Leading and Managing People - Assignment Example

Leading and managing people [Insert al Affiliation] Question It is usually a requirement, for an effective and efficient management to allow the members accomplish their goals and objectives at their workplace. They will enhance all the stakeholders to maximize their strengths and minimize their weaknesses and ability in contribution to the accomplishment of the goals of an organization. A successive staff management in addition to leadership usually promotes higher motivation, engagement, growth and development among others. For instance, it is very fundamental and important for the management to look at management and leadership of all stakeholders. In this instance Ross was an effective leader because, he was understanding in the first instance and there and therefore knew the strategies of handling conflict management. The management should understand their staff and ensure they motivated at the first place, development, get inspirations and conflict management to facilitate achievement of organizations goals. This is portrayed in the sociogram that show Ross as an motivating leader. From my understanding and the question, a critical review of leadership and management in this group would involve team building. Firstly, this group lacked the team building techniques. For instance, in a group there exists a variety of personalities with diverse and distinguishing characteristics, skills, requires different kinds of motivation for the achievement of an organizational goal as portrayed in the sociogram. This is shown in the group that portrays Ross as an effective leader. The management should, therefore, understand that they are dealing with different kind of people in the workplace, for example, some are introverts and others extroverts and both should be handled differently depending on their reactions and also try to tame them in conflict management. For our case, this is a group of individuals who are independent and with different abilities, skills, attitudes, temperament among others but they are committed towards the achievement of a common goal and objective. Therefore, it is important for all group members to work for a mutual benefit and goals of an organization. In this case, a leader and not necessarily a manager are required to enable this group. Conflicts that are unavoidable in an organization as a result of various factors should be handled carefully. All the members are entitled to work collectively and collaboratively and be aware of their roles, responsibilities and accountability for their work. For instance in this group, Ross lacked the effectiveness in team building as the project leader.They also should feel proud and enthusiastic about their work and enjoy mutually the fruits of their teamwork (Mullins, 2006). It is typically evident as observed from most organizations that teams that work efficiently usually shows and portrays their compassion, models, confidentiality, enthusiasm, ambition among others (Mullins, 2006). Secondly it is usually very crucial for the leader in the identification of the individual needs of a group. This is a result of a diversity of diverging needs of the different members of a group. Firstly, from my careful observation and analysis, a leader of this group is required to have a discussion with the members on how efforts of the team members would promote broader and bigger organization. The leader should involve decision making on whatever he believes so as to strengthening the alignment. An effective leader is required to go beyond the underlying symptoms and be able and careful in an identification of the causative effects. In a session of team building, that is based on a systematic and unequivocal analysis of the various issues usually have a greater possibility of the success of the group or organization. (Mullins, 2006). From my observation and explicit analysis in this group, the process of assessment needs investigative action, the compilation of information, and lastly information processing. This crucial procedure of team assessment is mainly broken down into a variety of stages that involves the following: The method of data collection and the resources of data collection is a requirement (Brunetto, 2011). The building of the team is required to be in a position of addressing operational, strategic and interpersonal relations and issues. The collection of the information should focus on what are the strengths, opportunities and the weaknesses of an organization. After I had carried out my investigation, I was able to find out that in building an effective team, the team builders should help in the strategic design of their objectives and issues and Ross as a leader should possess team building skills. Additionally the gathering of the information is entitled to focus on the way the team can enhance positioning of itself to promote predetermined success and achievements (Edward, 2010). Additionally, the leader can use various approaches to the team building as discussed below. To start with, setting of the goals is a primary thing that requires involving all the team members. In most instances, this frequently means being objective and promoting the development of goals of both an individual and those of a team. From this project it is evident that Ross was competency because he had initiated setting of the goals of the project group as shown in the sociograms. This is usually designed to aid in strengthening the motivation of individual members for the achievement of term objectives. Through identification of the outcome levels, the team often determines the required predetermined resources. The personal characteristics may be altered through the discussed intervention. A successive setting of the goals will ensure that the team will work towards achievement of the organizations goal. Secondly, clarification of the role is usually necessary. Increased communication in the organization should be promoted, and their roles ought to be clearly defined. The members of the team should improve the understanding of their various roles, responsibilities and accountability in the team. The discussed intervention gives a definition to team as an overlapping set of responsibilities, roles, and accountabilities as portrayed in the sociograms, this shows the competency of the Ross as project leader. This is often used by effective team leaders as a tool for improvement of the diverse personalities of the members. Additionally, the work structure through negotiation, definition, and adjustment of member’s roles is clearly portrayed. The individual members are also given an opportunity to the identification of their talents and put them into optimal use for the mutual benefit of a team. These qualities were lacking in Ross that portraying his incompetency. The team members need also to understand their interdependent and success or failure of a single individual will affect the organization as a whole (Brunetto, 2011). Problem-solving in a group is also critical. All the members are involved in active planning, and solution implementation and evaluation of the particular solutions. Members should engage themselves in goal setting and development of their interpersonal interrelationship and work in the