Leadership and People Management

This document discusses the concept of leadership and people management through real-life examples of Warren Buffet, Bill Gates, and Jack Stahl. It also explores the topic of motivation and the importance of teamwork in the workplace.

LEADERSHIP AND PEOPLE MANAGEMENT
Task – 01
LEADERSHIP
Leaders are people who can influence behaviors of others without having to rely on force;
those accepted others as leader (R.W.Griffin et al., 2016)
Leadership refers to an individual’s ability to influence motivate and enable others to
contribute toward organizational success. Management consists of controlling a group or a set
of entities to accomplish a goal. (Vineet Nayar, 2013 Aug)
Real life examples are used to below to discuss more about the concept of leadership.
Warren Buffet
Warren Buffet is an American businessman and philanthropist widely considered the most
successful inventor of the 20th century. He has amassed a personal fortune of more than $60
Billion by defying prevailing investment trends. (Britnnica, n.d.)
Buffet studies everything possible about the business, becomes an expert in the field and works
with the managers. He maintains a long-term perspective at all times and never loses sight of
the underlying values of a business. (Hagstrom, 2004).There is certain attitude and skills that
reflect on the personality of the Warren Buffet as a leader. There are optimistic, great
mentorship, successful communication, deep thinking, adaptive nature and appreciates
people’s efforts.
On the other hand he is an extraordinary manager. He considers for the stakeholders,
employees and uses many other managerial techniques.
In the mid-1960’s Warren Buffet bought 5% of American Express stock after the company took
a major beating on Wall Street when it was held liable for $60 million in a lawsuit. Buffet
correctly estimated that. After his $13 million investment became in to 40% of his partnership
capital. Buffet has made his success by sticking to his values and investing his money in areas

that fly directly in the face of intense market pressures to follow the crowd. (Kevin Monk,
2017).In Berkshine Hathaway’s 2010 Annual Report he states, “We tend to let our many
subsidiaries operate on their own, without our supervising and monitoring them to any
degree”.
Buffet’s has a Laissez-Faire leadership style also known as delegative leadership and this is
known to lead to lower productivity levels, but also increase in other resources for employees
and teams.
Bill Gates
Bill Gates is an American businessman, inventor and philanthropist. He is one of the co-founder
of the Microsoft corporation. During his career at Microsoft, gates held the position of
chairman, chief executive officer, president and chief software architect. (Wikipedia, n.d.).He is
a success leader with many leadership skills attitudes and knowledge such as looking forward,
growing and learning, having vision, stays focused, cares about people and creativity. (Sattar,
2019)
Moreover, Bill gates have managed to win over millions of customers because of his passion
and commitment to his work He inspires teams to commit to goals that would otherwise seem
unattainable.
In 1985 Microsoft launched windows. Bill Gates is then on the richest people in the world. He
used to visit new product teams and ask difficult questions until he was satisfied that the teams
were on track and understood the goal. (St.Thomas, 2014).
In this situation he used transactional leadership style. It focuses on results, conforms to the
existing structure of the organization and measures success according to that organization’s
system of reward and penalties. Transactional leaders are responsible for maintaining routine
by managing individual performance and facilitating group performance.
Jack Stahl
Jack Stahl joined Coca-Cola Company in 1979 as a treasury analyst, served later as the
company’s chief financial officer and after successfully leading the company in North America
and Latin America, became the president of Coca-Cola Company. He was appointed the
president and CEO of Revlon in 2002 and let the company through the five year period in which
its market shares profitability. (Wiley, 2007)
Stahl organize his leadership skills in to seven categories, what he call his “framework for
success”: leadership and management, creating a high-capability organization, developing
people, brand positioning with consumers, customer relationship management, financial
strategy and influencing people. (Stahl, 2007)
Stahl was made a mistake when applying leadership. He was asked by his then CEO Doug
Ivester to prepare a report with his team on a tight schedule. Instead of analyzing the team’s
readiness level and competence, he simply delegated large parts of the task only to find out the
project was largely undone by the time the deadline knocked the door. (Luenendonk, 2020)
Stahl learned then that effective leaders must know what kind of oversight to apply and when

