Working with Leading People (Essay Sample)

WORKING WITH AND LEADING PEOPLE
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WORKING WITH AND LEADING PEOPLE
Assignment 1: Undertake a recruitment and selection process
Recruitment Process:
VISION (2007) explains that the first step in the recruitment and selection process involves identifying the particular vacancy with the approval of a staffing panel. In this case, the job defined is that of a marketing manager. The staffing group needs to update the roles and responsibilities of the particular job. This may include increasing the responsibilities, assessing the workload, service delivery of the particular vacancy, redesigning the job task and even reorganizing the workload. The staffing panel also needs to study the current job details and analyze a number of issues including the purpose of the job in the particular department, the roles played by the current marketing manager and if there are any other positions in other ministries that have clashing roles.
After the job evaluation process, the next step involves filling the vacancy. The Human Resource Manager is expected to request authorization to recruit potential marketing managers. The manager is to fill a Recruitment Requisition Document and design a job description and specifications of the duties, and terms and conditions for the position of the marketing director. The details of the job description include the qualifications and skills of the potential employee. Any person that is offered the role needs to prove that they possess the qualifications and competencies listed in the job description of the marketing manager. The role of the Human Resource Manager is to track the qualifications of the potential employee.
The recruitment requisition and job description are then forwarded to the recruiting manager.The recruitment manager then confirms with the human resources manager on the dates of advertising, medium of advertisement, closing dates and the date of the selection of employee.
Short listing and selection process:
Upon the closing date of the job advertisement, the managers are expected to shortlist the received applications within a set period. The selection process and criteria should be the same for all potential candidates. After the selection process is done and candidates that most qualify have been identified, the human resource officers are tasked with the duty of contacting the shortlisted candidates. This can be done via email or phone call, informing them of the day of the selection, the time, venue, with at least one week's notice to prepare. It is not the role of the human resource department to contact candidates that did not get shortlisted. The selection process should be done in agreement with the legal requirements of the country and the country's employment Acts. Formal competence should be done based on an interview conducted and equal opportunities given to the different employees.
The interview questions should always be in line with the job description, roles and responsibilities of the marketing manager. Many employees also like to use psychometric tests t assess the aptitude levels of employees. If the selection process involves an interview panel, the panel should have more than two interviewers. After the interview has been conducted to weigh the qualifications of potential employees, the interviewee needs to be informed of when they should expect the interview results and feedback.
Assignment 2: Identify and assess effective leadership styles in different contexts to motivate staff to higher performance
Root (2015) studies the four different leadership styles executed in a work environment. According to him, each of these various leadership styles has different ways of motivating staff to do the bets in their different workstations.
The Autocratic Leader:
This kind of leader is one who does very little concerning consulting with other employees in the decision-making process. This leadership style works best in a fast-tracked work environment, and people are required to make quick daily decisions. If the autocratic leader is working in a senior management position, the bets way to motivate staff for him is by having confidence in the junior managers decision-making abilities. This way, the employees are confident that the manager has enough knowledge to steer the whole department in the right direction (Root, 2015).
The Democratic Leader:
As the name suggests, this kind of the leader allows employees to get involved in the process of making critical organizational decisions. The employees' consensus is critical in making vital company decisions. The staff is highly motivated by the inclusive process. By doing the employees part of the business running the process, they develop an emotional interest in the company success because they feel they help make policies and processes.
The Quiet Leader:
This kind of leader sits back and watches as employees make the decisions themselves. This type of leader is mots successful when the staff is highly trained and proactive. The best motivational strategy that this kind of leader uses is that the leader is a source of advice and information but allows the employees to dictate their success (Root, 2015).
The Transformational Leader:
The transformational leader believes that he has a vision that dictates the future success of the organization and its entire staff. One of the key motivational strategies used by this kind of leader is working to bring the employees on board and always reminding them of his vision. This serves as an encouragement for staff to be more productive. The transformational leader informs the employees as many times as possible that they have a role to play in their own and future success of the company. Thi, alongside a comprehensive development plan, helps the employees feel more productive.
Assignment 3: Effective teamwork and assessing development needs (Mattson, 2015)
Mattson (2015) describes the following benefits of cooperation in a workstation. The first benefit of collaboration is that it teaches the workers better ways of resolving conflicts. Conflicts often occur when you put different people with different personalities together. Everyone has their habits and work styles. Teamwork creates cohesiveness between the team members such that instead of employees turning to management, they solve it among themselves. The second of the benefit of effective teamwork is that it helps complement the different strengths of the employees that come together to the team.
As the employees work together, they develop their skills. One team member may be highly skilled in administrative work while another may be skilled in creative thinking. Employees come together and share their abilities as they rely on their different abilities. As they rely on each other, they get to build on their skills and complement each other's' strengths in the process. The third advantage of teamwork is the ability of employees to build trust amongst themselves. This is because they are relying on each other's best features, thus establishing healthy relationships. A strong bond of confidence is created with time, as the employees work together. This way, minor disagreements do not get in the way of their work.