Idea to Improve the Performance of Employees

This presentation discusses ideas and strategies to improve the performance of employees. It covers different leadership styles and their impact on employee performance. It also explores the importance of employee well-being and engagement in improving performance. The presentation highlights the link between positive leadership, employee engagement, and increased performance.

Running head: IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
Name of the Student:
Name of the University:
Author Note:

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
Slide 1:
The improvement of the performance for the employees is dependent on the wellbeing of
the employees and enhancing the engagement of the employees (Yang, Lee and Cheng 2016).
The objective of this presentation is taking the necessary steps for enhancing the performance of
the employees.
The aim of the presentation is to show the proper justifications so that the management of
the organization can convinced about the about taking necessary steps to improve the
performance of the employees.
Slide 2:
Leadership for improving the organizational functionality:
It has been seen that the leadership plays an important role in improving the quality of the
services in the organization. The main responsibility of the leader is to motivate the employees in
order to achieve the organizational goals. In this situation the perception and the experience of
the leader plays an important role for motivating the employees.
In order to understand the impact of the leaders on the performance of the employees, the
different types of leadership is needed to be considered at the first place.
Slide 3:

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
Democratic leadership: Democratic leadership is kind of leadership where the leader
will take the opinions of all the employees in the organization. However, the leader will make the
final decision on the basis of the opinions provided by the employees.
Participative leadership style: Participative leadership style allows the participation of all
the employees and the team members of the organization in the decision making process. In this
case, the leader will guide the employees make and implement the right action for meeting the
goals and the objectives of the organization.
Slide 4:
Bureaucratic leadership: Bureaucratic leadership is kind of leadership that impose strict
rules and regulations on the employees of the organization. This kind of leadership is not flexible
and the changes in the organization may not be possible easily as there are many rules and
regulations present in the organization.
Autocratic leadership: Autocratic leadership is a kind of leadership where the decision
making is dine by the leader himself. In this case, the leader can use either positive or negative
leadership. Te result or outcome of the leadership is dependent upon the approach of the
leadership.
Slide 5:
Effect of the positive leadership:

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
From understanding the different types of the leadership mentioned in the discussion, it
can be said that the regarding the types of leadership , two different categorization can be done-
positive leadership and negative leadership.
The positive leadership allows proper flow of communication between the leaders and the
employees. Apart from that the leader can inspire the team to do certain work and achieve the
goals (Gambi et al. 2015). In this context, the influential nature and the good personality of the
leader are important. The personality and the good behavior o the leader will help to enhance the
employee engagement and the employees will listen to the leader’s instructions.
Effect of the negative leadership:
In case of negative leadership, the leader may be treated as the outsider for the
employees. In this case not involving the employees in the decision making process can make the
employees not interested about their work. This will decrease the level of the engagement of the
employees in the work (Valmohammadi and Roshanzamir 2015). Some of them can become not
willing to work in the organization (Atmojo 2015). Apart from that imposing much rules and
regulations of the work of the employees and excessive monitoring can decrease the level of
creativity for the employees.
Slide 6:
Employee wellbeing and the engagement of the employees in the organization:
It has been seen that there is a relation between the well being of the employees in the
organization and the engagement of the employees in the organization. If the leader is concern
about the wellbeing of the employees in the organization , the impact of the action of the leader

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
is positive on the employees (Quintana, Park and Cabrera 2014). This will help the employees to
connect more properly with the organization and work. Apart from that the sense of team work
can be grown in the working culture. All these things will help to improve the engagement of the
employees in the organization.
Slide 7:
Impact of improper leadership in the organization:
In case, if there is not proper leadership in the organization, the employees will not
understand the objective of the organization and the actions needed to be followed for
accomplishment of the aims of the organization.
Slide 8:
In case, if the organization has a leader who is not proper for his or her role, the
employees may not get motivated about doing their roles in a proper way (O’Neill, Sohal and
Teng 2016). Sometimes employees may get deceived and the issues and the problems of the
employees may not be noticed by the management. This can lead to distraction of the projects in
the organization.
Slide 9:
Employee engagement and its link in improving the performance:
Employee engagement in the organization is defined by the level of the energy,
efficiency and the involvement in the work (Zacher, Robinson and Rosing 2016). The positive

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
leadership have certain impact on the enhancing all these three factors of the employees. The
engagement of the work is directly related to the productivity and employee wellbeing.
Slide 10:
Cont..
It has been seen that the engaged employee will devote more energy and time for doing
his or her part of work. This will increase the efficiency of the work (Bhuvanaiah and Raya
2015). The motivation will come from the positive leadership in the organization. So , it can be
said that that the positive leadership can have certain impact on the employee engagement and
increase of the performance of the employees.

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
References
Atmojo, M., 2015. The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance. International research journal of
business studies, 5(2).
Bhuvanaiah, T. and Raya, R.P., 2015. Mechanism of improved performance: Intrinsic motivation
and employee engagement. SCMS Journal of Indian Management, 12(4), p.92.
Gambi, L.D.N., Boer, H., Gerolamo, M.C., Jørgensen, F. and Carpinetti, L.C.R., 2015. The
relationship between organizational culture and quality techniques, and its impact on operational
performance. International Journal of Operations & Production Management, 35(10), pp.1460-
1484.
O’Neill, P., Sohal, A. and Teng, C.W., 2016. Quality management approaches and their impact
on firms׳ financial performance–An Australian study. International Journal of Production
Economics, 171, pp.381-393.
Quintana, T.A., Park, S. and Cabrera, Y.A., 2015. Assessing the effects of leadership styles on
employees’ outcomes in international luxury hotels. Journal of Business ethics, 129(2), pp.469-
489.
Valmohammadi, C. and Roshanzamir, S., 2015. The guidelines of improvement: Relations
among organizational culture, TQM and performance. International Journal of Production
Economics, 164, pp.167-178.

IDEA TO IMPROVE THE PERFORMANCE OF EMPLOYEES
Yang, Y., Lee, P.K. and Cheng, T.C.E., 2016. Continuous improvement competence, employee
creativity, and new service development performance: A frontline employee
perspective. International Journal of Production Economics, 171, pp.275-288.
Zacher, H., Robinson, A.J. and Rosing, K., 2016. Ambidextrous leadership and employees' self‐
reported innovative performance: The role of exploration and exploitation behaviors. The
Journal of Creative Behavior, 50(1), pp.24-46.