Leadership, Business Ethics, And Legislation: A Comprehensive Guide

This task requires you to demonstrate senior leadership behaviour and personal and professional competence. Business ethics are also addressed in this unit.

To enable you to do this, you must answer the following questions

1a	Explain what business ethics means and how it applies to leadership. Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper
Answer	Business ethics refers to a professional form of moral guidelines, which should be maintained when ethical crisis occurs within a business organisation. Ethics are part of individual characters, company norms and legal code of a certain country[1]. While conducting business, professionals should maintain and make others follow all the rules and moral values both in personal and professional space. These moral principles help to establish a decent relationship with company stakeholders. The concept of leadership can be stretched much more than merely concentrating on production and profit of a certain organisation. Leaders who comply with business ethics and have a sense of respect for such moral values are considered as ethical behaviour. Application of ethics can be found in individual style of managing various departments and leading them towards organizational goal. A leader must follow personal moral values or principles directed by the organisation to influence other employees to do the same for establishing a healthy culture and environment. Following an ethical guideline is necessary for a leader as well as employees to provide the organisation a recognised brand value and the stakeholders a decent experience while dealing with the company.

1b	Outline the different types of leadership styles and how these relate to supporting an organisation’s mission, objectives and values.
Answer	There are several leadership styles, which are followed by business managers to drive the employees towards the organizational objectives. Those styles have been described briefly in this section[2]. i. Autocratic leadership is when a leader possess extreme level of power over team members or the departments working under his/her supervision. In this case, team members are provided with less or no opportunity to share their opinion or suggestion in the process of taking decision for organisational purpose. Most of the time autocratic leaders are being criticized for being too bossy and members do not like to be treated in this way. The purposes and benefits of working in a team are lost under such management. It may be effective if the leader is supervising unskilled workers. ii. Bureaucratic leaders are very particular about following the theoretical framework and supervise with strict instruction of following the exact procedure. Leaders follow this style when high probability of risks are involved with the business. Suppose, high amount of capital has been invested or machinery which require high maintenance, is being used in those cases considering the safety risks leaders feel to play safe applying this style. However, in the case of some unpredictable circumstances the style may fail to response according to the changed environment. iii. Charismatic leadership is when a leader is energetic enough to motivate his/her team with high potion of enthusiasm to attain the common goal of certain business organisation. There is a tendency among these leaders to depend on own capacities than on the team members competence. As a result, the organisation may suffer if the leader has to leave or company is not capable of replacing with someone eligible. Therefore, organisation demands a great sense of responsibility and commitment from a leader like this. iv. Although in democratic practice of the leadership, leader is the one who takes the final decision, yet he/she invites every team member to share his or her views while deciding something important regarding business. This style works better when the quality of the work is more important than the productivity. v. At times, people tend to confuse servant leadership with democratic style of leadership as entire team can participate in the process of decision-making. However, they are not formally recognised in general. They simply lead the team based on a simple virtue according to the requirement of the team members. vi. The form of transformational leadership is considered as the style of a true leader. Leader who inspires the teams and departments with a common vision of bright future, spends most of the time in communicating and understanding the requirements and possess an enthusiastic approach are considered as transformational[3]. It can be said, although, leaders focus on routine jobs yet are efficient to response against unpredictable managerial crisis. vii. Laissez-Faire is a French term, which means ‘leave it be’. This kind of leaders follow a casual attitude and depends on team members’ sense of responsibility to get the work done[4]. Although, the leader maintains regular supervision and communication with the members to be updated with the progress. However, this style can be applicable if the members are extremely efficient. It has been observed by discussing all the possible styles of leadership that whichever is the style might be, each style is concerned with maintaining organisational production and ethics. The purpose of efficient leadership is to accomplish the organisational goal by motivating and developing human resource, which will be beneficial for both the business and the employees’ individual profile.

