Performance Management

How does the university measure your performance?  What role do your lecturers take in this process and your personal tutors?

The university measures performance by giving students exams and assignments as this will test students’ knowledge and skills. When students receive their grades at the end of the year, this shows indications of the university measuring student performance as they are giving students a level at which they have performed within.

The role lecturers take within this process is that they provide students with the work needed to gain the knowledge which measures their performance. Lecturers also carry out lessons to help students develop the knowledge and skills required.

Personal tutors play the role of being mentors, they help students with problems they may be experiencing, and furthermore they offer advice and support. This plays an important role in performance measurement as personal tutors aim to encourage all students to do well.

Read the article on the next page from The Times on mentoring.  What skills do you think are required to be an effective mentor?

A mentor is an advisor, so this means that the most important trait they acquire is the nature to be trustworthy.

A mentor should have the skill to be able to listen and give feedback, they must be able to show respect to their mentee. The mentor must also show unconditional acceptance and be able to provide support and help when mistakes are made. A mentor must also have the skill to be sensitive towards the mentee’s feelings, furthermore they must have patience. The mentor must also be able to encourage the mentee in fulfilling their aims.

Mentors must also have excellent communication skills as they will need to be able to talk and influence the mentee to carry out the right tasks. (The Times, 2008)
Identify someone from your college/uni, school, work, social life who has been a mentor to you.  How have they affected your life?

Someone who has been a good mentor for me at school was my form tutor. My mentor was able to influence me in making the right choices in life, such as subjects which I should take for GCSE and also showed continuous interest in my academic life. She proved to be a good mentor as she was always there for me when I needed her. She affected my life as she always gave regular feedback in how she thinks I am doing, and also encouraged me to set myself targets as she believed this will help me to get further in life while being able to reach my full potential. My mentor had the necessary skills needed to be an effective mentor; she was trustworthy, supportive, showed patience and sensitivity. She showed that she genuinely cared as she would regularly call home and ask if I am getting on fine at school and she would always remind me that she is there if I need a chat.

References

The Times (2008) Entrepreneurs: A Mentor Can Tune Your Skills [online]. Available From: http://business.timesonline.co.uk/tol/business/entrepreneur/article3778514.ece [Accessed Date: 6^th May 2012]

Selection

Find examples of three different selection methods used in an organisation with which you are familiar and identify when they are used and why, along with the pros and cons of each

Interviews:

When are they used?

An interview is a formal meeting when the interviewer will ask the interviewee questions and will evaluate that person upon the answers given. This is a common selection method used in most organisations and are usually used at the latest stage of the selection process.

Why are they used?

The main purpose of interviews is to allow the interviewer to gain more knowledge about potential employees. Interviews will help the interviewer make a judgement towards what the candidate is like, their personalities as well as their motives. Interviews are much more personal than CVs, if there was something on the CV the employer wanted to question the candidate about, this can be done during the interview stage.

The Pros

·                     The employer will be able to get an insight to what the candidate is like.

·                     Candidates will find it harder to lie about certain issues if they are being asked face-to-face.

·                     Interviews are more personal, so this will mean that there will be some connection between candidates and interviewer.

The Cons

·                     Interviewing candidates can take time.

·                     Interviews are expensive.

·                     If the correct information is not being asked then the interview will be useless.

References:

When are they used?

References are used after a candidate is selected for a job, this will help the employer get a better vision of what the candidate’s background is like.

Why are they used?

References help the employer understand skills the candidate may have developed through previous employments.

The Pros

·                     References give the employer understanding to what previous employees thought of candidates.

·                     If the recruiter does not believe something then they can talk to previous employers.

The Cons

·                     References can be biased.

Assessment Centre:

When are they used?

They are used at the latter stages of the recruitment process and are usually used for managers and graduate training.

Why are they used?

They are used to create an environment in which candidates can demonstrate key workplace skills. (Target Jobs, 2012)

The Pros

·                     Helps differentiate between similar candidates.

