The Impact of Leadership Style on Organisational Performance Assessment Answer

Introduction

Background

In the ever-evolving market segment, competition has become a recent concern for which most organisations are aiming to grow continuously with several strategies and techniques. Due to the challenges experienced by organisations via competitive market segment, employee retention and organisational performance has become a challenge to be conquered (Rahi et al., 2019). The management strategies and leadership styles considered by most organisations are aimed at motivating the employees so that the overall organisation’s performance can be enhanced in the end (Al Khajeh, 2018). It is not unknown that a company’s success and failure are highly dependent on its human resources, and the behavioural perspective is reflected in their productivity, efficiency and work ethics (Torlak and Kuzey, 2019). In the modern world, the complexity of corporations is certainly growing new problems in retaining employees who can ensure a positive incline in the company graph. However, leadership styles are extremely important in the competitive market segment to sustain business operations, efficiency, employee motivation, satisfaction, loyalty and productivity (Obiwuru et al., 2019). Efficiency rates within the organisational business functions. To ensure that the competency of the organisational human resource is well maintained, the company is inclined towards offering a more supportive leadership style that can appreciate the expertise and contribution of the employees effectively (Torlak and Kuzey, 2019).

Research Gap

Performance and productivity is a crucial factor in every organisation and is inclined by the productivity level, satisfaction and loyalty level of employees towards the company itself. Considering the significance of the study, the research gaps are identified from the anticipated findings, which will indicate that increased employee engagement can have a direct impact on the business if their productivity and motivation rate are improved (Faliza et al., 2023). While this topic area has been researched many times, most of the studies have primarily focused on the impression of leadership styles on employee performance only and not the bigger picture of organisation’s performance as well. This study holds significance in understanding the importance of appropriate leadership styles to be incorporated within the organisational functions that can enhance the overall corporate performance at the end (Suriyanti, 2020). There are several challenges that still exist in the remote work set-up from the perspective of leadership styles and practices because the managers are unable to interact face-to-face with the employees and resolve their grievances effectively.

Research Questions

There are a few research questions that are determined from the predetermined research objectives. These research questions will allow the researcher to anticipate effective empirical research and also implement the proper research design into the final paper. The research questions are identified below.

• What are the qualities and styles of leadership existent among the managers of any organisation that can enhance the organisation’s performance?
• What is the impact of leadership styles on organisation’s performance directly?
• What are the effective strategies that can eliminate the challenges experienced by leaders and managers of different organisations to sustain the motivational capacity and organisation’s performance?

Aim and Objectives

The aim or purpose of the proposed research will be focused to examine the leadership styles’ impact on organisation’s performance within the remote work set-up. There are a few objectives identified below to assist the researcher in accomplishing the objective of gaining the desired outcomes.

• To identify the different types of leadership styles and qualities which has a direct positive or negative impact on organisational performance.
• To analyse the impact of leadership styles on organisational and employee performance.
• To recommend effective strategies to the managers and leaders of organisations in sustaining the organisation’s performance and their motivational capacity.

 Independent and Dependent Variables

Independent variable has value that is independent of other variables of this study. They do not change or get affected by any other variables. In our research study, the independent variable is the leadership style and qualities that are explained thoroughly in the Literature review part. On the other hand, dependent variables always depend on independent variables. The dependent variable changes or gets affected whenever there is a change in the independent variable. In this research study, the dependent variables are employee performance and employee productivity. These variables are elaborated in the Literature review part as well.

Independent variables are like the cause and dependent variables are like the effects of it. Implementation of certain independent variables like leadership styles and quality can make a huge difference or impact severely on the dependent variables like employee productivity and performance. This research study will provide detailed information on the fact that when leadership styles like Visionary, Transformational, Transactional, Bureaucratic, Democratic, Autocratic, Charismatic, and Laissez-Faire, and their qualities are implemented into the organizational workforce, dependent variables like employee performance get increased and employee productivity get enhanced. Leaders who have expertise in adaptability skills tend to impact more in overall organizational performance.

Literature Review

Concept and Importance of Different Leadership Styles and Qualities in the Contemporary Business World

According to the author Zulmariad et al. (2022), there are few leadership styles and qualities available in the business world that are being practised by managers and leaders continuously in order to sustain the motivational factors as well as the organisation’s performance at the same time. It is the behavioural approach of the managers and leaders who are required to be motivating, influencing and supportive so that they are able to direct the employees towards the correct goal and objectives (Taherdoost, 2019). Leadership style is responsible for ensuring that the employees are all on the same page to achieve and accomplish the shared objectives in a sustainable order. Among many effective leadership styles, a transformational leadership style is considered to be an emotionally encouraging, positive and trustful leadership style that offers an appropriate understanding regarding the beneficial choices, motivational goals, and common values and beliefs along with emotional connection (Zulmariad et al., 2022). On the other hand, Vasilescu (2019) believes a democratic leadership style can be highly effective for any organisation, considering its ability to communicate and support the team members and employees in a significant way so that they’re able to look at the bigger picture and improve their productivity efficiency. The author has identified that democratic leadership ensures a few qualities that are alternatively available in the constituency approach of any organisation’s performance (Zulmariad et al., 2022). The intellectual stimulation and the charisma of transformational and democratic leadership can provide a more sustainable dominance in their field of work so that the employees are always motivated and encouraged towards continuous learning and development process and intent to learn the valuable patterns and styles and earn the qualities of leadership (Torlak and Kuzey, 2019). The charisma of transformational and democratic leadership can provide a more sustainable dominance in their field of work so that the employees are always motivated and encouraged towards a continuous learning and development process and intent to learn the valuable patterns and styles to earn the qualities of leadership.

