HOLMES INSTITUTE FACULTY OF HIGHER EDUCATION UNDERGRADUATE PROGRAM SUBJECT OUTLINE HC 2101 Performance management TRI 3 / 2017 INDIVIDUAL ASSIGNMENT Submitted by: Kuldeep Kaur(EMV8761) Submitted to: Dr D. Ponton Introduction The leadership role has always been very crucial and essential role in the historical transformations, effectiveness along with failures, straying, and reconstruction of the organization. Leaders play a leading role in influencing the employees towards performance for the benefit of the organization. Talented leaders are the cornerstone of a given organization. An organization relies on leaders to provide the needed leadership to guide the employees through unprecedented changes that will occur in the organization (Kulkarni & Ramamoorthy, 2005). Many organizations around the world have fashioned a “democratic” environment that allows the employees to elect its leaders because of the increasing demands to develop a democratic workplace. This has been instrumental in improving the organizational performance, transforming human resource management practices, and improve the performance of leaders and managers. Without appropriate or effective leadership, even the boldest and best approaches “die on the vine”, as well as their potential is never accomplished. It has been established that electing the right leaders in the organization is associated with increased performance within the organization (McShane & Von Glinow, 2008). The paper will investigate the impact of electing leaders in the organization towards employee performance in the organization, implications for HRM practices, and implication for manager and leaders. Finally, the paper will look at the potential recommendations to the organization and the conclusion of the main points. Critical Review Leadership has to do with the active utilization of individual’s capability, as well as talents towards influencing others in the attainment of a common goal or mutual goal of the organization. Therefore, leaders play a leading role in influencing the way in which the employees will work that impact their performance within the organization. Leadership has been explained as a process of persuasion, in which the leaders act as a model for a team to inspire, motivate, and induce these people to pursue the goals of the leader and the organization. Leaders are responsible for the performance of the organization that is reliant on the employee’s productivity. The majority of the organizations around the world has embraced democratic environments that allow them to empower the employees to elect their employees (Kulik & Perry, 2008). Elected Leaders and Employee Performance Studies in leadership and human resources have confirmed that there is a powerful association between the behavior of the leader and the performance of the employees. Leaders inspire people, motivate them and nurture the best from these employees. Therefore, the behavior of a leader elected by the employees, the leadership style that the leader chooses to adopt may have an effect on the work outcomes; on the manner tasks are completed. This means that the leadership style employed by the leader may have an effect on employee performance (Gliddon, 2006). Leaders are important assets in the organization that ensures that the organizations attain their goals, especially the appropriate employees. The organization has adopted democratic environments that empower employees to elect their leaders in an effort of boosting their performance in the modern volatile and competitive business environment. This will ensure that the organizations do not impose leaders to employees, which may spark resistance from the employees whenever there is the need to introduce a change. Studies have established that employees will like to be associated with employees that they elected because they feel that they represent their interests. Leaders must ensure the formulation of strategies, systems, as well as techniques for attaining excellence, building knowledge along with capabilities. The value, as well as strategies, must assist, guide all acts in addition to decisions of the organization. Furthermore, a leader must motivate and encourage the employees, encourage employees to enhance productivity and the performance of the employees and must always be encouraging to the innovative along with ground-breaking ideas of the subordinates. According to Abbassi, Consequently, employees are influenced by leaders of an organization and they are their role models who they look upon for guidance. This means that the employees always take the guidance of their leaders seriously and the like to copy them, which boost their performance. Therefore, it is important in today’s environment for organizations to allow their employees to elect their leaders through creating a democratic environment that will promote effective leadership. Furthermore, leaders that are elected by the employees are seen as effective in influencing the employees’ performance for the success of the organization. Business management links their successes to the leadership efficiency, which means that the leadership exhibited by the elected leaders affects the performance of the employees and that of the organization. The leadership style of a leader usually has a substantial effect on the work performance of the workers along with the performance of the organization. Thus, the style of leadership employed by a leader will determine the performance of the organization that the employees should accomplish, and offer recommendations and feedback to execution (Kulik & Perry, 2008). Today’s leaders experience unprecedented challenges as the several organizations battle to embrace ever-changing rates of change both internally, as well as with the external environment, where they are entrenched. Leadership efficiency is a specific type of efficacy linked to the degree of confidence in the skills, knowledge, as well as abilities connected to leading the employees in the organization. Effective leaders that are elected by employees are able to guide them and reduce challenges, thus, increasing their performance out of the resources accessible (Purcell & Hutchinson, 2007). Elected Leaders and Human Resource Management Implications There is no doubt that part of the organization’s know-how wells in the people that form it, especially between the employees and employers. The worker’s knowledge value relies on their potential to contribute to the attainment of the organizational competitive advantage among the employees of the organization through electing the right leaders to ensure the organizations attain their performance goals (McShane & Von Glinow, 2008). Founded on the social exchange theory, employees a fundamental role in the HRM function towards improving the efficiency of the organization that ensures that the HRM goals are attained in a favorable way. In the strategic human resource management literature, it is claimed that HRM indirectly impacts organizational performance that will boost worker perforce in the HRM area. The HRM indirectly impacts the workers’ attitudes, behavior, and performance. Current theoretical models stress that an employee views on the way and the why HRM is executed all through the organization are vital towards steering attitudinal along with behavioral responses. Thus, the intended HR practices and strategies are those fashioned by HR policy-makers to accomplish preferred worker attitudes in addition to behaviors to contribute to the apprehension of the company’s strategy. Because of the political, institutional in addition to rational influences the real HR practices, which are implemented in the company hardly ever equivalent the planned HR practices. Thus, a main cause of supposed differences in human resource practices is the implementation of HR practices by a variety of line managers. The method where line managers implement human resource management practices will vary according to the (differing) levels of aptitude, motivation, plus chance