·                     Helps candidate understand what the job roles will be like

·                     Are more accurate as candidates are putting skills identified to use.

The Cons

·                     Assessment centres may be expensive and time consuming

·                     The evaluation process might be biased and furthermore there may not be any feedback given.

Describe an interview that you have taken part in.  It may have been for a job, but could also have been within your school or university.  Was the interview effective?  If so, why.  If not, why not.

I took part in an interview when I applied for a part time job at Marks and Spencer. This was a one-to-one interview with a Marks and Spencer employer; I personally thought this interview was effective as they asked questions clearly and also gave examples to what they are asking for. I thought this was helpful as it excludes the issue of misleading questions. Another reason why the interview was effective was because at the end of the interview, the interviewer gave feedback to how I can improve myself when going for an interview in the future. She gave advice such as having more confidence in myself as well as making eye contact while speaking to the interviewer. Personally I thought this was helpful as it would help candidates to improve their skills in the future.

In your own organisation or one with which you are familiar what recommendations would you make to improve selection processes?

The selection process within Marks and Spencer can be improved by offering candidates to carry out tasks stated in the job role within the store; this will help recognise the eligibility of the candidate’s skills. Another recommendation I would make is maybe having a few other candidates involved in the interview process, so instead of a one-to-one interview there should be a group interview. By enabling a group interview, the interviewer will be able to indicate the most suitable candidate out of the group. This will also be less time consuming as there will be fewer interviews to carry out.

Remember to write a brief conclusion about this topic

Selecting the most suitable candidate for a job role is one of the most important factors organisation face every day. If the most suitable candidate is not selected then is can result to poor performance within the organisation, resulting to the business facing negative feedbacks in regards to their customer service skills.

There are different methods of selections available to organisations; the three mentioned are interviews, references and assessment centres. These methods all have advantages as well as disadvantages and so to ensure that the most effective selection process is used, it is important that more than one selection method is used when selecting candidates.

Reference used:

Target Jobs (2012) Assessment Centres [online]. Available From: http://targetjobs.co.uk/careers-advice/assessment-centres [Assessed date: 6^th May 2012]

Recruitment

Go on the internet and review an on-line recruitment site such as www.monster.co.uk, www.fish4jobs.co.uk, or www.prospects.ac.uk

Comment on the use of the site, layout, accessibility etc.

Fish4Jobs is an online recruitment website which helps jobseekers find their potential jobs. I will be examining and commenting on the use of the site, its layout and accessibility.

Firstly, the homepage for Fish4Jobs is set in a very simplistic manner. It is easy to access all the relevant information and the homepage is set so almost anyone who can speak Basic English can use it.

The homepage is split up into sections, at the top of the homepage there is a ‘find a job’ search tool, this allows users to type their preferred job along with the distance they are able to travel. By doing this, the website will list all the jobs which fit the users criteria. The beneficial factor to this search tool is that it prevents users from wasting their time, the search tool takes the user straight to the information they are looking for and is very hassle free.

The second section of the homepage is headlined as ‘Jobs in your sector’; this section allows users to search for jobs within specific sector. This benefits users as users do not have to go through the option of searching the entire job database to find the relevant jobs. When users click on the relevant job sector, all the jobs within that specific sector will show, this will eliminate any hassle the user might experience.

The last section of the homepage outlines jobs within big organisations, such as B&Q, the Royal Bank of Scotland, and also care worker jobs nationwide. This section is useful as it will grab the users’ attention if the user is aware that big organisations are hiring.