Motivation Factors and Theories Associated With Different Leadership Styles

Motivational factors are crucial within any organisation, considering their relevance to different leadership styles and their impact on employee performance, productivity, loyalty and behavioural approach. Within the contemporary organisational structure of today, there are several motivational factors that are continuously becoming more influential in terms of employee performance (Thomas, 2022). Considering the opinion generated by Taherdoost

(2019), Hertzberg’s two-factor theory is one of the most commonly used motivational theories in the corporate world that allows managers and leaders to identify the significant motivational factors impacting employee performance, productivity and growth rate. Human resources, being one of the greatest assets of the organisation, plays a huge role in defining the organisation’s performance. The two-factor theory emphasises prioritising employee satisfaction through two major factors: motivation and hygiene (Rahi et al., 2019). The motivational factors of the two-factor theory are work satisfaction, growth, advancement, recognition, responsibilities and achievements of the individual employees. On the other hand, Purwanto (2020) has added on the same theory that the hygiene factors according to the twofactor theory are salary satisfaction, societal status, societal security, company policies, and administrative and work environment are equally important to be incorporated by the leaders and managers into the organisational structure and the team. Based on this theory, it can be noticed that leaders can effectively identify and manage the employee satisfaction rate if they consider individual needs and societal parity to maintain the well-being of the employees within the organisational structure (Pancasila et al., 2020).

Incorporating the understanding of Hertzberg’s two-factor theory Paais and Pattiruhu (2020) has identified the effectiveness of Vroom’s theory of expectancy, which is entitled on the expectancy theory which separates performance effort and outcomes entirely because the entire purpose of the theory of expectancy is focused on assuming the behaviour of the employees which are coming out of a conscious choice to minimise their pain and maximise pleasure. This theory can be accountable for three major variables of any individual's motivation: valence, instrumentality and expectancy (Mudhofar, 2021).

Importance of Employee Motivation and Performance to Enrich Organisation’s Performance

Various variable factors can determine organisation’s performance in the current contemporary world, but one of the most important factors is considered to be employee motivation within the organisational structure, which many researchers have stated previously to have a constructive impression on the overall organisational compatibility, sustainability and performance (Leitão et al., 2019). Being one of the most significant assets, employees are required to be motivated at the current time to ensure that their productivity is sustaining the entire performance that the organisation has to optimise to improve their profitability, sales and growth rate. According to Kuswati (2020), employee motivation can influence better profit through their productivity. Motivated employees have better loyalty to their organisation through finding their social status and value in the work. It is the responsibility of the leaders and managers to continuously appreciate the hard work and contribution of the employees that encourage the team to improve their productivity and efficiency levels, which directly improves organisation’s performance (Kazim, 2019). 

Additionally, the researcher also brings to light the reduction of employee turnover rate. Employee turnover cost is a reasonable amount of money on the budget. Employee motivation can encourage people to be loyal to a significant company rather than looking for other opportunities (Faliza et al., 2023). Motivated employees tend to work harder in order to gain more appreciation and recognition from their employers, which simultaneously reduces the employee turnover rate and increases the employee retention rate. The organisation’s performance, according to Katsaros et al., (2020), can be enriched with employee motivation and performance since they are the major contributors to the growth performance, success or failure of the organisation. Employee motivation also encourages better product and service quality to ensure that the customers are retained effectively by sustaining sales revenue and increasing profitability side-by-side. The productivity increase and motivational functions of the employees are the primary contributors. According to many researchers, most importantly, during remote work, they have a proper work-life balance (Iis et al., 2022).

Leadership Styles and Quality

According to the author Bakker and others (2022), an impactful leader achieves goals by influencing others beyond the position of what they accounted for. The entire organization depends on them as they make multiple decisions regarding various organizational operations. Moreover, leadership can be defined as an inspirational, influential, ability to guide an individual toward others to achieve the vision and goals of the organization as a result of effective teamwork (Bakker, Hetland, Olsen, & Espevik, 2022).

This leadership style differentiates in terms of traits. Different styles of leadership unlock opportunities for exceptional teamwork as well as Organizational development. Leaders who have developed adaptability skills can perform alternative leadership styles in different situations to achieve exceptional goals. There are some effective leaderships that if implemented correctly at the workplace successfully achieve intended goals. In addition, fosters a positive workforce environment that elevates overall productivity. The strengths and weaknesses of a leader will be in consideration to determine suitable leadership styles. Strengths, weaknesses, types, characteristics, and examples of their successful implementation within the workforce are given below (Cahyono, et al., 2020).

