Assessing your own leadership - management at Costa Coffee.

• Planning
• Organising
• Staffing
• Directing
• Budgeting
• Controlling
• Reporting
• Decision making

Middle level managers – Delivering full support to the manager and motivating the team  and maintain good team sprit within the team and get the job done effectively.

• Ensure to provide a good working environment
• Job security
• Respect the skills.
• Understand their necessity.  
• Career growth

Team leaders- ensure that the day to day activities are been completed and up to date.

Such as brand standards, deliveries, orders, transfers and service.

Team members - Follow the guides and help to run the business effectively delivering better customer service.  

Functional Areas

Business consist of

• Sitting Area         – giving a pleasant relaxing environment to customers
• Display Unit Area – displaying food in a hygienic good looking way.
• Cashier/customer service – taking the order in decent manor with smile
• Production         - making coffee, preparing food
• Kitchen – washing up dishes.
• Stock room- to stock necessary materials..

Extra services – music and news papers

LEADER SHIP STYLES USED IN MOST ORGANISATIONS…

Indeed it is hard to define the leader ship effectively.. Leadership is having the ability to give guidance to those that will follow.  The design, creation, and management of the group actions that direct the combined efforts of individuals in the group and their resources to achieve a goal or accomplish a mission. It is used everywhere in many ways. A leader is not only used in the business world, but also in education, clubs, sports, volunteer work, government, and even in your own home.

I think it is wrong to say that there is one best style of leadership which can be applied in conjunction with all subordinates, because the style of leadership used by leaders/managers should be depend upon the type of staff within a company and situations. Different situations require different approaches and skills. Such as…..

1. transactional leadership
2. transformational leadership

Transactional leadership…

The leader offers rewards or punishment for the performance of desired behaviour and the completion of task. This type of leadership may result among the followers the act of admitting, but unlikely the commitment to the task.

Transformational leadership..

This type of leadership based on inspiration, trustworthy, loyalty and admiration of followers towards the leader, rather then ruling them.  Transformational leadership focus on intangible qualities such as visions, shared values and ideas in order to build relation ship, giving larger meaning to separate activities and provide common ground in order to engage the followers in the change process.

The best four leadership elements are

1. directing
2. coaching
3. supporting
4. delegating

Accordingly I think I am pretty sure that we have been using the transformational leader ship within our organisation because as we went through the leader ship styles transformational leader ship styles is the one mostly suits to us.

THE EFFECT OF LEADERSHIP STYLE ON PERFORMANCE AND BEHAVIOUR…

 The single biggest way to impact on an organisation’s performance is to focus on leadership development. Whether a firm is lead in an autocratic, democratic, is reliant upon the culture, structure and task of the specific organisation.

A transformational approach to leadership is a process of increasing motivation and commitment, generating a vision for an organisation. This is the authoritarian style of leadership. This approach is best for a type of organisation, which is capable of fast, radical change. Transformational leaders motivate followers to do more than is originally expected.

 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. It is possible that different types of leadership will be most desire at different

Stages of a business. Also the situational approach of a contingency style of leadership can

be seen as a preferable, human relations based method of leadership, as this type of leadership is most likely to increase job satisfaction, in turn improving work performance.

Being one of the most predominant styles of leadership, democratic style of leadership is more likely to produce effective group performance. However, there is no one best style of leadership. Different types of leadership may also be needed at different stages of business. Effective leaders use a collection of distinct styles, in the right measure, at the right time, such as…

• Autocratic
• Laissez- fair
• Paternalistic
• Democratic
• Charismatic….

MOTIVATION AND COMMITMENT….

We understand that motivation is part of human resource management, and Human resource management is one of the most important sections for organization and management. Therefore, the motivation is one of the most important reasons for employees and employers to improve their work in the company

According to the diagram above, to be a effective leader you must have these five qualities in you and most important among them is team motivation.  To achieve the organisation goals and targets as a leader you cannot do it on your own and you need your teams’ full support.

Commonly there are three main motivation theories has been used widely  across the business world.

1. Maslow’s HIERARCHY OF NEEDS THEORY
2. Mcclelland’s ACHIVEMENT- POWER-AFFILIATION THEORY
3. Hertzberg’s TWO- FACTOR THEORY

1.Maslow’s HIERARCHY OF NEEDS THEORY…

According to Moslow the needs that motivate people falls in to five categories

• Physiological needs – Most basic needs such as.. 

homeostasis such as satisfaction of hunger and thirst, the need of sleep, sensory pleasures.

• Security needs – such as..

Job security, freedom from threat of physical attack, protection from danger or deprivation.

 

• Social needs – such as..

social activities, friendships, parties

• Esteem needs – such as..

status, confidence, strength,

• Self actualisation needs – such as..

reputation, loyalty, good will.

2.Mcclelland’s ACHIVEMENT- POWER-AFFILIATION THEORY

        This motivation theory is based on the assumptions that through life experience, people develop 3 various needs. Those are

1. The need of achievement- the desire to do something  better then it has been done before
2. The need of power – the desire to control, influence or be responsible.
3. The need of affiliation – the desire to maintain the relationship.

Different people has different desire, the relative strength of needs influences what will motivate a person.

3.Hertzberg’s TWO- FACTOR THEORY

Employee’s satisfaction and dissatisfaction stem from different factors

1. Hygiene factors -  salary, relationship with others,
2. Motivating factors – opportunities, job assurance, recognition, responsibilty

OWN ABILLITY…

I am an easygoing person and people generally feel relax around me, and which can help other to tell their opinion regarding certain decision-makings.

My communication way is so empathetic and I rarely use judgemental languages. In addition, I am a good listener. This will really help me to run the team meetings smoothly.

Most of the situations I prefer to avoid conflicts and maintain the peace, which will help me to build a good relation with my workers.

I have a circle of friends and colleagues that I invest time in building social relations. So I can discuss about my business with them and this will help me to improve my business.

When I take the weakness main  thing I need to concern the risk taking part because and even that’s not going to be a major problem for me as my business is franchise so my areas of focus is limited within a circle,  Means I cant go for the new products or change my way of suppliers. And I think it is really a plus point for me.

My weakness is I am not a good reader. Very rarely, I read a newspaper. In addition, I do not watch television often. I think I need to improve these habits as it will help me understand the economical and market situations, which can be, use full for me in business.

I prefer thing remain same. One way this is good for the business because my decisions will remain same. However, some time when a situation comes to change the things often, such as promotions, introducing new products change in company policies, which will take some time change which may cause difficulties in business.

Some times, I am too soft hearted, and people may get use of this. 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…

3. ILM Level 5 unit M5.29 slides – lecturer – Mr. Anthony