Organizations around the globe have learned to adapt quickly to the changing trends. Business operations are cumbersome and require continuous support from each department or level in an organization. Human resource is a crucial asset to an organization and facilitates the smooth running of an organization and achieving its objectives. Human resources can be a competitive tool of an organization or a business if managed effectively, especially in the current competitive world. Leaders have a significant impact on the productivity of subordinate staff; therefore, employing a good leadership style is economically essential.
Effects on the Management
The leader's perception will lead to underestimating the perspective of other subordinate staff since he believes she is too valuable. The attitude he has will affect his choice since he will mostly overlook the idea of consulting other staff. This kind of behavior will affect his decision-making, which demands the leader to consult from all departments. Evaluation of employee performances will always base on individual assessment rather than having one employee set as a pacesetter.
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When leaders make one employee more superior or closer to them than the rest, they send a message to staff and members that they are less valuable. This kind of leadership can spread negative attitudes or even lower the morale of the workers in the organization. Although it will motivate one employee, the leader will be biased. This is not a desirable kind since it lowers the general productivity of the company, which affects the revenues generated. The leadership assessment and evaluation will be altered.
The positive impact is that the manager will feel challenged by the employee because of the distinct reasoning ability and work rate. They look to advance their knowledge in research fields, marketing skills, trends, and the general know-how of business errands. Employees are the source of inspiration for their managers since they also need motivation and challenging ideas on board. This leads to improved levels of innovation, creativity, and invention, leading to enhanced business performance.
Building an organization around one person rather than a pool of talents exposes the company to shortages or inconveniences if unavailable. When the leader creates the workforce based on the ideas of a single employee, other staff will move in search of a position they feel essential. More often, the manager will be under pressure because implementation will not be successful without teamwork. Employees are important because their efforts constitute the general performance of the organization.
Effect on the Co-workers
The performance appraisal can have a positive effect on the other staff. Many people want to be actively involved or to be in touch with the management. Employees who operate on good terms with their managers tend to have high confidence levels and self-esteem. Such classes are desired by junior staff and co-workers, who work hard and improve their performances (Chapter 5) . The employees’ ultimate success in the job market is being recommended about their excellence. This perception will motivate some employees to work hard to attain the position just like their co-workers.
This kind of perception by the co-workers can harm the rest of the staff. The co-workers will perform poorly and will have low morale and self-esteem because of the performance appraisal system. Negative attitudes towards the preferred employee will lead to unethical behavior, subject to a question from the manager (Wei et al., 2019). The employer-employee relationship will be ruined and will lead to poor performance. The majority of the employees will sort job opportunities elsewhere where they hope to be valued.
References
Chapter 5. In Leadership: Situational Approaches.
Wei, Z., Siyal, A. W., & Bhand, S. (2019). Impact of personal bias on the performance of employees in public sector banks. Researchgate .
