Developing Strategic Management and Leadership Skills

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Introduction to Developing Strategic Management and Leadership Skills

Strategic management is the supervision of the vision, mission, goals, and objectives of the organisation that achieves excellence (Murthy, Atrens, and  Eccleston, 2002). Strategic leadership is done to ensure that the results being achieved by inspiring and convincing staffs so that they can share same vision. The undertaken organisation in this report is Sainsbury is the third largest chain of the supermarkets in the United Kingdom with a share of the UK supermarket sector of 16.4%. It was founded by John James in 1869, had shop in Drury Lane, London. It’s headquartered in London and has employees around 161,000 till 2014.

Further to support the organisational direction it applies the management and leadership theories like, contingency Theory, Transformational leadership (Parvinen, Tikkanen, and  Aspara, 2007). Moreover, it makes plans for developing leadership skills by facilitating with training courses, rotation of job, conducting seminars and executive coaching.

1.1 Link between strategic management and leadership.

Strategic management of the Sainsbury is it sets the managerial decisions and actions that determine the long-run performance of this corporation. They use to do scanning of the environment and formulate and implement strategy then evaluate it (Bezzina, and  et. al., 2001). To achieve the organisational success this company focuses on integrating management, marketing, finance, production, research and development.

Leadership is an important function of Sainsbury that helps to maximize competence and helps to achieve organisational goals. It helps the organisation members and make them able to take initiatives, motivate them provide proper guidance, create confidence among them and build-up their morale.

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Strategic management and the leadership both play a vital role in achieving the success of the organisation. But for the survival of long run in the market Sainsbury need both the skills together (Cattani, And et.al., 2011). Because only by having management strategy it’s not possible to get success management need effective leadership so that to run the management smoothly towards the success of the organisation. Management assists in arranging resources in an effectual manner and also helps in developing strategic plan. But leadership assist Sainsbury in actually implementing those plans into action so that ultimate objectives can be attained through it. Also, it helps in leading manpower through which deviation in the operational activity can be managed (Murthy, Atrens and  Eccleston, 2002). Hence, it can be articulate based on this discussion that management is related to development of strategy whereas leadership ensures that same is executed in every sense. Therefore, it is required by Sainsbury to employ both leadership and management so that effectual results can be attained through it. With this, company can able to attain its objectives and hence can manage it operation in long run.

1.2 Impact of management and leadership styles on strategic decisions.

Management and leadership styles have significant effects in the world’s largest organisations. These styles affect everyone from superiors to subordinates in this organisation (Dobson, Starkey and Richards, 2009). Generally Sainsbury has adapted three management styles Firs, Autocratic -where managers of this company supervise its subordinates very closely and make all the decisions by having control over its activities. Second, Paternalistic- In this style manager of Sainsbury act as a head of the employees, and concerned about the social needs of their subordinates. Third, Democratic- In this style managers of this company trust their subordinates and encourage them to make decisions.
This style requires good two way communication and gives suggestions that managers are willing to encourage leadership skills in their subordinates they generate business culture that powers the organisations and its performance. Managers are the person who manages day to day operations of the organisation but leaders are those persons who bring the changes with new thoughts and new innovations to this organisation (Hoye,2009). Leaders are the person who improves Sainsbury’s performance by using suitable management and leadership styles in different situations. Management is directed toward activities like planning, organising, staffing, and controlling to complete the task while leadership is a process where an individual influences a group of individuals to achieve a common goal. These both process works toward achieving a common goal (Grandstaff, and Sorenson, 2009). It can be concludes that organisation runs in a manner in which is it commanded. Sainsbury’s need management as well as leadership style to achieve organisational objectives.

1.3 Evaluations of the leadership’s styles that can be adapted to different situations.

Sainsbury can adapt following leadership styles within its organisation in order to complete the urgent tasks and to fulfil departmental needs. These are mention below:

Laissez- Faire – In this leadership style, managers doesn't supervise their employees and leaves them on their own. Manager hardly interfere in decision making and whole authority is been transferred among the employee. This style may affect the operation and working in case if employees are not intellectual enough. Also, it may affects the performance as there is no monitoring of employees from manager. This leadership style delay the production of Sainsbury’s employees where they need supervision. This leadership style doesn’t produces leadership or regulation efforts from managers that help to the poor production.

