Virgin Atlantic of UK is a British airline company was founded in 1984 headquartered in West Sussex in England. Parent company of this organisation is The Virgin Atlantic limited. With the number of employees around 8875 in this company has earned around 45.6 million pound in the financial year 2015 appropriately. Net income was around 22.5 billion pound. The organisation’s frequent flyer program is flying club with fleet size of 40 and around 29 destinations respectively.
Therefore it can be said that the management team of this organisation is very strong as the net income and revenue are upward rising effectively and evaluation of this assignment for management leadership can be interpreted appropriately through this company.
One of the largest tourism and travel companies of UK are British airways was founded in 1974. It is the largest airline organization in the UK with fleet size of around 268 and destinations of around 183 respectively. Frequent flyer program of this organisation is Executive club with one world alliance. According to the2015 annual report the revenue of this company \was around 11421 million pound from which it can be said that the company's goodwill in the international market is very high with different management styles effectively. Task 1 Principles and practices of management behaviour
Every organisation should have to understand and evaluate the principles and practices of management behaviour in order to successfully running of their business operations effectively and efficiently. In this regard management leadership of travel and tourism companies should have to be interpreted in this assignment properly through evaluating comparison between different management styles with leadership features, communication process and organisational culture between Virgin Atlantic and British Airways organisations.
Management team of an organisation should have to be flexible in style in order to get ultimate outcome for production and performance of the employees effectively and efficiently. In this regard it has to be concerned that the leadership style must be depended on the job role of employees, task and situation of the organisation. Implementation of management strategies and policies between different companies should have to be compared (Saunders and Lewis, 2014, p.116).
Virgin Atlantic: Virgin Atlantic limited, UK based airline organisation is the creator of around 300 companies internationally in 30 countries. The company have followed the management style of employee motivation effectively in order to fulfil their goals. According to the motivational theory of Abraham Maslow and hierarchy theory of Herzberg, it has been considered as an important aspect to meet the requirements of employees in order to make them motivate to their job role.
In this way the organisational goals can be fulfilled along with maximum utilisation of business resources in an appropriate manner. Based on the theory of Herzberg hierarchy on Virgin Atlantic, in order to increase the employee motivation and satisfaction the organisation has strictly followed employee motivation management style. In order to reduce the time for data processing the organisation have Contracted to the capital consultancy capture that will lead to achieve arrangement of training and development programs for employees to maximise their level of performance.
British Airways: Leadership and management style of this company as per the last annual report was found as weak as profitability and revenue along with market share have been decreasing effectively. Ad the company have focused on increasing the profitability and shareholder value, employee motivation towards working and customer relationship management along with brand loyalty have been reduced. In 1996-2000 appointment of new leader in the organisation with the organisational objective of increasing profitability by reducing variable cost of workers lead to decrease in retainment of workers in the organisation effectively.
1.2 Discussion on leadership characteristics
In this assignment discussion on the leadership characteristics should have to be hightweded in order to understand the leadership management of the companies such as Virgin Atlantic And British airways effectively and appropriately. Leadership in an organisation over the employees and managers should have to be flexible that can lead to achieve organisational objectives resulting maximisation of profitability and revenue by satisfying customer requirements in an efficient manner
Leadership features can be described as follows-
Communication skills: In this aspect it should have to be considered by every organisational leader that a leader must possess with high level of communication skills appropriately. Leaders should have to be communicated with workers in order to listen to their problems, ideas, visions and in this way workers can be motivated to achieve their individual goals.
Interpersonal skills: In order to earn trust and confidence from the workers and followers a leader should have good interpersonal skills resulting to higher performance level of workers with grievances and feedback that lead to right direction of the organisation. Interpersonal skills of leaders through difficult relationship can able to keep peace in the business departments and working groups evaluating operational efficiency and effectiveness.
Consistency: Consistent leader in the company can earn respect, credibility from working groups within organisation for which the workers can lead to meet their targets by working in the same way as their leader.
Decision making: Leader should have to implement decisions at a specific period of time based on the information available in the company that can lead to speed in the workflow and productivity. Flexibility: It is the duty and responsibility of the leaders to take important decisions according to the rules and regulations and market information that can meet organizational objectives effectively. Leaders should have to be flexible at the time of changing the direction process or dictions respectively.
Innovativeness: Innovativeness is considered as an important feature which should have to be possessed by the leader in order to act as a problem solver or an innovator in the organisation to solve certain issue and problems. In this way through innovative solutions challenges must be overcome.
