VER

ST. PAUL’S UNIVERSITY

PA U

Private Bag 00217 Limuru, KENYA

Tel: 020-2020505/2020510/0728-669000/0736-424440
SE R TY
VANT
S OF GO D AN D HUM ANI

FACULTY OF BUSINESS COMPUTER SCIENCE AND COMMUNICATION

STUDIES
BACHELOR OF ARTS IN LEADERSHIP AND MANAGEMENT
SEPTEMBER - DECEMBER 2021 SEMESTER
DISTANCE LEARNING EXAMINATION
BALM 419: LEADERSHIP DEVELOPMENT

DATE: DECEMBER, 2021 TIME: 24 HOURS

INSTRUCTIONS:
1. Answers ALL Questions.
2. Submit your answers in word format unless otherwise instructed. Type your
answers in a word document. Do not PDF your document.
3. Submit your answers via the Exam Portal platform.
4. For images (photographs, graphs and calculations etc), use legible writing. Take an
image (Photo) of all the answer sheets and submit via the Exam Portal platform.
Remember to number the answer sheet pages.
NOTE: No submissions will be accepted in any other mode e.g. emails,
WhatsApp etc.

5. The examinations start at 8.00am and all the answer scripts MUST be posted on the
portal by 8.00am the following day (within 24 hours).
6. Submit your answer sheets as one document. Click the “SUBMIT” button to ensure
that your answer sheet is uploaded in the portal.
7. Allow yourself enough time to confirm that your submission has gone through. You
will receive an automated email receipt on successful submission.

NOTE: Submission deadlines must be observed.

8. On the front page of each answer script you are required to observe the following
instructions:
 Write your student number in full

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 Write the unit code and title
 Write the date of examination
 Write “SUPPLEMENTARY” or “DEFFERED EXAM” as the case may be, (if
you are taking a supplementary or deferred examination).
 Write the name of the lecturer

QUESTION ONE

a. Disasters and pandemics have negatively impacted the economic development of many
Nations globally. As Chief executive officer of your organization evaluate five strategies you
will use to motivate your employees (10mks)

1. Setting goals to create meaning

Goal setting gives employees meaning in their daily roles: Employees who participate in goal
setting are more likely to stay engaged 3, 6 times more than those who did not participate. To
motivate employees, you need:

Establish what they expect Help them visualize what success looks like in their role Explain
how their contribution makes a difference to the company It is especially important to create a
connection between employee goals and organizational goals. For example, if your
organization's mission is "Exceptional Customer Service," how is that value reflected to an
employee working in the finance department?

Realizing that each team member has different motivations, it is essential to relate them to your
organization's overall goals. In fact, surveys have shown that 55% of employees - regardless of
age, gender, region or seniority - are more motivated if they believe they are doing meaningful
work.

A third person said they would take more pride in their work and would be willing to work
overtime to get it done.

2. Celebrating big and small milestones

It's not just big wins that need recognition: identifying and celebrating small milestones keeps
employees motivated in their everyday roles.

In addition to annual or quarterly goals, set goals to track employee performance on a weekly or
monthly basis. This is not necessarily performance or KPI. They may be social or cultural, or

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they may focus on personal growth - for example, setting goals for dealing with difficult
stakeholders.

Celebrating milestones also means understanding the challenges your employees face. When a
small milestone isn't reached, take the opportunity to see what's hindering your team's progress,
how to fix it, and whether the end goal needs to be re-evaluated.

3. Give Meaningful Feedback

Praise is always welcome, but becomes much more meaningful when linked to specific
examples. "Excellent presentation, well done" is good feedback to get, but "Excellent
presentation, your explanation of the impact this will have on our customer base will help us I
improve customer loyalty", indicating exactly how someone's contribution benefits the business.
Give specific, focused feedback to your team that you're paying attention.

The same goes for providing constructive feedback on areas for improvement: keep it
personalized and actionable.

Consider the golden ratio 5:1 -

If you give five positives to just one negative comment, people won't feel overwhelmed by the
comments. The goal is to help your employees grow and develop, so providing ongoing and
timely feedback is critical.

4. Empowering problem solving and learning

Create space for your employees to solve their own problems. You can provide support and
advice, but it's important to let employees lead the way with their own ideas and solutions. This
way, they will know that their skills and perspectives are appreciated. Of the 560 employees
surveyed in Deloitte's Talent 2020 report, 42% of those looking for a new role believe their
current job doesn't make good use of their skills and abilities. Fostering a culture where problem
solving and learning are encouraged means:

Hear your team's input Capture their unique skills Encourage independent learning Allow them
to take ownership of their work Create a safe space where failure is presented as an opportunity
to learn

5. Keeping Promises

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Maintain employee motivation by establishing an atmosphere of trust and consistency from top
to bottom. Take note of the promises you make: they can have a direct impact on employee
engagement because, as a manager, you represent the organization. Often, employees fail to
distinguish between a manager's promise and the company's promise, which means that a loss of
trust in a manager can mean a loss of trust in the entire organization.

