The purpose of this report is to analyse the different factors which is considered to design the leadership, management and development (LMD) strategy for an organisation. This report increases the knowledge regarding the LMD by the use of different theories for improving the performance of the employees and leaders. The report considers the critically evaluation of the relationship between leadership development and performance of the organisation. This relationship develops the effectiveness in the organisation and improves the performance of the organisational employee. Additionally, this study also focuses on the evaluation of the functions of the leadership and management development to enhance and develop the competence of the organisation according to the international market. It also analyses performance of the management and leadership by measuring the effectiveness. This study also considers the different approaches to identify leadership and management development needs. These needs are also evaluated, selected and applied in contexts to the different national and cultural areas. In this study, some approaches are considered that improves the performance of both employees and leaders in the organisation. At last, some recommendations are also provided in the study that is very useful to improve the performance of the organisational management and employees.
Nowadays, the one and only aim of the firm is to develop a good base of the customers and to expand the business at international level. For this, there are different ways and the techniques that are used by the firms that help the firm to achieve the target and their objectives as well. In this, leaders and managers development is also one of the new and effective concepts that are used by the firm. It is because all process of the firm and the operation of the firm are handled by the leaders and the manager only that is why; every firm have their major focus on the development of the leaders and the mangers (Bird et al., 2010). So, it can be determined that there is a vital role of the leaders and the managers in the success of the firm. With the references of this aspect, this paper discusses a relationship between management development and leadership development for the organizations. This paper also analysis the different competencies in order to measure the performance of the management and the leadership. As well as, in this report, different approaches are also identified that are quite helpful for the firm for analysing the need of the development to the leadership and management.
The aim of this report is to examine the factors that need to be considered when designing an LMD strategy to build human and social capital
- To determine the relationship between effective leadership/management development and organisational performance
- To analyse competences for measuring effective leadership and management performance
- To determine range of approaches to identifying leadership and management development needs in differing national and cultural contexts
This report will be helpful for the firms to have the exact and in-depth understanding about the leadership/management development and organisational performance that is quite necessary for the firms to get success in the market and to handle the all working operation effectively. Additionally, this report will also be helpful for the firms by providing the information about the different competences that is useful for effective management performances and to better control on the leadership (Bolden, 2011). This report will also make easy for the firm by determining the different approaches that can be used by them to manage the business as well as the leadership and the management in the different contexts such as national and cultural. Although, this report is quite effective for the firms to have the detail information about the leadership and the management but there are also various limitations of this report. In this, this report is totally based on the secondary research that is big limitation of this report. It is because this report can also be done on the basis of primary findings and through this, different valid results can be generated.
For successful accomplishment of this report, quantitative research methodology is used and in this secondary method of data collection is used. It helps to generate the valid outcomes of the aim of this report.
In this report, first of all the relationship between the effective leadership/management development and after this, some competences are also discussed for better management of leadership and performance (Clarke, 2010). Some approaches are discussed in after competences and finally some recommendations along with conclusion are discussed in this report.
In the successful business management, it is needed for the firm to have the better management of the all strategies and have a good employees’ engagement. It is because the performance of the firm is totally depend o the employees performance that is why every firm tries to provide the full benefits and the advantages for the employees that helps them to perform better and to have a good consistency in the business. In this, the leadership management plays a major role in the success of the performance of the firm. It is because leaders play a major role to the lead of the employees and to motivate them towards the work and the firm as well. It increases the productivity of the employees as well as also motivates them to perform better in the business. At the same time, from the research of Gruman, and Saks (2011), it is determined that leaders not only motivate the employees but they also try to influence the employees positively for doing work effectively and to perform better in the firm. They also treat each and every employees fairly with full of transparency. It helps the firm to achieve the goals of the firm as well as also for the employees to achieve their self goals.
