Impact Of Leadership On Securities Performance And Organizational Effectiveness

The Changing Business Environment

In the current changing and complex business life, the environment and the scenario for the organizations have been changing and it is seen that the companies in the current time period have been looking forward to become competitive in order to stay in line with the current scenario. The companies that have not been looking forward to stay competitive may lose their position against their competitors and thereafter may get eliminated from the market. The demand that is existent among the present customers have been altering at a fast pace and the organizations have been looking forward to respond to the same and undertake changes in their plans and policies by manufacturing and providing and new and innovative goods and services and thereby maintain their competitive edge (Ayadi et al. 2015). The fast technological advancements have assisted in this current time period is even having an impact on the pace at which the transformations that is taking place globally. The speed of change is increasing at a fast rate and in order for the companies to be successful in the current economy they are in need of keeping up their pace with the changes that are taking place in the global economy.

It is seen that the competition has been sustainably increasing the methods and the theories, which will be helpful in the development of a better present and future. There is a need for new theories and one of the key issues have been organising the business, new models and structures and thereby improving the developmental process of a business (Huang et al. 2016). The development of a business is dependent on the kind of leadership that is given by the senior management of a business and therefore the effect leadership determines the development of a business.

These changes are in need of a new ways of supervising the people. A style of leadership, which might assist in acclimatizing all these transformations, is with the help of the transformational leadership, which would be helpful to the organizations to surpass the new issues and the challenges, discover new opportunities and thereby discover the strategies with the help of which the company would become profitable and develop while incorporating the new changes. Jacquart and Antonakis (2015) addressed that transformational leader is known to be the one who brings forth positive and key transformations in a company by moving the individuals over their self-interest and thereby moving towards an effective society and organizations as well. The leaders who are looking forward to the transformational changes look to change the organizational culture by encouraging a sense of purpose and mission about the significance of the work of the individuals and thereby stimulating innovative ways of thinking and the process of solving the problems. Transformational leaders motivate the individuals within a company to work in a better way and strive for the increased level of performance.

Transformational Leadership and its Impact on Business Development

According to the research that is undertaken by Lyria, Namusonge and Karanja (2017), not many individuals who have forecasted two decades that there are certain companies who have been able to transform themselves from a low expensed producer to one of the biggest international companies. It is seen that one of the significant factors have been the leadership style and the attributes that have been used for the purpose of development of the business.

In the current economic scenario, the extent of competition has increased all over the globe. The process of decision making is undertaken by the management of the companies and therefore leadership plays an essential part. There are various kinds of leadership that can be undertaken and it is seen that it is the discretion of the management to undertake the decision in accordance to the development of the business (Sojo et al. 2016). The development of a business is understood with the help of the prices of the shares of the companies. The fluctuations in the price of the shares is due to various factors and one of the key factors has been the leadership skills. This paper has therefore been constructed in order to have an understanding of the impact of the leadership skills on the securities of a company and how it has been helpful in the development of the companies.  

The statement of the problem has been constructed has been the reason that has led to the development of the current paper. It is seen that leadership is leads to the development of a company and accordingly the plans and the policies that are are constructed is helpful in the development of the business as a whole. Foster (2017) explained that most of the companies issue shares with the help of which they are able to gather money from the market especially from the public. The impact of leadership in the organizational performance is seen with the efficiency level of the employees as well as the operational performance.

The aim and the objective of the research tries to assess the areas and the aspects in accordance to which the research would be undertaken and effective results can be attained. The aim and objective of the research has been given as follows:

• Assess the impact of leadership on the securities of a company
• Assess the impact of securities on the organizational performance
• Examination of how the transformational leadership characters of the leaders have an impact on securities of a company 

There are several topics that are available to the researcher in order to undertake research but it is seen that the current topic is an interesting and an attractive one simply because of the fact that leadership has an essential role to play in the development of a company and the performance of the shares of the company determines the profit and the performance of the company in the market (Shi, Zhang and Hoskisson 2017). The impact and the decisions that are undertaken by the senior management in accordance to the securities of a firm becomes vital and therefore an understanding of their relationship becomes essential in order to understand how these two aspects are inter-related to each other. Therefore, this topic has been taken into consideration in order to understand the impact and the relationship among each other.

Factors Affecting Organizational Performance

The scope of the study concentrates on developing a paper that would undertake a comparison and thereby understand the impact of leadership on the securities of an organization. In order to collect data based on this topic, it is essential to understand the aspects and the areas that are closely associated to this topic and thereby collect data on the same in order to attain the result that is desired (Keune, Mayhew and Schmidt 2015).

The leader of the research is the one who would undertake the responsibility to take the research forward and therefore collect all the precise and authentic data that would be useful for the understanding of the impact of leadership over the securities. The data in relation to this topic would be collected with the help of primary and secondary data so that all the areas and bases would be covered in order to have an understanding of the topic. It is due to this fact that data would be collected with the help of telephonic interview from 5 securities company managers who have experience of 10 years in the company has an experience of over 3 years as manager. On the other hand, responses from the employees would even be gathered and therefore employee survey questionnaire will be forwarded to 75 employees who are working in the securities company with the help of which the desired outcome of the paper can be ascertained.     

The main intention of the current research has been to create an understanding of the impact of leadership on the securities of a company. There have been limited researches on the current topic and therefore understanding of the relationship is helpful in the development of a company with the help of which their relationship can be understood. With the advent of time, there have been changes in the leadership styles as well as the perception of the leaders and therefore their attitude and their ideology towards the stocks and the securities of the company may change (Jiao et al. 2017). It is due to this fact that better and comprehensive understanding of the two relationships can be known with the help of which a better result can be ascertained.

The current research in accordance to this topic has extensive feasibility mainly due to the fact that leadership is one of the essential element that determines the style and the efficiency level of the performance of a company. Securities is one of the key principles that needs to be taken into consideration with the help of which the performance of the stock in the market and the extent of profit that the company is making from the market can be understood. It is seen that the change in the leader of a company has an impact on the stock prices as well and therefore assessment of the same is fundamental in order to grow knowledge on the relationship among both of them (Boo, Ng and Shankar 2016). According to the relationship steps and strategies need to be constructed by the management in order to safeguard the stock prices in case there is a change in a leader of a company.

Role of Leadership in Securities Performance

The comparison and the effect of leadership in securities of a company is a key aspect that is taken into consideration in order to have an understanding of how they are inter-related to each other and how the companies have been planning their decisions based on the same in order to enhance the operational performance. The literature in accordance to this topic would therefore highlight certain areas and aspects and factors that are related to these variables and thereafter a better understanding of the topic can be achievable (Love, Lim and Bednar 2017). This chapter would even examine the aspects and the components that have been highlighted by other researchers on this topic so that construction of this research is even possible.

According to Anderson, Poto?nik and Zhou (2014), leadership is the expertise and the skill that is required in order to encourage the confidence and create assistance among the individuals who are required to attain the goals of an organization. Efficient level of leadership is associated with the inspiration, transformation, influence and motivation within a company.

According to Stock, Totzauer and Zacharias (2014), leadership is known to be the process with the help of which an individual has an influence on the others in order to attain any kind of objective and thereby directs a company in way that would make it more coherent and cohesive. Leadership is known to be the procedure with the help of which a person has an influence on a group of persons to attain a general goal and aim.

