Developing Leadership And Management Skills Assignment Sample

Introduction: Developing Leadership And Management Skills

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A leader is a person who is responsible for guiding the company or a team toward its success so there are different kinds of approaches to improve leadership skills. Good leadership is important to present for the effective working of the company. In the context of the current study, Abbots Grange is selected. It is a company that operates as an independent boutique luxury hotel located in London, UK. Abbots Grange is the oldest monastic property in the UK built during the 14th century as a summer manor. The current study will outline psychodynamic approaches and their application within the company. Along with this different warning signs will be outlined which need to be taken care of by management for effective working. In the end, the evaluation of the leadership approach will be undertaken.

Psychodynamic approach

The psychodynamic approach is a type of strategy which focuses over different dynamic of human behavior and they are difficult to be understood. This is pertaining to the fact that every human is different and it is necessary that their requirement is understood well (Psychodynamic Approach, 2023). The Abbots Grange have people with good leadership skills which result in hotel to be successful and well known in London UK. Nevertheless employees are consider as an assets of the company, so taking care of employees become essential for the supervisor and make them feel comfortable in the workplace. Moreover it has been seen that when leader give emotional support to worker they get more attached to the company and it increase the employee loyalty toward the organization. Worker feels much safer while working in an organization which results in, it boost the self confidence of an employee. Moreover this psychodynamic approach is not scientific proven. So if we try to apply psychodynamic approach in this hotel then there will be some benefits and drawbacks for them like:

Benefits

Psychodynamic is a different kind of approach that focuses more on worker behavior and personality which is different than the rational approaches of organizations. It can solve the personal problems that a worker faces daily in work workplace like lack of communication, company work pressure and other issues. This results in leaders understanding the personality of workers and finding a better way to influence them (Weinberg, Seery and Plakun, 2019). Not only this leader cannot just focus on an individual but can systematically investigate a whole team and group of people. Last but least this approach helps to improve the relationship between leader and worker which will result in them being able to operate the task more effectively. Moreover, they will have more open conversations which will be beneficial for the leader to understand the team more efficiently. Moreover the company also can get some benefits like the productivity of the employee will increase and the working environment will be positive. Lastly all those initiative will result in employee job satisfaction and company growth.

Drawbacks

One of the drawbacks of this approach is that it's not scientifically proven so there are low chances of the effectiveness of this approach. Moreover in worst-case scenario it can be time consuming process for the organization and operations of the company. Another drawback is the personality of people differs from person to person so if the leader uses one method it will not work on everyone. So there are not specific solutions given in psychodynamic approach which result in using more time of daily operation (Probst, et. al, 2022). Last but not least drawback is that just like rational approach does not have a specific solutions, psychodynamic approach also cannot just focus on individual issue. Nevertheless this approach tend to be focus on the past issues rater then the current issue and it take lot of time to get adopted in leadership skills. Moreover psychodynamic approach does not account the individual behavior and ability to think which become a one of the reason for not using this theory in organization.

Example

For example if Abbots grange applies psychodynamic approach in their hotel then the relation between the manager and employee can improve result in better coordination between them. Moreover in terms of Quality and performance Abbots grange is already one of the best hotels in the locality. It will help the manger to understand their personality and will be able to motivate and guide them in effective way. Moreover this approach take lot of time to adopt cause one solution or method does not work on everybody. Nevertheless approach of leadership have their pros and cons so the leader have to choose based on what affect the company the most. According to the chosen method they make their leadership skill more proficient and effective. So if Abbots Grange hotel management apply this approach in leadership skills there is not 100% chance that it will work for them. Nevertheless Abbots Grange focuses on its staff and their motivation. Moreover as a hotel they have provide services which is not possible with the worker. At the same time Abbots Grange efforts on managing the staff ad Quality can be proved by the last year turnover which got increase after the pandemic.

