Leadership and Management Business Characteristics

Question: Discuss about the Leadership and Management for Business Characteristics. Answer: Week 2 - BSBLDR501 Develop and use emotional intelligence It began and became popular during the year 1995. He defined Emotional Intelligence as the idea of using the best characteristics, factors, values and skills as well as knowledge to enhance business performance and especially management (O'Boyle et al 2011). His EI model was called the Mixed Model whereby he came up with five main components which are: Self-regulation, internal motivation, social skills and empathy. Furthermore, Daniel decided to accompany every EI component to an employees emotional competence which is naturally possessed (Joseph et al, 2010). Apart from coming up with the model, he also came up with two of his own measuring tools which are: Emotional Competency Inventory (ECI) or the Emotional Social Competency Inventory (ESCI) and the Emotional Intelligence Appraisal (Joseph et al, 2006). Task 2: Personality Based Emotional Intelligence Test (MEIT) (5 marks) From the results of the test, there are four EI Descriptors i.e. they are: Self-awareness which seems to be the most important of them all whereby I scored 7 points. This means knowing your own personality more than anybody else and especially emotionally. Self-management which comprises of self-control, transparency and adaptability. For this I scored 8 points. Social awareness which comprises of empathy, organizational awareness and service orientation whereby I score 9 points. Relationship management that involves things that are related to the external environment or the outside of ones personality where I scored 5 points. Week 3 3: Emotional Intelligence Case Study (5 marks) 1.The employees are showing the emotional stress of losing their values or even skills and losing their jobs in case the bank business operations are changed by Mark. 2.Emotionally effective people are the people who are productive or efficient even with their emotions being put on the line. They value their business goals and objectives more than their personal emotional feelings and disturbances. 3. If I were Mark I would not try to change the banking operations so very fast before I get to understand the previous leadership skill and effects to the banking performance and to employees EI. I would also make sure that all the employees are in line, participating and in agreement especially when it comes to the business changing its emotional intelligence. Any business management needs this group of people because they are most likely going to achieve in or on time and the chances of them achieving the set goals and objectives are very high. The reason is because these are people are more focused towards the businesss goals than anything else. Max would have drafted a memo for each employee or for each banking department to announce the meeting place, time and the length of time it would take. However, he would also have communicates much earlier accompanied by its agendas so that the employees can prepare for it psychologically and physically too. By doing this he would have given time to think about the meetings agenda and also participate in the decision making and give their ideas and views. Week 4 4: Develop a workplace procedure for any one of the following organization. Use a Minimum of 8 bullet points to write the procedure. (10 marks) These include the rules and policies that may be involved in retail store that deals with clothing. Greeting customers and giving the details of the products, prices, features, benefits and the store as a whole. Assembling the cloths inside the store during closing hours (those that were in the display) and taking out for display during opening hours. Maintaining the payments records. Maintaining the clothing inventory. Being aware of the customers actions while in the store. Working with computers and other electronic machines. Ensuring that the store is safe done especially by store security guards. Keeping the store clean, arranged and tidy always to attract more customers. Keeping the stores accounts and financial statements correct and updated as expected by the management. Week 5 5: Scenario based case studies on ethical values and cultural diversity. (10 marks) 1.As an employee, I would go for the game because it was simply an offer that I did not ask for. For instance, I may or may not have done something for the private organization but because it is an offer and not a gift, reward, payment for or bribe then I would join them. However, if it is negatively related to my current organization or job or if the offer comes with any ties and conditions besides just watching the game then I would not take the offer. Furthermore, I would try to my best capability not to combine my personal issues and enjoyment together with my professional responsibilities and duties. Therefore if the offer seems casual then it will remain casual and if professional and independent from my current job or organization then I would take the offer. 2.If I were the manager to these employees, I would make sure that they are able to keep their personal enjoyment aside from their professional responsibilities. In addition to that I would ensure that if the game is to be watched for the benefit of the organization then that is done but if it is for personal importance and benefits then there no organizational funds that are to be used. Also, I would ensure that the cost of the game is worth the spending and not spent in an extravagant manner. Section 2 1.The issue is that the organization does not seem to higher employees from different cultures like the Indians. Also when it comes to the organizational parties, the foods for the minority cultures are not available. 