Situational Leadership and Employee Motivation
As saying goes an organization cannot run its entire process of business without proper direction of a chief executive officer. Like the same way, a team cannot perform well without having an efficient team lead. With the rapid growth of business process the market demand is getting high day by day. In order to meet the needs and demands of the customers the business leaders have to play an important role. Leaders intend to apply different form of leadership style in order to control the performance level of team members. It is however undeniable that the motivation level of the employees depend on leadership style implemented at the workplace. Employees sometimes get de-motivated in performing well towards the services due to the lack of following appropriate form of leadership style.
This very specific study has focused to evaluate detailed analysis about the Impact of situational leadership in relation to employee motivation. The concept of situational leadership implies an adaptive leadership style which transforms form participative to autocratic as per business situation demands. The role of an efficient leader is to analyze the existing business environment and implement appropriate leadership style as per situation. After making in-depth research in the hospitality sector of Australia it is observed that situational leadership style motivates the employees in performing well towards services. At the same time, the employees have highlighted some of the major negative aspects within situational leadership styles. However, this very specific study aims to critically evaluate the impact of situational leadership in relation to employee motivation based on Australia hospitality industry. With the opinion of numerous eminent scholars an effective literature review has been conducted in this study.
Concept of situational leadership and its importance on organization:
In quest of meeting the changing needs of organization and its employees in hospitality industry the form of leadership style transforms from one particular style to another (abs.gov.au, 2018). The leaders with self efficacy should have an insight to understand when to change the leadership style and which specific style should be adopted within services. In numerous business scenarios it is observed that employers and employees tend to share a good rapport among them. McCleskey (2014) opined that while taking an effective business decision the employees need to share their views and thoughts regarding achieving the success of business. Business leaders on the other hand, intend to prioritize the opinion of employees by implementing participative form of leadership style. Chemers (2014) stated that suddenly it is observed that the business managers have to take an immediate action against the business situation by implementing an appropriate strategy. In this kind of situation, the leaders do not get ample opportunity and time to make a conversation with the employees. As per business environment they have to transform their style of leadership from participative to autocratic.
As per the opinion of Ahmad, Abbas, Latif and Rasheed (2014), implementing situational leadership at the workplace is very much important that enables the business organization to control crucial situations. As stated by Chemers (2014), situational leadership helps the leaders in overcoming sudden business crisis. With the help of this form of leadership style leaders get the scope of showing their competencies of handling different business situations. As a result, business experts do not have to face major challenges in maintaining their sustainability in market. Daft (2014) opined that situational leadership is very much effective to understand for the employees about real business situation. Therefore, as per business situations employees maintain their flow of work. If the business situation needs more support and cooperation from the employees they can understand their importance and role within organization. Judge and Zapata (2015) opined that the existence and importance of employees in rendering business success can highly motivates them in delivering their best services.
Hersey and Blanchard theory for situational leadership
Hersey-Blanchard Leadership Style
As per the concept of Hersey and Blanchard, situational leadership depends on contingency thinking of each individual who are associated with an organization. Herrmann and Felfe (2014), as per business goal and objective an efficient leader intends to adopt the situation and implements leadership style at the workplace. Hersey-Blanchard leadership style is primarily constituted with two major pillars that include leadership style and maturity level.
Dusterhoff, Cunningham and MacGregor (2014) stated that leadership style implies that a professional business leader has to change forms of leadership style and policy at the workplace as per various circumstances. This theory believes that leadership theory of a business leader stems from four types of behaviours that include telling, selling, participating and delegating. Telling is one of the most active form of leadership phase where the leaders direct make an approach to the members. In this very specific stage Hoffmeister et al., (2014) opined that the leaders inform the employees what activities the team members need to complete within stipulated deadline and which particular ways the activities should be concluded. The concept of selling implies that the leader directs the employees in a specific way by selling own skill and competency. The approach is less collaborative as the leader wishes to follow autocratic leadership quality in this phase. Hauff, Richter and Tressin (2015) stated that Participating is the process where the leaders involve the employees for sharing their thoughts and views regarding success of business. In this kind of situation, employees and business leaders can get the scope of participative decision making. This very specific stage is highly accepted on behalf of most of the business organization. As a result, both the employees and the business leaders can maintain collaborative work for completing entire project. Eliophotou Menon (2014) stated that delegating is the phase where the leaders intend to pass responsibilities to most of the reliable members of a team for achieving the success of business. Miner (2015) stated that business organizations have to deal with numerous premium customers. While dealing with the premium services the leaders have to allocate the assignment to those employees who are loyal, competent and skilful. In this phase the leaders have to use delegating leadership style.
