Investigation Of The Impact Of Leadership Styles On Employee Motivation And Organizational Excellence

Research problem

The research subject is” to investigate the impact of the leadership styles on the motivation of employees and commitment and organizational excellence”. In the existing situation of business, it is obligatory to the firm to obtain the competitive benefit. It is imperative to enhance the business growth at the international level.  Therefore, it is crucial for the organizations to improve their understanding regarding the leadership styles so that they can inspire the employees and gain the productivity in long-term (Gast, et al., 2014). It helps an organization to gain competitive benefit systematically. For this, the leadership style can also help to motivate the employees towards their work at the same time support to improve the financial performance of the firm in long-term. For this, many organizations execute different leadership style to inspire the employees and improve their capabilities to improve the productivity of the firm. In addition, the leadership style supportive for the employees to get the new learning about their working activities. It can help workforces to complete their task in less time and cost (Vidyarthi, et al., 2014). Moreover, the implementation of leadership can permit the staff member to build their effectiveness and abilities to get the higher profit in the marketplace. In the current scenario, many organizations also practice the leadership styles to develop effective communication ways with respect to successfully manage the unexpected occurrence (Demirtas, et al., 2015). From this, a company can be able to increase the motivation level of the employee along with organization performance. In addition, a corporate can be capable to build their internal abilities to deal with crisis circumstances and gain the competitive advantages in the market. At the same time, it is also analyzed that leadership is one of the important concept on which many researchers have completed their research (Breevaart, et al., 2014). But, there is lack of research on the impact on leadership style on the motivation and organization excellence. Moreover, there are many reasons that motivated the researcher to select this research issues such as the importance of this research, availability of resources, lack of research on this particular research dilemma, and interest of researcher. It will enable the researcher to get reliable and valid data in less time and cost. At the same time, this research will enable the researcher to create depth understanding about leadership.

The major issue of this research is to evaluate the impact of leadership style on employee motivation and organizational excellence. In the existing environment, it is complex for an organization to improve the level of motivation as well as organization performance. The rapid modification of the techniques can create the problem for an organization in order to improve their performance (Gopal, et al., 2014). The research study will help the reader as well as the researcher to develop depth knowledge towards different types of leadership style impact on the employee motivation and organization performance (Ashikali, et al., 2015). Inappropriate implementation of the leadership style can create the problem for the organization to improve their performance and motivate the employees towards their job. At the same time, it is also analyzed that there are different types of factors that can influence the performance of the organization (Cummings, et al., 2014).  An effective leadership style can help the researcher to improve the employee motivation level in less time and cost. The lack of understanding about the leadership style can also create the problem for an organization to inspire the employee’s sand to gain the organization performance (Armstrong, et al., 2014). The systematic implementation of the leadership style can create a positive impact on the improvement of organization performance. For an organization, it is effective to estimate the goal and objectives. In addition, the leadership styles practices can play an imperative accomplish the specified task. The employee motivation can be a major business aspect. The modification can be raised due to inappropriate organizational performance and lack of job satisfaction among employees. So, for managing such changes the role of leadership styles become important Strom, D. L., (Sears, et al., 2014).  

Justification of the study

The role of leadership style is an important aspect of this research study. The best understanding about the leadership style for increasing the performance of the organization and motivate the employees. It can also be effective for the purpose of academic and professional aim. A huge amount of data is accessible towards the research topic that can also be effective for the researcher and reader. This research study can be effective for the researcher in case researcher desire to make their career in human resource management department in the upcoming period (Appelbaum, et al., 2015). At the same time, this research will also help the researcher to gain their existing knowledge towards the leadership style to motivate the employees and improve the performance of the organization. The leadership style implementation can be imperative for the firm because it enhances the employee performance that can be beneficial from the perspective of an organization (Pradhan, et al., 2015).  In addition, it can be significant for an organization to maintain the motivation level of employees and accomplish the specified goal and objectives. In addition, it can also be said that the existing business market is uncertain so the understanding towards the leadership style practices is enabled the organization to perform better in the unexpected situation (In the existing business scenario, a company can imply the leadership styles to keep the efficiency of an organization and inspire employees to gain the competitive benefit. Hence, it is essential for a firm to make an effective plan to implement the appropriate leadership style in an organization (McFadden, et al., 2015). It can improve the productivity of employee as well as an organization in the upcoming period.  This research plays an imperative role in determining the different aspect of the leadership style and evaluates the relationship between the leadership style, employee motivation, and organization performance. It can be supportive to develop the approaches to decline the challenges faced by the organization in implementing the leadership style in the employee motivation and organizational performance (Mahdi, et al., 2014).                                                    

