt with the group

working environment, powerful motivations, effective time management, understanding of the needy

factors within the internal environment of the organization and others help the personal skills and

plans that should be combined successfully.


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2.3 Managing the personal improvement/development of leading and managing skills of a

person.

In compliance with Bjarne Kousholt, a leader mostly need to have the required skills for leading the

organization, nowadays personal innovative strategies considered to be one of the most have criteria

for a leader or executives who will be in leading and managing position. The needy skills can be

demanded form the personnel or the top executives within the human resource of the organizations.

To illustrate, gradually the combined skills within the stuffs profile can help the other factors for

building the control as well as the administration proficiency (Bjarne Kousholt 2007).

In order to control the situation within the organization the right action of top level individuals will

help to mitigate and will help other to learn. Moreover the ability of figuring out the right

development factors also important which the individual need to have as well as in the time of

comparing or analyzing in order to determine the way of improvement or operations it is important

for the person to understand the factors effectively. This is how the analysis and comparison of these

essential factors might help the personal development as well as the controlling skills.

Perform the operation with the right actions and skills might help in selecting the best and right

executives which later can increase the environment within the organization to be followed by the

best leaders who can also control the entire organization that can diminish the negatives possibilitieswithin the organizational environmental and operational factors. Operating various activities and

organizational tasks effectively along with the right controlling leads can help in achievement the

target objectives and goals. Therefore, the entire factors within the right leadership and management

skills can lead the person and organization effectively and help controlling effectively in a powerful

and essential ways.

In accordance with F. L. Harrison and Dennis Fastener, within overall operational and organizational

performance the main executives/managers evaluate the assess the performance of the each members

within human resource as well as sometimes some individual need privet instruction and motivation

from the leaders with the main analysis of the tasks. Therefore the executives should have the needy

leadership and management skills in order to rightly evaluate the performance and the knowledge of

improving the stuffs in operations. (F. L. Harrison, Dennis Fastener 2004).


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Task-3

3.1 Personal development plan against the original objectives

In accordance with Winston N. Royce, there are some individual development ambitions which

enable an individual for controlling the personal role and career effectively. Some other unrealistic

ambitions is not enough in compliance with the needy solution, therefore, the plan cannot be perform

efficiently, for instance for consolidating the debt with the usual track for keeping with the

organizational demand it is vital to provide the solution with an acceptable or higher level

leadership efficiency as well as it is more important with the growth or diversification for the leader

to inspire a person who deliver the standard and effective operations that suits the requirements

(Winston N. Royce 1970).

When a top executive or organizational leader does not have the skills for accomplishing the task, the

company where the individual are getting the down track as this barrier is resisting the organizations

initial objectives and aims. In addition, the managers need to help the personnel within the

operational performance especially when they need advice on some skills. If the leaders dont have

this skills that can also be another factors of poor leading as well as it diminish the accomplishment

of the objectives.

To make an organization leading to the success according to the demand, the aims and objectives of

an organization should be planned and created through a practical and realistic method which should

be practice according to the basics necessary and requirements of the organizations. Moreover, the

main factors, such as the safety and security aim as well as micro and macro organizational factors

and shorting out the first priorities.

In compliance with Stellman, Phil; Greene and Jennifer, a vital part of making a strategy is lookingthe reputation and the way of senior leaders management skills as the reputation and the senior

leader management helps the individual in strengthening and in modification of the objectives.

Moreover, this might effect within the traditional safety and security system of the organizations. .

(Stellman, Phil; Greene, Jennifer 2005)


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3.2 Evaluating the effectiveness of the personal development of leadership and management

skills of a person.


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3.3 Review and update the leadership development plan

According to Josef At the. Riedl, there are various ways to keep an individual update with the plan

through various strategies such as learning from other successful talent as well as listening and

understanding other talents different industry. The personal development plan also needs to be

engaged with the right talent within the social networking. (Josef At the. Riedl1990).

In operating as well undertaking research for developing the individual leadership and management

skills can also help the organization creating right talent. There are various category within the

organizational talent and various skills should have within the leadership and management role which

are motivation and promotion skills, providing the right training according to the needs of the

personnel, proper management of the individuals, inspiring the individuals internal skills and

experience for bringing the right operational activities. This skills and leadership strategies are

capable of developing an individuals leadership and management skills.

There are various practical operational actions in order to help developing personalized leadership

and management skills. The abilities of engaging with the social network is one of the most

important factors to build a strong leadership and management skills as the social capabilities is

considered to be the long time achievement as well as it is helping in communication and making

mutual interact with others.

There are some social skills that can help an individual making the strong leadership and management

skills such as the effective communication, grouping and understanding other by listening them.

Performing and undertaking various challenges including the other individuals can also help in

producing the organizational skills of an individuals leadership and management experience..

In compliance with Pandey and Priyank, using an evaluation or feedback forms of an individual s

performance can help revising their knowledge and skills and help setting the development system

rightly.


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Conclusion

In conclusions, it can be said that the leadership and management skills is the important learning

issues for an individual that can be achieved through the proper development system with the right

procedure. The development plan of an individual especially who is interest in leading and managing

role of an organization should be develop the above explained ways.

The impact of organizational objectives values and culture on the leadership and management role is

now clear therefore, the needy skills for leadership and management for supporting the achievement

of organizational objective should be implemented effectively toward the success achieving the

organizational objectives

The opportunities of the development of ones leadership and management skillsshould be followed

and utilize for the success in the leadership and management. The practical skills of constructing the

personal development plan with clear objectives for developing the leadership and management skills

should be implemented for the best result. And finally the management of ones personal

development of leadership and management skill need to be implemented properly and should be

reviewed and update properly.


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Reference:

Book: Bolman, L.a. (1997). Reframing Organization: Artistry, .Choice and Leadership, SanFrancisco, CA: Jossey-Boss.

Burns, J.M. (1978) Leadership, New York: Haarper & Row DeMott, J. (1996). The key issue: managing business. Michie, J. & Q. (2001) Labour market flexibility, human resource management and corporate

performance. British Journal of Management, 12 (4), 287-306

Mumford, M.D. (1986). Leadership in the organizational context: a conceptual approach and

its application

Walton, R. 1986. A vision-Led approach to management restructuring. Original DynamicsSpring,

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