Yahaya and Ebrahim (2016) recommend that leadership is known to be the capability to direct others whether they are client or colleagues in order to reach an outcome that is desired. The leaders and the individuals who have precise knowledge and idea of what they want to attain and the reason of attainment. Leaders are known to be the source of assurance, confidence and guidance during the time of complexity of the procedures and systems, financial crisis and other scenarios (Appelbaum et al. 2017).

According to Stock and McFadden (2017), the position as a manager and other senior management positions have the power to attain specific tasks and aims in the company. However, this authority does not make an individual a leader but merely creates a boss. Leadership is different from that aspect as it is seen that the leaders are looking to make their followers attain the goals that are desired by them rather than empowering over them. Leithwood and Azah (2016) explained the fact that a prominent theory of leadership explains the fact that the managers must have knowledge of how to lead as well as supervise. If the leaders are unable to manage as well as lead, it could lead to a disaster for the company as well as may lead to the extinction of the company from the market.

Reasons for Undertaking this Research

According to Dinh et al. (2014), for any company to be successful, it is essential that the companies, it is seen that leadership is required at every extent within a company. According to Chang, Bai and Li (2015) a very recent evaluation recommends that for enhanced business outcomes, it becomes the role of the higher-level management to take and initiate the risks that would be helpful in driving the company in their desired direction. The changes need to take place from the part of the leaders at the lowest levels rather than depending only on the top-level management. This even suggests that the top-level management needs to be a true team constructor and very selective regarding their team. A team leader needs to construct and develop trust and loyalty within their team by assisting their decisions and plans in a successfully with the help of suitable guidance (Kleinnijenhuis et al. 2015).

On the other organizational performance is known to be the capability of a company to attain the objectives of a company that may be inclusive of the rise in the extent of profit, product quality, effective financial outcome, extensive level of market share etc. Organizational performance can only be considered to view how the company is performing with respect to the extent of profit, product quality and the market share in accordance to the other companies who are performing in the same industry (Simons et al. 2015). In the same way, it is a reflection of productivity of the employees of a company that is assessed with respect to the profit, revenue, development and the growth of the companies.

According to Van Tulder et al. (2016), various studies and research have been undertaken in order to explain the relationship among the organizational performance and leadership. There are have been several researches which have disclosed a negative relationship among who is in charge and the efficiency level with the help of several kinds of indicators. However, most of the researches have addressed the fact transformations in the extent of leadership leads to the changes in the performance of the company as well. It can therefore be said that leadership style and company performance are directly related to each other.

The aspects that have been discussed by various researches in accordance to the topic have led to various insights with the help of which critical opinion can be provided. The articles that have been discussed has led to the development of the idea that all these aspects can be agreed upon as it is seen that even though there are certain articles who have shown a negative relationship but most of the articles have explained the fact that there is a positive leadership among leadership and the impact of securities and the extent of leadership of the management would determine the impact on the securities.  Hence, agreement is created with the above articles that have been discussed.       

Scope of the Study

The researchers have constructed various kinds of theories of leadership and each one of them have their advantages and disadvantages (Lin et al. 2017). The transformational and transactional leadership theories have been discovered to be two kinds of key and significant models.

Transactional leadership is exploited when the managers are engaging themselves with the employees by addressing to them what is required and what they would receive if these demands are attained in an effective manner (Alonderiene and Majauskaite 2016). Transactional leaders engage themselves and their subordinates within a relationship of mutual reliance with the help of which the contributions from both the sides are rewarded and acknowledged. The transactions can even positive and negative if the objectives are not met.

Transformational leadership is seen to take place when there is emotional and active relationship among the subordinates and the leaders. The transformational leader identifies and makes use of the demand and the needs that are existing of a subordinate and searches for the potential motives within the subordinates who are looking to satisfy their needs (Wong, Wong and Wong 2015). There have been several researches that are based on the transformational leadership and it is seen that this kind of leadership is one of the key kind of style of leadership.

Huda et al. (2018) have cited that transformational leaders assist in bringing about key changes in moving the group members over their self-interest and lead to the effectiveness of the group or the society. The leaders even encounter the requirement to change the organizational structure from overcoming from a low performance to a moderate or high-performance company. In order to attain the same, the transformational leaders try to refurbish the culture of the company and thereby bring in positive and effective changes in the organization which would lead to the success and the development of the business (Parker, Holesgrove and Pathak 2015).

The researches that have been undertaken on transformational leadership addresses the fact that it is one form of leadership that is ideal to foster any kind of organizational change like changes in the performance of the companies. There have been essential researches that have authenticated the fact that the presence of transformational leadership while interlinking with the satisfaction of the employees and performance is better for the business.

The articles that have been discussed in this section of the literature leads to the generation of the conclusion that agreement with transformational leadership is possible as transformational leadership assists in making changes in the decision-making process with the advent of time and with the changes that are taking place in the economy with the help of which better operational activities and developed and this would have a positive impact on the securities of a company as well. It can even be cited that transformational leadership is one of the significant aspects that is helpful in the development of motivation among the stakeholders as well and thereby would enhance the activity level of the company as well.      

Method of Data Collection

Srivastava and Dhar (2016) explained that transformational leadership inspire and direct the effort of the employees by increasing their awareness of the significance of the outcomes and the values of the companies. This procedure needs the leaders to generate a sense of mission and vision and the intention among the employees with the help of which the confidence and direction of the future of the companies can be attained. The demand to attain the bigger goals activates the increased order demand of the employees, motivating them to surpass their individual self-interest for the sake of the companies and their customers (McFadden, Stock and Gowen 2015).

The next aspect has been that the transformational leaders motivate the employees to be the source of the actual influence, performing as a role model and creating the confidence of the employees and pride towards the companies. The next aspect has been that the transformational leaders assists the followers to attain the mission by stimulating intellectually in order to challenge the old forecasts about the organizational practices and issues.

By making the employees concentrate towards an outcome that is collective rather than being self-interest and towards innovation rather than sustainability, transformational leadership generates an environment where the employees would be willing to bear the expenses of the performance data usage, which are aware of their advantages and they are even more creative enough to understand these benefits (Gamache et al. 2015).

According to Van der Wal (2015), when the companies go through markets that are turbulent, short term product life and obsolete technologies before getting depreciated, it is seen that transformational leadership should be exploited at every extent in the companies.

Li et al. (2016) discovered that transformational leaders are able to rearrange norms and the values of the follower, enhance the organizational and personal changes and surpass their initial expectations of the performance. It is seen that transformational leadership generates an emotional bonding among the employees and the leaders with the help of the modification and the fulfilment of the values and the needs which have an impact on the quality of the employees in accordance to the relationship towards their company by having an influence on the attitude of the subordinates.

The assessment of these articles leads to the conclusion that employee performance has significant level of impact on the overall company performance. It is seen that there exist various attributes that improve the employee performance and in the same manner agreement is made on the articles as it is seen that employee performance leads to the development of the performance of the company as well as the securities of the company as well.      

Feasibility of the Research

The transformational leaders have the desire to transform the performance of the companies from the lower to the effective level of performance. The leaders would therefore look forward to make key changes in the company by overhauling the culture of the companies. This is undertaken with the help of various processes. It is seen that every leader is looking forward to improve the performance of the companies in order to follow various processes.

The rise in the awareness of the individuals is one of the processes with the help of which transformations are possible; DiGiuseppe and Shea (2015) explained that transformational leaders need to disclose that there are certain issues. By addressing the issues, the leaders would look to change the same. The transformational leaders look forward to develop the awareness among the employees and the subordinates in accordance to the significance of their work and the rewards that would be attained and thereby guide them in accordance to these awards would be achievable.     