The main aim of this research is to analyse the impact of leadership styles on motivation of employees and commitment and organizational excellence. The research objectives are disused below:

• To critically assess the influence of transformational leadership style and the commitment level of employee
• To critically evaluate the impact of transactional leadership style and the employee commitment level
• To critically assess the impact of the Laissez Faire leadership style and the level of commitment of the employees
• To examine the influence of the transformational leadership style and the motivation of employees
• To critically assess the influence of the transactional leadership style and the motivation of employees
• To critically evaluate the influence of the laissez-faire style of leadership on the motivation of the employee
• To critically examine the effect of style of leadership, motivation of employees, level of commitment on the overall excellence of the organization

H01: There exists no significant association between the transformational style of leadership style and the commitment level of employees

H11: There exists significant association between the transformational leadership and style of leadership and the commitment of employees

H02: There exists no significant association between the transactional style of leadership and the level of commitment of the employees

H12: There exists significant relationship between transactional style of leadership and the level of commitment of the employees

H03: There exists no substantial association between Laissez-faire leadership style and Employee Commitment level

H13: There exists significant relationship between Laissez-faire leadership style and Employee Commitment level

H04: There is no substantial association between Transformational leadership style and motivation of employees

H14: There exists significant association between Transformational leadership style and motivation of employee

H05: There exists no significant association between Transactional leadership style and Motivation of Employee

Project Aim and Objectives

H15: There exists significant association between Transactional leadership style and Motivation of Employee

H06: There exists no substantial association between Laissez-faire leadership style and Motivation of Employee

H16: There exists a substantial association between Laissez-faire leadership style and Motivation of Employee

The following research question can be supportive to meet the research objectives:

• How the transformational leadership style and employee commitment level affect the performance of the organization?
• How the transactional leadership style and the employee commitment level influence the organization performance?
• How the Laissez Faire leadership style and the level of commitment of the employees affect organizational excellence?
• How the transformational leadership style and the motivation of employees influence the excellence of organization?  
• How the transactional leadership style impact on the motivation of employees?
• How the laissez-faire style of leadership influence on the motivation level of workforces?
• How the style of leadership, motivation of employees, level of commitment impact on the overall excellence of the organization

LIME is Telecommunication Company that offers the telecommunication services to the potential consumers. It has established by Iran Campbell Jr in 2008. It offers different types of services such as domestic and international voice telephone services, IP services, Mobile wireless services, and satellite-based communications services. In 2014, it is merged with Columbus Communications due to enhancing the growth of the organization. It has direct competition with Sun beach Inc. and CariAccess (Saleem, 2015).  

This section supports the researcher to improve their knowledge towards the research issue by exploring and discovering the existing literature critically. A significant literature review can be included the data evaluation by many academic journal, articles, online and offline sources, and books. It will be effective to generate the theoretical knowledge towards the research dilemma (Sahin, et al., (2014). The literature review supports the researcher to explore the different types of the leadership style on the organization performance and employee motivation. Moreover, it also analyses the relationship among the leadership style, employee motivation, and organization excellence. This chapter support to provide the depth understanding towards the role of leadership style on employee motivation and organization excellence that can be effective to become an effective leader in future (Zohar, 2014).        

To critically assess the influence of transformational leadership style and the commitment level of employee 

According to the Yucel et al. (2014) the transactional leaders encourage the employee to accomplish the determined degree of performance by providing them to be aware with job accountabilities, distinguish goal, and develop self-reliance towards attaining the specified performance goal. It is also stated that there are three factors that are considered in the transformational leadership such as contingent reward, supervision by exception active, and supervision by exception passive (Anitha, 2014). The transformational leaders can play an imperative role in making the positive atmosphere in the working place. The transformational leaders can be keen, ardent, and focus on each employee of an organization. It is also analyzed that the employee commitment can is influenced by the attitude, behavior, motivation, and performance of employee due to improving the productivity of both organization and employee (Yahaya, et al., 2016).  

In oppose to this, Men. (2014) stated that the transformational leadership enables the leader to influence the employee and by promoting the employee values. At the same time, it can also be associated with the accomplishment of a goal through highlighting the association between goal achievement and employee effort. It can also support the employees and leader to get the higher degree of personal commitment due to attaining the common mission and vision, and goal of the firm. Transformational leaders inspire the employees to complete their task at the specified time and cost. The transformational leadership style can be a positive impact on the commitment level of employee. It is also addressed that there is a favorable association between the employee commitment and transformational leadership (Beardwell, et al., 2014).    