Warning signs and risk factors for emotional distress in employees

Working environment of a company is very important for an employee in order to work more efficiently. This can affect the internal environment and day to day operation of the organization directly (Gabriel, et. al., 2022). So in order to ensure that there are some warning signs and risk factor of emotional distress a employee can show which leaders and management of Abbots Grange always should be aware of are:

Biased behavior: Sometime the supervisor or manger can have a biased behavior toward their subordinates on the basis of gender, nationality and skin color. This behavior can affect the employees emotionally and mentally distress in work place which directly affected employees work performance. As they will lack the motivation to work and even go to the office (Clercq, et. al., 2020). For example a supervisor of particular department is being favorable to a person who is recommended by them as well. It will result in, other employees to be less motivated for task and frustrated in the work place.

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Paranoid: When a person feel like people doesn't want them to be there or they feel like every one want to harm them. This kind of behavior makes the work environment more unsafe for other workers as well. Mainly because the paranoid person will blame other for no reason, pick up fights and lash out their anger on someone else. Authorities of Abbots Grange should take important action toward it according to the situation required at that moment. As well try to help them if they by holding consultancy session in the office because nowadays mental health is as important as physical health.

Over stressed: Some people take lot of stress while performing a task or feel pressure from their supervisor. Moreover it is very well known fact that a person cannot do their work or complete their task properly. In those time supervisor should be aware that what are the potential and ability of their subordinates to avoid over stressing worker. This happens most when a person is new to a work place and in order to impress their supervisor they take lot of task and then stress over it (Akgunduz and Gürel, 2019). So in this case leader should be aware about ability of an employee and according to that distribute work among the workers. For example stress can manifest itself in company like boutique hotel is when the guest complaints a lot and worker is not able to manage. Moreover hotels also have peak time in a season at that period managing daily operation gets difficult which can cause stress.

Depression: Within the current working environment, people are much stressed and as a result of this people are depressed. People Avoid interaction and prefer to be alone and in worst scenario worker suffering from depression, resigned from the job itself (Hasson and Butler, 2020). There can be many reasons for behind depression like financial instability, family issue or any past trauma etc. if authority notices chronic depression in any worker they should try to help them out.

Antisocial: Antisocial or in other words introvert person who does not like to interact or feel uncomfortable in other presence. Being antisocial can affect the work place because of lack of conversation will result in issues in coordination with other worker. Moreover the person can feel left out in the office which can become reason behind emotional distress. Nevertheless it will affect the work performance of the person. At the time when team work is required proficiency in the work will lack. So management should hold some fun activity in order to make everyone feel comfortable around each other.

Irresponsible: Mistakes happen and they are so common that even people with lot of experience make it. Moreover not taking responsibility for their action and mistakes is a problem which cannot be tolerable in work place. If a person has done some mistake they should accept it and try to not repeat it again rather than making excuses. Taking responsibility of action make them look responsible and honest toward work. At same time it will make the person ready for future responsibilities and position in work place.

Less productivity: Emotional and mental distress result in less productivity in work and delay in completing the task. Thus in turn cause the company to have issues in operation of daily performances (Choi, 2019). Moreover employee also can miss the details in task, missed deadline which will directly affect the company daily operations.

Disoriented meetings: Meetings are held for critical thinking, making decision, setting goals and brainstorming session. Sometimes when the discussion of a meeting turn into more like argument because of continues disagreement among the worker it can cause mentally distress. Result in conflict among the employees and make the work place environment toxic and loss the trust in each other (Fernandez and Casati, 2020). This will make it difficult for them to again come on good terms and in the case of major arguments. Disoriented meeting also can sigh of internal problem in the office.

Other than those warning sign of emotional distress, there are many more risk factor for a workplace. The leaders have to focus on employee emotional distress as it can cause issue in office and daily operation of company. Nevertheless it is known well fact that internal issue can damage the company more than the external issues so leader have to focus on internal environment.

