The Effect Of Leadership Role On Organizational Performance For Goals

Background of the research

Write about the Effect of Leadership Role on Organizational Performance for Goals.
 

The research discuss the styles of leadership, their major roles and types, the theories of leadership and the impact of leadership styles with respect to the organizational performance. These factors will impact the styles of leadership with the role of leadership. Leadership helps to influence people to work toward organizational goal with respect to the confidence. This is called as the influencing of people with respect to the hard work as well as dedication to some goals. (Hackman 2012) 

Leadership is called as the art of influencing people with respect to the willingness toward the goals as well as achievements of goals. The concept can be based on the willingness toward wok with energy and it is based on influencing others to work with the goals and effectiveness. Leadership is important with respect to the influence of people to meet the efforts toward developing the goal. It helps to influence with different sources and it lead to performance and effectiveness in the workplace.

The leader has the vital role in growth and survival of the organization. Leadership helps to develop the goals and objectives as well as vision as well as values. Leaders help to deal with the effectiveness of organization. This creates culture from the leadership as well as culture that impact the leadership. This develops the behaviour as well as skills with the effectiveness as well as performance. The culture of the organization plays the major task in creating the style of leadership. Leaders influence human to meet the goals of the organization. (Kornik 2015) 

Leaders impact the performance of the organization and it can be positive or negative. The decision making process followed by the leaders is important to deal with the outcomes. It helps to replace the leader when it does not include the desired qualification and values of leadership.  

The idea describes the leaders who influence the organizational performance and it focus on the views and ideas of an individual with the challenge. There are modifications in different organizations that are technological and these changes result in the skills of leadership. It had strong impact on positive or negative manner. Leaders come up with the decisions with modern advancements and it helps to ensure growth as well as production. Thus, leaders need to be motivated for the help. The leader is important for the growth and the outcomes of an organization. It helps to create the goals and values. Leaders measure the parameters to deal with the effectiveness of the organization. This shapes the style of leadership and leaders possess personnel to meet the goals of the organization. Despite the fact of leadership and culture, the research paid to meet the knowledge and skills among the concepts based on the organizational performance. (Ingram et al 2018)

Aim of the research

Background of the research

This research will examine the styles of leadership as well as performance based on the organizational culture.

The major aim of this research is to understand the association of transformational leaders as well as organizational performance. It also aims to deal with the transactional leaders and organizational performance, thus it aims to focus on laissez leadership style and the performance. The research focus on dealing with the cultural effects of the organization among leadership styles as well as performance. (Hall 2011) 

Leadership has strong impacts on performance and culture plays the vital role among leadership styles as well as organizational performance. The research explains the importance of leadership behaviour where it deals with leaders and followers in the workplace. Transformational leaders help inspiring and motivating their followers. The leaders who possess respect, honour and reward possess the roles to develop the motivation among employees to enhance the performance. (Huber 2016)

As per Robbins and Coultar (2005), contingency leadership theories help to define the leadership style best suited as per the situation. The important research theme was transformational and transactional leaders. Transformational leaders involve different tools that are vital for mentoring, coaching and growth. As per the research, it creates difference in public as well as private industry. Education face huge challenges and the amount of educational leaders facilitate learning tasks and offers support for knowledge and other related tasks. It helps to deal with the leadership for professional growth in education.

Laissez faire style of leadership describes the lack of transaction in terms of leadership where the leader ignores to make the decisions and it is known to an extent where leaders avoid taking any action. Thus, it is known as passive and ineffective leadership approach. (Leitner 2017)

Based on the theories, the styles of leadership are based on independent factors that work on organizational performance. Culture is based on the association of leadership style as well as performance. Transformational as well as transactional leaders impact the organizational performance in a positive manner. Laissez faire hampers it negatively. Culture is the moderate approach. Transactional leaders influence the leaders with reward as well as punishment. This describes that if the leader is rewarded, there will be something wrong and this will cause penalty. Transformational leaders articulate with vision as well as mission. It generates positive as well as important changes. Laissez faire is also called as non-directional style of leadership as it offers very low or no ways to the followers. (West 2014)

Critical literature review

Kurt Lewin collected the number of people in the year 1939 to determine the leadership styles based on authoritarian, democratic and laissez faire leaders. With his approach, authoritarian leaders also called as autocratic leaders and offers strong expectations for the given task. There is high level of productivity and less amount of creativity in this regard. Participative leadership is an effective leadership style and it offers support and instructions. It is involved in decision making ideas and these leaders are less productive but the involvement is made up of high quality. On the other side, laissez faire leaders show less support and they are not independent. They do not offer support to their members and leave the team to focus on decision making.  

