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Updated on: 3rd Jun 2022

BUS613 Strategic Leadership & Management For Excellence Assignment Sample SUSS Singapore

Strategic Leadership & Management for Excellence is a course that teaches students the fundamentals of management, organizational behaviour and leadership. In this Educational Program, they will analyze complex situations to achieve optimal performance at work while also maximizing value in their organisations. Students will also learn how to use different frameworks and models to develop innovative solutions to business problems.

The Business Excellence framework is a proven method for organisations to focus on what they do best and create long-lasting success. This course will discuss how it can be applied in diverse environments, as well discussing its 10 key attributes: visionary leadership; customer-centric excellence; innovation focus (including an emphasis placed upon intellectual property rights); organizational learning – including personal development among employees through training programs or talent management processes that help teams succeed together financially while working collaboratively within the company culture.

Achieving excellence in any field requires the ability to not just acquire new skills, but also continuously learn and adapt. This is especially true in the business world, where change is constant. The Strategic Leadership & Management for Excellence course will arm students with the knowledge and tools they need to thrive in this ever-changing landscape.

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Assignment Brief 1: Assess the impact of contextual factors on organisational processes and performance

Contextual factors can have a significant impact on organisational processes and performance. For example, the type of industry an organisation is in can affect the way it functions, as can the geographical location where it is based.

Contextual factors can also have an impact on employee motivation and productivity. For example, a company that is located in a deprived area may find it difficult to attract and retain quality employees, as these employees may be more drawn to organisations located in more affluent areas. Similarly, if a company is located in a region that is struck by natural disasters, its employees may be less motivated to work or may even be unable to come to work due to damaged infrastructure or displacement.

Organisations need to be aware of the contextual factors that can impact their performance to manage these factors effectively. By understanding the role that contextual factors play, organisations can develop strategies to mitigate any negative impacts and maximise any positive ones. For example, an organisation that is aware of the potential for employee turnover due to poor motivation may invest in training and development programmes or employee assistance programmes to help retain its workforce.

Assignment Brief 2: Propose ways to improve group performance and employee satisfaction

There are many ways to improve group performance and employee satisfaction. Here are a few ideas: 

  1. Encourage employees to work together as a team. This can be done by creating incentives for team-based goals, and by making sure that everyone understands the importance of teamwork.
  2. Make sure that each employee has a clear understanding of his or her role within the group. This will help everyone work together more effectively and avoid confusion.
  3. Set clear goals for the group, and make sure that everyone is aware of these goals. This will help keep everyone focused and motivated.
  4. Encourage open communication between employees, and between managers and employees. This will help ensure that everyone is on the same page and that problems can be quickly resolved.
  5. Encourage employees to take pride in their work, and to feel like they are contributing to something important. This can be done by providing recognition and rewards for good work, and by making sure that employees feel like they are part of a team.

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Assignment Brief 3: Critique different theories of motivation

The most important thing to do when critiquing different theories of motivation is to first understand what each theory posits. Once you’ve done that, it becomes easier to analyze the pluses and minuses of each perspective. 

One popular theory of motivation is Maslow’s hierarchy of needs. This theory suggests that people are motivated by different types of needs, which can be broadly categorized into four levels: physiological needs, safety needs, social needs, and self-actualization needs. According to this theory, people must satisfy their lower-level needs before they can focus on higher-level needs. 

Critics of Maslow’s hierarchy of needs point out that it doesn’t always hold in real life. For example, people who are struggling to meet their physiological needs may not be able to focus on anything else. In addition, this theory doesn’t take into account different types of motivation, such as intrinsic and extrinsic motivation. 

Another popular theory of motivation is the carrot-and-stick theory. This theory suggests that people are motivated by rewards (the carrot) or punishments (the stick). This theory is often used in the workplace, where employees are given incentives to reach certain goals. However, critics of this theory point out that it doesn’t always work in practice. For example, people may not be motivated by rewards if they don’t believe that they’re attainable. In addition, this theory doesn’t take into consideration the importance of intrinsic motivation.