1c	Explain the impact of legislation on providing leadership in an organisation.
Answer	Business environment is changing rapidly due to the contemporary advancement of technology and changes in legislation. New restrictions and regulations are compelling the industries to rethink and reshape the traditional procedure to maintain a sustainable growth. As a business leader, it can be difficult to cope with the changing nature of the scenario and simultaneously, providing the organisation the satisfaction of success. It is more difficult to adjust with transformed legislation than adjusting with changing variable of market[5]. ü Leaders should understand that legal amendments are done not only for providing safety to the customers and organisations but also well-being of all citizens. Despite putting up resistance towards modified legislation, leaders can start working under new regulations to save both the monetary resource and time of organisation. ü Effective communication between leaders and team members is necessary in order to make them aware about new legislative policies of executing regular jobs. ü It takes time to understand legal changes even for the leaders. Therefore, leaders should consult with right partners who can guide them and make them understand the policies to apply under such circumstances. ü It is responsibility of business leaders to understand and guide the company, educate the employees to achieve the competitive edge by surviving the newly applied financial and legal guideline.

1d	What is Bounce Fitness’ mission, purpose and values?
Answer	The central mission of this organisation is to deliver quality training in a unique way to promote the idea of being fit and healthy within society. The company considers creative collaboration of the employees in order to implement comprehensive courses. The purpose of opening this service sector is integrated to wellbeing of the society with values of maintaining a relationship of trust with the stakeholders by not being dishonest and practice unethical business operation.

1e	What are Bounce Fitness’ objectives, plans and strategies?
Answer	With the objective of promoting health benefits within the society, Bounce fitness plans to provide their customers with a heath care cost management course, which will indirectly improve employee productivity and reduce entire business operating costs. Therefore, according to market needs their strategies are as follows. § The marketing objective is to generate around 10% annual profit, increasing market penetration in every three months. § Build the company profile as a long term, result oriented fitness solution provider. § Lower the overall operation cost along with customer acquisition cost by 3 to 4% approximately. Therefore, their strategy will be to publish advertisement in both the print and television media to make their company profile visible from all directions and the company website will be structured enough with every possible information about product and service. Besides, social media can also play an important role in market positioning. HR department should be presentable enough to recruit skilled employees to carry out the tasks with extreme professionalism.

1f	What are the various stages in a successful change management process?
Answer	A successful change management process includes almost eight steps to introduce new managerial guideline[6]. At first, it is essential to identify the areas of improvement first. Stakeholders should be aware of entire business process. After that, managers should sketch the process of change setting multiple levels. The company should provide adequate resources and practice of conveying true progress report to the authority in order to measure the procedure of change. The practice of two-way communication plays a crucial role among the managers and employees during this period. In order to make a change a strict supervision on resistance and cost risk is necessary. The entire model of change management should be revised maintaining a periodic gap to make it sustainable.

1g	Examine the strategic and business planning documents of Bounce Fitness. Discuss if they are consistent with the strategic direction and if they provide clear leadership and direction for Bounce Fitness itself.
Answer	Bounce fitness follows a strategy of providing health solutions in the areas of Melbourne and Brisbane lowering the cost and maintaining a high rate of productivity at the same time. As human resource is considered as one of the major variables in maintaining the right direction of business, therefore strategic planning requires managing them as well from the perspective of a leader. Leaders are expected manage human resource strategically, which involves identification of skilled workforce for current and future organizational goals. Leaders are responsible for providing them with benefits, development training and safety. Directly it influences the productivity of the organisation in a positive way complying with the business plan. Various strategic approaches help to meet the goals combating the ongoing challenges.

1h	Discuss whether Bounce Fitness’ job descriptions clearly state the links between the responsibilities of roles and the organisational objectives, values and standards .
Answer	Bounce fitness requires skills and adequate knowledge among employees as this determines high productivity and better standard of service provided by the organisation. Allocation of responsibility to the eligible worker by a leader defines a lot about the outcome. According to the requirement of services, employees are bound to work as company provides customized services. Accomplishing the agreements on the values assists to meet with organizational objectives and regular targets. The central areas of revision in terms of achieving organizational objectives and standards are database of human resource, analysing job profile and performance and diversity among them. A leader needs to possess a contemporary approach while managing HR to develop a better culture in Bonus Fitness.

1I	Discuss whether the terminology used in the job descriptions builds commitment to Bounce Fitness
Answer	The most used terminology used in fitness industry is trainer and personal trainer. The role of trainer is to guide the clients with required exercises and diet chart. As the organisation promises to provide customized service to every customer, therefore the concept of personal trainer exists. Serving them solutions according to individual requirements can be considered as maintenance of commitment.

