Simple 5OS06 Leadership and Management Development Assignment Help Example Outline

Table of Contents

Simple 5OS06 Leadership and Management Development Assignment Help Example Outline

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

Analyse the external factors that drive the need for leadership and management within the organisation.

  1. Briefly explain what leadership and management entails in the organisation
  2. External factors that drive the need for leadership in the organisation
    1. What are the external factors?
      1. Political factors – for example; influence, transparency, political skill, leadership skills
      2. Economic factors – for example; economic conditions (inflation, recession, boom), evolving consumer behaviours, changing market conditions, fiscal challenges.
      3. Social factors – for example, company culture, change management, communication, teambuilding.
      4. Technological factors – for example; data analytics, Artificial Intelligence, Internet of things, robotics, block chain.
      5. Environmental factors – for example; changing business environment
      6. Legal factors – for example; New government regulations, compliance issues
  3. How do the above external factors drive the need for leadership in the organisation?
  4. What are the benefits of understanding these external factors towards leadership in the organisation?
  5. What are the implications for people practice professionals when making leadership decisions or when evaluating the need for leadership in organisations?

Explain the key differences between leadership and management roles and styles and the implications of each for organisational effectiveness.

  1. Give a brief description of organisational effectiveness
  2. Leadership and Management roles
    1. Briefly, provide a description of leadership roles?
    2. Briefly, provide a description of management roles
    3. What are the key differences between leadership roles and management roles?
    4. What are the implications for leadership and management roles for organisational effectiveness?
  3. Leadership and Management styles
    1. Briefly, describe leadership styles
    2. Briefly, describe management styles
    3. What are the key differences between leadership and management styles
    4. What are the implications for leadership and management styles for organisational effectiveness?
  4. What are the implications for people practice professionals in the organisation?

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

  1. Give a brief description of leadership and management in organisations
  2. Explain knowledge required for leadership and management in organisations
    1. Strategic planning
    2. Strong ethics
    3. Knowledge of the organisation
    4. Innovation and creativity
  3. Explain the skills required for leadership and management in organisations
    1. Problem-solving
    2. Time management
    3. Communication skills
    4. Decision-making
  4. Explain behaviours required for leadership and management in organisations
    1. Self-awareness
    2. Empathy
    3. Confidence
    4. Decisiveness
  5. What are the differences among the three (knowledge, skills and behaviours)?
  6. What are the implications for people practice professionals in organisations?

Assignment Activity: Understand a range of different learning and development initiatives in developing leaders and managers.

Discuss the role of people professionals in supporting leadership and management development initiatives.

  1. Who are people professionals?
  2. Explain briefly leadership and management development initiatives – for example;
    1. Leadership development programs
    2. Coaching and mentoring
    3. Succession planning
    4. Change management
  3. What is the role of people professionals in supporting leadership and management development initiatives?
    1. Developing leadership programs
    2. Planning succession
    3. Promoting diversity and inclusion
    4. Coordinating the initiatives
    5. Adapt the company’s way of working to change
  4. Why is the role of people professionals in supporting leadership and management development initiatives important in an organisation?
  5. Counterargument
    1. What if people practice professionals fail to execute their roles in supporting leadership and management development initiatives? What are the negative effects to the organisation?

Evaluate the different concepts and range of approaches that are available for effective leadership and management development.

  1. Provide a brief description of effective leadership and management development
  2. Different concepts for effective leadership and management development
    1. Conflict resolution
    2. Honesty and integrity
    3. Vision
    4. Self-awareness
  3. Different approaches to effective leadership and management development
    1. Situational approach
    2. Behavioural approach
    3. Programmed leadership and management
  4. What is the importance of understanding these concepts and approaches to leadership and management development?
  5. What are the implications to people practice professionals in the organisation?

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

  1. Give a brief description of what diversity and inclusion entails – for example;
    1. Understanding one another such as accepting one another irrespective of the background
    2. Recognising our differences such as cultural and religious practices
    3. Implementing practices that support racial diversity in the workplace
  2. Why diversity and inclusion should be an integral component of leadership and management development initiatives?
    1. To build multicultural teams
    2. To drive organisational growth – through innovation driven by diversity and inclusion
    3. Diversity and Inclusion helps leaders to unlock individual potential for success
    4. Diversity and Inclusion enhances collective power teams
    5. To attract the right employees with the best minds and skills (attract the best talent pool).
  3. What are the implications for people practice professionals when promoting leading and management development initiatives in the organisation?

Learning Outcome 3: Understand the effectiveness of leadership and management development initiatives.

Evaluate the indicators of successful leadership and management development initiatives.

  1. What does it entail to achieve or have successful leadership and management development initiatives? For example;
    1. Achievement of goals/support business goals
    2. Achievement of the greatest relevance and employee engagement
    3. Tailored content to different leadership levels
    4. Incorporates a variety of learning styles
  2. Indicators of successful leadership and management development initiatives
    1. Increased employee retention
    2. Added value – other than the predetermined objectives and benefits
    3. Participant satisfaction rate – achievement of desired competencies
    4. Succession – through promotions, internal job rotations, and secondments
  3. Are these indicators effective in evaluating successful leadership and management development initiatives?
  4. Why is it important to use indicators when evaluating successful leadership and management development initiatives?
  5. What are the implications for people practice professionals?

Explain the range of stakeholders and the involvement they have in leadership and management development initiatives.

  1. Who are stakeholders?
  2. Stakeholders in leadership and management development initiatives
    1. Learning and development team
    2. Learners or participants
    3. Executive sponsor
    4. Human resource talent community
    5. Functional group leaders
  3. How are these stakeholders involved in leadership and management development initiatives? For example; what are their roles?
  4. What are the implications to people practice professionals?

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

  1. Organisational culture
    1. Give a brief description of organisational culture
    2. The impact of leadership and management development initiatives on organisational culture. They help build a positive organisational culture by;
      1. Shaping the values, behaviours and attitudes within the environment
      2. Creates an atmosphere where employees feel valued and motivated to give their best – it fosters a culture of collaboration, innovation and accountability.
    3. The importance of leadership and management development initiatives of organisational culture
      1. They set the tone for the organisation
      2. Align behaviours with the desired culture
      3. Helps with attracting and retaining talent in the organisation
  2. Strategy
    1. Give a brief description of strategy
    2. The impact of leadership and management development initiatives on strategy
      1. Translate the vision to actionable plans
      2. Execute strategic plan
      3. Co-ordinate resources
      4. Oversee daily operations
      5. Ensure teams work towards the company’s goals
    3. The importance of leadership and management development initiatives of strategy
      1. Enhanced decision-making
      2. Innovation and adaptability
      3. Strategic alignment
  3. Reputation
    1. Give a brief description of reputation
    2. The impact of leadership and management development initiatives on reputation. Shapes organisational reputation through increased;
      1. Transparency
      2. Integrity
      3. Strong communication skills
    3. The importance of leadership and management development initiatives of reputation. They help;
      1. Build organisations’ trust
      2. Improve communication
      3. Increase innovation
  4. Performance
    1. Give a brief description of performance
    2. The impact of leadership and management development initiatives on performance. They help in performance management by;
      1. Overseeing performance of teams
      2. Setting clear expectations
      3. Provide regular feedback
      4. Deal with any performance issues that arise
      5. Employee’s meet their goals, and align team’s collective efforts with the organisation’s objectives
      6. Foster a culture of accountability and continuous improvement in employees
    3. The importance of leadership and management development initiatives of performance
      1. Improves financial performance
      2. Attracts and retains talent
      3. Increases organisational agility
      4. Improves employee performance

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