Health and Social Care - Lead and Manage a Team
- Submitted by: Jenn1fer15
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- Category: Other
- Date Submitted: 09/03/2016 08:49 AM
- Pages: 11
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Understand how to lead and manage a team
Learning outcome 1
The way that individuals and teams are managed and led will impact both positively and negatively on the performance of an organisation. Effective management can be viewed as the achievement of an organisation’s objectives through the performance of its people; therefore if managers are seeking to achieve results through people, it is vital that they think carefully about the way they manage them. Managing individual and team performance within the management role requires a holistic approach in setting performance measures that will highlight the crucial links between individual and team performance and the development of an organisational culture that aspires to learn and achieve effective performance.
The common thread running through the functions, roles and skills of management is that individual managers have to take responsibility for their staff and manage them effectively. It is clear, therefore, that managers need to develop ‘people skills’ if they are going to be successful. The more traditional task and results focused role of the manager is increasingly under threat here because, in discussing people, we inevitably enter the realm of leadership and the complex debate that surrounds leadership in relation to and in contrast with management. At this point, it will be helpful to define the relationship between the two and the role they both play in performance management.
Ralph Stodgill’s historic 1950’s definition of leadership as “the process of influencing the activities of an organised group in its efforts towards goal setting and goal achievement” would seem, sixty years on, to be more aligned with the role of modern management. In its broadest sense, management encompasses everything managers do in their roles within the organisation. As such, it is a complex and multiple function. Leadership is more focused because it deals specifically with people both in an individual and...
Learning outcome 1
The way that individuals and teams are managed and led will impact both positively and negatively on the performance of an organisation. Effective management can be viewed as the achievement of an organisation’s objectives through the performance of its people; therefore if managers are seeking to achieve results through people, it is vital that they think carefully about the way they manage them. Managing individual and team performance within the management role requires a holistic approach in setting performance measures that will highlight the crucial links between individual and team performance and the development of an organisational culture that aspires to learn and achieve effective performance.
The common thread running through the functions, roles and skills of management is that individual managers have to take responsibility for their staff and manage them effectively. It is clear, therefore, that managers need to develop ‘people skills’ if they are going to be successful. The more traditional task and results focused role of the manager is increasingly under threat here because, in discussing people, we inevitably enter the realm of leadership and the complex debate that surrounds leadership in relation to and in contrast with management. At this point, it will be helpful to define the relationship between the two and the role they both play in performance management.
Ralph Stodgill’s historic 1950’s definition of leadership as “the process of influencing the activities of an organised group in its efforts towards goal setting and goal achievement” would seem, sixty years on, to be more aligned with the role of modern management. In its broadest sense, management encompasses everything managers do in their roles within the organisation. As such, it is a complex and multiple function. Leadership is more focused because it deals specifically with people both in an individual and...