Q. Show Formal performance of Leadership?

Formal performance refers to those aspects of an employee's job that are defined as compulsory by the organization. Informal performance refers to the acts that an employee performs above and beyond the contractual requirements of his or her position.

Leadership and performance in the public sector: the relationship between the leadership and performance has received considerable scholarly attention, but its study in the public sector is still quite limited. Parry claims that a structural paradox exists between the demand that a manager as a leader conducts himself with innovation and flexibility and also provides a wide range of quality services to the public. He examines the leadership style that copes that best with the complexity that characterized public management. His review reveals that most studies emphasize the supervision method, that is, the method by which the leader inspects his subordinates work and gives them feedback about it. These studies suggest that the key to influencing performance in public organizations is the leader's (the manager's) ability to use positive reinforcements (gratitude and recognition) and negative reinforcements (reproaches and punishments). Over time, the leader's ability to respond consistently and coherently to behaviours of the subordinates creates an involuntary connection that guides the subordinates in their performance. These interactions between the leaders and the led are based on give and take and imply the ability of the leader to have an impact on his subordinates.