HR9737 Leadership and Management

HR9737 Leadership and Management Assignment Sample

Part A – academic essay

There are a variety of methods available for enhancing the leadership and management of an organization, and each of these methods comes with its own set of benefits and drawbacks.

Formal interventions are a kind of intervention that may be used by a company in order to maximize the possibility that its goals will be reached. Some examples of formal interventions are coaching, mentorship, formal programs, and formal programs with detailed feedback. Here are a few instances that illustrate my point:

The vast majority of these operations are managed by organizations, and those organizations, in turn, are based on competency models. We will go into more depth about these models a little further down on this page.

Others are still skeptical of the notion of self-directed leadership development, despite the fact that more and more companies are coming around to the idea that managers and leaders need to take responsibility for their own self-directed leadership development (Singgih, 2020).http://HR9737 Leadership and Management Assignment Sample

This is especially true in these difficult economic times since the amount of time and money necessary for formal programs is enormous.

According to the explanation provided by Cunningham (1986), there are three primary ways to comprehend the link that exists between management and leadership.

It can seem, at first look, that effective leadership is only one of many aspects that contribute to the expansion and success of an organisation (Rehman2020).http://HR9737 Leadership and Management Assignment Sample

Bellibaş (2019) presented two contradictory arguments, the first of which argued that the meanings of the two terms have some similarities while the second argued that the two notions are wholly distinct from one another.

An increasing body of research suggests that leadership and management should be conceptually differentiated, with the former generally being accorded a larger relevance than the latter with regard to efficiency.

The role of management, which is sometimes referred to as a “second-class citizen,” is frequently seen as having no more significance than that of an intermediary between two competing objectives of a process.

According to Kotter, the activities and responsibilities that are carried out by leaders and managers distinguish them from others in their respective organizations (1988). http://HR9737 Leadership and Management Assignment SampleAccording to him, the generation of ideas, the management of change, and the assistance supplied to businesses in adjusting to harsh times are all more significant components of leadership than managerial responsibilities. [Citation needed] [Citation needed] [Citation needed] [Citation needed] [Citation needed] [C By choosing one of the two most recent additions, one may show both the parallels and differences that exist between the two ideas.

According to Boydell, Burgoyne, and Pedler, management processes consist of putting plans into action and organizing them in such a way that they are as efficient as is practically possible while also maximizing their effectiveness. This is done in order to maximize productivity (2004).http://HR9737 Leadership and Management Assignment Sample (2004). http://HR9737 Leadership and Management Assignment SampleSome individuals believe that it is inadequate for managing in times of stability, while others believe that it is insufficient for managing in times of complexity, unpredictability, and rapid change. Others still believe that it is unsuitable for managing in times of instability. They think that leaders are individuals who are able to maintain their attention on the bigger picture for extended periods of time, and this belief holds true regardless of their position within the organization. (Alchin,2019)

However, front-line managers should be conscious of their own leadership abilities and make an effort to improve them. When confronted with problems that are more complex and have an extended time horizon, leadership must rise to a higher level in order to meet the challenges that lie ahead.

Certain businesses have a policy that prevents senior professionals, such as doctors and scientists, from being promoted to management roles if it is believed that they are not recognized as being subject-matter experts in their field (at least in terms of the formal organizational hierarchy). To claim that they are not already leaders in the making would be foolish, but there is no doubt that they are the ones who will lead in the future.

It is to be expected that various people will have unique perspectives on the most effective ways to develop management and leadership abilities, and it is to everyone’s benefit when they do. In management literature, Wexley and Baldwin claim that the word “management development” is the most “ill-defined and poorly understood” (1986).http://HR9737 Leadership and Management Assignment Sample

The adoption of Human Resource Development (HRD) required a reevaluation of the goals of management and leadership training as well as the approach that was used to carry them out. Formal features of the development process are no longer the major emphasis of definitions of management and leadership. It has been a long time since this was the case.