Overall, the website layout is very basic, clear and easy to understand language is used so this means that anyone, no matter their qualifications is able to understand the information. The website is very user friendly, so this means anyone of any age, old or young are able to access the site. (Fish4Jobs, 2012)

Identify an e-recruitment campaign which has really interested you.  Explain why you feel this campaign caught your interest

 The RAF campaign has caught my interest, the RAF use unique techniques to advertise their job positions, for example their advertisement will always have loud fast beat sound in the background while telling a story. Their advertisement will be in the form of a short story, while being very graphical at the same time. This is the main reason to why the RAF campaign has caught my interest, once an RAF advertisement has started; it is easy to recognise what the advertisement is about. Usually there are hardly any talking going on during the time when the story is being told in the advertisement. This further caught my attention as usually there is a message at the end and because throughout the whole advertisement there were hardly any talking the last message stands out to the public.

The RAF use techniques which will target young adults, mainly of the male gender but however there are roles for females. This can be understood by the type of graphic used, the advertisements are usually very action filled. This is something which would usually attract older teenagers and younger adults. (Joeteegee, 2011)

http://www.youtube.com/watch?v=01dfLgIQbRA 

  

Go to www.shldirect.com and complete some of the aptitude tests provided.  In your blog, comment on how keen you would be for similar tests to be used as a recruitment tool before gaining an interview

 After completing aptitude tests on www.shldirect.com, I can conclude that I would not be keen on similar tests being used as a recruitment tool before being granted an interview. I am against the idea of aptitude tests because firstly they can be seen as being biased when choosing candidates. It seems as though by using these tests, organisations are only trying to hire a certain type of individuals, so this means that the workforce will not be diverse. As these aptitude tests are given in English, there will be a language barrier for some individuals; furthermore it will be seen as unfair if English is not the first language for candidates as their understanding of what the tests are saying will be limited compared to someone whose first language is English. (SHL, 2011)

  

References

Fish4Jobs (2012) Find Jobs [online]. Available From: http://www.fish4.co.uk/ [Assessed Date: 6^th May 2012]

Joeteegee (2011) RAF Careers Advert [online]. 17^th January 2011. Available from: http://www.youtube.com/watch?v=01dfLgIQbRA [assessed date: 6^th May 2012]

SHL (2011) Practical tests [online]. Available From: http://www.shldirect.com/practice_tests.html [Assessed Date: 6^th May 2012]

Corporate Social Responsibility

Corporate Social Responsibility

      Provide a definition of CSR using academic sources.

Corporate Social Responsibility (CSR) sets guidelines of behaviour for organisations, so they act ethically within society. Organisations should comprehend the different rights and interests of various stakeholders when considering CSR (Mullins, 2010).

             Identify an organisation from the FTSE4GOOD list or from your visit to the Eden Centre which is an excellent demonstration of CSR in practice.

One organisation which demonstrates excellent CSR is The Body Shop. The founder of the Body Shop was Anita Roddick, who was a Human Rights Activist, so therefore it is understandable that the foundation of The Body Shop is CSR; this business’s main aim is to provide business ethically.

      List and explain 3 examples of CSR within this company.  What are the benefits to the company of these 3 initiatives

The Body Shop is against testing their products on animals. The Body Shop state that they have never tested their products on animals nor do they participate in any business with suppliers who test products on animals. (The Body Shop, 2012)  The benefit for this practice is that the public are aware of the importance of endangered animals and animal cruelty, furthermore the environment is respected, the benefit The Body Shop have towards this practice is that they are able to state that they are a part of the positive change.

The Body Shop sources responsibly, this organisation is a big believer of fair trade, so this means that all of The Body Shop suppliers get a good return for their business. The Body Shop carries out business with over 25,000 reliable farmers and producers worldwide. This shows good CSR in practice as it illustrates that The Body Shop want to give everyone worldwide business opportunities. Customers also realise that by purchasing products from The Body Shop, they will be helping poorer suppliers by just paying a little extra for products. (The Body Shop, 2012) The benefit to resourcing responsibly is that this will create a positive brand image for the business; furthermore The Body Shop will be able to help change lives of poorer suppliers while at the same time being able to run a successful business.

