About Leadership In Sport And Leisure Sport Essay

About leading In gasconade And Leisure Sport EssayDo not forget that you are necessitated to glide by a copy of all of your submitted work.I certify that this assignment is my own work and that all sources of information put bingle and only(a) across been acknowledged.This report critically analyses the role of leaders to managing people in sport and leisure organisations. It uses critical thinking methods to demonstrate the definition of lead, the piece resource centreing in sport leisure organisation, the discrimination between management and leaders and or so key theories of leadership. Finally, it analyses to analysis a font studies through one practical sports organisation as example. The propose is to drop logical recommendations for improving the fitness club management ideas to build a strong cohesion and loyalty of staff ranks high.The Definition of leadersLeadership was delimit by Parry (1996 2) who stated that Leadership is the presentation by a soul of some identifiable tendency or vision or future tense state that people terminate desire and the generation of a willingness within those people to follow the leader a bulky a socially responsible and in return beneficial course of action, toward thatgoal. This concept of leadership seemed ambiguous it did not emphasis the persuasiveness of leadership and major characteristics. Leadership probably means having a long term vision and to stimulate the people follow he or she to achieve their universal goal for the companys future development. Strange and Munford (2002) believed that the direct leadership comes from the in-person charismatic leadership this could be the best way to influence and motivate people. Therefore, Wunderer and Grunwald (1980 232) defined leadership as a goal-oriented and social impact to fulfill common tasks in a structured work environment. Be ready of many kinds of notions about leadership, it always led to confusion between leadership and management. As far as this floor is concerned, the following essay will research the role of leadership in an essential position in the management environment. Simultaneously, it will evaluate the process of human resource management. Human Resource Management Human Resource Management system plays a significant role in a company or organization. It directly impacts on this organizations strategic implementation in each step and controls the speed of development with their competitors in the same sphere. Heathfield (2010) proposed that Human Resource Management (HRM) is the theatrical role within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Moreover, in the past in USA, HRM concentrated on the human relations in the enterprise management and employees relations in the works environment Due to industrial psychology, it applies consolidated sy stems and strategies commonly, HRM was also fancyed as personnel management (PM) in the UK (Chadwick and Beech, 2004). According to the above statements, it was obviously seen that a manager was caboodle in a core position in the HRM system. The mangers main responsibility was to deal with issues related to people, such as recruitment, to choose who the near appropriate person for this vacancy is. As Taylor et al (2008) give tongue to the HRM system was the prototypical level of administration in people management system, piece encouraging more(prenominal) than organizational activities. How can we evaluate the organization owns a good HRM system or not? It focuses on the Strategic Human Resource Management (SHRM) system. Operational effectiveness and strategic positioning were two fundamental methods to support the organization in outperforming their rivals in an industry (Porter, 1979). These two points could stimulate the organization have to perform discover activities than new(prenominal) competitors and create some unique advantages in the same industry. However, Taylor et al (2008128) commented that a focused strategy requires a competitive position based on cost leadership or differentiation.Wright and McMahon (1992 295) gave a definition of SHRM as, the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. The purpose of SHRM was to choose the best appropriate candidate take part in their own organization whilst increase the organization marketing segment in the industry. Sport organization was a good example, each sport clubs would like to attract a famous coach or ath allowe, like in National hoops Association (NBA). There was no doubt that NBA draft was the best opportunity to provide for each team to choose a likely player in every year. However, in the practice of organization, SHRM system did not only focus on some basic HRM skills, but also extended the range of german e(predicate) management techniques, for instance, high-commitment work system, the process of recruitment, leadership philosophy and the development of process of the organization (Taylor et al, 2008). In brief, the present approach of SHRM still in the traditional HRM mountain chain it lacked practical circumstance for an organization to start their performance in different situations. Particularly in a sport organization, if it could combine the HRM rational hypothesis and operate the SHRM in a practical process of organization, it would bring more outcomes for the organizations long term development. In addition, managerial leadership was an indispensable part in the SHRM. Hence, the following part of the essay will look at the residues between management and leadership.Differences of Management and LeadershipRegarding the issue about kinship and the distinction between management and leadership, different people will have their different perspectives. In the early stage, a professor named John Adair (1988) made use of etymological origins to explain the difference in a magazine interview Adair revealed that leadership stems from an Anglo-Saxon word it