UNIVERSITY OF GLOUCESTERSHIRE

SCHOOL OF BUSINESS AND LAW

MFP/MBA

MODULE: Management Theory Practice

NAME: Nikunj Patel
STUDENT NUMBER: 0661SWSW1109
EMAIL:nikunjrpatel1986@yahoo.co.in
INTAKE: DEC 09

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 PROJECT
CONTAIN………………

1. Introduction....................................................................... 3

2. Background of the study.................................................... 3

3. Analyses of Statement........................................................ 4

4. Organisation of Study......................................................... 5

5. Research Methodology....................................................... 8

6. Conclusion.......................................................................... 9

7. References and Bibliography............................................. 10

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NTRODUCTION

Business is no more than the extension of its key talent in the value chain. But now in this
world without talent management business is very tough to run. that why we need some top
talent ranking chief executive officer, managing director ,executive director, presidents, vice-
presidents responsible for entire top level management in to goals, aim and strategies and
project knowledge share with future organisation management it makes decision, and is held
entirely responsible for the success or failure of the business. Talent management refers to
the process of developing and integrating new workers, developing and keeping current
workers and attracting highly skilled workers to workers to work for your company. Talent
management in this context does not refer to the management.

BACKGROUND OF STUDY

Top management provide to employee direction of strategic and also regarding sharing of
resources. Top management work with highly skill workers provide facilitating support
service and high performance standards and criteria and according to good managers and
talented leaders to this research the management culture of any organisation excepts skill and
ability of effective utility of performance from their executive management staff (CEO,
manager, planner, coordinator, controllers.) and that is depends on individual perception,
judgement and knowledge. Top management hire new workers and find out their needs and
fulfil that and developing and integrating. Top level management process selecting,
attracting, training, promoting and developing. . This all activities show that top management
worked as architect of organisation because they stared restructuring whole organisation
according to his vision about future. For that he constantly tried to set up that kind of

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management system that allows the free environment for work and inspire employees to
express their creativity but other hand there was close supervision and proper guideline to
gives proper direction to their creativity.

• Also talent management connected with innovative new way to visualize your
workforce.

• Engage our workforce with advance, top graphical interface.

• Involve our talent power strategy by truly power integrating key processes
across all key areas of the talent life cycle.

• Empower our people with my team, which revolutionizes how we manage our
teams on a daily basis.

• My people is radical new way for our managers to interact with employees in
a

• Learning development

• Compliance deadlines

• Employee performance

• Compensation planning

• Succession and careers

ANALYSES OF STATEMENT
Job satisfaction is a complex and multifaceted concept, which can mean different thing to
different .job satisfaction, is usually linked with motivation but the nature of this relationship
is not clear. The Relationship between job satisfaction and performance is an issue of
continuing debuted and controversy. Job satisfaction is affected by wide range of variables
relating to individual, social, cultural, organisational, and environment factors. There are
many way of the looking the leadership and its very simple interpretations of its meaning.
“getting others to follow “or “getting people to do things willingly “According to Mr. sir
peter parker nothing in business circle brings such a rush of clichés to the head as leadership,
one of those humpty-dumpty words which, as Alice said, mean whatever we want them to
mean leadership is one of those elusive priorities, an area in which there is no absolute, no
guaranteed model. It is a relationship between leadership and management. Management is

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complex, fragmented, its activities brief, opportunistic, predominantly verbal; leadership is
more so. Management reacts. Leadership transforms. It makes a difference. Leadership does
not necessarily take place within the hierarchical structure of the organisation.

The generic activities in the knowledge management cycle are subdivided into the five parts
of knowledge management, discover in, generating, evaluating, sharing, leveraging.
Knowledge management has become an emerging discipline that has gained enormous
popularity among academics, consultant and practitioners. Author Davenport and prusak
1998 given by this definitions “knowledge management draws from existing resources that
your organisation may already have in place good information system management,
organisation chain management and human recourse management practice. This perspective
given by integration. All methods, instruments and tools that in a holistic approach contribute
to the promotion of core knowledge management processes that one perspective given by
information system. Knowledge management depends upon its activity, included dialogue.
Tacit and explicit knowledge discussion and effective exploration, exploitation and sharing of
human knowledge.noe in 21st century every business needs completive learning organisation
is the lack of emphasis on the competitive performance of the organisation. “A continuously
adaptive enterprise that aligns itself to the environment by focusing its learning on the major
competitive force at a given time “hats divided in two components organisational learning
and strategic. Organisational learning can be considered as difference between cognitive and
behavioural development.