Suitable and alternative leadership approach

According to the context of the Assessment there can be alternative leadership approaches that can work for the new CEO if the psychodynamic approach does not work for the firm like-

Adair's action centered approach

Adair's action-centered approach is a tool that was given by a leadership expert called John Adair in 1974. This approach mainly highlights three core factors that affect the leadership the most that are, Task, Team and individual. Adair's action helps the leader to focus on every aspect of the organization. Moreover, leaders sometimes can miss some important issues because of various reasons (Shafiu, Manaf and Muslim, 2019). Nevertheless, the three core factors cover all the factors and issues of the organizations. From the three factors like Task is defined as every action performed by the worker to achieve the goals.

The task includes some responsibilities which a leader has to follow like identifying the aim of the employees and organization. While making particular aims for the worker everyone would beware of their tasks and responsibilities. At the same time, it is important to assign every worker tasks according to individual capability and potential. This will later result in the employee having growth opportunities and with this, the company's productivity will increase. At last, supervise and control overall operational activity in the organization to evaluate the growth rate of the worker. So leaders can focus on requirements and need to provide opportunities to the employees.

Then the team taking care of a team is an essential responsibility of a leader like giving them proper guidelines regarding the duties. Moreover, as a leader, they have to monitor the team members properly so any kind of issue can be avoided (CHISULO, 2021). Lastly, the individual like each member of the team is important so the leader can miss some details regarding them. At last this leadership approach is one the most suitable for the company.

Demographic leadership

This is one of the best type of leadership approaches it not only give freedom to employees but also make them feel more comfortable while working. In demographic leadership, the leaders ask for feedback and suggestions from the employees at the same time management involves the workers in every decision possible (Chaniago, 2021). This approach not only encourages good communication and coordination but also brings new innovative ideas. Some important characteristics of demographic leadership are: Through this leadership employee feel more responsible for their work, a sense of ownership is built and come up with different solutions for problems. They work more as a team and make decisions together.

As well as Demographic leadership also makes the working environment flexible enough to change and adapt to the new environment. As they can come up with solution more efficiently in all kind of situation. Even though the leader likes to take suggestions and ideas from the worker the final decision remains on the leader. Moreover, those suggestions and ideas help the leader to identify some error which was by them (Kouzes and Posner, 2019.). The Demographic approach makes the employee more responsible for their action and mistakes and always ready to improvise them. Result in making the work environment more positive and worker to be more honest toward the company. Moreover, this approach gives the individual more authority to decide on their task, which results in increased trust between leader and worker and increases job satisfaction. At the same time increases the motivation of the employee in the workplace. At the same time Demographic leadership approach does not work for everyone it needs a knowledgeable and skillful workforce in particular field of the company.

Transformational leadership

The transformational leadership approach has a vision for the future it helps the company to shape the future to achieve the common goal of the organization. This leadership approach is adopted by many companies so that they can cope with the trend of digitalization (Lingga, Lumbanraja and Sembiring, 2023). The digitalization era is transforming the whole structure of the company in a completely new way. Transformational leaders focus more on motivating and inspiring employees to guide them properly throughout the transformational phase of the organizational structure. Leaders and workers work together to create a meaningful purpose and objective for the company. There are some characteristics of transformational leadership:

Leader who follows transformational leadership has a vision for their company and motivate their employees to work together to achieve it. So the employee always stays motivated and inspired in the workplace. The leaders make their personality and communication so effective that it attracts more people to follow their vision and mission while working for the organization (Atan, et. al., 2019). Moreover also helps the leader to bond with everyone which helps in better coordination. Transformational leaders also motivated the workers to self-development and to keep learning so they can improve and update their knowledge and skills with time. Continued improvement will help the organization to have a strong workforce.

These leaders also follow ethics and have high moral values in the workplace and the workers see them as their role models (Busari, et. al., 2019.). It increases the trust and loyalty of employees toward the leader and follows their vision as their own goals. Transformational leader are often emotionally intelligent mean they can handle their own emotions as well as the emotional and behavioral changes of their team. Moreover, the leader also gives emotional support to employees.

