The recommended word limit for the factsheets is 1,000–2,000 words, although you will not be penalised for going under or exceeding the total word limit.
Unit Learning Outcomes
LO1 Explain the different types, size and scope of organisations.
LO2 Demonstrate the interrelationship of the various functions within an organisation and how they link to organisational structure.
Transferable skills and competencies developed
• Analytical skills to conduct own analysis to draw conclusions.
• The ability to provide information based on collation, analysis and interpretation of data.
• Creative thinking for presenting information and data in a simplified and informative manner.
• Digital skills, using different software applications to visually present information and data concisely.
• Communicating effectively in all forms, written, visual and oral, for operating efficiently in the international business environment.
Bansons group is the pioneers in the industry which has been operating the standardized business since 1965 which means more than four decades. Bansons was the first company in sports industry which was awarded the ISO 9001certificate in Sri Lanka. Banson is the direct authorized partner for Hoist, Eleiko, Ivanko, Nordic Sport and Karson and it has the dealerships of well-known other brands too.
Strategic Planning teams keep the company moving in the right direction by leading the strategic business planning process and spearheading transformational projects across the businesses and geographies. Embedded in teams across the company, strategy professionals explore complex business issues; conduct consumer, competitive and market analyses; create financial models and develop action plans. The Strategic Planning teams help write the future of sport by charting the company’s path forward.
You are employed as a Junior Insights Strategist for the Strategic Planning team. The team acts as a key partner to senior leaders, the executive team and the CEO. It provides thought leadership and an external perspective on the most critical strategic initiatives and pressing challenges facing the company. Your key roles include the following:
• supporting data and business analyses to develop business plans
• measuring business performance to compare actual data to forecasted values
• executing market research projects and gathering intelligence on current industry, technology and consumer trends.
Einarsen (1999) states that a lassa-faire leadership can create friction within the groups due to the lack of leadership. Although this maybe the case, due to the small group of the crew. The MERIT team used a very autocratic leaderships due to the possible seriousness of the wounds, as this method provided clear instructions on what needed to be done without having to worry about why (Stanley, 2016). A democratic leadership style may have worked well due to it allowing the delegation of the work to varying crew members to do the tasks required (Gastil, 1994) However due to the nature of injuries to the patient, they would not have benefitted from a democratic leadership style, as Frandsen (2014) states this style takes time to collect on the information and is slow. Frandsen (2014) states a more relaxed style, such as democratic, would have been good to put the patient at ease and be able gather the opinions of everyone who was there, which can lead to better staff satisfaction as their opinions are seen as of value. Frandsen (2014) does go on to explain that this process takes a long time to process the opinions and can lead to anxiety in experienced staff. This style of leadership would not have been effective as the situation required a rapid decision process. After the patient had been transferred to the major trauma centre for further assessment, I was able to reflect on the job with the senior paramedic and the MERIT team doctor about how the incident went. Pegg (2003) described the 5C’s of the mentoring model that works Discussing the challenges that we faced when dealing with the patient, the choices that we had, the consequences of our actions, what solutions that we could create and finally what was the conclusion of all our efforts. The author goes on to name this theory as the “pulling and pushing” methods between the mentor and the mentee. This type of method is a long term ongoing development style and was helpful after the situation to be able to look at how I had performed in my first trauma situation. Conclusion Zenger, Folkman & Stinnett (2010) suggest that the best leaders are often those who are able to inspire people to do the best work are leaders who are able to connect on an emotional level. Goleman (2011) states that the best leaders, no matter what style they use or what skills they have, are able to connect on an emotional level with those around them by having “emotional intelligence”. I initially chose the authoritative role as stated by Feldman et al (201>GET ANSWER