Critical Analysis of Articles on Leadership and Motivation

This report presents a critical analysis of three articles focusing on leadership, motivation, and employee retention. The first article examines the role of performance appraisals in motivating employees, analyzing a model with supervisor assessment and its impact on worker performance. The second article investigates strategies for motivating and retaining government employees, emphasizing the role of organizational social capital and the impact of job stress. It also critiques the limitations of the article, such as overlooking negative work culture. The third article explores motivating employees towards sustainable behavior, highlighting factors such as environmental concern, rewards, and organizational commitment. The report also includes a self-reflection section where the author discusses the influence of Maslow's hierarchy of needs on their motivation and outlines their approach as a future leader in an international organization, emphasizing the importance of understanding employee needs, fostering positive relationships, and providing career opportunities.

Running Head: CRITICAL ANALYSIS 0
Strategic Management & Leadership

CRITICAL ANALYSIS 1
Critical analysis of first article
file:///C:/Users/System04098/Downloads/3265249_1218766747_Kamphorstetal-2018-
JournalofEc.pdf
In this article, author has stated the role of performance appraisal in motivating the
employees. It has rightly stated that it is essential to measure the performance for the system
of compensation. It has analysed the model regarding ability of the supervisor in appraising
the performance of employees. It believes that this model has four features. It has assumed
that both worker as well as supervisor forms the perception of the worker ability. However, it
can prove to be wrong because ability of any person cannot be identified earlier. Secondly, it
has assumed that the supervisor differs in appraising the performance. Besides this, it has also
assumed an environment in which he utility of workers depend on the supervisor assessment.
However, it is not true that it depends on the assessment if a worker knows he or she is right,
it will definitely try to improve performance. The final assumption is correct that if the person
will be confident, it will always give the extra effort (Noe, Hollenbeck, Gerhart & Wright,
2017).
Author in this article has highlighted that positive appraisal always motivates the workers un
organization. However, Govindarajulu & Daily, (2014) also founded that negative appraisal
also motivates the employees sometimes. It is true that employees work hard when they get
negative appraisal. It has also given light on the concept of appraisal interview. It is being
stated that appraisal interview is done in order to improve the performance of worker in
future. It is right to some extent, as increment in appraisal (in terms of money or position)
always motivates a worker to work more better (Gkorezis & Kastritsi, 2017). However, there
are times, when workers get the negative appraisal. This might lead to decrement in the
productivity of workers. All the aspects of performance appraisal depend on the credibility of
the supervisor much more than the performance of worker. For example- if a worker is more
confident about his person then also his appraisal is done negative. In such case, it will lead
to distrust and negativity among that worker.
Critical review of second article

CRITICAL ANALYSIS 2
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3265251_1364746178_MotivatingandRetainingGovernme.pdf
This article analyse the ways to motivate and retain the government employees. It believes
that social capital in the firm of supervisor and colleagues support tends to retain the
organizational talent. It has also outlined that stress in job leads to more employee turnover.
Against this, it can be stated that several other things also link with the motivation of
employees. For example- Maslow need hierarchy theory has identified the certain level of
motivation for employees. These are basic needs, safety needs, security needs, self-esteem
need, and elf actualisation need. It is true to some extent that employee engage more when
they have trust with their co-workers. It also expects that higher level of motivation can be
seen in employees if employees hare the same goal (Mone & London, 2018).
Several authors’ perspective are given in the research article. One author has founded that
goof relationship among employee and supervisor is the reason for people to stay in
organization for longer. It is not true but because several other factors also depend on the
retention of employee in organization. The wrong statement of employee retention has been
identified that states that organization social capital leads to prevention of employee turnover.
There are several other reasons also attached with the resignation of employee in
organization. As different people have different priority. Some people give more importance
to money while some give more importance to their relation. Therefore, retention also
depends on the perception of people (Gawel, 2017).
This article lacks in explaining the turnover of employees if there is negative work culture
and negative work relationship in organization. There are times when conflict occurs between
the employees. In such a condition, employee leave the organization as it do not feel engaged
or involved with the people in organization. Moreover, conflict in the today’s business
environment is seen to be the major reason for employee turnover. Along with the conflict,
when employees are not satisfied with the pay or work culture, they tend to leave the
organization. There are employee who are not satisfied with the pay or salary of the
organization, then it becomes hard for them to survive for their living standard (Boice &
Kleiner, 2017). In such a situation, employees start searching for new job and leave the
current organization in which they are working.
Third article