improvement of organizational mission. This important quality lacked in Ross as also portrayed in the sociograms. Therefore, creativity and critical thinking by members is of the essence (Negotiating, 2010). In conclusion, proper interpersonal interrelations are to be encouraged to avoiding the potential conflicts. Therefore, good communication should be encouraged to develop confidentiality and trust among the team members. This important personality and skill lacked in Ross as he could have made communications with me before making a decision of punishment. This portrays Ross to partially competent in the Project as a leader.This usually requires a leader to promote the development of openness and trust among the members. As a result of this, higher levels of cooperation will be achieved in line with the accomplishment of the team’s objective (Ehrich,  1999). Sociograms Emotiograms. Question 2 Competence in any group is usually a requirement and, therefore, the ability of a team should be enhanced through good leadership skills and management. All the members should be motivated towards the achievement of the goals of an organization. Their various skills, talents, and interpersonal characteristics should be identified for the mutual benefit of the team (Negotiating, 2010). To start with, advising the members and helping team is crucial in the team. The team leader or the manager should address the knowledge, skills, interpersonal characteristics, temperament, and attitudes among others. For instance, provision of necessary direction, support, feedback and directing the members where they go wrong is useful and important for the continuation of a group (Brunetto, 2011). Secondly, the close examination and assessment in a team is still crucial. This usually focuses on the capability in pursuance in a task, their conduct and in the management and leadership in the group. This will promote the creation of an ethical environment to deal with ethical dilemmas that are evident and potential in this group. Apparently, the equity inclusive of diversity is required to be considered. This usually involves the use of skills and knowledge that are required in a particular work and in the creation of conducive environment for the members to feel part of the team. This will create mutual trust and confidence, and the members will work for the best interest of the organization (Ehrich,  1999). The ethics of the professional engagement of the members of this team need to be evaluated. It is essential for the members to follow ethical standards and guidelines that have been stipulated by the professional bodies. A mirror approach in the test for the standards or the principle-based approach to the ethics can be applied. Individuals should look at themselves in a mirror and see themselves as ambassadors of a team who have acted in an ethical manner. Reliance on the work of an expert should be put into consideration in areas the member’s needs technical advice (Negotiating, 2010). Another critical evaluation area is the values, vision and the mission of the group. This majorly involves the skills, attributes and ethics issues of a member to the current contribution for the group. This scope integrates the root of professionalism, and the commitment of the members ensures an understanding of vital philosophies and values within a group (Brunetto, 2011). Another key competency range is the leadership. The leaders should address the issues relating to the knowledge, expertise, skills and attributes of the team members. Through this, the leaders will be able to manage their colleagues by ensuring that each stakeholder work for the mutual benefit of the group and not be driven by self-interest motives (Cook, 1997). The personality foundation of each member is another critical evaluation area. This involves the assessment and the analysis of the intellectual capacity, attributes, expertise, and skills among others to promote maintenance of emotional, physiological and psychological needs of the members (Brunetto, 2011). The rules, guidelines, policies and procedures should be addressed. The members should ensure that they are in conformity with the acceptable standards of a profession. Additionally it is essential for the group members to follow the set rules and regulations for the team and be personally liable for objecting. Sound penalties can be put in place to ensure that in case of failure of the latter, members will bear the set consequences. Also, fairness should be promoted, and no member should escape the set limits in case he/she breaks them (Cook, 1997). In conclusion, this critical evaluation will satisfy the needs of the team. Thus, promotion of the achievement of the goals of an organization will be promoted. For instance, appropriate methods of handling different situation including problem-solving among others will enhance confidentiality mutual trust and cooperation within a group (Brunetto, 2011). Question 3 In a context, there is a need to for efficiency improvements in the business conditions and enhance the delivery of value in the organization. In our case, this competency is applicable in UK in the business and employment situation and can be used in solving various aspects in the business in UK. The UK approach ethics is mainly guided by the principle-based approach to ethics (Ehrich, 1999). Firstly, the ethical competency consideration of the staff and the management is an appropriate application in UK which is guided by the principle-based approach. It usually appears that to the creation of a strong relationship with people is sometimes challenging as a result of the diversity of their interpersonal characteristics. A mutual connection is of the essence and should, therefore, be developed. Skills of relation and socialization within an organization need to be addressed, a case that is appropriate for organizations in UK. The key benefit to socialization, a case that is applicable in UK is that connectivity with others is promoted (Brunetto, 2011). A good relationship should, therefore, be promoted to encourage both personal and organizational goals. In UK, a corporate can best achieve the vision and mission objectives if the members of the organization work for the best interest of the organization (Negotiating, 2010). Additionally in relation to Britain, workers should ensure that they are in harmony, friendly and respectful to their colleagues. When the individuals in a team especially in an organization, mutually interact well with others, there is a benefit of own contentment, employee satisfaction among others (Cook, 1997). To conclude, the framework of the competency and its assessments provides a sketch of the organization of the requirements of development, the potentiality of leaders, diversity of individual characteristics, talents among others. This is a case that is suitable for application in UK. The staffs, therefore, get a clear understanding of further engagement and development of their career (Cook, 1997). References Brunetto, Y., Farr-Wharton, R., & Shacklock, K. (2011). Using the Harvard HRM model to conceptualise the impact of changes to supervision upon HRM outcomes for different types of Australian public sector employees. 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