Confidence: A good leader must be confident about taking various decisions in order to solve problems during the emergency situations. Leadership of Virgin Atlantic has been viewed as the company followed operational business efficiency and effectiveness from the inside and from outside the company have acted as passionate about their customers by creating brand loyalty with incredible diversity of people, departments and teams. The company has strong orientation for satisfying customers as per their requirements of services.
On the other side the British Airways has followed the interpersonal and task oriented leadership style. In this way the leaders can give liberties for free skills of communications. The leaders are very much motivated to completion of tasks according to the customer demands related to performance that leaders do not consider attention, thoughts and ideas of others in the organisation (Du et al. 2016, p.162).
1.3 Evaluation of the communication processes in the business
Communication process: Evaluation of communication process in the organisation is considered as an important aspect of management leadership effectively and efficiently that a successful business operation depends on the effectiveness of the communication process. In this regard it should have to be considered that a successful retailer can develop the network of different communication channel to financial institutions, distributors, marketers, customers and employees effectively. In this way transmission of data and information can be possible that can lead to increase effectiveness communication with effective productivity in the organization. In this context different forms of communication process for Virgin Atlantic and British airways have to be described as follows-
Oral and Written communication: Oral communication is considered as the effective and efficient form of communication process through using of words verbally in order to inform workers, subordinates that can lead to make effective decision. On the other side written communication is used in an organisation for sending different documents, materials to their stakeholders and can be stored for future purpose. Both Virgin Atlantic and British airways have used oral and written communication process effectively for faster communication. Lines of communication: Evaluation of effective communication process can be interpreted through line of communication as follows-
Line power - The line of power is the arrangement in which the employees are aware of the fact how to report and whom to talk to in case they are communicating information.
Technology line - Technology plays an important role in communication in the present scenario, in the world where telephonic communication and social media has improved a great deal.
In-person communication- In person communication take forms of both verbal and nonverbal communication among employees and other people in the company. This may in form of writing, talking and others. In this regard paying attention to the responses of the people seems to be very important
Barriers of effective communication: The barriers to effective communication among the different stakeholders of the company can mainly be attributed to the glitches among the different individuals and agents. In addition linguistic barriers also hamper the communication processes where one may not understand what the other person is trying to communicate. The technological barriers also play an vital role in creating barriers in the communication processes.
1.4 Analysis on the organisational culture and change in the businesses
The organisational culture of the two firms needs discussed in this context. The organisational culture of the Virgin Atlantic Company, Generally an organisational culture relates to values and the behavioural pattern that the company followed in its operation. The culture of the virgin Atlantic company lies in its cultural dimension of the organisation. The culture of the company can be stated as shared and socially learned knowledge and the pattern of the behaviour. The company uses motivational tools in tangible and intangible ways to keep the organisational spirits high in the organisation.
On the other hand the organisational culture of British airways lies in. The British airways follows an hierarchical organisational structure and believes in rewarding the employees in maintaining the culture thereof and following orders from the superior. Here in comparing the two firms it has been evident that the cultures of the two firm is different while one believes in cultural dynamism while the other believes in strict hierarchy and consistent business order. The difference in the two businesses is that one has a flexible work culture and provides certain autonomy while the other believes in an articulated format (Miller, 2014, p.172).
Task 2 Review on the potential of the prospective managers
2.1 Assessment of own management skills and performance
Here in this regard in assessing the self performance of the managers it is important for the individuals here in this case the managers of the company lie in determining whether the person is approachable by all including the staff and the clients that they meet regularly. If this cannot be ascertained then theassesment procedure for the mangers can al;so not be assessed. Therefore in evaluating the self performance following questions and relevant answers play an important role determining the reference level. The questions that the prospective managers needs to ask themselves and others are;
The person needs to ask whether he or she speaks clearly and whether it is understandable to them. It would also help in this regard that whether the person is approachable and can provide and can provide solution (Hochberg, 2016, p.128). The appearance to other as enthusiastic and energetic can also help in positive was in the self evaluation process. The self performance can also be evaluated by asking the subordinates that whether the person sets achievable targets for them. The coaching provided by the person is easily understandable by them and whether he or she is comfortable in coaching them.
The other most important thing in this regard is that the behaviour of the organization motivates other to excel or not. In this regard it could be ated that by answering these questions either by himself or others in the company the person will be able to make him or her position value and performance in the company. If this is found that his attitude or behaviour does not motivate others to excel it could be stated that the person is not able to perform well in the organisation.
