TOPIC: compe veness of a company : how an effec ve leader

influences it

THIS SHORT GUIDE INTRODUCTION OF THREE PAPER AS AN ALTERNATIVE THREE PAPER AS AN

ALTERNATIVE FORNAST FOR WRITING UP THE RESULTS OF THREE YEARS PHD RESEARCH IT COMPARES
AND CONTRASTS for achieving compe ve advantage for an orgsanis on the role of leadership is very
much important because the leadership is known as the back bone of an organiza on and the major
source for gqaining the compe ve advantage this study is conducted to provide the impact of leadship
on the compe ve advantage

The leadership is the important part of an organiza on the compa ve advanatage in the market then
moves to the success of its business which can be mesurable it is really believed that if organiza on
gain the compe ve advantage in the market then it moves to the organiza on for the role of leadership
is very ship major source for gaining the compe ve advantage this study is compe ve advantage and
the leadership which are specifica on derived for this study the purpose of explaning these models in
this study to explain the effect of leadship on compe ve advantage

Introduc on

Leadership and compe ve advantage are two different variables leadership implements the way or
tracks two variables the business is growing day by day change trends and the technology
advancement which tradi onally a leader is in charge is in charge of subordinates or a group of an
organiza on the oragiza onal the organiza on the organiza onal scholars show that leader is having
its their origanisa on leadership is most important thing through .the organiza onal the
oraganiza onal the numerous resources to insipira on the crea veness in important thing through
thiw organiza on can influence the role of the leadership is most important thing through this the
organiza on can influence the crea on .it goes without saying that our environment is constantly first
century the changes are unpredictable resul ng in a situa on where one of the examples is the case
of nokia that fell of nokia is caused in the market preference towards android phones the twenty first
this provides the opportunites for everyone to become a leader and to work across the varied skills
and cultures the ers of the rapid yet disrup ve world demands a new leadership style with managerial
abili es that proac vely manages the changes and takes the advantages the changes and takes the
advantage over the opportunites this type is the combina on of managerial and entrepreneurial
leadership a new leadership approach entrepreneurial is necessary for today dynamic and compe ve
adapt and to take the advantages over the opprotunites to manages its capacity to adapt and to take
the advantages over the opportunites to manages its sustanibility .entreprenerial leadership is
expected to be applicable in a hypercompe ve and disrup ve environment to be applicasble In a
hypercompe ve and disrup ve environmententrepreneurial leadership refers to an individual
possessing the quality to lead and con nuously adapt with the ever changing development of the
environment entrepreneurial leadership referws to an individual posing the quality to lead and
con nuously adapt with the ever the disrup ve environment .entrepreneurial leadership refers to an
individual possessing the quslity to lead and con nuously adapt with the ever changing developed in
several business ins tutes are nonprofit organiza ons
2.human capital .:

Human capital in an ins tutu on or a company serves as the most strstegic resource human capital
refers to te way of domina ng and developing knowledge skill ability the network system process an
organiza on builds around iden fying assessing and growing thir leaders could be a tremendous
source of compe ve advantage leaders are force mul pliers if you believe that they can have a posi ve
or nega ve impact on an organiza on performance capital comprise of people and skill create value
for the organiza on training of performance human and performance and sa sfying rate these for
op mum performance

Research in issues the roles of human capital strategic competence and career influence performance
the rwresult of those research is found

The contribu onof competence and caerrer towards the performance and employess is 57.5%in
addi on is influenced by other factors

The factors of compte ve performance is influenced by other factors

The factor of competence and carrer simulanously contribute to the employee 57.5 in addi on by
other factors the factors the fsctors the competence competence to employee contribute to the
employee performance the factor the career simulaaneously significqantly contribute to the employee
performance

The factor of competence competence huiman capital employee 57.5 in addi on by other knowledge
skill ability the network system process an organiza on factors that skill crete skill of performance
human and performance other factors reaerch found force mul persif you believe that they can have
a cerate value for the organiza on training or performance business tans and corporate leaders o en
talk about the success of their business model or company res ng on their findind explo ng and
crea ng sustainability around a compe ve advanatage .most will admiot that will that the primary
func on a build a busainess corporate advantage to deliver an outsized profit to the shareholders
.professor michal porter of Harvard business school ceo and others ceo to look professor michal porter
of Harvard business of aco age he teaches ceo to look at things like barriers to entry supplier and
intensity advantage compe ve advantage sustainable poter compe ve

Professor michal porterPowerful leaders scale your organization’s potential. They

carry out impactful strategies and provide actionable directives that get results.
This Leadership and People Management test evaluates candidates’ abilities to
delegate authority and task responsibility, plan and support the development
of others, provide timely guidance and feedback, and gain acceptance of ideas
and plans.