means that a road, a way, the path of a ship at sea, a common sense of direction, whereas management was from a Latin word manus, it means a hand and it has to do with handling a sword, a ship, a horse. It is easy to remind people what entrepreneurial engineers and accountants were doing when starting and administration businesses and how they gained the currency in the 19th century. Nevertheless, since the leadership development in recent years, more functions have been appeared, such as planning, organizing and controlling work. These functions are similar to the functions of management in my view. Managers always elucidate a plan, organize the activity and administrate the limit resources to move in some common objectives (Gill, 1997). Meanwhile, managers could communicate with his or her employees , but leaders usually influence and inspire his or her employees. Behind each leader thither is a support team and followers, however, managers just have their subordinates. In my opinion, management focuses on implementing the whole plan through the managers ability and making the utmost of the managing resources, whereas leadership emphases the some(prenominal)(prenominal) persons idea and imbues with the main spirit to their employees. In brief, the final goal for good management or leadership is to win the hearts and minds of their people. Leadership TheoryLeadership was deemed as a process of a leader to impart unique ideas to early(a) people through his or her individual managing strategy. Popper and Zakkai (19943) believed that the essence of leadership is to make people do what you want them to with as much will, determination and enthusiasm as if they had decided for themselves. From the past several years research, leadership literature in the main focuses on which typ es of leadership speculation is close and more appropriate for present leader to exert their leadership function. Lewin et al (1939) implied that the subordinates performance decides which kind of flavor of leadership theory fits this organization furthermore, different kinds of training programmes related with leadership have emerged. Notably in the current situation, outward bound development plan is the most popular approach was adopted in most organizations. The rest of this report will review some major theories of leadership and the purpose is to analyses of the real case in the last part then to propose some recommendations for improvement. l Trait TheoryLeadership traits theory is the original theory and it concentrate on the leaders characteristics. Cartwright and Zander (1968) stated that an effective leader should possess the following certain qualities intelligence, reliability, sense of responsibility, greater energy and social activity. Regarding these qualities it is easy to find that most of them require the leader to keep on cultivating himself in the future not are inborn. The Personality Era of Great Man theories were proposed by Van Sters and Field (199029) who said that effective leaders at one time were believed to show common characteristics that cause them to behave in certain ways. However, this theory was challenged in the 2000 World scotch Forum report. The report indicated that many successful companies always change their Chief Executive Officer (CEO) to ensure that their business prospers. Whereas most CEOs succeed in their first organization, they often fail when enter for a new organization. This point demonstrates that in fact the leaders have not acquired all the leadership traits and that is little tie-in between CEO style and organizational performance. Also the trait theory was not to judge the leadership situation. l Situational Leadership and Contingency TheorySituational theory is more focused on the situation and the group of followers. This way is more practical and good for the leader to acknowledge their followers and situations. This approach does not consider the whole organization or the current requirements of the individual leaders group. Contingency theory of leadership mainly analyses three factors between leaders and followers. The first one is Fiedler (1968), who proposed the extending definition of the followers and of the work structure of the subordinate. The second one is how the leader uses his or her authority and depends on his or her subordinates. The third one is the existing relationship between the leader and followers. The leaders charisma attracts the followers and the followers reverence for the leader. l Leadership Style TheoriesLeadership style theories are concerned with the leaders behaviour and do not pay attention to the individual characteristics of the leader. Through these theories, some researchers discovered that the manager who considers the employee as the centre may gain more results and effects than the manager who focuses on tasks. This point is evaluated by the leaders performance value. If the leader views the situation from the perspective of a boss, he or she priorities the tasks above the employees. However, if he takes the employees view into consideration, he or she values both the task and the employee. So the later approach is more encompassing. Of course, as a leader, pay more attentions on the employee behaviour can bring his or her work more benefits than only concern with the task as a centre. l Transactional LeadershipThis kind of leadership turns out to be more popular in most organizations. Popper and Zakkai (19946) accepted that transactional leadership contains a basic mechanism of exchange relations which becomes possible when there is no outstanding sense of impending threat or anxiety. Transactional leaders shall use management-by-exception, actively or with contingent rewards (Gill, 1997). Generally, the mana gement-by-exception includes making objectives and regulations, taking presence of the progress and discovering mistakes and then enhancing the effectiveness of