PGBM02: Analyzing Leadership for High-Performance Organizations

This report critically analyzes the leadership characteristics necessary to create a high-performance organization (HPO), outlining major characteristics, justifying their importance, and aligning them with appropriate leadership styles. It also examines how a manager can enhance organizational performance by focusing on motivation and engagement, utilizing Maslow's hierarchy of needs to understand employee motivation. The report emphasizes the manager's role in motivating employees, developing skills, clarifying roles, fostering trust, and maintaining organizational culture to achieve overall objectives and enhance high performance. This document is a student contribution and is available on Desklib, a platform providing AI-based study tools and a repository of past papers and solved assignments for students.

Running head: Management
Management

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Table of Contents
PART – A......................................................................................................................................................1
There are many characteristics of high-performance organization.............................................................1
Part – B........................................................................................................................................................2
Role of the manager in increasing High-performance organization............................................................3
References...................................................................................................................................................4

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PART – A
Leadership plays a great role to enhance the performance of the organization. It is seen
that if proper leadership is there in the organization then it can help to increase the working
pattern of the employees. The High-performance organization managers give value to the
opinions of the employees and also consider important business and organizational processes.
To make mistakes and to consider the risks are always stimulated in a high-performance
organization as the opportunities are more (Goleman, 2017).
The high-performance organization has many unique strategies that make the company
stand out in its sector. This type of organizations ensures that the competencies can be
retained in and also outsourced effectively. In this the senior managers accomplish the goals

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for all the departments and also measure the progress toward goal achievement (Buckingham
and Goodall, 2015).
There are many characteristics of high-performance organization
a.) Measurement and Feedback: It is seen that the performance of the employees is
measured in the high-performance organization. High performing employees take into
consideration feedback so that they performance can be changed to accomplish goals and
objectives of the organization. Also, leaders make proper decisions so that high-level
decisions can be made to make weak units of the organization stronger.
It is important to give feedback so that they can perform more efficiently and
with dedication. In this laissez-faire leadership style is seen in which it is important for
the leaders to give directions by analyzing the performance of the employees. For
example: To transfer senior leaders to the organizational units who are not performing
well so that they can perform properly (Cummings and Worley, 2014).
b.) Clear management: Managers are an important part of the high performing organization.
They have the idea to clarify the criteria that are used to evaluate the performance of the
employees. It is important as it helps the employees of the organization to conduct the
activities in an efficient way. The leadership style that is seen is transformational
leadership that needs the engagement of the management to meet the goals. The leader of
the company gives emphasis on the activities and delegates the small activities to the
team so that it can be completed on time (Katzenbach and Smith, 2015).
c.) Collaboration: Talented candidates are the biggest advantage for the high performing
company as they know how to collaborate in a proper manner. If the collaboration is
done at a high level then the candidates are capable of achieving the goals of the
performance and the environment of the company will be positive. Leaders try to
maintain proper collaboration with the company so that the performance of the
employees can be enhanced.
Collaboration is important as it gives motivation to the employees to work
efficiently and with dedication. In this participative leadership style is seen as the value
is given to the team members and also in this style of leadership, the motivation level of
the employees is enhanced.

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Part – B
The manager can increase the performance of the organization by taking into
consideration motivation and engagement factor. Motivation helps the employees to
increase the efficiency of the employees towards work. If proper motivation is given to the
employees then it is evaluated that the engagement increases towards the activities of the
organization. The most popular model of motivation is Maslow need hierarchy theory in
which the leaders should consider the basic needs of the employees so that they can give
towards the assigned activities.
Maslow needs hierarchy theory is related to the basic human needs and people are
motivated by considering five basic needs (Barrick et al., 2015). These requirements are
considered so that the satisfaction level of the individual enhances effectively. These needs
are:
a.) Physiological needs in which food, shelter, and clothing are needed by the employee. So,
the company should offer proper wages so that the basic needs can be fulfilled
effectively.
b.) The need for safety and security: In this freedom from danger, health care facilities and
job security should be there so that the employee can work with satisfaction and
dedication. If there is no security and benefits given to employees then it can be difficult
to conduct the activities with efficiency.
c.) Belonging needs: The leaders should give emphasis that employees are conducting
activities with proper friendship and love. This is also the basic need that is important for
an individual.
d.) Esteem need: Feeling of achievement is considered at this stage. It is important to
enhance the motivation level by giving appreciation. If employees are appreciated then it
can be easy to conduct the activities of the with high motivation level (Nuttin, 2014).
e.) Self-actualization need: this is also the important need of an individual and helps to
motivate the employees. It takes into consideration the capability of the individual to
perform the activities properly (Miner, 2015).

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Role of the manager in increasing High-performance organization
The manager plays an important role to enhance the overall performance of the
organization. Motivation to the employees is given by the manager of the organization. If
motivation is given in proper manner then the positive outcome can be attained and if there is
lack of motivation then it is difficult to achieve success. Manager of the organization also
helps the employees in their work and the result that is attained is related to high workforce
quality. The skills are developed in such a manner that it helps to attain positive results and
also enhances the creativity of other employees.
The role of the employees is clearly explained by the managers. If the roles of the
employees are clear then it can easy to connect with other team members and also the needs
of the stakeholders are fulfilled effectively. Managers of the organization also help to create
trust and proper coordination between the employees that led to enhancement in the high-
performance organization. The culture of the organization is also maintained by the managers
of the organization (Pinder, 2014).
So, it is seen that managers are important for the organization to accomplish an overall
objective and also to enhance the high performance of the organization.
References
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective
organizational engagement: Linking motivational antecedents, strategic implementation, and
firm performance. Academy of Management journal, 58(1), pp.111-135.

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Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics).
Harvard Business Press.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-
performance organization. Harvard Business Review Press.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Nuttin, J., 2014. Future time perspective and motivation: Theory and research method.
Psychology Press.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.