Rather than proposing a specific leadership style, this test follows the
situational theory of leadership developed by Blanchard and Hersey and asks
candidates to evaluate factors to decide when to tell, sell, participate, or
delegate in different scenarios based on the needs of each situation. This
screening test will help you identify leaders who have a genuine interest in
developing others and can unite talent behind important objectives.

These are the leaders who understand how to align the needs and goals of the
organization with the skills and aspirations of their team members to produce
results and satisfaction at all levels. Successful leaders lead by example and
create a space where people can share ideas, ask questions, and be accountable
for their actionsThe United Nations’ (n.d.) fifth Sustainable Development
Goal of gender equality emphasizes equal opportunities for women to get
leadership positions at all levels. Unfortunately, in the business world, only
6.4% of the S&P 500 CEOs in 2022 are women (Institute for Women’s
Leadership, Citationn.d.). Indeed, the gap between men and women in top
leadership positions in business organizations is very clear. The recent
report from Grant Thornton reported that in 2021, 31% of senior leadership
positions globally were held reported in 2021 in 2021 leadership the united
nations sustainable women
Professor

Abstract
The leadership role begins with the determination of organizational plans and strategies until the implementation
and evaluation of the activities that have been carried out whether the vision and mission have been realized
properly. The leadership's ability to implement its strategy effectively is demonstrated by the ownership of
capabilities in terms of Strategic Leadership, Power and the ability to shape organizational culture. In an
organization, it is very necessary to have a leader who can provide direction or instructions to members of the
organization to carry out their duties and authorities in an effort to achieve organizational goals. Strategic
Leadership is the implementation of leadership in general in the organization, so first it is necessary to understand
the concept of leadership. The ability of leaders to take strategic actions depends on historical organizational
factors (organizational culture) which are influenced by changes in the external environment (the presence of new
competitors, technological developments, declining demand for services/products, different political/regulatory
climates), strengthening strategies and increasing consistency between strategies, organizational structure,
culture and human resources. From the discussion of this article, it can be concluded that the ability of leaders
who can look ahead to influence other people or their members to be able to achieve goals and be involved in
changes so that companies or organizations can survive in the competition.
Leadership.
The character of leadership in the future is different from th quality of
leadership before the most notable trait is the way the notable trait is the way
the leaders usues their power to empower their subordinates this term power
their the enabling it well known as empowering and enabling concept reflects
the changes the changes from the idea of managing knowledge and people with
knowledge to be intergregrated based on the above concept and in it mentions
severalabilities that should in this competitive era such as
Abilities such as should as abilites as abilites abilities to determine and
formulate bulit shared vision of the organization abilities to determine
coordination
The abilities to determine and formulate built shared vision of the organization
Abilities to determine coordination pattern between fellow leaders and
subordintes intergrating the potential of subordinats in coordinating
Posing broad knowledge to determine a better policy based on the dyanimics
and complexity outside the institutionl system of the organization
Encourage a challenging atmosphere to the employess in promiting innovation
.
Encourage a challenging atmosphere to the employesss in promoting
innovation creativity and risk taking attitude and

Abilities to design a concept of co plex issues and conceptualize it into

innovation and grounding for the learning in an organization The
network/system/process an organization builds around identifying,
assessing, and growing their leaders could be a tremendous source
of competitive advantage. Leaders are force multipliers, if you believe
that they can have a positive or negative impact on an organization's
performanceBusiness Titans and Corporate Leaders often talk about the success of
their business model or company resting on their finding, exploiting, and creating
sustainability around a competitive advantage. Most will admit that the primary
function of the CEO and Leadership Team is to build a business/corporate strategy
around how to get this competitive advantage to deliver an outsized profit to the
shareholders.
Professor Michael Porter, of Harvard Business School fame, has built a cottage industry
around educating CEO’s and others on identifying and exploiting one’s competitive
advantage. He teaches CEO’s to look at things like Barriers to Entry, Supplier Power,
Buyer Power, Substitution, and Intensity of Rivalry as the principle means of making a
competitive advantage sustainable.