Transactional Leadership

According to the author Chen and others (2019), in this leadership style, leaders adapt social interaction skills to encourage others to achieve their goals. Some of the Specific qualities of transactional leaders are linear thinking, extrinsic motivation, directive, practicality, performance-oriented, etc. To provide motivation, Transactional leaders often offers recognition along with rewards including certain allowance and incentives to encourage the productivity and performance of the employees. Transactional leaders determine goals, clear explanations and maintain the performance standards of others. They provide detailed clarifications to others about what is expected from them (Chen, Jiang, Zhang, & Chu, 2019). This ultimately develops a sense of accountability within the team members. This style performs transactional approaches at work often held accountable for delayed or stifled professional as well as personal development scopes of workforce employees. The cons of Transformational leadership are such as the primary focus of it is the maintenance of ongoing procedures along with the accomplishment of existing goals. This tends to retard creativity as well as innovation of the team members (Eliyana & Ma’arif, 2019).

Visionary Leadership Style

As per Guterresa (2020), in this leadership style, employees get inspired by Visionary leaders to work hard and move forward to achieve a vision for future growth. This type of leader is Innovative as well as creative nature of a working individual has been encouraged by Visionary leaders. For this they make employees work through challenges and promote innovative ideas as well. They tend to encourage and inspire individuals with the vision they keep in mind for the future (Guterresa, Armanu, & Rofiaty, 2020). On the other hand, Bakker (2022) argues that visionary leadership tends to make employees go through challenges to achieve higher aspirational goals set by them previously. It often creates pressure on the employees. On the other hand, it also fosters high expectations from the employees that seem unreal sometimes. Visionary leadership has the potential to face complexity while elaborating their extraordinary vision, as a result, team members get confused or sometimes misunderstand the vision (Bakker, Hetland, Olsen, & Espevik, 2022)

Charismatic Leadership Style

According to the author Chen and others (2019), in charismatic leadership, leaders provide motivation and inspiration to the employees intending them to behave properly by fostering enthusiasm, and energy at work in a charismatic way. Charismatic leaders develop a work environment where optimistic approaches are acceptable to those who possess in dividual engagement as well as high moral values. Individual charisma, energy, and enthusiasm of charismatic leaders tend to be impactful to motivate as well as inspire the workforce (Chen, Jiang, Zhang, & Chu, 2019). On the other hand, Guterresa and others, argue that this leadership style primarily focuses on providing motivation and inspiration that may potentially overtake the practice approaches of adaptation and completion of work. The convincing abilities of charismatic leaders are firstly utilized for personal requirements that exclude the well-being of the organization as well as the workforce. It also increases the possibility of developing a sense of reliability in the employees of the team (Guterresa, Armanu, & Rofiaty, 2020).

Autocratic Leadership Style

The author Eliyana & Ma’arif (2019), state that the acrobatic Leadership style is accounted for making decisions without considering the opinions of other employees. Furthermore, ordering others to do work according to the decision they made previously. This leadership style tends to give clearer instructions and directions minimizing ambiguity. Acrobatic leaders perform immediate and decisive decision-making actions in critical situations (Eliyana & Ma’arif, 2019). Whereas, Hussain (2018), states that As there are not any scopes involving other opinions, this eventually leads to have wide range of innovative ideas and diversity in perspectives. This does not include different opinions from others while making decisions and tends to demotivate employees, causing them to feel unimportant and disengaged (Hussain, et al., 2018)

Transformational Leadership Style

Transformational leadership transforms team members, encouraging them to achieve more productivity, growth, and success. Specific qualities are self-awareness, authenticity, Humility, the ability to collaborate with others, etc. Transformational leaders successfully indulge empowerment and support in the work atmosphere that possesses moral values, motivation, and satisfaction in the workforce. They nurture a culture of uninterrupted improvement of growth, creativity, etc. The requirements of individual growth may be overshadowed by the persuasion regarding the organizational goals of Transformational leaders. They often hurt employees due to the high expectations they foster and drive for professionalism at work (Chen, Jiang, Zhang, & Chu, 2019).

Bureaucratic Leadership Style

Bureaucratic leadership depends on procedures and protocols that were established previously and are intended to guide the leadership approaches. Some of the specific qualities of hierarchical structure are division of labor, rules, procedures and guidelines, impersonality, etc. More specified structures, protocols, and procedures tend to enhance consistency, efficiency, and instructions inside the organization. It depends on existing guidelines and rules to reduce the risks at work accomplishment (Hussain, et al., 2018). Bureaucratic leaders often execute work and take responsibility on their own. This eradicates the opportunity for others to perform accountability and other decision-making opportunities. They often stay devoted to existing rules and processes that limit the development of adaptability skills, which restrains them to encourage flexibility in their approaches.

Laissez-Faire Leadership Style

This leadership style fosters autonomy and independence in the individuals, enabling them the opportunity to develop decision-making skills by provoking them to make their own decisions. Some specific qualities of laissez-faire leaders are minimal decision-making, less planning, and lack of engagement at work. Because of this leadership style employees in teamwork take ownership or recognition for their work accomplishments as individuals in a project work. It is responsible for individual empowerment, which encourages innovative approaches and creative ideas along with autonomy. It often develops a lack of accountability amongst individual employees and a reduction in overall productivity can be seen here. This leadership style sometimes can make employees feel unstructured. This can guide the employees who require it to remove uncertainty in decision-making (Odumegwu, 2019).

