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Sample on the devloping manager

Sample On

THE DEVELOPING MANAGER

By


Sample on the devloping manager

TABLE OF CONTENTS

INTRODUCTION ........................................................................................................................................................ 3

TASK 1 .......................................................................................................................................................................... 3

1.1 The different types of management styles used in the working of an organization ............................................ 3

1.2 The leadership characteristics required for an organisation ............................................................................... 4

1.3 The communication process required in the working of the organisation .......................................................... 5

1.4 The analysis of organisational culture and change in an organisation ................................................................ 6

TASK 2 .......................................................................................................................................................................... 7

2.1 Assessment of own management skills performance ......................................................................................... 7

2.2 Personal strengths, weaknesses, opportunities and threats .................................................................................. 8

2.3 Prioritization of objectives and targets to develop own potential ....................................................................... 9

TASK 3 .......................................................................................................................................................................... 9

3.1 Lead and motivate a team to achieve an agreed goal or objective at Thomas Cook Group ................................ 9

3.2 Managerial decisions for goal achievement and recommendations for improvements ..................................... 10

TASK 4 ........................................................................................................................................................................ 11

4.1 How own managerial and personal skills will support career development ..................................................... 11

4.2 Career and personal development needs, current performance and future needs to produce development plan

................................................................................................................................................................................ 12

CONCLUSION ........................................................................................................................................................... 13

REFERENCES ............................................................................................................................................................ 14

INTRODUCTION

One of the most essential tasks for business organizations nowadays is to keep their employees happy and

satisfied so that they can enhance their productivity. Further, managers play a vital role in motivating their

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Sample on the devloping manager

employees. It is the top most responsibility of the manager to motivate all their workers so that they can give their

best (Custódio, Ferreira and Matos, 2014). In this regard, the present study will carry out comparative analysis of

two organizations i.e. of hospitality and tourism. For this purpose, Thomas Cook and Hilton hotel has been taken

into consideration. It provides all the information about potential manager as well as their skills and competencies.

Different leadership characteristics and management styles are also going to be presented in this research. Further,

the whole study is based on personal development and the career of managers in the field of management. It

explores a range of management behaviour principles and practices and various personal development skills

required to achieve the growth.

1.1 The different types of management styles used in the working of an organization

Each and every manager adopts a method to manage and control his/her employees. The management

styles depend upon the existing culture and structure of the company. Also, the nature and mind-sets of the

workforce affects the working of management styles. There are mainly four types of styles which are briefly

described below:

Authoritative management style: Here the managers, superiors and leaders have the sole responsibility to

take decisions without considering ideas and suggestions of the subordinates (Wang and Poutziouris, 2010).

The guidelines and policies are formulated by their bosses for the subordinates in a steady manner. This

develops lack of confidence and motivation in the employees and hinders their creative and innovative

ideas to benefit the company. The system becomes monotonous and lethargic.

Participative management style: Democratic style of working develops employee-friendly environment in

the workplace. In such style, 'feedbacks' from the employees are crucial element. Thomas Cook, a global

British travel company follows this style. There is an effective and healthy communication between

management as open discussions is e held to analyse new ideas, plans and innovations.

Free-rein management style: In such type of style, the managers are hired but they do not contribute much

in the organisation (Goble and Horm, 2010). The employees take their decisions on their own and manage

the tasks accordingly. This style has a demerit that the employees may not have the knowledge to decide

what is right or wrong and ultimately some inappropriate outcomes arise.

Affiliative management style: Hilton Hotels is an example of this style, where the managers are not only

good mentors but efficient listeners too. The managers interact with their subordinates more often to find

their suggestions and concerns (Arnold, Fletcher and Molyneux, 2012). Instead of being in their respective

cabins they walk around to know whereabouts of the environment of the company.

