Managing and Leading People

Running head: MANAGING AND LEADING PEOPLE
Managing and Leading People
Name of the Student
Name of the University
Author Note

1MANAGING AND LEADING PEOPLE
Table of Contents
Introduction:................................................................................................................................................................................. 3
Key practices for the Motivating and Engaging Employees:.......................................................................................................4
Focusing on happiness of the employee:................................................................................................................................4
Creating culture of autonomy:................................................................................................................................................4
Giving respect to each and every employees:.........................................................................................................................5
Leadership Philosophy:...........................................................................................................................................................5
Performance Evaluation:.........................................................................................................................................................5
Effective Communication:......................................................................................................................................................6
Training and Development:....................................................................................................................................................6
Equality of opportunity and fair treatment:............................................................................................................................6
Models of Motivating and Engaging Employees:........................................................................................................................7
Maslow’s Theory of Motivation:............................................................................................................................................7
Clayton Alderfer’s ERG Theory:............................................................................................................................................8
Herzberg’s Two Factor Theory:............................................................................................................................................10
Adam’s Equity Model:..........................................................................................................................................................11
IES Model of Engagement:...................................................................................................................................................12
Schmidt Model of Employee Engagement:..........................................................................................................................12
Relationship between Line Managers and HR Representative:.................................................................................................12
Benefits:................................................................................................................................................................................ 13
Devolvement:........................................................................................................................................................................14
Limitations:........................................................................................................................................................................... 14
Overlaps:............................................................................................................................................................................... 14
Conclusion:................................................................................................................................................................................. 14
References:.................................................................................................................................................................................16

2MANAGING AND LEADING PEOPLE

3MANAGING AND LEADING PEOPLE
Introduction:
In an organization the line managers plays a vital role as they are directly involved
with the managerial responsibility of the employees (Nielsen 2013). The line managers are
also involved in the activities which are very much important for organizations to run their
main businesses. The line managers plays various types of roles within the organization and
one of the most important role of the line managers is motivation and engaging the
employees towards the organization. Motivating the people is important for every
organization because this implies a highly productive staff which is actually beneficial for the
organization (Dobre 2013). Thus it is one of the main aspects of reaching to the business
goals. The line managers need to apply different types of strategies for motivating different
types of employees as needs of every employees are different. Also, engaging the employees
are important for the organization because it again leads to the fact of the better productivity.
When the employees are engaged with the organization, the organization gets a competitive
advantage over its market competitors. Also, better engagement creates strong trust among
the employees and organization.
To analyse the role of the line managers and their relationship with the HR
representatives for motivating and engaging employees the key practices chosen by the line
manager will be elaborated. For motivating and engaging the employees some appropriate
models need to be applied. In this discussion those models will be identified and will be
discussed critically. Following that, relationship between the line managers and the HR
representative identified and evaluated in this report.