Question

Write a short research proposal on the below topic

Research Topic: Impact of Leadership Style on Employee performance

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1. Introduction
2. Problem Statement
3. Research Question
4. Literature review
5. Methodology and Sampling
6. Findings
7. Conclusion

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Note: Plagiarism is strictly prohibited please do not copy from internet

Note: Please make a short proposal on the above point related to the research topic

Answer 1

Introduction

This research is intended to examine the effect of leadership style on employee performance in private companies and government agencies. Leadership is literally "the art of manipulating others so that they actively aspire to accomplish goals." Leadership plays a crucial role in developing an energetic environment and culture within an organization proclaiming that successful leadership style will foster success in the organization's members 'growth. It is fair to say that since the dawn of human history leadership has played a significant role. Since companies are continuing to look for great leaders that will lead them to success, researchers have made endless efforts to determine how best leaders work. As a result, over the years, several hypotheses about leadership had been established. Transformation theory that centred on motives and principles in assessing how control was created and later extended toward leaders. The value of leadership style is not unknown and is evidenced by a large number of studies in developed and developing countries on leadership style. Employees of government agencies of particular are widely criticized for poor results, lack of flexibility, inefficiency, poor transparency and bureaucracy. In some nations, leadership has long been related to hierarchy and partnership choice. Those countries are best known as a place where leaders have the most influence and power, the leaders set the rules and regulations, and govern the leaders and they are the decision-makers. Employees are expected to follow, execute and not permitted to disagree with their representatives. "They honour and follow seniors (superiors or elders). They are the decision-makers and are obliged to execute subordinates. This work has sought to examine and understand the influence of different leadership styles and their effects on organizational employee efficiency. If the study on this subject is completed, this analysis would be helpful for employees to determine which leadership style is good for them in terms of job satisfaction and career performance. Leaders will profit from understanding what kinds of leadership impacts on employee performance, and how employees can also be empowered by proper leadership.

Problem statement

Business-sector rivalry is rising day by day. Today, the high economic pressure and changing monetary policies have increased the sector's importance and challenges. Additionally, the long hours of work, tension, lack of commitment from workers, job dissatisfaction and high bank turnover have exacerbated the need for effective leadership. To sustain growth and meet higher goals, the banks 'top management needs to consider the issues and make strategies to fulfil, attract and inspire employees to make extra efforts. In other words, it needs such leadership in its divisions that it can quickly and consistently achieve organizational goals. Leaders should be able to inspire their staff to make extra efforts to meet higher targets. Also, the current leadership (managers) should follow these leadership styles that help increase the happiness, commitment, and efficiency of the subordinates. The most successful leadership styles, according to Bass and Avolio's Full Spectrum of Leadership (FRL) model (1994), are transformational and transactional leadership styles, if implemented collectively, to inspire subordinates, influence their behaviours and attitudes, and enhance their efficiency. While the FRL model has been validated to measure the impact of transformational and transactional leadership styles in different settings, researchers are unable to draw any conclusions regarding what types of leadership styles can be used in which environments. It may be due to cultural (organizational, as well as national) disparity. Leadership isn't the same across cultures (Bhagat & Steers, 2009), and leadership styles in different environments can be viewed differently. Therefore, to explore the universality of the Full Range Leadership model, there's an urgent need to research this definition context.

Research Question

This paper attempted to address research questions that were; what is the relationship between affinitive leadership and success of the employees. And what is the relationship between authoritative leadership and efficiency of the personnel?

