Leading Managing Effective Teams Assignment Sample

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Introduction of Leading Managing Effective Teams Assignment

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The following study can illustrate an outline of the different aspects of the leader and manager who plays a vital role in the organisation. There is a time of such globalisation, and business organisation have the scope to increase their business globally. This study will help to address the various objects of leadership and management within a company. This strategy is followed by the leader or manager in order to staff a company with the workforce including appropriate skills will also are addressed. The research will also examine the theoretical approach and issues inside organizations or remote work. The productivity of the essential qualities of the leader or manager inside a company and the benefits the relationship between employees and leader or manager and it is related to the employees will be shed light upon. The nobility of the leader or manager who can help to increase productivity through their unique thoughts, ideas, or strategy, and leadership qualities is the main goal of the organisation. Finally, this analysis will help to explain the details discussion.


Effective management stands for the manager's achievements with the assistance of the organisational resources. It is crucially responsible for the growth and survival of an organisation (Dzwigol et al., 2020). Effective management depends on a few important pillars such as leader, team, managers, and management theories of an organisation.

Tuckman’s theory’s five-stage team development practice is very effective for every organisation's team development. Throughout the five-stage of development: forming, storming, norming, performing and adjourning organisation can powerfully navigate its team development and management.

Forming is the first step of team development where the team is introduced to each other and allocated their tasks. This is a physiological area where every team member can independently behave at the stage. The common discussions are everyone's skills background, the final timeline, common goal,s and project rules and regulations during the process.

Storming is the stage where primary excitement or good grace can be run out from the team members. Future reality and the completion timing of the project are announced in the stage (Earle, 2022). Project leaders are appointed in the storming stage to motivate team members to achieve their good goals.

Norming is when things are settled down; teams are used to continuing their task and moving toward the desired result or goals. However, conflicts and problems arrive in the norming stage when additional tasks are added to the scheduled workflows.

Performing is the area where the members are useful to each other. Here individual team members know their strengths and weakness and can be familiar enough to help each other. In this stage, leaders are continuously motivated and strictly supervise their team to reach success.

Adjourning is the stage where the project ends, and the team has been disbanded. However, leaders and motivators are shared their positive experiences with the teams to motivate the members for their next project.

An organisation's management can be motivated by the five levels of Maslow’s hierarchy of needs theory. A five-stage pyramid figure is used to understand an organisation's management needs: physiological, security, social, esteem, and self-actualisation.

Physiological needs are referred to the employee's biological needs such as rest, food, water, sleep, and entertainment. An organisation's management needs to understand the basic need of its employees, such as malicious and careless organisational activities that have ruined the employee's mental strength and led to less productivity.

Security can be understood in both ways, such as employment security and worker safety (Shi and Lin, 2021). Concerned about major security elements such as job stability, internal politics, insurance protection, and violence control, an organisation grows its worker productivity and success rates.

 Social part especially belongs to the Love and belonging of the organisation's employees. In the digital transformation work structure, every manager should address their follower's needs and demands outside the work and the workplace.

Esteem arises after the above-discussed criteria have been met properly. Here a person or employee can get recognition from his leader or organisation for his work abilities, growth and effectiveness.

Self-actualisation is the personal aspect of the person what they meant to do or how they meant to be. Self-actualisation stands for all individuals but can only be realised properly after the above-discussed parts are satisfied enough.

In the globalisation era, a leader plays a crucial role for any organization, and any employee who is required to be a leader can have that ability. The more the person understands different management theories, the best they can be helpful for the workplace or remoting work. The superiority of leadership or partnership, they advise company leaders and entrepreneurs on how to grow and flourish in their respective areas. To achieve greater levels of quality, the people encourage their employees to live more happy and less stressful lives. The Grow theory has described several aspects of the organisation's growth;

Business strategy is essential for organisation achievement or success. Alongside, business-level strategy refers to strategic actions provided by the business units to differentiate individuals from active or passive rivals. To accomplish this objective, company business leaders must allocate resources to improve their company department's competitive position in a particular market industry (Seifzadeh and Rowe 2019).

Grow Theory acknowledges that growth can indeed be personality. Alongside, growth theory is based on research and examination, and it refers that management needs to this concept before starting the work.

The Grow theory believes that partners are the most essential for researching the goal together. Alongside, this study has described that it might not mean that passing on new duties means becoming a business associate straight away. This work, among many other things, takes resources that are just not easy to get for others (Winch, 2021).

Self-assessment tools help a workplace figure out how essential workers to deal with difficult situations, solve them, work with others, and handle the pressure. Because of this, the company can keep people with different backgrounds together to make the best organizational culture. The above leads to making the best business units, divisions, and functional areas. Skill is crucial to understand several things that are really important in this idea. One is competence. Employee development and place of work definitions can be done in a normal way success can be attributed to the capability framework.

