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Leadership Development Assignment Sample

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Leadership Development Assignment Sample

Introduction

Leadership of business organization can be considered as ability of lead and direct a group or an organization. Leader of company guide and lead the people and organization in specific direction to meet business objectives. Leadership development is considered as the process in which different activities are performed to improve skills, knowledge and capability of person to develop leadership capability in them(Danils, Hondeghem and Dochy, 2019). This report is about boot Boots the Chemist company that is trading as Boots in international market. It is retailer of  health and beauty products. Boots the Chemist was found in year 1849 by John Boot. The Headquarter of Boots the Chemist is in Beeston, Nottinghamshire, England, United Kingdom. Mainly organization is serving people with in UK. This report will be providing brief of issue that organization is facing in business process. Leadership aspects will be analyzed in report. The challenges that are faced by company leader related to change management will be explained in report along with impact of change over stakeholders. The process of implementing change with in organization also will be evaluated in report.

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Part 1

Issues Faced by Organization

The main problem that is faced by Boots the Chemist is related to the operational profit which is continuously declining in target market. Due to low profit in market place organization is continuously closing its store on different locations. Organization also has closed 18 of its UK store in last four months. Main reason behind the declining profit of company is lower retail sales and margin. So, because of low marginal profit company is facing financial issues. As per the statement of the organization company also has planned to close their stores consecutively. Till the year 2020 organization has planned to close around 200 stores of company. In the international market organization has faced decrease in the gross profit of company with 9.9 % in2018. This decrement was mainly observed in United Kingdom market. The Pharmacy sales of company stores also has been decreased due to lower National Health Services funding and lower volume in UK. This is how organization is facing critical decrement in marginal profit and sales in UK.

Part 2

Leadership and Change Management

The role of leader is high in process of change management and manage the failure condition in organization(Komives and Wagner, 2016). Here are some leadership aspects has been considered in report that can be used by the leadership of organization to target the current issues that are faced in market place.

Leadership Styles

Autocratic

This leadership style is considered as one of the most inefficient style that is used by leader of company. Autocratic leadership style is also considered as person centric leadership style where all the decisions that are implemented in organization are taken by leader of company. This type of leadership style is good for organization that can be considered as startups. For large size organization this leadership style can be considered as effective way to direct the company.

Democratic

Democratic leadership style can be explained as leadership style in which leader of company involve different people in the decision making process. For this leadership style employee motivation and satisfaction is too high. This leadership style also effective to improve the decisions of organization. This leadership style allows the leader to collaborate with employees to deal with problems that are faced by company in current time.

Coach Style

Coach leadership style is different from autocratic and democratic leadership styles. This leadership style is based on improvement of skills and knowledge of employees(Clinton, 2018). Leader of company have great knowledge and experience that is used by them to train teach their employees. This leadership style can help the leader to improve capabilities of employees by improving their knowledge. This is most effective style to improve and retain the talent in organization.

From above leadership styles, leader can use both coach and democratic leadership style to manage the challenges that faced by them in UK retail pharmacy market.

Leadership and Management

Leadership and management are two main part of organization's administrations. Both are important administrative roles in management of business operation of organization in target market. There are some differences in role of leader and manager in business organization. These differences are based on their roles and responsibilities with in operations of company.

Leader

Manager

         Main focus of leader is on goals and targets of organization

         The operations of Manager are focused on various tasks that are provided by leader.

         Leader takes risk on behalf of organization.

         Role of manager is to reduce the level of risk in company operations.

         Leader of company motivated the employees and managers.

         Manager guides the employees to perform certain actions in organization

         Leader have capability to break rules on which organization works.

         Manager of company follow the rules and encourage the employees to follow rules.

         Leader delegate the power in the managers.

         Manager of company assign the tasks to the employees

         Focuses on the performance of company in market place.

         Manager focuses on internal operation of organization

Leadership and Organization Culture

The concept of leadership and organization culture can be explained with help of Handy's Cultural model.

Mainly four organization culture are considered in this model. The cultures that are used in model are- Task Culture, People Culture, Power Culture and Role Culture. These type of culture can be used in organization to improve performance of company in market place.

Task Culture

In this type of culture teams are formed in order to address specific tasks.  In this type of culture power is distributed with in the team members. The power is delegated in the team to efficiently complete the task. This culture is effective to focus on specific task of company.

Person Culture

In person culture power is assigned to the people on basis of their knowledge and experience. This culture can be considered as person centric. Power assigned to the person is based on their profession(Cullen-Lester, Maupin and Carter, 2017). Power is allotted to people who work together in order to achieve the organization goal. For example professions like lawyer and doctors can be considered in this leadership culture.

Power Culture

In power culture all power is delegated to only few people of organization. Mostly power is held by the top management level of company. Power of decision making is allotted to the few people of company. These people allot tasks and delegate power to the employees.

Role Culture

This culture is mainly rule oriented. All the employees of organization are aware of their roles and responsibilities. The power of individual person can be defined on basis of their position in organization. These culture is used in organizations which are highly structured.

