Working with Leading People

Different Aspects and Benefits of Team Working


It is very essential for organizations to lead and work with people to achieve long and short term goals. Therefore selection and recruitment process play important role in hiring the right people in organizations (Townley, 2014). The present report features the important aspects of the employment process of hiring sales assistant in a retail company. The company chosen for study is Tesco. Besides this the report also covers skills and attributes needed in leaders along with comparison between leadership and management. It also features different aspects and benefits of team working.

Task 1

1.1 Preparing documents related to job description to select and recruit new sales assistance

Documentation is a vital activity in the selection and recruitment process of an organization (Armstrong and Taylor, 2014). The HR assistant of Tesco in order to recruit new sales assistant need to prepare a job designation based on following job related documents:

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Job profile

As an HR assistant it is important to design a job profile in order to select the right sales assistant for the retail company. The job description is referred to a list of responsibilities and functions of an individual applied for a specific post. It also include the important skills and qualifications required in a person to perform the job. In addition to this it entails the salary structure associated with the sales assistant's post(Naff, Riccucci and Freyss, 2013).

Job posting

After the job profiling the HR executive post the job vacancy on suitable portal such online job portals, employment newspapers, etc. in order to reach out to potential applicants. Tesco posts job vacancy on its website for hiring sales assistant (Campbell and Knapp, (Eds.), 2013).

Resumes of applicants

The resume of an applicant assist the HR personnel in selecting the right candidate by looking into the skills, experience and educational qualifications. Desired applicants with required skills and qualification are then shortlisted.

Filing documents of selected candidates

All important documents are recorded in company's database for future reference.

1.2 Assessing the impact of legal, regulatory and ethical consideration in recruiting sales assistant

The recruitment process of the retail company is subject to several legal, regulatory and ethical consideration. These implications on Tesco's hiring process is briefly discussed in the following points:

Legal Implications

It is the responsibility of the retail firm to give equal employment opportunities to potential candidates irrespective of their race, gender, religion, physical disability, sexual orientation and age. The hiring of sales assistant in Tesco is done on the grounds of equality. Discriminatory practices during employment process are subject to severe legal implications. Anti Discriminatory Laws are formulated to discard the unlawful hiring practices in organizations (Dipboye and Colella, 2013).

Regulatory Implications

The employment process need to be in accordance to the regulatory acts such Equal Employment Act and related employment policies set by the government and regulatory bodies. In addition to this, the legal department has formulated a regulatory framework that monitors the staffing activities of the company.

Ethical Implications

It is very critical for a retail company to maintain transparency while recruiting a new employee in order to avoid any conflict. Providing safe and secured atmosphere at workplace is very cardinal for the company. Thus it is the sole responsibility of the Human Resource department of Tesco to hire applicants on the ethical grounds (Deakin and Morris, 2012).

1.3 Taking part in the selection process as a HR assistant

My role as an HR assistant becomes very important in selecting sales assistance for Tesco. I will design the appropriate job profile for hiring sales assistant for the company. I will make choose a suitable portal to post the vacancy in order to make the advertisement visible to maximum potential candidates (Armstrong and Taylor, 2014). After job posting I will make sure that the recruitment documents are recorded properly for future references. In addition to that the screening of the selected candidates is done for checking their suitability for the sales job. Further I will involve the marketing and sales head in the interview panel in order to streamline the hiring the process. I will verify the documents of the applicants in order to avoid conflicts on the grounds of legal and ethical consideration. I will conduct the induction session for the chosen candidates and explain them HR policies and their roles and responsibilities as sales assistants. As a HR assistant training and development of the new employees also falls under my job domain. Besides this, I will help the new employees in resolving their work related issues.