It is common practice to consider the education of managers and leaders to be a process that is systematic and well-organized. According to Cullen and Turnbull (2005), the majority of definitions of management development are inspired by a functional performance explanation. Despite this, there are a few noteworthy definitions that deviate significantly from the norm.

In addition, Cullen and Turnbull pointed out that the majority of definitions of management development are motivated by an explanation of functional performance. Management development has been characterized in a number of different ways, with the primary emphasis being placed on how important it is to adapt to the needs of an organization rather than the preferences of individual managers.

Because both “organizational management” and “leadership development” refer to the same set of responsibilities for operating a corporation, the two phrases are often used synonymously in the world of business.

When attempting to pin down the precise meaning of the word “globalization,” it is important to take into consideration the growing interdependence of national economies as well as the strengthening of global links that have come about as a result of this growing interdependence. These two factors are intertwined in the concept of globalization.
This progression is being pushed forward by a number of factors, such as the successful global branding efforts undertaken in the last few years, as well as a number of conflicting market features, such as the creation of common consumer preferences. In addition, this progression is being pushed forward by a number of factors, such as the successful global branding efforts undertaken in the last few years.

The Establishment of Possession and Position: Part B Performing an Internal Audit as Part of the Process

Alterations to the organizational structure might result in considerable new demands being placed on the time and energy of top executives, such as a reduction in the number of staff members and a postponement of remuneration. It is not an easy task to manage the expectations of the customers while simultaneously maintaining the availability of labor and maintaining the quality of the product or service.

If you want to see an increase in production, you will need to be able to recognize and reward staff for their efforts. In addition to having the flexibility to cope with unanticipated setbacks, this will be necessary if you want to see an increase in output. In addition to this, the widespread use of information technology has resulted in the development of new organizational structures (IT).

As a direct consequence of this, the line that traditionally divides management and normal employees is becoming more blurry. Researchers found that employees are becoming more empowered, that they are being pushed to share information in team settings, and that organizational structures are becoming much less hierarchical.

This is important for the creation and maintenance of an organizational culture that encourages knowledge sharing and utilization as well as professional development. When a company’s knowledge-management strategy is centered on enhancing the social capital of its executives, managers, and knowledge workers, it makes sense for the company to work with providers of management development interventions. These interventions should promote reflexivity, learning through experimentation, and the ability to hold critical conversations with other managers and knowledge workers.

In a similar manner, managers in a knowledge-based economy should concentrate their attention on the standards that employees must meet. According to Horwitz, Heng, and Qazi’s research, it has been shown that certain bundles of human resource strategy may be effective in motivating and retaining knowledgeable employees.

[Citation needed] Consider the following as an example of one method that fits this category: (2003). http://HR9737 Leadership and Management Assignment SampleThe onus is now placed on management to provide employees with a significant amount of autonomy, to provide them with work that is difficult but ultimately gratifying, and to provide a diverse array of opportunities for both personal and professional development.

 

Organizations have access to a vast array of management and leadership development programs, which cover a broad number of specialist fields, from which they may make their selection.

You have access to a broad variety of alternatives, such as formal and informal processes, as well as individual and group-based strategies to choose from. If you click on the link, you will be sent to Table 19.1, where you will discover further information on the approaches that may be taken to improve one’s management and leadership abilities.

Members of the management and leadership communities are largely in agreement that the vast majority of management and leadership development activities in companies are formal and regulated by their own organizations. This is the consensus among members of these groups. This is the situation in each and every industry, including the public sector.

According to Dawes and colleagues (1996), the majority of managers acquire their management abilities via non-formal and culturally imprinted techniques inside their own organizations, groups, and communities. Specifically, the majority of managers learn how to manage people through these means. The widespread idea that formal training courses have a significant impact on the behavior of managers is unfounded (Dawes and colleagues, 1996). http://HR9737 Leadership and Management Assignment SampleIn accordance with (Dawes and coworkers, 1996).http://HR9737 Leadership and Management Assignment Sample

According to Nonaka and Takeuchi (1995), “developing method knowledge” is defined as the process of failing in a variety of different circumstances before achieving success. The ability to inspire and motivate one’s team members is one of the primary traits that differentiate highly effective managers from those who struggle in their positions.