Autocratic – This is a leadership style in which managers holds whole power and authority with him only and uses it solely without discussing about it from their subordinates. In this leadership style, subordinates needs to follow the decision that been taken by manager without even questioning. It develops a strict atmosphere from which work is executed in a desired manner. However, it may affect the productivity of employees due to intense pressure or stress. With this, employees get negatively influenced and hence lead to withdrawing of job. This leadership style permit the manager of Sainsbury to make decision without the contribution of others. Those employees who need close supervision it is beneficial to them and the inspired employees of this organisation who flourish in group functions abhor this leadership style

Participative – Under this, managers or leaders becomes highly lenient with their subordinates and hence ensures that each of their subordinates is working appropriately. Managers monitor very closely and also include employees in decision making activity. This certainly boosts the morale of employees and hence aids in boosting their performance level. Moreover, it enhances the sense of belongingness from which employee engagement gets increased substantially. Also, it helps in motivating employees in an effectual manner and hence may help Sainsbury in boosting the morale of employees (Murthy, Atrens and  Eccleston, 2002). This leadership style boosts the morale of its employees, because they are involved in making decisions of this organisation (Morden, 2012). In case when Sainsbury makes any changes in the organisation this leadership styles helps the employees to accept the changes very easily because they all are part of it.

Transformational – Under this, leaders can change the personality of employees by closely monitoring them. In this leadership style the leaders of Sainsbury encourage their employees and develop output and efficiency through well communication and high observation (Burke and Friedman, 2011). This may helps Sainsbury in altering the performance of employees from which effectual results gets attained. Through this, overall productivity of employees gets boosted and hence leads to attainment of business objectives in an effectual manner. 

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2.1 The impact that selected theories of management:

  • The selected theories of management and leadership in Sainsbury facilitate the leaders to make improvements in the process and to increase profitability (Fourie, 2002). These theories help to converse clear vision, set strategic goals and motivate their employees to produce quality products and services. These selected theories help in many ways to the Sainsbury which are explaining below:
  • It helps to communicate a clear vision manages input and involve workers in long term planning. The effective leaders of this organisation allow employees to follow original solutions to complex problems (Patching, 2011). It has been found by Sainsbury leaders that transactional leadership skills are very useful for this organisation to ensure that followers can easily understand the company vision and can act on directives.
  • Transformational leaders of this organisation inspire their followers to achieve strategic goals by clearly articulating a direction for the company. Leaders of this organisation define what organisation does, who are its customers are and for achieving success it finds different approaches. These leaders develop new innovative goals after analysing the company’s strength, weakness, opportunities and threats.
  • The effective leaders of Sainsbury provide adequate training and time to make the necessary adjustments to supports their personnel during organisational changes (Parvinen,Tikkanen, and Aspara, 2007). These leaderships and management’s styles help the leaders of this organisation to work smoothly.

A Lassiez–Faire leader of this corporation permits capable, motivated subordinates to make their own decision.
By above explanation it has been concluded that these theories of management and leadership helps the managers of Sainsbury to make changes very easily in the organisation and they can monitor the whole progress toward achieving strategic organisational change.

2.2 Leadership strategy that supports organisational direction.

Strategic leadership is differs from ordinary leadership as it has broad scope, its impact is felt over a long time in the life of the business of Sainsbury. It often involves he creation of significant organisational change both inside and outside the organisation. The leaders of this organisation understand that strategy is a learning process rather than an event. It involves a dynamic interplay between thinking strategically, and acting strategically, and it builds strategic relationships (Murthy, Atrens, and  Eccleston,2002).  Leadership’s strategy helps the Sainsbury to act in the change process of the organisation. Further, it empowers the employees of Sainsbury for doing action, helps in generating short term wins. Moreover, it merges gains and produces more change and secures new approaches in the culture. It helps the organisation to assess the current position, understands their future steps then to find out steps to reach their goals, and make a proper strategy to reach up to the predetermined goals finally it checks the progress that has been achieved by the Sainsbury.

3.1 Methods to review current leadership requirements.

Leadership is requires to attain the objectives and goals of the organisation, as there are major five methods are being used by the Sainsbury to review the current leadership requirements. These are as follows:

1. Effective communication - Effective communication helps the members of the company to understand a person or situation in a better way and allow them to determine differences, and build trust and respect. It creates environments where creative ideas, problem solving, affection and caring can flourish.
2. Time management – It helps the company to plan and exercise control over the time spent on specific activities so that it can increases the productivity, effectiveness and efficiency. It also helps to avoid wastage of time in Sainsbury.
3. Innovative skills – It helps to improve the quality of the goods and services that are being provided by the Sainsbury (Campbell, 2007). This also improves the working quality of the employees and saves their time and helps them to see more work in limited time.
4. Fast decision making – To review the Current requirements of the organisation fast decision helps to find out the place where the requirement is needed and helps them to make appropriate decision that lead to the success of the organisation.
5. Listening skills – listening is the most important aspects of effective communication that is being done in this organisation as it makes the speaker to feel heard and understood that helps to build a stronger and deeper connection between the employees and superior and subordinates. It also creates an environment where everyone feels safe to express ideas, opinions and feelings or plan and problems that are being solved in creative ways in Sainsbury.

