My Ssec Capstone Project Instructions to the learner It is a regulatory requirement that every assessment submission is authenticated as the work of the named learner whether submitted to the centre or the ILM Assessment Service

Instructions to the learner It is a regulatory requirement that every assessment submission is authenticated as the work of the named learner whether submitted to the centre or the ILM Assessment Service

Instructions to the learner It is a regulatory requirement that every assessment submission is authenticated as the work of the named learner whether submitted to the centre or the ILM Assessment Service. Therefore, this cover sheet, or an alternative form of formal declaration of authenticity if a centre uses electronic systems or e-portfolios, must be completed with each assessment that is submitted. Please complete and send in with your assessment. Centre namePetr LLPCentre number041387Learner nameFelix Kodom AgyeiLearner registration numberUnit(s) covered in this submissionLeading Your Work TeamDate and learner signature10/08/2018Date and tutor signatureLearner Statement of confirmation of authenticity By the act of making this submission I am declaring that this is all my own words and that The work has not, in whole or in part, been knowingly submitted elsewhere for assessment Where the submission includes work from a previous assessment this has been identified Where materials have been used from other sources it has been properly acknowledged If this statement is untrue, I acknowledge that an assessment offence has been committed Centre Statement By the act of signing this submission I am declaring that this learners submission has Been checked for plagiarism Learner has received adequate on-programme tutorial support and relevant feedback given Attention is drawn to the plagiarism, collusion and cheating policies of both the centre and of ILM. Proven incidents of plagiarism, collusion or cheating can result in a learner being withdrawn from a qualification.Permission for ILM to use this script ILM uses learners submissions on an anonymous basis for assessment standardisation. By submitting, both the centre and the learner agree that ILM may use this script on condition that identifying information is removed. However, if you are unwilling to allow ILM use this script, please refuse by ticking here Assignment Task for Unit Leading Your Work Team TASK The purpose of this task is for you to develop an understanding of how you should lead your team from adopting accepted theories and models in order to achieve good leadership performance. In order to demonstrate your knowledge of this you need to respond to all of the questions listed below. NOTE You may want to relate your answers to an organisation that you work in. If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacity. You should plan to spend approximately 7 hours preparing for and writing or presenting the outcomes of this assignment for assessment. The nominal word count for this assignment is 1250 words the suggested range is between 1000 and 1500 words. Check your assignment carefully prior to submission using the assessment criteria. STRUCTURED ANSWER QUESTIONS Learner name Learner registration number Note In order to achieve each Learning Outcome, learners must satisfy all of the related assessment criteria by obtaining a minimum score of 50 for each criterion. The lines/box below a question is for guidance purposes only. Marks are not deducted for writing more. It is perfectly acceptable for all answers to be continued on additional forms provided they are attached to the assignment when making a submission. The availability of the form electronically allows learners to expand the lines/box as required. UNDERSTAND THE DIFFERENCE BETWEEN LEADERSHIP AND MANAGEMENT 1. Explain the difference between leadership and management (20 marks) Leadership and management are two sides of the same coin but different features on either sides. Both focus on achieving a target. They are both objective oriented. In spite of these, there are practices that distinguish one from the other. It means that the two are different by virtue of existence, by definition and the modus operandi of arriving a target. The table below shows the differences between leadership and management. Leadership Management 1 Plan and Policy Execution Plan and Policy Making 2 Task Execution Order and Consistency 3 Motivating and Inspiring Controlling and Problem Solving 4 Aligning People Organising and staffing Source John Kotter (ILM) Management Plan and Policy Making plans are what I believe set an individual or a company forth-going. Thus, plan specifies what to be done and how to do it. Very important, policies are measures to guide the plan lest there should be a deviation. Since management is seen as the driving force, it is therefore the duty of management to come up with these plans and policies to run the organisation, hence referred to as the driver of an organisation. For example, where downtime (resulting from lost time injuries LTIs) in production becomes prevalent, management may come up with a policy such as safe system of work to safeguard workers under health and safety policies of specific regulations. Example is the Health and Safety at Work Act (HASAWA) 1974 regulation. Order and Consistency management ensures orderliness by controlling and solving problems through provisions and rules to guide the ethics of workers as well as their manner of doing things at workplace. In event of any