Repeating a promise violates the employee's psychological contract: it is a set of unspoken - but
no less realistic - expectations about the employment relationship. This implicit contract exists as
a two-way exchange: in exchange for hard work, an employee promotion, a learning opportunity,
a conference trip, or the opportunity to participate in an exciting project. If an employee's hard
work is completed with no promised reward, it is not just motivation affected. It can also lead to
feelings of resentment and betrayal, which inevitably leads to increased sales.

6. Experiment & Learn

There is no magic formula for keeping employees motivated. Keeping your employees
motivated is an ongoing task with opportunities to experiment and learn what works (and what
doesn't) for your team. These are just some of the approaches to keep in mind when looking for
better ways to keep your employees happy, engaged, and energized.

b. Leadership is the central driver of team effectiveness. Evaluate the process that a leader can
use to influence his/her team for performance and development (5mks)

Forming stage

The forming stage includes a length of orientation and being acquainted. Uncertainty is excessive
for the duration of this degree, and those are seeking out management and authority. A member
who asserts authority or is informed can be appeared to take control. Team contributors are
asking such questions as “What does the group provide me?” “What is predicted of me?” “Will I
in shape in?” Most interactions are social as contributors get to recognize every different.

Storming stage

The storming stage is the maximum hard and vital degree to by pass through. It is a length
marked through war and opposition as man or woman personalities emerge. Team overall
performance may also honestly lower on this degree due to the fact strength is placed into
unproductive activities. Members may also disagree on group dreams, and subgroups and cliques
may shape round robust personalities or regions of agreement. To get through this degree,

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contributors should paintings to triumph over obstacles, to just accept man or woman variations,
and to paintings through conflicting thoughts on group obligations and dreams. Teams can get
slowed down on this degree. Failure to cope with conflicts may also bring about long-time period
problems.

Norming stage

If groups get through the storming degree, war is resolved and a few diploma of solidarity
emerges. In the norming degree, consensus develops round who the chief or leaders are, and man
or woman member`s roles. Interpersonal variations start to be resolved, and a feel of brotherly
love and solidarity emerges. Team overall performance will increase for the duration of this
degree as contributors discover ways to cooperate and start to awareness on group dreams.
However, the concord is precarious, and if disagreements re-emerge the group can slide returned
into storming.

Performing stage

In the acting degree, consensus and cooperation had been well installed and the group is mature,
organized, and well-functioning. There is a clean and strong structure, and contributors are
devoted to the group`s mission. Problems and conflicts nevertheless emerge, however they are
treated constructively. (We will speak the position of war and war decision with inside the
subsequent section). The group is centered on trouble fixing and assembly group dreams.

Adjourning stage

In the adjourning degree, maximum of the group`s dreams had been accomplished. The emphasis
is on wrapping up very last obligations and documenting the attempt and results. As the paintings
load is diminished, man or woman contributors can be reassigned to different groups, and the
group disbands. There can be remorse because the group ends, so a ceremonial
acknowledgement of the paintings and achievement of the group may be helpful. If the group is a
status committee with ongoing responsibility, contributors can be changed through new humans
and the group can cross returned to a forming or storming degree and repeat the improvement
process.

QUESTION TWO
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a. In reference to the FLOW model for structured coaching, discuss how you can couch new
employees to solve problems in the workplace (10mks)

1. Give employees regular and regular feedback.

Employees need constructive feedback from their manager, but they do not always get it. Your
employees want to know how their performance is perceived, what they are doing well, and what
they need to improve on.

Intentionally taking time to give feedback on employee performance. Use face-to-face meetings
and RIGHT sessions as regular response periods. Consider placing reminders in your calendar to
provide consistent feedback for every employee.

2. Create a team feedback culture.

Contrary to popular belief, comments should not just come from the manager. Employees
should be encouraged to provide feedback to each other and to you, their manager.

Try to create a culture where 360 feedback is the norm. This creates an ongoing dialogue that
gives employees at all levels of the organization the opportunity to have their voices heard.

3. Push employees to their achievable limits.

While you don't want to overwhelm your employees, pushing your team to step out of their
comfort zone can help them grow and perform at their best. Employees who show a lack of
interest in their work are more likely to leave their jobs.

In many cases, they need to be challenged and receive regular feedback and recognition in order
to grow and improve. Identify each employee's background and skills, and ask them to take on
new tasks or jobs that help them grow. Always ready to help with questions.

4. Be open to ideas from employees.

Listening to employees is an essential part of training. It opens you up to different concepts you
have not thought of before, and it makes employees feel heard. When they feel that their
opinions are respected and valued, they are more likely to be engaged and motivated.

