Developing Manager Essay

Introduction at that place atomic number 18 certain skills that need to be learned in govern to assess the potentiality of someone in be coming a passenger car. This assignment aims to flow with this by understanding principles and practices of wariness behaviour, reviewing own potentiality as a prospective competer via stimulations and riveing plays and how to show managerial skills in spite of appearance a origin and avails context. therefore fin onlyy, addressing and analysing a real life case study and relating it to the theories learned.PART A-REPORT AND go through PLAN1.1 (P1)Management theories be an assortment of ideas and rules which aims to pre move how a business or system of rules should be managed. Therefore it centralisees on how managers and supervisors centre their concern on their goal by ensuring that they accomplish in all the business goals and the penury of employees to carry out their give-up the ghost at a high standard. There argon nume rous different subjects of steering ports that are implemented when deliberation out how their business or organization should be led. It is vitally meaning(a) to choose the right type for the business as it bay window thrust a big impact on the rungs motivation and what they produce. On the basis of the somebodyities of the staff brook overhaul in coming to the decision of what prudence modal value is shoot for up for the business. Firstly, one type of anxiety style is autocratic management style. An autocratic manager is one who enjoys the item that they are in control thus they prefer that they made all decisions of the business on their own without some(prenominal) sort of discussion with anyone else in the business. A benefit of this type of management is that it is not cartridge holder-consuming as convey can be done on time with decisions macrocosm made at a speedier rate where little batch are having to be involved. However, a disadvantage of this ty pe of management style is that is can study to a fall in motivation in the staff. As they feel that in such an environment, they do not strike lots say nor any impact on any decisions madewithin the business therefore they choose to shift to an other drawplace, in research of a elucidate opportunity where they can portray a discover influence on the business and its decisions. This type of management proves to be best in circumstances where decisions are needed to be made on spot whereas if an autocratic style of management continues for a long period of time, it can result in a swell headache for all those involved. Therefore it can be effectively employd in stipulatetings including prisons or military. Secondly, another type of management style is democratic management style. In comparison to an autocratic manager, a democratic manager enjoys to share the work with staff and depends on their co-operation to prevail the work bump offd on time and correctly. This type o f management is where employees feel more than valued by their manager and more involved in the business convert. This can be in truth undecomposed for the business as it can result it an increase in motivation where the staffs job performance is much(prenominal) part than in an autocratic environment. In contrast to this, a disadvantage of this type of management is that the staff may feel that the manager is putting likewise much work on them and pushing them to work hard as he does not feel like doing it himself. Furthermore, it can be genuinely time consuming in terms of decisions be made withal slow or the staff are having to wait for confirmation by the manager until the bordering step can be proceeded which can train the speed of the completion of the work. Also for the manager as they are having to interminably stop their concentration on their own work in order to answer the police squads question.Moreover, another type of management style is participative ma nagement style. This type involves the manager gaining feedback from all the staff before stint any decision. The advantage of this type of management is that by spring upting an promise on a major decision may mean that those flock agree that would not father in the initiatory place hence instead of beingness opposed to the changes that are being made, they agree to it. Nevertheless, a downside of this type of management is that it can take longer than usual as everyones opinion is having to be heard before forwarding to the next step. Additionally, if despite listening to the employees perspective on the change the manager restrained decides to listen to their own opinion without integrating the feedback may mean that the staff feel that the manager does not value their opinion enough thus he is choosing to ignore it instead. Comparing this to autocratic anddemocratic management, this type of management style is best in qualification the group feel more involved and mak ing it easier for the staff to implement towards all the changes coming down. It also works well in situations where the business may need to cerebrate ideas where teamwork can be convenient in coming up with virgin product ideas or marketing promotions. Lastly, one last type is laissez faire management style. In this loss leadership management style, the team are free to complete the job or task in any way they wish. still the manager is still there to provide any guidance or answer to any questions the team may have. This is beneficial in surrendering the individual to build up leadership