in order to get the task done. He learned situational leadership style from this mistake.
Task – 02
MOTIVATION
Motivation is a process that starts with a physiological or psychological deficiency or needs that
activates a behavior or a drive that is aimed at a goal or incentive. (Luthans, 2011)
Reward system refers to all the monetary, non-monetary and psychological payments that an
organization provides for its employees in exchange for the work perform. Rewards schemes
may include extrinsic and intrinsic rewards. (NickRayan, 2019)
Real world examples are used to below to discuss more about ‘Reward System’
Nestle Company
Nestle S.A. is a Swiss multinational food and drinks processing Conglomerate Corporation
headquartered in Vaud, Switzerland. It is the largest publicly held food company in the word,
measured by revenue and other metrics since 2014. (Wikipedians, 2022)
Nestle launched a total reward system in an effort to be highly attractive to top talent. The
system aggregates all benefits and markets them to staff across the group. Remuneration
includes salary, any variable component of remuneration as well as social, pension and other
benefits. Employees are paid commensurate with their skills. Many facilities are also provided
to the employees. (O'Donovan, 2005). The common elements of their total rewards approach
are fixed pay, variable pay, benefits, personal growth and development and work life
environment. Nestle help its team keep their work and home life in balance through what they
call ‘perks at work’.
Nestlé’s motivation of employee by satisfying needs can be compared with Maslow’s hierarchy
of needs theory as follows.
How satisfying by Nestle Company

Self actualization needs Appriciating programmes, Shared responsibilities,
Gifts & travels, Promotions
Esteem needs Corporate Mentoring programme, Succession Planning,
Local & Intrnational trainning, Career Development
Social needs Work colaboratively, Gender balance,Education in
the community, entertainment
Safety needs Safety working environment, Insuarance,
Ocupational safety & health mangement system
Physiological needs Giving rest time to having their food,drinks
According to the McCelland’s Aquired Theory ;
Needs How satisfying by Nestle Company
Needs of achievments Practicing Trainning and team building programs to enchance the
knowledge and skills of employess through setting high
expectations and giving tools to complete one of most important
tasks.
Needs of affiliation Collaborative agile working environment, Stretches employee’s
thinking and encourages innovations and entreprenurial spirit,
Coporate culture, Collective dialogue, collective negotiations,
Needs of power Promotions, Shared responsibilities, Opportunities to develop
career in different countries around the world
According to the Victor Vrooms Expectancy Theory ;
MAS Holdings
MAS Holdings, the largest apparel tech company in South Asia, is a leading concept-to-delivery
solution provider in apparel and textile manufacturing, sought after by the world’s leading
brands. (MAS Holdings, 2022)
MAS Holdings was one of 11 trailblazing global companies that committed to improving the
Expectancy
setting high
expectations and
giving tools to
complete one of
most important
task
Instrumentality
Gifts
Promotions
Performance based
salaries
Travels
Valence
Increase moral and
performance.
Fast working

health and wellbeing of its workers and community members around the world in 2019 through
the UNF’s Universal Access Project and its private sector action for women’s health and
empowerment initiative. (GlobalNewsWire, 2020)
Through there are numerous reward system have been formed within the organization,
‘Women Go Beyond’ is one of the key recognition programs under Instinct reward which MAS
has been launched from the beginning. This is the women’s empowerment program which
promotes knowledge, awareness, leadership skills, attitudinal changes and the ability to
balance work and personal life. So, management uses a significant motivational theory to
identify the women who needs to be reward.
The motivation rewards used by MAS Holdings are classified as follow according to the
Maslow’s Hierarchy of Needs theory.
Self-actualization needs Development opportunities, Training programs,
Freedom to explore, steep learning curve
Esteem needs Public recognition, trust & mutual respect, freedom
with accountability, Employee assistant program
Social needs Team work, celebrate the diversity, fair working
environment, maternity & paternity leaves
Safety needs Job security, health lapses, Insurance
Schemes, Pensions
Physiological needs Means of heating, Space, Work and pay,
Paid time off
Methods of measuring the effectiveness of company reward system
 Companies use surveys, kPI and other performance metrics to measure changes in
knowledge, skills, attitudes and progress during the rewards program.
 Organizations with best results programs used calibration technique and multiple
metrics to ensure that only true high performers were rated highly. They tracked the
effectiveness over time of pay-for-performance measures such as goal alignment and
ratings calibration. (Miller, 2010)
 Nestle use some effective performance appraisal method that alien the employee to
achieve strategic goal. Nestle HR management follow self-rating, appraisal by
subordinates, ratting committees (nestle academy) and mostly use ‘360 degree
feedback’. (Khayor, n.d.)
 Nestle maintain a Performance Management system and make compensation report to
measure employee’s and whole company performance.
 Also can measure the effective of reward system from review communications strategy
and ask employees for their views. (TimBrook, 2021)

