CIPD Level 5OS06 Leadership and Management Development, Assignment Example, UK

Information About Unit 5OS06

Unit - 5OS06 leadership and management development, discusses the progress from the basics of learning, theories, and practices of development. Here in this unit, you will explore the development of leaders and management and the skills, knowledge, and experience that are required for creating a work environment that is cohesiveness, diversity, and focus on innovation and high performance. 

This will help you create awareness of the right tools and approaches towards development which will influence organisational effectiveness in the long run. This unit will discuss the benefits of leadership and management development and will provide some useful tips on how to develop these skills.

What You Will Gain From 5OS06

Here in 5OS06 leadership and management development, You will realize the factors that facilitate the requirements for leadership and management training in an organisation and look into the detailed aspects of the organisation concentrated in the organisational culture. Subtle roles and relationships of leadership and management. You will look at the roles, functions, and styles where leaders and
managers act in different systems identify the expected proficiencies to be displayed fully evaluate the skills and competencies needed.

Additionally, you will also learn about learning and development. This literature review shows that professionals have adopted leadership and management development as the basis for the assertion that it is essential. that equality, diversity, and inclusion are part of their organisation. This. Last, you will assess signs of how successful management courses are, discover the variety of the various bodies of interest, and evaluate the effects of the role it has played in the contribution that leadership and management development have to the organisation.

Table of Contents

CIPD 5OS06 Assignment Task 1: Understand the relevance ofleadership and management andthe knowledge, skills andbehaviours required.

5OS06 AC 1.1 Explain the external factors that drivethe need for leadership andmanagement within the organisation.
5OS06 AC 1.2 Explain the meanings of leadership andmanagement and the interdependentnature of their functions.
5OS06 AC 1.3 Explain the contrasting styles andcharacteristics of leaders and managers.
5OS06 AC 1.4 Compare the different knowledge, skillsand behaviours required for leadershipand management in organisations.

CIPD 5OS06 Assignment Task 2: Understand a range of differentlearning and developmentinitiatives in developing leadersand managers.

5OS06 AC 1.1 Identify the role people professionalsand learning development specialistshave in supporting leadership andmanagement development initiatives.
5OS06 AC1.2 Evaluate a range of approaches that areavailable for effective leadership andmanagement development.
5OS06 AC 1.3 Discuss why equality, diversity andinclusion should be an integralcomponent of leadership andmanagement development initiatives.

CIPD 5OS06 Assignment Task 3: Understand the effectiveness ofleadership and managementdevelopment initiatives.

5OS06 AC 1.1 Identify the range of stakeholders andthe involvement they have in leadershipand management developmentinitiatives.
5OS06 AC 1.2 Evaluate the indicators of successfulleadership and managementdevelopment initiatives
5OS06 AC 1.3 Assess the impact and importance thatleadership and managementdevelopment initiatives have onorganisational culture, strategy,reputation and performance.

5OS06 Task 1: Understand the relevance of leadership and management and the knowledge, skills, and behaviours required.

AC 1.1  Explain the external factors that drive the need for leadership and management within the organisation.

Answer:

These dynamics include shifting in market conditions, implementation of new government regulations, technological advancement, shifting in consumer buying behaviours, compliance factors, mergers/acquisitions, fiscal constraints, and many other factors as presented in the figure below. For instance, due to poor performance in sales or imposition of unfavorable taxes that reduce your profits, then you may be forced to cut down the number of managerial levels in the company. Several internal factors can determine the essentiality of leadership and management from outside an organisation. Among these are:
 
●    Technological and/or market development rates can be high, which makes existing business models vulnerable.
●    The arrival of new market entries who might adopt newer or better technologies than the company.
●    Society, economic, and political conditions may benefit or harm business organisations.
●    As customers’ characteristics alter, a new marketing and product development plan is required.
●    New employee demographics, with different values and expectations, are coming to the forefront.
●    Coronavirus alone or any type of fraud as incidents that require effective management to regain stakeholders’ confidence

AC 1.2. Explain the meanings of leadership and management and the interdependent nature of their functions

Answer:

Leadership and management are both different things but they are related to each other, and when combined they become too important for the organisation. Leadership is concerned with the manner of change affecting the group. Changes in the direction of the accomplishment of any particular task or aim. Will these aims be achieved or not depends heavily on the individual skills of a leader. These skills include innovation, way of motivation, understanding the team, and way of managing the changes in the team. Leaders will make sure that all these groups are on the right track or not, they have to organize the work and people so that they can contribute all together in achieving the goal.