1J	How would you go about building trust, confidence and respect amongst your team? Discuss role modelling, effective communication and consultation, giving examples and discussing the purpose, usefulness and intention of each.
Answer	In order to build a relationship of trust, respect and confidence it will be appropriate if the leader follows transformational leadership style. A transformational leader works according to the needs of the employees and organisation as well as spends most of the time communicating with them in order to understand the requirements. Charismatic leadership style can be followed in order to build image as a role model. Constant communication and consulting with the employees before taking decisions are important as far as creative collaboration of every team member is concerned. Accomplishment of organizational purpose depends on the attitude of leaders and his/her of operating a team.

1k	How would you go about implementing improvements to Bounce Fitness’ organisational culture or you own organisation’s culture?
Answer	In order to implement improvements a framework of define/align/manage will be helpful. The ‘define’ stage involves evaluation of practicing culture and performance of a certain organisation. In this case, Bounce fitness can do that which will enable them to find out the areas where improvement is needed. According to that, leaders should clarify organizational vision, values and expected behavioural norms from the members. The next stage is ‘align’ which demands to clarify strategic priorities and along with that educate the employees about their job role, which supports the priorities distinctly. In this stage, leaders should engage themselves in strict measurements of desired outcomes. Besides, managing regular communication and motivating the team towards strategic priorities are some implementations of improving the organisational culture, which are relevant in the case of Bounce Fitness as well.

1l	How could the global environment and new technology impact on work activities in the Bounce Fitness Centres?
Answer	Like other industries, fitness industry is going through certain changes due to technological innovations. People tend to distract themselves while exercising, running or lifting. However, use of virtual reality devices while exercising is entirely non-traditional. Sometimes it is confusing for the customers when they receive different suggestions from different trainers. Therefore, the organisation is looking for optimal workouts as per the report of DNA test of individuals. It is a fashion trend among the young generation to wear gadgets, which measures lost calories in sessions of workout. There can be pages of Bounce Fitness on Facebook, Instagram and YouTube, which are dedicated to fitness videos and instructions. Organisation can introduce 3D scanning to understand ideal body composition of every customer looking for fitness solution.

1m	How would you ensure that your actions let others know that you are flexible and adaptable to change?
Answer	In order to remain competitive, an organisation should response against the changes happening within business industry. The mystery behind a sustainable business practice is to adapt and be flexible. By adapting recent technologically advanced services, the company has made a safe space within the industry. This gesture can be considered as an example of the company’s flexibility or capability of adapting change according to the market trend. Thinking in a creative way can be helpful to see the goals from a different dimension yet such new ideas carry several risks. Still, the organisation should maintain a practice of consistent experiment to evolve from the traditional way of executing business operation. According to the market trend and changing preferences of the consumers if Bounce Fitness can shift their priorities then it can present themselves as flexible and adaptable to change.

1N	When a decision has to be made, how would you ensure that you had the best ideas and included the needs of all relevant groups and individuals?
Answer	While deciding something important for the organisation, identification of the issue is the most crucial thing to do. Before deciding, leaders should evaluate the decisions in terms of effectiveness. Then he has to choose between probable decisions and compare them on the basis of best possible outcome. Best alternative will provide the organisation a desired result after the implementation of the decision. Best alternative will cover both the interest of organization and all relevant groups or individual dealing with them.

1o	How important are risk management plans and timeframes for decision making?
Answer	Timeframes are always important in the case of managing business operations and in case of not maintaining that the actions lose their relevance[7]. As mentioned before, the process of risk management involves methodical identification of risks regarding the business practice, probability of risk occurrence, tools to handle unpredictable situations, and monitoring the positive approach throughout. These processes are applied in order to deliver desired results as assumed in the business plan and helps to mitigate the problems with proper planning and skills.

1p	How would you ensure that Bounce Fitness is represented positively in the media and community?
Answer	A good content coupled with authentic information can ensure Bonus Fitness to provide with a positive image in front of media and social community. Communities over social networks are considered best audience to observe and react on the products and service. Posts on Instagram, Facebook and fitness videos can be made on YouTube on behalf of the organisation. Social media managers can lead a team dedicated to establish the social image by posing and solving consistent queries of the social community over chat, email and comments.

1q	When assigning work to the team, what would you take into consideration?
Answer	The first thing is to consider priority, if getting the job done is the matter of highset priority then leaders should allocate the work to someone available at that point of time. The next thing is allocation of work considering the employee skills yet it depends on the person’s availability as well. However, if the person is not free to do the work then leaders should opt for alternatives. A person’s interest to do the kind of job is taken under consideration as well. Leaders also focus on periodical development of the workforce in order to make them capable enough to execute various duties with efficiency.