skills which they can apply in succeeding(a) careers. On the other hand, this can prove to create conflict amongst the employees as one may feel that they can dictate over others and hurl the assumption that they hunch over only how the work should be done. advert shoot Manual, HND cordial reception Management, page 236-238 1.2 (P2)Leadership characteristics are what defines how a lea der should be and what characteristics they should consist of in order to prove that they are a impregnable enough to play the role as a leader. Also, a set of skills are also needed to help build the characteristics of a leader. Firstly, social skills are needed to build trust and respect of their classs which modifys the progression of work towards the achievements of its goals. By having these set of skills, the leader is able to work through any difficult relationship, nurtureing peace throughout the business environment along the way. Furthermore, they have to hold darling listening skills and have the aptitude to provide shaping feedback. Secondly, talk skills is where through speaking, leaders are able to demonstrate the correct capacity of keeping their staff prompt and dedicated. By listening, they can wherefore ask appropriate questions in order to assess the staffs understanding of what they are conveying. Thirdly, values is vitally important as it portrays ho w the leader accepts the diversity of the workforce and how this helps to recreate a wider perspective to the organization and making vast improvements in every aspect. By respecting the staff and preventing favouritism impart express the leader with a high level of morals resulting in being a role model for others to follow and the birth of go against leaders.Moreover, leaders must also haveorganisational consciousness or experience therefore they understand what the organisation is aiming to achieve and know all the objectives fag end these aims. They are skilful and intelligent in creating schemes within the organisation to pledge the completion of work by the groups and that all barriers are broken to allow progression within the business. Confidence is also very important for a leader to have in order to successfully take both popular and unpopular decisions without any fear or distress. The authorization go out allow them to learn from their criticisms to mount them m ake improvement and progression in all fields of their career. Furthermore, they are able to consequently persistently chief(prenominal)tain a calm manner during emergencies and busy times which can be effective in terms of helping motivation for others around them too. Additionally, flexileness is another significant characteristic that every leader should have, to allow adaptations or alterations of their leadership style to be made. This leave alone help to meet the call for and requirements of the present work setting. They must therefore be able to work with different types of people in a team to help arrive up with objectives to the organisations goals, even if a change of focalization in needed. Creativity skills can be exampleful for a leader in many ways including coming up with unique solutions to problems and plenary answers to routine questions. A creative leader can have a significant impact on the organisation through developing ripe suggestions and improve ments in all aspects. Then they can also consist of the capability to interpret technical information into simpler form which is understandable to everyone. Finally, all their characteristics have a great impact on achieving results. Their deep understanding and cognition helps to build objectives of the organisation and therefore successfully apply them to the goals which can then be accomplished. Their performance is at very high standard which is beneficial for both the organisation and the employees motivation. Employees motivation is very important for all reasons as this will then result in them having the ability to tackle even the most impossible situations.Reference ponder Manual, HND Hospitality Management, page 239-241 1.3 (P3)Communication processes is the sharing of meaningful information in the midst of dickens or more people where the transmitter who initiates a capacity to the receiver to whom the nub is directed to. The key elements involved in this process are the sender, receiver, message, context, noise and feedback. Effective communication is when goal of the receiver understanding the senders intended message is accomplished. The sender is the source who initiates the communication process and the receiver is the other person involved. In dyadic communication or public speaking, the channel which is the medium by which the message is delivered or received, is both verbal and non-verbal speaking. Verbal is when his/her voice is used to come about-the spoken word and non-verbal being the use of gestures and ones appearance. Interaction is then how one fellowship or person therefore the sender and receiver can fall each other.Therefore the participants that are involved in the process take turns either sending or receiving. Context refers to the idea that all communication process take place in some sort of surrounding. This could be in your living mode, bedroom or somewhere outside which is the somatogenic context. The event or people involved is the social context group of friends in a club. Then the wider set of situations and beliefs sleep withs under the cultural context hence it would matter if the funeral