3.2 Plan for the development of future situations requiring leadership

The plan for developing of future that is being used by the Sainsbury is as follows:

Get global – it involves to study international market and to expand its business in new market.

Technological mastery - This helps the organisation to become technologically sound that helps to do new experiments and helps to bring new opportunities to market, sell, communicate, network, innovate, solve problems, and can lead changes.

Information synthesis- The main challenges for leaders is of overloaded information, where it is needed to filter and prioritize the important ones.

Cultivate talent champions – The first task of the senior leaders is to develop line managers into talent champions (Eva and Sendjaya, 2013). It helps them to focus, support and develop efforts on individuals transitioning into managerial work can pay big dividends in the future.

Identify organisational needs and craft development opportunities – It helps to find out the requirements of the organisation and then find different techniques that help the employees to work effectively. With the help of it, company is able to attain opportunities  by developing appropriate strategy. Through this, overall efficiency of the firm gets increased in an effectual manner. 

Co-create individualizes development plans – When senior leadership has assessed the organisation talents and identify the activities where future leaders can build their competencies, than line managers must discuss with staff members and collaborate plans to build the competencies they need to develop.

Follow through on development plans – The senior leadership of this organisation has a vital role to play in tracking the implementation of development plans and sharing their findings with line managers and staff’s responsible for them.

4.1 Plan the development of leadership skills for a specific requirement.

Leadership skills for a specific requirement of the sales manager of Sainsbury are to set high expectations, the best leaders of this company set high expectations for all sales people and take the additional steps involved in helping others to meets the requirements (Horn and Brem, 2013). It focuses on objectives measurements to support progress so that the competitions and performance evolutions become fair to all sales people in the department and each individual knows what to do so that to meets the progress and to reach success. The leader should be courageous to take risks and delegating the right tasks to the right people. Further it has ability to understands the strategy, this quality is important as it allows sales people to map what must be done to succeed, an integral skill for career advancement. It should be committed to the organisational tasks. 

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4.2 Usefulness of methods used to plan the development of leadership skills. 

The methods that are being used to plan the development of leadership skills are very useful in this organisation as it makes commitment, resolves and driving the whole organisation toward its prime objectives. It helps to take risk and planning, motivating it helps to encourage contributions from the entire organisation, navigating the specific motivators of each individual or group to push the right buttons and inspire employees at every level to achieve not only their personal best but the best for the organisation as a whole (Patching, 2011). The leadership communication skills inspire others to work toward the determined goals in line with the path the leader has chosen. It helps to obtain the skills required to successfully achieve business goals bringing a unique knowledge set to the table or acquiring it personally or through employees and other subordinates. It helps to generate new ideas it encourage the new people to openly contribute and discuss new ideas in a positive environment makes use of their diverse experience and ideas to improve a business. An open and engaging relationship between a leader and their team’s members demonstrates that they are valued as a n integral part of the organisation, creating a s sense of ownership among team members and developing a closer alignment between individual and team objectives. The commitment and enthusiasm of a business leader shapes the common goals of the Sainsbury and provides inspiration and motivation for the people to perform at a high level.

CONCLUSION 

This undertaken report has concluded that strategic management and leadership skills are very important for the organisation to achieve the organisational goals. This report helps to understand the relationship between strategic management and leadership. It has applied the different theories to support the organisational directions (Dobson, Starkey and Richards, 2009). Further, it has used proper methods to review current leadership requirements and made plan for developing the future situation that require leadership. The management styles that are being used by the Sainsbury are autocratic, bureaucratic, laissez- faire etc. Moreover, it supported organisational direction and human resources so that the corporation can work without any hurdles.

REFERENCES

  • Bezzina, B. M. and et. al., 2001. Leadership in uncharted territory: developing the role of professional practice leader. Leadership in Health Services. 14(4).pp. 6 – 11.
  • Campbell, R. C., 2007. On the journey toward wholeness in leader theories. Leadership & Organization Development Journal. 28(2). pp. 137 – 153.
  • Eva, N. and Sendjaya, S.,2013. Creating future leaders: an examination of youth leadership development in Australia. Education + Training. 55(6).pp. 584 – 598.
  • Fourie, I., 2002. Managing Your Internet and Intranet Services: The Information and Library Professional’s Guide to Strategy. Online Information Review. 26(3). pp. 223 – 223.
  • Friday, E. and Friday, S. S., 2003. Managing diversity using a strategic planned change approach. Journal of Management Development. 22(10). pp. 863 – 880.
  • Horn, C. and Brem, A., 2013. Strategic directions on innovation management – a conceptual framework. Management Research Review. 36(10). pp. 939 – 954.
  • Murthy, P. N. D., Atrens, A. and Eccleston, A. J., 2002. Strategic maintenance management. Journal of Quality in Maintenance Engineering. 8(4).pp. 287 – 305.
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