contravention, rules may specify actions or control measures including punishment (warning, withdrawal) to be taken to ensure order and consistency at work all times. Leadership Plan and Policy Execution leadership herein is seen as the driven factor of an organisation. It means that Leadership of any organisation is controlled by the set policies and plans by management. Thus, leadership ensures that plans, and policies are carried down to their subordinates and harnessing their corporation, they achieve the objectives of the organisation. They are the intermediate body between followers and management. Task Execution policies and plans of any organisation do not exist in vacuum. It therefore becomes the sole responsibility of the leadership to translating corporate plans and policies into action. By action, leadership focuses on task specific. For instance, the management of MODEC Ghana Ltd. plans to reaching a production target of 120,000 bbls of crude oil per day. Hereafter, it becomes responsibility of the leadership in charge to put measures together to meeting this task by motivating, inspiring and aligning people to task specific. 2. Explain why leadership is important within own team (20 marks) Team is made up different persons of diverse attitudes, technical-know-how, skills, ethics and approach to work. Leadership within a team is required to bridge the differences and harnessing their aptitudes to achieving the teams target. Therefore, leadership is important within a team for the purpose of Coordination it describes the act of integration of the best-fit. It focuses on bringing common actions together. Leadership look out for individual skills to put them together to achieving a target. In a recent exercise, among a team of four were to conduct risk assessment on TTE Site and complete in addition, safety regulation report. By virtue of leadership each member was mandated to prepare a write-up, two each on the risks identified. At the end of it all, two members of the team collated all the write-ups into a single report whilst others performed excel risk assessment of the hazards identified. In the nut shell the leader was able to coordinate the task identifying and utilising each individuals skills. Orderliness in event where every individual has their own ethics and personal attitudes towards others, and different technical-know-how, skills, and approach to work, there exist the possibility for each doing things differently and on their own. And without a consensus building, there will be chaos and disorderliness where one feels this way and the other feels that way. Leadership therefore becomes an integral and central part of a team. Leadership receives all complaints to avoid personal confrontations that will breed discords and disorderliness. Finally, leadership regulates the manner of doing things within the team in accordance to managements lay-down procedures and policies to instil and maintain order of work. Monitoring and Training leadership within a team plays a peculiar but very important role to identifying individuals weakness which could be a flaw in character or skill-deficiency on the field of work. According to John Adairs Action Centred Leadership Model, there should be focussed on individuals perhaps learning a new task (source Institution of Leadership and Management). Source ILM Slides on Leadership and Management (edited) It means that training programmes such as Leadership and Skills Management, General Vocational Qualification among others are recommended by leadership to bridge the team member and the field of work. Having received the requisite training, it builds the teams competence in task execution and milestone deliverables. Effectiveness and efficiency there is this unanimous saying, if it must be done, it must be done well. It is not just about the output but how effective and efficient the product and processes involved. For instance, it is the objective of MODEC Ghana Ltd. to yield better production at the end of the year with infinitesimal or no waste. Therefore, leadership ensures that the above values among others correct materials and appropriate procedures, welfare of team members, motivations are well taken care of to maximise efforts to achieving effectiveness and efficiency. UNDERSTAND A RANGE OF LEADERSHIP STYLES, THEIR BENEFITS AND POTENTIAL IMPACT ON INDIVIDUALS AND PERFORMANCE 3. Describe a range of different leadership styles (16 marks) Leadership styles have been explained by different models including Transformational and Transactional Leadership Model (David Ingram), Situational leadership Modelamong others. The latter according to Kenneth Blanchard and Paul Hersey is a description of leadership where theleaderor manager of an organization will have to vary his style to fit the development level of the followers. It means that with situational leadership, the status-quo determines why, when and how the leader should adjust his style to meet the needs of others. Fig.3.1 shows a list of factors that will call for situational leadership style Source ILM Slides on Leadership and Management Directing Leadership Style This style of leadership is used when a worker is of low competence but high commitment. Their commitment is a strength but low competency is their weakness and requires the leaders sole directions, involvement and close supervision to doing the right thing at work. For example, the team do exactly what they are required by the leadership. Coaching Leadership Style This focuses on workers of some