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Introduction: To People Management

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Leadership purpose is interpersonal procedures that involve influencing employees, to make sure accomplish goals, and objectives, cheerfully and passionately. It needs a good vision of belief across the limitations. Management is concerned about performing pre-plan everyday jobs regularly with the help of subordinates (Tudor et. al. 2018). A manager is accountable for carrying out the 4 significant functions of management which includes organizing, planning, leading, and controlling. With the help of system management theory manager focus on daily tasks and handle the activities of the member of the team according to the work at hand. The portfolio includes theories such as Contingency theory, behavioral theory, Theory X and Theory Y and relationship theory and talent management theory. Leadership is defining as a community relationship among two or more workers who achieve certain common goals in a group situation (Schweyer, 2018). Management is in general defined as the procedure of organizing, planning, directing, and controlling the behavior of workers in grouping with other resources to achieve organizational objectives and long-term targets. 

Leadership and Management




Meaning: The ability to lead a team or group and stimulate them towards a way is known as Leadership. Leadership is an act of directing and expressing a group to work together in attaining the objectives (Shaturaev and Bekimbetova, 2021).

Meaning: management refers to a method used by a manager for managing and dealing with employees of different departments and teams, to work collectively for accomplishing a common objective. The manager can only turn out to be leaders if they sufficiently carry out leadership everyday jobs, including communication of bad and good, as long as manager is giving guidance and inspiration, and cheering employees to go up to a higher level of efficiency.

Characteristics: Leaders are expressively intellectual beings who are enormous at communication. They are capable to build up trust in others for them. Effective leaders build others who consider them and demonstrate qualities like truth and integrity. They can make group work according to their directions and also motivate them to go away the extra mile.

Characteristics: A manager in an association is an employee who is focused on running a group of persons and their work behavior. There can be a broad variety of inconsistencies in the capacity of responsibility across the organization. For example, A MacDonald’s manager’s job is to make sure that the work is done effectively and efficiently (Guzmán, et. al. 2020). 

Strategy: Strategic leadership is a practice in which management, using diverse styles of management, builds up a vision for its company that enables it to get used to staying competitive in a changing technological and economic climate. Leaders are capable to use this vision to inspire employees and departments, developing amongst them a sense of direction and unit to put into practice transformation within their association.

Theory:  Trait theory of leadership is founded on the uniqueness of different leaders in both the unsuccessful and successful ones. The theory is use to forecast effectual leadership. Typically, the recognized individuality is compare to those of prospective leaders to settle on their probability of leading efficiently. Example: MacDonald’s follow this theory in its business for an effective leadership.

Strategy: Strategic management is the continuous monitoring, planning, analysis, and appraisal of all requirements a company requires to meet its goal and objectives. For example, Change in a business environment will necessitate Tesco to continuously review their strategies for success (Zaccaro, et. al. 2018).

Theory: Systems management theory offers a substitute approach to the management and planning of association. The theory proposes that business, like human body have multiple mechanisms that work cordially so that the better system can function optimally. Example: Tesco follows this management theory in their business so as to enhance their productivity.




Relationship building: Leaders with well-built, trusting, and genuine associations with their team investing time in building this connection makes them more effectual as a leader, and create a base for accomplishment.

Relationship Management: This is not just relations with workers, bosses, and peers, but also outside stakeholders that can assist or obstruct a subdivision or organization’s success. For example, this is elementary to this function since the company Amazon is about the group and utilizing them as competitive resources.

Agility and adaptability:  effectual leaders must be capable to adapt to both external change even if that way functioning outside of their comfort zone. For Example, The Amazon company’s need to expand an enduring learning states of mind to ensure that they do not leave behind by shifts in the industry, and can give a business a competitive edge.

Planning: it is the procedure of influential behavior and everyday jobs that require being implemented to meet up a goal. Strategic Management deal deeply with this element. Planning is required as it identifies what requirements to be completed within the constraint provided including money, time, and resources (Arya and Rathore, 2019).

Innovation and creativity: modernization in leadership is of extreme significance for each company. For example, Booming innovation starts with ideation the stage where exceptional ideas are developed and become the establishment of innovation success of every organization.

Contingency Theory: this theory highlights diverse variables in a detailed situation that determine the approach of leadership to suite the said circumstances. It is found on the standard that not every  leadership style is appropriate to all situations.

Prioritization: Managers require not only to be able to manage their work but also needs to make sure that the work of their team is moderately distributed, while secretarial for project and task deadlines. For example, with Sainsburry numerous projects are likely to be lively on any given occasion which is only possible through prioritization.

Contingency Management Theory: The major perception behind the contingency management theory is that there are numerous internal and external factors that will eventually influence the management approach.


Behavioral expectations



Set and achieve your goals: anticipation most workers have of their leaders is to mock-up excellent workplace behavior, including actively and creating achieving goals. To set and achieve goals, both for the leader’s career and for team reorganization with the team when reaching that milestone. 