CRITICAL ANALYSIS 3
file:///C:/Users/System04098/Downloads/3265250_136477384_Temmincketal-2015-
BusinessStra.pdf
In recent time, it becomes essential for the organization to comply with all the environmental
regulations as well as reducing the negative impact of environment. In order to comply with
all the environmental regulations, most of the organization introduces green technology or
business strategies. It has rightly stated that environment behaviour of employees is the
essential part of the solution. For this, it has also highlighted the motivation drivers of
individual. IT has identified the few factors attached with the individual environmental
behaviour (Sandhya & Kumar, 2011). These are promotions, rewards, and penalties.
However, it is not true that only these factors are responsible for motivating the employees
for following environmental factors.
The concept of environmental concern has also been identified in the article. It is defined as
the awareness and attitude of individual of individual towards the environmental threats. It is
also right that working for environment depends largely on the voluntary behaviour of
person. Some people take positive attitude toward the environment concern and they
participate in initiative taken for environment protection. However, the individual behaviour
also varies form organization to organization. Some organizations have taken the various
initiatives for such approach. Due to this, they are able to encourage the employees to work
by considering the environment. There are employees who also perceive that organization do
not provide enough support to the employees. It has also described the concept of affective
commitment is the degree to which an employees is emotionally attached with the
organization. if employee hold the string commitment, there are more chances for them to
work toward the organizational sustainability. It believes that if employees are committed
toward the organization, they will give more attention and time to the work as well as toward
the greening of the organization (Zheng, Diaz, Jing & Chiaburu, 2015). However, it is not
true as there are employees who do not work toward environmental sustainability until strict
actions taken on them. For example- some organizations made the policy toward the
environmental sustainability and corporate social responsibility. Many big organizations are
fulfilling its objective through the proper incorporation of these policies.
Self-reflection

CRITICAL ANALYSIS 4
The Maslow hierarchy theory of need has affected my motivation. I always as a student
admire to believe in satisfaction of basic as well as friendship need. I always inspired by this
theory. It has focused that once our basic needs are fulfilled, our attention goes toward
building the relation with other, self-esteem as well as fulfilling of personal potential (Kaur,
2013). I always work hard when I feel that my work is loved my colleagues and they will
accept it. Besides this, respect is also another thing that motivates me a lot. As a human
being, I always respect me and always want to seek the respect of other. In this way, respect
is the essential factor for me to motivate and do something productive. Self-esteem need
means achieving the respect from other persons. As a student also, we work properly when
we are given value and respect from something and in some field. Afterwards, self-
actualisation is also one such need that helps me in a greater way. I have founded as well as
experienced that when we are doing something of our interest, it will definitely motivate us to
do better.
If I will be at the position of leader in international organization, I will always admire the
work of employees. As a leader, I will sit with them and try to know their basic needs. After
knowing their basic needs, I will always make a plan to fulfil those needs. In addition to this,
I will build such a culture that will facilitate the positive relation and love among colleagues.
I will also make a policy through which all the employees will work as a team. Besides this,
group activities will also held by me time to time. Through this, employees will get to know
each other well and interact properly. In this way, I will build such a work culture that will
fulfil the basic needs as well as positive relationship of employees. In addition to all these, I
will also provide the career opportunity to employees as per their interest area. Inclusion of
all such things will definitely motivate the employees.

CRITICAL ANALYSIS 5
References
Boice, D. F., & Kleiner, B. H. (2017). Designing effective performance appraisal
systems. Work study, 46(6), 197-201.
du Plessis, T., & van Niekerk, A. (2017). Factors influencing managers’ attitudes towards
performance appraisal. SA Journal of Human Resource Management, 15(1), 1-10.
Gawel, J. E. (2017). Herzberg's theory of motivation and Maslow's hierarchy of
needs. Practical Assessment, Research & Evaluation, 5(11), 3.
Gkorezis, P., & Kastritsi, A. (2017). Employee expectations and intrinsic motivation: work-
related boredom as a mediator. Employee Relations, 39(1), 100-111.
Govindarajulu, N., & Daily, B. F. (2014). Motivating employees for environmental
improvement. Industrial management & data systems, 104(4), 364-372.
Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global
Journal of Management and Business Studies, 3(10), 1061-1064.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of
science and technology, 4(12), 1778-1782.
Zheng, X., Diaz, I., Jing, Y., & Chiaburu, D. S. (2015). Positive and negative supervisor
developmental feedback and task-performance. Leadership & Organization
Development Journal, 36(2), 212-232.