ASSIGNMENT 30%

Name: Priscilla a/p Euawan

Student ID: 20211134-01-25917
Cohort: BHRM B11
Course: Bachelor of human resource management
Subject: Academic Writing
Assignment title: Literature Review
Title: Influence of training and leadership styles towards
employee performance
I. INTRODUCTION PRAGRAPH

The influence of training and leadership styles towards employee performance will explain
how training and leadership style affects employee performance. Moreover, the relationship
between the variables of training and leadership styles towards employee performance will be
explained.

Training is employees learn specific knowledge or skills to improve performance in their

current roles. However, employees who receive training improve their skills and knowledge
of the job, as well as their confidence in their abilities. This will improve their performance
and make them work more efficiently and effectively.

Apart from that, Leadership styles mean a leader's characteristic behaviors when directing,
motivating, guiding, and managing groups of people. Leadership is important because it sets a
sharp vision and communicates effectively to subordinates/colleagues. The sharp vision gives
them a better understanding of organizational direction and makes employees realize their roles
and responsibilities and will create a motivated workforce which will increase employee
performance.

As both factors as stated, training and leadership styles are important for an effective employee
performance, therefore this literature review would explain how both factors affect employee
performance in a paper for giving clear understanding. So, this report is expected to fill the gap
by identifying how both the training and leadership styles impact the employee performance.
II. THEME A: IMPACTS OF TRAINING AMONG EMPLOYEES

a) OVERVIEW: Training is a crucial element which is needed to develop an employee’s

lacking area such as skill and knowledge. Employees who receive training are more
confident in their ability to handle greater responsibilities. Furthermore, training has a
positive and significant impact on employee job performance and productivity.

b) SUB – THEME: DEVELOP EMPLOYEE JOB KNOWLEDGE

i. Employee training's intended outcomes are to increase employees' job knowledge
(Waqanimaravu et al, 2020).
ii. Training not only aims to improve employees' familiarity with their responsibilities,
but it also encourages employees to become more committed to their jobs (Halawi
et al, 2018)
iii. Training is any effort to improve the knowledge of workers in a specific job for
which they are responsible ( Bolung et al, 2018)
iv. There is a specialist who delivers understanding about the expertise required for
improving job proficiency while keeping both present and future job-related skill
requirements in mind (Saleem et al, 2011)
v. Training improves job knowledge at all levels of the organization and improves the
morale of the workforce and helps the employees identify with organizational goals
(Sal et al, 2016)

c) SUB – THEME: ENHANCE EMPLOYEE SKILLS

i. Training is the process of enhancing skills (Uma et al, 2013)
ii. Employees' desirable skills and capabilities should be developed, and they should
be placed in positions to carry out their responsibilities (Lakra, 2016).
iii. The major goal of training is to provide employees with the skills they need to
improve your company's overall performance (Uma et al, 2013)
iv. Increased in terms of improving various existing skills and introducing new skills
that aid in the job tasks (Imran et al, 2015)
v. Various companies provide training for the betterment and skill improvement of
their employees, all of which are based on the same logic ( Jehanzeb et al, 2013)

d) SUMMARY OF THE THEME ABOVE

Employee training's intended outcomes are to increase employees' job knowledge and
skills, change employee behaviors, improve employees' job-related knowledge, attitudes,
skills, and competencies for current also future job demands to improve performance.
III. THEME B: INFLUENCE OF LEADERSHIP STYLES TOWARDS EMPLOYEE
PERFORMANCE.

a) OVERVIEW: The process through which a person exerts influence over others and
inspires, motivates, and directs their actions in order to achieve group or organizational
goals is known as leadership.

