• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Assessing your own leadership - management at Costa Coffee.

Extracts from this document...

Introduction

INTRODUCTION... Organisation name - Costa coffee It is a food base organisation and heart of our business is coffee where you can find some quality food as well. Its basically designed for all types of customers such as people those who doing shopping can come with family and have a coffee for relaxation, business people, passing through people etc. Below you can find the vision, mission and value statement of the organisation and brief description about the organisation structure and its functions Vision statement.... Our commitment to society is nothing new. We've always known that as well as providing the best brand of the coffee in the world, a sustainable retail business needs the support of healthy communities and a high quality environment. Since the 1972s, Costa coffee has been actively involved in improving the quality of life for a wide range of communities. We've always tried to make an active contribution to the needs of our stakeholders, whether as customers, employees, investors, suppliers, partners or neighbours. Entering the 21st century our commitment remains as strong as ever, but the world is keep changing. Business is becoming global, society more diverse and our business is under greater competition than at any time before. ...read more.

Middle

This style of leadership is often desired. A transformational leader motivates followers to do more than originally expected and the extent of transformation measures in terms of the leader's effects on followers. A transformational leader transforms and motivates its followers by: ? generating greater awareness of the importance of the purpose of the organisation and task outcomes; ? Inducing them to transcend their own self-interests for the sake of the organisation or team; and * activating their higher-level needs On the other hand Transactional leadership is based on legitimate authority within the bossy structure of the organisation. The emphasis is on the clarification of goals and objectives, work task and outcomes, and organisational rewards and punishments. In contrast to transformational leadership, transactional leadership appeals to the self-interest of followers. It is based on relationship of mutual dependence and an exchange process of "Do as I say and you will get a raise." (Reward) or "Meet this quota or you will get fired." (Punishment).These is extrinsic motivators which bring only minimal compliance from followers. Some followers will supply their own internal (intrinsic) motivation such as pride in their work, but this is a matter of chance. but unlike some contingency theories, cannot be used in all circumstances, and is can only be compatible with a firm striving on fast development, whilst creating a feeling of loyalty and trust. ...read more.

Conclusion

Therefore, I need to change this attitude as it may put me in trouble. Still to increase my effectiveness.. 1. I need to recognise the value and contribution of team members who function differently. 2. learn to utilise short cuts 3. Establish priorities and time lines to active the completion of delegated task in order to meet project dead lines. 4. Develop more patience, particularly with those who require time to process decision. 5. provide agendas and working papers to team members well in advance of meeting Therefore, I am supportive, consultative leader, but some times, I may change to influencing or directive style as well. CONCLUSION.. I think using the transformational leadership within my organisation is much better. Where as I believe when delegating a job to a group, the best way is to motivate them rather then ordering, where it will create a commitment to the job and the job will be done ultimately in a effective way, and also by respecting the individual performance, I believe we can maintain a good team sprit which is really important for our service. As well as satisfying their personal needs they find job assurance and they will commit their self on work which will help the organisation run smoothly towards the goal. REFERENCE... 1. http://www.thetlc.org.uk/documents/2012 2. http://www.coursework.info/ 3. ILM Level 5 unit M5.29 slides - lecturer - Mr. Anthony ?? ?? ?? ?? 1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. No one best style of leadership

    Wikipedia's definition of a contingency theory states that 'leadership effectiveness depends on both the leader's personality and the situation'. The theories suggest that there is no single style of leadership appropriate to all situations. There are four main contingency theories.

  2. HRM Funtions Staffing, Traning, Compensations and Performance Management

    Low-level workers often seek higher paying job contrary to top-level worker, who are merely comfortable being in a desirable position. With regards to internal staff, in order to retain internal staff, employers who base promotions on merit and high performance rather than seniority shows flexibility when reviewing performance in the current workforce.

  1. Leadership. There are many styles or ways that a leader can use to motivate ...

    He must be able to understand the fast change and react, unreacted to it to fit into the situation. He must be able to create the visions of the future and accordingly inspire organizations members to achieve optimal effectiveness.The leader must be able to challenge the status quo, formulate structured plans and inspire people to aim high.

  2. Human Resource Management: Development, Activities, Planning and Recruitment

    Questions will normally come in the same order for each candidate, though it is not necessary to ask all candidates exactly the same question. What you must do is ensure that each candidate is questioned on the same areas but it may be necessary to alter phraseology or expand on a question.

  1. Management and leadership within health visiting team in Edmonton locality.

    However, Whiteley et al 1996) warns that the danger with transforming leader is that many are left behind in the dark if the vision is not communicated well. Major Theories of Leadership * The Trait Theory * Behavioural Contingency Theory * Attribute Theory * Transformation Theory Trait theory: Attempts made to identify common characteristics of

  2. Discuss issues regarding management, leadership and the theories they are related to.

    course is explicit and clinical processes are clear and relationships are open. For example satisfactions between stakeholders, clinicians and managers. Will the NHS needs a more transformational style of leadership? The NHS needs a more 'transformational' style of leadership, a style which emphasises setting a direction, motivating people and managing significant change.

  1. The purpose of this exercise is to introduce the relationship of selecting, evaluating, building ...

    The members must be willing enough to help team -mates and cooperate with them in ensuring success of the project. A team leader has a great role to play in team's overall performance.

  2. Reward Management, Monitoring Performance and Exit Rights & Procedures

    The remuneration schemes that succeeded were the ones where the most time and effort was spent in consultation and involving workers and their managers.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work