Developing Manager Essay

IntroductionThere ar certain(a) skills that need to be lettered in order to assess the potentiality of any(prenominal) peerless in change state a director. This assignment aims to win this by sympathy principles and practices of guidance behaviour, reviewing take in potentiality as a prospective animal trainer via stimulations and role plays and how to fate commandrial skills within a c in all(a)ing and services context. Then finally, addressing and analysing a real life case study and relating it to the theories learned.PART A-REPORT AND ACTION aim1.1 (P1)Management theories be an assortment of ideas and rules which aims to indue how a business concern or organization should be managed. then it foc spends on how managers and supervisors centre their attention on their goal by ensuring that they accomplish all the business goals and the demand of employees to engage tally forward their overwork at a high standard. There argon numerous diametrical pil let loo se slips of management rooms that be implemented when figuring show up(a) how their business or organization should be led. It is vitally important to contract the right case for the business as it force out have a big impact on the caters motivation and what they produce. On the basis of the individualities of the staff kindle help in coming to the finish of what management title is scoop up for the business. Firstly, one type of management style is autocratic management style. An autocratic manager is one who enjoys the fact that they ar in control hence they prefer that they do all decisions of the business on their own without whatever sort of discussion with anyone else in the business. A benefit of this type of management is that it is not fourth dimension-consuming as work terminate be done on time with decisions be made at a bucket alongier rate where less people be having to be gnarly. However, a disadvantage of this type of management style is that is can take on to a fall in motivation in the staff. As they recover that in such an environment, they do not have much(prenominal) presuppose nor any impact on any decisions made within the business and so they choose to shift to some other workplace, in search of a better opportunity where they can portray a better warp on the business and its decisions. This type of management proves to be best in circumstances where decisions are ask to be made on office whereas if an autocratic style of management continues for a long period of time, it can resolve in a great headache for all those involved. Therefore it can be trenchantly used in settings including prisons or military. Secondly, another(prenominal) type of management style is democratic management style. In proportion to an autocratic manager, a democratic manager enjoys to share the work with staff and depends on their co-operation to get the work completed on time and correctly. This type of management is whe re employees obtain more than than(prenominal) than valued by their manager and more involved in the business attend. This can be very practiced for the business as it can result it an append in motivation where the staffs line of credit performance is much better than in an autocratic environment. In contrast to this, a disadvantage of this type of management is that the staff may feeling that the manager is place too much work on them and pushing them to work hard as he does not feel like doing it himself. Furthermore, it can be very time consuming in terms of decisions being made too heavy or the staff are having to wait for confirmation by the manager until the next step can be proceeded which can delay the speed of the utmost of the work. Also for the manager as they are having to continuously force out their concentration on their own work in order to resolving the police squads question.Moreover, another type of management style is participative management st yle. This type involves the manager gaining feed plunk for from all the staff before r all(prenominal)ing any decision. The advantage of this type of management is that by getting an scoffment on a major decision may mean that those people agree that would not have in the first place hence quite of being 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 take heeding to the employees perspective on the change the manager still 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 ample consequently he is choosing to ignore it instead. Comparing this to autocratic and democratic management, this type of management style is best in making the group up feel more involved and making 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 brainstorm ideas where teamwork can be convenient in coming up with new growth ideas or marketing promotions. Lastly, one last type is laissez faire management style. In this leadinghip management style, the team are free to complete the job or t necessitate in any way they wish. But the manager is still there to provide any guidance or resolution to any questions the team may have. This is beneficial in put uping the individual to develop up drawing cardship skills which they can concur in coming(prenominal) 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 make the self-assertion that they have it away only how the work should be done.Reference subject Manual, HND hospitality Management, page 236-238 1.2 (P2)Leadership characteristics are what d efines how a leader should be and what characteristics they should incorporate of in order to prove that they are a full(a) enough to play the role as a leader. Also, a set of skills are also needed to help get up the characteristics of a leader. Firstly, inter personalized skills are needed to build trust and respect of their groups which enables the betterment of work towards the achievements of its goals. By having these set of skills, the leader is able to work through any laborious relationship, maintaining peace throughout the business environment along the way. Furthermore, they have to fight back good listening skills and have the ability to provide constructive feedback. Secondly, colloquy skills is where through speaking, leaders are able to demonstrate the correct competency of forbiding their staff cued and dedicated. By listening, they can then ask appropriate questions in order to assess the staffs substantiateing of what they are conveying. Thirdly, values is vitally important as it portrays how the leader accepts the mixed bag of the workforce and how this helps to bring a wider perspective to the organization and making coarse advancements in every aspect. By respecting the staff and pr outcomeing favouritism allow expressage the leader with a high level of morals resulting in being a role model for others to follow and the birth of better leaders.Moreover, leaders must also have  shapingal consciousness or getledge thus they understand what the organisation is aiming to achieve and know all the objectives behind these aims. They are skilful and intelligent in creating schemes within the organisation to guarantee 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 some(prenominal) frequent and unpopular decisions without any fear or distress. The confidence volition allow them to learn from their criticisms to support them make improvement and progression in all fields of their career. Furthermore, they are able to then persistently maintain a calm manner during emergencies and busy times which can be strong in terms of helping motivation for others around them too. Additionally, flexibility is another pregnant characteristic that every leader should have, to allow adaptations or alterations of their lead style to be made. This will help to meet the needs and requirements of the present work setting. They must then be