Organizations develop their dynamic culture and it generates complex challenges to deal with the excellence. The leaders in the company focus on the behaviour in a formal or an informal manner. It deals with the leadership role where organizations can possess high excellence in a meaningful approach. The adoption of system in the organization is based on culture as well as excellence. Systems are known best as structures and it helps to generate the establishment. To focus on performance as well as excellence, commitment is vital in the learning workplace that increases value in self-understanding and it is driven by process. The company focus on process where everyone in the workplace has the responsibility to deal the goals with performance and effectiveness. (Robbins 2012)

The system involves different categories of leadership such as strategic planning, market concentration and customer. Knowledge management, workforce concentration and operational outcomes are important to measure the analysis. The goal is to create the integrated term to organizational excellence that works in the delivery of value improvement to customers. It involves in the success of the market place it also helps to improve the effectiveness of organization and deals with personal learning. (Plsek & Wilson 2011)

System thinking is important in different behaviour. It offers the clear set of goals to work effectively. It asks to deal with the policies that lie under complex tasks and the system thinking is based on the skills of interrelationships. It has the mindset that offers knowledge, skills, team work and growth. Thus, the leadership should make the decision and values clear and visible. With this approach, there will have the development of skills and talents and it will help in innovation as well as excellence.

Leadership styles and theories

With the right people and the right leaders, the organization can succeed with the right position.

Leadership roles in the performance of organization

Leaders must be assessed with the growth and development in the workplace. The right leadership helps to deal with the challenges and they drive performance with different characteristics such as:

Role model – the task based on the cross function management and the nature of the project plays an important role to meet the excellent performance. It also offers the step to deal with the leadership and to work in the organization. (Shelton 2012)

The individual leaders use the skills of leadership for performance excellence in the functional task.

Strategic planning involvement – Every leader focus on the leadership role and strategic planning tasks in the workplace. The major tools of the business success are based on the intrinsic tools of system and technology and it is strongly assigned with the business strategy.

Performance and process management – Leaders seek for knowledge and understanding based on the performance management systems. It determines the performance at all levels and in different parts in the organization. This involves quality assurance and information availability as well as employees and customers information. 

The literature focused on the leadership aspects where transformational leaders are highly effective than transactional leadership. There was the lack of literature that is based on the source of multiple leaders and has been meaningful and useful with different styles and approaches of leadership. (Ritter & Wilkinson 2012)

The research methods will deal with the detailed hypothesis followed with the sampling process useful for the survey process as well as information sources. The steps will be useful to gather the information in this chapter.

H0: The roles of leadership has no impact on the performance of the workplace

H1: The roles of leadership has huge impact on the organizational performance

Research framework and survey questions

1. Are you satisfied with your recent job?
2. How much satisfaction you possess with the modern advancement in your workplace?
3. How much satisfaction you have with the career goals and growth in your workplace?
4. Are you satisfied with the work behaviour in the organization?

The research works on specific conclusion where it focuses on the objectives of the research by using quantitative research.

Leadership is hard and impossible to explain. It is known by ordinary people and the research is advantageous to all managers as well as leaders in different organizations. The research will be organised to the lower level of employees in multiple organizations. Through this research, managers attain the leadership task dependent on leadership practices. It offers proper approach for the managers to organize their leadership tasks. It will lead to a strong performance of the team in the workplace. This is based on the leadership practice where leaders attain reviews and feedbacks and this help to improve the behaviour in the organization and strong performance of the firm.

Leadership types

There are different types of practices that should be followed by the managers. Managers can enhance the relationship by developing the leadership tasks and it will help to increase the level of confidence among the workplace. This also helps to develop the foundation with respect to organizational dedication and management.

Different tasks useful for data collection are called as primary as well as secondary data. Primary data is important with the help of surveys and questionnaires. The use of quantitative method in the surveys will help to measure the association among factors in the statistical approaches. The secondary data collection will be important to collect the information and it will focus on the qualitative approaches. 

With secondary sources of information, the questions were formed. Different steps were useful to gather the information that is based on administered questionnaires and it is linked with emails as well as surveys and questionnaires.

Online questionnaires were formed to collect the information and the web related tool will be used for creating the profits in the organization. (Ridder 2014)

Simple random sampling will be useful for this research to select the respondents randomly from the overall population. Survey will be useful for more than 200 respondents and random sampling will be focused to choose 100 respondents that will form the overall population. The respondents in this research will involve the lower level employees in multiple organizations.