The Body Shop follows the policy of protecting the planet, their commitment is to seek and sustain natural materials and ingredients while using all of the planet’s resources wisely. The Body Shop set challenging environmental targets, (The Body Shop, 2012) instead of using plastic carrier bags, The Body Shop use bio-degradable paper bags which advertise recycling. The benefit to this practice is that it helps make the public be more aware of the importance or recycling, this practice allows The Body Shop to consider the earth’s natural ingredients and the importance these resources have.

References

Mullins, L.J. (2010) Management & Organisational Behaviour. ninth ed. London: FT Prentice Hall.

Body Shop (2012) Saying no to animal testing [online]. Available from: http://www.thebodyshop.co.uk/_en/_gb/values-campaigns/against-animal-testing.aspx? [Assessed date: 6th May 2012]

The Body Shop (2012) Sourcing responsibly [online]. Available from: http://www.thebodyshop.co.uk/_en/_gb/values-campaigns/community-trade.aspx? [Assessed date: 6th May 2012]

The Body Shop (2012) Our Values [online]. Available from: http://www.thebodyshop.com/_en/_ww/services/aboutus_values.aspx [Assessed date: 6^th May 2012]

Perception and Communication

 

My Own Experience Where My Initial Perception of Someone was Incorrect

Perception is the way in which people tend on perceiving information and becoming aware and understanding a certain situation surrounding them which makes them communicate in the way they would.

The term perception means the way an individual perceives others. Perceptions are judgements, and so this means that they are not always true. Robinns et all (2010) described perception as “the process by which individuals organise and interpret their sensory impressions in order to give meaning to their environment.”

(Mary Simpson 2011)

I have had an incorrect perception before where close friends of mine who I had been there for helping them in every situation they have had, every problem they had come across because they made out them self to be a good loyal friend and trust worthy and telling me that they would be there for me one day too. Through perception I perceived the information positively and believed the person but one day this person had a problem with a few people and I had helped them stand up towards them so my friend would not have to get bullied and told them to go away but only knowing the next day by very same friend that as the friend was talking they accidently without realising told me that the friend would not have done the same for me. After that I contemplated on what the person told me after how they would be there for me after what I had done for them and how the truth came out after a long time so I realised that this person was not who they claimed to be and my perception towards the person had changed and since then I have distance my friendship and decided not to trust anyone unless they prove themselves to be trustworthy not to just go by someone’s word.

Three ways the university can improve communication with students

Communication within an organisation is essential to be able to run information properly. This is usually done or run through from one source to another in order to achieve goals that are set.

The article suggests that is done two ways, meaning that the employers have to communicate with the employees, similarly university staffs have to communicate with the students in order for them to achieve the results needed to get further into their education.

This first way I think the university can improve communications with students is by involving lecturers and students in team work activities, because with this the students will be able to express their ideas more without feeling like they are being judged and within team work they can learn from other students views and opinions on what should be done and should not be done for example they should outline certain goals to be achieved with the lecturer and discuss how to achieve and what steps to take and this would make the students feel more confident and in achieving the goals and going past the barriers they face.

The other thing university can do is look at results and how to achieve them, both lecturer and student should look at results achieved and how and what can be improved. This is because for the students that do not put much effort into their work or studies they will have an understanding of why it is so important to achieve these results and it will make them work much harder to achieve the goals.

And another thing universities could do is involve the students with the problems in there university by informing them what certain staff does to improve one this and the effort they put in it to make it no longer a problem achieving success and why this would be a good idea because this can motivate the students think even though there are barriers and you feel to quit it can take that “quit” away and work through it, thus meaning the student will feel motivated to carry on putting more and more effort into their work. And this might even get the students feeling wanted and they would get involved with the university activities and help or give ideas towards finding solutions similarly giving ideas within team work.

Conflict

What is Conflict?