Literature review

Leadership has become a subject of discussion with the growing difficulty and shift in operations internationally, but no universal definition has been accepted. Leadership can be described as a process of manipulating people to get the desired results, according to Jong and Hartog, (2007). Andersen (2016) said leaders are the ones who inspire, empower and appreciate their workers to get the job done and achieve the desired outcomes. Leaders follow various leadership styles to inspire and encourage the workers. Lok and Crawford (2004) concluded that leadership could better predict an organization's success or failure. Dahl (1989) and Fishkin (1991) proclaimed that democratic leadership affects people in a way consistent with the fundamentals of democratic values and procedures, such as deliberation, fair participation, inclusiveness and self-determination (cited in Gastil, 1994). Democratic leaders deliberately promote and facilitate group decisions and group debates according to White & Lippitt (1960) (cited in Choi, 2007). Kuczmarski and Kuczmarski (1995) described democratic leadership characteristics as influential, supportive, informed, a good listener, encouraging, directing, respectful and situation-centric (cited in Ray & Ray, 2012). Mullins (1999) said that more people-centred democratic leadership style and interaction within the community is greater (cited in Puni, et al., 2014). According to Khan, et al. (2015), autocratic leadership is where managers hold as much authority and permission to take decisions as possible. Melling & Little (2004) claimed that autocratic leaders are high-handed leaders and are the focus of any operation going on in the country, and all power originating from and ending with them (cited in Akor, 2014). Autocratic leaders are distinguished by an "I say" mentality, according to Iqbal et al. (2015); autocratic leaders tell other people what to do.

Methodology and Sampling

As the question was in English language, only those workers who could understand and answer the questionnaire in English were considered for this analysis. Therefore, only those workers who had been in the sample division for at least six months were considered for this analysis. It is believed that it would take at least six months to fully grasp one form of leadership. It is used to assess perceived types of leadership in transition, transactional and laissez-faire, satisfaction with leaders, the productivity of leaders and willingness to put extra effort into the job. This survey questionnaire is based on the transformation and transactional leadership theory of Bass amb (1985). Examining the relationship between leadership styles and result behaviours issued in this report. Descriptive statistics are used to present research sample demographics, and inferential statistics are used to check this study's hypotheses. Also, the relationship of zero-order correlation between the factors of leadership and the factors of outcome is studied.

The findings indicate that the positive effect of democratic leadership on employee performance is important. It supports what has been reported to some extent under the influence of democratic leadership employees has discretionary power to do work which leads to better results. Democratic leadership thus creates more motivated workers which eventually leads to improved efficiency. The findings indicate that autocratic leadership has a substantial negative effect on the efficiency of the employees. It supports the claimed autocratic leaders control all actions and decisions while constraining employee innovation and creativity. Hence, autocratic leaders appear to constrain employee efficiency. The findings show that leadership has a substantial positive effect on the performance of employees. It supports the declared leaders to allow independence on how employees do their jobs and how employees work without barriers to leadership. Employee efficiency is also best as an employee.

Finding

Organizations require highly competent leaders to direct their staff in their day-to-day activities and achieve organizational goals. Based on the results of this study, the effect of democratic leadership style on employee efficiency is greater than that leadership and autocratic styles. It is recommended to identify the right leader with high capacity at all levels of the company, particularly public sectors, to remain in the competitive business environment. Organizations should use the guidelines to follow inclusive leadership rather than the autocratic style of leadership. Employees should be considered to be the organization's most valuable asset and employee success is highly dependent on leadership style. Good leadership competent companies will further boost efficiency. Considerable consideration should also be paid to make leadership a higher priority.

Conclusion

Democratic leadership style has a major positive effect on the performance of workers based on the results. This suggests that employee efficiency will improve if the democratic approach is implemented. Hence, Malaysian leaders are encouraged to follow a style of democratic leadership and include team members in the decision-making process because it is known that employee performance is the highest under this leadership style. leaders should promote innovation, teamwork and creativity that leads to job satisfaction, increased productivity and higher efficiency. However, the style of autocratic leadership demonstrates a major negative effect on employee efficiency. This suggests that employee output wouldn't improve when implementing the autocratic approach. Although though Malaysian leaders prefer and are better known to lead by autocratic leadership style, workers who are now becoming more educated, autonomous and professional may no longer embrace autocratic leadership style in the view of globalization. Leadership style has a positive effect on employee performance, which means that the performance of employees will improve with the introduction of leadership styles. Leadership style is seen as a liberal style of leadership. This approach is suited when workers understand their roles well and have high analytical competencies. This strategy should be used when leaders are extremely trusting in team members, and do not blame each other for mistakes in any situation.