1.4 Evaluating own contribution as an HR assistant to the selection process

My contribution as an HR assistant to the selection process in the company is very cardinal. I am responsible to develop the recruitment plan to make the process efficient. I evaluate the needs related to the job position and list down the key skills required in the desired candidate. Once the skills and attributes of sales assistants are identified I will prepare a job advertisement and search for a suitable media to post the vacancy for the job position. I will make sure the advertisement for the vacancy is reached to maximum candidates in order to invite their application for the process. I will conduct the screening interviews for the selected candidates. I will invite a suitable panel to interview the chosen candidates. As a HR assistant I will make sure that the hiring process is transparent. In addition to this, I will monitor the staffing activities to avoid unlawful practices. I will encourage the recruitment process to be conducted on the grounds of legal, regulatory and ethical considerations. All the candidates will be given equal employment opportunities irrespective of their race, religion, age, sexual orientation, gender and disability (Townley, 2014).

Task 2

2.1 Skills and attributes needed for leadership in business organizations

Leadership is referred to activity of leading individuals and teams to achieve organizational goals. Great leaders make great organizations. There are certain skills and attributes required for leadership in businesses. These are briefly discussed in the following points:

  • Personal traits: A good leader possess skills and attributes that are essential for leading organizations. These include honesty, sincerity, dutiful, responsible, efficient, optimist, decisive, courageous, enthusiastic, humble and understanding (Du, Swaen, Lindgreen and Sen, 2013).
  • Strong Commitment: A good leader shows strong commitment towards his team. He understands the fact that organizational goals can be achieved by working as a team. A good leader instead of commanding others work with team members to attain company's objectives.
  • Effective Communicator: Successful leaders communicate effectively with the teams in order to increase their productivity. They clearly communicate tasks and projects to the team members in order to drive desired outcomes (Voon and et. al., 2011).
  • Motivator: Leaders are good motivators. They regularly inspire the team and boost their moral in tough situations. Leaders promotes personal and professional development of team members to amplify their growth opportunities.
  • Solution provider: Great leaders always give out of the box solutions to business issues. They always try to find ways to resolve problems faced by their team member in achieving organizational objectives (Economy, 2015).
  • Professional expertise: Effective leaders possess sound technical and professional knowledge which help them in becoming experts in their respective fields.

2.2 Difference between leadership and management

Leadership and Management are two different concepts. The difference between leaders and managers is presented in the following table:

Leadership Management
Leadership is defined as an activity of leading individuals and teams for achieving a common objective (Benincasa, 2012). Management refers to the activity of planning, organizing, developing and monitoring the organizational operations (Nelson and Economy, 2015).
Leader is an individual who works with other team members to achieve goals. Managers is a person who commands others to execute work for attaining company's objectives.
Leaders persuades others to work voluntarily. Managers direct employees to perform their tasks and projects.
Leaders motivate, communicate and encourage teams to increase their productivity. Managers commands and controls the activities of their subordinates to improve theior efficiency at work.
Leaders provide out of the box solutions to the problems faced by their team mates. Managers follow a set rules to resolve organizational problems (Herman, 2011).
Leaders not necessarily holds a title to delegate the work to team members. Managers hold titles for their job roles. For example: HR Managers, Marketing Managers, Area Sales Head, etc.
Leaders generate results by employing innovative methods (Avolio and Yammarino, 2013). They are responsible for bringing out outcomes by employing organizational processes, structures and systems.
Leaders do not have tangible power over their team members. Managers have the authority by the virtue of their designations.

2.3 Comparing different leadership styles in different business situations

A leader has to opt for different leadership styles in varied situations in the organization. In order to discuss different leadership styles in different scenarios, the following points can be considered:

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Democratic Leadership

Leaders use this style of leadership to invite opinions of team members in decision making processes. It is the most suitable style that leaders opt when the company undergoes a major structural changes. This style helps the employees in easy adoption of organizational changes. Employees contribution to decision making activities helps in boosting their morale as they feel that their views are considered valuable (Voon and et. al., 2011).

Autocratic Leadership

Autocratic style helps leaders to make decisions on their own without involving employees in the process. This style is adopted by leaders when they want to have total control and authority over others in the organization. In order to supervise employees and maintain discipline in organizations leaders follow this style.