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1.2 The leadership characteristics required for an organisation

Managers react to change while Leaders create change. The two organisations can be evaluated to study the

characteristics of leadership qualities that are given below:

Communication skills: High level of communication skills are the foremost quality required for good

leader. They must be both good speakers and good listeners to communicate at all levels of the

organisation. Hilton hotel leaders deal in hospitality industry where they have to deal with the visitors

directly through face-to-face meetings while Thomas Cook leaders have to provide guidelines to their

clients and tour operators through mails, faxes and other indirect communication methods in case of long

distances.

Team orientation: As it is well known that leaders have followers who work as a team to obtain their aims

and objectives for the organisation. The leader should put strong emphasis on teamwork. Here in Thomas

Cook various tour operators work under a leader who provides appropriate guidance in framing and

developing trips and tours foe the tourists. While, the leaders of Hilton focus on providing luxurious and

comfortable stay to their visitors with a team of hospitality, kitchen staff and housekeeping staff.

Charisma and passion: Charisma and passion plays a large part in the working style of a leader. The feeling

of passion among leaders make them built strong emotions to define their vision and captivate it. Through

this quality they are able to inspire and encourage their followers to achieve the purpose of organisation.

Hilton hotel leaders are passionate towards there goal to satisfy their clients visits and meetings while the

leaders of Thomas Cook especially satisfies their tourists with adventurous and heritage visits.

Innovations and creativity: Leaders are the one who promote new innovations and ideas even at the time of

emergencies. The posses good foresight to predict the future outcomes and consequences that will occur

when an action is taken. Here, Thomas Cook leaders are an ample example to justify this quality of leaders.

As they are always in search of new exotic destinations and heritage sites to explore it for their tourists. On

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the counterpart, Hilton hotel leaders promote the new and creative ideas at a slow pace as focussing on

practical aspects of the suggestions.

1.3 The communication process required in the working of the organisation

Within an organisation, sharing and communicating information, plans, procedures thoughts and ideas are

done every single minute. This critical process is applied according to various elements given below:

Formal and Informal communication:

On the basis of organisational structure, there are two sub-types which are - Formal Communication and Informal

Communication (Bolman and Deal, 2014). The above mentioned companies follow the formal channel of

communication. Here, the flow of communication is smooth, timely and accurate. It enables the information to

travel in standardize form and in routine manner. But also obstructs free and uninterrupted flow of information.

Informal communication helps in clarifying what the subordinates think and feel about the working culture of the

company. Though the chances of inaccurate and half-truth and misinterpretation communication too occurs which is

a severe disadvantage for the company.

Upward, downward and horizontal communication:

The use of downward, upward and horizontal communication makes the communication process clear and

coordinating. Firstly, the downward channel where objectives and plans flows from the superiors to subordinates.

Secondly, the upward channel travelling reports, suggestions and grievances from the subordinate to the superiors.

Last, the horizontal channel exchanging thoughts and experiences among the subordinates of the same level and

post.

Thomas Cook and Hilton Hotels perform and are benefited by all the mentioned type flow of communication

among its organization.

Verbal and Oral communication:

Expressions are stated orally and in written form. In the oral communication exchanges are done through face-

to-face, mechanical or electrical devices. On the other hand, communication is reduced to paper work including in

form of manuals, notes, circulars and magazines in the written mode. Both the companies are evolved with this type

of channel for communication.

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1.4 The analysis of organisational culture and change in an organisation

The specific environment which governs how the workforce behaves in an organisation describes its

culture. It can be better understood by examining various organisational culture and change given as follows:

Power Culture: Organisations adopting power culture respond quickly to the events happening near by

them but are heavily heavily dependent on the abilities of the people at centre. They tend to attract people

characterizing political and power oriented mindsets and to take risks. Control over resources is the main

power base of their culture with some elements of personal power at centre.

Role Culture: According to this culture the organisational structure is like building supported by columns

and beams. The functioning is characterised by strong functional or specialised areas coordinated by

narrow band of senior management at the top and a high degree of formalisation and standardisation. Hilton

hotel have role culture in there organisation, the manager are assigned positions according to their

respected role. They work according to the duties and responsibilities specified to them and perform the

activities with respect to prescribed standards.

