A Comprehensive Study on Managing and Leading People

This report provides a comprehensive analysis of managing and leading people, focusing on the evolving role of leaders in modern organizations. It examines the importance of employee motivation and engagement, highlighting the need for leaders to build strong relationships with their teams and understand their individual goals. The report explores various models related to motivating and engaging employees, including the 4-drive model, and emphasizes the significance of consistent communication and a shared company vision. It also delves into the crucial relationship between leaders and HR representatives in achieving organizational success, discussing the benefits, limitations, overlaps, and tensions within this dynamic. The report underscores the importance of job security, a high-performance workforce, and a positive work environment in fostering employee engagement and productivity. It concludes by emphasizing the leader's role in creating a supportive and inspiring environment where employees feel valued and motivated to contribute to the organization's goals.

A Study on Managing and Leading People

Table of Contents
Introduction......................................................................................................................................3
General role of leaders.....................................................................................................................3
Motivating and Engaging employees..............................................................................................3
Role of leaders in motivating and engaging employees..................................................................4
Models related to Motivating and Engaging employees.................................................................6
The relationship of the leaders with HR representative in the management of people to achieve
organisational success......................................................................................................................8
Benefit..........................................................................................................................................9
Limitations...................................................................................................................................9
Clarity.........................................................................................................................................10
Overlaps.....................................................................................................................................10
Tensions.....................................................................................................................................11
Devolvement..............................................................................................................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................14

Introduction
With the advancement in the businesses these days the role and function of the leaders has also
modified a lot. These days the role of line managers is not just restricted to guide its followers to
team members rather the function has extended to a great extent. Now a day a line manger or a
leader has also required making a good relationship with the team as well as with the HR
representative in order to attain organizational success. In order to do so they have to confront
different types of barriers, advantages, overlaps along with different kinds of stresses too. In this
given research study a thorough research will be conducted so as to show the relationship and
also the role of the leaders by use of motivation and engaging workers in the work.
General role of leaders
Leaders are people who are essential to the development of an organisation and they are the
crucial decision makers in the creation of successful business policies and practices. Most leaders
are representatives of the organisation they work at and are responsible for the perforce of the
team. There is essential value in how leaders are known to create employees to become more
enthusiastic about organisational goals as well as provides support to all employees and acts as a
guide and friend if needed to ensure that the people under him are able to share their problems
and work towards reaching the organisational and personal goals (zhou, 2012).
Motivating and Engaging employees
One of the most prominent concerns of any leader is to ensure that their workers are feeling
valued and are envisioning their personal goals with the organisational goals. The most impotent

aspect to note about this situation is the fact that most leaders find it hard to understand how to
keep their employees motivated and engaged. With only a small percentage of the global
employees being actively engaged with their employers, it is a highly difficult task, but not
impossible. The first and most important aspect to note is that the leaders need to be more open
towards employees and learn to know them better with appreciating their work as well as
understanding their values and culture. The first thing an employee wants is acknowledgement
for their work and consistent feedback. With different people working and ticking in different
ways, many employees feel that they are clueless about what their managers are looking for or
require- as well as how well they think their work is being appreciated. If no consistent feedback
is provided, it becomes hard for employees to understand what is working and they become
frustrated (Siddhanta, 2015). As a leader, engaging with employees regularly, knowing their
skills and being interested in their activities after work can be highly beneficial for creating a
lasting bond between employee and leader. Acknowledging personal information, retaining
names of family members, or remembering special dates can give a tremendous boost to the
employees. The other way can be through the use of proper training methods to help your
employees get more skilled in their work. Every employee appreciates the organisation’s efforts
to train and increase their skills, which in turn creates a sense of fulfilment as well as
achievement for employees and create better engagement with the company (Dobre, 2013)
Role of leaders in motivating and engaging employees
It is essential to note that management and leadership play a lot of role in engaging employees
and keep them involved in their jobs. There is varied definition of what people think of as
engaging in their workplace and how employee engagement can be defined in terms of how they

believe that they are motivated by their seniors to become engaged with their workplace. At any
given point the employee engagement ration hardly goes after 1/3rd of the total employed people,
and this is a shocking fact. The idea that 2/3rd of all employees in the world are not engaged with
their work is a huge gap between how employers want their employees to become associated
with the workplace and how much they actually are. There is always a debate about how they
believe that leaders have ample opportunity and tools to engage the employees and make them
feel responsible and part of the work culture , and hence the job.
What managers are capable of and how much effort they provide are different definitions of how
they are working. There is a need to understand that employees are directly influenced and
impacted by how they feel about their manager’s engagement with the company. In order to
create a better engagement between employees, it might be best to have a few guidelines that
managers and leaders can use for their methods to engage properly.
Communication- Consistent: There is a need to understand that as human’s employees seek
acknowledgement of their work, seek communication like feedback and if the leaders are
engaging in more than transactional talk, they are more than happy. There are various studies
that show managers or leaders who talk through either method of communication to their
employees can make them up to three times more engaged with the work. There is a need to
understand that in a large organisation it might be difficult to talk individually to all of the people
but having periodical meetings and having a regular conversation, electronically, over the phone
or verbally can be great way to engage them. Most engaged employees are seen to see their
leaders as interested in more than the work and sometimes even as their mentor and guide for
their life outside work (Liebhart, 2010).