Research hypothesis

Belias et al. (2014) argued that individualize consideration, intellectual stimulation, and charisma are the transformational leadership factor that is associated with the employee commitment and job satisfaction. The transformational leadership is positively correlated with the employee commitment. It is also addressed that the leadership styles influence the employee commitment because the transformational leaders have a direct bearing on employee commitment level.

In support to this, Effelsberg et al. (2014) illustrated that the transformational leadership can consider four types of the leadership qualities such as intellectual stimulation, inspirational motivation, individualized consideration, and idealized influence. At the same time, many researchers have addressed that there is a positive relationship between the leadership traits and employee commitment. In the transformational, their all behavior is effectively associated with the affective commitment, continuance commitment, and normative commitment.    

To critically evaluate the impact of transactional leadership style and the employee commitment level 

As per the view of Pradhan et al. (2015) transactional leadership is effective leadership style that can be imperative to the success of an organization and long-term growth.  It is also stated that in case a leader cannot properly examine, praise, and assign the proper activity then it becomes inapplicable transformational leadership. In addition, a leader can use the transactional style leadership to enhance the employee commitment in an effective manner. At the same time, it can also be stated that the transactional leadership can encourage for gaining the productivity of the company. A leader of an organization can be a major key to enhancing the production level and innovation at the working place. Leadership is associated with the people who are dedicated towards their work (Brewster, et al., 2017).  

On the other side, Liden et al. (2014) Most of the leaders have an influential personality that can support to influence a large number of people in less time and cost. It can also support to gain the job satisfaction level among the employees together with gaining the productivity of the workforce. It is also analyzed that there are many leadership styles but transformational and transactional leadership is effective as compared to the other leadership style. The transactional is implied in case of organization provide an appraisal to the employee through monetary, career advancement and non-monetary.

According to the Holten et al. (2015) the transactional leadership can help the employee to improve the performance of the employee in long term. Beside this, it is also analyzed that an organization can punish that employee who does not complete the specified goal of the organization. The transactional leadership is based on the exchange agreement where employees are rewards and punished on behalf of their performance. At the same time, it is also addressed that the transformational leadership can enable the leader to respect employees and make trustworthy environment. The transformational leadership is related to the moral values of the employee. In the current scenario, most of the researcher is believed on the transformational leadership but some are believed on transactional leadership.

In the view of Deichmann et al. (2015) the transformational style is more significant as compared to the transactional style. At the same time, it is also addressed that the transformational style is supportive to improve the personal ability, preference, and experience of people. The output of organization can negatively influence by transactional leadership. In case, the situation is unclear, a leader might use the transformational style to determine the key elements and select the appropriate style to deal with situation systematically. The transformational leadership helps the researcher to improve the self-knowledge and enhance their performance that can force to improve the financial performance of teams (Chelladurai, et al., 2017).  

Tyssen et al. (2014) stated that the transactional leadership is imperative if organization desire to accomplish their objectives systematically. Transformational leadership assists the subordinates. It is analyzed that the job satisfaction of employees is based on their job longevity and employee loyalty. It is evaluated that such factors are more important than the compensation, supervision.  Here is a positive relationship between the leadership style and job satisfaction.

In oppose to this, Top et al.  (2015) stated the perception of the employee towards their job can also be a major element for improving the job satisfaction level and organization performance. The perception can be based on the occupation prestige, employee self-esteem, and career development.  Additionally, it is also analyzed that such factors are considered by the transformational leadership.     

To critically assess the impact of the Laissez Faire leadership style and the level of commitment of the employees

In support to this, Renko et al. (2015) the Laissez Faire style can enable the employee to make their own decision and accomplish the task of organization. It can be a positive impact on the commitment of employee. It is also analyzed that there is a positive relationship between the laissez-faire leadership style and employee commitment. As a result, it can motivate the employee to improve their confidence level and obtain the productivity of the organization. The leaders cannot participate in the decision making of an organization that can gain the productivity of organization in less time and cost.           

To examine the influence of the transformational leadership style and the motivation of employees

As per the view of Shurbagi (2014), the transformational leadership the quality of on an individual that motivate others for accomplishing the specified goal systematically. The transformational leadership is not only leading the employees but also aid in a complex situation to gain the productivity of the employee. The leadership can be a combination of two aspects such as property and process. It is also analyzed that the leadership is the procedure to inspire the employees and lead them for accomplishing their specified task. It can lead the employee to employee to attain their specified goal. Beside this, it can also improve the productivity of employees as well as of the organization.             

