MG629 Developing Leadership and Management Skills Report

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Leadership and Management Skill Development: Insights from The Pheasant Inn

Leadership and management skills are crucial for driving organizational success and motivating employees effectively. This report focuses on the independent luxury boutique hotel, The Pheasant Inn in the UK, and explores the psychodynamic leadership approach and its impact on business performance. It analyzes employee behavior, organizational distress signs, and suggests alternative leadership styles to improve outcomes. For students and researchers, this document provides a comprehensive analysis and serves as a valuable resource for assignment writing help related to leadership development, management theories, and organizational performance in a hospitality context.

Introduction

In the competitive business world, Management and Leadership Skills play a vital role in managing operations, influencing and motivating employees to work in an effective manner for the achievement of organisational objectives (Bush, 2020). These skills are responsible for the overall performance of the organisation through effective leadership and management to accomplish the goals. This report is based on the independent luxury boutique hotel of the UK, named The Pheasant Inn, which offers services related to accommodation and restaurant (The Pheasant Inn, 2024). It includes the meaning and significance of the Psychodynamic leadership approach with the implementation of different theories and models. In addition, the impact of Psychodynamic leadership on the overall performance of the business is analyzed in this report. Signs related to organizational and employees’ distress are discussed. At last, practical recommendations related to the suitable approach of leadership are provided.

Main Body

Effectiveness of the Psychodynamic leadership approach

In the rapidly changing landscape of the business world, there is a need of development in management and leadership skills for the smooth and streamlined of business operations and for motivating and influencing employees to work in an effective manner (Golensky and Hager, 2020). The approach of Psychodynamic leadership emphasizes in the behavioral dynamics of humans, which are considered as complex to understand. It focuses on the development of key skills of management and leadership related to controlling, effective communication, conflict resolution, and strategic thinking. This approach acknowledges the patterns and behavior of the workforce and assists the leaders of Pheasant Inn about motivational drivers, interaction patterns and guides about effective decision making (Aitken and Von Treuer, 2021). With the adoption ofa comprehensive framework ofa  psychodynamic approach, The Pheasant Inn avails the benefit of improved performance and increased engagement of employees.

MG629 Developing Leadership and Management Skills Report

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Psychodynamic leadership approach offers high motivation, uplifts the thoughts of employees and positivity within the Pheasant Inn, leads to increase the productivity and efficiency of the organization. Furthermore, with the adoption of psychodynamic approach, organization gains valuable insights about the employee’s behavior and patterns (Schulze and Pinkow, 2020). This emerges as a significance of the psychodynamic approach, leads to offer insights and helped them to understand the needs and preferences of employees. For example: the Pheasant Inn could implement the paid holidays, sick leave, flexible working hours and offers incentives and rewards to positively influence the behavior of the employees ­­­­(Kutila, 2022). This results in increasing their productivity and efficiency, and enhances the competitive edge of the organization. This improves the satisfaction of the employees as they feel recognized and valued, leads to improve their performance. Thus, the chances of the accomplishment of objectives related to efficiency and productivity is increased (Petriglieri and Petriglieri, 2020).

The psychodynamic theory of leadership has a significant importance in the leadership within the context of understanding specific actions and behavior of the leader despite of their characteristics or traits. Adoption of behavioral theory within the Pheasant Inn suggests about the improvement in the conceptual and human skills of the leader, which is crucial in the leadership.

As per the view of Cherry, (2024) this theory focuses on the successful learning of the employees by copying the behavior and traits of the leader. This results in the increase in their knowledge and skills, results in effective performance towards the achievement of organizational goals. In addition to that, the psychodynamic leadership approach is important as it guides the leader to behave in the effective manner with the appropriate understanding of the employee’s behavior (Schruijer and Curseu, 2024). This leadership approach facilitates the leader of the Pheasant Inn to gain insights about the habitual patterns and emotional responses of the employees.