Establish goals: By setting goals that bring in line with the company's reason, managers can make sure that their team efforts add to the general success of Starbucks Company.

Respect to teams and individuals: It is significant to show a high opinion to employees. Recognizing team members put in the important attempt, and pay concentration actively to their concerns and needs.

Communicate plans: Managers build up plans and have an obvious vision of what they would like to accomplish, and being capable to speak that map successfully is essential. A team that understands its map of accomplishment can focus on what they necessitate to achieve its goals. 

Be humble: Be convinced but modest about the leader's career accomplishments. Most workers approve of a leader who understands their capacity and capacity for specialized growth (Kiker, et. al 2019). Show team self-awareness of weaknesses and obligation to improve them. 

Behavioral theory: in this the main focus is on the definite behaviors and measures of leaders moderately than their characteristics. This theory suggests that successful leadership is the consequence of numerous applied and learned skills.

Involve team members in the decision-making process: Collaborating with the team member and consulting with them throughout decision-making helps a manager to make improved decisions and also allow the team member to experience appreciation. 

Theory X and Theory Y: Douglas McGregor developed these 2 complementary concepts. These theories pass on to 2 organization styles such as authoritarian and participative. The organization where group members demonstrate passion for their work, leaders are expected to employ the strict style of administration.


Relationship and negotiation of management and leadership working conditions, pay, and strikes 

Relationship and negotiation in relation with working condition of management and leadership: A leader is capable of being a manager but a manager doesn't have to be obliged to be a leader. The most significant aspiration of a manager is to make the most of the managerial output through the managerial presentation with the help of the relationship and negotiation skills. But managers always seek new potential and recognize the new potential in the association. Management is challenging, detailed, precise, and, involves detailed and frequent, time, events.  Leadership requires much broad wisdom and involves alignment, vision-sharing, goal-setting, motivation, and built-in critical assessment of time for the productivity of the workforce with the help of negotiation skill a leader can motivate the employees to cross their limits (Dar, et. al. 2021).

Pay balances are significant company planning tools for firms to generate new positions when the financial plan allows, while also as long as a standard of clearness where workers know their worth and unite a corporation with clear wage prospects. The negotiation of manager impacts the relationship even though many factors can manipulate where worker spaces on a pay scale, firms and leadership often build up a set of principles to assist in the fair obligation of recompense for existing and new employees to recognize the hierarchy of the corporation and to contain self-assurance that they are remunerated a reasonable wage.

  • Individual industry: requirement for products and services inside the industry in a straight line related to the requirement for workers and their skills.
  • Experience in the field: The more time functioning within the same field, the additional experience will be.
  • Level of responsibility: knowledge and accountability are closely related to each other. A business position within a corporation will frequently have fewer everyday jobs and will drop lower on the pay scale.
  • Educational background: at times training and education can description for any knowledge an individual lack.
  • Advanced training and certifications: taking part in a training program or advanced certifications will authenticate skills and can show a company's obligation to the business and job. For example, the company Amazon uses Certifications and training which also meet the criteria of employees for a senior job role even when with no job experience, such as a person's incoming the job market and transitioning their career.

Strikes Leadership and management can be communicable to a firm’s labor force when ended well (Paris and Pattiruhu, 2020). That is why it is important to be taught how to stabilize both management and leadership skills to strike an accurate balance in business for the effective working condition of management and leadership in relation with the negotiation.

Soft skills count: inexpert managers and those with short emotional intelligence may focus on motivating their teams to get the tasks or job done, with no concern for the soft skill of structuring relationships with their group members.

It’s not either-or:  management and leadership skills cannot be alienated. workers look to their manager for coursework, but they as well look for criticism in the form of training, coaching,  and encouragement (Grecu, et. al. 2020). 

Every manager requires both managerial skills and leadership skills to meet up targets and deadlines. For example, it is comparatively easy to teach employees of MacDonald’s about basic skills through the relationship and negotiation of management and leadership working conditions because it tends to focus on receiving everyday jobs done in an exacting means in a set time frame.

Theory: The relationship theory is largely self-explanatory, as leaders base the crucial point of their leadership approach through nearby interactions and maintain relationships with others. They have a propensity to act as mentor for their employees, functioning with them to meet their requirements.

Talent Management: Reflection on “The Woke Generation”

Talent management is not merely significant for hiring employees as per the requirement; it is also significant for influencing when to hire.. Enlarged pressure from the marketplace for speed of deliverance and diversity of goods, the 3rd signal of corporate restructuring and breakdown to stay up with innovative management practices brought disorder to planning. 

The new generation of workers it seems does not consider the old attitude of ‘we will attach around till you want us’. They are more innovative and take risks in their career; they recognize failures with no trouble and are ready for them. Employees now like better smooth hierarchies, construct careers around jobs and desire a comprehensible performance management organization. There are work-life stability concerns and issues of work flexibility all of which call for renewing the societal contract with the workers. The workers, their mind, their viewpoint, and most vital their attitude are altering and talent management cannot afford to sit back and require evolution(Kaliannan, et. al. 2022). 