Democratic Leadership Style

Democratic Leadership includes others in the procedure of decision-making. This promotes collaboration among employees and leaders. Some specific qualities of this leader are a wide range of ideas, brainstorming opportunities, employee engagement, etc. In this leadership style employees develop feelings to be more valued, which promotes motivation and high work satisfaction. Team members are encouraged to be involved in decision-making, where they perform commitment and ownership within the group. Democratic Leadership style often increases the presence of conflicts that are not rational and also disagreement amongst the workforce, thus the requirement of resolving the conflicts by taking effective approaches by the leaders (Odumegwu, 2019).

The Impact of Leadership Style and Quality on Employee Performance

According to the author Oh & Wang (2020). Employee performance focuses on the overall quality of the outcome. The effectiveness of production is measured by performance. When an individual worker fulfills their work-related responsibilities and duties with perfection, denotes the high performance of that individual. Many organization measures the performance of their employees on a quarterly or annual basis. This enables the organization to spot the areas of improvement for enhancing employee performance for overall organizational development. High performance of an employee can stimulate productivity, moral values, and profitability. Assessing employee performance also enables the organization to make sure that overall team performance is simultaneous to achieve common goals. There are a few Key Performance Indicators that help to measure employee performance, they are Customer satisfaction, Sales Revenue, Quality of work, Efficiency, and productivity, Attendance and punctuality, Time management, and Teamwork and collaboration (Oh & Wang, 2020).

The quality of adaptability of leadership can bring flexibility to the workplace, where employees learn adaptability skills from leaders by observing them acting flexibly in any kind of work and situation. This will bring an outcome that portrays improvised employee performance. When leaders inspire employees by appealing to their values, and emotions and also by sharing a common vision and purpose that eventually connects employees with the work to achieve goals, increases employee performance. Leaders encourage employees to accomplish different work projects to develop different skills and perspectives of an employee, enabling them to perform multiple tasks in times of crisis (Bakker, Hetland, Olsen, & Espevik, 2022). This quality of a leader increases employee performance and growth. Furthermore, effective leadership possesses the quality to motivate others in the workplace. Sometimes due to a lack of confidence and communication employees doubt their abilities and ideas. Leaders motivate them by recognizing their attributes, innovative ideas, etc. They also motivate them by providing promotions, policies, and allowances. All of these help to boost employee engagement at work resulting in better employee performance. Effective leadership is proven to develop a healthy work culture by encouraging diversity at work. Leaders acknowledge that a diversified culture will enable employees to be more productive at work as they can easily adjust to such a work environment. Leaders also foster diversified opinions, ideas, experience, and perspectives so that employees willingly participate in work accomplishments bringing new ideas and approaches without any hesitation, thus employee performance will be increased (Hussain, et al., 2018). Leaders who respect each individual in the workplace, tend to build trustworthy relationships among the employees. Respecting individual ideas, perspectives, and culture enables the employees to be more into working with such leaders. This helps to increase the overall performance of an individual at the workplace. Leadership consists of an excellent quality of managing conflicts while the decision-making procedure is ongoing. Employees actively present conflicts and their relevancy during group discussions. This elevates their overall performance (Lee, 2022).

Authenticity at work is an attractive quality of an impactful leadership style. Transformational leaders maintain authenticity in work. Accepting imperfection, embracing their actual selves while performing integrity, compassion at work, and visions daily. This encourages as well as inspires other employees to do the same means to embrace their imperfections and other qualities. This minimises the self-consciousness of employees so that they can utilize their full potential at work hence overall employee performance. Transformational leaders are reflective. They possess a great understanding of what they are and who they are. With this kind of self-acknowledgement they often perform to transfer their personal goals to team members. Self-awareness in leadership is considered an uninterrupted procedure that enables one to grow rapidly as an individual both personally and professionally (Hussain, et al., 2018). The sense of humility is what makes Transformational leadership distinct from other leadership styles performed in a workplace. They tend to listen and learn from others as well. They know that they can not have all the answers available which makes them more flexible at work. This also impacts employees' performance. To perform effective communication a Visionary leader tends to be a great listener as communication cannot work from one side. To share a generic vision and mission along with team members it is crucial to make things clearer through communication. When employees communicate with leaders and get a chance to clarify any doubts regarding work, they tend to have an elevated performance level (Cahyono, et al., 2020). Visionary leaders possess strategic insights and develop an emotional connection with their employees. Furthermore, another perspective that Visionary leaders have is to control their emotions and let their positive emotions be reflected in their work. In this style, leaders impact the emotional states of the employees to enable them to buy into the organization’s visions and missions. Employee performance is driven by the level of emotional connectivity to the visions and missions of the organization.