The nobility of the Skill development theory can help to figure out what skills and knowledge created leaders good at their employment skills concepts are related to the behavioural theory being that they concentrate on what makes leaders effective. This behavioural theory helps to recognize Individual Growth and Development, which is important for the organisation's growth, and it helps to create team collaboration. Alongside, the theoretical framework is also not easy to understand but also brings well-known guidance for evaluating frameworks that make theory (Sok et al., 2021).

A skills-based theory of leadership implies that everybody can become a leader. Strong leadership skills may be developed by others. This really is encouraging and those who want to achieve but possess the skills or abilities described by other concepts. A skills-based theory also makes it simple to select a leader by analyzing each candidate's skills and abilities in key areas. Capability assessment refers to a powerful tool that helps both management and workers figure out how they understand that they can do objects. Although it highlights the company's future abilities, also it helps companies figure out where it wants to enhance. Alongside, there really are three key things that make teamwork well: confidence, communication, strong leadership, a concentration on similar objectives with a collective responsibility for achievement. This analysis has described that without communication and trust, a team can not be able to work well together.

Team collaboration is based on belief, problem-solving, communication, and the ability of teamwork to collaborate well together. It's team collaboration abilities that combine the above terms are essential (Lopez Hernandez, 2019).In addition, this analysis has described that capability is a product-based team called a capability or feature team. Team members have such a variety of skills, and they also get a great deal of experience in a few aspects. Furthermore, these above mention theory has stated that needs some major element for creating a successful team in an organisation like communication, delegation, efficiency, ideas, and support.

Effective communication is a crucial part of teamwork, and it implies always saying so every person just what is going on but never presuming that everybody knows the same thing. Moreover, this analysis has described different kinds of theories that help to understand organisation needs; a cognitive theory has shown different aspects of the organisation's needs which helps to reach the success of the organisation. The cognitive capabilities are essential aspects of crucial significance inside as well as in the leadership environment. Cognition, attention, perception, creating and reading skills, problem-solving, as well as making decisions all are part of cognitive skills.

The skill is assumed to be essential for residing; for instance, it can affect how people solve problems and how well leaders do. Cognitive theory refers that several kinds of development ideas which help to increase the growth of the organisation. Sustained attention helps to focus on one happening for a long time. This skill is important to stay focused and focused on a single activity until it is completed. In addition, long-term memory helps retention of previous workplace training and use. Logic and reasoning skills enhance problem-solving and new ideas.

Visual processing helps picture comprehension. This is the last cognitive skill. that aids task performance. Alongside, this cognitive theory helps to reduce stress, improve attention ability, or help to focus attention and others. Theories, concepts of management and leadership, as well as some workplace acquiring knowledge of some managerial skills, are protected in these sections. Even so, most of these categories do not even give sufficient emphasis on the development of essential qualities, such as identity and self-awareness (Rubens et al., 2018).

Value-based leadership and its attributes are always reflected in an organization's employees from their workabilities, cohesiveness, and willingness into their appointed work or task. I used to believe that most organisation employees are encouraged by their following leaders and managers of the organisation. An appropriate leadership style can be crucially helpful for an organisation's success and increase workers' happiness in their daily work. In this section, I will discuss a few essential leadership styles to shape my ethical and leadership qualities and balance my skills and experience within future teams and organisational activities.

To understand the core value of an effective leader, I used to follow The Transformational Leadership style. Transformational leadership is reflected in all levels of an organisation, such as team, department, division, and management (Dwivedi et al., 2020). Transformational leadership can help me to sharpen my visionary, daring, thoughtful thinkers and the risk-mitigating ability for my future organisational activities. A Transformation leader has to maintain a charismatic appeal; that can motivate their followers and brings significant organisational changes. Below, I wish to describe the primary trio-factor of transformational leadership that can inspire and motivate me more to adopt the transformational leadership style.

Inspirational motivation is the primary factor of a transformational leader that usually inspires me to achieve it in my personal qualities. Consistency of the mission and vision of the organisation's goal is the primary foundation of transformational leadership; using the inspiration factor, transformation leaders can be confident and motivate their followers on purpose and achieve success (Stazyk and Davis, 2020). Using the inspiration factor, I must articulate a transparent vision of the future, understand the expectation and, try to communicate with my group, and identify the possibilities that can fulfil my desires goals.

Intellectual stimulation is another characteristic that I encourage my followers to be creative and innovative. Transformational leaders always encourage their followers with new ideas and ethics and never criticise them in public for their committed mistakes (Krepia et al., 2018). It can inspire me to understand the real 'key' of their actions instead of always blaming them.

Individualised consideration is used to act as a mentor to the followers to reward them for their organisational creativity and new innovations. I used to treat my followers differently according to their individual talents, knowledge, and performance. I always want to provide individual scopes for my individual followers; hence they always self-empowered themself toward their goals and always make the right decision for my organisation.