that we were attending was in a Hindu or Muslim context. The noise in the communication process is what disrupts and interferes the communication between the sender and the receiver. This can be physical or psychological. The feedback is the last part of the communication process in which the receiver responds to the senders message in the format of a spoken word, sigh, written message, smile or some other action. Without feedback, the sender will be unable(p) to know whether or not the receiver has correctly understood the intended message therefore the feedback also confirms whether effective communication has been carried out. Lastly, the co-orientation of the communication process explains how akin(predicate) perceptions and interpretations of the same object will mean that the flow of comm unication is much more efficient. This in turn increases the co-orientation. McDonalds communication process involves outpouring different advertising campaigns to ensure that customers are accessible to all the great offers and products that come available and other information such as dressing and education opportunities. They also have a media team that deals with the press. Another hospitality organisation is Hilton Hotel. Their communication process is where ownership, the Management Company, GM and key material bodyees get a login and password to Hilton OnQInsider. Important brand communications are sent via the Hilton News newsletter.References Study Manual, HND Hospitality Management, page 242-245 http//www.mcdonalds.co.uk/ukhome/whatmakesmcdonalds/questions/running-the-business/marketing/how-do-mcdonalds-communicate-internally-outwardly-and-to-its-customers.html http//www.hiltonworldwide.com/assets/pdfs/brands/Hilton_BecomingAHilton.pdf 1.4 (P4)Due to the twenty-first c entury having brought constant change, increasing technological complexity, rapidly escalating levels of competition, heightened stakeholder expectations and the rise of knowledge workers has meant that companies are having to adapt to this in order to continue. They have had to reassess their objectives, trading operations and leadership views and what makes an organization effective is also being re-examined. Now, leaders are required to have a different perspective and are evaluate to focus on factors such as psychological commitment, communication, empowerment, teamwork, trust, participation and flexibleness compared to the past who were only under the expectations to produce and make profit. Those companies that have thrived in the 21st century are those that have been able to adjust to the change and manage it effectively enough. There are particular actions that need to be carried out to reach objectives. This includes power concentration where power is not concentrated, i ncludes focus on knowledge and performance.Personalism is using their speech and power to build relationships with other influential people in the company. Paternalism is when the leader and employees relationship is not establish on dependence therefore all interactions are carried out with native license. Expectant posture is where the leaders and assistants negotiate leaving little position of responsibilities for difficulties from assistants to leaders. Formalism produce norms and values that everyone needs to follow to avoid nepotism, favouritism, corruption and impunity. Personal loyalty is where the leaders need are of less priority to the whole of the companys needs. Conflict avoidance where empowerment, independence and autonomy is leader is enforced to create a more motivated and initiated environment. Flexibility, where organisations are able to adapt their environment both internally andexternally for more equal opportunities amongst all individuals. This will allow more room for effective improvements including efficiency, effectiveness and competitiveness increasing the probability of the business being successful. In addition, currently, peoples motivation is now entirely base on personal social function and meaning at work. Mitroff and Denton (1999) argued that what gives employees meaning and purpose at work is the ability to realize their potential being associated with good or ethical organization interesting work making specie having good colleagues believing they are of service to others believing they are of service to future generations and believing they are of service to their community. The purpose is to observe how organisational coating influences the possibility of change schemes to succeed and to offer tools that the reader can use to apply to their organization. If the organizations culture is linked to the mission and goals of the company, employees are more motivated to change. A cultural analysis is carried out to ena ble the planning and implementation of organizational change. There are two ways in which culture can be understood-cultural insight is the degree that organization members are prepared to accept change and cultural assessment is the first cause of the problems that delay stronger performance. Barros and Prates (2006) carried out a study on the main cultural traits present in Brazilian organizations which showed that managers bought a management style that imitated the characteristics of Brazilian culture into their organizations. Hilton Hotels organizational structure is called the formal organization. It is flexible where personal and social relations are not required. Each clean-cut area, division or branch of the organisation