Assignment Brief 4: Compare different approaches to leadership

When it comes to leadership, there are a variety of different approaches that can be taken. The most important thing is to find the approach that best suits your team and your company culture. Here are a few popular leadership styles to consider:

  1. Authoritarian or top-down leadership is when the leader gives orders and expects them to be followed without question. This style can work well if you have a highly skilled and experienced team that doesn’t need a lot of direction. However, it can also lead to resentment if team members feel like they aren’t being allowed to contribute or share their ideas.
  2. Democratic or consensus-based leadership is when decisions are made through group discussion and agreement. This can be a great way to build team morale and get everyone on board with decisions. However, it can also be time-consuming and may not work well if you need to make quick decisions.
  3. Laissez-faire or hands-off leadership is when the leader takes a backseat and allows the team to take the lead. This can be beneficial if you have a highly skilled and experienced team that is self-motivated. However, it can also lead to chaos if there is no clear leader and direction.

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Assignment Brief 5: Appraise ethical leadership

Ethical leadership is a term that is used to describe a leader who behaves ethically. This type of leader sets the tone for their followers by leading by example and behaving in a way that is consistent with their values. Ethical leaders typically make decisions based on what is morally right, rather than what will benefit them personally or politically. As a result, they are often able to inspire others to behave ethically as well. 

There are many benefits of ethical leadership.

First, it can create a more positive work environment, as everybody knows that the leader is behaving in a way that is consistent with the company’s morals and values. This can create a sense of trust and respect among employees.

Additionally, ethical leadership can help to build the reputation of a company, as consumers are often more likely to trust and respect companies that are known for their ethical practices.

Finally, ethical leadership can inspire others to behave ethically, both inside and outside of the workplace.

Assignment Brief 6: Evaluate issues concerning managing and leading diverse and multicultural organisations

Managing and leading a diverse and multicultural organisation can be difficult. There are a few key things to keep in mind when doing so:

  1. Recognize that people are individuals and cannot be lumped into one category. This means that you should not stereotype individuals based on their culture or ethnicity.
  2. Be aware of your own biases and assumptions, as well as those of your team members. Try to eliminate any preconceived notions or judgments you may have about individuals from different cultures, and encourage your team members to do the same.
  3. Encourage open communication and respect for different viewpoints. When disagreements arise, work towards finding a resolution that satisfies everyone involved. Remember that there is no one “right” way to do things – different cultures have different customs and traditions, so what may seem strange or incorrect to you may be perfectly normal for someone else.

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Assignment Brief 7: Appraise the impact of social media on management and businesses

The impact of social media on management and businesses has been profound. Social media has changed the way we communicate, collaborate, and share information. It has also changed the way we make decisions, stay informed, and connect with customers and clients. Businesses must now adapt to this new reality or risk being left behind.

The rise of social media has fundamentally changed the way businesses operate. In the past, companies could control the message they put out through traditional channels such as print and television advertising. But now, with social media, customers and clients can directly interact with businesses and provide feedback that is instantaneous and highly visible to others. This shift in power dynamics presents both opportunities and challenges for businesses.

On the positive side, social media can be used to build relationships with customers and create a loyal fan base. It can also be used as a powerful marketing tool, to reach new markets and promote products and services. On the negative side, businesses must be careful not to overstep their bounds and invade users’ privacy, or they risk losing the trust of their customers.

Assignment Brief 8: Assess how management, OB, and leadership theories apply to workplace situations

Management, OB, and leadership theories can be applied to any workplace situation. However, it’s important to tailor the theory to the specific situation to get the most out of it.

For example, a certain management theory may work well in a team setting but not so well in a hierarchical organization. Or a leadership theory that emphasizes trust and communication may work well in a collaborative environment but not so well in an environment where employees are afraid of reprisals from their boss.

So it’s important to take into account the unique characteristics of your workplace before applying any management or leadership theories. Otherwise, you may find that the theory doesn’t quite fit the situation, and you won’t get the results you’re looking for.

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