Moreover, talent management allows organizations to pick projects that are suitable for their talented employees for sustained productivity (Dessler, 2015). Furthermore, talented employees are able to increase production while reducing the cost
According to Bass and his colleagues ‘adaptive leaders work more effectively in rapidly changing environments by helping to make sense of the challenges confronted by both leaders and followers and then appropriately responding to those challenges. Adaptive leaders work with their employee to generate creative solutions to complex problems, while also developing them to handle a broader range of leadership responsibilities. Therefore the leadership style may have an impact on employee job satisfaction. The effects of leadership on employee job satisfaction also important because leadership is viewed by some researcher as on of the key driving forces for improving a firm performance. Effective leadership is seen as major source of management to sustained competitive advantage for organization performance improvement according to (Avolio, 1999; lado, Boyd and Wright, 1992; Rowe, 2001).
The character of this leader convinced his employees to exceed their performance in offering excellent customer service. This will aid to achieve the company’s objectives as well as improve the employees’ needs for achievement and self actualization (McCleskey, 2014). The Operations Managers at CIBCFCIB practiced the transformational leadership style where they inspire and motivate the team members to exceed their performance in providing high quality customer service and flawless delivery, and staff usually rewarded. In addition, operations managers and leaders provide learning opportunities and a supportive environment which increased efficiency. On the other hand, Transactional leaders focus on accomplishing their performance objectives, motivate employees through contractual agreement, stress extrinsic rewards and to avoid unnecessary risks (Burns, 1978 cited by McCleskey, 2014).
Employee motivation is necessary as it increases their productivity and efficiency, thus increasing the overall organization output. Motivation of workers is affected by four drivers namely: the drive to acquire, bond, comprehend and defend. These drivers are made to work with the help of certain factors. The drive to acquire is fulfilled by an organization’s reward system while the drive to bond is affected by the organizational culture. On the other hand, the drive to comprehend is affected by the job design and the drive to defend is affected by resource allocation and the performance of management processes (Reinholt, Pedersen, & Foss, 2011).
(1997) states that business and strategic initiatives lead to design of appropriate HRM system which leads to employee skill and employee motivation enhancement which results in productivity, creativity and discretionary efforts amongst the employees. If employees improve their productivity and creativity, it would improve ultimately organizational performance, which would be in the terms of profit and growth. Any organization experiencing a high profit and growth path would capture better market value in the business environment. Moreover, Delery and Shaw (2002) in their model describe that HRM practices including performance management supports workforce characteristics such as enhancement of KSAs, motivation level and empowerment, which help support improving
Supposed that convenience to training programs tends to increase the commitment level of employees, which has an impact on their performance. Performance level of employees was found to be a very high when they alleged benefits from attending a training program. Discovered that employees who alleged they could benefits from attending a training program displayed a very high level of commitment towards their organization resultant in high performance delivery in terms of better service
Participative leadership are take heed of advice from employees (Huang, Iun, Liu and Gong, 2010; Somech, 2005). Participative leadership involves employee empowerment and allowing employees to participate in decision making. The positive influences of this leadership strategy are it enhances productivity and increase quality of organizations products, operations, process etc. Besides this, the satisfaction level of employees will increase in this leadership technique. The negative influence of this specific strategy is that it involves issues of security.
There are several approaches to improve job satisfaction and employee engagement, first of all our recommendations to Kris Jenkins to develop job satisfaction and employee engagement of Salon Manager are, at the first stage, increasing the opportunity of promotion for the managers because fulfillment theory in order to make the employees happy you have to satisfy their wishes and demand and the more the employees earn the more satisfy they will be as (Çelik, 2011), stated. The second one is, the supervisors have to establish a strong connections with the subordinates, and the owner also need to establish a strong relationship with the managers “determination theory also proposes that in addition to being driven by a need for autonomy, people seek ways to achieve competence and positive connections to others” (Robbins & Judge, 2013 pp 208 ). The third one is managers should make decisions independently, at the same time the managers should know the organization 's goals and objectives properly. Secondly, our suggestions to Kris Jenkins to improve job satisfaction and employee engagement of Hair Stylist, firstly promotion opportunity has to be raised. Secondly, the relationship should be positive with the supervisors according to Harter and Schmidt and Killham in 2003 an effective manager is always listen to his subordinators and fulfill their needs and the managers have to find a relationship between the needs of individuals and the organization.
The idea is that a leader needs to develop as many high-quality relationships as possible to achieve the set goals. Good relationships will increases peoples sense of job satisfaction and develop ownership of goals and problems. Through good rapports productivity can be increased, organizational goals can be achieved, this is possible because of good teamwork and investment of the employee in the company. Within the LMX theory there are two groups, the in- and the out-group. In-group member are part of the inner circle from the leader, there have more responsibilities and the leader is trusting this group more to achieve goals as there are set by the leader.
In modern era and highly competitive climate between the organizations, the tendency to improve employee performance is by improving the HRM practices. The employee 's performance is use of knowledge, skills, experiences and abilities, to perform the assigned mission required by their managers efficient and effectively. The importance of the employees performance can be in form of several points such as : 1. Help to considering the cost of the resources used. 2.