b) SUB – THEME: INCREASE EMPLOYEE MOTIVATION AND EMPLOYEE

COMMITMENT
i. Motivated employees are one of the most important results of effective leadership
(Naile et al, 2014)
ii. Motivation is an important topic because leadership competencies include the
ability to motivate employees (Lussier 2013)
iii. Leadership styles are important organizational antecedents, especially in
influencing employee’s motivation (Musinguzi et al, 2018)
iv. Employee commitment is positively affected by all leadership styles (Tuffour et al,
2019)
v. In the workplace, effective leadership will foster an important level of employee
commitment (Schweizer et al, 2012)
vi. Exists for greater understanding of the relationship between the leadership style and
work-related attitudes such as employee commitment (Garg et al, 2013)
c) SUB – THEME: EFFECTIVE LEADERSHIP STYLES AMONG AUTOCRATIC,
DEMOCRATIC AND LAISSEZ- FAIRE
i. Democratic leadership has a greater influence on the organization's quality
performance (Basit et al, 2017)
ii. Employee productivity & organizational performance will improve by
implementing a democratic approach (Jony et al, 2019)
iii. Democratic leadership had a positive impact on the organization's results compared
to other forms of leadership: autocratic & Laissez faire style of leadership (Ukaidi
2016)
iv. By adopting a democratic approach, employee satisfaction and organizational
efficiency would increase (Jony et al, 2019)
v. In democratic leadership style, managers allow employees to make suggestions and
recommendations on serious issues and give subordinates complete control and
responsibility for those tasks, encourage subordinates to become good leaders, and
participate in leadership and employee development. (Iqbal et al 2015).

d) SUMMARY OF THE THEME ABOVE

Leadership styles are an essential element to build an effective employee performance and
to achieve organizational goals. A good leadership styles encourage employees, and
motivated individuals not only improve their job performance and dedication within an
organization, but they also go beyond the job requirements, boosting the company's overall
performance and profitability.
IV. THEME C: IMPORTANCE OF EFFECTIVE EMPLOYEE PERFORMANCE
MANAGEMENT

a) OVERVIEW: Individual and team goals are matched with organizational goals through
effective performance management, resulting in improved individual, team, and
organizational performance. Furthermore, employee performance management is based on
concepts and methods that have been established to boost employee motivation,
productivity, and satisfaction.

b) SUB – THEME: INCREASE EMPLOYEE PRODUCTIVITY

i. Effective feedback on performance measurement may translate to improved
employee productivity (Odhiambo et al, (2015).
ii. It is vital to assess each employee's abilities and expertise in order to ensure higher
productivity at work, which will help the organizational succeed (Carol et al, 2019).
iii. Baron et al, (2007) define performance management as an integrated and strategic
approach to improving employee and organizational productivity through
improving employee performance via the development of individual and team
skills.
iv. The key to successful empowerment and productivity is effective performance
management between employees and supervisors (Odhiambo et al, (2015).
v. Productive employees are able to convert limited input into high-quality output that
generates income for the company (Carol et al, 2019).
c) SUB – THEME: DEVELOP EMPLOYEE SATISFACTION
i. Employee performance is especially important to measure since it contributes to
employee satisfaction, which in turn leads to improved performance (Jaksic et al,
2013)
ii. Employee satisfaction and the success of the performance management system are
inextricably linked (Gupta et al, 2012)
iii. Satisfied employees will create higher customer satisfaction and in turn positively
influence organizational performance (Palaiologos et al, 2011)
iv. The most difficult aspect of improving employee performance is raising their
satisfaction with how their work is being performed (Mishra et al, 2013).
v. Satisfaction is an important goal for organisations to reach, as it has been shown
that profitability, productivity, employee retention and customer satisfaction are
linked to employees’ satisfaction (Palaiologos et al, 2011).

d) SUMMARY OF THE THEME ABOVE

Employee performance is very crucial to any organization for future development of
employees and organization. Employee productivity is critical for organizations to achieve
their goals, and performance management will help to improve this. Moreover, employee
satisfaction is very important for employees to be happy and to perform to the best of their
abilities. Employees who are satisfied with their jobs are extremely loyal to the
organization.
CONCLUSION
As a conclusion, this literature review look into the relationship between the variables of
training and leadership styles towards employee performance will be explained. Training has
a positive and significant impact on employee productivity and extremely beneficial to their
performance. Moreover, training help to develop employee job knowledge and enhance their
skills which may influence employee performance. Apart from that, a good leadership styles
encourage and motivated which are an essential element to build an effective employee
performance. Finally, this literature review showed how training and leadership styles may
influence employee performance outcomes.
REFERENCE

Baron, N. &. ((2007)). M..Psychology applied to work (8th ed). Belmont, CA: Thomson Wadsworth.