ORGANISATION OF STUDY

Now a day’s talent management needs Decision making is an accepted part of everyday
human life. We can think about that and deliberation decision process can be indicated by a
theoretical.

Define problem issue collect relevant data-develop alternative solutions-assess consequences-

select optimum solution-implement solution-measure results

Decision making connected with effectively and efficiency. We have strategic, operating, and
administrative decisions. for the business growth and developing. We need combined efforts
of mathematicians, statisticians and computer. Specialists to help us on the advantages also
useful for decision making its operational research. Or also use of scientific models,

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conceptual frameworks, to represent latest situations or techniques to be supplied, it would be
useful to outline the basic approach of such techniques.

Formulate the problem in the context of the total system concerned-construct a mathematical
model of the system-derive a solution from the model-test the model-install a feedback
mechanism-implement the solution.

I performance engages with employee and managers and its organize easily create and more
effective is performance gives your organisation the ability to;-produce quality reviews with
significantly reduced paperwork-talent bench making to own skills strength for business
decision making-finding skill problems and manage for developed-find out employee skill-
find out employee skill and goals-enhance communication between employee, managers and
human resources department highly skill person-align employee objectives with business
objective-provide online resources globalise. Now in this recession time business needs
talented people must know how their jobs fit within the value chain and not only perform the
routine tasks. Human resource management is defined in very general. According to author
fisher human resource management involves all management decisions and practices that
directly affect or influence the people, or human resources, who work for the organisation.
And also for better level management we need human resources planning can only make
sense when seen in relation to business objectives. So human resources planning activity in
simple can be depicted as shown in bottom:

Distribution of work, Promotion

Current staff
situation Training, Overhead, Remuneration

Organisation Resignations,
Main Handle
needs Retirements, Redundancies

New Induction

Selection Selection, Recruitment

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Nature of the work organisation can manage the performance of the staff for making good
managing to staff for increasing use of terminology people management or management of
people first of all can find out for decision making staffing for independent contractors or hire
new employee and recognition and training the best employee and perform well to learn to
them high performance. good skill and attitudes bring in business quality of good service and
good human relationship and human resources management policy and practice.HRM
policies should be bring in business top of the organisation .and also training is improve
knowledge and skills and to change attitude. Talent management can training well organised.
Increase the confidence, motivation, and commitment of staff-provide recognition and
responsibility and promotion-give to feeling of personal satisfaction and achievement –
improve the availability, quality and skill of the staff. And also e-learning technology helps
us to improvement in skill and motivation. it is not difficult to established to growing to
popularity large number of business find out the online data or information and learning
materials. Thus learning becomes more accessible than ever before. if now talent
management most role is treat to good employee and learn to them how to work with well
organised in business than everything management easier than well organised .the challenge
involved in online learning is not simply teaching in different way. most business intelligence
work together with group or team work with team work and group business not reaches to
target business just we look after the people they work like as a team group. All member of
group behaviour of performance as individuals. Most of member of group work well but each
group work well to other group of member. effective team work needs for top management
with empowerment and also quality circles and total quality management and how to group
well organised work with high skill of top management and make a good atmosphere round
the employee group because they wants finding out and its. Also team works and cooperation
and the need to make use of various strengths of employee. Top level management they
recruiting new highly skill workers and give to them good knowledge and also:

• Improving productivity and quality

• Improving encouraging innovation

• Improving employee motivation and commitments

• The opportunities provided by technological advances

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The concept of organisational leadership is being very popular topic in this time and the main
reason behind this is originations are facing many changes that never faced in previous time.
Many authors and professionals personalities have written a lot of literatures about
leadership. The content of this paper is sectioned in four parts, in first part some literatures on
leadership and planning and implementation will be analysed which will be used as tools to
analyse the leadership styles of Jack Welch. Second part is about Jack Welch’s contribution
in GE and identification of leadership style and approaches for particular actions. In third part
will be concussion about leadership style and approaches adopted by Welch during his era
and forth will be recommendation for other organisation

Roland Christensen at all (1987) has described different types and roles of leadership style.
According to this research the managerial culture of any organisation expects skill and ability
of effective utility of executive performance from their executive management staff. (CEO,
Manager, Planner, Coordinator and controllers) and that is depends on individual perception,
judgment and knowledge.