In oppose to this, Chen, et al. (2014) explained that the transformational leadership can continuous procedure of inspiring the employees. An organization leader can also identify the people who want to follow them. Leaders are the people who lead their team to increase their loyalty and meet desired objectives. The transformation leadership enables the leaders to effectively lead their team member and successfully deal with their issues. The transformational leadership is an act that an individual performs but the leaders cannot make stick rules and regulation for the employee.

In support to this, Herrmann et al. (2014) examined that the transformational leadership is based on the two-way communication where a leader make command on the followers and the subordinates follow that commands. It is also evaluated that an effective leader cannot take a decision without consideration of team member. It can help the researcher to take an appropriate decision towards the determined goal. It is also addressed that the effect of charismatic leadership based on the self-concept theory. In addition, it is also analyzed that the motivation is an important factor that can be imperative to improve the productivity of the employee. The transformational leadership can be significant in the area of leadership. It is also analyzed that there is a different factor there is a favorable association between transformational leadership style and another dependent factor such as job satisfaction, employee commitment, and employee motivation and organization performance.                              

Vermeeren et al. (2014) illustrated that there is a positive relationship between employee creativity and transformational leadership. A leader can also concentrate on the needs and desires associated with the social acts, which ultimately influence the power of idea development. The transformational leadership can consider some factors such as idealized influence, inspirational motivation, and, intellectual stimulation. The transformational leaders connected to a persuasive vision which stimulates the robust feelings. It can enable the leaders to work ethically and increase the number of followers, which can be supportive to improve the productivity of employee as well as the organization. It is also illustrated that the Transformational leadership enabled the leaders as well as employees (Brewster, et al., 2016).    

To critically assess the influence of the transactional leadership style and the motivation of employees

On the other side, Popli et al. (2015) stated that the effective leader can use the transactional leadership style to develop the organizational structure wherein they demonstrate the roles and responsibilities of the employee. It can help the employee to clear the understanding towards their assigned job. It can also help to gain the productivity of the organization. In addition to this, it is also evaluated that the transactional leader identifies the requirement of the job, reward system, determine the way of payment or incentives, communication structure, pay rates, and disciplinary activities associated with non-conformance to such rules. Through transactional leadership style, a leader can determine the salary, which is offered to the subordinates in oppose to their activities.

Strom et al. (2014) stated that a leader has the power to supervise the employee activities analyze their performance. In case, the transactional leaders assign the resource to the employees for completing their task systematically. The transactional leader can make a positive environment wherein employees are able to openly communicate with each other. As a result, it can positively inspire the employees and gain their productivity in less time and cost. In the transactional leadership style, the leader can make an assumption regarding the skills and knowledge of employees to meet the specified task. It is also analyzed that in case, the employees cannot complete their task effectively then they have right to punish that employees who do not complete their task (Purce, 2014).

On the other hand, Caillier et al. (2014) explained that a leader can apply the transactional leadership style where the employees are not capable to meet their task and they have not the capability to accomplish the specified goal of an organization. It can increase the possibility of failure. In this leadership style, each employee is responsible for their actions that are performed by them to meet the pre-determined goal. In addition, it is also analyzed that transactional leaders motivate the employees by using reward- and punishment structure at the working place. By developing such exception the leader offers the praise to the employees towards their activity, while they can punish the employees for their unacceptable behavior. Addition, it can also be said that this system requisite a rigid management structure.

As per the view of Billig et al. (2014) the staff member acknowledges the regulations and accepts to work under such situation. The executions are that the individual is inspired by external compensation and disciplinary acts like pay loss and job termination. A manager can be responsible for any activity of employees, therefore, managers make innovative techniques and strategies to improve the performance of the employee. Transactional leaders make an effective strategies organization to effectively lead the employees and obtain a valid and reliable outcome. In such situation, employees are able to perform the research on behalf of their manager and accomplish their daily task. In addition, it is also analyzed that in case the employee of an organization has signed the agreement then they are mandated to the following each rule and regulation of the system. The Punishment can be immediate and harsh. An employee who assigns to a situation in organizations with such kind of management system acknowledges that their executive gets full power over their over their responsibility and result (Sparrow, et al., 2016).  