In like manner, there are different theories of the leadership such as transformational, transactional, trait; functional, etc those are used by the different leaders in the firm to motivate the employees and to complete the all works effectively. There is a vital role of the management and in this; there are different aspects such as processes, planning, procedures and the consistency that are come in the management (Gruman, and Saks, 2011). In the leadership, there are also different things that are completed and managed such as bring change, innovation, risk-taking, vision, etc that are directly linked with the management. In like manner, from the research of Gruman, and Saks (2010), it is determined that there are different changes that happen instantly in the firm and affect the all working operation effectively. So, in order to manage the business and the all changes effectively, leaders play a major role. It is because all changes are handled by the leaders in terms of motivate the employees, increase the productivity of the employees, etc that makes easy the firms to sustain the all changes and to perform well. On the other hand, in the research of Lo et al., (2010), it is defined that however the role of leader is quite important for the firm to perform well and to handle the all working operation effectively but the same time, managers also play a major role in the better management of the leaders and the performances of the firm. The reason in this is that all decisions of the head department of the firm are conveyed and implemented in the firm by the managers.
As well as, in the successful accomplishment of aim and objectives of the firm, there is a vital role of the management department of the firm. In the research findings of McDonnell et al., (2010), it is illustrated that although there are different leadership style that are used ort can be used by the leader for managing the business and to increase the performance of the firm as well but at the same time, the use of transformational leadership style is one of the best and effective leadership style that is quite better and effective and help the firm and increase the organizational performance. The reason in this is that in the use of transformational leadership style, leaders get some ideas and the suggestion from the employees before taking any decisions regarding the management (Müller, and Turner, 2010). It provides the motivation for the employees as well as also builds a long term and effective relationship with the employees. Because of this, it can be determined that despite of different leadership style, the transformational leadership style is quite better for the leaders to follow and to manage the performance of the firm as well.
In the successful leadership management, the skilled and educated leaders are quite necessary for the firm because it helps the firms to target the customers and to successfully achieve aim and objectives of the firm timely. There are different competencies including taking risks, problem solving, enhancing the skills, abilities and knowledge, being innovative, communicating effectively , team management, etc that are required to measure the effective leadership and management performance. At the same time, for successful business management and to handle the all issues and the queries effectively, it is needed for the firm to be flexible and to adopt the all changes effectively at one time. As well as, in the research findings of Nixon et al, (2012), it can be determined that leaders should be the innovative and always ready to share the all idea and the information effectively that helps the firm to perform effectively and to increase the customer base as well.
At the same time, from the research findings of Kerr, and Hayward (2013), it is also determined that there is a need for the leaders to be always very much adoptive regarding the learning of new things that helps the firm to manage the work and the employees to perform better in the working environment. The communication level should also be better of the firm because a proper communication helps the leaders to express their feelings and thought in front of other clearly that contribute in the success of the firm. The effective leadership can also be analyzed and evaluated by learning capacity of the leaders. Leaders who are always ready to learn so many things in the work have so many possibilities to get success and to increase the performance of the firm as well (Day et al., 2014). So, it can be determined that there are different ways that can also be used by the firms for managing and analysing the performance of the leaders.
In order to identify leadership and management development, there are several approaches such as Performance management system, Development centres, Performance planning and Assessment centres that are necessary for different national and cultural context.
Performance Planning– The performance planning is extremely important for the managing the performance of the organization. This is a beginning part of the performance management where the performance of the organizational people is planed according to the need for the business (Day et al., 2014). In this plan, the areas of performance management are identified by the management than develops the improvement plan to lead the employees to good performance. The leader of the organization should understand clearly about the performance of each individual to develop the plan according to the needs. The areas of the improvement should be focused on the performance planning to develop effective planning where the performance of individual can be increased.
The performance planning helps the organization to provide the basic responsibilities of an individual to perform well in daily work. Additionally, it also develops the career of the individual by providing growth plan that helps to self-motivate them (Rosemann and vom Brocke, 2015). The development of the career of both employee and leader is possible by providing batter performance plan in the organization which has differentiated culture. In the performance planning, it is necessary that the performance of the employee and leader should be continuously checked and measured in order to provide the best result and continually improve the skills and knowledge of them. The continuous improvement can also be possible by the continuous identification of the problems in the performance development (Krajewski et al., 2013). So, the organization can resolve the feedback timely by developing effective performance plan and improve the performance of the company.