RESEARCH METHODOLOGY

The Planning and implementation of strategy is one of crucial part of management. The entire
organisation adopts their strategy according to their commodity portfolio. Bourgeois and
David has explained some approaches like Commander approach, Organisational change
approach, Collaborative approach, Cultural approach and Cursive approach on their
document “Linking planning and implementation” that can be essential guideline to
categorized the attitude of CEO during planning and implementation of strategy.

Leadership of planning

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Succession of planning is important role in success of the company. Providing them with skill
and value for present and future opportunities. the model of succession planning of two short-
term planning and long-term planning and both of them combination and also top level
management created good long –term planning and also developed employee within the
organisation. and also top-level management role created emergency replacement its not
knowledge loss and lack of skilled employee affected by business. Also top level
management reducing the job cost in manufacturing and distribution. They replace man
power to intensive jobs with technology. also top level management install new technology in
company so workers to work out easily in company and top level management develop
process mapping system its beneficiary for workers and they can get more jobs efficiency and
also offer early retirement workers who they older, and higher new highly skill workers and
they can managed good planning with organisation to company and reducing the benefits and
bonuses or perks. And top level management reducing the labour cost outsourcing certain
jobs because many countries get have highly productive, highly educated workforces. So
labour rates are very lower than English countries.

Top management working retaining and attracting employees and at all needs of organic and
inorganic growth and they creating value of chain management proposition that appeals to
multiple generations, they joining leadership pipeline because by considering skill, intelligent
and target achievements capacity of manager. also top management can make more effective
integration and allocation of different resources and also they can make rounding out of
capabilities of hires who lack of knowledge and skill they can managed good necessary for
global leadership and easily they can transferring knowledge key and relationship and also
they can make redesigning talent management with best practice to attract mint time

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company finding more talent of boomers but they ignoring older workers in may case require
more rethinking roles and work relationship .now a day’s company needs overcoming “norm
“of short tenure

CONCLUSION

The talented manager and leader who maintains the winning combination of continuous
development. that why business talented management refers to the process of developing and
integrating new workers, developing and keeping current workers and attracting highly skill
workers and also top level management performance with learning development, compliance
deadlines ,employee performance .compensation planning ,succession careers but according
to their personal goal about future organisation, skill, understanding, and capacity of
integration of resources also top level management working with succession of planning
,staffing ,controlling, directing with organisation. Talented leader created the new culture by
emphasising to improve their service and by giving freedom and inspiration to personnel’s to
be more creative then personal leader. Top managers inspired high targeted goal and
improving productivity by cost control.

BIBLIOGRAPHY

1. Behaviour Management and Organisational

i. Author.laurie j.mullins

2. Bibliography - .knowledge management (an integrated approach)

i. Author: Ashok jashapara

3. Bibliography-. Management theory practice (sixth edition)

i. G.A.Cole

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REFERENCE:

1. Carter McNamara, Leadership in Organisation

http://managementhelp.org/ldrship/ldrship.htm

2. L.J. Bourgeois and David Brodwin (1983), “Putting your Strategy into Action”, in

strategic management planning.

3. Roland Christensen (1987), The CEO: Leadership in Organisation, Text and Cases,

sixth Edition, Lrwin, Homewood.

4. Warren Bennies (1998) mentioned by Doyle, M. E. and Smith, M. K. (2001)

‘Classical leadership’, the encyclopaedia of informal education.

http://www.infed.org/leadership/traditional_leadership.htm

5. http://www.asiaing.com/talent-management-magazine-february-2010.html

6. http://www.hrmagazine.co.uk/News/MostDiscussed/980590/Lynda-Gratton-

Pay-talent-management-leadership-fundamentally-change-workplace-

future/

7. http://books.google.co.uk/books?

hl=en&lr=&id=4GZTHBUVNH8C&oi=fnd&pg=PR13&dq=succession+plan

ning+talent+management&ots=3PHcVjhmQH&sig=EsNEpHvk63NCV5XRp

28yn0mR_s0#v=onepage&q=succession%20planning%20talent

%20management&f=false

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