Leadership is defined as the ability to influence a group of people towards the achievement of a certain goal (Albert & Olivia, 2015). Leadership plays a key role towards the success of an organization

LLCPD assignment A1
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LLCPD Assignment A1
Leadership is defined as the ability to influence a group of people towards the achievement of a certain goal (Albert & Olivia, 2015). Leadership plays a key role
towards the success of an organization. Five theories have been set forward to define the term leadership because leadership has been found to have different meanings
to people, which raises controversies among people (Raelin, 2000).
According to the Great Man leadership theory, it is only a man who can possess the characteristic of a great leader (Rose, 2015). It is believed that leaders possess
their leadership skills since childhood and there is no way in which their leadership skills can be forced. This simply means that they are not made. These kinds of
leaders will be ready for any kind of challenge, whenever it arises. Heroes are an example of leaders who were born and not made according to this theory (Raelin,
2000). In today’s workplace, heroes are recognized by their work because through their innovative ideas a company might be able to acquire patents that may sell
millions, ultimately changing the situation of an organization in a great way (Rose, 2015). Such heroes are recognized by their innovative ideas (Peter, 2016). For
example in health service industries, a formulator may carry out clinical tests and establish a new product that may sell millions, therefore bringing good will to the
company (Albert & Olivia, 2015).
The trait theory of leadership affirms that an individual might be born with certain qualities, talents, or creativity that gives him/her the ability to be best suited
in a leadership role (Rose, 2015). These not only encompass an individual’s attitude, but also a sense of responsibility that enables them to him/her in his/her
leadership roles. This theory mostly focusses on the personality of an individual in terms of mental, social, and physical characteristics that most suit them in
his/her leadership roles (Szu-Fang, 2013). The physical wellbeing of an individual helps to ensure that he/she is more suited to the tasks given. This also involves
the ability to interact well with a group of individuals. This clearly explains the ability of a leader to move his team towards the growth of a company (Galanou,
2010). The creativity associated with an individual in his workplace may attract quite a number of individuals, hence ensuring that the company remains in a steady
competitive state.
The behavioural theory of leadership divides leaders into two groups (Rose, 2015). This includes leaders who are concerned with people and those who are concerned with
work. According to this theory, leaders are made and not born. The behavioural characteristic of an individual clearly defines whether he/she is suited for a
leadership role (Albert & Olivia, 2015). This means that leaders should possess necessary skills to enable them to take on new challenges. They must be able to move
masses regardless of one’s cultural and ethnic background (Routledge & Carmichael, 2007). This means that they should not discriminate one among others because of
cultural background. Some leaders in the workplace only recruit people who belong to their tribes, which disputes their leadership styles (Szu-Fang, 2013).
The contingency theory of leadership insists that the response of a team will clearly define one’s leadership style (Rose, 2015). This means that the performance
related to an individual will clearly be defined by the situations to which an individual will be exposed. For example, an individual might perform best when
interacting with a person with whom they originate from the same cultural background, as compared to a person of a different background (Albert & Olivia, 2015). This
is clearly vivid in the work areas where it is seen that leaders may deliver best when they are assigned juniors with whom they can easily speak their mother language.
The transactional leadership theory focuses on the mutual benefit between a leader and his followers (Rose, 2015). This means the leadership style that defines an
individual is his interaction with his followers. In today’s workplaces incentives, good salary and other benefits are given to the employees to ensure that as an
organization benefits the needs of an individual are as well taken care of such that an individual focuses on a certain career path that will lead to his development
(Routledge & Carmichael, 2007). According to this theory, motivation of the employees is emphasized. This may involve layoffs and other schemes aimed at ensuring the
success of a company (Albert & Olivia, 2015).
The transactional model of leadership is followed in my work place. This involves hiring, training, and development of its members of staff through Human Resource
Management. This ensures promotion of the employees, enabling them to attain the right skills needed to undertake new projects. This ensures low labour costs
associated with hiring qualified personnel. Workforce planning in the organization enables the company to take on new projects, regardless of the changing
technological trends (Smith, 2012). Workforce planning enables the organization to fill vacant positions when its staff members are promoted or retire. This is done by
promoting its employees to managerial levels from the existing workforce. Through the graduate recruitment program, the organization increases its manpower, therefore
increasing its capacity for growth (Szu-Fang, 2013). This enables individuals with an internal drive to join the company. Promotions within the company give the
employees an internal drive to succeed and be promoted to the managerial levels. Recruitment in the organization is done regardless of the cultural background of an
individual. This enables high-quality candidates to join the organization. This is not only done through offering internship programs to individuals, but also through
relations with clubs and organizations (Ward, 2013). Furthermore, mentorship programs and career fairs enable the organization to hire quality staff. Good salary
offered to individuals in the organization ensures mutual benefit to the employees and the organization because individuals are able to grow and enhance their skills
(Szu-Fang, 2013). Through the website recruitment program, the organization seeks high quality individuals to join the organization with an aim of development that
caters to future needs. The selection process associated with the organization enables individuals to be chosen for a job that suits their skills
Human Resource Management in an organization should be a strategy aimed at reducing employee turnover while increasing the production activities associated with an
organization (Routledge & Carmichael, 2007). This may involve work-force planning that is a continuous process involving systematic identification and
analysis of what an organization is going to require in terms of the magnitude, type, years of experience, knowledge, skills, and quality of manpower to achieve its
objectives (Smith, 2012). This enables the organization to be able to meet the future changes, therefore ensuring a better position in the future. Activities related
to Human Resource Management include ensuring good health and safety and equal employment opportunities to its staffmembers (Raelin, 2000). This also includes
compensation, development of manpower in the organization, and maintaining labor relations in the company. The system brings good will to the company, hence customers
tend to invest more in the organization because it enables preparation of any future occurrence (Smith, 2012).
Workforce planning ensures that an organization has the right personnel with adequate knowledge and skills. This enables the company to take on new projects because
manpower has enough skills to meet the projects’ needs. This enables the company to meet its production goals by employing the right number of people. This therefore
eliminates the need of employing people who may require large amounts of capital to launch new projects. Workforce planning enables Human Resource Management to
identify problems beforehand (Peter, 2016). This also prevents problems from ever occurring, therefore minimizing the cost associated with fixing a problem. This
ensures that the turnover rates are always low because the employees’ transition to new opportunities is easy and rapid. The system ensures that the labour costs
associated with the production needs are low and ensures good pay to the employees without employee layoffs. Workforce planning ensures the ease of business cycles.
This is done by developing processes that ensure adequate use of skilled manpower during both good and lean times (Ward, 2013). This enables the company to meet its
production goals because the right number of people is employed. The product development speed is also enhanced because the company has skilled manpower with talents
(Smith, 2012). This ensures that the company takes the challenge of new projects because of the availability of skilled manpower, which is done through training
programs that involve internships and graduate recruitment programs that ensure that technical skills are passed to the younger generation. These individuals with
talents are promoted to the managerial levels within the company, therefore ensuring retention of high-quality personnel within the organization (Jim, 2014). Planning
and analysis associated with the Human Resource Management ensures anticipation of forces that might necessitate the need for future employment (Albert & Olivia,
2015). The human resource activities should also ensure that the health and security of workers are maintained through exercises and protection from hazardous
chemicals. It is also important to address the rights of employees in an organization to ensure a steady growth of the company. This is done through good communication
channels between the employees and the top management (Galanou, 2010).