In support of this, Breevaart et al. (2014) examined that the transactional leaders support the employees to understand the roles and responsibilities in the working place. A leader can also determine the policies and process that are needed to develop goods and services as per the established methods. The transactional leadership is effective in accomplishing the daily routine task. In addition, it is also addressed that the transactional leadership cannot be effective at the time creativity, and innovation, employee initiative.    

To critically evaluate the influence of the laissez-faire style of leadership on the motivation of the employee

As per the view of Saleem (2015) stated that the laissez-faire type of leadership is opposed to the autocratic leadership style. The leaders are responsible to participate the group member in the decision-making process. At the same time, this kind of group is lightly structured, the leader has no confidence towards their capability. Decision-making process is performed by the people who accept to complete the task. In this type of leadership, the decision making is slow and there could be a boundless contract of ‘buck passing’. The laissez fair styles cannot be effective to make a successful decision. The leaders are not involved in the work. It is complex to protect this leadership style unless the team members are not being an expert and well inspired like scientists. Leader let the community member to make an effective decision (Storey, 2014). 

In support to this, Wang et al. (2014) stated that behavioral style of leaders have five distinguishing characteristics such as freedom, offer required materials, contribute to answering the query, and ignored for giving feedback. The laissez leaders mostly abdicate the accountability and ignoring the decision. It is also examined that the leaders generally do not interfere to the subordinates for decision making. They permit to the employee to make their decision in the context of organization objectives (Bauer, 2014). The subordinates are free to complete their work in their own style and they are also accountable for making their decision as it will motivate the employees. In this leadership style, leaders avoid to interfere and make a plan for accomplishing the organization goal because leaders give all accountability of organization to the employees. Sometimes, the leaders offer significant material to the employees and they just include the query and answer but avoid to providing the feedback in oppose to subordinates work (Vermeeren, et al., 2014).      

To critically examine the effect of style of leadership, motivation of employees, level of commitment on the overall excellence of the organization 

As per the view of Keskes (2014) explained that leadership style can positive impact on the performance of an employee by which an employee feel positive and confident about their work. As a result, it can help to improve the financial condition of the organization. The autocratic leaders take the decision to attain the goal of an organization. The employees feel inferiors to perform their work under the autocratic leader. Besides this, the democratic employees have flexible power to perform their work, therefore, they perform better as compared to the autocratic style leaders. In addition, the leadership has been determined as a significant subject in the area of organizational behavior. Leadership is an important factor that affects the organizational and individual interaction. On the other hand, it can also be the capability of management to implement the collaborated effort that is based on the ability of leadership. The effective leaders not only motivate the employee to improve their efficiency but also attain their needs in the procedure of accomplishing the organizational goals. It is also illustrated that leadership as the employee behavior to direct a group to complete the common goal (Reiche, et al., 2016).  

Nanjundeswaraswamy et al. (2014) explained that leadership as the implementation of leading approach to inspire and to increase the employee’s potential for development and growth. There are several causes that there might be a relationship between leadership style and the performance of the organization. The effective leadership style can improve the performance when the company faces new tasks.

Research methodology is a logical procedure that can be supportive to evaluate different research tools. As a result, a research can pool the appropriate data in the context of the research dilemma. A logical and proper research design directs to obtain the reliable result (Humphries, 2017).  In addition to this, this procedure can be effective to create the knowledge about research dilemma the along with many terms of the research design (Moriano, et al., 2014). This section can include many methods of research philosophy, research strategy, data collection method, and research design. It facilitated the researcher to accomplish the research aims systematically. In this research, research onion framework is generated by the Sunders that can help to create the depth knowledge towards the research design tools. It can also be significant to improve the research quality (Leary, 2016). 

The research onion framework can be significant to provide depth understanding about some significant technique to accomplish the research objectives systematically (Jackson, et al., 2014). Form the concern of research onion framework, this research is competing in the following way:            