Basit, A. S. ( (2017)). Impact of leadership style on employee performance (A Case study on a private
organization in Malaysia). International Journal of Accounting & Business Management, 5(2),
2289-4519.

Bolung, R. V. ((2018)). Pengaruh Pelatihan Dan Kompensasi Terhadap Kinerja Karyawan Pada BPMPD
Provinsi Sulawesi Utara. Jurnal EMBA Vol. 6 No. 3, 2018 Juli.

Carol, O. &. ((2019)). Performance management practice and employee productivity at state department
of Labor Kenya. International Journal of Business, Humanities and Technology, 9(4), 20-30.

Garg, A. K. ( (2013)). The relationship between leadership styles and employee commitment at a
parastatal company in South Africa. International Business & Economics Research Journal
(IBER),, 12(11), 1411-1436.

Gupta, A. &. ((2012)). Impact of effectiveness of performance management system on employee

satisfaction and commitment. International Journal of Managment, IT and Engineering, , 2(7),
96-106.

Halawi, A. &. ( (2018)). Effects of Training on Employee Performance: A Case Study of Bonjus and Khatib
& Alami Companies. International Humanities Studies, 5(2).

Imran, M. &. ((2015)). Impact of training & development on employees’ performance in banks of
pakistan. European journal of training and development studies, 3(1), 22-44.

Iqbal, N. A. ( (2015)). Effect of leadership style on employee performance. Retrieved from Arabian
Journal of Business and Management Review.

Jaksic, M. &. ( (2013)). Performance management and employee satisfaction. Montenegrin journal of
economics, , 9(1), 85.

Jehanzeb, K. &. ((2013)). Training and development program and its benefits to employee and
organization:. A conceptual study. European Journal of business and management, 5(2).

Jony, M. T. ( (2019)). The Impact of Autocratic, Democratic and Laissez-Faire Leadership Styles on the
Success of the Organization: . A Study on the Different Popular Restaurants of Mymensingh,
Bangladesh. Can. J. B.

Lakra, N. ((2016)). Assessment of employee training: the case of steel industry in India. IUP Journal of
Management Research, 15(4), 59-75.

Lussier, A. ((2010)). Effective Leadership. 5th ed. Cengage learning. South Western. .

Mishra, G. &. ( (2013)). Exploring employee satisfaction with performance management and the
challenges faced in context of IT industry. Compensation & Benefits Review, 45(6), 329-339.
Musinguzi, C. N.-N. ( (2018)). The relationship between leadership style and health worker motivation.
job satisfaction and teamwork in Uganda. Journal of healthcare leadership, , 10, 21.

Naile, I. &. ( (2014)). The role of leadership in employee motivation. Mediterranean Journal of Social
Sciences, 5(3), 175.

Odhiambo, E. O. ((2015)). The effect of performance management practices on employee productivity a

case study of schindler limited. (Doctoral dissertation, United States International University-
Africa).

Palaiologos, A. P. ((2011)). Organizational justice and employee satisfaction in performance appraisal.

Journal of European Industrial Training.

Sal, A. &. ( (2016)). The impact of training and development on employees performance and
productivity. International Journal of Management Sciences and Business Research, 5(7).

Saleem, Q. S. ( (2011)). Degree of influence of training and development on employees' behavior.

International Journal of Computing and Business Research , 1-13.

Schweizer, L. &. ((2012)). Employee commitment in the post-acquisition integration process: The effect
of integration speed and leadership. Scandinavian journal of management, 28(4), 298-310.

Tuffour, J. K. ( (2019)). Managerial leadership style and employee commitment: Evidence from the
financial sector. Global Business Review, 0972150919874170.

Ukaidi, C. U. ((2016)). The influence of leadership styles on organizational performance in Nigeria. Global
Journal of Human Resource Management, 4(4), 25-34.

Uma, S. N. ((2013)). A study on training importance for employees of their successful performance in the
organization. International Journal of Science and Research, 2(11), 137-140.

Waqanimaravu, M. &. ((2020)). Employee training and service quality in the hospitality industry. Journal
of Foodservice Business Research, 23(3), 216-227.