To increase my ethical leadership activity and balance my skills and experience factors, I used to adopt The Egalitarian Leadership style for my upcoming activities. The primary factor of an egalitarian leader is patience and balancing the time to develop a new plan incorporated with their followers or team members (Olson et al., 2019). Egalitarian approaches help me think from an individual philosophical perspective that empathizes with my followers' quality of work and their productivity rate. It can help me to understand the ethical manner that relies on the individual behaviour based upon different sets of principles and values and can organise or perform by a leader for the common good. Ethical leadership includes integrity, respect, trust, honesty, and transparency between the organisation and followers (Younas et al., 2020). Egalitarian leadership tries to develop my workplace culture and helps me to balance my skills and experiences within individual accountabilities in an organisation.

I always follow Sir David Attenborough's deep knowledge and understanding theory to improve my leadership qualities. Mr Attenborough said that energy, advocacy, and ability are the three main pillars for leaders to reach their followers worldwide (Panda, 2022). Mr Attenborough's general behaviour is intelligent, a good communicator, caring, risk-taking, and a policy-maker who effectively inspires me to adopt an acceptable and impartial leadership approach.

I used to implicate the Cognitive Leadership style to control my general mental ability within the organisation or team task. Cognitive leadership is used to louden the technical competence, creativity, and reflective approach to lead a team in intellectual and creative ways (Mideva, 2021). Practising the cognitive leadership style, I can realise what task needs to be done when and encourage my followers positively during the toughest and most complex situations in an organisation.


To summarise one of the most essential components of the current element of the leader and manager role within an organisation or when working from home, the study defines the various aspects of the framework of leading and managing, respectively. The results of the study have revealed a number of theories that have an influence on enhancing the level of management and leadership, as well as on the development of employees and organizations as a whole. It has an influence on the growth of an organisation. The cognitive theory has demonstrated structure via the various types of aspects of ideas or innovative thought that they have shown. This analysis also helped to figure out what happened with the organization, and the next study has found out what might be beneficial for the organization or a worker. To find out what the problems have been and challenges, it has looked at the tools and techniques for evaluating and continuing to develop the abilities of the present and future teams and looked at the quality ideas in both locations.


Dwivedi, P., Chaturvedi, V. and Vashist, J.K., (2020). Transformational leadership and employee efficiency: knowledge sharing as mediator. Benchmarking: An International Journal.

Dzwigol, H., Dzwigol-Barosz, M., Mi?kiewicz, R. and Kwilinski, A., (2020). Manager competency assessment model in the conditions of industry 4.0. Entrepreneurship and Sustainability Issues, 7(4), p.2630.

Earle, E., (2022). An impostor “among us”: Teaching group development and cohesion online. Communication Teacher, 36(1), pp.5-9.

Krepia, V., Katsaragakis, S., Kaitelidou, D. and Prezerakos, P., (2018). Transformational leadership and its evolution in nursing. Progress in Health Sciences, 8, pp.185-190.

Lopez Hernandez, A.K., (2019). Team collaboration capabilities as drivers for innovation performance: the case of Spanish technology-based startups (Doctoral dissertation, Universitat Politècnica de València).

Mideva, V.K., (2021). Core Competences Enhancing Graduate Employability in Kenya: A Case of USIU-Africa Graduates (Doctoral dissertation, United States International University-Africa).

Olson, K., Marchalik, D., Farley, H., Dean, S.M., Lawrence, E.C., Hamidi, M.S., Rowe, S., McCool, J.M., O'Donovan, C.A., Micek, M.A. and Stewart, M.T., (2019). Organizational strategies to reduce physician burnout and improve professional fulfilment. Current problems in pediatric and adolescent health care, 49(12), p.100664.

Panda. (2022). Retrieved 23 April 2022, from https://wwf.panda.org/wwf_news/?2859966/WWF-celebrates-Sir-David-Attenboroughs-outstanding-contributions-to-global-conservation.

Rubens, A., Schoenfeld, G.A., Schaffer, B.S. and Leah, J.S., (2018). Self-awareness and leadership: Developing an individual strategic professional development plan in an MBA leadership course. The International Journal of Management Education, 16(1), pp.1-13.

Seifzadeh, P. and Rowe, W.G., (2019). The role of corporate controls and business-level strategy in business unit performance. Journal of Strategy and Management.

Shi, Y. and Lin, X., (2021). A Test of Maslow's Hierarchy of Needs Concept by a Correlational Model among Adult Learners. American Association for Adult and Continuing Education.

Sok, J., Borges, J.R., Schmidt, P. and Ajzen, I., (2021). Farmer behaviour as reasoned action: a critical review of research with the theory of planned behaviour. Journal of Agricultural Economics, 72(2), pp.388-412.

Stazyk, E.C. and Davis, R.S., (2020). Transformational leaders: Bridging the gap between goal ambiguity and public value involvement. Public Management Review, 22(3), pp.364-385.

Winch, S., (2021). Human Resource Business Partner as a Source of Conflicts in an Enterprise–Research Results. JEEMS Journal of East European Management Studies, 26(2), pp.198-213.

Younas, A., Wang, D., Javed, B., Rawwas, M.Y., Abdullah, I. and Zaffar, M.A., (2020). Positive psychological states and employee creativity: The role of ethical leadership. The Journal of Creative Behavior, 54(3), pp.567-581.

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