The respondents who filled the questionnaire were 10 leaders where 70% of them were male category and 30% of the leaders were from female category. There were 4 leaders who were highly motivated and 2 leaders were moderate in motivation. There were 4 respondents who lack motivation as per the research and survey 2 leaders had strong styles of leadership and 5 leaders had moderate skills of leadership. 4 of them possess autocratic leadership style.

The age of the leaders vary from 39 years to 48 years. The leaders’ average ages were 42 years. The main reason the leaders were selected at high age is because they understand the roles and responsibilities of leadership in these age when they are mature. The leaders have 10 plus experience in their desired outcome and they work in the same organization where the motivation of employees define leadership effectively. (Ramsey 2014)

The secondary information analysis has the major reason to overcome the limitations within the information that is collected from the interviews as well as surveys in the case stud. The secondary information is gathered from the different parameters of case study and it has influence in the organizational performance based on the leadership roles and styles.

Organization’s performance

The structure of the organization is vertical and it is based on power hierarchy where employees have less power to focus on decision making. It is said that there was high level of power distance among the employees and the management personnel. There was limited interaction and exchange of information based on the employees as well as management. It is evident that employees would not be able to focus on the creativity in the organization. (Pergamon 2017)

This will ensure strong workplace with organizational performance. It will help to meet the level of performance and job satisfaction in the organization. The leaders will possess high quality services to deal with their people. It ensure that there is a strong involvement of leaders in change management and it generates strong work environment where one can share knowledge and it is important to offer quality products as well as services. 

Observation is the important approach in the research. It is important for the researcher to work on the analysis based on the views of the respondents; the information will be useful from professional approach. As per the observations, the researcher will work on the tasks based on the logical views. The information will be collected from the researcher and there will have the use of views and ideas based on the experiences of respondents which will help to enhance the effectiveness and performance in the organization.

As per the qualitative method, the performance will be measured and evaluated based on the information of the research. It helps to understand the role of the respondent and it will help to increase the long term outcomes. This way, there will have strong profits. The qualitative step is collected with respect to the numerical approaches which are known in the mathematical form. The goals as well as objectives are depending on multiple views. (Messeghem 2013)

The sample size is developed from sampling theory. It helps to deal with the responses collection from the respondents and it is called as sampling. This will help to focus on the sampling approaches and with this research, it is vital to deal with the target group formed with sampling. The research focused on the data collection tools and there will have strong concentration to deal with the performance. The target group of people help in the sample size of the people and 100 respondents uses online sites.

The researcher has limitations in the research and this includes limitations about the primary as well as secondary research. With this research, effective conclusion is made for the research based on the secondary research. It is important to focus on the limitations depending on the information collection. The volume of the information and it is based on the in-depth analysis.

The information is depending on the challenge and the information is not reliable. With this situation, the information is important and it is not relate to the subject. The individual role as well as the behaviour of the leaders develops an important task for developing the positive attitude. The lack of accuracy in primary research is based on the respondent’s views that impact the solution. The questionnaires asked from the respondents were difficult depending on the less time as well as it cannot be developed on the inaccuracy of the details. To deal with the barriers, there are evaluations developed on the feedback as it needs to be developed. Questionnaires were formed to evaluate the subject and the respondents were focused on the challenges. There will have real information from the sample size.

Thus, the research focus on the ethics that deals with the research. This needs to be managed by the research successfully. Ethics will be important with the data collection. Data will be gathered from the employees and this will deal with the association among multiple factors. (Mabey & Ramirez 2014)

Recommendations Conclusion and limitations 

The research worked on the organization to focus on the impact of leadership on the employees that should be followed. It is said that the effective leadership style is presented on performance of the organization. This dealt with the democratic as well as participative styles of leadership which is the best and it benefits the employees in the overall outcome of the organization. This way, the research helped to necessary deal with the changes in terms of leadership with the organization to enhance the level of performance.

Depending on the primary as well as secondary sources of information, it is said that the leaders are important to deal with the organizational performance. This offers recommendations on the basis of organizational view. It is recommended that the research could improve its existing theories in terms of the parameters that influence organizational performance of the employees in the organization. There are gaps in knowledge based on the leadership skills and the report could offer some kind of tools as well as techniques to measure the effectiveness of organizational performance. The research can develop clear and concise presentation about the leadership role and effectiveness with respect to the performance in the organization. (Woodruffe 2014)

The organization can change its recent structure as well as amount of interaction to communicate from the top level to lower level to meet the goals and objectives successfully. There should have strong involvement and participation of employees in the decision making in the workplace. There should have financial as well as non-financial reward techniques for employees in the organization. There should have continuous meet and gatherings to exchange the ideas and skills and to gather the opinion as well as feedback and advices from the employees. The workplace should know and understand the offers and schemes of bonus, advantages to its employees based on job satisfaction which will improve the level of effectiveness and performance in the workplace. This way, the organization can form the opportunities and develop it on a regular manner depending on job satisfaction and performance of the workplace. (Zenger et al 2013)

The research was focused on the determination and development of organization in terms of work performance within the organization. It followed the research with data collection, information gathering from different parameters such as primary and secondary research. Thus, at the end, the research was based on the report in terms of evaluation of leadership roles and organizational performance in the organization.