Whereas, on the other hand, there is management, which is known for organizing the resources to achieve the decided aim or objective. Managers are the ones who will make sure that work is done properly and in the best possible way concerning the organisation. They design a proper system for achieving the task, and they supervise and regulate the employees in working for the same. They make strategies, system-driven abilities, and properly structured ways of working for the employees and other resources.

AC 1.3.    Explain the contrasting styles and characteristics of leaders and managers.

Answer:

Leadership is simply the art of getting things done through others with emphasis on inspiration. In this case, they assume a transformational leadership style, which includes innovation, creativity, and the upheaval of the system. While power is the primary concern of traditional theories of leadership, relationship is viewed as the greatest asset, on which leaders focus by fostering trust, engagement in communication, and cooperation. They are usually operationally oriented, forward-looking, and person- centered to enable individuals to embrace and champion a shared vision. For instance, one will encourage a group to adapt to change and even take chances for the sake of a vision.

Managers, on the other hand, are interested in effectiveness and equilibrium, or order. They usually work in a transactional mode and are more formal, looking at the organisation and its various elements as systems, which need to be managed and controlled. Managers arrange activities at the workplace based on planning,
 
organizing, and monitoring to achieve short-term goals. It depends on the power to mobilize its subordinates and ensure that they adhere to the rules of the company. For example, a manager is directly responsible for organizing work procedures and expectations; supervising, and overseeing work timeliness.

Most leaders love change and creativity while most managers love systems and order. Both are critical, as leaders see the big picture and initiate and guide development, while managers make sure everything is in order and follows the big picture. They also sharply contrast one another, or again, this forms a proper organisation and balance to facilitate efficiency.

AC 1.4. Compare the different knowledge, skills, and behaviours required for leadership and management in organisations.

Answer:

John Kotter in his “Leaders vs Managers” model re-emphasizes that management and leadership are two different activities. It can be said that relatives can differ depending on their knowledge, skills, and/or behaviours. While both can be argued as crucial in any organisation they perform different functions and impact organisation success in different ways. As per this structure, the leaders are responsible for driving toward vision and guaranteeing that the companies’ activities proceed effectively. This is suggested that the model can be adopted as the model can be used for identifying and comparing the knowledge skills and behavior that are required by effective leaders and managers in an organisation.

• Knowledge: In this model, leadership knowledge and management knowledge are differentiated based, the former being future-oriented and visionary whereas the latter entails awareness of the environment in the present as well as efficiency-oriented.
  
  
• Skills: Leadership competencies can be stated as the capacity to encourage, enable, and sustain change from the employees. On the other hand, management skills are oriented mainly towards some definite works and rely heavily upon efficiency. The main distinction under skill is that leadership is more people-orientated while management is task-orientated.
  
  
• Behaviors: Regarding behaviors, leadership is about encouraging employees, enabling and building new energy into the organisational culture, on the other hand, management behaviors are very much about control, structure, and orderliness.
  A competency framework is a strategic asset that can be employed to describe the competencies that the organisational members require to discharge their responsibilities effectively.

5OS06 Task 2: Understand a range of different learning and development initiatives in developing leaders and managers.

AC 2.1. Identify the role people professionals and learning development specialists have in supporting leadership and management development initiatives.

Answer:

The Role of People Professionals and Learning & Development Specialists

Human resource managers and talent management experts still hold the most important responsibility in managing leadership and management development in organisations. The main role of such centers is to diagnose the development requirements of current and potential leaders and managers to foster organisational development and effectiveness.

One of them is the identification of learning and development requirements using tools training needs analysis (TNA) and gap analysis. They foster an understanding of gaps in skills and ensure the development of programs that correspond to the company’s targets. From these perspectives, L&D specialists develop and implement targeted learning interventions in the form of face-to-face, coaching, or online learning to build leadership and management skills.

Apart from responding to short-term needs concerning skills, L&D consultants contribute to the identification of future leaders/ managers. These are activities such as headhunting, creating customized career management maps, and giving out mentoring or development thought-provoking plans. They also consult on group and individual development, with a focus on the organisation’s strategic plans.

AC 2.2.Evaluate a range of approaches that are available for effective leadership and management development.

Answer:

Both leaders and management have a variety of range of approaches available for effective leadership and management development. Some of the most common approaches include training and development programs, action learning, and mentorship programming.

Some of these approaches even include individual or team approaches, like person-centered models, which focus on individual preferences, what is their learning styles, their needs, communication styles, and values. Where on the other side there are team-based approaches as well, it is considered that team-based approaches are the one that has a greater impact as there is interaction between all the members of the team while focusing on a single task rather than just focusing on one single individual.