Moreover, psychodynamic leadership approach is important as it facilitates the leaders about the different ways of motivation and influencing workforce for their best performance (Flotman, 2020). It provides behavioral information about the employees to the leader, helps in the identification of potential issues. As a result the psychodynamic leadership approach creates a satisfied and positive cultural environment within the Pheasant Inn, leads to motivate employees for delivering effective hospitality services to the guests. In addition to this, the psychodynamic leadership facilitates development of the employees in terms of their knowledge and skills with an aim to increase their performance (Mayer, 2020). This results in positively influencing and motivates employees towards quality performance and enhances their engagement. For example: with the implementation of effective communication skills and organization of development and training programs could motivate the employees to put their best efforts in the achievement of organizational objectives (Lawlor and Sher, 2023). 

This leadership approach enables innovation and creativity within the Pheasant Inn by enhancing their analytical and thinking skills. Increase in the engagement of employees outlines their positive behavior which reflects in their improved performances (Song et al, 2022). In addition, the transformational model of leadership focuses on the innovation and inspiring for change within the organization for better performance. The Pheasant Inn can implement the transformation model of leadership for the development in the skills of psychodynamic leadership. Kensbock et al, (2022) mentioned that Vision and Integrity emerges as the key qualities of the transformational leaders, motivates and influences employees to enhance open communication, creative thinking and innovation within their work. This results in enhancing satisfaction of the guests by way of delivering effective services and increases the competitive edge of the organization (Parent-Lamarche et al, 2021).

Impact of leadership on overall performance of business

There is a crucial impact of leadership on the performance of the organization, results in satisfied and motivated employees with high morale and confidence. Chan et al, (2021) evaluated that the psychodynamic leadership approach facilitate well-informed decision making within the organization with an understanding of behavioral aspects of the employees. This enables the leaders and management to make informed decision with a view of positive influence the employees, results in motivated, engaged and more committed employees (Anasori et al, 2021). Skills of decision making and leadership are inter-related with each other and are considered as essential for the success. The psychodynamic leadership approach enables the leaders to become more effective and think strategically in order to make well-informed decisions related to the better performance.

This approach of leadership has a positive impact on organizational performance as it integrates the employees with strategic process of management with the active involvement of employees (Bush, 2020). It also encourages the creativity and innovation within the decision making process and further enhances the analytical skills of the workforce, results in improved performance of the Pheasant Inn. In addition to that, the psychodynamic leadership approach plays a crucial role in fostering better culture within the organization (Golensky and Hager, 2020). This leadership approach boosts positivity within the organization with the understanding and fulfillment of employee’s needs and preferences; furthermore, it has a positive impact in the emotional and behavioral aspects of the employees, results in increased satisfaction, confidence and morale (Aitken and Von Treuer, 2021). This has a positive impact on the overall performance of the Pheasant Inn. Apart from that, it has a significant impact on the productivity and efficiency of the organization, results in increased performance and enhances chances of growth and organizational success.

This approach of leadership is adopted by the leaders, results in inspiring employees towards better performance (Schulze and Pinkow, 2020). Furthermore, the psychodynamic approach focuses on providing support to employees and provides guidance with an aim to increase the chances of growth and success within the performance of organization. For example: with the implementation of positive culture and performance management, the overall performance of the Pheasant Inn can be increased by way of effective psychodynamic leadership (Kutila, 2022). An effective leadership approach results in strategic performance of employees results in the achievement of standard performance. In addition to that, profitability and revenue turnover has improved with the adoption of psychodynamic leadership as it focuses in the fulfillment of behavioral needs of the employees, results in increased performance (Petriglieri and Petriglieri, 2020).

Furthermore, this leadership approach has a vital contribution in the success and growth of the organization as it boosts a sense of commitment, cooperation and commitment among the employees (Schruijer and Curseu, 2024). This results in the development of skills among the employees such as creativity and innovation, problem solving and communication skills. The psychodynamic leadership strengthens the relationship between employees and leader, leads to better understanding and alignment of organizational objectives with the performance (Flotman, 2020). It promotes the open communication among management and employees, results in encouraging culture of trust and transparency. With the implementation of psychodynamic approach, leader of the Pheasant Inn can improve its interpersonal relationship with employees and boost their skills of management, results in positive impact on the overall performance of the organization. It also positively impacts the employee engagement and reduces the employee retention (Mayer, 2020). When the demands and needs of the employees are understand and fulfilled in effective manner, their performance and commitment has increased, results in overall increase in organizational performance.