Create opportunities to capture employee voices through face-to-face meetings, employee

feedback, and surveys. Hearing different perspectives from different places can help you create a
better picture of the employee experience.
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5. Encourage employees to learn from others.

No two employees are alike. They come from different backgrounds and have different
personalities, strengths and weaknesses. Simply connecting employees with their colleagues
opens up new possibilities and creates a more connected workplace.

Encourage employees to interact regularly so that they teach each other new skills or
approaches. Welcoming different perspectives and asking all employees to contribute will help
you foster a more diverse and inclusive culture in the workplace.

6. Consult staff.

Not only can employees learn from each other, so can you! Keep an open mind in conversations
and often come up with new ideas or tactics. Collecting feedback from your employees regularly
shows that you are willing to listen and that you are always looking for ways to improve.

Simply asking for feedback creates an open dialogue and gives employees a voice. This can
make the workplace feel more like a democracy than a dictatorship. Make sure to take notes and
follow up once you get a response from your team.

7. Building trust.

Confident employees are more likely to achieve goals than those who feel unsupported and
misperceived. As you coach employees and provide feedback, it's essential to instill trust in
them.

Look for opportunities to recognize employees for their high performance and extra effort.
Make sure you understand how employees want to be recognized, too, but always try to make it
public so others in the organization can take credit. Recognizing employee contributions builds
their trust and prepares them for success.

8. Don't do the employee's job for them.

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When you notice that a task is moving slowly or in the wrong direction, you may be tempted to
take it and complete it yourself. It can be beneficial in the short term, but employees need to
learn by trial and error.

Instead of offloading, teach them how to handle the situation by giving them advice. Ask
leading questions and help them navigate through the mud. Remember that a good coach gives
their team the path to success.

9. Tolerance and tolerance of failure.

Sometimes things don't go as planned. Mistakes will be made and the transaction will fail. It's
just part of the job. But how you respond is what really matters. Accepting failure and moving
on to the next task can set a lower bar for performance expectations. But you also don't want to
undermine employee morale because of their mistakes.

Ask your employees to explain what happened and how they can function better. Encourage
them to think about existing opportunities and how they can improve in the future. Always
positive and solution oriented.

10. Regularly recognize employees.

Mistakes happen, and so does success! Too often, managers are caught up in being a
constructive coach instead of a party coach. When an employee crosses or exceeds a limit, let
them know you noticed.

Recognition can be as simple as a thank you, a cup of their favourite coffee, or a shout out at the
next team meeting. Small realizations can go a long way in securing membership and building a
stronger team.

11. Map out the goals.

If you hope people are pushing in the same direction, you have to show them where to go. Goals
are the most obvious and effective way to get there.

Sit down with employees to create personal goals that help them grow and advance their careers.
Work to align these goals with the highest standards of the team and the organization as a whole.
Aligning goals this way gives employees a clear picture of how their work contributes to the
success of the team and the business.

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12. Ask what you can do to help.

Good coaches do not just throw their players into a competition and say 'guess'. They actively
cheer their teams on and look for solutions to help athletes succeed.

Let your employees know they may ask you questions or concerns. Use individuals to
understand the challenges they face and develop a plan together. You are there to help them, and
they should feel comfortable asking for advice and/or help.

b. Teamwork is what gives your group \Organization an edge over its competitor. As a leader
examine five elements of team building that enhances performance (5mks)

1. Communication:

Effective communication is the most important part of teamwork and involves keeping everyone
up to date and never assuming everyone has the same information. Being a good communicator
is also being a good listener. By listening to your co-workers, you show them respect, which is
an essential method of building trust. Incentives also help get the most out of team members.
Collaboration and openness to new ideas are also essential for a harmonious team environment.

2. Authorization:

Teams that work well together understand the strengths and weaknesses of each team member.
One of the benefits of strong teamwork is that team leaders and members have the ability to
define all aspects of a project and assign tasks to the most appropriate team members.

3. Effective:

A strong, cohesive team develops systems that allow them to collaborate effectively to complete
tasks in a timely manner. By working together, colleagues will become aware of their own
abilities and the capabilities of the team as a whole, and can organize their workload accordingly.

4. Ideas:

When a team works well together, colleagues feel more comfortable offering suggestions and
ideas. A respectful and confident team environment will not only allow colleagues to think more
creatively, but will also lead to more productive and collaborative brainstorming sessions.

5. Support:

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All workplaces have challenges, but building a strong team environment can be a support
mechanism for employees. They can help each other improve their own performance and
enhance their professional development together. Building a relationship of trust and mutual trust
can be extremely important when faced with a particularly difficult challenge or if the team is
forced to deal with the loss of a team member while continuing to maintain its capacity. capacity.

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