On the other hand, maturity level is also constituted with four major stages which are as follows:
M1: Basic incompetence of in doing the task:
Ciulla (2014) opined that the leaders have to work with those employees who have least experience in the business field having basic competency level. In this particular phase the leaders have to put additional efforts for guiding those new employees in order to get effective performances.
M2: Inability of doing the task:
Cleaver (2017) opined that this phase is accomplished with those people who are least knowledgeable and having limited competency level. In order to get effective performances leaders have to put immense effort for grooming up the employees.
M3: Competent enough in doing the task
In this stage the performers become competent enough in handling work pressure. In this situation, the business leaders do not have to face immense challenges in delivering the services within stipulated time. In this stage the leaders do not have to face immense challenges in controlling entire process of business.
Behaviours of Hersey-Blanchard Leadership Style
M4: The group is ready, willing and able in doing tasks
As stated by Goetsch and Davis (2014), this phase is considered as the most matured belonging to top scale. In this phase employees can confidently deliver the services without any proper guidance and assistance from the leaders. As a result, the business experts do not have to face challenges in gaining business profitability and image effectively.
Mcclelland need theory for motivation
Bolden (2016) opined that without motivation employees fail to achieve the success of business. Employees get motivated towards business services after getting necessary benefits and facilities from the organization. However, the study has focused to make detailed overview on how leaders for motivating the employees have to fulfil the basic needs and demands at the workplace. The theory of Mcclelland is primarily constituted with four major stages which are as follows:
- Need for achievement
Thomas (2015) opined that in order to achieve business goal the leader has to satisfy the basic needs of employees. In any kind of task complexity and constrains the leaders need show active participation for helping out the employees. As a result, both the service providers and the service users get equal benefits and facilities.
- Need for power
In order to achieve institutional power and personal power employees need immense co-operation from the business leader. Schedlitzki and Edwards (2017) stated that if the leader does not give positive feedback about the employee, this individual cannot gain positive impression.
- Need for affiliation
In order to be affiliated with senior group members within a team junior employees have to show their active participation. Coleman (2013) opined that business leaders have to play major role in amalgamating senior members with the juniors. As a result, in case of facing any kind of difficulties at the services the employees can get effective help and support from the from the existing seniors.
- Need for avoidance:
In order to avoid any uncertain situation or sudden crisis the active cooperation from the leaders are mandatory. Otherwise, the employees would not get the motivation of overcoming the crisis.
Relation between these two theories:
Crossan, Seijts and Gandz (2015) opined that the theory of Hersey and Blanchard for situational leadership and Mcclelland need theory for motivation are inseparably related to each other. In order to bring motivation among the employees the business leaders have to follow different forms of leadership by maintaining Hersey and Blanchard theory. Håkansson (2013) stated that on the other hand, in quest of implementing situational leaderships at the workplace for gaining good performances from the employees the business leaders have to fulfil the expectation level of employees for motivating them towards services.
Various pros and cons of situational leadership at workplace and its relation to employee motivation:
While discussing with the various pros and cons of situational leadership numerous scholars have provided contradictory opinion. Thomas (2015) opined that one of the most significant advantages of implementing situational leadership is adaptability and flexibility. Business leaders are allowed to transform their leadership style at any time. If the leaders have to handle crucial situation of business they can form confidential business strategy without communication with the employees. As a result, the entire situation can be overcome in a pleasant way. Goetsch and Davis (2014) stated that it has also been observed that psychological and cultural differences within the organization sometimes hamper smooth flow of work. In this kind of situation, the managers and leaders face difficulties in proper decision making due to psychological barriers. Situational leadership is the only way of overcoming psychological barriers and taking proper decision for the business leaders.