The psychodynamic leadership approach guides the leader about providing feedback based on the evaluation of performance with the pre-defined standards of the organization in terms of offering effective hospitality services to the customers (Lawlor and Sher, 2023). This encourages and motivates employees to offer their best outcomes in terms of effective services, leads to enhance satisfaction of the tourists. This results in increased profitability and overall performance of the Pheasant Inn. Moreover, it fosters the strong dynamics among the team members with the adoption of flexible structure and positive culture within the organization (Song et al, 2022). Employees feel more valued and dedicated due to this, results in their active involvement and participation in the organizational activities.

Warning signs of organizational and employee’s distress

The management of an organization should be aware about the potential signs of warning related to the distress of organization and employees (Kensbock et al, 2022). Significant enhance in absenteeism could be an early sign that the employees are not satisfied and happy with the organizational policies and structure and in distress. As a result, they are avoiding coming office and taking long breaks and holidays, reflects the sign of distress and unsatisfied employees (Parent-Lamarche et al, 2021). This also results in reducing the productivity and efficiency of the Pheasant Inn, lead to organizational distress. In addition to that, high turnover of the employees are also emerges as a sign of distress among employees. This outlines the low level of job satisfaction of the employee’s leads to high rate of turnover (Chan et al, 2021). This adversely affects the productivity and enhances the cost of recruitment and training of the Pheasant Inn.

An organization should be aware about this distress sign of the employees to maintain its productivity and profitability. It should take appropriate steps such as by adopting psychodynamic leadership of leadership to overcome the distress of employee (Anasori et al, 2021). Another sign of employee’s distress is related to ineffective responsiveness and reduced communication skills, should be considered by the organization to maintain the effectiveness of its hospitality services and effective management and streamlining of operations. For example: a toxic organizational culture of the Pheasant Inn leads to reduce the skills of communication among employees, in addition, they are engaged with low level of responsiveness towards the guests, results in reduced customer satisfaction (Bush, 2020). On the other hand, there are several signs of organizational distress, among which one of the leading sign is related to delay in the process of decision making. As a result, it reduced employee engagement and increased absenteeism, the decision making capacity of the organization has been adversely affected, should be noticed by the management.

Apart from that, an organizational management faces increased pressure due to increased layoff and absenteeism of employees, results as a sign of organisational distress (Golensky and Hager, 2020). This leads to a decline in the productivity and competitiveness of the Pheasant Inn. The quality of work has negatively affected and emerges as a sign of distress for the organization. Additionally, overwork and excessive stress within the work culture lead to decrease the span of attention, and procrastination and have an adverse toll on organizational performance. For example: due to the rigid organizational structure and poor practices of management, there is a significant increase in stress and overwork, which emerges as a key warning sign of the organizational distress within Pheasant Inn. Besides that, Poor execution of organizational tasks and activities reflects poor management and ineffective leadership emerges as an early sign of organizational distress. As a result, the overall performance of the Pheasant Inn declines, leading to an impediment to the success of the organization (Aitken and Von Treuer, 2021).

Suggestion about alternative approach to leadership

Democratic approach to leadership is suggested is the most suitable alternative approach which is highly relevant to context of improvement in organizational performance and to reduce the potential signs of distress among management and employees (Schulze and Pinkow, 2020). This leadership approach is suggested as it encourages the employees in the decision-making process, results in enhancing creativity and innovation within the organization. Furthermore, it motivates the employees to come up with their creative ideas, helps the leader and management to understand their thought and opinions, leads to better understanding of their expectations and behavior. It offers multiple advantages to the organization related to the increased managerial skills of problem solving and improved performance (Kutila, 2022). Moreover, it enables the employees towards increased performance by enhancing their level of commitment and motivates them in effective manner to achieve the objectives of the organization.

For example: Pheasant Inn can adopt the democratic style of leadership to enhance job satisfaction and morale of the employees by valuing their contribution and recognized their achievements (Setiawan et al, 2021). Additionally, it enhances the process of decision making within the organization by encouraging the active participation of the employees, leads to increase the performance of organization. Democratic leadership enhances the skills of communication and analytical thinking skills among leader, employees and management, results in resolving complex issues. Simultaneously, the democratic leaders promote the easy transmission of ideas by which an interpersonal relationship among management and employees will establish (Lawlor and Sher, 2023). It improves the level of commitment and morale of employees by which the overall Performance of the organization will improve in effective manner. Therefore, it is suggested that the Pheasant Inn can adopt the democratic style of leadership within the organization to enhance the performance and success towards the achievement of organizational goals.