Transformational Leadership

This style is used by leaders when they feel the need of improving the productivity of the team members. Leaders need effective communication channels to enhance the efficiency of employees (Herman, 2011).

2.4 Ways to motivating staff in achieving organizational goals

There are number of ways of motivating employees in order to achieve organizational goals. These are as follows:

  • Listening actively to problems of team members helps in building strong relationship with them. This create a sense of responsibility among team members and they feel motivated to work for the firm.
  • Appreciating the employees for showing extraordinary performance. Words of praise will help in inspiring employees to perform better at work.
  • Providing a healthy and open atmosphere to employees at work will motivate them to deliver better outcomes.
  • Providing effective solutions to issues concerning the employees creates a sense of motivation among staff and they try to make long term association with the company.

Task 3

3.1 Assessing the benefits of team working in organization.

Benefits of team work in Tesco are uncountable towards the employees. Team working helps in building and generating self-development in an employee. Team work benefits are described as-

Builds strength

Team work is important in building strength of an employee. The weak points in an employee are removed with the help co-operation by team members. Improved strength of employees will helps the Cisco to reach its sale target in minimum time period.

Brings innovation and creativity

The best advantage of team work is that it increases the creativity of the employees (Purcell, 2003). The personnel of Tesco are able to think for innovation in an efficient way. Innovation and creativity will improve the goodwill of Tesco in the market.

Improves communications skills

Team work helps an employee to improve his/her communication style. Communication is an important tool in the workplace. Lack of communication generates poor work performance of Tesco. Improved communication will then build harmonious relationship among the employees.

Encourages participation

Employee participation is increased in team work. Team member’s participation encourage the employee to participate in the group task or activity (Yang and Chu., 2012). It develops involvement in company’s environment. Employee participation in work helps Tesco to achieve its objectives and goals. Conflict and difficult situation at the time of working in a team as a leader and a member. Team leaders and members face various problems and conflicts at the time of working.

3.2 Working as a leader and member in a team towards specific goals


As a team leader is the responsible authority to tackle the working of the team. It is duty of the team leader to generate the task of specific employees. The team leader also has to face issue regarding to compliance. These issue are generally due to lack of communication among the team member. For example, in the mobile department of Tesco the team leader unintentionally forgot to declare about the work deadline. The team mates were in an impression to finish the task in a week. When the team leader came to know about non completion of work, he/she asked the team mates to finish the target in the deadline. This was an unintentional mistake as the team leader has various number of opportunity that he/she needs to handle (Purcell, But the mistake caused problems for the other team mates. Team leader can make sure that each message and task is properly communicated to the required employee.

Time management

To manage the deadline given by the team leader is the major issue faced by the team mates. For example in the sales department, team mates think they are overburdened by the sales target they are appointed with. On account of higher authority it is the right amount of work target each employee is assigned to (Briar, Liddell, and Tolich, 2014). The inability of the team mates to finish the task in the allotted time work causes issues of time management. Employee can make sure to complete each task in the allotted time by managing time of each sub task to be completed.

Issues and conflicts must be resolved to avoid any work completion issues in the near future.

3.3 Effectiveness of team in achieving of goals Tesco

Team plays an effective role in achievement of goals and objectives of Tesco. There are various points which highlight the role of team in achievement of goals and objectives. They are-

Encourages input from the team members

Team works increases the team input in Tesco. It is easy for the company to achieve its strategic goals when the inputs and the targets are completed by the teams (McDermott, Kidney and Flood, 2011). Encouragement will help Tesco reach its set of objectives in the desired time.

Brings change in the organisation

Team works effectiveness brings change in the organisation. It is easy for the employee to accept any strategic change brought in the organisation. The issue of resistance to change by the employee of Tesco is eliminated (Cox, 2010). Change management will help Tesco to bring new innovation and technology in the company.

