A critique of leadership and team management style in the light of Vip Essay

A critique of leaders and team management style in the light of Vip lay and other current theories - move ExampleFew decades back, dynamics of a household were rigidly defined as father entrusted with the federal agency of a bread winner, and the mother assigned to be the housekeeper. It was, nigh assuredly, regarded a womans indebtedness to ensure that her husband and children were well taken care of. However, the shifting social, economical, and financial conditions, along with the increasing address of living, has vastly evolved the thinking process, and has resulted, in many families, both parents working for livelihood. In addition, the deteriorating family structure, increasing poverty, and decreasing nose out of security, has also resulted in children, from an first age, suffering from confidence and self-esteem issues. The severity of this situation can be realized from the fact that between years 2004 and 2008, eight hundred new children centers were inaugurated in U K and thirty part of them were opened in extremely disadvantaged communities (Siraj-Blatchford and Manni 2007).This highlights the significant role played by the nurseries and other early years centers in the support and growth of their respective communities. If a center succeeds in providing a safe, secure, and a neutral learning environment to its children, it not only provides peace of mind to parents, but most importantly leaves an indelible mark on childrens lives, and molds them to become better individuals. As the beginning sawing machine hints, taking proper care of a child requires a collective effort, which can only be possible with appropriate leadership and guidance. Therefore, to run a successful early years center, a manager is required to have certain specific attributes. My hearing was based on troika themes, which were Vision, capital punishment/Operational, and People Manager/Team Management Skills of the managing practitioner. These themes were based on the VIP Model, which was proposed by Mark Hollingworth (2003, p. 34). harmonise to Hollingworth, a true leader is in fact a VIP, which stands for Visionary, Implementer, and a People Manager. These three primary leadership traits, in the light of other theories as well, will be mostly explored in this portfolio. Various other themes, such as handling parent-staff interactions, curriculum set, goals of the center, etc. were also considered, but afterwards careful consideration, it was deduced that Hollingworths three categories encompasses majority of the themes. For example, parent-staff meetings is a part of people manager category, curriculum setting falls in the implementation, and goal setting is definitely an element of the vision. As shown in auxiliary A, The format adopted for the interview was semi-structured, consisting of mostly open ended questions. The justification of using this format was to get to a deep insight into the mind of interviewee, and to judge his leadersh ip style according to VIP model and other contemporary management theories. In addition, the interview was designed and conducted with the intention of establishment of rapport, identification of see questions, and avoidance of leading questions (Partington 2001, p. 4). The conversation was carried out with utmost neutrality, empathy, and without any judgmental and sarcastic connotations. On the whole, the interview was primarily structured to find out if Mr. John Smith, our interviewee, has characteristics of becoming a VIP. It should be noted that, cod to confidentiality, the real names of our interviewee and care center are not revealed in this report. The significance of having a