Question:
Discuss about the Effect of Leadership Styles in Organization.
The study mainly focuses on the effect of employees under different leadership styles with the main focus being the employee. This segment the background of the study is focused on historical, conception and theoretical perspective.
In the recent years, the approach used to manage the employee and organization at large ha changed. Human resource management has substituted the traditional notion of personnel administration (Northouse, 2015). This has led to the new strategic addition of new styles in leadership into active management of employee and to increase employee’s performance. Different leadership styles that fit the employees concerning decision making, empowerment and amount of direction have been put in place. An administrative occurrence reflects the possibility of leadership, performance criteria, and condition measures have been left on their own, and this has affected the performance of employee due to inexistence of aligned direction and implementation of strategic styles in performing daily chores.
In this study, a different type of leadership has been discussed as independent variables while employees are treated as the dependent variable. A conception model is established on the terms of their link with the analysis of which leadership style is effective in improving the performance of the company. Therefore, performance was operationally viewed as defined duties, team input, meeting deadline and achieving set goals. It should lead to specialization, the good relation in an organization, and effective feedback (Wang, et al, 2014).
Leadership is defined as the capacity to employ administrative abilities to organized performance process through inspiration, ignition, and motivation of a team to meet set goals of an organization. Leadership should be improved to cause efficiency.
The theory of Fiedler leadership states that the perfect match between the leadership and employees determines the performance. The capability to lead contiguous upon the situation factors that include the ideal style, capability, and behavior of the leader plus the competency of the employee. The theory suggests that leaders should adopt the style which is highly accepted by the employee and will enable them to work with passion (Herman and Chiu, 2014)
Explanation and persuasion are highly involved in leadership as well as the ability to affirm, identify and to renew the value of group represented by the leader. A leader who will be serving public service needs more than social skill, managerial expertise, and cultural literacy. A better leader can guide its employee by telling them relevant issues and maintaining quality and team spirit.it is a great responsibility to become a team member of an organization, therefore, leader should promote the core value and maturity on their responsibility and role.
The study was conducted so as to realize the effect of different leadership skills on workers performance. The styles include autocratic, democratic, and participative.
The research in analyzing the importance and efficiency of leadership is accompanied by objectives. It is worthless to perform a research without objective hence the objectives of this study include
Research Questions
By satisfying aims which were specified in the objective division, this study will be used by investigators who are concentrating on understanding the effect of leadership at workstation. The finding in this will be used by researchers to create a huge impact on society (Liden, et al., 2014). The findings can also be used as a source for other results that might demonstrate to be useful in bringing changes in an organization.
The study will also be relevant to leaders since they will learn on how to work with their employees and how to take care of their needs. An organization will also choose the best style of leadership to choose.
The main focus of the study is on finding how authoritative leadership, participative leadership, and democratic leadership styles enhance employees’ performance which entails meeting of deadlines, execution of well-defined duties, and accomplishing organizational goals.
To begin with, hats leadership? What are the available styles of leadership? In the theoretical framework of the study, three leadership styles have been discussed vividly, as well as their individual effects on employee performance. They include participative, autocratic and democratic mode of leadership.
This is the process whereby the top management can give guidance, directives and influence workers behaviors aimed at meeting specified objectives.it can as well be the capability of the executive heads to influence junior staff to work efficiently and effectively.in addition it’s the ability to effect a group’s consciousness of set objectives. Leaders need to formulate future vision in a bid to motivate the members of an organization to achieve the set goals as well as working on their performance. Leadership is human, as such it’s centered towards uniting and improving the output of employees eyeing a specific objective. Leadership is meant to deal with and handle changes, concentrating on the future.
Leadership styles can be grouped ranging from autocratic, democratic to participative, all indicating the extent and role of decision making and power in an organization.
Democratic leadership approach usually is directed by the ‘I Share’ principle. Each team has equal opportunities as far as resolution making is concerned. Democratic leadership in an organization can be applied in times of creating and forecasting an organization’s budget (Carter et al., 2013).
Participative leadership model encompasses all members of a production unit pinpointing critical objectives and come up with the modest processes and measures to achieve the set objectives. This method of leadership mandates the unit heads to not only issue directives and instructions but also to be the source of critical views as far as seeking solutions to problems is concerned. It’s widely applicable in volunteering organizations, home set up or as well business set up.
Among the main advantages of participative leadership, model is that there is ample time for improvement of the chosen heads to serve the organizational the future. This mode as well promotes creativity and gives room for talent demonstration since it articulates for group participation in common goal achievement (Ahmed, et al, 2014). This, in the long run, can be used as a tool towards improving performance and productivity of a group as well as proving the potential group members who can come up with positive ideologies to improve skills and ability as well as organization’s management in the future.
As much as everyone is at will to choose their preferred style of leadership, a competent leader will adopt a method bearing in mind the issue at hand. Some of the critical considerations they have to consider include:
According to Fred Fielders contingency theory, an employee’s efficiency and effectiveness to produce lies upon the appropriate set between leaders capability to match the employees’ behavior, attitudes, competencies as well as appropriate choice of leadership style. According to this theory, leaders should select the best method, considering the situation at hand and one which will empower immediate performance of an employee. A competent leader should possess the ability to guide and educate his or her employees to improve their productivity as well as providing them with key skills to make them offer world-class quality output. They should as well bear the accountability of the leadership role among their junior employees. Outlining of step by step principles of leadership, have played an important role in promoting essential norms as well as the development of the leaders and their subordinates on their duty of accountability.