Ways to motivate staff
Organization can Process following motivational strategies to motivate their staff.
 Delegate power and authorities to employees
 Set small measurable goals
 Prioritize work life balance
 Offer flexible work schedules
 Recognize their achievements
 Offer foods in the workplace
 Share positive feedbacks
 Profit sharing in company
 Managers can be a respectful, honest and supportive to the employees
Task -03
TEAMWORK
Teamwork is “the process of working collaboratively with a group of people in order to achieve
a goal. Teamwork is often a cruel part of a business, as it is often necessary for colleagues to
work well together, trying their best in any circumstance. Teamwork means that people try to
cooperate, using their individual skills and providing constructive feedback, despite any
personal conflict between individuals.” (Gisbon, 2009)
A team can accomplish things which cannot do by individual. They can utilize knowledge and
skills among the team members to come up with the solutions.(cook,2009)
When I worked with the non-profitable organization, “HEARTBEAT” social welfare community, I
was working on the event planning team. In December of 2021 we had to plan a program to
donate books to a rural school to set up a library. There were 15 members in our event
organizing team. We had to aware those who wish to donate, collecting donates, coordinating,
reporting and many other works. “There were the president, secretary, treasurer, coordinator
and committee members in our organization team. It was a functional team. The president
managed the whole team as a manager and a leader.
Firstly we discussed about, what is going to do, our purpose and what is the chosen school and
many other basic decisions. According to the Tuckman’s 5 stages of group development, it is
the forming stage. After that in the storming stage and norming stage posts, works and
responsibilities were assigned to each one. In our performing stage we got the actions toward
goals and completions.
I enjoyed working on teams and I found that I am more successful at work when I have a team
supporting me. However, I also like to build a little alone time into my works. We met as a
group in the some days. The scheduled work and we were able to accomplish both our
collective and individual goal.
In my opinion the decision making process in a group can be quite slow because everyone has
to agree on the decision. Also various conflicts and disagreements may arise between team

members during decision making and distribution of positions.
Benefits of team working
The task will be completed much faster than if it is done by one. The end result can be a much
better one than an individually developed project because more eyes and more opinions in a
team. Also those who are beginners will have the chance to gain new knowledge from the
experienced members.
Teams are high motivation for people become part of something that give them recognition
and where their worth is acknowledgement. Teams that work together are more productive
and motivated toward organizational goals. Also teamwork helps everyone to communicate
better and more often in real time thus minimizing friction and delays. All this in turn leads to
higher quality output. (BIT.AI, 2020)
When teams work together, they are able to discuss and share a variety of perspectives of a
situation. This gives a chance to look at a problem from multiple angles thus creating a greater
multitude of solutions too.
From teamwork can make better brainstorming, it sets a path for greater dialogue on new ideas
and different perspective, its result is continuous innovation. (BIT.AI, 2020)
Teams are formed with diverse skills sets, knowledge levels and backgrounds. When the
diversity comes together it can gather sum than the total of individual efforts. Teamwork can
increase cooperation among members as they learn from each other’s mistakes and triumphs.
In addition team members get to know the people they are working with. By having people of
different cultures working together they give them the chance of learning about their
difference. More importantly they learn how to either use or work with those differences to be
a powerful team. Also creates a strong trusted bond and a team that enjoys working together.
Evaluating effectiveness of a team
Evaluating a team’s effectiveness is different than an individual’s performance. Here are some
ways to measure team effectiveness in an organization. Metrics are should establish for each
team project. If a team project been successful, cannot determine without predefined metrics.
One of the best ways to truly assess a team member is to ask the other members of the team.
This is generally called the ‘360-degree-feedback method’ and uses the comments and opinions
of other members to measure an individual productivity (Clarizen, 2019). In an organization,
manager can meet often with the team and get team member’s feedback.
Before delving into the evaluation processes, it is important to visit the original goals of the
team project. By taking a step back, this allows you to be better informed and puts you in the
right frame of mind to draw realistic conclusions.