The other way which is undertaken has been the process of transformation by assisting the individuals to go over their self-interest. Liao et al. (2017) cited that there are two sorts of individuals in an organization. One of them have been the ones who are working for the betterment of the company and therefore look to make the company a better place. On the other hand, there are other employees who perform for the company in order to attain their own best interest. The transformational leader need to alter their mind-set so that they are able to look over the interest only and look at the company as a whole where development that would be made would be beneficial for everyone as a whole.

The method of assisting other people in order to attain the self-fulfilment is a key aspect that leads to the development of changes. It is seen that the transformational leaders ensure that that all of them are developing within the company.

The other way with the help of which the changes that can be made within the companies can be done by making the employees aware about the desire for development and therefore Chatterjee and Pollock (2017) explained that changes and alterations is a significant factor in the current time period most of the companies are dependent on it. It is the role of the leader to create an understanding that the employees about the reason why changes are essential and the steps that would be taken in order to make the changes. Hence, it is seen that the companies as well the leaders need to undertake plans and policies with the help of which better performance of the companies are possible.

Literature Review

Financial researchers have stressed on the fact that leadership skills of the management has an impact on the development of the companies. The financial performance of an organization is undertaken by the leaders of the firm and thereby they undertake extensive plans and strategies with the help of which they can construct plans and decisions in relation to the share price and the issue of the shares in the market (Srinivasan, Wuyts and Mallapragada 2018).

However, it is seen that the impact of leadership on the results that are in relation to corporate earnings and in relation to equity value has been found to be an issue. The financial outcomes have remained one of the key aspects for the investment researcher, which they make use of in order to assess the present and the future outcome and the success of the business. The companies have been incorporating the decisions that are in relation to senior leadership in order to create an understanding of the valuation of the equities. Potdar et al. (2018) explained the financial performance of an organization determines the efficiency level of the leaders. The attainment of premium valuation is possible with the help of the leadership skills of the leaders. Boguth et al. (2016) explained that leadership style of the leaders determines the performance of the business. The amount of stocks that would be issued by the companies is dependent on the perception and the decision of the leaders. The leaders assess the market and accordingly forecast the financial performance of the business and accordingly take the decision of issuing shares or forfeiture of shares. The performance of the company and the generation of the profit of the companies are dependent on the decisions that are undertaken by the leaders and therefore securities of the company and the leadership attribute of the management.

The size of the company even has a significant role to play in the performance of the leaders as well. Lourenço et al. (2014) cited that the size of the company determines the effectiveness of the leaders as when the size of the companies is big, the management and the style of leaders differ. The bigger companies are faced with various issues and therefore these aspects would be taken into consideration by the leaders when undertaking the decisions. The leaders of the smaller companies have lower burden and therefore they can focus separately on each and every aspect. It is seen that financial performance is one of the key factors and therefore significant amount of stress is given on this factor and therefor focus on the securities of the company are existent. The objectives of the company and the attitude of the leaders determine the extent of focus on the shares of the company. The activities as well as the performance of the shares in the market determine the extent of external investments that would take place and would even determine the how much investors would be interested in undertaking new investments. Hui-Na and Wo-Chiang (2015) explained that the performance of the companies in the economy would determine their efficiency level and accordingly the performance of the shares of the company in the economy would be understood. Babi?, Savovi? and Domanovi? (2014) therefore addressed the fact that there exists a direct relationship among the impact of the leaders on the performance of the shares of the company. In certain cases, it has been observed that leaders of certain companies undertake unethical actions and plans with the help of which they disclose false information to the market and the stakeholders. This satisfies the customers in a significant manner but it is seen that the actual performance of the company is still not competent.

Efficient Leadership and Its Impact

The intention of the methodology has been to define the kind of data that is ideal for this topic and the process that would be taken into consideration in order to collect this kind of data. The gathering of the data is dependent on the discretion of the topic and therefore proper analysis has to be done before coming to the conclusion that which kind of data is ideal for this research. The design and the approach that would be used is even explained in this paper with the help of which a guideline and course would be highlighted in order to collect the data and thereafter proceed with the data analysis method. The topic that is taken into consideration in this paper is comparison and effect of leadership on the securities company in Seoul, South Korea. It is due to this fact that all the data has been collected from employees and the managers who are working in securities company in Seoul, South Korea.  

The philosophy has been helpful in the development of the ideology which has been regarded in this paper in order to collect and preserve the data so that proper evaluation is possible. The collection and the analysis of the data would be reliant on the aims and objectives of the topic. The philosophy assists in the analysis of the traits and the sources as well as the development of understanding of the data that is in association to this topic. Piansoongnern (2016) discovered that there are three sorts of philosophies that are available to them and each one of them have their own traits with the help of which better results can be ascertained. However, philosophy of realism has been considered simply due to the fact that this would be helpful in attaining robust and proper knowledge on the topic with the help of which authentic results would be achievable.    

The approach is helpful in the determination of the models and the structure that would be suitable for this topic with the help of which effective procedure of data analysis would be known. The approach is therefore helpful in the development of the base according to which the evaluation process would move forward. There are two kinds of approaches that are available for use and they are deductive approach and inductive approach. The inductive approach refers to the creation of new and innovative models and theories that have been constructed for the first time in order to attain the results as desired (Wang 2015). On the other hand, deductive approach refers to the models and the theories that have been used earlier in other researches. In accordance to this paper, deductive approach is selected as the models and theories that have been used earlier would be taken into consideration and no new models have been constructed.  

The productivity and the effectiveness in association to the topic are dependent on the research design that would be exploited by the researcher. The efficient thesis is supportive in the assessment and interpretation of the data within a definite time frame that would be helpful in the development of the research outcome. The three kinds of design that are available for use are descriptive, explanatory and exploratory design (Coleman 2016). In accordance to this topic, explanatory research design has been chosen as it would be helpful in creating an understanding of the cause and effect relationship among leadership and its impact on the securities of the company. The explanatory design has been helpful in explaining the ideas and the determinants that are effective enough in the development of the desired result.

In accordance to this topic, quantitative as well as qualitative data has been used in order to have an understanding of the topic in an extensive manner. It is seen that quantitative data has been used with the help of which the data that is collected is converted into numerical and figures with the help of which the effectiveness of leadership has been ascertained. Qualitative data has been used in order to collect data with the help of face to face interactions and even from various secondary sources with the help of which better results have been discovered. Primary data has been selected for this paper and therefore the responses of the selected respondents have been taken into consideration with the help of which better and effective results have been determined (Klettner, Clarke and Boersma 2016). Interview of the managers would even be undertaken so that their perceptions and ideas on the topic can be collected and thereafter proper evaluation is possible. Secondary data on the other hand has been collected by taking assistance of secondary sources like websites, journals and manuals with the help of which better understanding and knowledge has been known.

