Monthly Archives: June 2017



Basically a leader should have the ability to impress, influence and
mould his subordinates, followers and others concerned to accept,
follow and implement his thoughts, ideas and proposals. In my
opinion, that situation is best, when we can motivate a person to work
willingly on his own. However, a leader can use different types of methods
including using coercion or giving of various lucrative offers, for obtaining results. But, a good leadership should properly arrange to select, train initially & periodically, ascertain and allocate suitable areas of working, provide reasonable package, perks and motivation, be honest, transparent, balanced and fair in all dealings of salary raise, bonus, training, promotions, posting and managing and make the persons feel that the organization is theirs,
more than that of the leader. This culture is likely to lead to fast and certain success of the organization. Though for obtaining results, for leadership, there are several other factors also, some of which may be in our hands and some beyond. At least we must do our best in the areas where we can.


Performance in an Organization


A company runs on profit, which comes from achievement of required performance of all its employees. Overall performance is result of individual work and team work. Being a chain, a weak link anywhere, weakens the whole chain and thus reduces the overall performance. The employee may be appearing to be engaged in his work, but in reality his contribution may not be adequate enough. There may also be some problem(s) in achieving the expected results. Therefore, we should judge employees on the basis of a realistic overall performance appraisal and not on the basis of an incomplete picture, so that the employees will not get unnecessarily penalized. First of all selection procedure should be such that likely underperformers do not get a chance to join the company. Once they are taken in, it is our responsibility to oversee that they perform by training, proper communications, team work, providing resources, leadership, guidance and motivation etc. He must then perform. If he does not perform he should be given 2 chances. Then he should be asked the reasons for poor or non-performance in a proper advisory atmosphere to open up and share his problems. If the organization can help in any way, it should come forward to help him, so that, both will get benefitted. This help should be based on judging his overall traits by a committee of 3 persons. In my opinion, firing the employee is not a solution. We will lose a trained hand. Getting another person and training him will take time and what is the guarantee that he will do better or even equal to the earlier person. But if the person is found to be sabotaging at any time he must be fired straightaway without any mercy.