Managing and Leading People in the Workplace: Critical Analysis of Leaders' Role and Relationship with HR Representatives

Running head: MANAGING AND LEADING PEOPLE
Managing and Leading People
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1MANAGING AND LEADING PEOPLE
Table of Contents
1. Introduction..................................................................................................................................2
2. Management and Leadership of employees................................................................................2
3. Managing the employees within the workplace..........................................................................3
4. Identify and critically discuss appropriate models relating to the practice.................................5
4.1 Path-Goal leadership model...................................................................................................5
4.2 Transactional leadership theory.............................................................................................5
4.3 Trait theory............................................................................................................................6
4.4 Tuckman theory of group development.................................................................................7
5. Identifying and evaluating the relationship between the leaders’/Line managers role and that of
the HR representative in the management of people.......................................................................7
Evaluating the relationship between the leaders’ role and that of the HR representative...........7
a. Benefit......................................................................................................................................8
b. Limitations...............................................................................................................................9
c. Clarity......................................................................................................................................9
d. Tensions.................................................................................................................................10
e. Devolvement..........................................................................................................................10
6. Recommendations......................................................................................................................11
Conclusions....................................................................................................................................12
Reference List................................................................................................................................13

2MANAGING AND LEADING PEOPLE
1. Introduction
Leaders can manage the employees through motivating the employees in order to
encourage the productivity as well as ensuring the productivity. The leaders cannot force the
staffs to be successful in the workplace as the role of the leaders is to motivate the employees so
that they can work to achieve the organisational objectives. Leaders in the workplace can make
the plan of managing the employees after discussing with the Human Resource Manager (Bolden
2016). Line managers ask the HR manager to coordinate regarding the recruiting and hiring of
the employees and this coordination can benefit the organisation and the employees in
developing the training and development.
In this report highlights the critical analysis of the role of the leaders and their relationship with
the HR representatives in the management of people in the organisation today. In the first part of
the study, key practices of the leaders regarding the management and leadership of the
employees are explained with examples. In the next section, theories and models of management
and leadership of the employees are discussed; such as path-goal theory, transactional model of
leadership, trait theory and Tuckman theory of team management within the organisation. In the
final section of the study; the relationship between leaders’ role and that of the HR
representatives in the management is explained with limitations, benefits, clarity and tension.
Recommendations are also given regarding the management of the employees within the
organisation by the leaders.
2. Management and Leadership of employees
Within a workplace, it is required to manage the employees to develop the quality of the
work and the employees’ productivity. As stated by Thomas (2015), the performance
management can improve the quality of the employees' production and the responsibility of the
performance management goes to the leaders. Good leaders always value the employees' good
and happiness. However, a great leader provides values to the employees' engagement in the
workplace that results from the employees' happiness. The leaders can manage the employees
from their leadership styles and the leaders' styles can be autocratic, democratic or it can be
laissez-faire. When the leaders follow autocratic leadership; the leaders hold the ultimate

3MANAGING AND LEADING PEOPLE
authority and the responsibility for decisions within the organisation. On the other side,
Democratic leaders always take the decisions within the organisation after discussing with the
employees. Democratic leaders try to manage the employees including the subordinates into the
decision-making process. According to Goetsch and Davis (2014), democratic leaders take the
final responsibility; however, the leaders delegate the authority to other employees. Moreover,
sometimes the leaders give the authority to the employees as subordinates and departments are
allowed to work when they choose no interference. Laissez-Faire leadership style is applied by
the leaders in the least effective management and least satisfying workplace where the leaders
want to satisfy the employees through giving the power or authority (Shin et al. 2015).
The leaders try to motivate the employees to accomplish the work objectives. The leaders
control the work environment where the leaders try to motivate the employees and the workplace
should have positive work culture. The leaders must have good relationship with the employees
and it will provide important factor of establishing the organisational culture that facilitate the
workplace motivation. Workplace motivation is of two types; extrinsic motivation and intrinsic
motivation. As stated by Gruber et al. (2015), work culture comprises in the workplace where
employees must be trusted and treated like the adults. All the employees have their own set of
values, mission and strategic direction; the employees expect that their desires will be fulfilled in
the workplace. Team members in the workplace work under the supervision of the team leaders
and the team leaders ask the employees to share their vision. The leaders receive the frequent
communication and the leaders are treated with civility and respect (Bolman and Deal 2017).
Leaders in the workplace should show the respect for the team members and all the employees
irrespective of background they belong from. In order to maintain the cultural diversity at the
workplace, the team leaders can start the diversity training where the employees will be given
training. Team leaders discuss with the HR representatives about the new hiring and about the
vacant posts. The team leaders within the organisation manage the employees through
motivation, engaging the employees through their passion and the team bonding (Notrthouse
2018). The leaders have the responsibility to mitigate the employees’ conflict and they can
facilitate the peaceful and positive work environment through utter control on the team members.