Porter’s competitive advantage is attained by gaining a Cost, Differentiation, or Focus

advantage, and then protecting it using the five-factors above. As I look back over my
30+ years of working in big/small, public/private, and private equity or non-profit
organizations, I believe more companies would be successful building profitable,
purpose-driven organizations that leave a lasting legacy and positively impact the
world if they spent their time building and exploiting the competitive advantage they
could have if they built - a Leadership Development process & Leadership Brand that
developed Leaders of Character!

The network/system/process an organization builds around identifying, assessing, and

growing their leaders could be a tremendous source of competitive advantage.
Leaders are force multipliers, if you believe that they can have a positive or negative
impact on an organization’s performance. There is lots of empirical evidence that in
most instances the “quality of an organization’s leadership” can increase or decrease
the valuation of the company +/- 20% in an acquisition. Leadership Matters, and
Leadership of Character matters even more! The way leaders connect, direct, influence
and inspire people will make a good company great, and drive improved
organizational execution of the mission and business plans/strategy to new heights!

To really understand the importance of “betting your company” on the importance of

a leadership development process which produces leaders of character we must first
define three simple but critical terms, Leadership, Leaders, and Leaders of Character.

Leadership is the art & science of influencing and dynamically setting and resetting
direction. It is about being more than “responsible” for an organization or group of
people, it is about being “accountable” or having a sense of ownership for the same.
Leadership like ownership is being “all-in” and fully “engaged” in/with the organization
or group.

Leaders are people who practice leadership by making proactive interventions into the
organization or the lives of the group of people such that the “trajectory” of the
organization or the people is changed or altered to a new different and preferably
better direction. Leaders are connected, dynamic, intellectually curious learners that
use varying leadership styles to meet their people at a time and space that most
motivates and inspires them. Leaders are mentor/trainers that believe in the rapid
transfer of knowledge and its multiplying effects to help achieve success.
Leaders of Character are first and foremost leaders, more precisely they are “servant-
leaders” focused on building trust-filled organizations. They are people who hold
themselves to a high moral, and ethical standard. This is foundational to their ability
to lead in a purely authentic way. They lead in a way that allows them to live out these
few lines from the West Point Cadet Prayer in an authentic and powerful way.

…to do the harder right instead of the easier wrong, and to never be content with the
half-truth when the whole can be won.

Now, that we have established common ground, I believe companies that build a
Leadership Development process based upon the definitions of Leadership, Leaders
and Leaders of Character will create an organization with a competitive advantage built
on PEOPLE! Using “talent” as the prism through which to look at Prof. Porter’s five
forces of sustainability helps to create a whole new way of thinking about Sustainable
Competitive Advantage.

In my view, leaders, great leaders are born! That said, I also firmly believe that we can
teach EVERYONE to be a better leader. Having studied leadership at the World’s
Premier Leadership Institute & Lab (West Point), I believe I have a firm understanding
of the fundamentals of good leadership. Over time, I have augmented my leadership
knowledge and experience with 10+ years of Army Leadership training, followed by
20+ years of leadership training from Fortune 500 companies and finally exposure and
training from today’s leadership gurus like John Maxwell and Ken Blanchard. Bottom-
line, I not only understand the principles of leadership, I can teach it!

People can be trained to become better leaders. There are a finite number of
competencies (Knowledge, Abilities, Personal Attributes and Skills) that leaders should
be exposed to and master. Those competencies include:

1. People Empowerment

2. Building Connections with Employees

3. Managing Change

4. Leadership Point of View/Philosophy

5. Learning Agility & Knowledge Transfer

6. Building Trust

7. Job/Role Competency (appropriate knowledge, skills & experiences)

8. An understood set of Personal Values, Purpose and Code

The organization should build its Leadership Development process around this set of
Leadership Competencies in a very simple and straight-forward way. The Army uses a
Be, Know and Do- approach to leadership, which I think is good because the focus is
on the proactive acquisition of the Knowledge, Abilities, Personal Attributes and Skills
the leader must continue to learn and demonstrate.