Impact of Transactional Leadership Styles and Qualities

As per the author Lee (2022) transactional leadership has a quality of practicality. In this leadership style leaders tend to select practical approaches with considering all possible challenges and obstacles in reality. These characteristics make Transactional leadership distinct from other leadership styles. While utilizing this kind of leadership style, leaders enable employees to face any challenges and adapt practicality to solve any kind of work-related situation in reality. This evaluates the performance of employees at the workplace (Guterresa, Armanu, & Rofiaty, 2020). Transactional leaders tend to inspire and motivate team members by recognition, money, or praising them for their work. Even though the initiative or incentives fail to meet the expectations, they perform external motivation strategy by continuing them. This ultimately has an impression on employees that regardless of some failure they have the opportunity to learn more from their leaders as they still get treated in the same way. This helps to grow relationships among team members as well as leaders. Hence overall employee performance is stimulated. Additionally, transactional leadership depends on following orders, they do not practice any changes in activities. Leaders can manifest lesser determination to achieve company goals. Maintaining the status quo is what Transactional leadership strives for. It also blocks the opportunity to adopt new and different innovative ways to think and work more productively (Lee, 2022). This sometimes hurts employee performance in terms of adapting new ways of learning skills through alternative and innovative approaches at work. These leaders achieve organizational goals within the system and limitations established from the beginning. They are known to think from inside the box instead of trying different ways to solve problems and situations that occur during work, mitigating the promotion of new opportunities as well as risks. Most Transactional leaders excel at handling routine affairs successfully. They may struggle to adapt flexibility at work and in finding solutions to new problems faced during the process of work accomplishment. This also can hurt employee performance as they can not try new technics to solve problems at work. As per the Autocratic leadership style, leaders comprehend the rules and regulations of an organization and their relevance, so, they follow them strictly. This enhances others' dependability on the leaders, they are trusted to exceed goals and expectations. Employees stay focused and safeguarded by Autocratic leaders, who often evaluate their performance level. An Autocratic leader always trusts his or her capabilities and judgments. Their self-esteem grows with training and experience. They successfully transfer confidence into the team members so that the overall performance of an employee levels up (Oh & Wang, 2020).

Democratic Leadership tends to involve others in decision-making. Employees tend to engage in group activities more to find the opportunity to stand up in a group as an individual. As a result, the elevated confidence level of an employee tends to give better performance at work. Democratic leaders welcome the creative thinking and ideas of the employees so that they get valued. They come forward with different innovative ideas and perspectives in decision-making. It often brings an outstanding outcome as decision-making is driven by diversified opinions of the employees, producing a high rate of employee performance (Guterresa, Armanu, & Rofiaty, 2020). As Democratic leaders involve others in decision-making, they promote a sense of accountability for each employee at work. Accountability fosters a sense of taking responsibility for own work. Democratic leaders allow employees to speak up for their ideas and valuable opinions so that employees get involved in a project more actively producing high performance. On the other hand, Laissez-Faire leaders tend to make minimal decisions related to work, as they appoint employees to do this work. Employees actively think about possible approaches to achieve organizational goals quickly. This enhances the performance of an employee. The laissez-faire leadership style takes the initiative to let the employees make all the decisions on their own, independently. Leaders tend to stay at the back to watch the employee movement (Chen, Jiang, Zhang, & Chu, 2019). They plan less engagement at work, empowering employees to make decisions with freedom. This enhances the decision-making skills of an individual employee in a group. Lesser ambiguity or obscurity is considered an effective leadership quality in the workplace. Similar responsibilities, roles, and directions of commands are established before mitigating the risks of fostering ambiguity at work. It makes an individual employee familiar with the job they are doing as they have done work using similar strategies. This enables employees to integrate into the organizational structure enhancing their confidence levels. This promotes an increased employee performance. Furthermore, it is been discussed that some of the best practices are being fostered by the Bureaucratic leadership style. The reason behind following the same framework for accomplishing tasks is to complete the task most quickly and successfully. This also maintains the quality of the outcome to make sure that the existing framework is effective in achieving successful goals. This also helps employees to accomplish tasks as they perform tasks according to the existing framework in previous project works. Hence their performance gets better every time they work by utilizing the same framework. Nurturing and motivating nature within teamwork successfully impacts employee performance. Employee performance elevates when employees get motivated by charismatic leaders. Charismatic leadership is proven to foster inspirational qualities where employees easily get inspired by leaders' skills and attributes to perform tasks and meet the requirements of achieving goals. This Charismatic leadership is more effective in elevating morale when a lack of motivation holds back the employee's performance to growth in an organization (Odumegwu, 2019).

Effect of leadership style and quality on employee productivity

Employee productivity is a measurement of how much an individual employee can show efficiency in managing efforts and time into quality work. Increased employee productivity means elevated scopes of new work accomplishments within the allocated time. Increased productivity also increases the organizational retention rate of employees. Employee recognition, a diversified work environment, training and development, regular feedback, clarification of meaningful purpose and expectation, etc. are the factors that can increase employee productivity (Chen, Jiang, Zhang, & Chu, 2019). All of this can be done by implementing leadership styles and qualities in the workplace. Leaders learn from experts and employees and employees learn from each other and leaders. Adaptability can also be described as the willingness to learn from others. When leaders learn through adaptability, they teach employees, employees will adapt to leaders. This procedure potentially increases productivity as employees utilize the learnings at work. The leadership quality of inspiring others at work by simple approaches of provoking employees to establish ambitious goals as well as achieving them frequently (Eliyana & Ma’arif, 2019). This automatically increases employee productivity. Effective leadership increases the involvement of an individual employee in various works whether similar or different. This develops the skills of employees to deal with different work projects. This approach ultimately enhances employee productivity. Leaders have promoted a diversified work culture, their adjustment qualities and fostering the nature of diversified perspectives, experience, and opinions, enable employees to engage in more work activities under the direction of the leadership, potentially increasing the productivity of an individual employee (Hussain, et al., 2018). Further when respect is shown to the perspective, social, cultural, and ethical values of the employees, they also show respect to the decisions of the leader. This helps them to work along with the leadership while maintaining individual uniqueness at work, eventually, employee productivity increases. Managing conflicts among team members is quite challenging for the leaders, expert leaders successfully manage conflicts and provide rationality to each conflict to justify the established decision. This helps employees to work on connecting their ideas with rationality. This will increase productivity among them. When transformational leaders maintain authenticity at work by promoting imperfection, diversity, and embracing the actual self, employees find themselves relatable and their values increase, this introduces more productive employees (Hussain, et al., 2018). Transformational leaders make sure to spread self-awareness in their work which has a direct impact on employee behaviour. Employees also get motivated to acknowledge themselves and respect each flaw of a working individual. This helps employees to form a strong team, utilizing every area of expertise of team members. It also enhances the overall productivity of a team. Further, Effective communication is proven to have a direct impact on employee behavior. When employees tend to get effective communication at work with the leaders, they can easily share common visions and missions to achieve goals. This is a potent quality to increase the productivity of employees. Connecting with employees using emotional intelligence often creates a healthy work environment where employees can understand the vision and mission of the leaders. When employees do so they seem to be more productive at work (Lee, 2022).

