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cal/non-technical training and coaching (Rowold, 2008). Currently leadership is widely recognized, and verified through research. Leadership development can be imparted through experiential learning, vicarious learning and transformational learning and it is imparted as leaders can influence the people and motivate them (Popper, 2005).

Leadership development is becoming an increasingly critical and strategic imperative for organizations in the current business environment (Sheri-Lynne & Parbudyal, 2007). Leadership development is an important area which is considered and implemented in organizations to increase human capability and some other benefits like to gain competitive advantage. Some developmental assignments can be carried out concurrently with regular job responsibilities, whereas others require taking a temporary leave from one's regular job.

These development assignments can be used to develop managerial skills at current jobs, some may be used to develop new projects or begin new projects serving as department representative on a cross functional teams. Training sessions play an important role to improve the performance of organizational managers regarding communication skills, listening skills, motivate others, support others, and share information (Klagge, 1997).

A leadership development program is aimed to improve the skills of managers at all levels whether operational, tactical, strategic and personal as well. Performance is a vital feature of an organization; furthermore, development programs can be helpful in identifying and managing teams, where group development and specifically personal development and growth of managers also take place. The most important aspect nowadays is that how a manger can adopt the leadership attributes and effectively use them to perform his job responsibilities assigned, these attributes can help him work further than the job responsibilities and add more achievement to the organization. Leadership development process intends to develop leaders and also includes transfer of organizational culture and values ultimately resulting into collective sharing among all the members of the organization to achieve the organizational objectives (Hamilton & Cynthia, 2005).

Leadership requirement in today's organizations in Pakistani perspective is very important to meet the global business challenges. On the other hand, leadership development is also a major consideration and challenge across the globe and has a major influence on employee's performance

CHAPTER 3:
RESEARCH METHODS 研究方法
This study is the comparative study about the Perception of employees and supervisors on the outcomes of counselling on employee's performance. In the organization if counselling is provided by supervisor to his subordinates, this study, on the one side focused on the outcome of counselling on the employee performance and on the other side this study has compared the perception of employee and supervisor about the results of counselling on the performance of the employee.

3.1 Method of Data Collection
Personal survey technique has been applied and Questionnaire has used as an instrument to collect the data and data has been collected by taking an appointment with the respondents for having a personal meeting, in order to filled those questionnaires.

3.2 Sampling Technique
Quota sampling technique h