While some of the competencies mentioned above have definite right and wrong
answers, other competencies are situational and the preferred actions to be taken can
be determined at the organizational or individual level. This allows each organization
to take ownership of the competencies and the development process. Every process is
unique to the organization that creates it, the organization can create their own
Leadership Brand.

A Leadership Brand just like a product or service brand has several benefits. Building a
leadership brand means your organization’s leaders are aligned in the way they
influence, connect with, inspire and motivate people. It does not mean that everyone
does it the same way, but there are bright red lines of similarity and consistency in
your leader's approach to people problems. People outside of the organization would
recognize the organizations’ approach to leadership and might refer to your leaders
as products of the XXX “Leadership Brand” way!

A leadership brand will make your organization a sought-after company by talented

high performing employees and leaders; because they will know what to expect and
how they will be treated and developed when joining the company. They will know
that you will invest in their "growth" and development, which as it turns out is a
principle requirement to gain their full engagement with and to your organization.
Brands are known entities and they are very much trusted. In the war for talent these
days, this sort of “brand testimonial” is extremely valuable. A leadership brand like
product and service brands usually solicit a premium, so having a leadership brand
increases the organization's “quality of leadership”, leading to increased organizational
value and making you an” employer of choice”!

If in the end, your leaders will drive the business in a positive direction. They will
engage, motivate, and inspire your employees to perform at higher than average levels
because of their connection and motivation. Research tells us that highly connected,
motivated and engaged employees perform anywhere from 50% to 100% better and
average employees (depending on the complexity of the task). Truly, if creating the
aforementioned leadership brand gives you all of this, you have created a competitive
advantage!
Most competitive advantages today do not last very long. Once a competitor sees a
product or service they can quickly analyze, reverse engineer, and copy it. When that
happens, your competitive advantage will soon disappear. This is reason Prof. Porter
declares that you need to be concerned with the five forces to protect your advantage.
I content there is a new way! If you build your competitive advantage on leadership,
you can build a sustainable advantage.

By focusing on your leadership development process, you pull together a network of

competencies, systems and people that even when seen by your competitors, is
impossible to duplicate! Leaders and your Leadership Brand will be built on people
and how they connect and relate to one another, with no two people being the same
and therefore acting, reacting, and performing the same way to a given
stimuli. Competitors will not be able to copy and recreate your leadership process and
brand in such a way that it produces the same results of inspiring, motivating
connecting and engaging people your leaders do. So, whatever advantage your
organization has in the area of performance remains sustainable.

Your company can continue to get stronger results and profit if you continue to care
enough and have enough long-term vision to “invest” in the leadership, leadership
development and your Leadership Brand. Just remember it is the creation of the Leader
of Character, that makes the difference, because they are proactive enough to change
the trajectory of the company when needed keeping you ahead of your competitors,
and thus sustaining your competitive advantage!

This is the first of a new series of articles on Leadership I am publishing in support of my

Strategic HR & Leadership Consultancy - CIBA Consulting LLC. With over 35 years of HR
and Leadership work, I believe I have something to say that can help organizations solve
their People Issues. In the future, I will expand on this topic of Leadership as Competitive
Advantage, we will take a new look at todays’ Leadership Competencies, and explore my
DCLC (Dynamic, Connected Leaders of Character) training and coaching programs, so
come back for the details on these topic and more!

This is the first of new articles on leadership I am publishing in support of

leadership consultancy ciba consulating with over hr and leadership I will
expand on this I will topic of leadership as competitive adnvantage we will take
a new look at today leadership competencies and explore my dclc dynamic
topic and more The future of every company depends on its leadership’s
capability to establish efficient strategic plans, prepare for potential
challenges and develop the next generation of leaders. By 2030, 10,000 Baby
Boomers (born between 1946-1964) will have hit the retirement age. Those
that come after them should have the skills and preparedness to take over
and continue the legacy or create a new vision for the company.
Besides, good leadership is also necessary for developing a competitive
advantage. Efficient leaders inspire people to create, be innovative and push
for company growth. Otherwise, businesses might lag behind and lose their
position in the market. That’s why every company should have efficient and
well-thought-out leadership development strategies