1r	How and for what purposes would you delegate?
Answer	Delegating works between the employees is better to take pressure alone. It increases the quality of the work and saves time as well. Delegating the responsibilities, improves leadership skills as the person has to take less stress and it helps to plan for the future with a clam mind[8]. Delegation of work responsibility decreases the gap between the hierarchical structures. Hence, communication becomes easy. Shared responsibilities among the employees let them to enjoy collective success. It encourages creative collaboration of all the team members.

1s	How would you create and maintain a positive environment?
Answer	At the time of communicating with individuals or team members, leaders should make a caring approach, which motivates employees to the fullest. Personal face-to-face communication can improve the relationship between them, which will indirectly help to improve the quality of production. Employees need appreciation for their good work it helps employees to feel more engaged with their job profile. Considering everyone’s ides before taking any important decision and trusting the members with the tasks are helpful to create a healthy atmosphere within the organisation. Although, production is the top most priority still it have to be kept in mind that at the end of the day, resources are not mechanical devices. Occasional arrangement of fun activities managing the work pressure, will be encouraging for the members and a friendly approach while dealing with colleagues makes the work process easier.

1t	How would you encourage teams and individuals to develop innovative approaches to the performance of work?
Answer	Incentives can help employees to feel more engaged with their job and innovate new ideas to get the job done within less time than it should take. Active participation of the team members will initiate ideas that are more creative and improve the skills of employees to prevent the potential crisis. This is nothing but encouraging brainstorming to make it a part of the organizational practice. Encouraging employees and providing them with adequate training is important for the quality production. Frame effective strategies of doing works and leaders should make sure employees can be recognised by their efficiency.

1u	How would you model ethical conduct in all areas of your work and encourage others to act in a similar way at work?
Answer	Positive ethical conduct in the workplace is indication of organisations’ moral standard and it helps to establish a respectable image in front of the society and stakeholders. The model of ethical conduct in professional space is a set of principles combined of legal and organizational responsibilities. Every employee and leaders should comply with those norms and zero tolerance is applicable if someone violates the law. It is a proven fact that if leaders do their job in an ethical way, automatically it motivates the employees to do the same. Still, taking individual’s moral approach under consideration it cannot be predicted that strongly. However, every employee should understand the importance of maintaining ethical conduct as it upholds company values, protects resources of the organization and help the organisation to maintain a sustainable position in the competitive market.

Task 2

Case studies

This task allows Learners to demonstrate their communication skills, problem- solving skills, use of leadership styles in negotiating and discussion and their competence in leading others when not formally appointed as the leader.

You will be divided into small groups to discuss and come to some consensus.

There is no definite ‘right’ or ‘wrong’ answers, as is true of many leadership decisions

Learners must then use the information they have gleaned from the discussion to answer the questions following each case study

2a	Case study 1. Building a team Steve Brinkley is General Manager Finance for Bounce Fitness. Steve is responsible for all the building maintenance and physical systems in the Centres. He has a number of objectives to accomplish the assigned workload. He has budgets, maintenance, and purchases, expenses and payroll. The workload for maintenance has increased in the last year as the Centres age and new equipment is available that could attract more clients. Steve discussed hiring additional staff with the CEO, but the budget did not allow for it. It became apparent that Steve needed to find more creative ways to better utilise his current resources in order to get more accomplished. Steve had observed that the Centres were not working together well, or even at all, in some cases. At one Centre, funding was used at the discretion of the Centre Manager to buy unauthorised equipment. This same manager also failed to reward and recognise his team as intended by Bounce Fitness. When another Centre found out about the new equipment bought by this Centre, they then lobbied Steve for the same equipment – even though the expenditure had not been included in the capital expenditure forecast of the budget. Centre Managers seemed to think only about maximising the output of their own Centre with little regard to the impact on other Centres, their own team motivation and the long-term impact on the reputation and function of Bounce Fitness
	What could Steve do to better coordinate purchasing by the Centres and make better use of the resources so that the team recognition continued and capital expenditure was kept within budget?
Answer	The first step would be to arrange a development programme for the managers where company policies will be revised and managers will be allocating with individual targets. Recognizing the target as priority managers will motivate employees to give more production. Applying these way team members can be recognized and rewarded as well. In order to solve the issues of co-ordination between different branches Steve needs to launch ERM software where he can keep a track of every branch’s requirement sitting in one place. Applying this method, he can reduce the need of extra workforce. For a long span of time, the company has been setting the budget first and checking the requirements after that. However, Steve can check the requirement first before setting the budget.

