Literature review on the determinants of managers' perfomance - Dissertation Example

In attaining this end, a number of scholarly articles and journals would be critiqued and examined to investigate the phenomenon. The research would look at four themes in management performance. This include the following: 1. Trust and management performance. 2. Job satisfaction and manager performance. 3. Salary disparity amongst managers and managers' performance. 4. Management styles and management performance. These four elements of managers' performance would be critiqued and examined by evaluating scholarly journals and scholarly sources.

These would culminate in the identification of the most important elements and aspects of the determinants of of managers' performance. Trust and Managers' Performance Huff and Kelley (2003) identifies that trust is important to gain commitment from staff members. McEvily et al, identify that psychological and sociological micro foundations of trust form the main macrobusiness culture of the organization (2003). Paliczkiewicz (2012) undertakes a critical study of the relationship between managers' trust levels and their performance.

In the literature review, Paliczkiewicz identifies that trust is central to the performance and operations of managers. He identifies that trust is the foundation of the linkage between managers and their workers. This is because trust defines the relationship between the manager and his followers. . They need to ensure that their workers appreciate what is happening with them and remain optimistic and sure of continuing the relationship in order to navigate the organization to a better and more fruitful era.

Huff and Kelley's study sought to examine the relationship between internal trust and external trust and how it is varied as a result of changes in cultural context (2003). To this end, Huff and Kelley (2003) interviewed 1,282 managers in Asia and the United States. This was to examine the differences in individualist and collectivist societies around the world. It was established that trust is important and internal trust is higher in collectivist societies like those in Asia. This is because the people valued internal trust and internal cohesion.

However, external trust and linkages with external stakeholders were higher in individualist societies like the United States. The research indicates that managers would get the best results if they are able to identify the cultural context and build a culture around that. Attaining the Best from Trust Relationships Another angle through which management results are determined is the way they utilize their trust relationships with their employees. Based on this, Davis et al, (2000) conducted a research into the main factors and indicators that leads to high performance is the extent to which they are able to nurture and enhance their trust relationships.

Davis et al (2000) formulated three hypotheses which are tested in the research to attain results. They are: H1: Where Managers are trusted, employees work hard to attain higher results. H2: Higher trust leads to higher net profits H3: Managers can increase employee trust The research confirmed the three hypothesis. There was