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The manager needs to be aware of the pressures which exist and strongly influence the behaviour of workers. To achieve this leisure centre manager must assess the current situation through effective formal or informal

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Introduction

Managers regardless of the organisational environment within they operate spend much of their time working with and through others to realise specific goals. Success therefore depends on their ability to influence people in four specific groups, sub-ordinates; colleague, superiors and external contacts to do willingly those things that achieve targets. This will require co-operation and commitment by all involved the required manager must be able to put across their ideas and have them accepted by others. There way which managers have them accepted vary in relation to the manager's style and the goals and expectations of those involved? He may have to compel them, manipulate and influence. Or more appropriately by informing and enlightening them, by making them aware of the needs and agreeing the options available and gaining consensus as to the most appropriate solution. "Leadership style is the way in which the functions of leadership are carried out, the way in which the manager typically behaves towards the members of the group". L J Mullins Origination behaviour prentice hall 2002. Within the leisure centre environment the first indication of the leadership style that is adopted is reflected in Belbins identification of the solo leader and the team leaders ...read more.

Middle

To achieve this leisure centre manager must assess the current situation through effective formal or informal feedback received from employees which allow him to assess measure and understand how well it is satisfying their needs and expectations. To do this effectively the manager must consider the following areas: > The Working Environment > Internal and External Communication > Career Prospects > Management and Supervisory Style > Recognition > Training > Employment Conditions Managing Performance To effectively manage performance of individuals and teams within any organisation despite the activities goals and regardless of the management style adopted. Managing people effectively requires the careful consideration of a number of factors that affect individual and team performance. Within our environment the team leader adopting a situational analysis approach has identified certain issues that ensure the effective performance of the individual and the team. The employees are clear about what is expected of them and when. Secondly that we know both individually and as a team what we are doing well and what needs to be improved. He ensures that our individual talents and strengths are positively positioned with the leisure centre and that any gaps is knowledge, skills or experience is bridged using a mixture of general and informal training regimes. ...read more.

Conclusion

How management developed a plan which will ensure that it has the quantity of people necessary to achieve its targets in an acceptable standard of performance. Secondly, is to ensure that the manager regularly determines the satisfaction of the people and take steps to improve it if necessary. The second element to be considered is how the manager develops and sustains the capability of employees. This is achieved through the development of a training plan identifying the needs of employees and reviewing and assessing the training plan for its effectiveness, through the medium of direct formal feedback. The third element is the agreement of individual and team targets and continuously reviews performance. To do this effectively managers have to agree with individuals and teams performance targets and link it to the leisure centres objectives. People should be encouraged to improve their performance in the appropriate way. The organisation must ensure the involvement, empowerment and recognition of its people. The manager has to actively encourage staff to get involved in improvement activities. This also involves the empowerment of employees and to develop recognition systems which sustain their involvement and empowerment. Finally to ensure that effective communication systems are in place which allows employees to give and receive inflation effectively. ...read more.

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