2b	Case study 2. Interpersonal skills Marion Stevens is the Administrative Assistant for the Executive Team in the Head Office of Bounce Fitness. Marion is an efficient ‘superstar ’. She has the practical skills to juggle and successfully complete several tasks in less than expected time and to a very high standard. She was so good, in fact, that she was promoted to department manager in her previous company after only two years on the job. She has been at Bounce Fitness for ten months. She has implemented two procedural changes that have streamlined the work and resulted in cost savings for the company She reports jointly to the three General Managers but her main interest is in the systems. The Executive General Managers are concerned about Marion, despite her obvious talents. There is no denying that she has had a positive impact in Head Office, but Marion is not fitting in so well. Marion is a poor communicator and seems to have alienated quite a few of her peers and Centre Managers as well as their teams. She is often aloof and distant, and her usual way of motivating performance is to simply dictate what will be done and expect compliance with her orders. She has good ideas but has little ability to present them well or to work as part of a team. You are the General Manager Human Resources and have agreed with the other General Managers that you should coach Marion.
i.	How would you approach her and what would you say?
Answer	As Marion is an efficient employee, direct approach of training may hurt her dignity. Considering that, managers’ approach would be to tell her although she is giving her best, they expect better performance that is why acknowledging the scope of her personal growth company has arranged a training programme for her.
ii.	What issues would you work with her on?
Answer	She is efficient in operational section yet she is interested to work in company system. As she lacks the power of public speaking or communicating with the members for her distant and aloof nature, the company needs to work on these issues.
iii.	How would you hold Marion accountable for improvement on the issues you identified?
Answer	The company needs to consider Marion’s feelings yet to address the ongoing problems at the same time. She needs to understand the issues of communication and the scope for her personal improvement.

2c	Case study 3. Integrating Teams after downsizing Because of downsizing and layoffs at regional office, Paul has been assigned a new department to manage. Previously he managed the claims department but now he has been asked to manage the sales department as well. Both departments were hit by the recent layoffs and many staff are still reeling from those changes. Now Paul has to merge both departments into one unit. He also had a lot to learn because it has been many years since he worked in sales. You are Paul, and you need to understand and unify two separate departments into one entity.
i.	What could Paul do to help forge a strong and unified team in the company?
Answer	Paul can ask for assistance from senior managers to unify two separate teams dealing with different departments. Employees working in both sales and claims should participate in training programme arranged by company to integrate the work responsibility of both the teams. Practice of knowledge sharing and communication is important among them. Leaders should encourage them to do so keeping the organizational goal in mind.

2D	Case study 4. Supervising experienced workers John Hyatt is considerably younger than the people he supervises. He has a degree, and is physically fit. Right out of college he went to work for Bounce Fitness Melbourne Centre in an on-the-job training program with an eye toward becoming a Centre Manager. John learned well and was promoted to Assistant Manager in just under a year. He is not only younger than anyone he supervises; he is better educated, too.
i.	How can John turn this situation into an advantage?
Answer	Maintaining a healthy relationship with co-workers and by treating them with respect John can gain everyone’s love and affection, which will work in his favour. His people will listen to him out of the sense of affection and acknowledging his good behaviour.
ii.	How can he become a good supervisor for his older and more experienced workers?
Answer	The key is to treat everyone with respect and understandable nature especially senior members of the team. Although, John is more educated yet in the terms of experience they are superior. Therefore, maintenance of good conduct will be helpful for John, as he wants to learn and grow his profile.
iii.	How can he better ensure that he does not alienate his team members?
Answer	Apart from treating them with good behaviour John needs to make sure that all his members remains happy yet productive within the team. He should be careful about not being arrogant, step on anyone’s toes, or push someone to work more than the necessity.