This ability is one of the primary characteristics that sets highly effective managers apart from those who struggle in their positions (Wenger and Snyder, 2000).http://HR9737 Leadership and Management Assignment Sample There is a wide variety of paths that one may take to improve their management and leadership skills via formal education and training. Take a look at the following for some real-world instances of how formal management and leadership training might be applied: Consider the following as an illustration:

The stated objectives include things like crystal clear goals, well-thought-out action plans, monitoring from higher-ups, and either genuine education and training or a farce in its place. The authors of the study (Garavan, Hogan, and Cahir-O’Donnell, 2008) contend that formal education programs for managers and executives are seen as a strategy to increase both their marketability and their career prospects. The findings of the research support this view. When deciding whether or not to promote or advance an employee, most managers do not take into consideration the employee’s desires for promotions and advancements in their decision-making process. Maintaining the manager’s marketability is of the utmost significance in this predicament for a number of reasons (Carbery and Garavan, 2007).http://HR9737 Leadership and Management Assignment Sample

The engagement of people in formal learning and development programs may be beneficial to organizations since these programs serve to nurture the growth of a range of skill sets among workers. As a result, organizations can gain from the participation of individuals in these programs. These days, firms need to put more emphasis than ever before on planning, organizing, and redistributing their available resources.

The capacity to react swiftly to emergencies, take risks in a responsible manner, come up with inventive solutions to issues, and make informed judgments is becoming more important as time goes on.

Training and practice may help an individual develop their organizational abilities, which can subsequently be used successfully in a number of settings for the individual’s advantage. In addition to assisting with manager recruitment and retention, offering formal learning and development opportunities appears to attract managers who are actively seeking such opportunities to join their ranks. This is because formal learning and development opportunities help with manager recruitment and retention.

Individualism and self-motivation are often at the forefront of these types of development programs, in contrast to more traditional management and leadership training.

The expansion of a company’s commercial activities often does not need any extra effort on the part of the company’s management or workers; rather, this kind of expansion typically occurs naturally as part of the typical course of business operations.

The modern way of thinking sees traditional and informal leadership development as complementary rather than antagonistic paradigms, as two sides of the same coin rather than as separate learning processes, and as complementary rather than diametrically opposing conceptions. [C]ontemporary thinking views traditional and informal leadership development as complementary rather than antagonistic paradigms. According to Garavan, Hogan, and Cahir-O’Donnell (2008), managerial education is an intricate network of formal and informal learning activities that all contribute to the development of competence in a variety of different ways.

Even though it is less precisely defined than formal management and leadership development, information management and leadership development is more interwoven into day-to-day operations and is less regarded as separate activity than formal management and leadership development. Even though the majority of studies (such as Swanson, 2001) concentrate on the benefits of management development as viewed through the eyes of accountants and economists, it is likely that this is also true for the learner, who could benefit from the companionship of peers while they are at work (e.g. Swanson, 2001).http://HR9737 Leadership and Management Assignment Sample In spite of the popular consensus to the contrary, there are a significant number of people who believe that the development sector has become too focused on results, so limiting their job to an ineffective means-end analysis. In addition, it has been criticized for the fact that it does not understand that the process of making decisions on management growth is an ongoing and iterative process that requires extensive debate and analysis from the individuals who are responsible for making such choices.

Leadership and management development Template

Toolkit Strength Weakness
Understanding of market and economic behaviors Because of economies of scale and standardization, it is said that globalization provides cost advantages such as lower advertising and material prices as a result of economies of scale and standardization, as well as a larger market potential that results in lower expenses As a result, managers must be well-versed in the ability to take decisive action and make difficult decisions when faced with a high level of pressure.

