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Leadership Styles On Organizational Performance

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Question:

Discuss about the Leadership Styles on Organizational Performance.
 
 

Answer:

Introduction

Organizations represent a unified system of functions, processes and resources. For any system to work it requires good performance which originates from effective leadership. An effective leader is one who employs different styles and techniques to motivate and inspire employees (Liang & Chi, 2013). Studies report that an organization will be successful if employees are satisfied and committed to work. Productivity and profitability will occur among motivated and inspired employees. Any good leader is expected promote innovation, creativity and unity among the employees that will be made possible with an effective leadership style (Abbasi & Zamani-Miandashti, 2013). There are different leadership styles and approaches available for managers to utilize they include autocratic, democratic, ‘free for all’ both methods will differ in context and usage.

The business environment is dynamic as a result business is facing challenges of managed workforce diversity, technology changes, intensive competition, and globalization. To ensure the challenges are mitigated and performance improved leadership is needed to support managerial work (Arham, 2014). A good manager will need to take leadership role to propel the organization to greater performance. Although performance is not depended on one or two individual’s efforts, it is important for organizations to consider personal contributions to success. Managers need to employ work dynamism in order to be able to lead effectively and efficiently.

Organizations have argued that performance is a collective effort of all employees towards targeted goals. Employees are expected to work in unison towards organization goals subordinating their own interest. That has seen majority of organizations implementing policies to ensure that team effort is taken in consideration in work performance. A leader is needed to be present to ensure organizational goals are linked with resources for unity of direction to be achieved. An effective leader provides a guide, commitment and inspiration that other employees will follow and model from. Good performance in organization is modeled upon having leaders with clear visions and missions to spearhead their organizations (Ejere & Abasilim, 2013).

Statement of the problem

There are several measures of performance which makes it difficult to link with leadership. Many of the employees in organizations seek to understand the mind of leaders to improve their performance. That makes it difficult to directly identify means in which a leader can inspire employees to work efficiently and effectively to improve productivity in organizations. There are two forms of leader behavior approaches that can be used to manage organizations this include employee centered and job centered approaches. Managers are faced with dilemma to identify the most suitable approach to employ (Davis, 2014).

In cases where managers use job centered leader approach the focus on employee’s work, procedures in order to improve performance.  But the approach my bring discouragement and lack of motivation among employees. When managers decide to use employee centered behavior the focus is on developing a cohesive group structure that ensures group achievements and performance (Liang & Chi, 2013). The drawback of the approach it may lead to demotivation among employees because it does not recognize individual performance. Although several research link leadership with organization performance there is no clear way that explains how a leader should do to achieve good performance. Also different styles employed by leaders interchangeably contribute differently to performance. It is from these arguments that the study will be seeking to find out how leadership impacts organizational performance (Liang & Chi, 2013).

 

Aim and objectives of study

The purpose of the study will be to seek to establish the impact originating from leadership on organizational performance. Leadership dynamics can contribute to different organization performance which the study will try to establish.

The study will be guided by the following objectives:

1.To establish in which ways does a leader influence organization performance

2.To identify how leadership can impact organizational performance

Significance of the study

The findings of the study will be useful to organization management, scholars, and policy makers. The policy makers will be able to use the findings to come up with policies that cover leadership and organization performance. Scholars and other researchers may use the findings as additional knowledge and framework for further studies.

Methodology of the study

Literature review: An in-depth review of theoretical and empirical sources of data from books, peer journals, and other credible secondary data will be done. The literature review will be done to explain the key variable of the study (leadership and organizational performance), and how they relate to each other.

Research design: the study will employ mixed methods of explanatory and descriptive survey type of designs. Explanatory type of design involves searching for leading information on the relevant topic in order to obtain meaning from it. Descriptive survey type of design provides a detail explanation of the variables of the study through surveys (Flick, 2015).

Data instruments and collections: A desktop survey method and survey method will be used to collect data. Data will be obtained from secondary sources which include; books, peer review journals, magazines, company newsletters, written testimonials (Flick, 2015). After the data related to the theme of the study has been collected, a panel of expert will be formulated to help in scrutinizing and identification of relevant data (Fink, 2016). That will ensure that data chosen meets content validity and is reliable for the study. Survey in form of open forums and interviews targeting leaders will be used. 

Key indicators of performance:  According to the National council of statistics and economic studies organization performance can be measured based on the following indicators: productivity, growth and profitability. Leadership involves a process of motivation, inspiration, and guiding employees towards targeted goals

Data analysis: It will involve two methods qualitative and quantitative analysis. Qualitative analysis will be seeking opinions and ideas from various leaders through open interviews, open forums, and online surveys (Fink, 2016). Quantitative analysis will involve analyzing data descriptively using statistics like frequency, mean, percentage. Finally a report will be documented presenting findings in a form of charts graphs, and frequency table.

 

References

Abbasi, E., & Zamani-Miandashti, N. (2013). The role of transformational leadership, organizational culture and organizational learning in improving the performance of Iranian agricultural faculties. Higher Education, 66(4), 505-519. Retrieved on 2/04/2017 from  https://www.jstor.org/stable/43648504

Arham, A. F. (2014). Leadership and performance: The case of Malaysian SMEs in the services sector. International Journal of Asian Social Science, 4(3), 343-355. https://scholar.google.com/scholar?client=firefox-b&um=1&ie=UTF-8&lr&cites=13348858041765094468

Davis, L. (2014). Managers' leadership behaviors, employees' job satisfaction, and turnover within the federal government (Doctoral dissertation, Walden University). https://scholar.google.com/scholar?start=10&hl=en&as_sdt=0,5&sciodt=0,5&cites=13348858041765094468&scipsc=

Ejere, E. I., & Abasilim, U. D. (2013). Impact of transactional and transformational leadership styles on organizational performance: empirical evidence from Nigeria. The Journal of Commerce, 5(1), 30-41. Retrieved on 3/4/2017 from:  https://scholar.google.com/scholar?client=firefox-b&um=1&ie=UTF-8&lr&cites=13348858041765094468

Fink, A (2016). How to conduct surveys: A step by step: Beverly Hills. CA: Sage

Flick. U. (2015). Introducing research methodology: A beginner’s guide to doing research project. New York, United States: Sage.

Liang, S., & Chi, S. (2013). Transformational Leadership and Follower Task Performance: The Role of Susceptibility to Positive Emotions and Follower Positive Emotions. Journal of Business and Psychology, 28(1), 17-29. Retrieved on 2/4/2017 from https://www.jstor.org/stable/43285224

Y?ld?z, S., Ba?türk, F., & Boaz, ?. T. (2014). The effect of leadership and innovativeness on business performance. Procedia-Social and Behavioral Sciences, 150, 785-793. https://scholar.google.com/scholar?client=firefox-b&um=1&ie=UTF-8&lr&cites=1334885804176509446

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