2e	Case study 5. Ethical decision-making Martin Saunders, Assistant Manager at Bounce Fitness Sydney Centre noticed that the cash in the till was coming up short every day or so. The cash had always balanced previously. The videotapes made by closed-circuit TV for the past week revealed nothing. Martin went to the Centre Manager, Jacinta Scott’s office to report the findings from his investigation of the missing cash. He told her that he had studied the tapes and could not determine who was stealing the money but that only one employee, Lucy Jeffrey, had handled the banking in the timeframe. Although Martin knows that failing a lie-detector test can not be used to dismiss Lucy, he points out that she was the only one to fail the test when asked if they stole the money. Martin cannot close this investigation without a suspect, he proposes that Jacinta look through Lucy’s employment file to determine if there are any alternative reasons for firing this employee. After diligent examination of Lucy’s file, Jacinta notices that her application and employment contract do not exactly reflect the same prior information such as previous employment. Under the company’s rules, this may be grounds for termination; however, Jacinta never would have noticed it had it not been for Martin’s zeal to pin the theft on Lucy. Jacinta also recognises that Martin’s performance will be enhanced if he is able to catch an internal thief. Jacinta does not think it is fair to let Lucy continue working if she did steal the money; however, she feels that she is also innocent until proven guilty despite the circumstantial evidence
i.	What are the relevant facts?
Answer	Facts suggest that if all the proofs are going against Lucy’s grievances, the company should suspend Lucy’s post till the ultimate judgement.
ii.	What are the ethical issues?
Answer	Theft and dishonesty with the people who are providing you job and money is an extreme example of individual unethical behaviour. This cannot be tolerated at all as far as company reputation is concerned.
	Who are the people involved or impacted by the missing money?
Answer	The company is consistently facing difficulty to organise the balance sheet at the end of every month and they are suspecting Lucy as culprit as she failed the lie detection test and had been supervising finance department since a long span of time.
iii.	What are the possible alternatives?
Answer	Suspension of Lucy’s post and appoint some trustworthy employee to maintain the financial areas.
iv.	What are the ethics of the alternatives?
Answer	Ethics should be to remain truthful to the company at any circumstances.

2f	Case study 6. Managing someone you intensely dislike Paul Thomas was the Centre Manager in the Bounce Fitness Cairns Centre. Last month he lost a personal trainer and General Manager Human Resources, Laura Irish, hired a new trainer, Jim Hunt, from another fitness centre. Jim had seniority and was a personal trainer, so it was logical to hire him. The trouble was that Paul did not like him from the very first day. He considered Jim to be loud and obnoxious. Jim did not take supervision or direction well Jim’s attitude and comments also bordered on offensive. Paul was proud of his Centre and team. He was aware that he had to continue to prove himself, although his people-management skills and his quiet, but firm style of leadership made him a natural choice for Centre Manager. He knew that there were a few people who thought he had been promoted just to make the company look more balanced. Many of the Centre Managers and Executive Team were female. Try as he might, Paul just could not stand being around Jim, so he began to avoid him. Whereas before Jim came on board, Paul had spent a considerable portion of his day being visible and approachable to his employees, he now spent more time in his office. Laura Irish noticed the change in his behaviour and questioned him about it. Paul admitted that he was having a hard time adjusting to the ‘new guy.’ Laura told him that he was too good a Centre Manager to let that get to him, and he would have to find a way to get along better with Jim. Paul finally decided to approach his CEO. He met with Margaret House, the CEO who had been helpful to him once before. Margaret listened patiently to Paul’s concerns and gave him some advice. She instructed him to continue being present out on the floor the way he had always been. He couldn’t allow his feelings about Jim to compromise his relationships with the rest of his team.
i.	What could Paul do?
Answer	In a workplace, it is not a solution to avoid someone if you do not like him. When this kind of scenario occurs as a leader Paul should approach him first to reduce the distance. Communication and establishing a healthy relationship with employees is the ultimate solution to maintain the flow of good wok.

2g	Case study 7. Leadership styles Working on your own now, for each of the following situations, on your own paper, discuss which of the four leadership styles (democratic, bureaucratic, laissez-faire and charismatic) you would apply in each situation and why you think this style is most appropriate
	Which leadership styles would you apply in each of the following situations?
i.	Marion had interpersonal communication issue.
Answer	Charismatic leadership can be applied to inspire her to overcome her difficulties and make her performance better.
ii.	Supervising experienced workers.
Answer	Democratic leadership will be appropriate to apply here. Considering everyone’s experience and combining, them with contemporary ideas will be best to execute the business operations.
iii.	Managing someone who is not widely liked yet experienced
Answer	Laissez-faire is the best style to implement here. Let the responsibilities resolved by the employee and maintain a consistent process of communication in order to monitor.
iv.	Ethical decision-making.
Answer	In the case of theft, bureaucratic leadership style has to follow. Ethics is integral part of every business organisation. Therefore, following the core theory of business ethics would be appropriate.