The research philosophy is based on the general views and opinion of the researcher that can support to develop depth understanding regarding research dilemma. Beside this, it is a method of thinking to build understanding towards the research matter. Positivism, realism, and interpretivism are different kinds of research philosophies that are practiced by the researcher to complete the research systematically. The positivism philosophy can be based on facts, figures, and reliable evidence (Mittal, et al., 2015). It can be effective for quantitative research. Beside this, interpretivism philosophy relies on the belief of human and perception. It can be effective to develop the brief knowledge towards the research issue and also permits the researcher to perform like an interpreter. The realism philosophy is a combination of both philosophies such as positivism and interpretivism.  In this research, research has used the positivism philosophy to investigate the impact of the leadership styles on the motivation of employees and commitment and organizational excellence. It can be significant to collect the facts and figures towards the research dilemma (Riley, 2014). It supports the researcher to react in oppose to the research question and attain the research aim. It enabled the researcher to imply the beliefs and opinion of people in the research to obtain a feasible outcome (Northouse, 2015). In this research, a researcher has practiced positivism philosophy to complete the research objective and obtain the feasible result. In addition to this, there is need to address the correlation between two and more variables systematically. Besides this, the realism philosophy is not considered by the researcher because it concentrates on current on current environmental opinion to build the cause and effects relationship among the variables that are unsuitable for this research study (Zhang, et al., 2015).             

The research approach can be a systematic way to present adequate information to attain the research aims. It can be effective to offer an explanation on many research tool and methods. The research approach can consider two kinds of approaches such as inductive and deductive approach. The deductive approach relies on the opinion, beliefs and, views of the researcher in order to complete the specified goal (Kramar, 2014). It is appropriate with the positivism philosophy. For this approach, the researcher builds hypothesis by using many approaches and rejects or proves them on behalf of the data evaluation (Robson, et al., 2016).  Besides this, the inductive approach could be flexible than the other approach because there is no need for any assumption to collect the data for completing the research. The inductive approach can be supportive to develop the theories from the views and opinion of research participant about research dilemma. To complete this research in a systematic way, the deductive approach can be implied by the researcher than the inductive approach. Since, the deductive approach enables the researcher to identify the relationship between the leadership styles, employee’s motivation, and organization performance. Through this, the researcher can use the hypothesis and prove or reject the relationship among such factors (CH Chan, et al., 2014).    

The main aim of this research is to investigate the impact of leadership styles on the motivation of employees and commitment and organizational excellence. There are two kinds of methods such as qualitative and quantitative data method has practiced by the researcher to complete the research dilemma (Paillé, et al., 2014). The qualitative method can be effective to collect the non-numeric data about the research issues.  Research has implied to create understanding about the research dilemma (Kilpatrick, 2014). Besides this, the quantitative research method will be sued by the researcher to collect the non-numeric data. It will supportive to obtain numeric data in the context of the research dilemma. It is implied to determine the relationship between two or more variables. In this research study, the mixed data collection method is used by the research such as qualitative and quantitative research method. For this, the major reason to use these research methods is to get the benefit of both research methods and avoid the disadvantages of qualitative and quantitative data collection method (Birasnav, 2014). The qualitative data collection makes capable to the researcher for creating the theoretical understanding towards research issues. In addition, the researcher has adopted the quantitative research method to perform the statistical data and get the appropriate data for resolving the research problem. By using the mixed data collection method, a researcher will evaluate the views and opinion of applicants to collect the reliable and valid result in the context of the role of leadership styles in motivating the employees and improving the performance of organization systematically. In contrast, it can also be addressed that the mixed research method can decline the research quality (Graham, et al., 2015).                 

The applications of the research strategy aid the researcher to systematically meet the research objectives by implementing the adequate tools and techniques. It can assist the researcher to improve the quality of research (Wilton, 2016). It is emphasized on the different factors such as interview, case study, literature review, observation method experiments, and survey through questioner. It can enable the researcher to collect the adequate data in order to get the feasible result. In this research, researcher has used the survey through questionnaire and literature review method (Kroll, et al., 2014). It is effective to provide the reliable and valid data in context of research dilemma. The survey through questionnaire is used by the researcher to pool the appropriate information about the research issue. In addition, it is also analysed that the survey through questionnaire permit the researcher to collect the views and opinion of candidates in context of the impact of leadership styles on the motivation and organization performance. Beside this, the literature review can aid the researcher to collect conceptual knowledge about the role of leadership styles on organization excellence and employee performance (Gregoire, et al., 2014).                  

The research purpose is depended on the objectives, nature, and aim, of the research. A research can be exploratory, descriptive, and explanatory in context of research purpose. The descriptive research is practiced to determine the data and features of the specified research dilemma. The explanatory research can be common research, which is implied to describe the research issue (Sheehan, 2014). At the same time, the research problem is not unmistakably defined. Beside this, exploratory research is practiced to explore something new, which is not previously defined.  For discovering the role of leadership style to motivate the employee and enhance the performance of organization, exploratory research design is used by the researcher (Sessler, et al., 2015). It permits the researcher to determine the different aspects of the organization excellence. On the other side, the descriptive research method is not used by the researcher because it not appropriate to identify the role of leadership style on the employee motivation and organization excellence. Beside this, explanatory research is ignored due to their inappropriateness towards the research (Bellini, 2017). 