Embed the company vision within employees: Every organisation has a vision and the leader can
help employees to see and understand the vision statement of the company. It is better to
understand that the employees need something that can remind them of the values and inspiration
behind the company which can motivate them to become more engaged.
Involvement with the Employees and in the company culture: Sometimes just inspiring is not
enough, it requires the engagement within the company to let people see that you are equally
interested in becoming a part of the office culture. Participation in various culture activities as
well as active engagement in other occasions within the organisation is seen as encouraging and
engaging leader (Kazimoto, 2016).
Models related to Motivating and Engaging employees
It is possible to see that many people might find the complex idea of motivation quite tough to
understand and even experienced leaders might need a guidance to help them follow the right
path to success when they are thinking of using motivation to engage employees. There is a deep
connection between how people are motivated to work as well as how engaged they feel with
their employer. One of the most important factors to note in this case is that engaged, the word
has different meaning for the different employees and employers. The main aspect of the term
depends on the fact that engagement from the employee means the ability and the want to
become a part of the work culture, to become enthusiastic of the work and to be engaged within
the work. The main step where most efforts to engage employees fail is the inconsistent approach
and not regarding the most important factors that determine the employee’s engagement with the
employer /organisation (Gagne, 2014).

(zhou,
2012)
One of the most common factors that make the employees engaged is a great leadership. The
leader who follows great authorship and is good in his handling and communication with
employees sees great benefits from the engagement perspective. Mostly, it can be said that a
good leader and a good leadership skill can take any employee to become attracted to his duties
and become a part of the work culture. There is also the importance of the employees who are
supporting the said employee, and it can be said that once the co-workers are supportive, it
becomes easy for people to understand how they can help each other succeed and increase
engagement. Job security is something which makes employees very tensed and often
disengaged with the employer and the company. This is the worst mistake that can be made by
leaders and HR, which is to create a hostile and volatile work situation for an employee. When
tensed and not sure about his/her job security they will not engage with the company and be
Engaged
Employee
Credible
Leadership
Supportive
co-workers
Productive
Workplace
Job security
Job
satisfaction
High
Performance
Workforce

unaware of the ways of organisational success. A high performance workforce and an overall
productive workplace is also a great stepping stone to better productivity and engagement from
the employer. There is surely a better way to create a more productive workforce with the help of
various policies and by changing work patterns and techniques. This can be achieved easily and
with successful projects and work, employees will feel happy and content, engaging them. The
overall good workplace, good workforce and productivity ensure that the employee feels
satisfaction at his/her achievements (University., 2008).
There are a number of motivational models, among which the 4 drive model of employee
motivation is quite apt for the situations faced by most large scale companies today. There is a
need to understand the four levels of the system which are: (1) Acquire, (2) Bond, (3) Culture
and (d) Defend. These are the levels that need to be understood but the leader and the HR team to
help the employees find better perspective and vision for their work and become engaged with
their organisation.
The relationship of the leaders with HR representative in the
management of people to achieve organisational success
In the situation where organisations are led by Leaders and management and the HR supports it
there should be ample cooperation between the two fields that are very important to the
development of the organisation. There is a need to understand that most organisations need to
focus on how to create better organisational policy as well as develop the ones that are currently
in action. One of the most impotent aspects that one needs to understand is that there are various
benefits and shortcomings that re associated with the relationship between the leaders and the
HR teams. There is also an interdependency amend these fields and the organisational success.

Opine of the most important factors to note is that while there are certainly some pitfalls that are
associated with the connection between the HR team and the leaders in motivating and engaging
the employees. Most employees find it beneficial for them as well as also inspiring when they
feel that their leader is able to understand and comprehend their problems, when the leader is
communicative and knows how to aspire them to get more out from their skills (Gagne, 2014).
Benefit
The HR and the leaders are important part of the organisational culture and it must be understood
that both of them rely on one another for the smooth running of the company. There are a
number of factors that are beneficial for the good partnership between the HR and the Leaders,
among which organisational success are the most impotent ones. Organisational success can be
termed as something that can be said is that the Employees would get a boost from their
organisations and leaders. It is essential to note that most people find that leaders are known to
inspire people to perform netter and the main perspective of HR is to provide the possibility and
help for employees to do better job done to get the best out from their skills. There is a nee dot
understand that when leadership and HR work hand in hand, it it easier to implement changes,
see the difference in people and inspire them to become more engaged with the company (Miss
Waiganjo, 2012).
Limitations
Although there are a number of benefits that can be derived from using various skills and models
to ensure that your employees are engaged, there are a few limitations too. There are a number of
factors that can come in play when you think about the limitations about how the association and
efforts of the HR team and the leaders can turn out for the Company. The first problem which
can be discussed here is that some leaders can be less cooperative towards having the HR setting