The sample constitutes of the overall group of people who have been chosen in order to provide the data that is helpful in the completion of the paper. It is due this fact that 75 respondents out of the overall employees of the securities company have been selected who have been working in the company for over 2 years and their responses have been taken in order to reach the desired result. On the other hand, for the purpose of undertaking the interview, it is seen that 5 managers who have an experience of over 10 years in the company and over 10 years as the manager has been selected in order to gather their point of view as well. The overall analysis will be definitely being fruitful in the discovery of the desired outcome. The target population for the collection of the data has been the employees and the managers who are working in the securities companies that are operational in Seoul, Korea. In accordance to the selection of the sample, simple random sampling has been taken into consideration and therefore respondents have been selected from the employees who have been working in the security companies for over 2 years and therefore from this pool of employees simple random sampling has been used and therefore selection of the respondents has been done from this pool. Simple random sampling provides equal opportunity to all the employees within the pool to get selected. The participants who have been selected are eligible for the contribution of the research as all the respondents are from the securities company and have been within the company for over 2 years and therefore have adequate knowledge on leadership and therefore they would be able to provide sufficient insight with the help of which the analysis in accordance to the topic can be done and desired results are attainable.     

The collection of the data has been done with the help of survey analysis. It is due to this fact that close ended questionnaire has been constructed and these questionnaires have been forwarded to the selected participants and have been asked to fill up the same in order to gather their point of view as well. On the other hand, in order to undertake the interview, open ended questions are constructed and these questions have been asked to the managers in order to collect their views as well. The secondary data has been used by taking assistance of internet sources, journals, articles and manuals in accordance to this topic with the help of which better results have been determined. All the questions that have been asked to the employees and the managers are structured questions and therefore it assists in gaining responses that would be ideal for the purpose of analysis. A permission letter had been forwarded to the respondents and therefore after their permission, the questionnaires were handed over to them so that they can fill up the same and provide data that is required for the purpose of analysis.  

The analysis of the data would be done with the help of SPSS statistical software with the help of which the collected data would undergo analysis and thereafter results would be discovered with the help of which desired results can be determined. Thematic analysis has been done for the interview analysis of the managers with the help of which overall evaluation is possible and better outcome of the paper has been ascertained.

In order to undertake a research, it is essential to maintain the ethics for the research so that the data that is gathered has been true and authentic sources and therefore the data that would be used are accurate and thus the results that has been attained has been true and precise. Hence, in this paper, the researcher has abided with the ethical rules and policies that have been disclosed by national and international ethical bodies and therefore all the data has been collected from authentic sources so primary data has been collected from the selected respondents and managers and the secondary data that is used has been collected from authentic websites and journals that are related to this topic. The consideration of ethics is helpful in the lowering of risks that is related to collection of the data and therefore the results that has been ascertained will be true and fair. 

This section of the paper has the intention of providing an analysis of the data that has been collected and extensive explanation has been made so that precise and effective results can be ascertained. The paper has therefore undertaken frequency analysis, along with correlation, reliability test and Kendall’s W test so that proper assessment is possible and accordingly an idea can be created with the help of which outcome of the paper is possible. Interview analysis will be undertaken as well of the managers and their views and perceptions have been taken into consideration in order to bring out the actual outcome of the paper.  

The questions that have been asked to the respondents have been segmented into demographic questions and topic related questions and each one of them have been explained as follows:

This is the first question that has been asked to the respondents and it is seen that 50.7% are male and the rest of 49.3% are female. It is seen that the respondents have been very equally distributed among male and female.

The next question that has been asked has knowing the age group of the respondents. It is seen that 29.3% of the respondents are within the age group 26- 35 years and 28% are within the age group of 36-45 years. 21.3% are within the age group of 46-55 years and 13.3% are in the age group of 56 years and above. A small percentage of 8% are within the age group of 18-25 years. It can therefore be said that most of the respondents are within the middle age group.

This question is associated to having knowledge about the designation the respondents possess. It is seen that 56% of the respondents are executives and 32% of them are managers. A small percentage of 12% are interns for the companies.

Variables	Strongly disagree	Disagree	Neutral	Agree	Strongly agree
The leaders make other feel good within the company	2.7% (2)	4% (3)	24% (18)	44% (33)	25.3% (19)
The leaders think about the old problems in a new way	1.3% (1)	6.7% (5)	16% (12)	44% (33)	32% (24)
The leaders help in developing others with the help of motivation	4% (3)	2.7% (2)	14.7% (11)	50.7% (38)	28% (21)
Personality of the leaders have an impact on the satisfaction of the employees	2.7% (2)	6.7% (5)	13.3% (10)	38.7% (29)	38.7% (29)
Communication skills of the leaders determine the style of leadership	2.7% (2)	8% (6)	14.7% (11)	32% (24)	42.7% (32)
The leaders are competent enough in resolving all the issues within the company	1.3% (1)	4% (3)	13.3% (10)	42.7% (32)	38.7% (29)
Rewards and recognition are given to the employees by the leaders when they reach their goals	2.7% (2)	5.3% (4)	14.7% (11)	38.7% (29)	38.7% (29)
Employees have faith on their leaders	0% (0)	5.3% (4)	10.7% (8)	45.3% (34)	38.7% (29)
Personal attention is given to the employees who require attention	4% (3)	2.7% (2)	14.7% (11)	38.7% (29)	40% (30)
The standards that have to be carried out are conveyed	1.3% (1)	4% (3)	10.7% (8)	53.3% (40)	30.7% (23)
The style and the perception of the leaders determine the development of the company	2.7% (2)	5.3% (4)	9.3% (7)	40% (30)	42.7% (32)

In accordance to the first question that is looking to answer whether the leaders are able to make the others feel good within the company explains that 44% of them have agreed and 25.3% have strongly agreed. 24% have remained neutral and a small percentage of 4% have disagreed and the rest of 2.7% have strongly disagreed.

The next question that has been asked has looked to answer to the fact whether the leaders are able to think about any old problems in a new way. It is seen that 44% have agreed and 32% have strongly agreed. 16% of them have remained neutral and 6.7% have disagreed. It is seen that only 1.3% have strongly disagreed.

This question looks to answer the fact that whether the leaders are helpful in developing others with the help of motivation. The responses reveal that 50.7% have agreed and 28% have strongly agreed. 14.7% have remained neutral and 4% have strongly disagreed. It is seen that 2.7% have disagreed to this point.

This question has looked to answer to the fact that whether the personality of the leaders have an impact on the employee satisfaction. It is seen that 38.7% have agreed and the same percentage of 38.7% have strongly agreed. 13.3% have remained neutral whole 6.7% have disagreed and 2.7% have strongly disagreed.

This question looks to answer to the fact that the communication skills of the leaders determine the style of leadership and it is seen that 42.7% have strongly agreed and 32% have agreed to this point. It is seen that 14.7% have stayed neutral and 8% have disagreed to this point. Only a meagre percentage of 2.7% have strongly disagreed.

This question has tried to answer whether the leaders have been competent in resolving all the issues in an organization. It is seen that 42.7% have agreed to this point and 38.7% have strongly agreed. 13.3% have looked to remain neutral and 4% of them have disagreed. It is seen that 1.3% of them have strongly disagreed to this point.

The next question that is in line has been the fact that whether rewards and recognition are given to the employees and it is seen that 38.7% have agreed and the same percentage of 38.7% have strongly agreed. 14.7% have remained neutral and 5.3% have disagreed to this point. The rest of 2.7% have strongly disagreed to this point.

A question has even been asked that whether the employees have faith on their leaders. It is seen that 45.3% have agreed to this point and 38.7% have strongly agreed. 10.7% have remained neutral and 5.3% have disagreed.