The data collection method can be imperative in the research methodology because it aid the researcher to collect the appropriate data in context of the research dilemma. It can also be effective to attain the research objectives in the specified time and cost (Tyson, 2014). There are two kinds of data collection methods such as primary and secondary data collection method. In this research method, research has used both primary and secondary data collection method (Mulki, et al., 2015). The primary data collection data is based on new data that is pooled by the researcher to attain the particular research issue. There are different methods such as observation, survey through questionnaire, and interview are considered in the primary data collection method. It enabled researcher to collect the information accordance to the research needs. It can improve the research quality.  Beside this, the secondary data collection method can be imperative to collect the data from the existing information (Baum, 2016). It can collect by using the books, academic journals, company websites, annual report, online and offline sources. It is also analysed that both data collection method can aid the researcher to fill the gaps between standard and actual information (Donate, et al., 2015). In this research method, the primary data is collected by using the interview and survey through questionnaire to collect the data. Beside this, the secondary data collection method includes many ways to collect the adequate information. The secondary data collection method can be imperative to get the reliable result in less time and cost (Jyoti, et al., 2015).           

Sampling is way of selecting the candidates from the specified population due to collecting the estimated data for the research study. For this research study, the selection of adequate sampling method make capable to the researcher for identifying appropriate observation from the determined population (Knowles, et al., (2014). There are two kinds of sampling methods such as non-probability sampling and probability sampling g method. These methods were implied to target their research candidates (Kelly, et al., 2014).The probability sampling method is supportive to offer the equal chance to respondents with respect to include in the research study. It can be effective to eliminate from the research and obtain reliable data. Beside this, the non-probability sampling method can unable to provide equal chance to the participant in the whole population. The non-probability sampling is not expensive as compared to the probability sampling method. Beside this, it can create biases during the selection of sample size (Cooke, et al., 2014). In this research, research has used probability sampling with random sampling. At the same time, it is also addressed that the probability sampling methods enable the researcher to select the participants on behalf of random basis (Wach, 2014). The non-probability sampling is avoided by the researcher because it permits the researcher to choose the participants accordance to the knowledge, experience, and skills in oppose to react on the questionnaire. It can increase possibility of creation of the biases to select the candidates in the research. For performing the questionnaire survey, 40 respondents were selected by the researcher from the Cariaccess Communications, Sunbeach Inc., and TeleBarbados, Barbados. The participants were selected from different geographical areas. It enabled the researcher to collect the appropriate data about the research issue. It can also support to the researcher to improve the validity of research outcome and attain the research objectives systematically (Hartas, 2015). A researcher will take permission from the top manager of selected companies to collect the actual information about the confidential data of company. At the same time, researcher also stated about the research purpose, time, and employee involvement to the top management of company to meet the research objectives (Shields, et al., 2015). For this research, a research has practiced excel, and SPSS to prepare the questionnaire related to the leadership style, motivation and organization excellence. Once researcher has prepared the questionnaire they provide the questionnaire to the participants by using the email in the specified time (Forman, et al., 2015).

Data analysis can play an imperative role in evaluating the collected data due to address the useful data. It is also addressed that researcher is able to attain the research objectives in the specified time and cost. There are different kinds of tools that are considered in the research such as thematic/content analysis, conversational analysis, disclosure analysis, and statistical analysis (Ischiropoulos, et al., 2015). These tools can be effective to get reliable and valid outcome in context of the research issues. For this research, researcher will use the SPSS and MS-Excel software to evaluate the collected data. In the data analysis, a research has implied regression test, correlation, and t-test to get feasible result. The SPSS can also be effective to collect effective data and present the data in an effective manner (Beard, et al., 2017).

Ethical consideration consists to conduct the research study in an ethical and adequate manner with practicing of the university research instruction. Due to this, researcher has used the ethical norms for completing the research objectives in a systematic manner. It can also help to perform the research in reliable way (Goetsch, et al., 2014). Researcher has also focused on the proper referencing, elimination of data manipulation and plagiarism. To decline the ethical issues form the research, researcher has used the proper referencing to the information, which is pooled by secondary data collection method. A researcher has kept all confidential information of the participants to conduct the research in an ethical manner (Ahmad, et al., 2014).

