Solution
Task One-1365
1.1 External factors driving need for leadership and management within organisations
In modern organisations, an organisation leadership and management is impacted by a set of external factors. These could be successfully assessed through the application of PESTEL (Political, Economic, Socio-cultural, Technological, Environmental and Legal factors (CIPD, 2021). Modern organisations are in a position of using tools including PESTEL for appreciating the key factors considered to harness an organisation ability to be competitive.
The external factors which drive the need for leadership and management within organisations hence include;
Political (Trade Policies and Requirements)– Organisations particularly those operating in the international sphere are largely impacted by political relations of host nation and their headquarters/background (Azmeh et al., 2020). Also, trade policies impact organisations operations in various sectors.
The influence of leadership and management in acquisition of skills and knowledge is evident on the scope in which they are in a position of navigating their political environment and ensuring conformance with the trade policies. The global leaders are similarly required to hold positive international relationship skills to venture into the international markets.
Economy (Performance influenced by competition)– According to Long et al. (2020), in an organisation operating in a specific business environment, their financial factors influence their global exchange rates and competitive landscape. To the leadership and management teams, this is relevant for evaluating the competence and knowledge possessed and the scope of reduction of their overall operational costs including changes in the source country of their raw materials. Also, acquisition of knowledge on strategic planning for competitiveness is essential.
Social-Cultural (Labour market changes and Market Demographics)– The socio-cultural factors are identified to be inclusive of the changes in labour market demographics and amongst employees (CIPD, 2023). These could be classified into the culture change impacting how the relations of different stakeholders is harnessed.
This impact on leadership and management by assessing the needs in the labour market and establishing entire expectations. A Leadership and management in modern organisations are equally impacted by people management demands and make sure the societal values are pursued which is a core skill amongst leaders and managers.
Technology (Increase in Digital Technologies Usage)– The increased demand for the application of ICT in workplace improve efficiencies and quality of products and services developed by an organisation. This is an indicator that the leadership and management ought to leverage on technical skills such as eLearning, HRIS and digital technologies important for people management (Falola et al., 2022). Also, technologies harness leadership and management identification of potential areas for investing and harnessing their agility in change management.
1.2 Key differences of leadership and management roles and styles; implications for organisational effectiveness
The leadership and management are often used collaboratively but distinct. The core difference of the two concept is that leadership entail influence, motivation and facilitating their followers to input on organisation success. Conversely, according to Demir and Budur (2019), the management is involved in controlling people for accomplishing their specified objectives.
Leadership and management roles
Leadership entail influencing and developing a specified vision with management involving controlling and exercising authority. This is with the leadership being viewed as being visionary and prioritise on future of the organisation (CIPD, 2022). Nevertheless, the vision is implemented by the manager directly controlling entire resources and ensuring they are controlling entire resources while aligning them with organisation goals.
Leadership operates in a futuristic basis with management being concerned with current. For instance, Prestiadi et al. (2019) argue that leaders are in a position of working as visionaries prioritising on where they want their organisation to be in time with the management prioritising more on today achievement. This is as stipulated in the organisation goals with entire procedures and processes of resourcing and budget management executed (Eseryel et al., 2021).
The leadership roles of vision and influence has a positive implication on harnessing effectiveness by making sure workforce is inspired for achieving strategic planning with a positive influence. Conversely, the management play the role of controlling existing resources which include the human capital and monitoring them in tandem with set goals and objectives of an organisation.
1.2 Leadership and Management Styles
The McGregor Theory X and Y of Motivation entail Theory Y focusing on individuals motivation with Theory Y stipulating on aspects of recognition and rewards (Wangdi & Tobgay, 2022). The identified approaches are distinct in regard to the scope of maintaining an increased employees motivation. This is while the Management in Theory X being in a position of pursuing authoritarian strategy with theory Y pursuing decentralised style.
Scientific Management Theory–
Please click the icon below to access this assessment in full