Examining Leadership Styles and Employee Performance in Organizations

The assignment seeks to delve into how leadership styles, including transformational and transactional approaches, affect employee performance within organizations. By integrating insights from various studies such as those by Arghode & Wang (2016) on engaging instructional practices, and Masa'deh et al. (2016) on the influence of transformational and transactional leadership on job performance, this analysis will explore the role of effective management strategies in enhancing employee outcomes. Additionally, it considers how training and development initiatives contribute to improved organizational behavior, drawing from findings by Kum et al. (2014) on training's impact on performance. The objective is to provide a comprehensive understanding of how different leadership styles can be leveraged to foster better performance and job satisfaction among employees.

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MANAGEMENT IN PRACTICE
Name
Course
Date

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MANAGEMENT IN PRACTICE
Executive summary
This report is based on a critical analysis, investigation and evaluation of trainer effects
on employee performance in Dusita thai spa in Switzerland. The report constitutes the findings
collected from the company as a result of survey, quesitionairre, and interviewing of staff
members of the company. For the reliability, comparison and verification, a diverse literature
review was also conducted that involved the use of different journals, books, and articles among
others. The report therefore was drawn from both primary and secondary research
methodologies.
Introduction
The purpose of this report is to critically analyze and evaluate the influence of trainer
effect in employee performance in Dusita thai spa in Switzerland. For decades, research has been
conducted to establish trainer impact in the performance of employees. The report is based on
critical investigation and analysis. In this report, we therefore analyze the impact of trainer in
employee performance
Methodology used in the data collection.

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For purposes of obtaining reliable and dependable results, two methods of data collection
were used, that is to say, primary and secondary method of data collection. For the primary data,
the researcher used different formats which included interview, survey; and questionnaires. On
the other, secondary data collection involved the review of several other findings by other
researchers. This was all aimed at creating more diversified findings for the research.
In the interview session, three trainers were interviewed to find out their views in relation
to the different training styles and trainer characteristics that are mostly used by them when
training. The interview involved ten brief questions and consisted of how they influenced/
convince people of the importance of the training, some of the differences that exist among
different trainers, how to evaluate the outcome of any training they conducted, how personality
affects the mode of training chosen the tips for effective training, what they expect at the end of
each training, some of the challenges they face and how they go about it.
Questionnaires were further designed by the researcher to gather the opinion of the
employees after undergoing training in session. The questionnaire was designed to be answered
by 30 participants. Of the thirty participants, 16 were females and 14 were males. This was also
aimed at gathering a more balanced or results in reference to gender. The thirty participants
involved employees from different work positions and departments of the company. It
constituted of 4chefs, 2receptionists, 1steward, 1fitness trainer, 1graphical designer, 4engineers,
a manager, a purchasing officer, 2human resources worker, 6marketers and 1concieger.
A survey was also conducted that aimed at ascertaining opinions basing on different age
groups. In other words, the survey aimed at establishing the characteristics of trainer effect in
employees’ performance in regard to the age groups. The survey constituted of 4age groups, that

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is to say; 18-25 years having six participants, 26-33 years having 8 persons, 34-40 years having
11 persons and finally, 5oer persons who were over 40 years.
SECONDERY DATA COLLECTION
Secondary data collection involved the review of journals, books and several other
articles. This was intended to identify some of the possible research gaps, clarification of the
hypothesis, and seeking the findings of other researchers. It therefore implies that the secondary
data was researched in the field of human resource. Some of the most relevant and reliable
journals used included........
Unfortunately, the one of the most relevant information concerning the company in
question could not be acceded due to the fact that it confidential. The management could not
allow the use of the company database as they said it breaks/ breaches the rules of the company.
The company profile
Dusita Thai spa is a hospitality company that offers a number of services including
different types of massages to suit different customers from varying cultures and different tastes
and preferences. Sticking to the main principles of chief executive officer/ cofounder of the
company, e business has tremendously and lucratively catches up from its time of establishment.
This is evidenced in the company's mission; this is “to be one of the biggest and best hospitable
companies in the world. The CEO in his speech, made it clear that the company hires the most
competent employees to work in the company and thereafter, they offer extra training to their
employees. He said this is one of the strategies they are undertaking to achieve the goals and
objectives of the company. The company has also invested efforts in impacting in its community
positively in order for it to gain a positive reputation in the industry. A non official conversation

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with one of the employees, he told me that the company services are fair to them as employees.
This is gave an insight to conclude that the company is also taking into consideration, its
employees which is still a way of obtaining high retention rate of employees. Given the fact that
management has it that for any company to be successful, it must be able to maintain its
employees for long and thus is an indication of the company success.
As a company policy, Disita thai spa offers training to its employees in their respective
fields of specialization as earlier highlighted there are basically two categories of employee in
the company, that is to say, the educated/ skilled and semiskilled. This leaves it inevitable for
training to take place in the company. The fact that the company is also receiving clients from
different part of the world with different life goals and hobbies.
According to Mr. Helal, the human resource manager, the company will organize training
sessions for it employees in different work department and different branches around the world.
All the necessary materials and support needed for the training session. Online training will be
applied where the employees will download the training materials through the online website of
the company. Through this, the company will be able to offer unified services to all its clients all
over the branches in different localities. However, the mode of training will be dependent on the
trainer's preferences in regard to the company goals and objectives.
For the training programming, the company is hiring three trainers to take charge of the
training and this is intended to help in achieving a diversified and competent staff. The head of
the trading program Miss Mildred has experience of over ten years working in the related fields
of management. This gives an assurance in the likely outcomes of the training. She is responsible
and accountable to the company executives and she is the one who signs for the materials from