Task Culture: The task culture is job or project-oriented, the emphasis is given on getting the job done. To

bring together appropriate resources and right people at right level in order to assemble relevant resources

for completion of the task. Thomas cook has applied the culture in order to create a wide and effective

impact on the organizational management. This measure has helped the organization in efficiently

managing and accepting change management for the business. Hilton on the other hand could not adopt this

measure due to hierarchy of roles and services provided.

2.1 Assessment of own management skills performance

At the time of working within the hospitality as well as travel and tourism sector there are various

management skills required by each employee. For the position of manager, I need to perform various business

operations in a more effective manner which requires several skills:

Communication: It is considered as most important parts of any organization which must be carried out in an

appropriate way. Within hospitality industry I need to have better communication skills. For the same, I possess this

ability through which I am able to communicate with all my subordinators as well as customers in an appropriate

way. It is all about the verbal communication and appropriate spoken language (Mujtaba, 2014). Further, it is the

best management skill through which my co-workers can easily share different ideas with me.

Decision Making: It is another most important skill which is required by the manager of each and every

organization. I possess this skill in which I can take right decisions at right time. Manager is responsible for all the

important decisions regarding employee management, motivation, strategic development, change management etc.

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(Briggs, Morrison and Coleman, 2012). Here, I can take such decision carefully at the time of requirement.

Problem solving: While managing a whole organization, manager must have appropriate skill through which

he/she can easily resolve any type of queries or problems regarding their employees or company as well. I can

derive a best solution of different problems as I have a great problem solving skill. I always consider every problem

as an opportunity and try to develop best alternative from this.

Leadership skills: Lastly, leadership is also considered a most important skill which helps me in leading all

my employees and motivating them. I possess this skill and work with some basic rules (Hirschi, Niles and Akos,

2011). It is considered as a most important skill required by the manager of any organization.

I have gone through the assessment of my own management skills which helps me in achieving the best results

and my target such as:

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2.2 Personal strengths, weaknesses, opportunities and threats

As per my own assessment I have found various personal strengths and weaknesses such as:

Strength: The main strength which I possess is my management skill through which I can carry out all my

tasks in an effective way. It provides me wide range of opportunities for the growth and development of the

organization. Here, I am having a management skill with appropriate communication. It is the most effective skill

through which I can easily communicate my ideas to supervisors. By this, I can give training to the entire fresher’s

which leaves my positive impression on them (Gold, Thorpe and Mumford, 2010). Further, I can gain the trust level

of my co-workers and motivate them to perform all the tasks effectively. It is my major strength due to which I can

manage the entire work appropriately and learn more about the particular field. My leadership and better decision

making skill is my another strength through which I can complete all the tasks on the given deadline. By leading all

the employees effectively I am able to create a friendly working environment (Turner, 2014).

Weaknesses: At the position of manager within an organization I must have all the skills through which I

can better lead my employees and manage all the work. At this time, I have faced several difficulties such as: low

confidence level and public speaking. It is my major weakness which demotivates me sometimes and I am not able

to speak publicly. In this regard, I require various skills at the time of managing whole organization (Paglis, 2013).

For this, I need to adopt various factors through which I can speak publicly. Due to the lack of confidence I face so

many issues and miss various important deadlines as well.

Opportunities: At the time of managing the functions of organization I am able to learn several new things. It

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helps me in giving better training to all my colleagues so that they can perform more effectively. It provides me

several opportunities as I am able to develop my knowledge and information in the different fields. It boosts my

professional and career growth and provides me several solutions as well.

Threats: Lastly I have assessed my performance and find out that there are various threats which I face. In this,

due to the low confidence level I am not able to speak publicly which might become a biggest threat for me

(Hallinger and Bryant, 2013). It enhances my stress level through which I can’t work properly and meet out the

given deadlines of the work.