Conclusion
However, situational leadership is not devoid of some of its major negative impacts as well. With the help of situational leadership style business experts have to take immediate decision sometime without informing the employees properly. As a result, miscommunication arises in between the employees and the business leaders. Herrmann and Felfe (2014) opined that employees do not show their courageous attitude in performing well towards services. On the other hand, leaders being compelled on the situation have to impose their own decision on the employees. As a result, the interpersonal communication between business leaders and the employees get highly affected which reflects in the business profitability.
McCleskey (2014) opined that motivation reflects on employee performance effectively. Without any motivation the employees cannot show their interest in delivering their services within stipulated time. However, numerous business organizations especially in the hospitality sector intend to implement situational leadership at the workplace for controlling business environment. Bowling et al., (2015) stated that the business experts intend to communicate with the employees after transforming leadership style by justifying the reasons of changing leadership form. As a result, the chance of miscommunication can be automatically resolved.
Impact of situational leadership on employee motivation:
Herrmann and Felfe (2014) opined that situational leadership leaves major positive impact in enhancing the motivation level of the employees. In quest of gaining organizational profit level the business experts need to encourage the employees effectively. Their performance level ultimately creates a major impact on business image and reputation. If the leaders have to handle sudden organizational crisis they can form confidential business strategy without communicating with the employees. Goetsch and Davis (2014) emphasized that the managers and leaders face difficulties in proper decision making due to psychological barriers raised among the employees. Situational leadership is the only way based on which the business leaders can overcome psychological barriers and take proper decision for the business leaders.
On the other hand, by applying situational leadership style the business experts can follow participative leadership style. Schedlitzki and Edwards (2017) opined that employees can get the scope to share their point of views regarding the success of business. As a result, business leaders do not have to face challenges in taking proper decision at the right time. Employees on the other hand get motivated in providing their best endeavour towards services (Bowling et al., 2015).
Literature gap:
The study has provided detailed analysis on how leaders intend to apply different form of leadership style in order to control the performance level of team members. Business leaders on the other hand, intend to prioritize the opinion of employees by implementing participative form of leadership style. However, situational leadership is effective to understand for the employees about real business situation. Therefore, as per business situations employees maintain their flow of work. In the literature review section the theory of Hersey and Blanchard for situational leadership and Mcclelland need theory for motivation is critically discussed. In quest of implementing situational leaderships at the workplace for gaining good performances from the employees the business leaders have to fulfil the expectation level of employees for motivating them towards services. The concept of Hersey and Blanchard believes that, situational leadership depends on contingency thinking of each individual who are associated with an organization. However, the study has focused to make detailed overview on how leaders for motivating the employees have to fulfil the basic needs and demands at the workplace. The theory of Mcclelland is primarily constituted with four major stages.
Still the study is not devoid of some of its major gaps in literature review section. The study has not provided detailed information about the impact of situational leadership in employee motivation of hospitality industry. Critical evaluation could have been more informative by involving the opinion of numerous eminent scholars. On the other hand, the cons of situational leadership could have been discussed more argumentative way. It is undeniable that business leaders on the other hand, intend to prioritize the opinion of employees by implementing participative form of leadership style. It is observed that situational leadership is very much effective to understand for the employees about real business situation. The study evaluates that as per business goal and objective an efficient leader intends to adopt the situation and implements leadership style at the workplace.
Research methods:
Research method is the most effective ways of conducting the entire research work by following appropriate tools of methodology (van Wyk, 2012). Research method is constituted with appropriate research philosophy, approach and design. In this study positivism philosophy will be used in order to make in-depth observation about the research issue. By using deductive approach the study would make an effective case study on the hospitality sector of Australia for evaluating on how situational leadership impacts on motivating employees (Tracy, 2012). However, with the help of descriptive research design, the study has evaluated the data based on the collected information.
