Leadership & Management Theories for Organizational Performance

This presentation provides a comprehensive overview of various leadership and management theories and their application in enhancing organizational performance. It begins by discussing Maslow's hierarchy of needs and its relevance to employee motivation, followed by a step-by-step approach to designing and implementing motivational strategies. The presentation also delves into content and process theories of motivation, highlighting the roles of satisfiers and dissatisfiers. Furthermore, it explores different performance management approaches, including comparative, result-oriented, continuous feedback, and KPI-based methods, using examples from companies like Instacart and Tesco. Finally, the presentation examines transactional and transformational leadership approaches, along with scientific management theory and Theory X and Y, concluding with recommendations for organizations to focus on continuous improvement through transformational leadership and scientific practices. The presentation references several academic sources to support its analysis and recommendations.

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This is also helped for translating the certain kind of human behaviour that can be driving force
behind human action.

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Physiological needs
This is related to basic need of individual by which they can not live such as food water,
water, breathing, home etc. Aloes, this is basis requirement of human being in order to focus on
completing the need of an individual by this aspect. Without air, food, clothing, shelter, etc. cans
be considered as basic needs. Which are to be fulfilled in order to enhance the physiological
satisfaction of employees.
Security and safety-
This is the second level of Maslow's hierarchy theory in order to focus on the needs of
an individual is fulfilled but safety and security is necessary. This safety and security needs are
related to financial security, health and wellness, safety against accident and injury.
Social needs
In this stage individual is expected to get love, acceptance and belonging. Also, this is
related to emotional relationships that can be drive human behaviour also this is considered by
friendship, family relationships, romantic attachments, social groups etc. If the individual not
getting love and attachment they may face depression and anxiety.
Esteem needs
This is fourth stage of hierarchy needs of appreciation in which human being are
expected to get by focus more on all three levels completed. This is important behaviour which
is necessary to gain the respect and appreciation from others. Such as getting promotion at
workplace help to motivate employees by improving their performance as well as help to
complete self-esteem by feeling confident.
Self actualization needs

This is the last and peak stage of self actualization in which people are self-aware,
concerned with personal growth and not focus on opinion of others. In context to organization
it can be said that self actualization is related to exploitation of talents, potentialities etc.

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Step-1 Defining the need of motivation strategy
the employee retention is not much higher.
so it can be concluded that there is need to have motivation strategies.
Step-2 Designing the strategy
The employee retention rate is not high so they are not ready to work for longer,
with this regard, a better career advancement strategy is to be taken into consideration.
some tools such as higher focus on training, giving proper chances for career development
would be given to them.
they will be timely articulating their ideas and long run vision.
Step-3 Enforcement of motivational strategy
they will make it enforced.
In the first stage the strategy would be make clear to the employees.
then employees would be characterized as per their performance, experience, ability to learn
etc.
Step-4 Evaluation
The success of the plan and strategy would be measured by the committee.
If there is any mismatch, then will get addressed.

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Content and process refers to the theory which discuses a set of steps which are being taken in
order to hike the motivation level of employees.

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Satisfiers-
These factors are only useful if the employees are not having any issue with respect to their
work.
The key roles of these factors are to get employees motivated.
Dissatisfies-
If employees are not quite satisfied with their job and work then they can not be got satisfied.
It can also be said that these factors are quint essential for motivating employees.
As the views were shared by theories that if these factors are there then would not motivate
but their absence may demotivate employees.

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By practising the above mentioned model performance management can be carried out.
There are multiple models which can be used for managing performance continuously.

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Performance management approaches refer to those models or practises which are being
followed by an organization to manage the performance.
Comparative approach-
It helps to manage their performance.
If they are deviating from the decided standards, then better actions can be taken.
For example- Instacart Ltd uses this approach. They give ranking to their employees on the basis
of their performance. It paves way to manage their entire activities.
Furthermore, if there is any discrepancy then that can also be addressed.
Result approach
There are some tools such as rating tools, graphs can also be used to figure out exact results.
Then making changes in the overall performance.
For example- Big organizations such as Tesco plc is using this approach. They point out mistakes
made by employees, sales per month, or at every store, machine parts and their productivity
etc.
It helps to know the present deviations and also supports to eradicate them as soon as possible
in attempt to bring better practises.
Inculcation of continuous feedback approach
It is essential to know different perspectives to wipe out any potential discrepancy and helping
organization to boost up the overall performance.
For example- Big tech giant companies such as Facebook and Google constantly gather
feedbacks form their widely spread stakeholders.

It helps to know them existing lacunas and on the basis of this characterization they may go for
management of performance.
Using different KPIs-
This is a holistic approach of performance management.
All the organizations are having their range of practises and cannot rely on a single model due to
different prominence of each component.
With this regard using different Key Performance Indicators is the technique which is very
significant to manage the performance.
It totally depends on the needs of organization to fabricate its KPIs. Since all different
organizations are having their different realms to carry out operations.
Even the prominence of their activities can only be deciphered by themselves, so here, it is
quite rational to decide these KPIs.
These may consist a range of notions such as Sales, Turnover, Total Revenue, Positive Feedbacks,
Profit margin, Amount of wastage etc.
On the basis of these KPIs the performance can be managed.
For example- Big organization such as TESCO plc is having its pre-decided KPIs, which are being
used to measure its performance.
If there is any discrepancy it finds, then some copping up actions are taken to address those
perils.