The question that has been asked has been that personal attention is given towards the employees who are in need of attention. It is seen that 40% have strongly agreed and 38.7% have agreed. 14.7% stayed neutral; and 2.7% have disagreed. On the contrary 4% of them have strongly disagreed.

The next question has looked to answer whether all the standards are conveyed by the leaders and it is seen that 53.3% have agreed and 30.7% have strongly agreed. 10.7% remained neutral; and 4% of them have disagreed. The rest of 1.3% have strongly disagreed.

The last and the final question that has been asked has been whether the perception and the style of the leaders ascertain the development of the companies. The results indicate that 421.7% have strongly agreed and 40% have agreed to this point. 9.3% have remained neutral and 5.3% have disagreed. The rest of 2.7% have strongly disagreed to this point.  

In the following table of correlation coefficient, the correlation coefficients are calculated in the bivariate manner. Although, the values of correlation-coefficients are enough to indicate the association between two variables, the correlation coefficient has a certain level of statistical significance. Two types of correlations are calculated as per 1% and 5% level of significance. The presence of significant correlations is confirmed with 99% and 95% probability. ‘Communication skills of the leaders determine the style of leadership’ has significant correlation with most of the variables and ‘The style and the perception of the leaders determine the development of the company’ has insignificant correlation with most of the variables. The correlation coefficient with 5% level of significance is weaker than correlation coefficient with 1% level of significance.

Correlations
	The leaders make other feel good within the company	The leaders think about the old problems in a new way	The leaders help in developing others with the help of motivation	Personality of the leaders have an impact on the satisfaction of the employees	Communication skills of the leaders determine the style of leadership	The leaders are competent enough in resolving all the issues within the company	Rewards and recognition are given to the employees by the leaders when they reach their goals	Employees have faith on their leaders	Personal attention is given to the employees who require attention	The standards that have to be carried out are conveyed by the leaders	The style and the perception of the leaders determine the development of the company
The leaders make other feel good within the company	Pearson Correlation	1	.259*	.341**	.288*	.368**	.330**	.397**	.172	.240*	.239*	.258*
Sig. (2-tailed)		.025	.003	.012	.001	.004	.000	.140	.038	.039	.026
N	75	75	75	75	75	75	75	75	75	75	75
The leaders think about the old problems in a new way	Pearson Correlation	.259*	1	.439**	.397**	.472**	.277*	.160	.404**	.272*	.382**	.061
Sig. (2-tailed)	.025		.000	.000	.000	.016	.171	.000	.018	.001	.604
N	75	75	75	75	75	75	75	75	75	75	75
The leaders help in developing others with the help of motivation	Pearson Correlation	.341**	.439**	1	.532**	.426**	.549**	.202	.301**	.046	.277*	.151
Sig. (2-tailed)	.003	.000		.000	.000	.000	.083	.009	.698	.016	.196
N	75	75	75	75	75	75	75	75	75	75	75
Personality of the leaders have an impact on the satisfaction of the employees	Pearson Correlation	.288*	.397**	.532**	1	.481**	.307**	.224	.184	.286*	.092	.210
Sig. (2-tailed)	.012	.000	.000		.000	.007	.054	.114	.013	.435	.071
N	75	75	75	75	75	75	75	75	75	75	75
Communication skills of the leaders determine the style of leadership	Pearson Correlation	.368**	.472**	.426**	.481**	1	.334**	.289*	.419**	.409**	.299**	.303**
Sig. (2-tailed)	.001	.000	.000	.000		.003	.012	.000	.000	.009	.008
N	75	75	75	75	75	75	75	75	75	75	75
The leaders are competent enough in resolving all the issues within the company	Pearson Correlation	.330**	.277*	.549**	.307**	.334**	1	.554**	.170	.048	.313**	.225
Sig. (2-tailed)	.004	.016	.000	.007	.003		.000	.145	.682	.006	.053
N	75	75	75	75	75	75	75	75	75	75	75
Rewards and recognition are given to the employees by the leaders when they reach their goals	Pearson Correlation	.397**	.160	.202	.224	.289*	.554**	1	.250*	.210	.287*	.075
Sig. (2-tailed)	.000	.171	.083	.054	.012	.000		.030	.070	.013	.525
N	75	75	75	75	75	75	75	75	75	75	75
Employees have faith on their leaders	Pearson Correlation	.172	.404**	.301**	.184	.419**	.170	.250*	1	.371**	.332**	.085
Sig. (2-tailed)	.140	.000	.009	.114	.000	.145	.030		.001	.004	.470
N	75	75	75	75	75	75	75	75	75	75	75
Personal attention is given to the employees who require attention	Pearson Correlation	.240*	.272*	.046	.286*	.409**	.048	.210	.371**	1	.265*	.288*
Sig. (2-tailed)	.038	.018	.698	.013	.000	.682	.070	.001		.022	.012
N	75	75	75	75	75	75	75	75	75	75	75
The standards that have to be carried out are conveyed by the leaders	Pearson Correlation	.239*	.382**	.277*	.092	.299**	.313**	.287*	.332**	.265*	1	.398**
Sig. (2-tailed)	.039	.001	.016	.435	.009	.006	.013	.004	.022		.000
N	75	75	75	75	75	75	75	75	75	75	75
The style and the perception of the leaders determine the development of the company	Pearson Correlation	.258*	.061	.151	.210	.303**	.225	.075	.085	.288*	.398**	1
Sig. (2-tailed)	.026	.604	.196	.071	.008	.053	.525	.470	.012	.000
N	75	75	75	75	75	75	75	75	75	75	75
*. Correlation is significant at the 0.05 level (2-tailed).
**. Correlation is significant at the 0.01 level (2-tailed).

Reliability data tends to proper conclusion (Krippendorff 2008). Unreliable data infer bad conclusion.

Reliability Statistics
Cronbach’s Alpha	N of Items
.799	14

The value of reliability statistic (Cronbach’s alpha) is 0.799. Therefore, the data is overall reliable as its value ranges in the interval 0.6 to 0.9.

Item-Total Statistics
	Scale Mean if Item Deleted	Scale Variance if Item Deleted	Corrected Item-Total Correlation	Cronbach’s Alpha if Item Deleted
Gender	50.01	47.121	-.049	.810
Age Group	48.49	40.037	.378	.792
Designation in the company	49.08	45.588	.101	.807
The leaders make other feel good within the company	47.67	40.252	.495	.781
The leaders think about the old problems in a new way	47.53	40.333	.489	.781
The leaders help in developing others with the help of motivation	47.56	39.844	.524	.778
Personality of the leaders have an impact on the satisfaction of the employees	47.48	39.496	.507	.779
Communication skills of the leaders determine the style of leadership	47.48	37.685	.624	.768
The leaders are competent enough in resolving all the issues within the company	47.39	40.375	.519	.779
Rewards and recognition are given to the employees by the leaders when they reach their goals	47.47	40.225	.459	.783
Employees have faith on their leaders	47.35	42.094	.396	.789
Personal attention is given to the employees who require attention	47.44	41.061	.383	.790
The standards that have to be carried out are conveyed by the leaders	47.44	40.736	.526	.779
The style and the perception of the leaders determine the development of the company	47.37	41.724	.343	.793

The value of Cronbach’s alpha is greater than 0.6 for the variables. Therefore, no variable could be deleted from the data set.

Kendall’s coefficient of concordance (Kendall’s W) is a non-parametric measure of agreement among the responders. It undertakes the mean rank of the considered variables and validates the equality of responses.