Since the different scenarios affect the roles of leaders in a firm, they would as well affect the manner in which tasks are to be carried out in the organization, as such three broad leadership styles to be adopted of which each of the selected styles has significant effects on employee performance (Iqbal, et al, 2015).
Autocratic/Authoritarian: this refers to those type of leaders who give orders that are not liable to any argumentations from their subordinates. Policies and Plans are made in separation from the group. Such leaders give orders without giving enough reasons for the choice of such orders. The autocratic leaders only direct orders, they are not part of the team executing the given orders
Traits of autocratic style: they possess all the mandate in decision making, they have improbable demands, are disciplinarians, do not allow their stands to be questionable by anyone, they rarely give gratitude for well-executed duties, always have differing ideologies, are easily offended as well as use others for their benefit.
Democratic/Passive: these are the best type of leaders, they do not make orders but involve others in decision making. They only execute the agreed upon decisions
Participative: in this mode employees play key role in decision-making process. Their ideologies are employed by their leaders in making decisions. In this mode, employees are regularly informed about the future and are given a chance to air their views about the decisions arrives at (Hermosillo, et al., 2016).
Effect of different styles on employee performance
Participative mode of leadership plays a significant role in promoting employees output since the employees have trust in the leadership and as such are motivated to work efficiently as far as productivity and decision making are concerned. In the autocratic mode, employees feel belittled, and this has a negative influence on their efficiency. In a democratic mode, employees have a say in decision making, and they are better off as opposed to autocratic mode.
The problems in this study will be explored in an investigation and interpretative view, with the help of descriptive approach which uses focus collection, interviews. Gathering of information about the present conditions are entailed in Descriptive research. The reason for using this method is to illustrate the nature of the condition, at the time the study was being conducted and to determine the effects of certain sensations on the presentation of the workers of the firm and the performance of the organization (Silverman, 2016).
Data collection secondary source: integrated sources will be used for secondary data. The reason is to provide enough sources for readers to help them comprehend more about the matter and various variables that are intricate in it. On the other hand, previous reports, journals, magazines, and newspaper will be used as sources in secondary research. Existing findings and present knowledge in books will be used as secondary research. The explanation accounted will be directed as qualitative (Bello, 2015).
The data used for this project will be obtained through interview and getting views of employees on what they think about leadership. The secondary data will be collected through journals and research done by other researchers.
Our data analysis method will be based on expert sampling. This is a method where by opinion obtained from different employees during interview will be analysed.
This is the most crucial part of research methodology where all the obtained data to be analysed to come up with the data which explains the research theme in an finest manner. Data will be presented in form of graphs and percentages showing the preferred leadership style by the employee. The analysis of the variance using bivariate and univariate will be presented to show the effect of different types of leadership on employee. Finally systematic approach in understanding evidence rationality in workplace using grounded theory approach will be process of major finding.
Since the research was conducted through interview, the information about those who participated on the interview will be kept secret. It’s not ethical for a researcher to dispose the names of participants, the confidential information they communicated. According to Zikmund (2015) research information that is collected is kept in a confident way and the information given is not given in a biased way
Conclusions
As illustrated Aby Myron Rush and Cole, employees feel authority and self-confidence in doing their job and making the different decision when the participative method of leadership is used. The style got a great positive impact on employee since they feel involved in running the business. This is opposed to an authoritative style where all decision are made by the leader. In this circumstance, the employee feels inferior in doing the job and making a decision. Democratic approach is better than autocratic style. In democratic style, employees have discretionary power to do work. The majority group always take the day, so sometimes the style is biased and oppress the minority (Wong & Laschinger, 2013).
The authoritative style is appropriate when the employee is new and do not understand the flow or when they misuse their authority. The consultative style is appropriate when there is the need for creative problem solving and when there is meeting by the organization to plan on department improvement finally, participative style is appropriate when rewarding top performers in the organization and when the team has talented and competent workers (Carter, 2008).
References
Ahmad, N., Tariq, M. S., & Hussain, A. (2014). Linkage between Leadership Styles and Employee Performance. International Journal of Accounting Research, 2(1), 21-29.
Bello, B. A. (2015). RELEVANCE OF FIEDLER’S CONTINGENCY LAEDERSHIP THEORY TO THE MANAGEMENT OF SCHOOL ORGANIZATION. ATBU Journal of Science, Technology and Education, 3(2), 182-189.
Caillier, J. G. (2014). Toward a better understanding of the relationship between transformational leadership, public service motivation, mission valence, and employee performance: A preliminary study. Public Personnel Management, 43(2), 218-239.
Carter, M. (2008). Overview of leadership in organization. Human Relations in Administration.
Carter, M. Z., Armenakis, A. A., Feild, H. S., & Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958.
Herman, H. M., & Chiu, W. C. (2014). Transformational leadership and job performance: A social identity perspective. Journal of Business Research, 67(1), 2827-2835.
Hermosillo, D., Amutio, A., Da Costa, S., & Páez, D. (2016). Transformational leadership in organizations&58; Mediating variables and long-term consequences. Revista de Psicología del Trabajo y de las Organizaciones, 32(3), 135-143.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5).
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
Quinlan, C., Babin, B., Carr, J., Griffin, M. & Zikmund, W. (2015). Business research methods. South Melbourne, Vic: Cengage
Silverman, D. (Ed.). (2016). Qualitative research. Sage.
Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers’ positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5-21.
Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download