From all these cultural settings role culture is most effective to improve the internal operation of organization and reduce the challenges that are faced by organization in market place. Effective delegation of power and responsibilities can help the Boots the Chemist to deal with low marginal profit in market place.

Part 3

Challenges of Change Management for Leader

There are different challenges are faced by leader in managing change within the organization. Some of major challenge that are faced by leader in the change management process are-

Handle the Resistance

This is highly challenging for leader to manage the resistance of employees against the proposed changes that will be implemented in organization culture. This is highly difficult for leader to convince the employees to work with proposed changes in operations. In this process they also have to deal with angry and demotivated employees.

Handle Conflicts

This is most difficult for organization to deal with the conflicts between different people in organization related to the change implementation process(Holt, Hall and Gilley, 2018). Conflicts occur due to change implementation process need to be handled by leader in order to solve these conflicts with in time.

Deal with Failures

This is main task of leader to handle the failure that are result of implementing change in company. This is responsibility of the leader or take the responsibility of failures. This is also their duty to handle the financial and other resource losses.

People Management

This is most important task of leader to manage the people of organization. This is challenging for leader to develop teams and allot the tasks to team members. It can take a lot efforts to manage the task of change implementation process within the organization.

Future Planning

After implementing change in organization it is challenging for the leader to think further process that can be used by them with recently implemented changes in organization(Griffith, Baur and Buckley, 2019). This is highly risky for person to propose new possible changes in order to improve the performance of organization in market place.

Impact of Change on Stake Holders

The impact of change is huge on stakeholder of company. There are different stakeholders are associated to company with in different interests. Impact of change is different for each stakeholder of company.

Employees

Change implemented in organization can cause demotivation in employees. Employees also can show get angry or afraid to lose their job. This is how anger or confuse behaviour can reduce their efficiency in organization operation.

Investors

Investors also can show uncertain behaviour due to possibility of loss. Investors are the people who provide capital to company. Investor can resistance due to risk of possible failure. This is how it is more critical for investor to be part of change management process.

Management

The impact of change implement is also high on management. Management of the organization is consists of people who are skilled in various operation(Feser, Nielsen and Rennie, 2017). With change management process management also have to perform learning sessions to get comfortable with changes that will be implemented in organization.

Part 4

Change Management in Organization

Management of organization can use different processes in order to implement change in organization. Kotter's 8 step change management process can be used by the organization to implement changes effectively in organization. For example Kotter's 8 step change management model can be used by the Boots the Chemist to implement change.

Create Urgency

In this stage need of change is evaluated for the operations of organization in market place. In this process benefits and requirement of change process has been analysed for operations of company.

Form Coalition

There are different teams are formed in organization along with collection of information and data that is required to implement change in organization. Different specialist are required in the change implementation process are involved in teams in order to prepare for change management process.

Create Vision

Leader of organization create change to make people aware of the benefits of the changes that will implemented in organization(Sonnino, 2016). This vision will also provide direction to the employees and stakeholders with proposed changes in company.

Communicate Vision

There are different processes are used by the organization in order to communicate about the change that will be implemented in organization.

Remove Obstacle

After the technical and operational evaluation all the barriers are removed from the change implementation process. This is most important to manage the change implementation process.

Create Short Term Wins

Different short targets are proposed by the management and change implementation team to implement change in small and short processes.

Built on Change

 As per the plan developed for change implementation process, required changes are implemented in company operations and technology.

Anchor Changes

As the changes are implemented in organizational process these changes are associated with the culture of company. By this process company employees can make habit to work with implemented changes.

This is how complete change can be implemented in organization.

Conclusion

This report is concluding the importance of leadership development in organization. All the challenges that are faced by organization in business scenario has been discussed in report. Challenges that are faced by leader and stakeholder in change implementation process has been explained in report. Process of implementing change also has been evaluated for Boots the Chemist to implement required changes in company.

Refrences

Books and journals

Clinton, R., 2018. The making of a leader: Recognizing the lessons and stages of leadership development. Tyndale House Publishers, Inc..

Cullen-Lester, K.L., Maupin, C.K. and Carter, D.R., 2017. Incorporating social networks into leadership development: A conceptual model and evaluation of research and practice. The Leadership Quarterly. 28(1). pp.130-152.

Danils, E., Hondeghem, A. and Dochy, F., 2019. A review on leadership and leadership development in educational settings. Educational research review. 27. pp.110-125.

Feser, C., Nielsen, N. and Rennie, M., 2017. What's missing in leadership development. McKinsey Quarterly. 3. pp.20-24.

Griffith, J.A., Baur, J.E. and Buckley, M.R., 2019. Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development. Human Resource Management Review. 29(3). pp.305-315.

Holt, S., Hall, A. and Gilley, A., 2018. Essential components of leadership development programs. Journal of Managerial Issues. 30(2). pp.214-153.

Komives, S.R. and Wagner, W. eds., 2016. Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.

Sonnino, R.E., 2016. Health care leadership development and training: progress and pitfalls. Journal of Healthcare Leadership. 8. p.19.

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