Analyse how a business might use Mintzberg's roles of management.

Mark scheme

Marking points from the official mark scheme (Oct/Nov 2017). The mark or mark type is shown in brackets.

1. [8] Answers may include: Mintzberg identified ten roles common to the work of all managers – divided into three groups: Interpersonal: Figurehead, Leader and Liaison. Informational: Monitor, Disseminator and Spokesperson. Decisional: Entrepreneur, Disturbance Handler, Resource Allocator and Negotiator. A business / HRM can use these roles to: analyse the roles that need to be performed to support the effective management of a business and to identify any gaps; act as a benchmark for drawing up job specifications / recruitment criteria; act as a guide for the content of training and development programmes; be used as evaluative criteria for assessing the performance of managers; allows a business to recognise that management roles are varied and demanding.
2. NOTE. Answers in which the candidate discusses how a manager uses Mintzberg's roles and how the result of the manager's actions affects the business e.g. achieving objectives, having good working relationships, etc. are valid and can be fully rewarded.
3. [12] Answers could include: Effective leadership qualities will be identified such as: ability to set a clear vision and direction; ability to think strategically and see the big picture; motivate and carry staff along in successful achievement of goals; demonstrate resilience and risk-taking skills; inspire followers etc.
4. [12] Emotional intelligence – Some say EI is more important than IQ. ability of leaders to understand their own emotions and those of others to achieve business performance; the ability to understand people and to get staff to respond through respect and understanding; authentic leadership and servant leadership; Goleman's EI competencies: self-awareness; self-management; social awareness; social skills.
5. [12] The relative importance of emotional intelligence: how does EI complement and support other leadership qualities? without EI leaders may not gain the confidence of employees. 'soft is hard' in business leadership but it would be risky not to expect a balance and variety of qualities from an effective business leader.
6. [12] Evaluative comment/judgement of the view stated. EI may be one of a number of important qualities required of an effective leader. The balance within the cluster of qualities may well be critical, as would the specific needs of a business at particular times.