An organization in carrying out its plans and

strategies requires a leader who can mobilize all the
potential of the organization to achieve the \[-===
organization's goals. In this case, all organizational
units from the leadership of the organization to the
members must cooperate and support each other, for
this reason, a joint commitment is needed in carrying
out their respective functions to achieve common
goals. The role of the leader in this case must be as a
figure who can create a good working atmosphere for
members of the organization and always provide
support if members of the organization encounter
obstacles in carrying out their duties. The leadership
role begins with the determination of organizational
plans and strategies until the implementation and
evaluation of the activities that have been carried out
whether the vision and mission have been realized
properly (Anatan&Ellitan, 2009). For this reason, it is
necessary to have support from all parties in the
organization so that they can work together to achieve
optimal performance.
The concept of the importance of leadership stems
from the thought of Peter & Waterman (1982) which
states that leadership is related to the ability to direct
and cooperate with other parties. Wright (1998:245)
states that the need for leadership in the context of
strategic implementation requires three important
things, namely, strategic leadership, power, and the
ability to create an organizational culture that is
conducive to strategic implementation.
Based on the ideas of Peter & Waterman (1982) and
Wright (1998) it can be said that leadership is how to
use existing capabilities and use their influence to
ensure that members of the organization can carry
out
their duties and responsibilities optimally to ensure
the implementation of activities in accordance with
the plans that have been made. determined. The
leadership's ability to implement its strategy
effectively is demonstrated by the ownership of
capabilities in terms of Strategic Leadership, Power
and the ability to shape organizational culture.
Strategic Leadership is concerned with setting
direction through developing and communicating a
future vision and for motivating and providing
aspirations to members of the organization to go in
the direction that has been determined in accordance
with the plan.
In addition to strategic leadership, a strong authority
(power) is also needed to be able to move all
elements
of the organization in achieving the goal of improving
organizational performance. Another thing that is no
less important in strategic implementation is also
directing and creating an organizational culture that
is
conducive to being able to implement strategies
effectively (Wright 1998:245).This article will
discuss the importance of strategic leadership in
building organizational performance and
competitiveness. However, for the first time will be
discussed about leadership styles in general.
Leadership Style Leadership style is a pattern of
behavior designed to integrate organizational goals
with individual goals to achieve certain goals
(Heidjrachman&Husnan, 2002:224). Meanwhile,
according to Tjiptono (2007:161), leadership style is
a
way used by leaders in interacting with their
subordinates. Another opinion states that leadership
style is a pattern of behavior (words and actions) of a
leader that is perceived by others (Hersey, 2004:29).
According to Hasibuan (2002:122), the various
leadership styles are: a. Autocratic Leadership: It is a
leadership style in which the leader assumes that all
responsibility for making decisions, taking action,
directing, motivating, and supervising subordinates
is
centered in his hands. An autocrat supervises the
implementation of his work with the intention that
there will be no deviation from the direction he was
founded and conveyed to subordinates to be carried
out not to be discussed by members. b. Participation
Leadership: It is a leadership style in which the leader
always asks for and uses suggestions from
subordinates so that the leader and subordinates give
each other ideas, create harmonious cooperation,
foster loyalty and participation of subordinates. This
leadership style always motivates subordinates to
feel
they belong to the organization, however, decision
making remains with the leadership. c. Free
Rein/Delegation Leadership: It is a leadership style to
hand over responsibility for carrying out work to
subordinates, in the sense that the leader wants
subordinates to be able to control themselves in
completing their work. With this leadership style,
subordinates can make decisions freely in carrying
out their duties due to delegation from the leader
Based on some of the definitions above, it can be said
that the determination or leadership style of a person
actually lies in how the role of followers provides an
assessment of the behavior of the leader when they
relate to their followers. And to determine the
assessment of an effective leadership style depends
not only on the particular style of the leader but on
the situation in which that style is used. These leaders
need to adapt their leadership style to certain
situations and these leaders can learn to be effective
leaders. So to find out the effectiveness of the leader,
it depends on the response of his followers to the
behavior of the leader concerned when interacting. If
the followers give a positive response and try to meet
the expectations of the leader in achieving the goals
that have been set, then the leadership is effective.
According to Martoyo (1996:176) the factors or
requirements of a good leader, giving rise to good
leadership are: a. Extensive general education b.
Ability to develop mentally c. Curious (creative and
innovative) d. Have a strong memory e. Analytical
ability f. Hearing ability g. Adaptable and flexible h.
Firmness
People prefer to stay and work with a good person.
They want to be led by someone with a clear view of
the goal, who knows how to reach that goal and
strives to pursue it. Following someone who has
demonstrated the ability to carry out his work and
has
experience is a very meaningful encouragement for
his employees. Thus the leader must be able to
become a milestone for the smooth running of the
organization he manages and be able to assume the
duties and responsibilities for all the behavior and
existence of employees, how to trust them, motivate
them, straighten the path to success, increase status,
think about the future and reduce obstacles that can
cause them to become frustrated in carrying out their
work (Tulasi, et.al., 2019). Based on some of the
descriptions above, it can be concluded that
leadership style is the interaction of a leader with his
subordinates, and in these interactions there are two
orientations of leader behavior, namely the first
orientation of the relationship on the task and also
behavior that considers situational conditions. The
indicators in this study refer to (Burns: 2008 )
company leaders need have good mnagerail and
entrepreneurial skills namely proactively managing
change to benefit from refer to burns conditions
interaction first into the company leaders .it can
charmistic qualities these stood the leaders with also
be influenced by on how they inspire and achieve
excellent abilities which complete them the effective
leadership can increase company revenues help
firms see more long range opportunites and train the
next generation of leaders
the character of leadership in the future is different
from the quality of leadership before the most
notable trait is the way the leaders uses their the
character of leadership in the future is different
enabling concept relflects the changes fron the idea
of managing knowledge to be intergrated in
enforcing characterisitics of leadership based on the
it mentions several abilites that should be possessed
by competitness is the with knowledge to be
integrated by competiveness such as abilities to
determine such as abiliotes to determnine and
formulate built shared vision of the organization
abilities to determine coordination pattern between
fellow leaders and subordinates integrating the
potential of the subordinates in coordinating a
multiple task focused team
possessing broad knowledge to determine a better
policy based on the generally the term leadership is
defined as an individual with the capability to group
and to express ideas in which another obilagation of
a leader a group and to express ideas in which other
people a leader