While you perform this task, your Assessor will record their feedback and comments on your skills on the following chart.

Did the Learner demonstrate:	Satisfactory	Not Satisfactory
Integrity
Dedication
Magnanimity
Humility
Openness
Creativity
Fairness
Assertiveness
Sense of humour

verify that I consider the details ticked satisfactory / not satisfactory above to be, in my opinion, a true, fair and honest reflection of the consistent performance of the Learner named in relation to the performance criteria as noted in the table.

Task 3

Practical: Leadership survey and personal improvement

This task requires you to obtain feedback on your personal leadership skills and then develop a plan to improve the areas where you are shown to be weak.

On the Bounce Fitness website under the Documents tab in the Human Resources Folder you will find the Survey Folder.

Complete the Bounce Fitness Personal Leadership Skills Survey about yourself. Then print two copies of the Bounce Fitness 360 degree Leadership Skills Survey. Have one completed by your Assessor and the other by someone who has seen you in a leadership role. This may be a friend, teacher, employer or other person who has the observed you as a leader.

Once the two have been returned to you, compare the three survey results and look for areas that are rated low on all three surveys and develop a plan to improve these areas

Answer

I have been following a participative leadership style to manage my team. In the course of doing that, I felt employees do not hesitate to share their problem with me. As a result, I can take effective steps soon after addressing the areas of improvement. Yet, negative part is that I face immense difficulty while deciding something important as every members come up with their opinion. As per the repot from my assessor, I need to join a development course in order to balance my extreme nature of handling the employees. it would be better if I change my style of leading and opt for something else.

Task 4

Written questions

4a	What would you do if you were a Centre Manager and someone complained that they were missing items from the change room?
Answer	As CCTV cameras cannot be installed inside the changing rooms, people will be requested to place their belongings inside the locker under their own responsibility to avoid these kind of bad experiences.

4b	What would you do if you were a Centre Manager and a team member complained that a client had behaved inappropriately to them?
Answer	Against the complaint of misbehaviour, central manager can give a soft warning to that customer by reminding them organisation rules and tolerance policy or suggest a change of timing if they feel comfortable to do that.

4c	What would you do if you were a Centre Manager and you were told that the Centre was not opening on time several mornings a week?
Answer	Being a centre manager, I will be monitoring the case for an entire month to resolve the issues with opening on exact time. Employees are in charge of this responsibility will be given a strong notice to be particular about time as customers have other priorities as well.

References

Fayyazi, Marjan, and Farshad Aslani. “The impact of work-life balance on employees’ job satisfaction and turnover intention; the moderating role of continuance commitment.” International Letters of Social and Humanistic Sciences 51 (2015): 33-41.

Floyd, Larry A., et al. “Ethical outcomes and business ethics: Toward improving business ethics education.” Journal of business ethics 117.4 (2013): 753-776.

Furtner, Marco R., Urs Baldegger, and John F. Rauthmann. “Leading yourself and leading others: Linking self-leadership to transformational, transactional, and laissez-faire leadership.” European Journal of Work and Organizational Psychology 22.4 (2013): 436-449.

Giltinane, Charlotte Louise. “Leadership styles and theories.” Nursing Standard 27.41 (2013).

Hung, Shih-Chang, and Min-Fen Tu. “Is small actually big? The chaos of technological change.” Research Policy 43.7 (2014): 1227-1238.

Langley, A. N. N., et al. “Process studies of change in organization and management: Unveiling temporality, activity, and flow.” Academy of management journal 56.1 (2013): 1-13.

Trianni, Andrea, Enrico Cagno, and Stefano Farné. “Barriers, drivers and decision-making process for industrial energy efficiency: A broad study among manufacturing small and medium-sized enterprises.” Applied Energy 162 (2016): 1537-1551.

Van der Voet, Joris. “The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.” European Management Journal 32.3 (2014): 373-382.

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