Transactional leaders pursue practical approaches with the consideration of all possibilities of obstacles and challenges in reality, enabling employees to adapt practicality at work, to bring exceptional outcomes in the context of reality. As the employees learn to adapt practicality at work elevated productivity can be seen in their progress. When employees get motivated by leaders, they tend to be more productive at work. Being innovative and creative at work helps employees to give their best performance. An effective leadership style, with innovative and creative work culture, can create a positive impact on work productivity. On the other hand, when leaders tend to think inside the box, they fail to see the bigger picture (Bakker, Hetland, Olsen, & Espevik, 2022). They do so intentionally as following the previous framework can reduce the risks as well as blocking opportunities at work. As employees have to follow the instructions of the leader, they may not make any progress in their productivity level. Further, it has been seen that employees entirely trust Autocratic leaders, who often perform as expected by the leaders. Employees tend to follow the instructions of a well-trained experienced leader, this certainly elevates their productivity (Guterresa, Armanu, & Rofiaty, 2020). The employee gets influenced by the leaders to elevate their self-confidence level. Under confidence level decreases productivity whereas an elevated confidence level at a workplace increases employee productivity. On the other hand, democratic leadership practices to involve individual team members in decision-making procedures. Individual’s innovative ideas and opinions are valued here. Employees, involved in decision-making procedures think themselves as an integrated part of a team. This changes the employee perspective of teamwork, which is beneficial to enhance the productivity of employees. Different types of opinions enable different types of creative approaches that help leaders to decide by going through a lot of innovative perspectives. This encourages the employees to bring more ideas by thinking about every possibility to accomplish work excellently. This increases employee involvement and enhances productivity at work (Guterresa, Armanu, & Rofiaty, 2020).

Additionally, a study shows that leaders encourage employees to make decisions on their own, making them responsible as well as accountable for the decisions they make under certain circumstances. This develops the necessary skills of an individual to work under any circumstances. As a result of this initiative, employees' productivity increases. Empowering employees by allowing them to make decisions on their own by acting passively as leaders plan less and do not engage in decision-making often seems helpful to level up the productivity of an individual employee. Leaders also help boost employee efficiency by providing clear knowledge about work and the procedures regarding rules, responsibilities of an individual, and regulations. This enables employees to understand the task properly at first. Thus, employee productivity is impacted by Bureaucratic leadership (Cahyono, et al., 2020). As Bureaucratic leaders make clearer statements regarding work and how to perform the task to achieve intended goals for the employees, potentially mitigates the risks of misunderstanding or confusion in performing work accomplishment procedures. Thus, employees well clarified instructions and worked according to them productively. In this way, Bureaucratic leadership style and quality impact employees' productivity. When leaders take approaches to nurture and motivate employees by providing promotions, allowances regarding organizational policies, diversified work environments, etc., employees participate in teamwork more actively (Eliyana & Ma’arif, 2019). They willingly work for an outcome that fulfills customer satisfaction. Meeting customer satisfaction denotes the work of productive teamwork. It has been found that charismatic leaders influence and inspire employees in many ways. When employees are influenced by leaders and their qualities, they show more productivity in their work.

Importance of Leadership Styles and Qualities on Organizational Performance

There are significant researches conducted on various leadership styles and qualities affect organizational performance. Effective leadership can stimulate overall organizational success. It has a significant role in maintaining a productive as well as diversified organizational environment that increases employee performance and productivity at work. Productive, motivated as well and influenced employees are responsible for Organizational growth. Fulfilling employee requirements, solving conflicts among team members, structuring future potential leaders, managing change effectively, morale development, more effective decision making, etc. all are dealt with by effective leadership that adapts and performs different leadership styles whenever the implementation seems necessary. All of these factors have a direct and indirect impact on organizational growth and performance. Expert leaders are professional managers of all the operations of an organization that indicate the high or low performance of it. Leaders search for opportunities to utilize all the possible areas that can elevate organizational performance. Successful leadership can increase the productivity of employees as well as elevate employee and organizational performance (Hussain, et al., 2018).