Conclusion

From the above report, it has been concluded that Psychodynamic leadership approach played a crucial role in understanding the behavioral aspect and patterns of the employees towards the employees to understand their needs and expectations. This approach was considered as important as it improves the job satisfaction of the employees, results in improved efficiency and performance of the organization. The behavioral theory of leadership and model of change management and transformation was concluded in this report. At last, the democratic approach of leadership was suggested as more suitable approach of leadership to improve the performance of organization.

References

Books and Journals

Aitken, K. and Von Treuer, K., 2021. Leadership behaviours that foster organisational identification during change. Journal of organizational change management, 34(2), pp.311-326.

Anasori, E., Bayighomog, S.W., De Vita, G. and Altinay, L., 2021. The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context. International Journal of Hospitality Management, 94, p.102829.

Bush, T., 2020. Theories of educational leadership and management.

Chan, C.M.H., Ng, S.L., In, S., Wee, L.H., and Siau, C.S., 2021. Predictors of psychological distress and mental health resource utilization among employees in Malaysia. International journal of environmental research and public health, 18(1), p.314.

Flotman, A.P., 2020. Language use as a manifestation of leadership anxiety dynamics: a conceptual analysis and systems psychodynamic model. Journal of Contemporary Management, 17(2), pp.225-249.

Golensky, M. and Hager, M., 2020. Strategic leadership and management in nonprofit organizations: Theory and practice. Oxford University Press.

Kensbock, J.M., Alkærsig, L. and Lomberg, C., 2022. The epidemic of mental disorders in business: How depression, anxiety, and stress spread across organizations through employee mobility. Administrative Science Quarterly, 67(1), pp.1-48.

Kutila, J., 2022. The Psychodynamic Approach in Leadership and How It Benefits Efficiency and Productivity in Organisations.

Lawlor, D. and Sher, M., 2023. Systems Psychodynamics: Innovative Approaches to Change, Whole Systems and Complexity. Routledge.

Mayer, C.H., 2020. A systems psychodynamic perspective on conflict and failure at work. Mistakes, Errors and Failures across Cultures: Navigating Potentials, pp.219-235.

Parent-Lamarche, A., Marchand, A. and Saade, S., 2021. A multilevel analysis of the role personality play between work organization conditions and psychological distress. BMC psychology, 9(1), p.200.

Petriglieri, G. and Petriglieri, J.L., 2020. The return of the oppressed: A systems psychodynamic approach to organization studies. Academy of Management Annals, 14(1), pp.411-449.

Schruijer, S.G. and Curseu, P.L., 2024. A system psychodynamic perspective on collaborative leadership in multiparty systems: learnings from a behavioral simulation. Journal of Organizational Ethnography, 13(1), pp.47-62.

Schulze, J.H. and Pinkow, F., 2020. Leadership for organisational adaptability: How enabling leaders create adaptive space. Administrative Sciences, 10(3), p.37.

Setiawan, R., Cavaliere, L.P.L., Navarro, E.R., Wisetsri, W., Jirayus, P., Chauhan, S., Tabuena, A.C. and Rajan, R., 2021. The impact of leadership styles on employees' productivity in organizations: A comparative study among leadership styles. Productivity Management, 26(1), pp.382-404.

Song, X., Khosa, M., Ahmed, Z., Faqera, A.F.O., Nguyen, N.T., Rehman, S.U. and He, Y., 2022. Linking transformational and despotic leadership to employee engagement: Unfolding the role of psychological distress as a mediator. Sustainability, 14(14), p.8851.

Online

Cherry, K. (2024). The Major Leadership Theories. Online. Available through: <https://www.verywellmind.com/leadership-theories-2795323>. 

Indeed, (2024). 10 Types of Management Models for Professionals. Online. Available through: <https://www.indeed.com/career-advice/career-development/types-of-management-models>. 

The Pheasant Inn, (2024). About Us. Online. Available through: <https://thepheasantinn.co.uk/>.