 

Team role and participation Management development will become more focused on developing manager participation in the future, according to experts, and less concerned with garnering manager loyalty in the short term. In today’s context, it is becoming increasingly popular for managers to cooperate across geographical boundaries, and virtual teaming is becoming increasingly prevalent
Development programs and workshops .

 

Managerial development programs that have been thoroughly researched, planned, commissioned, and evaluated using appropriate methodology and research instruments may reap significant benefits in terms of screening out unsupported statements, deceptive rhetoric, and unwarranted truth assertions, among other benefits.

 

As a result of globalization, new customer service and call center abilities have emerged, and they have shown to be quite valuable in various circumstances over the years..

 

 

 

 

 

 

Part C – What Next: Establishing Areas for Development

The socially contentious nature of management practices is highlighted by a number of different methods, which also highlight the fact that training programs often result in an increase in unequal power relations (Reed and Anthony, 1992).http://HR9737 Leadership and Management Assignment Sample

This viewpoint maintains that workers cannot be given more agency, nor can the company profit from properly designed organizational growth (Willmott, 1997). http://HR9737 Leadership and Management Assignment SampleAbsolutism in performativity might be replaced by the fundamental freedom of individuals to establish their own political party.

This debatable point of view will ultimately result in Fournier and Grey respectively (2000) This way of thinking places a focus on a person’s continued growth and development throughout their whole life.

Opponents argue that this technique pays insufficient attention to training politics, is unaware of the implications of learning as speech, and places an emphasis on the accomplishments of individuals rather than the efficiency of the organization. According to Holton (2002), making a distinction between an individual’s values and those of a company is an error in reasoning.

Empirical facts are what critical theory is lacking, but it does not lack analytical choices.

Before management development theories may cross-fertilize and have an influence on real implementations, they need to first overcome obstacles. Sometimes academics are so wedded to their own paradigms that they neglect the research being conducted by other traditions.

It would seem that two academic institutions are engaged in a battle of egos in an effort to gain notoriety. According to Bell et al., “genre training” is based on personal experience. [Citation needed] (Mole, 1996).http://HR9737 Leadership and Management Assignment Sample

It might be challenging to arrive at a conclusion that takes into account all of the reasons. It is essential to place emphasis on the myriad of distinct aspects that comprise human advancement. It’s possible that metaphors and other types of empirical examples will be effective in the classroom.

In the fields of organizational behavior and human resource management, which are intimately related to one another, the functionalist theory is the predominant one (HRM). Because of its qualities, one critic asserts that “human resource management is inherently a modernist endeavor.”

[Citation needed] Positivism aspires to: By analyzing patterns and chains of causality, positivism seeks to both explain and predict the outcomes of social events. Studies in human resource management and case study research both often make use of this methodology (Legge, 1996: 308).

According to Symon and Cassell’s argument, the majority of researchers in the field of work and organizational psychology do not make a “conscious (political) choice to adopt positivism.” Rather than being an intentional choice, it is more of a fallback or default option (2006).http://HR9737 Leadership and Management Assignment Sample According to the authors, traditional research training is based on positivism and does not take into account alternative points of view.

This is equally true for leadership and management training.

Academics evaluate not whether functionalist aims are reached, but how well those goals are accomplished, as opposed to focusing on whether such goals are met at all.

According to Kamoche (2000) and other critics of this method, it does not acknowledge causation and adopts a unitarist stance, which argues that all members of an organization share the same goals.

It is not about “developing” individuals holistically or for the good of the company when it comes to senior management development; rather, it is mostly about grabbing ideological power (Ackers and Preston, 2021). http://HR9737 Leadership and Management Assignment SampleOver the course of time, management development evolved into a time-consuming endeavor that was not only wasteful but also potentially destructive.