The term conflict can be defined as a disagreement or an issue which arises due to two contrasting ideas or interests. Brooks (2006) stated that conflict is “apparent when at least one party perceives that it exists and where an interest or concern of that party is about to be or has been compromised or frustrated.”
(Mary Simpson)

An example of a conflict i experienced was at work when i newly joined. I started working in a care home for elderly people. I realised that some of the older staff were taking advantage of the new staff as we were being asked to do tasks which were not set for us. I was in my shadowing period and was supposed to be watching other staff doing their duties as i did not have full training so i was not supposed to be doing any physical work, however instead of showing me procedures and the rules and regulations of the care home i was being asked to do things like emptying the dishwasher, the laundry and making hot drinks.  I was not being shown around and did not get an opportunity to shadow the old staff properly, this was a huge disadvantage for me because i was working with vulnerable people and needed to know exactly what to do in challenging situations and how to provide a safe service for them, but in order to do this i needed some guidance and watch how things were done.
 Also there was some staff who did alot less work than others, they relied on myself and some co-workers to complete the day to day duties before the end of the shift. This put me in alot of pressure. Staff had formed a circle of friendships so they would spend too much time talking and giving orders rather than pulling their own weight, there was poor communication between some of the old staff and the new staff members. This is also a  type of interdependence conflict as i felt i was taken advantage of and certain co-workers were relying heavily on my input in order to get our work completed by the end of the shift.  I finally decided to have a quiet word with two of the staff who i felt were not doing their job adequately, that's when the conflict started as they became aggressive and rude to me. They were not happy that i had approached them and did not like me telling them what to do. I felt awkward and uneasy around them and i felt i had made matters worst by approaching them.

Ways I dealt with the conflict
Firstly i had a quiet word with the staff about the lack of interest and the lack of work they were doing. This did not help at all because they felt they had more previous experience than me and knew much more about the job than i did. As this issue did not improve i then went to the senior nurse and made a complaint. She then began to keep a close eye and monitored what was going on, without letting any other staff member know about it. She would occasionally pop in and observe the way staff were working in a team and individually. This helped because she realised that friendship groups had formed in the care home and some staff were not treating their co-workers as they would like to be treated.

She also realised that the new staff were doing much more work that certain old staff and there was a lack of communication between us. A staff meeting was arranged and all staff had to attend, she talked about what she observed and talked about the importance of team work. During this meeting we did some team work exercises. During the exercise i realised that everyone has a different way of working and learning. We were able to bring different ideas and skills together and combine them so that we could improve the work we were doing and to support and encourage each other. This brought the group closer and I got to know the staff a little more than I did before.

Thirdly a suggestion box was put in the main office so staff and visitors could have their say and put in any complaints and opinions that would help make the care  home a better place and to improve the service we provide for the patients. The suggestion box was a good idea because we could keep our complaints, queries and opinions anonymous.
French and Ravens 5 sources of power
Reward Power has the ability to bribe people into doing something by giving them what they want in return. Reward can be anything from money, or certain objects which one finds desirable, or even precious words from the mouth, a handshake or a pat on the back. Caffe Nero use this type of power as their employees get a free drink and doughnut on a daily basis as long as they provide excellant service and work to the best of their ability at all times.

Expert power consists of one individual having certain knowledge or skills that the rest of the group or team do not have or might lack. This is a very common form of power  and is often used by Trade Unions when they promote their members to strike for better pay or working conditions. another example can be an expert accountant influencing how junior accountants learn and undertake their tasks.

Legitimate Power refers to actual power to control an event/organisation or a country. Examples of legitimate power can come from managers and the president because his authority is due to his position in a chain of command. Sometimes people who have this type of power often forget that people are not obeying them but instead obeying the position they are working in.

Referent Power comes from another individual respecting, being inspired, and idolising a certain person. This is the power of charisma and fame, celebrities, footballers and also leaders can come under this category of power. Gandhi had this type of power as he was able to inspire and influence people with his speeches.