Ranks
	Mean Rank
The leaders make other feel good within the company	5.15
The leaders think about the old problems in a new way	5.71
The leaders help in developing others with the help of motivation	5.61
Personality of the leaders have an impact on the satisfaction of the employees	6.13
Communication skills of the leaders determine the style of leadership	6.21
The leaders are competent enough in resolving all the issues within the company	6.31
Rewards and recognition are given to the employees by the leaders when they reach their goals	6.15
Employees have faith on their leaders	6.38
Personal attention is given to the employees who require attention	6.24
The standards that have to be carried out are conveyed by the leaders	5.84
The style and the perception of the leaders determine the development of the company	6.27

N	75
Kendall’s Wa	.018
Chi-Square	13.421
df	10
Asymp. Sig.	.201
a. Kendall’s Coefficient of Concordance

As per W-value, we can find the coefficient of concordance. For Kendall’s W = 0, everyone ranked the responses randomly or differently. For Kendall’s W = 1, everyone ranks the list in exactly the equal order (Source: Spss-tutorials.com. 2018). Similarly, if level of significance is assumed to be 5%, then the p-value of the W-statistic ‘less than 5%’ refers that every responder has almost equal order of responses and the p-value of the W-statistic ‘greater than 5%’ refers that every responder does not have equal order of responses.

The Kruskal Wallis test is a non-parametric test which is the complementary of one-way ANOVA. It determines the whether the samples originate from the same distribution or not. It is utilised for comparing two or more indepe3ndnet samples of equal or different sample sizes (Field 2009).

Ranks
	Employees have faith on their leaders	N	Mean Rank
The leaders make other feel good within the company	Disagree	4	24.63
Neutral	8	33.75
Agree	34	38.29
Strongly agree	29	40.67
Total	75
The leaders think about the old problems in a new way	Disagree	4	27.25
Neutral	8	18.44
Agree	34	36.09
Strongly agree	29	47.12
Total	75
The leaders help in developing others with the help of motivation	Disagree	4	17.13
Neutral	8	31.44
Agree	34	37.81
Strongly agree	29	42.91
Total	75
Personality of the leaders have an impact on the satisfaction of the employees	Disagree	4	34.38
Neutral	8	28.88
Agree	34	36.26
Strongly agree	29	43.05
Total	75
Communication skills of the leaders determine the style of leadership	Disagree	4	13.13
Neutral	8	25.19
Agree	34	37.79
Strongly agree	29	45.21
Total	75
The leaders are competent enough in resolving all the issues within the company	Disagree	4	26.00
Neutral	8	33.25
Agree	34	37.90
Strongly agree	29	41.09
Total	75
Rewards and recognition are given to the employees by the leaders when they reach their goals	Disagree	4	31.63
Neutral	8	29.25
Agree	34	34.57
Strongly agree	29	45.31
Total	75
Personal attention is given to the employees who require attention	Disagree	4	33.38
Neutral	8	13.75
Agree	34	37.79
Strongly agree	29	45.57
Total	75
The standards that have to be carried out are conveyed by the leaders	Disagree	4	25.13
Neutral	8	23.50
Agree	34	38.84
Strongly agree	29	42.79
Total	75
The style and the perception of the leaders determine the development of the company	Disagree	4	39.38
Neutral	8	34.81
Agree	34	36.63
Strongly agree	29	40.29
Total	75

Test Statistics a,b
	The leaders make other feel good within the company	The leaders think about the old problems in a new way	The leaders help in developing others with the help of motivation	Personality of the leaders have an impact on the satisfaction of the employees	Communication skills of the leaders determine the style of leadership	The leaders are competent enough in resolving all the issues within the company	Rewards and recognition are given to the employees by the leaders when they reach their goals	Personal attention is given to the employees who require attention	The standards that have to be carried out are conveyed by the leaders	The style and the perception of the leaders determine the development of the company
Chi-Square	2.546	14.535	6.950	3.727	12.584	2.522	6.508	15.524	7.809	.749
df	3	3	3	3	3	3	3	3	3	3
Asymp. Sig.	.467	.002	.074	.292	.006	.471	.089	.001	.050	.862
a. Kruskal Wallis Test
b. Grouping Variable: Employees have faith on their leaders

The p-values of the Chi-square statistic less than 0.05 of the previous table indicates that the corresponding ordinal variables have same mean rank and the p-values greater than 0.05 indicates that the corresponding ordinal variables have different mean rank with respect to grouping variable ‘Employee have faith on their leaders’.

The discussion that is done is on the basis of the analysis that has been done in the previous chapter. It is seen that by looking into the frequency analysis, the higher percentage of the respondents have agreed to all the questions that have been asked to them in relation to leadership and their impact on the securities company in Seoul, Korea. There have been certain respondents who may not have agreed to all the questions that have been asked to them but the overall analysis addresses the fact that leadership has extensive and significant level of impact on the performance of the companies in the securities industry in Seoul, Korea. The analysis has even discovered the fact that there are certain areas on which improvements and developments that are possible and these areas has to be taken into consideration by the leaders in the near future in order to enhance their level of effectiveness and attain the goals of the company within the specified time frame.    

First of all, the data set is found to be absolutely reliable as the value of Cronbach’s alpha of the data set is greater than 0.7 but less than 0.9. No variable could be deleted from the data-frame.

The correlation coefficient determines the cause and effect association and correlation between two variables. The correlation can vary in the range -1 to 1 (Source: Statistics.laerd.com. 2018). The negative absolute correlation is determined by the value (-1) and positive absolute correlation is determined by the value (1). The value of (0.2 to 0.4) indicates weak correlation, (0.4 to 0.7) indicates moderately strong correlation and (0.7 to 1) indicates strong correlation (Sedgwick 2012).  The correlation could be both positive and negative.

The leaders make others feel good within the company has significant correlation with all the other variables except employees have faith on their leaders. The leaders think about the old problems in a new way has significant correlation with all the variables except rewards and recognition are given to the employees by the leaders when they reach their goals as well as the style and the perception of the leaders determine the development of the company. The leaders help in developing others with the help of motivation has significant correlation with all the variables except ‘Rewards and recognition are given to the employees by the leaders when they reach their goals’, ‘Personal attention is given to the employees who require attention’ and ‘The style and the perception of the leaders determine the development of the company’. The next factor, ‘Personality of the leaders have an impact on the satisfaction of the employees’ has significant correlation with all the variables except ‘Rewards and recognition are given to the employees by the leaders when they reach their goals’, ‘Employees have faith on their leaders’ and ‘The style and the perception of the leaders determine the development of the company’. The factor ‘Communication skills of the leaders determine the style of leadership’ has significant correlation with all the variables. ‘The leaders are competent enough in resolving all the issues within the company’ has significant correlation with all the variables except ‘Employees have faith on their leaders’, ‘Personal attention is given to the employees who require attention’ and ‘The style and the perception of the leaders determine the development of the company’.

‘Rewards and recognition are given to the employees by the leaders when they reach their goals’ and ‘Employees have faith on their leaders’ have significant correlation with almost half of the rest of the variables and insignificant correlation with rest of half of the variables. ‘Personal attention is given to the employees who require attention’ has significant correlation with all the rest of the variables except ‘The leaders help in developing others with the help of motivation’, ‘The leaders are competent enough in resolving all the issues within the company’ and ‘Rewards and recognition are given to the employees by the leaders when they reach their goals’. The factor ‘The standards that have to be carried out are conveyed by the leaders’ has significant correlation with all the variables except ‘Personality of the leaders have an impact on the satisfaction of the employees’. ‘The style and the perception of the leaders determine the development of the company’ has significant correlation with the variables ‘The leaders make other feel good within the company’, ‘Communication skills of the leaders determine the style of leadership’, ‘Personal attention is given to the employees who require attention’ and ‘The standards that have to be carried out are conveyed by the leaders’.