References
Albert Amankwaa & Olivia Anku-Tsede. (2015). Linking transformational leadership to employee turnover: The moderating role of alternative job opportunity.
International Journal of Business Administration, 6(4).19-29.
Galanou Ekaterini (2010). The impact of leadership styles on four variables of executives workforce. International Journal of Business and Management, 4(6), 3-16.
Gold, J., Thorpe, R. and Mumford, A. (2010) Leadership and Management Development, 5th edition. London: CIPD.
McCleskey, J. A. (2014). Situational, Transformational and Transactional Leadership and Leadership Development. Journal of Business studies Quarterly, 5(4), 17-30
Nwokocha, I. & Inheriohanma, E.B.J. (2015). Nexus between leadership styles, employee retention & performance in organisation in Nigeria. European Scientific Journal,
11(13), 185-209.
Pedlar, M., Burgoyne, J. & Boydell, T.(2007). A Manager’s Gide to Self Development, 5th edition, Upper Saddle River, NJ: Prentice Hall
Northhouse, P. G. (2016). Leadership Theory and Practices. Thousand Oaks, CA: Sage Publishing Inc.
Raelin J.A (2000). Work Based Learning: the new frontier of management development, Reading MA: Addison-Wesley.
Amanchukwu, R. N., et al.(2015). A review of leadership theories, principles and styles and their relevance to educational management. Scientific and Academic
publishing, 5(1), 6-14.
Routledge, C. & Carmichael, J. (2007) Personal Development and Management Skills. London: CIPD.
Safdar Rehman, M.(2012). Employee turnover & retention strategies: An empirical study of public sector organsiations of Pakistan. Global Journal of Management &
Business Research, 12(1), 83-89.
Smith, T. (2012). Strategic workforce planning: guidance & back-up plans. Scotts Valley, CA]:CreateSpace.
Szu-Fang, C. (2013). Essential skills for leadership effectiveness in diverse workplace development. Online journal for workforce education and development, 6(1), 1-
24.
Ward, D. L., Tripp, R., & Maki, B. (2013).Positioned: strategic workforce planning that gets the
Please send the comments to the writer. Alot of changes to be done.
Subject: [External] LLCPD Comments- Please amend accordingl