Task – 04
PERFORMANCE APPRAISAL
Performance appraisal refers to the method and processes user by organizations to access the
level of performance of their employees. This process usually includes measuring employees’
performance and providing them with feedback regarding the level and quality of their
performance. (Dijk, 2015) The main goal of performance appraisal is to measure performance
to make sure that they are working to the required standards well as management can use this
appraisal for reward procedures.
The performance appraisal process is a formal interaction between an employee and his
manager that takes the form of a structured interview to examine and discuss strengths and
weakness. This is undertaken to improve current skills and knowledge and odder further
opportunities for improvement, development and growth. (Bhasin, 2021) Performance
appraisals are an annual process where an employee’s performance and productivity is
evaluated against a predetermined set of objectives.
Performance appraisal methods of selected organization and its success, usefulness and
recommendations for increase effectiveness are discussed in this blog.
Nestle Company
Nestle S.A. is a Swiss multinational food and drinks processing Conglomerate Corporation
headquartered in Vaud, Switzerland. It is the largest publicly held food company in the word,
measured by revenue and other metrics since 2014. (Wikipedians, n.d.)
Nestle use some effective performance appraisal method that alien the employee to achieve
strategic goal. Nestle HR management follow self-rating, appraisal by subordinates, ratting
committees (nestle academy) and mostly use ‘360 degree feedback’. (Khayor, n.d.)
In the self-rating method, there is a written document by an employee that sets out what they
think and feel about their work, their abilities, challenges and goals. Self-appraisal s offer
employees a chance to look at their strengths and weaknesses. Nestle take this appraisal for

testing ethical level of employee feedback.
In the ‘appraisal by subordinate’ method, the feedback of subordinates takes to rate
employee’s performance that includes questioner.
A rating committee is usually composed of the employee’s immediate supervisors. Using
multiple rates is advantageous. It can help cancel out problems such as bias on the part of
individual rates.
In the 360 degree feedback method, the employer collects performance information all around
employee from his or her supervisors, subordinates, peers and internal or external customers.
The usual process is to compile all this feedback into individualized reports or rates. (Michelle,
2007)
Performance management system at nestle consist of the following steps;
1. Defining vision statement
2. Planning performance
3. Implementation
4. Performance review and monitoring
5. Assessment and reward
Performance appraisal helps in employees’ personal growth, as they will try to overcome their
weaknesses and enhance their strengths. This will result in improving their performance and
gaining new skills and experience. Another way to utilize performance appraisal is by examining
previous results to understand how the company is currently performing. This can help
mangers determine future organizational goals and objectives. It can also help in assigning and
reallocating employees to the most suitable positions based on their abilities and skills.
Performance appraisal leaves a positive impact on motivation through identifying hard-working
and high performing employees and rewards them on their effort. Similarly, identifying high
performance also allow the company to efficiently allocate the promotions, bonuses, awards
and raises to those who truly deserve. In addition performance appraisal is a key feedback and
communication tool. After collecting performance results, companies will be able to provide
guidance to those who need guidance.
Companies can use data obtained from appraisals to design training programs that are best
suited for each employee’s needs. This will improve employee’s skills and increase their
chances of promotions within the company. Performance appraisal can also be used to
determine the effectiveness of the training by measuring employees’ performance and
comparing results before and after implementing the program.
Planning performance management system
Selecting a performance management system is not an easy task, every business has different
requirements. When planning a performance management system, should consider about
organizational goals. The system should be in line with organizational goals. Also it should be
simple and easy to use for all the employees. Performance management system should be

compatible with the existing systems in the organization. And it should generate real-time
reports to employee performance period.
The above mentioned Nestle Company can use methods such as Management by Objective
(MBO), managerial reviews, customer or client review and peer reviews as a new performance
appraisal methods.
In the peer review, team members and peers are anonymously asked to provide input on
specific aspect of an individual’s performance. Typically, peer feedback is providing to an
employee’s direct supervisor to inform the overall performance review process. (Caruso, 2014)
The organization can use the following form to use peer review as a method of performance
appraisal.
Employee Peer Review Form
Date:
Full Name:
Department:
Name of Peer being Evaluated:
Kindly share your feedback with us
Excellent Good Fair Poor Very
poor
How would you rate your peer’s
performance as regards teamwork
How would you rate your peer’s ability to
deliver projects on time
How would you rate your peer’s ability to
inspire team members
How would you rate the quality of your
peer’s within the team
How would you rate your peer in a
leadership role
What do you think your peer should improve on

Additional comments
Manager signature: Date:
Employee’s signature: Date:
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