2.3 Prioritization of objectives and targets to develop own potential

One of the most important tasks for the manager is to set different priorities which need to achieve first by

me. For the same, I have developed so many objectives and targets which I need to achieve in upcoming year i.e.

Deadline: It is quite essential for me to meet out all the deadlines so that I can enhance the level of

productivity within the firm and also develop the positive brand identity in the mind-set of customers. For this, I

have set my deadline for upcoming 1 year in which I have to complete all my pending works.

Research: Another most important target is on the research work through which I am able to set better

future directions and enhance my skills as well. It provides me a chance to enhance my knowledge and expertise

within the different areas of field (Janeiro, 2010). By this, I may take several new initiatives which are quite

beneficial for my company. Here, in this regard, it can be determine that it is another most important objective

which I need to achieve within the set time frame.

Practising: Among different priorities it is also my most important priority to carry out the effective

practices. By going the regular practising I am able to connect with all the things and easily learn and grow. Due to

this factor, it is important for me to go through the practising on regular basis and it is becoming a most important

objective for me.

I have already set some targets for next 1 year which I have been given here and it needs to be achieving as

well.

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3.1 Lead and motivate a team to achieve an agreed goal or objective at Thomas Cook Group

As per the given scenario, I have recently joined as the position of assistant manager at Thomas Cook. For

this, I am having appropriate skills and capabilities which help me managing my work as well as employees

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appropriately. Further, there are some set objectives and goal of Thomas Cook which they require to achieve

(McGurk, 2010). Here, in this regard, I have noticed that there are some major issues faced by company regarding

the performance of employees and productivity. As per my position, I have taken several decisions to overcome with

these problems and improve the overall performance of Thomas Cook.

Proper set alignment of goals and objectives: It is quite essential to set appropriate goals which company

needs to achieve. For the same, Thomas Cook requires to set personal goals for their employees so that they

contribute in this more effectively. Workers try to achieve such personal goals more appropriately on a given

deadlines as it hampers their overall performance as well.

Appropriate motivation theory implementation: There are various motivation theories such as Frederick

Herzberg motivation hygiene theory, Maslow's Hierarchy need theory etc. Here, in order to overcome with the

existing problems Thomas Cook can achieve Fredrick Herzberg theory by which they can retain their employees

more effectively (Lunenburg, 2011). In this type of motivation theory, company can motivate their employees by

including several non-monetary benefits. Through this, workers feel motivated and try to give best contribution

towards the productivity of company. Through this, company can reward their employees in a best manner and

motivate them to perform all their tasks effectively. With this, they can achieve their set objectives and goals.

Friendly work culture: It is quite essential for Thomas Cook to develop friendly work culture within an

organization (Kor and Mesko, 2013). By this, all the employees can easily coordinate with each other and share their

ideas. It boosts their confidence level to work together and motivate them for the completion of tasks on a given

deadline. Further, it can be determine that it is the most effective measure through which Thomas Cook can easily

overcome with the present issues and enhance their productivity as well.

3.2 Managerial decisions for goal achievement and recommendations for improvements

As per the above discussion, it can be determine that all the above given managerial decisions are made to

support achievement of agreed goal or objective. For achieving set goals and objectives of company I need to put

more emphasize on active listening. Through this, I can take several ideas from my team members as well as senior

management team. At the time of reviewing strategies of Thomas Cook it has been founded that customers are key

part of company (Wholey, Hatry and Newcomer, 2010). For the same, it is essential to provide high class customer

support service by motivating all the employees. In this concern, they must involve their employees in the decision

making process so that they feels motivate and contributes highly towards the production in company. They can

provide high quality services to all their customers and enhance their satisfaction level as well. It helps them in

gaining their consumer base by effective utilization of business resources.

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In addition to this, I can achieve my goals in several other ways with the help of incorporating these

recommendations in this process. For this concern, there should be a close monitoring of all the employees under

which work record of all the employees should be tracked (McCaffery, 2010). On the other hand, there must a

proper performance management system which helps in tracking performance of workers on the basis of numerous

factors such as deadline, earned points, client meeting, successful completion of projects etc. These are some

parameter’s which helps Thomas Cook in goal achievement.