is powered by a certain manager who directs all activities occurring there. It involves two spans of management-wide and narrow span. Due to the highly competitive market after the 9/11, the Executive Board of Hilton UK and Ireland appreciate that they n eeded to invest more time in development where they then introduced the talent development. This was given great importance on the Boards Three Year Strategic Plan where they intended to make people feel more valued and provide them with the opportunity to work and achieve their best potential. They also used coaching in order to help them achieve their HR programmes which included Hiltons New Leadership Styles political program and Hiltons Personal Development Plans for employees.References StudyManual, HND Hospitality Management, page 246-251. http//www.managementparadise.com/forums/human-resources-management-h-r/214926-organisational-structure-hilton-hotels-corporation.html http//www.fullpotentialgroup.co.uk/Page.php?ID=FPG_Case_Study_Hilton 3.1 (P8)I would motivate my team to achieve the goals and objectives of the company if I am unable to increase their payment by the following steps. Firstly, I believe in my teams objectives therefore they will then sense this through your dedication and will respond to this. Secondly, I model the behaviour I want from the team hence communicate and interact with others in a professional manner and set aside some time by putting extra hours into your job as a leader beside your team. Thirdly, I keep a positive attitude thus ensuring that every foresee succeeds by resolving every issue related to it without giving up. The team will pick up and respond to this positive attitude accordingly. Moreover, be clear on my goals, this will ensure that the team are alert and know what all the goals are and what their leaders expectations are of them and therefore this will result in them knowing what they need to do as a team member to ensure all the goals are accomplished. Additionally, I get feedback from the team members by listening to them and separating the message and issue from the person. This will lead to the team being less hesitant in coming to me in the future. In addition, set expectations so even that I may or m ay not adopt their suggestions, leaving them to be less defeated and surprised with the outcome. Furthermore, I try to avoid mixed messages like for example, when a parent says to their child Any time you have a problem, you can talk to Mommy or Daddy? but when they do come to you, you become all irritated and scream at them telling them to come back later. If you send these type of mixed messages to your staff, this can result in things becoming harder that they already were in the case of getting them to act the way you want them to. Also, know the difference between exhorting and belittling hence bring out the difference between making my team do better rather than telling them that they arent there right now. For example, if after a rehearsal of choir, I say I want to see confidence in your eyes when youre singing is better than you idiots, you dont even know the music. Likewise, I be correct in private,if I see some fault in one of my team member whether it is to do with atten dance, punctuality, dress or general professionalism, I touch them about it in private rather than in public where I will only just end up embarrassing them. Furthermore, I praise them in public so they look good in the eyes of others and this can also result in others being motivated to improve their own performance. Lastly, I believe in my team. Reference Study Manual, HND Hospitality Management, page 292-295 3.2 (P9)The team turnover can be unbroken low by developing and describing the mission, policies, objectives of the organisation. Secondly, establish formal and informal organizational structures to give authority and share responsibility. Thirdly, set priorities, review and revise objectives. Moreover, communicate effectively with the team, other groups and community. Furthermore, select, motivate, train and appraise staff. In addition, secure funds, manage budgets and evaluate accomplishments. Finally, be responsible to staff, the larger enterprise and the larger communi ty. Reference Study Manual, HND Hospitality Management, page 296-298 4.1 (P10)The managerial and personal skills that will support career development are being able to identify, organize, plan and deal resources including time, money, material and facilities and human resources. Secondly, being interpersonal therefore working with others-participates was a member of a team, teaches others new skills, services clients/customers, exercises leadership, negotiates and works with diversity. Thirdly, ability to watch and evaluate information, organize and evaluate information, interpret and communicate information and use computers to process information. Also, work with systems hence understand complex interrelationships. They will then understand the systems, monitor and correct performance and improve or design systems. Moreover, can work with a variety of technologies, this includes selecting technology, applying it and maintaining and troubleshooting equipment. Furthermore, they also consist of the basal skills such reading, writing, performing arithmetic and mathematical operations, listening and speaking. They have the view skills so can think creatively, make fast decisions, solve problems effectively, protrude and know how to learn and reason. Lastly, they have