Performance Management System– It is a tool of business operation which is helpful for an organization to measure the performance of individual for achieving the goals and objectives of the organization. In this system, the performance and progress of each individual or group are measured and evaluated by tracking the performance level according to the goals or objectives (Bowell and Heap, 2013). The performance management system also helps the organizational people by developing the clear and in-depth understanding of the goal that what and how it is to be achieved. This tool is used by the organizational management in order to measure the performance of other along with self. By the use of this management system, the performance of business and individual can be measured for motivating the organizational people. This tool is also used by the management to understand the performance of leaders also to effectively achieve the organizational goals (Kerr and Hayward, 2013). The organizational leader performs well after the evaluation of the performance of individual and groups and develops the understanding that who needs the leadership and training to provide the good performance. In this system, a leader of the group provides the effective guidance to the entire team and provides some useful instruction to perform well for the achievements.
In the performance management system, the team leader also guides the team members and provides the directions that how the organizational and group objectives can easily be achieved and define the techniques to improve the performance (Miller and Bellinger, 2014). This approach is also extremely needful to improve the organization in the different culture and nation. Additionally, the developmental needs of the employees are identified by the management in this approach to increase the performance. In this, the performance appraisal is an effective method that is helpful to fill the needs of the employee for motivating them. The organizational management provides the timely feedback to the employee to control the individual performance and develop their skills. This tool is also beneficial for the employee according to their career prospects because the good performer always rewarded to increase the motivation level. In addition, the 360 degree appraisal can also be used by the company to assess the performance of both employee and leader (Buckingham and Goodall, 2015). This appraisal system plays the significant role in order to monitor the behaviour of leader and employees by gathering the information that is related to the performance.
Development Centres– The development centres is also useful for identifying the needs of leadership and management development. They focus on the needs of the development of the employees by collecting the information related to the strength and weakness of the organizational employees. The development objectives are also identified by the development centres to provide the needs of training and skill development of organizational people (Simonenko, 2012). In addition to this, the development centres also identify the focus areas for a leader where the organizational employee needs the enhancement of skills, knowledge, and ability to provide good performance. The improvement of the performance will be helpful for the organization and employees both because it will also improve the motivation level of the employees. The development centre is also helpful for the organization because it identifies the improvement areas and strength of the employees.
The organizational leaders focus on the development of the areas where the needs of skills are required (James et al., 2013). Additionally, in these areas, the leader continuously monitors the performance of the employees to fill the requirement skill development and provide the long-term benefits to the company. The development centres identify the needs of employees, managers or leader, so it consumes the time of organization. In order to provide effectiveness in the achievement of goals, the development centre also provides the skill development programs to the employees, leaders or managers (Monaghan and Walby, 2012). The development centre also compares the employees after the developing the skills and knowledge.
Assessment Centre– The assessment centre is also the important part of identifying the leadership and management development that assesses the aptitude and performance of the employee. A set of various exercises is focused by the assessment centre that is designed according to the various aspects of the workplace environment. It is also a process of determining the suitability of the employment by providing the effective work environment according to the need for the employees (Bowell and Heap, 2013). In order to identify the need for leadership development, the assessment centre can be an effective tool. The purpose of the assessment toll is to identify different needs for the development of the performance of the employee and organization. Additionally, it also helps the employee to provide the opportunity for developing their skills and knowledge for completing the task. The assessment centres a performance management tool that has less time-consuming technique than development centre. The assessment centre assesses the performance of employees and leaders on the basis of capacity and ability at the different level of the management. The assessment centre is an arrangement of different task and activities that are provided to an individual for measuring the suitability of the performance (Day et al., 2014). In addition to this, there is a high focus on the recruitment, selection, and promotion of the employee in the assessment centre to achieve the organizational goals in an effective manner. The assessment centre provides the friendly work environment to the new employees and trained them for good performance.
From the above discussion, it can be recommended that there is a need for the firms to use the different leadership approaches for better use of the leadership. At the same time, it is also recommended that get feedback from the employees regarding the leaders’ performance and their behaviour can be effective for the firm to perform better and to increase the performance (Krajewski et al., 2013). .
From the above findings, it can be concluded that there is crucial relationship between effective leadership/management development and organisational performance. At the same time, it can also be concluded that there are different competences such as learning capacity, performance, etc that are used for measuring effective leadership and management performance. In like manner, it can also be summarized that there are different approaches like assessment centre, development centre, etc that is helpful to manage the business in differing national and cultural contexts.
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