4.1 How own managerial and personal skills will support career development

The personal and managerial skills improves and carters career development of an individual in today's

competitive environment. The personal traits like attitude, behaviour, sincerity and dedication towards the work

glorifies the career. While the communication skills, thinking and learning process are components of managerial

skills. The following are the outcomes achieved when one engrosses these qualities:

1.Growth and Development: The individual is benefited by its personal growth and improved skills. As a

psychological fact growth and development provides the core satisfaction in the mind of a person with the

increment and promotion in the salary and post.

2.Learning Outcomes: Learning brings self-actualization in the person. The person is able to realize his/her

potential and capability to perform any task. Also, to deal with problematic situations in wiser manner

(Briggs, Morrison and Coleman, 2012). The experiences not only support in learning process but it also

brings in innovative ideas in the individual's life.

3.Good decision-making: As it is known, experience brings in good decision-making power. When an

individual works in an organization for a longer period of time he/she becomes aware of the internal and

external factors affecting the company (Gold, Thorpe and Mumford, 2010). Therefore, the person is able to

identify and manage the tasks given by the managers effectively through good decision making power.

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4.Improves leadership qualities: The leadership qualities like sharp perception, self-assessment, team

building and better motivation skills form a better leader. The person is able to acquire more and more

opportunities not only in the personal context but in the business scenario too.

5.Efficiency: Strategies that makesoptimum use of resources through maximizing returns are the results of

efficiency of an individual. Efforts are made by the individual to increase the productivity of the

organization. Hence, one is able to acquire quality product for the company.

4.2 Career and personal development needs, current performance and future needs to produce development plan

It is quite essential for me as the position of manager to measure my current performance so that I am able

to go through the appropriate development. By producing an appropriate development plan I am able to identify my

career and personal needs current as well as future needs. With this I can easily achieve my short term goals but it

also requires by reviewing the current performance. By this, I can develop efficiency of working by learning

different new aspects. In addition to this, there are some important aspects which are where I lack are highlighted by

my supervisor (Hallinger, 2013). They can guide me about my career development track and all the ways in which I

can improve my performance. I am not able to speak in public and hesitate sometimes due to the lack of confidence

level. In order to overcome with these problems assigned by my supervisor I have prepared a personal development

plan which shows all my future needs. I need to achieve all the tasks given below within the time period of 6

months. My personal development needs are as follows:

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CONCLUSION

From the above whole study it has been concluded that there are travel and tourism as well as hospitality

organization can grow with the best managers. They require to adopt best leadership styles and take managerial

decisions appropriately so that productivity can be enhanced. Moreover, comparative difference between leadership

and management styles of Thomas Cook and Hilton Hotel has been identified.

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REFERENCES

Books and Journals

Arnold, R., Fletcher, D. and Molyneux, L., 2012. Performance leadership and management in elite sport:

recommendations, advice and suggestions from national performance directors. European sport

management quarterly. 12(4). pp.317-336.

Bolman, L. and Deal, T., 2014. Leadership and management. Christian Youth Work in Theory and Practice: A

Handbook.

Briggs, A. R., Morrison, M. and Coleman, M., 2012. Research methods in educational leadership and management.

Sage Publications.

Custódio, C., Ferreira, M. A. and Matos, P. P., 2014. Do General Managerial Skills Spur Innovation?. ECGI-

Finance Working Paper.

Gold, J., Thorpe, R. and Mumford, A., 2010. Leadership and management development. Chartered Institute of

Personnel and Development.

Hallinger, P. and Bryant, D., 2013. Mapping the terrain of educational leadership and management in East Asia.

Journal of Educational Administration. 51(5). pp.618-637.

Hallinger, P., 2013. A conceptual framework for systematic reviews of research in educational leadership and

management. Journal of Educational Administration. 51(2). pp.126-149.

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