I went through your paper, and would like you to amend and modify in these ways. I would be glad if you could modify and send me task after task.

General:
Avoid frequent titles that too in the middle or center alignment.

Task 1:

Career Trajectory should focus on the following

This can be represented as 1.Table or Graphs with years of progression in your career. Then explain on that

2. Where you intend to progress in the next five years- explain and be more creative. If you would like to include, then the part time MBA can be included for if it
has played any purpose in the Aim of your future career. your career progression should be very specific and the skills should be related.

3. Identify 5 skills/ Qualities
These skills qualities, characteristics can be taken from the class slides or on your own but supported by academic theories or

a. Pedler & Burgoyne (2011)
b.John Burgoyne & ROger Stuart
c.Check for Honey & Mumford
d.Check for Belbin Team roles

If you have not done this, then you need to fill up the questions in the relative slides and check for yourself.
Check for the skills/ qualities which you intend to develop over next 5 yrs.
These skills can be identified and explained.

Some other theory through which you have identified the skills you lack and it is very important for the career.
The impact of these skills on your chosen career progression should be included. your assignment lacks those things, its very descriptive.

These information is for Question 1 of A2 assignment. Always make sure to include theory or model wherever appropriate.

Three specific skills out of the 5 – y you considered to be vital to progress

These three skills you intend to go for formal learning methods or through non-formal learning methods. Check for the slides on the formal and informal learning
methods.

Critically reflect on your LSP ( which you can understand only after filling up the Honey Mumford questionnaire and by learning Kolbs learning cycle). you failed to
link your LSP with the skills required for learning. you need to diagnose first, what is your LSP and then focus on whether you are going to learn through formally or
informally, and how it will be linked with your LSP

How your LSP ( Learning style Preference)- reflect on the impact of your future management practice.

Support it with academic theories on your learning style.

Three skills that you are going prioritise for the next 6 months- Describe the formal and informal learning methods you are going to adopt to develop these skills.
Stress on your LSP with more supporting evidences in your explanation.

Kindly send me both of these first. TASK 2 and TASK 3 need to be more focused. Pls send me the draft at the earliest, atleast career trajectory and task 2.

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