of these line managers. As a result, workers’ perceptions of the effectiveness of human resource management implementation will rely on their leaders’ endeavor and efficiency, and these perceptions will have a pressure on their touching promise of the business. Leaders play a leading role towards the human resource management since the leadership needed for effective leadership in an organization. Leaders have a bigger role that plays towards the proper functioning of the organization (McShane & Von Glinow, 2008). The human resource management strategy entails the inner organizational skills and knowledge of leaders that will positively influence the employees in the long-run. Therefore, the relationship will be powerful when the employees elect the leaders in the organization. The successful use of the human resource management approach by leaders may help businesses use workers effectively for the execution of the organizational goals. The leaders elected will have the employees accomplish the goals of the management that are geared towards attaining the organizational goals. It has been argued that when leaders employ their leadership skills and knowledge will improve the self-confidence and interest of the workers towards attaining the organizational goals and interests. This underscores the reality that leaders have the role to play towards influencing the performance of the employees towards attaining their HRM goals within the organization. Studies have confirmed that most constructive HRM strategy has a secure relation to the organizational performance. Therefore, in the past, studies related to the HRM approach, it has been confirmed that HRM strategy has a significant association with the management performance, efficiency, economic performance plus marketplace value of an organization. This implies that the HRM strategy has an optimistic association with the organizational performance that promotes the performance of human resources that boosts the productivity of the organization (Purcell & Hutchinson, 2007). Leaders based in the HRM practice are about influencing, motivating, as well as allowing others to contribute, especially the elected leaders to the effectiveness of the employee and organizational performance. A leader’s behavior is very crucial regardless and effectiveness of the specific organization (Kulik & Perry, 2008). Thus, deeds by the leader may have a powerful impact on the motivational along with emotional positions of the workers and the effective attainment of the specific tasks that are carried under the human resource management department. Usually, leaders in the HRM apply different types of influence, as well as arrange the work setting that will enhance the attainment of the goals that should be attained for the successful performance of the organization and the employees. In addition, leaders apply different elements of the organizational culture based on the HRM are linked to the responsibility of leaders in fashioning, as well as sustaining specific kind of leadership. In the HRM viewpoint, leaders that are elected should demonstrate high emotional intelligence, integrity, self-confidence, and motivation that will ensure that they will achieve the HRM goals geared towards organizational goals and employee performance. Implications for Leaders and Managers Leaders have a primary role towards ensuring that the organization attains its goal and makes sure that the leader influences the decision-making towards the goals of the organization. That these leaders that are elected by the leaders will strive to meet the needs of the employees that, in turn, will ensure that these goals promote the performance goals of the organization. This underscores the fact that employees should have the voice to ensure that the employees elect their leaders. Therefore, several studies validate the association between the styles embraced by leaders and managers or those supposed as employees of different elements, like attitudes, individual characteristics, like age, education, gender, as well as managerial experience (Purcell & Hutchinson, 2007). Many studies have underscored the association between the leadership style, as well as the effectiveness of management’s behavior. Conceptually, every manager in the organization that has democratic leadership ensures that managers must use diverse leadership skills and employ their leadership skills towards boosting employee performance in the organization (McShane & Von Glinow, 2008). Managers as a leadership utilize many and sometimes opposite methods to guide employees that amount to leadership style. Managers follow the kind of leadership style in line with their humanism, as well as pragmatism. There is a powerful relationship between the style of leadership that managers use towards the effectiveness of the organization towards employee and organizational performance. This implies that managers and leaders should promote leadership in the organization that will change the organization’s culture. One of the most vital elements in influencing of thinking, as well as behavior in organizations, is leadership styles that will promote performance among the employees within the organization (Pajunen, 2006). Recommendations ⦁ Leaders must increase worker ownership along with accountability. The individual allocated the ownership could then “owns success or failure” of a specific project, and could be accountable for fashioning the work team in the work team, organizing meetings, as well as ascertain the timelines. The leaders would too then make the assignment of ownership public, to boost the owners’ feeling of personal answerability. Therefore, leaders must too set apparent anticipations to the owner for updates, as well as reports on the development of the project for optimum performance, innovation, as well as efficiency (Purcell & Hutchinson, 2007). ⦁ It is important for leaders to use their resources when they are elected by employees to optimize on their productivity capacities. Saving costs via using more unqualified along with low-cost employees might not unavoidably increase efficiency. They must also show a powerful support in permitting their staff to acquire novel knowledge along with skills and be individually effective. ⦁ There is the need for organizations to develop democratic environments that will allow the employees to elect their leaders towards ensuring the employees to increase the performance. The democratic environment will allow the leaders to understand the needs of the employees in promoting the employees’ needs. ⦁ Leaders play a leading role in sustaining or enhancing their workers’ job satisfaction. The leaders should maintain employees’ motivation and take definite activities towards enhancing productivity and efficiency. Leaders should set suitable examples and motivate their employees to make sure that the organizations to attain its goals. This further affects the efficiency of the organization, whilst workers that encounter job satisfaction is more probably productive and less likely to leave the organization (Davids, 2005). Conclusions The changes occurring in human resources are substantial, in both direction and velocity. Organizations should continue to develop an environment that will ensure that employees are allowed to elect their leaders that will ensure that there is increased employee performance and productivity. The leaders will either make or break the performance of the organization, which implies that there is the need for organizations to install appropriate leaders that will ensure that the organization attains its goals. In this context, employees should play a significant role in electing their leaders because these leaders will be supervising these employees. Research shows that employees tend to follow and copy their employees that mean that the employees that are elected by employees will be accepted by the employees and will motivate them towards organization’s performance. 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