Recent Article on the News Linked to Work Related Stress

Well-designed, organised and managed work helps to maintain and promote individual health and well-being. But where there has been insufficient attention to job design, work organisation and management the benefits and assets associated with ‘good work’ could be lost. http://www.hse.gov.uk/stress

Work related stress is not an illness itself but can be the foundation of many illnesses. Organisational stress can be defined as a negative reaction workers experience due to extreme pressure and, or having too much demands placed upon them.

(Mary Simpson, Lecture Notes)

"Work-related stress can kill, study finds" this is a recent article on work related stress which can lead to illnesses such as heart disease and depression these can be caused from working long hours, as it consists of unmanageable workloads that exceed the person’s capacity and capability to cope.  The article further mentioned work related stress is a significant cause of illness and disease and is known to be linked with high levels of sickness absence, staff turnover and other indicators of organisational under performance - including human error.
 (Michael Kahn 2011)

Employees are given more time off work when it is due to stress related illness compared to other illnesses. The average length of an employee taking leave from work due to stress is 21 days; this is a large amount of days off and  has a negative impact on businesses financially.

References

http://www.reuters.com/article
(Michael Kahn 2011)
http://www.hse.gov.uk/stress
(Mary Simpson)

Leadership

The main aim of a manager is to maximise the output of the organisation through administrative implementation. To achieve this, managers must undertake the following functions; organisation planning staffing directing controlling. The leader’s job is to inspire and motivate "Leaders are observant and sensitive people. They know their team and develop mutual confidence within it."

(John Fenton ‘101 Ways to Boost Your Business Performance’, 1990)

Managers think incrementally, whilst leaders think radically. "Managers do things right, while leaders do the right thing.”

(Richard Pascale Penguin Book, 1990)

This means that managers do things by the book and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.

A leader is someone who people naturally follow through their own choice, whereas a manager must be obeyed. A manager may only have obtained his position of authority through time and loyalty given to the company, not as a result of his leadership qualities. A leader may have no organisational skills, but his vision unites people behind him.

A leader is someone who people naturally follow through their own choice, whereas a manager must be obeyed. A manager may only have obtained his position of authority through time and loyalty given to the company, not as a result of his leadership qualities. A leader may have no organisational skills, but his vision unites people behind him. Management usually consists of people who are experienced in their field, and who have worked their way up the company. A manager knows how each layer of the system works and may also possess a good technical knowledge. A leader can be a new arrival to a company who has bold, fresh, new ideas but might not have experience or wisdom.

Sometimes with small groups, it is not the manager who emerges as the leader. In many cases it is a subordinate member (leader) with specific talents who leads the group in a certain direction. "Leaders must let vision, strategies, goals, and values be the guide-post for action and behaviour rather than attempting to control others."

Leadership is just one of the many assets a successful manager must possess. Effort and care must be taken in distinguishing between the two concepts. The main aim of a manager is to maximise the output of the organisation through administrative implementation. To achieve this, managers must undertake different functions such as organisation, planning, staffing, directing and controlling. Leadership is just one important component of the directing function. A manager cannot just be a leader; he also needs formal authority to be effective.

When a natural leader emerges in a group containing a manager, conflict may arise if they have different views. When a manager sees the group looking towards someone else for leadership he may feel his authority is being questioned. Leadership is just one of the many assets a successful manager must possess. Effort and care must be taken in distinguishing between the two concepts. Leadership is just one important component of the directing function. A manager cannot just be a leader; he also needs formal authority to be effective. "For any quality initiative to take hold, senior management must be involved and act as a role model. This involvement cannot be delegated."

 

 Below I have listed some more differences between a manager and a leader:

– The manager administers; the leader innovates.

– The manager is a copy; the leader is an original.

– The manager maintains; the leader develops.

– The manager focuses on systems and structure; the leader focuses on people.

– The manager relies on control; the leader inspires trust.

– The manager has a short-range view; the leader has a long-range perspective.

– The manager asks how and when; the leader asks what and why.

– The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.

– The manager imitates; the leader originates.

– The manager accepts the status quo; the leader challenges it.