If the person is not approachable it could be inferred from the fact that the person is not amicable and the people fear to ask things to him affecting the organisational performances and it is not wanted. Therefore the performance in this regard is not up to mark and therefore the requirement to improve . in this way the the managers can evaluate their performances in the organisations by themselves (Osborne et al, 2014, p.18).
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2.2 Analysis on personal strengths, weaknesses, opportunities and threats
The analysis of the strength weakness opportunities and threats of the personal performances help in optimization for the company and the persons. Here in this regard it could be stated that if the strength and opportunities for the person becomes identifiable then the person could be allocated tasks that he is able to do, increasing the satisfaction level both for both the company and the person, resulting in an increasing production or delivery of a better service increasing the value of the service or the product. If the weakness and treats becomes identifiable then the situation that the person is vulnerable could be avoided or reduced which is both beneficial to the company and the persons themselves. The strength weakness opportunity and threats can be addressed in numerous ways (Hill and Schilling, 2014, p.147).
The strength could be assessed by evaluating the time the person needs to perform a particular job or the job that he does best would portray the strength of the person.or the person may asked what the person finds himself comfortable at. The weakness could be identified either by asking the person what he is not comfortable in or the work for which the performance levels falls. The threats and opportunities for the person can also be evaluated in similar ways for the person. In this regard self declaration could be the most important way of evaluating it (Grant, 2016, p.145).
2.3 Prioritisation of objectives and targets to develop own potential.
Here it is the objective of every rational person to prioritise objectives and targets in order to develop its own potential. This is also a benefit to the company. If a person can gain expertise or develops potential in a specified field then product or the service value for the activity increases. Here it could be stated that this either increases profit for firm or reduces cost in similar regards both of which is beneficial for the firm as efficiency reduces time consumed for the work or the cost required. Therefore it could be that the prioritisation of objective to develop own potential is in benefit to organisation in this regard (Maloney, 2016, p.106).
Task 3: Managerial skill within business and service context
The success of any business organisation could be identified with reasonable amount of clarity to be inseparable from that of the professional and functional capabilities of a senior managerial employee of the respective organisation. This is a direct reflection of the logical fact that just as every social activity, in the measure of the success or failure that it could achieve, completely depends on the approaches, the values, the abilities and the behavioural attitudes of the leadership element that guides such activity, the practical challenges regarding the management and generation of solutions of any business undertaking and any corporate organisation completely relies on the availability of the necessary qualitative aspects of the corporate leadership, which is quite often provided by the involved senior managerial employees ().
3.1 Providing motivation to a team to achieve an agreed goal or objective
Provision of the necessary motivation to the employees and working team members is always considered to be one of the most organisational responsibilities that any managerial supervisor or any team leader has to undertake. The core issue of importance regarding the significance of the aspect of motivation revolves around the fact that the entire probability of the achievement of the proposed organisational objectives regarding the provided job responsibilities within the organisational architecture of any corporate business entity completely relies upon the existence of the measure of work related enthusiasm within the ranks of the workers and employees (Nuttin, 2014, p.127).
It is a universally acknowledged fact that workers and employees require high level of motivation in their daily chores regarding the organisational responsibilities and the proper level of motivation leads to the increment in the efficiency quotient of the employees to the work practices performed within the organisational superstructures which in turn gets translated into the enhancement of the proportional value addition to the services provided by the organisation under consideration. In this regard, the managerial staff of any business organisation such as the ones under consideration, are the principal tools of such corporate organisations to impart the required motivational value and infuse the enthusiasm for work appreciation in the involved employees so as to transform the workers from regimented automatons into productive individual contributors into the overall process of the business propagation by the respective companies.
3.2 Justification of the managerial decisions to support achievement of agreed goal and objectives and recommending improvements
Every form of management decision, spawned by the manager in responsibility, involves the necessary justification of such stipulations of decisional conclusions regarding the broader and greater necessity of optimum achievement of the organisational goals and objectives which had been prespecified by the organizational executive body. This brings into effect the realisation of the necessity to focus on the various aspects of the decision making process that could be identified as primary tools of provisioning of directions and supervision to the necessary employee segments which have been entrusted to the various managerial staff of different rank and designation (Awadh and Alyahya, 2013, p.168).