Builds understanding and co-operation

Team works generates understanding among the superiors and the subordinates. It builds co-operation among the working environment of the company. Understanding and co-operation among the employees will create pleasant and harmonious working environment in Tesco.

Task 4

4.1 Factors involved in planning and monitoring the assessment of work performance.

Work performance is important as it provides the basis of assessment, monitoring, and planning in Tesco.

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Factors involved in Planning of work performance are-

  • Skills and knowledge of Employees: Planning of working skills and knowledge of employees helps Tesco to generate the right job responsibility to the candidate. helps the employees of Tesco to achieve their goals and targets provided to them on time.
  • Allocation of Roles and Responsibility: The employees are able to improve their efficiency by planning and allocation of their respected roles and responsibilities (Yang and Chu., 2012). This allocation helps to evaluate the work performance of employees in Tesco.

Factors involved in monitoring of work performance are-

  • Accuracy- This is the major monitoring part of work performance. The employees are examined on their accurate work performance in Tesco.
  • Quality- Quality of work is important as it raises self-development of employee. Quality provides basis of excellent work done by the employee in Tesco.

Factors involved in assessment of work performance are-

  • Performance Analysis- Performance of the work done with quality and in the given time is the assessment area used by the human resource personnel (Purcell, 2003).
  • Rankings and Ratings- Ranks and ratings are generated to the employees on the basis of their work performance. These rating and rankings differentiates the best performer from the least one.

Assessment, monitoring and planning of work performance helps in improving the work quality of employees in Tesco.

4.2 Plan and deliver the assessment of the development needs of an individual.

Assessment of development need of employee is done to collect employee information and to generate feedback about their capabilities and skills. The employee is judged through the performance analysis performed on him/her. Planning includes defining job responsibilities as this will guide the employee to the set guidelines about his/her job. Performance criteria are developed through tools of ratings and rankings in Tesco. For example, in the case of communication errors coming in the team are analysed. Employee is rated and ranked on the basis of his/her performance. Determining issues requires for an human resource personnel of Tesco to measure the gaps in the performance of the employee. The final performance is evaluates and then a training and development program is formulated to help improve the communication error of the employee (Fernie and Sparks, 2004). The program is time to time checked to analyse the effectiveness of the program in Tesco.

To deliver the assessment plan of development needs Tesco is required to understand the gap coming through communication error. To resolve the issue Tesco will have to formulate coaching strategy that will help the team leader as well as the team mate. This can be done through proper allocation of messages through communication channel. Planning development needs is important as it provides the basis for the performance appraisal for an employee.

4.3 Evaluation of the success of assessment process

Evaluation of assessment process has reflected that improved communication system of Tesco helped in improving the performance of employees by strong communication skills. . Each employee now as able to perform the task in a better way and employees were able to achieve their target in the deadline. Tesco was able to implement this performance analysis in providing feedback and appraisal to the employees. Employees attitudes towards disability in performance were also removed through this assessment. Due to rectification in the communication error being bought during work helped to improve the working relationship among the superior and the subordinates. Improved working relationship generates a harmonious worSaumya


It can be concluded from the present report that selection and recruitment process of an organization is an important process as it helps in hiring the right candidates for businesses. In order to achieve organizational goals working in team is very beneficial. It is important to identify and develop leadership skills and attributes to effectively achieve short and long term goals. Apart from this assessment and evaluation of work performance also plays important role in hiring process.


  • Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
  • Avolio, B. J. and Yammarino, F. J., 2013. Transformational and charismatic leadership: The road ahead (Vol. 5). Emerald Group Publishing.
  • Beyer, S. and, 2004. Working lives: The role of day centres in supporting people with learning disabilities into employment (No. 203). Corporate Document Services.
  • Briar, C., Liddell, E. and Tolich, M., 2014. "Still working for love? Recognising skills and responsibilities of home-based care workers".Quality in Ageing and Older Adults.
  • Campbell, J. P. and Knapp, D. J., 2013. Exploring the limits in personnel selection and classification. Psychology Press.
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