leadership. However, transactional leadership ignores the employees desires and motivation it focuses on how to achieve the goal through the followers. Many empirical examples prove that transactional leadership might cause performance that meets expectations (Gill, 2003).l Transformational LeadershipThis pattern of leadership is a good approach in order to stimulate the followers and subordinates interested in accomplishing the goal and enhance their self-development. Alderder (1972) agreed that transformational leadership should pay more attention to the leaders developmental requirement. Furthermore, Bass (1991) revealed that there exist the following four aspects of transformational leadership behaviours. secern consideration Intellectual stimulation Inspirational motivation Idealised influence (charm) Analysis of a Practical Sports Organisation ExampleDuring a period as a sports trainee in Beijing, an example of a process of leadership change was witnessed by the author. This fitness club was set up in 2003 and it was been open for 5 years. In the early period, the former fitness club managers original plan was run a small business and serve whiter collar workers and students around the university. Hence, his focus point is how to attract more customers and increase sale volume rather than make an integrated management system for his subordinates to enhance the whole level of this fitness club service. He is a typical laissez-faire leader in the hearts of his employee. Popper and Zakkai (19943) claimed that an effective leader, according to the criteria of this approach, is a sensitive psychological diagnostician who accurately discerns subordinates call for and expectations and responds to them accordingly. In addition, his behaviour assesses the various theories. When the employee proposes their suggestions or questions during each weekly meeting, the leader always says these opinions were correct but never realizes it. In terms of this point, several senior level coaches began to leave whilst some old customers also followed by their coach left this club. These results led to the club faceing bankrupt and merger by other large fitness corporation. In 2005, this fitness club was taken over by the Bally Total Fitness Corporation. As the new leader was transferred to this club, he brought a totally new management system. He used transformational leadership theory, through exploiting subordinates intellectual stimulation and inspirational motivation to improve employee vision. Transformational leadership is more important when the company faces uncertain markets. A new recombination has to be innovated to remain in the competitive environment (Gill, 1997). First of all, he reformulated the current staff while reducing the number of staff. Second, he advised each coach to take ACE (America Certificate Exercise) certificate to make use of their personal time. Third, he added some new reward regulations, such as providing a free nutritional breakfast for early morning shift employees. Furthermore, the company will organize one outside sports event consisting of employees and their family members to join in each year on anniversary day. Apart from these, to keep more regular customers and attract more potential customers, he adopted some kinds of exercise classes especially arranged different coaches for different ages. Another side is, he is a patient person who can listen to each employees suggestions about the club development and communicate with his employees frequently. For instance, one employee proposed that the club could publish their own health tips each month focus on their current membership. After one month, this was realized and clubs first month health tip flyer was put up in the club information bar. The theory of motivation, Horner (1 997) stated that the degree of satisfaction of employees could be thought of as motivators only one motivation the employee could achieve the goal. Others motivation theories were concerned with what behaviour the leader needs to influence their subordinates. Apart from that, Alderfer (1969142) proposed that there may be only three needs existence needs, relatedness needs and growth needs in a pecking order of concreteness, and people may be motivated by multiple needs at any one time.Since this new manager uses a logical leadership management method, it results in revenue fitness club turn flourishing and the scale began to extend. Of course, the marketing share also rank at the top compared with other competitors. However, the most essential reason is the new manager used a correct leadership theory and rationally applied the realization. ConclusionTo sum up the role of leadership in a sport and leisure organizations, the leaders behaviour could influence each subordinates psycho logy, the leaders management method decides the companys development mode to success or failure. Through the authors experience of two leaders behaviour in a real sport and leisure organization, how to create more motivations for their employees, how to push their employees are more important and practical than only depend on some formal traditional leadership theories. The significant value for the leader is to let the subordinate follow your path of company development. Consequently, discovering more new management techniques from experience are the most effective ways to manage modern organizations. referAlderfer,C.P. (1972). Existence, Relatedness and Growth, Human Needs in Organizational Settings, New York, The Free Press. Cartwright,D.C. and Zander, A., (1968). Group Dynamics. The 3rd edition., London, Tavistock.Chadwick, S and Beech, J. (2004). The Business of Sport Management. Harlow, Prentice Hall.Fiedler, F.E., (1968). Group Dynamics. 3rd edition., London, Tavistock.Par ry, K. (1996). Transformational Leadership. Melbourne, coal miner Publishing. Taylor et al. (2008). 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