the organisational policies and values and can be difficult. Both Human resources team and a
leader have similar duties, providing the workforce an enthusiasm, a goal to stick to. The leader
inspires, whereas the HR team provides them the option and the methods to achieve their goals.
The two are interconnected and need to be understood in terms of the fact that leadership gives
the employees a path to follow; it inspired them to work hard, become aware of the company
values and strive towards achieving them (Walsh, 2010).
Clarity
The factor of clarity is essential for a leader and there is a need for understanding is theta most
leaders find clarity an important and engaging factor in their book for inspiring people. IT is true
that the people find it easy to associate themselves with companies that are known to be clear
about their undertakings, their works and their processes. In order to become more acceptable
and easier for employees to become engaged with their employer, it is surely impotent that the
company understands the needs of the employees as well as understands that it is not easy for
employees to trust a company without proof. Being clear about the happenings and drives that
are taken by the company ensure that the people know how their company is faring as well as
understand that they are associated with a good company which does not hide essential
information from the employees... this creates better engagement from the employees.
Overlaps
There is a need to understand that since both of the department work in order to make unit easy
for the company to run smoothly and keep the employees engaged, it becomes troublesome for
the people to be able to distinguish between the needs and requirements from both the teams.
The leader needs her support of the HR to make the people understand and follow the steps
provided by them. There is a need to understand that with effort and skills it is able to make it

easy for the comp0any toy succeeds any goals and to understand the requirements of the
company and the people. The HR team also needs the support of the leader to make their plans
and requirements heard and followed. With the help of the leader it can be easier to implement
changes and get people to follow the rules, which would help the HR derive more productivity
from the team (Kazimoto, 2016).
Tensions
There are also tensions between the HR team and leaders and in many cases this tension is the
cause of the association with the leaders, the employees and the team of the HR. The amount of
tension that drives the team is dependent on the fact that the HR team is closely associated with a
number of teams- the management, the leadership teams, the managers, the employees and
others. There are a number of challenges they face, which they know are needed to be solved in
order to perform the day to day activities of the organisation smoothly. There is also a need to
understand that in most cases, it is the duty of the HR to manage people efficiently and aptly,
reducing costs and increasing skills and productivity. It is also necessary to understand that with
the help of the management, and better human resource plans, it is achievable and can result in
higher yielding service, but HR also has to understand the requirement of the employees and
work towards fulfilling the required needs in order to maintain employee satisfaction (Kazimoto,
2016).
Devolvement
There are a number of factors tasty re associated with the term devolvement. With costs rising
high, many companies were forced to cut down o9n the human resources power of their
organisational ND to include line managers and give them the usual duties performed by their
staff members, There is also the need to understand that these people were quite doubtful about

how much a line manager can function the work of a HTR worker, but the possibilities of
problems were huge. There is a sneer dot understand that line managers already have a lot of
work to do, and most of the time, they are unable to find the extra time or free time to maintain
their duties of HR. There is a need to understand that the essential HR duties like employment
process, administration and monitoring employees are hard work which needs to be done with
wholehearted concentration- something which is impossible to attain from the people who are
not having time to perform their duties. Also there is a matter that to perform HR duties,
managers require a HR background or they need to understand and have knowledge about the
employment laws that are currently follows. There may be various problems which can legally
hamper the process of employment and cause significant damage to the company. There is also a
fact that if managers have the power to decide the path, they might create difficult or different
path for their employees whereas as a HR unit they would have not been able to do it earlier
(Kazimoto, 2016).
Conclusion
One of the most important aspects of Leadership lies in the efforts to ensure motivational
engagement from employees, as well as creating great relationship with the Human Resource
team to get the maximum benefits out of skilled employees. A highly skilled and motivated
workforce can achieve any goals it desires, and this is what the role of a leader requires. The
performance of the leader and the extent of success of the leader hugely depend on the fact that
leadership is regarded as the essential part of an organisation, as HR is understood. This makes it
essential for both ether facts to work together to create organisational success. This is the reason,

why many companies stress on the impact of leadership as well as the HR skills for the
development of business and the success of the company.

References
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Socio- Economic Research, 5(1), pp. 53-60.
Gagne, M., 2014. The Oxford Handbook of Work Engagement, Motivation, and Self-
Determination Theory. s.l.:Oxford University Press.
Kazimoto, P., 2016. Employee Engagement and Organizational Performance of Retails
Enterprises. American Journal of Industrial and Business Management, 6(5), pp. 516-525.
Liebhart, M., 2010. Between planned and emergent change decision. International Journal of
knowledge culture and change management, 10(5), pp. 214-255.
Miss Waiganjo, E. W., 2012. Relationship between Strategic Human Resource Management and
Firm Performance of Kenya’s Corporate Organizations. International Journal of Humanities and
Social Science, 2(10), pp. 1-9.
Siddhanta, A., 2015. Employee engagement Engaging the 21st century workforce.
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