Population, sampling technique and population sample:
Population is defined as a large group from where the researcher collects data and information. Collis & Hussey (2013) opined that population is huge in number with the help of which the researcher has to face innumerable difficulties in selecting the number of respondents. However, in order to overcome this kind of situation, the concept of sampling technique has been rendered in the realm of research method. Sampling technique is the systematic process of gathering data from particular group of people amidst large population. Sampling technique is of two major types that include non-probability sampling technique and probability sampling technique.
Probability sampling technique is a random method with the help of which researcher intends to select the participants randomly without specifying their genre (Collis & Hussey, 2013). On the other hand, non-probability sampling technique is the systematic method based on which researcher has to focus on involving selected group of people for providing necessary data. In non-probability sampling technique the researchers are directly involved with the identified research issue. As a result, the response collected from the respondents is appropriate and trustworthy. In this study, the researcher will follow non-probability sampling technique in order to involve those participants who are involved directly on the research issue.
Data collection is the process of gathering appropriate information from numerous authentic sources. Data collection procedure is important in a research where the researcher can gather appropriate information from various reliable and valid resources (Levy & Lemeshow, 2013). Data collection technique is of two important types that include primary source of data collection and secondary source of data collection. Primary data collection procedure is considered as one of the most significant ways of gathering data based on the response of participants directly. In this method the participants can get the opportunity of providing information directly to the researcher (Zikmund et al., 2013). Therefore, the entire data collection method is very much systematic and time précising.
On the other hand, secondary source of data collection technique is based on data from journals, websites, articles, newspaper and so many. In secondary source of data collection technique the researcher has to focus on evaluating necessary data and information based on the opinion of eminent research scholars from different journals (Levy & Lemeshow, 2013). In this study, the researcher will focus on selecting primary data collection technique by conducting both survey and interview. Total 100 employees will be surveyed and 3 supervisors from Australian hospitality industry will be interviewed. As a result, necessary data and information will be gathered after conducting an effective interview session.
Data analysis is the method of evaluating gathered data with the help of appropriate analysis tools. In this study statistical tool will be used for analysing collected data and information (Terrell, 2012). On the other hand, this specific research issue is dependent on two major variables which include impact of situational leadership (independent variable) and effect on employee motivation (dependent variable). Quantitative questionnaires are made based on these independent and dependent variables. As a result, regression analysis will be made in order to prove null hypothesis as negative. Based on the case study of Australia hospitality industry the study has focused to make in-depth analysis about the impact of situational leadership in relation to employee motivation. Employees sometimes get de-motivated in performing well towards the services due to the lack of following appropriate form of leadership style. After making in-depth data analysis in the hospitality sector of Australia necessary result will be found out whether situational leadership is effective or not.
Topic: Impact of situational leadership in relation to employee motivation, case study of Australia hospitality industry
Quantitative questions:
Demographic questionnaires:
- What is your age group?
- What is your gender?
Questionnaire based on independent factor: Impact of situational leadership
- How far do you believe that appropriate leadership style in highly important?
- How far do you believe that situational leadership is appropriate for rendering employee performances?
- How far do you believe that situational leadership style can help the leaders in controlling sudden organizational crisis?
- How far do you believe that situational leadership style has immense positive impact in employee performances?
- How far do you believe that employees are getting affected in performing well due to situational leadership style?
- How far do you believe that employees have to face immense challenges in following situational leadership style at the workplace?
Questionnaire based on dependent factor: Employee motivation
- How far do you agree that employee motivation is important for rendering business success?
- How far do you agree that employees belonging to hospitality industry are deprived of getting workplace motivation?
- What are the factors affecting the employees in receiving proper motivation at the workplace?
- How far do you agree that implementation of situational leadership can motivate the employees immensely in hospitality industry?
- How far do you agree that situational leadership is affecting systematic flow of environment that de-motivates the employees?
- How far do you agree that leaders are unable to follow appropriate leadership style at the workplace so that employees get motivation?
Qualitative questions:
- What are the challenges leaders of hospitality industry have to face in implementing situational leadership style at the workplace?
- What are the impacts of situational leadership in employee motivation especially inhospitality industry?
- What are the initiatives that business leaders of hospitality industry are taking for overcoming challenges due to implementation of situational leadership style?
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