2.If I were the organization manager I would make sure that all cultures from all over the country are represented and respected as they are. In addition to that I would make sure that in every traditional organizational party, every cultures traditions are respected and the foods are available. 6: Workplace diversity: Legislation, rules, codes of practices and business policies. 1.Direct Discrimination-Not allowing Africans to invest in a European Investment Organization Indirect Discrimination-Putting up tough laws that will discourage Africans from investing in a European Investment Organization. 2.Australian Laws Racial Discrimination Act of 1975 Sex Discrimination Act of 1984 Australian Human Rights Commission of 1986 Australian Capital Territory Act- Discrimination Act of 1991 Disability Discrimination Act of 1992 Fair Work Act of 2009 3.I would ensure that all those laws are adhered to by all the employees and especially the management as a whole. Week 6 7: Case Study: Performance plan and KPIs to improve team performance. (10 marks) 1.Document performance issues or the concern itself- This generally involves keeping a clear and detailed record of the employees performance (Adan et all, 2011). This will help the supervisor to monitor, evaluate and analyze the areas that need some improvement. Develop an action plan-This includes coming up with the exact schedule in terms of time, goals and objectives among other needs to be able to implement the performance action (McCutcheon, et all, 1993). Review the performance plan-This should be where the supervisor or employees themselves have a look and read the details of the performance plan together with the manager for him or her to verify its effectiveness and efficiency to the organizations goals and objectives. Schedule a meeting with the employee-The supervisor should set a meeting to give, give a hint and coach the employee in question (Ali, 2013). Do some follow-ups-This is whereby the supervisor makes frequent visits to the employee to check on the progress and proceeds of the plan (Voss et all, 2002). By doing this they will be able to correct them whenever they wrong as early as possible so that they do not mess anything up anymore and if they do it so that it can be meaningless (Skokan et all, 2013). PIP Conclusion- whereby the employee chooses either to rectify or not to rectify their mistakes or performances. Therefore, if an employee does not correct his or her performances then they are likely to get worse and therefore loss to the whole organization (Payangan et all, 2016). Therefore, when an organization employees undergo the above process, they are most likely going to improve or even be better and therefore will retain their old jobs. 2.Key Performance Indicators for a call center Call handling time First call resolution Transfer rate Time to answer Abandon time Idle time Hold time 3.I would ensure that the inputs and the directors are completely independent from each other i.e. none that relies on the other. Also I would ensure that there is perfect trust between the management, input producers and the directors to enable good and smooth operations. Task 8: Case Study: Supporting team performance (5 marks) 1.Groups that are well talented perform less than those that are less talented because of the pressure and desire for each of them to implement their own idea and skill in the group activity rather than coming together as one and agreeing on just one thing. 2.Group Apollo believed that they were the best and could do better on their own without the help of the others. Also they were so confident with themselves, their ideas and views and knew that they were more talented than the others. 3.Manchester United Football Team 4.If I were the coach for Manchester United Team, I would ensure that all the team members are well aware of the overall goals and objectives of the team and are focused and working towards achieving them. I would help them accept each others ideas and opinions on different issues and know that they are all matter when making the teams decisions. References O'Boyle, E. H., Humphrey, R. H., Pollack, J. M., Hawver, T. H., Story, P. A. (2011). The relation between emotional intelligence and job performance: A meta?analysis.Journal of Organizational Behavior,32(5), 788-818. Joseph, D. L., Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model.Journal of Applied Psychology,95(1), 54. Ali, A. (2013). How to differentiate between Leadershipand ManagementFunction in Organization: A Review of Scholarly Thoughts.International Journal of Economics Business and Management Studies,2(1), 38-44. McCutcheon, D. M., Meredith, J. R. (1993). Conducting case study research in operations management.Journal of Operations M, 11(3), 239-256. Adan, I., Bekkers, J., Dellaert, N., Jeunet, J., Vissers, J. (2011). Improving operational effectiveness of tactical master plans for emergency and elective patients under stochastic demand and capacitated resources.European Journal of Operational Research,213(1), 290-308. anagement, 11(3), 239-256. Skokan, K., Pawliczek, A., Piszczur, R. (2013). Strategic planning and business performance of micro, small and medium-sized enterprises.Journal of Competitiveness,5(4). Payangan, O. R., Taba, M. I., Pabo, M. I. (2016). Factors Affecting the Business Performance of the Micro, Small and Medium Enterprises in Creative Economic Sector in Makassar, Indonesia. Voss, C., Tsikriktsis, N., Frohlich, M. (2002). Case research in operations management.International journal of operations production management, 22(2), 195-219.