The research has the objectives to identify the leadership impacts on employee performance. This will generate effectiveness in the workplace in effective leadership styles.

With this leadership style, it impacts the performance of the employee and deals in participative styles of leadership. It helps to enhance the performance among the employees. There is a strong of power and responsibility to the employees in the workplace. This increases the delivery of the services. There is a strong level of incentive to increase the level of performance in the workplace. This is for the fact that strong welfare practices will help to meet the satisfaction of public. This will create excellent approaches of success. Communication is important for the superiors as well as subordinates to meet the strong work flow. The technological communication and goals help in the interaction. This increases the goals as well as objectives. This also helps in performance of the organization and it is strong with work hours and improves the salary as well as incentives.

The major limitations attached with the research were due to the lack of time. The research was for a short time period and it had to organize in 55 days. Other limitation was based on the small sample size. The respondents were not happy to respond to the queries that can create the biased responses. Thus, there was the lack of resources as well as budget related issues. 

References

Boddy, D. (2015) Management: an Introduction (3rd edn), London, Financial Times/Prentice Hall.

Casimir, G., Waldman, A., Bartram, T., Yang, S. (2016). Trust and the Relationship between Leadership and Follower Performance: Opening the Black Box in Australia and China. Journal of Leadership & Organizational Studies. P. 5.

Daft, L. (2018). The Leadership Experience, 4th Ed, Thompson, Australia (RLD). p. 4.

Dunne, S., Spoelstra, S. (2010). The Gift of Leadership. Philosophy Today. P. 12.

Hackman, R. (2012) Leading Teams: Setting the Stage for Great Performances, Boston, MA, Harvard Business School Press.

Hall, P. (2011). Values development and learning organizations. Journal of Knowledge Management. No. 1. pp. 19-32.

Huber, D (2016), Leadership and nursing care management, Amsterdam: Elsevier Health Sciences.

Ingram, T., LaForge, R & Avila, R (2018). Sales Management: Analysis and Decision Making, New York: M.E. Sharpe.

Kornik, J. (2015). With Leaders Like These…Training. p. 8.

Kotter, J. P. 2015. Leading change: Why transformation efforts fail. Harvard Business Review (March-April): 59-67.

Leitner, A (2017), Concept of Leadership and Management Within the Manufacturing Industry, Munich: GRIN Verlag.

Mabey, C & Ramirez, M (2014), Developing Managers: A European Perspective, London. Chartered Management Institute.

Martin, J., and C. Siehl. 2013. Organizational culture and counterculture: an uneasy symbiosis. Organizational Dynamics 12 ( 2): 52-64.

Messeghem, K. (2013). Strategic entrepreneurship and managerial activities in SMEs. International Small Business Journal. P. 18.

Pergamon, E (2017), Leadership and Management in Organizations, Amsterdam: Elsevier.

Ramsey, R. D. (2014). Real Leaders Evolve. Supervision. P. 11.

Ridder, D., Jan, A. (2014). Organisational communication and supportive employees. Human Resource Management Journal. P. 17.

Ritter, T., Wilkinson, I.F. (2012). Measuring network competence: some international evidence. Journal of Business and Industrial Marketing. Vol. 17. No. 2. p. 7.

Shelton, C.D. (2012). Leading in the age of paradox: optimizing behavioral style, job fit and cultural cohesion. Leadership and Organization Development Journal. No. 7. pp. 372-379.

Plsek, P. E., Wilson, T. (2011). Complexity, leadership, and management in healthcare organizations. British Medical Journal (International edition). p. 14.

Robbins, S.P. (2012). Organizational Behavior. New York: Prentice-Hall. 10th Ed. p. 56.

West, M.A. (2014) Effective Teamwork: Practical Lessons from Organizational Research (2nd edn), Oxford, BPS/Blackwell. 

Woodruffe, C. (2014). The psychology of leadership: six main approaches. Training Journal. Pp. 14-15.

Zenger, J.H., Musselwhite, E., Hurson, K., Perrin, C. (2013). Leading Teams: Mastering the New Role. Irvin Professional. pp. 14-15.