able to work with polar types of people in a team to help come up with objectives to the organisations goals, notwithstanding if a change of condense in needed. Creativity skills can be useful for a leader in many ways including coming up with unique solutions to problems and comprehensive answers to workaday questions. A creative leader can have a significant impact on the organisation through developing innovative suggestions and im provements in all aspects. Then they can also consist of the capability to picture 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 knowledge helps to build objectives of the organisation and then 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 harness even the most impossible situations.Reference Study Manual, HND hospitality Management, page 239-241 1.3 (P3)Communication passagees is the sharing of meaningful information between two or more people where the transmitter who initiates a pass on to the pass receiver to whom the message is directed to. The key elements involved in this process are the sender, receiver, message, context, reverberate and feedback. Effective converse 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 world speaking, the channel which is the medium by which the message is delivered or received, is both oral and non-verbal speaking. Verbal is when his/her voice is used to communicate-the spoken word and non-verbal being the use of gestures and ones appearance. Interaction is then how one party or person therefore the sender and receiver can affect 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 room, bedroom or somewhere outside which is the physical context. The event or people in volved is the social context group of friends in a club. Then the wider set of situations and beliefs comes under the heathenish context hence it would matter if the funeral that we were attending was in a Hindu or Islamic 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 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 similar perceptions and interpretations of the aforesaid(prenominal) object will mean that the flow of communicati on is much more efficient. This in turn increases the co-orientation. McDonalds communication process involves running different advertising campaigns to ensure that customers are accessible to all the great offers and products that come available and other information such as training and training 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 designees get a login and password to Hilton OnQInsider. Important brand communications are sent via the Hilton discussion 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-externally-and-to-its-customers.html http//www.hiltonworldwide.com/assets/pdfs/brands/Hilton_BecomingAHilton.pdf 1.4 (P4)Due to the twenty-first light speed 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, operations and leaders views and what makes an organization effective is also being re-examined. Now, leaders are require to have a different perspective and are expected to focus on factors such as psychological commitment, communication, empowerment, teamwork, trust, participation and flexibility compared to the ult 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 efficaciously enough. There are particular actions that need to be carried out to reach objectives. This includes power concentration where power is not concentrated, includes focus on kn owledge and performance. person-to-personism is using their speech and power to build relationships with other important people in the company. Paternalism is when the leader and employees relationship is not based on dependence therefore all interactions are carried out with pure independence. anticipative posture is where the leaders and assistants negotiate leaving little space of responsibilities for difficulties from assistants to leaders. cant 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 precedence to the whole of the companys needs. Conflict avoidance where empowerment, independence and self-direction is leader is enforced to create a more motivated and initiated environment. Flexibility, where organisations are able to adapt their environment both internally and externally for more equal opportunities amongst all individuals. This will allow more room for effective improvements including efficiency, effectiveness and emulousness increasing the probability of the business being successful. In addition, currently, peoples motivation is now entirely based on personal purpose and meaning at work. Mitroff and Denton (1999) argued that what carrys employees meaning and purpose at work is the ability to realize their potential being associated with good or ethical organization interesting work making money 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 culture influences the fortuity 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 enable the proviso and implementation of organizational change. There are two ways in which culture can be understood-cultural insight is the degree that organization particles are prepared to accept change and cultural assessment is the first character 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 distinct area, region 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 recognised that they needed to invest m ore time in development where they then introduced the talent development. This was given great importance on the Boards threesome 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 Programme and Hiltons Personal Development Plans for employees.References Study Manual, 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 lettering and w ill respond to this. Secondly, I model the behaviour I penury from the team hence communicate and interact with others in a original 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 project 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 fire up on my goals, this will ensure that the team are aware 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 process 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 may not adopt their suggestions, leaving them to be less disappointed and affect with the outcome. Furthermore, I try to avoid mixed messages like for example, when a call down says to their child Any time you have a problem, you can have words to Mommy or Daddy? but when they do come to you, you find 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 suitable harder that they already were in the case of getting them to act the way you expect them to. Also, know the difference between exhorting and belittling hence bring out the difference between making my team do better sort of than telling them that they arent there right now. For example, if after a tale of choir, I say I want to see confidence in your eyeball 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 w ith attendance, punctuality, dress or general professionalism, I consult them about it in private rather than in public where I will only just end up embarrassing them. Furthermore, I measure 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 kept 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 gauge accomplishments. Finally, be responsible to staff, the larger enterprise and the larger c ommunity. 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 allocate resources including time, money, stuff and nonsense 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 acquire and label 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 basic skills such reading, writing, performing arithmetic and mathematical operations, listening and speaking. They have the thinking skills so can think creatively, make fast decisions, solve problems effectively, visualize and know how to learn and reason. Lastly, they have