Conclusion

With this report it is concluded that psychodynamic approach of leadership skill can help the leader to improve relation with the worker. Moreover while analyzing employee's behavior and personality leader need to guide and motivate them more effectively. Nevertheless this approach effectiveness is not scientifically proven so in that case we have some other approaches in the context of assessment. Further it was inferred that there are different sign which states that management of company is not working well. It includes factors like employee performance, biasness and many others. In the end the different leadership approaches like democratic, transformational and others were discussed.

References

Books and Journals

• Akgunduz, Y. and Gürel, D.A., 2019. Role stress and turnover intention in hotels: the mediating role of organizational enthusiasm and unstimulating work. Tourism: An International Interdisciplinary Journal, 67(3), pp.222-238.
• Ali, A., Wang, H. and Johnson, R.E., 2020. Empirical analysis of shared leadership promotion and team creativity: An adaptive leadership perspective. Journal of organizational behavior, 41(5), pp.405-423.
• CHANIAGO, H., 2021. Demographic characteristics and small business success: Evidence from Indonesia. The Journal of Asian Finance, Economics and Business, 8(12), pp.399-409.
• CHISULO, B.T., 2021. EFFECT OF LEADERSHIP BEHAVIORS ON EMPLOYEE PERFORMANCE: A CASE OF APG MILLING LIMITED (Doctoral dissertation, Cavendish University).
• Choi, Y., 2019. The moderating effect of leader member exchange on the relationship between workplace ostracism and psychological distress. Asia-Pacific Journal of Business Administration, 11(2), pp.146-158.
• De Clercq, D., Haq, I.U. and Azeem, M.U., 2020. Perceived contract violation and job satisfaction: Buffering roles of emotion regulation skills and work-related self-efficacy. International Journal of Organizational Analysis, 28(2), pp.383-398.
• Fernandez Velasco, P. and Casati, R., 2020. Subjective disorientation as a metacognitive feeling. Spatial cognition & computation, 20(4), pp.281-305.
• Gabriel, K.P. and Aguinis, H., 2022. How to prevent and combat employee burnout and create healthier workplaces during crises and beyond. Business Horizons, 65(2), pp.183-192.
• Hasson, G. and Butler, D., 2020. Mental health and wellbeing in the Workplace: a practical guide for employers and employees. John Wiley & Sons
• Kouzes, T.K. and Posner, B.Z., 2019. Influence of managers' mindset on leadership behavior. Leadership & Organization Development Journal, 40(8), pp.829-844.
• Lingga, V.N., Lumbanraja, P. and Sembiring, M.T., 2023. THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE AND COMPENSATION ON EMPLOYEE PERFORMANCE DIMEDIATION OF WORK SATISFACTION AT PT. TOR GANDA. International Journal of Social Science, Educational, Economics, Agriculture Research and Technology, 2(7), pp.137-148.
• Probst, T., Humer, E., Jesser, A. and Pieh, C., 2022. Attitudes of psychotherapists towards their own performance and the role of the social comparison group: The self-assessment bias in psychodynamic, humanistic, systemic, and behavioral therapists. Frontiers in Psychology, 13, p.966947.
• Shafiu, A.M., Manaf, H.A. and Muslim, S., 2019. The Impact Of Effective Leadership On Employee's Performance In Local Government Of Kaduna State, 2013-2019. The International Journal of Engineering and Science (IJES), 8(11), pp.60-65.
• Weinberg, E., Seery, E. and Plakun, E.M., 2019. A Psychodynamic Approach to Treatment Resistance. Treatment Resistance in Psychiatry: Risk Factors, Biology, and Management, pp.295-310.

Online

• Psychodynamic Approach. 2023. Online. Available through: < https://sites.psu.edu/leadership/2017/01/29/psychodynamic-approach-8/>