The new generation's further purpose is too driven employees, giving firms a chance and enthusiasm to prioritize sustaining inclusion, diversity, social justice, and impartiality as a support of their organizations. The changing balance between leaders and managers and talent management used to believe that all the authority was in the manager and leaders, but not anymore. the huge impact of social media and how often discontented workers go out and articulate their displeasure with what an association is a responsibility that does more injure to realize. It is not just about the company’s retaining and talent and acquiring talent, but it is also about its customers questioning their values and ethics. Obtaining talent is the variety from a hiring perception but then addition has to be core because if the company hires and then they do not include, most people desire to stay (Ansar and Baloch, 2018). The key to it is creating an organization more comprehensive, having more voices and more groups at the table. Making certain that, not from a determining perspective, but for the reason that the company understands that having more variety of thoughts against knowledge will get serve its customers superior and get business to be more successful (Carroll, 2021).

Theory: The talent management theory has obtained a variety of meanings that replicate some key HR development in contemporary society. The importance of selecting and attracting the most intellectual and competent talent along with the acknowledgment and assessment of uniqueness helps in company’s managerial achievement.


The report has concluded with an understanding of the skills, knowledge, and behaviors to be an effective people manager. The report has further highlighted by identifying and evaluating key human resource procedures which strengthen the performance management of employees at work the report was made to achieve an understanding of modern issues opposite line managers connecting to people management. The report has discussed leadership and management and also discussed differences, skills, and behavioral expectations between them. The key features of the report have explained relationships and negotiation on working conditions, pays, and strikes of employees within the organization. The report displays a perceptive of the skills, knowledge, and behaviors to be an efficient public manager. The report concludes identifying and evaluating key human resource procedure which strengthens the performance management of the public at work. The key features of the report will reveal an indulgence of modern issues facing line managers relating to people management.


Efficient leaders are fundamentally good supporters; they should appreciate that they are answerable to those in authority. They should keep their work priority allied with the company’s goal and have a suitable sense of superiority. To be an effective manager, one needs to be confident in experience, abilities, and decision-making skill. This does not mean they have to be egotistical or experience that they better than its employees. It is significant for companies to provide to their workers ambition to boost job satisfaction. The keys to accomplishment in talent management are to ensure that they are providing enough opportunity for employees to grow and learn within organization. The companies should give its staff flexibility and independence in their work with the efficient acknowledgement of leaders and managers that will make them feel respected, valued, and improve their job satisfaction. 


Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT Journal of Business Studies (JBS)1(2).

Arya, P. and Rathore, H., 2019. Interpersonal communication skills among managers of public and private organizations of Udaipur City: An assessment. International Journal of Education and Management Studies9(4), pp.208-210.

Carroll, T., 2021. Waking up to'woke'-analysing the MinterEllison email conflict. Australasian Law Management Journal, (Mar 2021), pp.1-4.

Dahik, A., Lovich, D., Kreafle, C., Bailey, A., Kilmann, J., Kennedy, D., Roongta, P., Schuler, F., Tomlin, L. and Wenstrup, J., 2020. What 12,000 employees have to say about the future of remote work. Boston Consulting Group.

Dar, N.I., Shah, S.Z.A. and Ahmed, Z., 2021. Behavioral Cost of Managerial Decisions Under Risk Perception and Culture: A Comparative Study Between the United States and Pakistan. SAGE Open11(3), p.21582440211027896.

Grecu, A., Sofka, W. and Pedersen, T., 2020. Do Companies Pay a Wage Penalty For Having Offshored?. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 19206). Briarcliff Manor, NY 10510: Academy of Management.

Guzmán, V.E., Muschard, B., Gerolamo, M., Kohl, H. and Rozenfeld, H., 2020. Characteristics and Skills of Leadership in the Context of Industry 4.0. Procedia Manufacturing43, pp.543-550.

Kaliannan, M., Darmalinggam, D., Dorasamy, M. and Abraham, M., 2022. Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review, p.100926.

Kiker, D.S., Callahan, J.S. and Kiker, M.B., 2019. Exploring the boundaries of servant leadership: A meta-analysis of the main and moderating effects of servant leadership on behavioral and affective outcomes. Journal of Managerial Issues31(2), pp.172-117.

Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business7(8), pp.577-588.

Schweyer, A., 2018. Predictive analytics and artificial intelligence in people management. Incentive Research Foundation, pp.1-18.


Tudor Car, L., Kyaw, B.M. and Atun, R., 2018. The role of eLearning in health management and leadership capacity building in the health system: a systematic review. Human resources for health16(1), pp.1-9.

Zaccaro, S.J., Green, J.P., Dubrow, S. and Kolze, M., 2018. Leader individual differences, situational parameters, and leadership outcomes: A comprehensive review and integration. The Leadership Quarterly29(1), pp.2-43.

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