– The manager is the classic good soldier; the leader is his or her own person.

– The manager does things right; the leader does the right thing.

(Warren Bennis "On becoming a leader" 1989)

The key differences between management and leadership that Kotter (1990) mentions are:

Management	Leadership
Control and Solve problem	Motivate and inspire
Plan and Budget	Establish a direction
Organise things	Align people with a vision
Encourage order and predictability	Encourage change

Mullins (2007) also mentioned some key differences which are:

Management	Leadership
Impersonal	Personal
Low level of emotional involvement	Have empathy
Planning, organising, directing, controlling	Communicating, motivating, encouraging
Results	Transforms

(Mary Simpson, n.d.)

From looking at theories from Kotter and Mullins we can see that they mention key differences between management and leadership.

Management is more impersonal; it relates to planning and making change and tends to be more formal, on the other hand leadership is more personal, it has emotion and feelings attached to it and also requires some sort of skill that the person has in order to become a leader. For example  

Leadership is not always required, the reason being is sometime groups or individuals can be self motivated therefore they may not require a single leader and could find leaders dominating. The fact that a leader is not always required proves that leadership is just an asset and is not essential. Groups are often more loyal to a leader than a manager. This loyalty is created by the leader taking responsibility in areas such as taking the blame when things go wrong, celebrating group achievements even minor ones, giving individual’s appraisals, and all credit where it is due. An example of a good leader was Winston Churchill, he lead Great Britain for most of World War Two and Churchill’s ‘bulldog’ spirit seemed to summarise the mood of the British people even during the bad times, such as Dunkirk, and the inspirational victories, such as the Battle of Britain. Winston Churchill took different forms of leadership including being a conservative MP, then he went on to being part of a liberal party, Winston Churchillwas alsmade First Lord of the Admiralty, In this post, he did a great deal to ensure that the navy was in a state to fight a war. With such actions may have marked him down as a man who would do his utmost to maintain law and order.

A key leader within an organisation and what made them him/her an effective leader

While at college, I considered my business teacher to be an effective leader. My business teacher had many traits which enabled to him to be an effective leader, such as his ability to be able to lead and manage a large class. A leader is very personal, so when this teacher taught the class he always ensured that he was using different teaching techniques, such as PowerPoint presentations, use of activities on blackboard, handing out task sheets etc this further made him an effective leader as he always considered every students personal needs.

My business teacher was able to motivate and inspire students to work harder and also gave up a lot of his spare time to help students with their personal and educational problems. This shows evidence of my teacher being an effective leader as he not only can lead a class but is also able to give out advice when needed. Kotter mentioned that leaders can establish directions (Simpson, 2011); my business teacher was able to establish directions by making students focus on the future and where they would like to be heading.

The trait theory can relate to my business teacher, this theory suggests that leaders are born not made. The trait theory mentions that leaders have an intense desire to lead others to reach shared goals. This statement describes my old business teacher as he always showed a strong desire and enthusiasm to reach all goals set. A leader is also respected, personally I believe that everyone respected this teacher as he always lead everyone in a positive manner while ensuring that everyone is happy with his work.

Conclusion
Managing and leading are two different ways of organising people. The manager uses a formal, rational method whilst the leader uses passion and stirs emotions. A manager usually consists of people who are experienced in their field, and who have worked their way up the company. A manager knows how each layer of the system works and may also possess a good technical knowledge. A leader can be a new arrival to a company who has bold, fresh, new ideas and understanding as a person who is easy to talk to however he/she might not have experience or wisdom.

References

Daniel. F. Predpall, ‘Developing Quality Improvement Processes In Consulting Engineering Firms’, Journal of Management in Engineering, pp 30-31, May-June 1994

Mary Simpson, n.d.

Richard Pascale, ‘Managing on the Edge’, Penguin Book, pp 65, 1990
John Fenton, ‘101 Ways to Boost Your Business Performance’, Mandarin Business, pp 113, 1990