Any business process programme manager is generally and readily identified by others as the figurehead who had been vested with the formal authority of decision formulation regarding the work process of any business organization. The various interorganisational interactions and interpersonal relations that such authoritative position could lead to within the ambit of the organisation, become the primary sources of valuable information for the promulgation of the decisions which is are vital for the success of the respective company. Any form of decisional justification regarding the managerial staff could always be traced back to the core issue of organizational and human resource management operational imperative that proper management of both people and resources and company assets effectively within any business and corporate organisation could only be observed through the possession of the skill of prompt decision making that requires constant planning and development (Matthews, 2015, p.137).
Managerial decisions must be made in the context that it helps employees to reach self goals as well as attain organizational goals and needs. For this purpose, managers must entail in acknowledging efforts of them who exhibit loyal support and dedication towards own job role and identifies with the objectives of the organization. The managerial decisions should also include lowering work stress and dividing the job according to the requirements and individual potential so employees can put in their maximum efforts without being subjected to increased work pressure and devoid of their ability to perform.
4.1 Explanation on how own managerial and personal skills supports career development
Managerial and personal skill affects career development in multiple ways. The ways in which the career development is affected by managerial and personal skill is if a person has good managerial skill he or she would manage the task in an appropriate manner so that the task is done in the best possible way this would create efficiency and appreciation of the person in the organization. Here it could be stated that if the managerial skills then the task would not be allocated in an efficient manner and would result in loss for the organisation and depreciate the value of the person to the company and others in the organisation (Patton and McMahon, 2014, p.271). Here in this regard it appears that the personal skills are the essential and basic units of career development. Here it has been felt that if a person lacks person lack personal skills the output of the firm is affected similarly in the same sense if a person has personal skills then the production of the firm increases.
The managerial ways acts as fine tuning mechanism which could further improve performance. It is mostly seen in cases that if a person lacks personal skills also lack managerial skill. It is seldom seen that a person lacking in personal skills ajhs good managerial outlook. But it has often been cited in various studies that good managerial skills has led to development of personal ability for workers and development in potential for the mentioned persons (Noe et al. 2014, p.162). Therefore from here it could be stated that managerial skill help in the development of personal skills and in turn the potential for the person increases as well. This leads to career development for the individual or the person. Therefore from here it is evident that personal skill leads to development of managerial skills and managerial skills lead to development of personal skill and both in turn leads to career development.
4.2 Review on career and personal development needs, current performances and future needs produce development plan
Here from it has been evident that development in career is required for all otherwise the person losses optimism and which leads to fall in performance and work effort for very individual working in the companies. Here from it becomes evident that personal development is needed to carry on with the process of career development. The personal development can be carried in various ways and the managerial techniques could play a better part it. Therefore from here it could be stated that the evaluation of current performances is required, it could be self evaluation or evaluation by a second or a third party.
This can enable the person to develop in specific areas which would lead to an overall personal development or it would encourage the person to carry on with the additional work (Mueller and Anderson, 2014, p.503). Here from the deficiencies could be identified from which rectification and development is possible. This enables in evaluating the future need for overall development for the firms, the managers and the organisation as a whole as the future need is established in this part a possibility for formulating a future plan becomes established. The establishment of the future plan is on the basis of the requirement and needs that has been established fand deficiencies faced till date in bettering the future situation. help with assignments australia
Here in this project an endeavour had been made to evaluate the organisational cultures of the two companies’ namely British airways and virgin Atlantic airways. In evaluating the two cultures it has been evident that one follows strict hierarchical structure and while the other believes in providing autonomy to its workforce and in cultural assimilation. Here special emphasis has been provided on the role of personal development and role of managers in the process. Here the role of self evaluation has also been made evident for the purpose. In the final section of the process the review on career plans, personal development, current performances in the method and in betterment of the entire process.
Awadh, A.M. and Alyahya, M.S., 2013. Impact of organizational culture on employee performance. International Review of Management and Business Research
Du, S., Swaen, V., Lindgreen, A. and Sen, S., 2013. The roles of leadership styles in corporate social responsibility. Journal of business ethics
Grant, R.M., 2016. Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.
Helfat, C.E. and Peteraf, M.A., 2015. Managerial cognitive capabilities and the microfoundations of dynamic capabilities. Strategic Management Journal
Hill, C.W., Jones, G.R. and Schilling, M.A., 2014. Strategic management: theory: an integrated approach. Cengage Learning.
Hochberg, M., Berman, R., Ogilvie, J., Yingling, S., Lee, S., Pusic, M. and Pachter, H.L., 2016. Midclerkship feedback in the surgical clerkship: the “Professionalism, Reporting, Interpreting, Managing, Educating, and Procedural Skills” application utilizing learner self-assessment. The American Journal of Surgery.
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