Every approach has its benefits and disadvantages for getting things done, so it is better to always select the most suitable according to the situation.

• Training and development programs are among the most common approaches for the development of leadership and management. This can be taught new skills for teaching others and spreading the knowledge in the right manner.
  
  
• Mentorship programs are another common approach that is mostly used in the development of leadership and management. In the mentoring program, there is one experienced manager or even a leader who guides the less experienced employee. These mentors provide the right support and guidance the less experienced employees in the sense of helping them to develop their skills.
  
  
• Action learning is another commonly used approach for the development of leadership and management. In this approach, employees are provided with real-world issues and asked to solve these issues as a team. This is the approach that allows employees to learn new skills and gain knowledge while using those examples.

AC 2.3. Discuss why equality, diversity, and inclusion should be an integral component of leadership and management development initiatives.

Answer:

Diversity and inclusion should be matters that are pursued in leadership and management development programs. Employees of an organisation that has embraced Diversity and inclusion will feel comfortable working in varied organisations.

There are, for instance, differences in terms of attitude to work and in the growth of new ideas that may contribute to the organisation’s successes and betterment of its decision-making.

Another aspect of leadership and management development is a matter of diversity efforts. This means that people from all classes of society feel that they can play their part in ensuring that the business thrives.

Some ways to engage diversity and inclusion of leadership or management development initiatives include: auditing the curriculum to consider translating employee diversity, coming up with leadership training to do with unconscious bias, also creating mentor and networking programs for underrepresented groups.

5OS06 Assignment Task 3: Understand the effectiveness of leadership and management development initiatives.

AC 3.1.  Identify the range of stakeholders and the involvement they have in leadership and management development initiatives.

Answer:

Leadership and management development initiatives may include one or more of the stakeholders. Of course, the most obvious category of people would include the leaders and managers who shall undergo training and development. Other sets of people on the other hand can play a great role in determining how successful such endeavors are. These are some examples:

• Executive managers – these are the top executives, who give financial and political support to leadership development programs.
• The latter is responsible for delivering training and offering daily support to leaders and managers at the workplace.
•  The first and most affected group is the line employees who are the frontline workers who receive and experience the effects of leadership and management decisions directly.
• Each of these groups may have a different level of engagement in leadership development efforts; and more significantly, different levels of concern and investment. Each of the corporate leadership and management development interventions should be effectively framed and integrated to be effective.

AC 3.2. Evaluate the indicators of successful leadership and management development initiatives.

Answer:

People management endowment and organisational succession are actioned as the most crucial metrics in leadership and management development.

Engagement is crucial as it demonstrates employees’ commitment towards the laid down vision and the desire to work together towards its realization. The engagement of employees brings out high levels of productivity, creativity, and innovation.

The capacity to manage strategy is because it provides evidence that the company is fit to proficiently put into operation its plans and goals. The inability to implement strategy leads to a decline in market share, returns, and most importantly loss of employment.

Employee engagement and the effectiveness in finding and executing the business strategy are, therefore, argued to be the best proxies for leadership and management development interventions.

AC 3.3. Assess the impact and importance that leadership and management development initiatives have on organisational culture, strategy, reputation, and performance.

Answer:

Leadership and Management Development can influence the organisational culture, strategy, reputation of the company, and performance.

• Organisational culture may be defined as the set of practices that are followed in an organisation and practices that define how the employees should behave. Organisational culture on the other hand plays an essential role in increasing satisfaction and commitment among employees, getting and holding talented people, and encouraging teamwork. It was ascertained that a leadership and management development plan needs to be well-designed and properly implemented to positively influence the culture of an organisation.
  
  
• Organisational strategy is defined as the course of action through which an organisation, attains the objectives set, and operates. Executive and management training and development activities can facilitate the Objectives of the organisation and its strategic plan to match the needs of employees to deliver on the plan.
  
  
• Organisation image is the familiar way in which an organisation is regarded by people. This implies that a company can build a reputation that can attract customers, talents, and investors. organisation leadership and management development activities can assist in enhancing the image of an organisation by creating competent and ethical leaders that can transform the organisations’ image.
• Likely, organisational performance defines how effectively the organisation is in attaining its laid goals. Leadership and management development activities enhance organisationalperformance improving the leader’s capacity to manage employees.

This is why leadership and management development initiatives should be selected carefully so that they reflect the goals of the entity in question with the purpose of making these initiatives more important and impactful.

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