Research limitation can aloes affect the result of research. In addition to this, the researcher has focused on many factors due to eliminating the factor affecting from the research. The predetermine time structure can negative impact on the result of research (Gatewood, et al., 2015). Beside this, the primary data collection method can take more time that can also influence the research. To decline the issues, the researcher has communicated with participants by using email. The conversation can increase the possibility of success of research. It permits the researcher to use the strategies for securing the confidential data of participants and decline the ethical issues from accomplishing the research subject (Merriam, et al., 2015). 

Conclusion, Recommendation, And Reflection

From the above interpretation, it can be concluded that null hypothesis is rejected because there is no relationship between transformational leadership style and employee commitment. The transformational leadership style can allow each member of the team to work on the same objective so as to improve the level of employee commitment.  It is analyzed that there is a positive relationship between transactional leadership style and employee commitment. Hence, the null hypothesis is accepted. Moreover, the transactional leadership style uses a reward system to the employee for enhancing the level of employee commitment.  In addition, it is summarized that the Laissez-faire leadership style can impact on the employee commitment that means there is a positive relationship between employee commitment and Laissez-faire leadership style. It is analyzed that the null hypothesis is accepted. In addition, it is also analyzed that the leadership style can also a positive impact on the employee motivation. It is analyzed that the transformational leadership style can allow the leaders to work with the employee and identify their problem, which can encourage the employee towards their work. It is also addressed that there is an association between transformational leadership style and employee motivation, therefore, the null hypothesis is accepted.  It can also be concluded that the transactional leadership style can also influence the employees and motivate them for completing their work. There is a positive relationship between the transactional leadership and leadership style hence the null hypothesis is accepted. In addition to this, it is also analyzed that the leadership style can positive impact on both employee commitment and employee motivation, which can improve the performance of the organization.             

It can be recommended that company should use leadership style in which it can use an autocratic leader, who controls on the subordinates and direct them on behalf of their own beliefs. In addition, the company can also use the democratic leader, who gives the values to the effort of subordinates and leaders who believes in teamwork and gives responsibilities accordingly (Mittal, et al., 2015). It is also suggested that a company can use the reflection method to improve the leadership style in the working place. The reflection method can be imperative to improve the skills and style of leadership. An organization should provide more time for lengthy reflection (Chang, et al., 2014). It is also suggested that the reflection should consider questions towards the outcome of the team that will be achieved in the upcoming period. In addition, it is also suggested that an organization can improve their leadership style by using the example in the working place. It can also be said that the appropriate leadership style can be supportive to enhance the commitment and motivation level of employee at the working place (Nanjundeswaraswamy, et al., 2014). A company should focus on their employee’s complaints to effectively solve the issues of them. It can also be recommended that company should deeply understand each leadership style to positively inspire the employees towards their work. It can be effective to gain the employee commitment level in the workplace. In addition, the leadership styles also gain the motivation level of a staff member that can enhance the performance of employees and organization systematically (Reb, et al., 2014).    

From this researcher, I gained my understanding regarding different kinds of leadership styles such as transformational, transactional, and laissez-fair leadership style. I also increased my knowledge about the relationship between the leadership style and employee commitment. Beside this, I created my awareness towards the impact of leadership style on employee motivation. I observed that the transformational leadership can enable the leader to work with employees and identifying their issues to meet the feasible result. In addition, it is also evaluated that there is a positive relationship between the leadership styles and employee commitment because the leadership style can influence the employee towards their word that can enhance the commitment level of employees. I also observed that the leadership styles can also a positive impact on the employee motivation. I analyzed that the leadership style can positively influence the employees by using different kinds of activities such as rewards system, provide an opportunity to employees for participating in the decision-making process and work with subordinates. I learned that these activities are effective to motivate the employees in less time and get a feasible result. I also gained my understanding regarding research objectives, research aim, research hypothesis, which gain my understanding towards the research dilemma. I also created my knowledge about research methodology that supports to provide appropriate techniques to resolve the research issues. The research methodology supports to create the best understanding about many data collection methods such research philosophy, research strategy, research approach, data collection method, sampling, research limitation, and ethical consideration (Liden, et al., 2014). I also gained my knowledge about data analysis and findings that support to analyze the collected data. In addition, I enhanced my personal and professional skills systematically. From this research, I gain my understanding towards different statistical methods such as reliability test method, regression, correlation, and t-test. I learned that these methods are helpful to analyze the collected data and get the reliable result. It gained my research and technical skills that are beneficial to gain my confidence level (McCann, et al., 2014).   

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