This was due to the fact that consistent depictions of managerial tasks bore little relation to true managers (e.g. Grugulis, 2002).http://HR9737 Leadership and Management Assignment Sample In contrast to these generally pessimistic criticisms, there are theorists who claim that a more profound knowledge of management growth may be obtained by moving beyond concepts such as “good” and “evil” (Townley, 1998) and “success” and “failure” (du Gay et al., 1996). http://HR9737 Leadership and Management Assignment SampleBoth paradigms and discourses are useful in this situation. Paradigms

The work that Burrell and Morgan have done in the fields of social theory and organizational analysis is widely recognized.

Their work is perhaps the most famous effort in social theory and organizational research to build alternative paradigms (and free academics from functionalist assumptions). Their research focuses on organizational dynamics and social theory (1979).http://HR9737 Leadership and Management Assignment Sample

The group is conducting its investigation in two different methods. Both subjectivism and objectivism are important ways of looking at the social world and determining how to study it.

Ontology, epistemology, human nature, and technology are all characterized by these points of view. This encompasses the study of ontology. Control may range from being very rigorous to being completely unregulated, depending on the axis of a society.

These philosophies have developed throughout time: functionalism, interpretivism, radical humanism, and radical structuralism. To start, there’s functionalism. To start, there’s functionalism. The functionalist perspective is the most common. The school of thought known as functionalism is the one that is most often used. One of these intellectual traditions is called functionalism. The development of managerial skills as well as organizational learning

 

References

Alchin, I., Arthur, L. and Woodrow, C., 2019. Evidencing leadership and management challenges in early childhood in Australia. Australasian journal of early childhood, 44(3), pp.285-297.

Beauchamp, G., Hulme, M., Clarke, L., Hamilton, L. and Harvey, J.A., 2021. ‘People miss people’: A study of school leadership and management in the four nations of the United Kingdom in the early stage of the COVID-19 pandemic. Educational Management Administration & Leadership, 49(3), pp.375-392.

Bellibaş, M.Ş. and Gümüş, S., 2019. A systematic review of educational leadership and management research in Turkey: Content analysis of topics, conceptual models, and methods. Journal of Educational Administration.

Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of educational leadership & management. Sage.

Castillo, F.A. and Hallinger, P., 2018. Systematic review of research on educational leadership and management in Latin America, 1991–2017. Educational Management Administration & Leadership, 46(2), pp.207-225.

Ding, W., Choi, E. and Aoyama, A., 2019. Relational study of wise (phronetic) leadership, knowledge management capability, and innovation performance. Asia Pacific Management Review, 24(4), pp.310-317.

Ding, W., Choi, E. and Aoyama, A., 2019. Relational study of wise (phronetic) leadership, knowledge management capability, and innovation performance. Asia Pacific Management Review, 24(4), pp.310-317.

Golensky, M. and Hager, M., 2020. Strategic leadership and management in nonprofit organizations: Theory and practice. Oxford University Press.

Gümüş, S., Bellibaş, M.Ş., Gümüş, E. and Hallinger, P., 2020. Science mapping research on educational leadership and management in Turkey: a bibliometric review of international publications. School Leadership & Management, 40(1), pp.23-44.

Hallinger, P. and Kovačević, J., 2021. Science mapping the knowledge base in educational leadership and management: A longitudinal bibliometric analysis, 1960 to 2018. Educational Management Administration & Leadership, 49(1), pp.5-30.

Harris, A. and Jones, M., 2018. The dark side of leadership and management. School Leadership & Management, 38(5), pp.475-477.

Kakemam, E., Liang, Z., Janati, A., Arab-Zozani, M., Mohaghegh, B. and Gholizadeh, M., 2020. Leadership and management competencies for hospital managers: a systematic review and best-fit framework synthesis. Journal of healthcare leadership, 12, p.59.

Rehman, U.U. and Iqbal, A., 2020. Nexus of knowledge-oriented leadership, knowledge management, innovation and organizational performance in higher education. Business Process Management Journal.

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