It indicates that most of the responses are correlated with each other. That is, they have significant correlation between themselves. The dependent variables of effect of leadership ‘Faith of the employees on the leaders’ has high and significant correlation with most of the independent variables.

The value of Kendall’s W = 0.018. Therefore, it could be concluded that the responders do not agree with each other. The chi-square statistic (13.421) with p-value 0.201, indicates that there do not exist significant association within the responses of different responders (Legendre 2005).

The mean rank of different ordinal values of different dependent values with respect to faith of the leaders are calculated with the help of Kruskal Wallis test. The p-values values of Kruskal Wallis test statistic indicates that ‘The leaders think about the old problems in a new way’ (0.002), ‘Communication skills of the leaders determine the style of leadership’ (0.006), ‘Personal attention is given to the employees who require attention’ (0.001) and ‘The standards that have to be carried out are conveyed by the leaders’ (0.05) have different level of responses (Source: Statistics.laerd.com. 2018). The other factors have same level of responses.

The data under consideration is reliable and valid. In this reliable data analysis, it was found as per Kendall’s W that most of the responders have different types of mentality. Most of the variables has different types of responses within itself except renewal of old problems, communication skills, personal attention towards employees’ requirements and standards of carrying out. Not only that, trust of the employees of the company has high significant correlation with most of the independent variable. However, the table of correlation coefficient indicate that insignificant correlation comes from ‘feel good situation’, ‘personality of leaders towards customer satisfaction’, ‘competency to resolve the issues’ and ‘style and perception of the leaders’.

The interview analysis has been done on the basis of the answers that have been provided by the five managers who have been chosen. These five managers have been working in the companies for over 10 years and therefore sufficient knowledge that would help addressing the impact of leadership on the securities companies in Seoul, Korea. An overall analysis would be done on the basis of the answers that have been provided by the five managers on each of the questions and thereby an idea and perspective can be attained with respect to the role and the impact of the leaders on these companies.

In accordance to the first question, that looks to answer whether the style of leadership has an influence on the performance of the companies it is seen that 4 out of the five managers have pointed out the fact style of leadership has an essential role to play as their style and leadership quality determines the actions and the performance of the company as a whole. On the other hand, the remaining manager has expressed the fact that the style of leadership does not have critical role to play as he feels that the performance of the company is dependent on the performance that is given by the employees and the changes that are taking market as a whole.

The next question that has been asked to the managers has been that whether communication skills of the leaders motivate the performance of the employees. It is seen that 4 managers out of the 5 have agreed to this point as effective communication and skills of communication of the leaders determine the motivation of the employees and this enhances the performance quality of the leaders. The lone manager denies to this point as he feels that the point of view of the employees and certain other factors have an influence of the performance of the employees.

This question has looked to determine the fact that whether the profit of the companies is influenced by the decisions that are taken by the leaders. All of the five managers have agreed to this point due to the fact that the profit is dependent in the decisions that are taken by the leaders. If the decisions are ineffective then the extent of profit would get lowered and vice versa. Hence, it can be ascertained that the profit of a company is dependent on the decisions of the leaders as they are the ones who takes all the decisions.  

The next question that has been taken into consideration has been tenure of completion of the goals of the companies is dependent on the quality and the style of leadership. In accordance to this question, all the managers have agreed to this point and they have point out the fact that the leaders are the ones who specify the time within which a work needs to be completed and therefore they take charge in making sure that all the tasks and the goals are achieved within the deadline provided.    

The last question that has been asked to the question has been whether the leadership quality is able to mitigate the risks of the company. Three of the managers have said that they feel that leadership quality is able to mitigate the level of risks as they are the ones who constructs plans and policies with the help of which these risks can be mitigated. However, the other two managers have cited the fact that there are other factors like the economic and political factors that have an influence on the level of risks and the reduction in risks. The overall interview analysis therefore concludes the fact that significant level of impact is there on the leadership of the leaders in the securities companies in Seoul, Korea. Hence, it is seen that leadership has significant amount of impact on the performance of the securities companies in Seoul, Korea.    

Conclusion

The discussion of the study shows that the most of the variables has been to be showing a positive response to the variables set for the study. It needs to be seen that the response of the variable ‘standards that have to be carried out are conveyed’ is seen to be highest in nature. This is seen with a response percentage of 84% including the response of the individuals who strongly agree and agree to the aforementioned statement. The second highest response of the individual is seen to be specific with the style and the perception of the leaders to determine the development of the company. The total positive percentage for this response is depicted to be 82.7%. It is seen that 40% of the respondents agree and 42.7% strongly agree to the style and the perception of the leaders to determine the development of the company. The third highest response of the individual is seen to be specific with the response for what the leaders think about the old problems in a new way. This is seen to be evident with the 50.7% of the respondents who agree to the given statement and 28% of the respondents who strongly agree to the statement.

The highest significance from the correlation data can be seen among the responses for the leaders who are competent enough in resolving all the issues within the company and the responses for the rewards and recognition are given to the employees by the leaders when they reach their goals. The high correlation value is evident with 0.554. A similar significance in the correlation is further seen with the response for Rewards and recognition are given to the employees and the various responses for the leaders are competent enough in resolving all the issues within the company. There has been important correlation also depicted in terms on the different types of the responses which is seen to be associated to Personality of the leaders have an impact on the satisfaction of the employees and the leaders help in developing others with the help of motivation. This considered to be evident with a correlation value of .532. Some of the other significant nature of the other correlation value needs to be considered with the response pertaining to the leaders help in developing others with the help of motivation and Communication skills of the leaders determine the style of leadership. This is seen with a total correlation value of 0.426. The responses pertaining to what the leaders think about the old problems in a new way and Communication skills of the leaders determine the style of leadership is inferred with a strong significance. This is seen with a correlation value of 0.472.

It has been further seen that the research can be inferred as reliable in nature. This is evident with the Cronbach’s alpha value of 0.799 which is more than 0.6. The inference from the Kendall’s W shows that response given by the research subject have not deviating in terms of the trend of answering the questions. This is seen to be evident with the Kendall’s Wa value of .018. In addition to this, the main inference from the Kendall W is seen with the trend that the respondents who has a tendency to mark positive response has stick to that opinion and vice versa.

The main recommendation for the study needs to be focused with the standards that have to be carried out are conveyed with proper guidelines. In addition to this, the research is also recommended to consider the various types of the other responses of the individual which are depicted with the perception of the leaders to determine the development of the company. Some of the other recommendations of the research work needs to be taken into account with the various types of the considerations for the leaders think about the old problems in a new way. The recommendations as per the correlations of the study needs to be taken into consideration with the various dimensions of the study which relates to an augmented focus on the leaders who are competent enough in resolving all the issues within the company and the responses for the rewards. In addition to this. it is also recommended that the study gives a greater emphasis on the responses for the rewards and recognition are given to the employees by the leaders when they reach their goals.

