The Impact of Management and Leadership in Human Resource Management

This essay delves into the significant impact of management and leadership on organizational performance within Human Resource Management (HRM). It emphasizes the importance of developing a strong performance management culture, highlighting how effective management facilitates regular employee-manager meetings, setting clear objectives, and providing coaching. The essay also addresses the negative impacts of poor management, such as work stress, blame culture, and reduced productivity. Furthermore, it explores the role of leadership in directing organizational activities, emphasizing the importance of interpersonal relationships and the leader's ability to influence subordinates. The essay references sources like Adler (2020) and Solansky (2014) to support the arguments, concluding that effective leadership is vital for corporate excellence and that organizations invest heavily in leadership training to enhance employee performance and achieve their goals.

Human Resource Management
Student’s Name:
Student’s ID:
Professor’s Name:
3/2/2020

2
As far as the impact of management on the organization is concerned, developing and
supporting a strong as well as the well-executed culture of performance management are
undoubtedly the critical areas where a manager can leave an impact on the results of the
business. According to Adler (2020), a system which is good design will facilitate meetings
regularly between employees and manager, providing a platform for assigning measurable
and clear performance objectives together with an opportunity for coaching. However,
irrespective of the supporting evidence, studies have proved that most of the managers have
failed in delivering their responsibilities. Therefore, one of the impacts of poor management
could be stress at work triggered by the consequences of unhealthy relationships with the
superiors or due to failure of control of workload.
It has been accepted widely that a majority of productive and engaged staff tend to
achieve a balance of work-life. Moreover, work stress can lead to misery, resulting in the
employee becoming drained emotionally, most likely to be unhappy in their job. In addition
to this, blame culture and resentment are toxic for morale, and subsequently, the productivity
result in a workforce that is less energetic. As a result, they care less about the work quality
and their overall operative level, making sure that the managers are responsible for an
individual, organizational department as lack of productivity or efficiency could potentially
have disastrous implications on the overall performance of the business.
Similarly, as far as the impact of leadership on organization's approach is
concerned, it refers to a process of influencing or directing the activities of a group organized
to accomplish goals by making communication with them. Therefore, it is premised on
interpersonal relationships. Thus a leader must belong to a group. Perhaps, what is implied by
this is that in an organization, the leadership thrives. Organizations consist of three elements

3
majorly, which must effectively interrelate, and the leadership goals and objectives must be
achieved. This includes tasks, management, and time people within the organization.
Leadership is the function of control with the search of the most prominent ways to influence
the subordinates for accomplishing objectives and goals within the continuous process of
coordinating material, money, and man. Thus, management in the form of leadership
determines rules, procedures, and policies guiding the activities and relationships in an
organization, which hence to a degree, determines the effectiveness in accomplishing the
objectives and goals of the organization.
As defined by Solansky (2014), in a group, the leaders provide direction,
coordinating the activities of the members individually, constituting the group, and ensuring
consistency. The leader’s image and quality of leadership are reflected through the attitude
and organization of the subordinate in the performance of the task. Hence, in using the
organizing power, the leaders decide the work behavior pattern, operation of a task, and
subordinate ethnicity. Therefore, it is significant to say that leadership is vital to corporate
excellence as performance employee. As a result, the organization spends a handsome
amount of money in search of leadership, which proves to be effective in training their e,
employees for the behavior of effective leadership.
References

4
Adler, R. (2020). Performance management and organizational strategy: How to design
systems that meet the needs of confrontation strategy firms.
Forbes.com. (2020). The Critical Role Of Leadership Development During
Organizational Change. [online] Available at:
https://www.forbes.com/sites/brentgleeson/2018/06/04/leadership-developments-role-in-
successful-organizational-change/ [Accessed 2 Mar. 2020].
Nair, V., Unnikrishnan, R. and AGV, N. (2019). The Impact of an Organization’s
Culture on the Performance of its Employees - A Study. Journal of Advanced Research
in Dynamical and Control Systems, 11(0009-SPECIAL ISSUE), pp.1143-1147.
Solansky, S. (2014). Education and experience impact leadership development
psychological empowerment. Leadership & Organization Development Journal, 35(7),
pp.637-648.