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the company. Second to her is Mr. Chituma, the training supervisor. She is responsible for the
scheduling, tracking and supervising if the training. Finally, the
THE THEORETICAL REVIEW OF THE AVAILABLE LITERATURE
A number of research studies have been conducted in the defectiveness of different
training styles. This implies that different findings have been put toward by different researchers.
Roger Stuart and Homeless Len shot a book entitled "Theory and facts of effective training
styles". According to this book, there is no specific and best training styles that can be relied for
all aspects. However, the effectiveness of any training is dependent on how the trainers are to
adapt to the current situation or the kinds of trainees at their disposal. For example, the best
training method or style for a young age may not necessarily be the best for an older age.
Moreover, the contexts of training may also differ implying that the style should be chosen and
allied accordingly.
However, it highlights that the trainee-trainer relationship is very vital in any training
session. This is because, for one to understand and overtake any knowledge, they should be in
good relationship. For an effective training to take place, the trainer should not only understand
the employees relating characters but also be able to effectively apply a situational design model
according the current contexts or condition. Earlier experience by the trainers helps ten in
making adjustments in relation to the current condition. In other words, it is very vital to apply
past experience. Application of diagnostic tools when training is taking place, this helps in
making adjustments according to the way the learners or employees are assimilating bathe
content.

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According to Dhar (2015), three key training variables can be used in achieving effective
training result. It is important to incorporate trainer- trainee relationship. The three elements
include; trainer directive behavior, which is concerned with emphasizing quality of training in
relation to the objectives and goals of the training, content and procedures. The second one is the
trainer relationship behavior; this emphasizes establishing good working relationship between
the trainee and the trainer. Such relationships may be emphasized in form of appraisals such as
gifts, rewords, and application among others. Finally, the last is learner situational maturity. This
is concerned with learner perception in a particular learning context and circumstances. This is
demonstrated by the maturity concern of the trainee. In other words, a trainer is expected to
demonstrate a level of understanding that is in line with training for example, the trainees’
interest, willingness, educational experience and ability to assimilate what is being taught. It is
important to note that the variables work concurrently in order to achieve the best outcome of a
given training.
Noe, et al. (2014) also have it that determining the appropriate trainer styles in particular
context. It is typically vital to understand the needs, dislikes and motivation points of the learner
to help in arriving to the best results. They also highlight the importance of the trainees’ previous
experience. This is important in determining the type of resources to be used. As held by
philosophers, training/ teaching from known to unknown is the best and only way to achieve an
effective training. In their findings, it is important to develop an insight into the trainees about
the impotence of undertaking and understanding a particular training. This gives them the e urge
to keep attentive and curious of learning. In other words, giving an insight acts as a motivator to
the trainees.

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According to Yap and Webber (2015), it is palatably important to determine the level of
maturity of the learner/ trainee. In other words, the level of understanding of the person being
trained. They also encouraged the use of situational design to emphasize the trainers to be
explicit in nature in regard to the assumptions, intentions and data obtained. This implies the
quest for further research to substantially draw a more extensive observations and conclusion. In
this case, the trainees can use question answer method to draw a conclusion on the level of
intelligence and level of experience of the learner. In reference to the fact that learner experience
and maturity is vital for efficient understanding of content, the trainees should emphasize on
ascertaining the maturity and intellectual standard of the trainees. The trainers a should therefore
appropriately use the variables in establishing the results.
In relation to the various research studies we are therefore able to understand and
conclude that the use of variables highlighted in the literature theoretical review is very
important and for any trainer to achieve a reliable outcome from a training session should be able
to appropriately apply the variables. The variables mainly included trainer directive behavior and
ability, learner maturity, and trainer relationship behavior. With these variables, the trainer can
measure trainees’ background in related field, understanding the characters of the trainees,
willingness, and responsibility thus being able to choose the most applicable diagnostic Dir
active behavior to create a good trainer trainee relationship.
However, although these finding were adaptive in the rap world, we can still say that
there exists limitations of the variables. Given the fact that most raining events usually consists
of more than three participants/ employees, it is typically challenging to identity, ascertain and
apply such variables in a way that fits all the attendants.

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APPLICATION OF RHE THEORY
In regard to the interviews conducted by the researcher, where many trainers, supervisors
and human resource managers were interviewed, the research finding is that it efficiently works
with the behavior of the employees in the company.
From the diversified literature review, we also get to understand that hospitality industry
needs training to encourage the employees to gain confidence in areas that they are not familiar
enough with. From the literature, it was discovered that effective training achieved when
learning is conducted from known to unknown. It implies that training is necessary and
applicable in achieving a better potential outcome at work. If the trainee characteristics study,
work environment, and trainer design are effectively applied, the findings absolutely conform to
the drawn conclusion drawn by the researcher.
According Hafeez and Akbar (2015), when recruiting, general competences and
qualifications may be considered. However, after the recruitment, a general training is inevitable
for the newly recruited staff. This draws a typical application of training, as a very vital process
and this is clearly reflected in the in the hospitality company like Dusita Thai spa which serves a
multi-cultural bunch of customers from around the world.
Conclusion
In reference to the goals, mission, and policies being undertaken by the company, we can
confidently say the company has done a lot and still doing more as far as employee training is
concerned. The company has taken good initiatives in organizing a training sessions for its
employees. From the interview with one of the staff, we typically understand that positive trainer
effects on employees have a substantial contribution to the performance of the employees. This

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explains why the company has taken the step of organizing several training programmers’ for its
workers.
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