balanced responsibility .the term balance in this

refers to the topic refers to the balance between the
responsibility of a person for works and
subordinates
positive influence a good leader positively influences
it this is considered as an artificial intelligence of
dollars in the house must have the horses of all of
those of us who have lost half as many as half of our
houses of many of the last two
The person for works good must have the horses of
all of those of us half of our houses of many as half of
our horses of all of last two houses of many as half
our horses houses of many as half last two horses
many two artificial intelligence influences balance
responsibility last two who have half two artificial
intelligence horses intelligence good leader Job
Performance
According performance is the degree to which individuals or institutions reach the goal
in an activity. It is a concept that defines how individuals or groups working in the
organization can reach their goals. Performance is the level of output that is defined as
the result of an activity and that employees perform for themselves in the work that is
appropriate to their characteristics and abilities, within acceptable limits ). This level
indicates the degree of fulfillment of the purpose or task. Business performance is
considered to be either an effort that employees produce on behalf of their salaries
(Rousseau & McLean, 1993) or the time and effort they spend to get what they want as
part of an employee’s duties and responsibilities in an organization to satisfy his or her
needs (Barutçugil, 2002). The management of employees’ performances is of critical
importance for businesses (Van Veldhoven et al., 2017). The absence of good
performance management leads to the failure of employees to meet their expectations.
For this reason, it is the objective of effective performance management to determine the
individual performances of employees through healthy and fair criteria, to inform
employees about this issue, and to increase organizational efficiency through the
development of individual productivity and employee performances (Dehaghi & Rouhani,
2014). Therefore, the concept of leader effectiveness and knowledge sharing behavior
are important in terms of employee performance.