competence but low commitment. Here, decisions still ultimately lie with the leader, however, input is made by the workers requisition to do something by virtue of somewhat competence and the leader will have to guide them and help in their decision. Partial employee involvement. Thus, the leadership help the team to make rightful decision regarding what they are supposed to do. Supporting Leadership Style in this situation, employees are of high competence though not highly committed and therefore take bulk of responsibilities for their decisions. Whilst they still take directions from the leadership, the leaderships style changes from coaching to assistance, motivation, praise and feedback to get the best out of the team. Delegating leadership Style this type is adopted where employees are of high competence and high commitment. With this style of leadership, the employees know their role and perform it with little supervision. This emphasises total followers involvement with the least of leadership for direction and feedback. 4. Identify the most commonly used leadership style(s) within an organisation and explain the likely effect this leadership style(s) has on a teams performance (32 marks) The most commonly used leadership styles are the Directing (management level) and Supporting (team level) types. Directing Leadership Style Apart from low competency but high commitment that mostly call for this leadership type, management may also sense the fear of having their plans and policies being compromised and therefore resort to this leadership style. This style has its own effects on teams performance both positive and negative. It re-enforces leadership plans and policies where decisions are sole discretion of the leadership, subordinates are left with no option than adherence. It seeks to have the team achieving the objective of the leadership in terms of their performance. For example, in 2017, MODEC Ghana Ltd. recruited seventeen (17) employees from different disciplines with varying degree of technical-know-how. Management decision required that the 17 employees be trained in the approved skills for their offshore operations. This however, goes a long way to improve significantly on the teams output. Though this leadership style seems to get the right thing done, it is only in the leaderships perspective. There are times the product or output might not be of the best practice especially on the field of work. Again, where subordinates are restraint to leadership decisions, it creates tension and stress at work. the best of employees selfless contributions and skills are not met. They appear as though intellectual and technical handicaps who could not add value to the output. Delegating Leadership Style This type is adopted where employees have shown high standard of competence and commitment and are left to work on their own. It brings out the best of the team. It creates stress-free working environment, and members of the team see themselves to be at the helm of activities and would want to do it right and best. In 2015 2016, I worked with Tullow Oil SURF (Subsea Umbilical, Riser Flowline) Construction and Installation team on the TEN Project as trainee. Whilst my competence and commitment to work were highly developed, I was left on a night shift to monitor and ensure compliance to all facets of the installation as a company representative. I think I did the best of report together with picture and excel illustrations when I was given that opportunity. Regardless of the positive effects of delegating leadership, it comes also with its negative effects. It breeds complacency, and in the lack of supervision, workers tend to be doing their own thing. It gives room for compromising standards such as shortcut to task execution. Amidst this leadership style, a team is likely to be exposed to poor coordination and indifference at work especially when the individual feels is not about me. 5. Identify own leadership style and its potential impact on a team (12 marks) Leadership style varies as has been discussed earlier. Nonetheless, I have come so far to observe myself, and some of which were known to others but not known to self (Joharis window). Through feedback and team role assessment, I have been able to identify some personal leadership styles including directing and supporting. Most often I find myself in team of equal competence but not highly committed individuals to performing task. To get the task done and as leader or not, I support them by way of motivation, simple praise, positive feedback and sense of belonging. Many times, I adopt the pull leadership style, come on in, the waters lovely. (Perter Hammond). This to a larger extent will have significant impact on a team. It will bring diverse skills together, full participation and getting the best out of the team. On seldom occasions, I use the directing style of leadership. Predominantly, when there is the sense of doubt and failure. It gives no room for compromising especially on safety issues, right procedures. Though it disallows consensus building, it keeps the team informed and strict adherence to what is appropriate. Finally, it has the potential to safeguard team members, and meeting task as required. Learners must achieve at least 50 of marks available for each learning outcome. In some instances learning outcomes may be covered by more than one question. 677 PAGE MERGEFORMAT 7 Cert. No. GB17229 yq1r5JPDnNeokUpIL2c-tDW9oWQd4H).SBudMkbah
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