Question:
Assessment brief/activity
TASK
Drawing on appropriate academic research and business practice,
(a) Critically evaluate the approach adopted by your organisation, or one that you are familiar with, in developing its leaders and managers, (weighting 60%)
and
(b) Provide recommendations as to how the organisation could improve its leadership and management development activities (weighting 40%).
You are required to provide a minimum of 10 appropriate academic references to support your work
Solution:
Introduction
As a traditional practice, organizations were only expected to be effective, efficient, and profitable. However, Nankervis et al. (2013) noted that in the modern extensively connected global economy characterized with constant, rapid change organizational leaders and managers are faced by fresh challenges as they attempt to assist their teams in coping up and succeeding in the face of the regular and progressive change. Leadership and management entail a process of enabling the future governance and stewardship of an organization. Hence, it is ideal for modern organizations to forge their agenda and dictate fitting values, structure, program content, measurement, and processes. This report focuses on evaluating best practice in leadership and management development in the context of Human resource management. A case study of a company (ABC city council) which have experienced HR issues would be considered.
Literature Review
According to Reed et al. (2011), organization development is a practice adopted in improving organizational performance through harnessing an increase in effectiveness and performance of both formal and informal leaders and the organizational leadership. Their adoption is significantly spread featuring in all entities with programs set to identify, measure, and improve the quality of leaders. In this context, the best leadership and management development interventions include redefining leadership profiles to a better response to current business needs, targeting future leadership needs, enhancing accountability of top management, creating a consistent development culture and customization of development opportunities. As noted by Berkes (2009), this is influenced by the fact that leaders and managers need to actively participate in different learning situations that offer them with both behavioural and cognitive complexities. Additionally, through partnership in organizational and leadership development, it is possible to establish reliable interventions which focus on enhancing individual’s self-awareness of their development needs. According to Caligiuri and Tarique (2012), this should be in line with their competences linked to the leadership/management success. This insight offers the ideal foundations for the subsequent design of a robust leadership/management interventions customized to an individual and company needs.
According to Müller and Turner (2010), the organizational competence in project management and leadership takes into account of the complexities of the project-related work. In this case, it harnesses people and other resources involved and later integrates the ideal processes, structures, and cultures in collaboration with the internal and external partners. The effectiveness of this approach is the capacity of lining the project-oriented governance and management systems with the corporate governance and management systems. In a similar perspective, Crawford and Nahmias (2010) noted that organizational competence could be achieved when an organization functions and delivers at a higher level as opposed to its current operation. This is better improved by taking into account of the people (skills, attitude, and behaviours all through capacity development.
In the leadership and management development, the professional development is inclusive of development of an individual in their roles of entire understanding of a job and improvement of skills. This is inclusive of enhancement of the existing necessary skills for implementing their functions as efficient as possible. As noted by Webster-Wright (2009), this is different from the personal development which entails accomplishment of skills and required results both in the role as a professional and in life in general. Hence, this is all about enhancing an improvement of the participant’s talents and potential in and out of their workforces. These practices can include leadership training, management training, time management, handling challenging difficult situations and communication skills.
Analysis and Discussion Currently, ABC City Council has been faced by severe reductions in government funding and as a consequence being forced in undertaking significant re-organization of its services and making a significant number of staff redundant. Additionally, the staff morale has decreased with a need………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….Please contact us to receive this assessment in full specially tailored to your company
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