The inclusion of the scope of the further work needs to be determined with the various aspects of the study which are seen to be putting an augmented focus on the areas of weakness. The future study needs to include more data on providing the rationale for the low significance of the leaders to make other feel good within the company and the leaders think about the old problems in a new way. In addition to this, the future study should be able to depict the various main problems in area of the personal attention is given to the employees who require attention. In the scope of the various types of the other aspect of the study the main information needs to be inferred with the important considerations of the low correlation between the leaders make other feel good within the company and the standards that have to be carried out are conveyed by the leaders. It needs to be also seen that the depiction of the various types of the information relating to the leaders think about the old problems in a new way needs to be determined with the Personal attention is given to the employees who require attention. The study of the research study is further seen to be considered as per are the relevant aspects of the research study related to the focus on the responses of what the leaders make other feel good within the company and Employees have faith on their leaders. It needs to be categorized that the important aspects of the study pertaining to the relevant aspect of information in the future work needs to be associated to enhance the effect in the leadership on the securities companies in the Seoul.

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Klettner, A., Clarke, T. and Boersma, M., 2016. Strategic and regulatory approaches to increasing women in leadership: Multilevel targets and mandatory quotas as levers for cultural change. Journal of Business Ethics, 133(3), pp.395-419.

Krippendorff, K., 2008. Reliability. The International Encyclopedia of Communication.

Legendre, P., 2005. Species associations: the Kendall coefficient of concordance revisited. Journal of agricultural, biological, and environmental statistics, 10(2), p.226.

Li, X., Tang, Y., Yang, N., Ren, R., Zheng, H. and Zhou, H., 2016. The value of information disclosure and lead investor in equity-based crowdfunding: An exploratory empirical study. Nankai Business Review International, 7(3), pp.301-321.

Liao, S.S., Hu, D.C., Chung, Y.C. and Chen, L.W., 2017. LMX and employee satisfaction: mediating effect of psychological capital. Leadership & Organization Development Journal, 38(3), pp.433-449.

Lourenço, I.C., Callen, J.L., Branco, M.C. and Curto, J.D., 2014. The value relevance of reputation for sustainability leadership. Journal of Business Ethics, 119(1), pp.17-28.

Lyria, R.K., Namusonge, G.S. and Karanja, K., 2017. The effect of talent retention on organizational performance of firms listed in the Nairobi Securities Exchange. Journal of Human Resource and Leadership, 1(3), pp.56-68.

Piansoongnern, O., 2016. Chinese leadership and its impacts on innovative work behavior of the Thai employees. Global Journal of Flexible Systems Management, 17(1), pp.15-27.

Potdar, B., Guthrie, J., Gnoth, J. and Garry, T., 2018. The role of psychological ownership in shoplifting prevention: An exploratory study. Journal of Retailing and Consumer Services, 44, pp.253-265.

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Shi, W., Zhang, Y. and Hoskisson, R.E., 2017. Ripple effects of CEO awards: Investigating the acquisition activities of superstar CEOs’ competitors. Strategic Management Journal, 38(10), pp.2080-2102.

Sojo, V.E., Wood, R.E., Wood, S.A. and Wheeler, M.A., 2016. Reporting requirements, targets, and quotas for women in leadership. The Leadership Quarterly, 27(3), pp.519-536.

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Srinivasan, R., Wuyts, S. and Mallapragada, G., 2018. Corporate Board Interlocks and New Product Introductions. Journal of Marketing, 82(1), pp.132-148.

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Wang, H., 2015. A Corpus-based Contrastive Study of Online News Reports on Economic Crisis?A Critical Discourse Analysis Perspective. Journal of Language Teaching and Research, 6(3), pp.627-632.

Non-Academic Journals

Anderson, N., Poto?nik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of management, 40(5), pp.1297-1333.

Chang, J., Bai, X. and Li, J.J., 2015. The influence of leadership on product and process innovations in China: The contingent role of knowledge acquisition capability. Industrial marketing management, 50, pp.18-29.

Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.

Gamache, D.L., McNamara, G., Mannor, M.J. and Johnson, R.E., 2015. Motivated to acquire? The impact of CEO regulatory focus on firm acquisitions. Academy of Management Journal, 58(4), pp.1261-1282.

Kleinnijenhuis, J., Schultz, F., Utz, S. and Oegema, D., 2015. The mediating role of the news in the BP oil spill crisis 2010: How US news is influenced by public relations and in turn influences public awareness, foreign news, and the share price. Communication Research, 42(3), pp.408-428.

McFadden, K.L., Stock, G.N. and Gowen III, C.R., 2015. Leadership, safety climate, and continuous quality improvement: impact on process quality and patient safety. Health care management review, 40(1), pp.24-34.

Simons, T., Leroy, H., Collewaert, V. and Masschelein, S., 2015. How leader alignment of words and deeds affects followers: A meta-analysis of behavioral integrity research. Journal of Business Ethics, 132(4), pp.831-844.

Stock, R.M., Totzauer, F. and Zacharias, N.A., 2014. A closer look at cross?functional R&D cooperation for innovativeness: Innovation?oriented leadership and human resource practices as driving forces. Journal of Product Innovation Management, 31(5), pp.924-938.

Van der Wal, Z., 2015. “All quiet on the non-Western front?” A review of public service motivation scholarship in non-Western contexts. Asia Pacific Journal of Public Administration, 37(2), pp.69-86.

Van Tulder, R., Seitanidi, M.M., Crane, A. and Brammer, S., 2016. Enhancing the impact of cross-sector partnerships. Journal of Business Ethics, 135(1), pp.1-17.

Academic Journals

Alonderiene, R. and Majauskaite, M., 2016. Leadership style and job satisfaction in higher education institutions. International Journal of Educational Management, 30(1), pp.140-164.

Appelbaum, S.H., Karelis, C., Le Henaff, A. and McLaughlin, B., 2017. Resistance to change in the case of mergers and acquisitions: part 2. Industrial and Commercial Training, 49(3), pp.139-145.

Huda, M., Mat Teh, K.S., Nor Muhamad, N.H. and Mohd Nasir, B., 2018. Transmitting leadership based civic responsibility: insights from service learning. International Journal of Ethics and Systems, 34(1), pp.20-31.

Leithwood, K. and Azah, V.N., 2016. Characteristics of effective leadership networks. Journal of Educational Administration, 54(4), pp.409-433.

Lin, C.P., Liu, M.L., Joe, S.W. and Tsai, Y.H., 2017. Predicting top management approval and team performance in technology industry: Moderating effects of work exhaustion. Personnel Review, 46(1), pp.46-67.

Parker, D.W., Holesgrove, M. and Pathak, R., 2015. Improving productivity with self-organised teams and agile leadership. International Journal of Productivity and Performance Management, 64(1), pp.112-128.

Srivastava, A.P. and Dhar, R.L., 2016. Authentic leadership for teacher’s academic optimism: Moderating effect of training comprehensiveness. European Journal of Training and Development, 40(5), pp.321-344.

Stock, G.N. and McFadden, K.L., 2017. Improving service operations: linking safety culture to hospital performance. Journal of Service Management, 28(1), pp.57-84.

Wong, Y.T., Wong, Y.W. and Wong, C.S., 2015. An integrative model of turnover intention: Antecedents and their effects on employee performance in Chinese joint ventures. Journal of Chinese Human Resource Management, 6(1), pp.71-90.

Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature review. Journal of Management Development, 35(2), pp.190-216.