Performance is of primary importance for businesses. Because an enterprise can only be

as good as the performance of its employees (Çöl, 2008). Performance evaluation is the
work of the employees to determine the actual success of the employees in a certain
period of time, in addition to the development potential of the future (Uyargil, 2013). It is
possible for enterprises to reach their goals to a certain extent by hiring their employees
in a professional manner and by successfully applying the performance evaluation
methods and techniques (Palmer & Winters, 1993). Providing a performance-based
reward can cause the individual to pay more attention to his or her work and to approach
the tasks in a different way in order for the individual to perform well and to present his
or her competence better. Employees are also likely to be more committed to the
performance targets initiated by the organization. In this study, the effects of the concept
of leadership effectiveness and knowledge sharing on business performance and the
relationships between them are analyzed. In the above-mentioned conceptual
framework, the following hypotheses have been developed:

Providing a performance based reward can cause individual to perform well and to
performance conceptual in order for thr individual to perform effects of the analyzed
conceptual developed committed developed in this study the effects of the performance

Firm Performance
In a general definition, performance is a description of what an individual, a group, or a
business that accomplishes a job can achieve in terms of where they reach the intended
goal. Performance, which is also expressed in terms of success and success terms, is that
employees realize the jobs which are appropriate for them and assigned to them (Boylu
& Sökmen, 2002). This is the whole of the goods and services ideas put forward in order
for the employees to fulfill their duties and realize the purpose to meet the
predetermined goals within the framework of the task to be performed (Pugh, 1991). The
performance of the enterprise determines where it will be in the future, which position
and size it wants to be, and which areas it will direct (Koçel, 2003). The performance of
the firm is the result of a specific time, output, or study in the fulfillment of the company’s
objectives or duties. In this context, firm performance can be defined as the evaluation
of all efforts to achieve business objectives (Zerenler, 2005).

Clearly, successful performance evaluation ensures the development of the company,

and knowing the success levels of company executives and employees, and learning the
reasons for their failures are of great importance in terms of increasing the success of
firms in the long term (Kara, 2010). In addition to the in-house data, enterprises will
increase their operating profitability as long as they carefully analyze both financial and
non-financial environmental factors related to the global business world, and their fields
of activity, so that enterprises can sustain their existence (Ağca & Tunçer, 2006).

Performance measurement occurred in the 1900s with the financial ratios and budget
control methods applied by Dupont and General Motors, and the enterprises used these
measurements for 80 years (Çetinkaya, 2007). In the 1980s, it was also necessary to take
into consideration the non-financial criteria in addition to the financial criteria in the
performance measurements of enterprises (Barker, 1995). In the 1980s and 1990s, there
was an increase in the importance of performance evaluation, and in today’s business
world, changing market dynamics have revealed the need for market-oriented indicators,
such as competitiveness, in addition to financial performance indicators in evaluating
business performance (Eroğlu, 2004). In the above-mentioned conceptual framework, the
following hypotheses have been developed:

Competitive advantage leadership

It is leadership that has managerial and entrepreneurial abilities supported by human
capital the foundations of leadership that must be possessed are move the organization
move the organization and its job descriptions effectively able to analyze tasks and
operational details carry out tasks openly and responsibly ability to make appropriate
decisions by anticipating the impact of decisions on the performance of the organization
and its members

Always empower the organization and its personal and carry out continuos monitoring
and always provide couching and counselling to his subordinates

Conclusion
Leadership means taking up resposbilities leaders who
are responsible make sure the efficacy of the process
related to management it offers the basis for strategy
thought out plan and by the offers of vision it guides
the orgization curving into strategy formation when it
makes an attempt to formulate strategy process it gives
a try to bring into line the organization along with
where the main emphasis of the leadership goes to
attain the vision by accomplishing the thought out
strategis the topmost significant activity of leadership
relates the alignment of its competitive nature with the
effective nature with effective vibrant milieu on the
other hand it can train and encourage the workers of
the oranizations to attain the goal and visions finally
leadership has to have the process to ensure the
effectiveness of the whole process and it can train and
encourage of the whole process and encouraging
evaluation process to ensure the effectiveness of the
whole process and this process and this change as well
institution thus it can be said that leadership is known
as the nucleus of the organization and it should have
the pivotal role like of role blood and brain as a result
the outcomes of the success can be guaranted and be
shared the emotion which has the high value becomes
winner in the end the leaders who provide blood
works very hard always become the recipient of lion
shares from their followers and those who provide
security and good times when it comes to the pinch
human beings are more known as heroic.