Research has indicated that employees working with a vision, tend to be more productive at work. Having a vision benefits employee development as they feel more connected to the work. Whenever they find opportunities to work, they engage in that devotion to achieve goals. Poor company culture often fails to retain employees. Such organizations neither recognize nor appreciate their employees. Organizations like these need to implement effective leadership styles and qualities to foster the talent and uniqueness of an employee at work. Employee well-being is about the social and emotional wellness of a working individual. People who belong to a strong support system, and emotional as well as social wellness can be felt by them. It is mentioned in many researches that a healthy and diversified community sense in the organizational culture fosters employee well-being to enhance employee as well all overall organizational productivity. The connection between employees and their organizations helps to increase organizational performance and reputation. Lack of connectivity among them can prioritise personal agendas disregarding the bigger picture of success (Chen, Jiang, Zhang, & Chu, 2019). Leadership is the medium through which the connection between employees and the organization has been established. Leadership has deep impacts on an entire organizational culture. Leadership helps employees to grow, get structured, work with passion, enthusiasm, etc. Employee development is also considered a result of effective leadership at work. Employees develop through recognition, opportunity seeking, goal setting, and achievement, etc. employee performance can also be measured by rating them daily. Leaders take the responsibility to measure the growth of the employees (Hussain, et al., 2018).

 Plenty of research articles support the fact that organizational culture is strongly related to Leadership culture. Leadership culture is crucial to develop a well organizational culture. Leadership culture can be defined as the way or manner in which leaders interact with other leaders as well as with other team members of the workforce. It is also a way through which leaders communicate, operate, direct, and make necessary decisions. These are the different ways by which leadership influences organizational culture. Organizational culture also can help to grow effective leadership. The only way to identify the importance of leadership in organizational culture is to hire expert leaders in the workforce. Only then do the differences appear. Employee performance elevates, and productivity increases as a result the overall productivity and performance of an organization increases rapidly (Lee, 2022).

Various research articles have shown that leadership styles like Transformational leadership, Transactional leadership, Bureaucratic leadership, Autocratic leadership, charismatic leadership, Democratic leadership, and Laissez-Faire leadership and Visionary leadership have qualities that can fulfil all aspects of leadership culture to improve the entire organizational culture. There is plenty of research that provides evidentiary support to the fact that each of the mentioned leadership styles is effective and reliable in enhancing employee performance and productivity to achieve organizational goals and visions. Leaders who motivate, inspire, and influence employees by providing effective communication, and equality regardless of gender, race, age, culture, values, etc., opportunity to stand out are dependable for team members. They easily rely on them and follow each instruction and direction given by the leaders. Effective leadership also promotes a diversified work environment as this is what makes employees from different backgrounds and attributes feel more comfortable at the workplace. They can indulge themselves in the workforce easily and get more productive at work. Many researchers claim that leaders, who foster innovative ideas and perspectives of others consider these as an opportunity to grow overall organizational performance, often cherished by the employees. Several articles mentioned that leadership styles and qualities vary in different situations, but they all are intended to increase employee productivity as well as overall organizational growth (Eliyana & Ma’arif, 2019).

Leaders must have excellent leadership skills to manage organizational operations such as employee division into teams or groups to fulfil project works, the conflicts that occur due to every individual opinion getting together, etc. leaders find conflicts as an opportunity to have a bunch of new and innovative ideas that have the potential to accomplish tasks with more efficiently as well as excellency. That enables the product and services or the outcomes of the project a means of satisfaction to the customer requirements, which eventually develops the reputation of the organization. Furthermore, many researchers acknowledged that employee development and organizational development, both are driven by effective leadership (Eliyana & Ma’arif, 2019).

Research Framework

Research framework refers to the particular process of investigating the correlation existing between leadership styles, employee motivation and overall organisation’s performance in a systematic order (Alrowwad et al., 2020). There are three major constructions available under the research framework of the current study, along with a few hypotheses that will help the researcher in conducting the research paper Smoothly and consistently. At first, the contracts are identified, which are the dependent and independent variables of the research study, and later, the hypothesis is created (Iis et al., 2022). Within the present study, the independent variables are identified to be the leadership styles and the employee motivation criteria. On the other hand, the dependent variable of the study is the organisation’s performance construct.

Leadership Style and Quality Constructs

• Skill sets of leaders
• Personality traits of leaders
• Values and beliefs of leaders
• Communicating and supporting skills of leaders
• Existing leadership practices to sustain employee productivity and efficiency
• Experience and alignment of leaders with the organisational objectives
• Level of control exercised by leaders among a diversified employee base

Organisation’s Performance Constructs

• Organisational profitability over a certain period of time must be monitored via sales revenue, net income, financial performance and other factors, market share.
• Organisation’s performance can also be measured from the employee turnover rates, employee retention rates, employee engagement rate and growth in employee base number, employee feedback rate.
• Only the organizational perspective is chosen to ensure that solid evidence with firsthand experience is considered to evaluate the impact of leadership styles on organizational performance.

Overall, the independent variables are considered to be the different leadership styles and quality, which are the two major independent variables that have a direct impact on the organisation’s performance from both financial and non-financial perspectives. 

Research Hypotheses

The research hypothesis has been created on the basis of the above-identified independent and dependent construct, which will be tested in the final project of the research paper. The chosen research hypothesis is offered below.

H1: Transformational leadership style has a momentous impression on organisation’s performance.

H0: Transformational relationship style does not have a momentous impression on organisation’s performance.

H2: there is a positive correlation in existence between leadership styles and employee motivation to influence organisation’s performance.

H0: there is no correlation existing between leadership styles and employee motivation that influences organisation’s performance.

Methodology

Research Philosophy

By undertaking the interpretivism research philosophy, it will allow the researcher to conduct and investigate the different data sets from their own perspective rather than just to identify the conclusion and gain the desired outcome. With the help of the interpretivism research philosophy, the researcher will be ensuring that the quantitative method is applied effectively so that the overall impact of leadership styles on organisation’s performance can be analysed effectively (Grassini and Laumann, 2020). While considering the philosophical stance, there were two other philosophies, such as pragmatism and positivism research philosophy. However, the interpretivism philosophy is the most suitable considering its ability to construct investigative work throughout the research paper, where the researcher has access to multiple sources of data on which the entire data collection and data analysis techniques will be implemented into the future or final research project. Therefore, the interpretivism research philosophy will be effectively investigating the topic area of the research paper (Grassini and

Laumann, 2020).

Research Approach

The researcher has considered the deductive research approach, which will allow the researcher to deduct the different elements of the subject area for the research paper, and it will also ensure that the raw numeric data sets are also undertaken into consideration to enrich the authenticity and quality of the research paper. The deductive approach ensures that an effective implementation of the research paper is utilised on which basis the subjective and objective purpose of the research paper will be identified after conducting the entire research project (Dauzón-Ledesma and Izquierdo, 2023). The proposed paper will be focusing on investigating the impact of leadership styles on organisation’s performance in Uganda. In this significant research area, the deductive approach will enhance ways to test the hypotheses that have already been made and will be carried out in the final paper. 

Data Collection Method and Sampling Technique

For the proposed study, the researcher has selected to consider the primary data collection methods into the study. The primary research will be considered by conducting a survey Questionnaire with the help of a survey instrument. The survey questionnaire will include 19 to 20 survey questions and it will be distributed among the chosen participants for the survey process through online. The survey will be entirely conducted through a weblink of Google forms (Cherepovitsyn et al., 2021). Each Individual will be provided the weblink of a questionnaire related to the research topic, through which the respondents will be able to share their valuable opinions according to their experience and feelings. The information will be helpful for the project. To conduct a satisfactory primary data-based survey method, the researcher will be requiring ethical approval from the respondents who have been chosen for the study to become the participants of the survey (Ansar et al., 2023). The primary data sets are collected through the online survey procedure among 200 employees working in various business departments in Uganda Breweries Ltd. which will be suitable to identify the actual experience of leadership practices used in the industry they have.

The sample size of the proposed study chosen by the researcher for the survey is 200 employees working within the different types of departments in the Uganda breweries Ltd. Beforehand a detailed consent, form and information sheet will be offered to the respondents in order to inform them about the strategy, motive and intentions of conducting this research paper (Ames et al., 2019). Three business days will be given to each of the individuals to complete the questionnaire by using the Google forms and keep it in excel sheets for further tests. Additionally, the sampling technique which will be used by the researcher is a purposive sampling technique. 

Data Analysis Technique

For the data analysis technique of the proposed paper, the researcher will be offering a detailed survey method where the primary data will be collected and stored for further usage of the data analysis. To0 understand the correlation between different variables, it is the core responsibility of the researcher to apply the correct method of data analysis. Therefore, the researcher is implying a descriptive and inferential statistics analysis with better frequency distribution strategies so that the collected primary numeric data can be analysed effectively and graphical representation will also be done which have been generated from the survey questionnaire or Google form (Alrowwad et al., 2020). The primary data will be analysed through the assistance of a statistical software called SPSS to identify the significant impact of leadership styles on organisation’s performance by using a few statistical determinations such as Ansoff Matrix and Regression analysis to identify the relevance and relationship of the different dependent and independent variables chosen through the hypotheses, Cronbach Alpha to check the reliability and validity of the data, descriptive analysis to find out the basic nature of the data set and correlation and t-testing analysis for implementing the hypotheses testing (Iis et al., 2022). The primary data sets are considered by the researcher in the proposed paper because it will be most useful to cross compare the raw experiences of people and the theoretical and already existing or published information all together existing in the literature review section to identify the impact that leadership styles have on organisation’s performance from a holistic perspective. the past literature must be reviewed technically to ensure that it has a proper indication and relevance to the predetermined research questions.

In this present study, the researcher uses the case study strategy and quantitative approach for optimizing Uganda Breweries Ltd. and to understand the leadership-related practices by interacting and conducting a survey among the employees from different departments of the company.

Ethical Considerations

For the ethical consideration, the researcher will be ensuring that the consent form is filled out before participating in the survey questionnaire process by all the individual respondents to ensure that they are participating in the survey without any external pressure and getting involved into the study wilfully. Additionally, the researcher will also ensure confidentiality of personal information of the individual respondents according to the data protection act since the proposed study will be involving actual human subjects into the study and consider their personal experience and feelings towards the topic area. For the secondary data and sources, the researcher will ensure that accurate credibility is offered to the individual authors whose published work has been considered to be a contributory factor in the entire research paper.

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