Annotated Bibliography 637335 ✓ Solved

Annotated Bibliography

Mustaqim, D. (2016). The Influence of Leadership Style and Motivation of Employee Job Satisfaction. International Journal of Economics and Finance , 8 (10). The article sought to establish whether leadership has an influence on employee motivation, job satisfaction, and overall motivation of employee on job satisfaction based on style of leadership. The research utilized descriptive technique and employed random sampling in selecting sample population. Linear regression was used to establish relationships between research variables and indicated that leadership style has a bearing on employee job satisfaction. There is an assumption that leadership influences organization performance, but it is not mentioned how it influences organization performance. Leadership that is concerned about the welfare of its employees motivates them to dedicate their efforts in pursuing organizational goals. Motivation can be in monetary terms or encouragements through creating a safer work environment and promoting good performing employees. This translates to motivation and better performance.

Popli, S., & Rizvi, I. A. (2016). Drivers of employee engagement: The role of leadership style. Global Business Review , 17 (4). The article discusses the influence of leadership style on employee engagement. The article was based on multi-cross sectional descriptive design and is based on empirical study where 340 frontline employees from five different organizations were involved. The results showed a significant relationship between employee engagement and leadership style. The age and education were also influential factors in the style of leadership and employee engagement. The study showed that leadership style has a significant role to play in promoting a culture of engagement within the organization. Employee engagement is an important aspect in an organization because it shows how employees are passionate about their jobs. Leadership style dictates how the employees feel about their jobs. A leadership style that fosters employee engagement within the organization should be encouraged to achieve organizational goals.

Liao, S. H., Chen, C. C., Hu, D. C., Chung, Y. C., & Liu, C. L. (2017). Assessing the influence of leadership style, organizational learning and organizational innovation. Leadership & Organization Development Journal. The article sought to describe how the style of leadership affects organizational learning and creates an atmosphere of innovation. A structural equation modeling was used to evaluate how these variables influence each other using data from top 100 financial and 1000 technology enterprises. The findings indicated organizational learning dictates the relationship between leadership style and innovativeness in an organization. Leadership needs to enhance innovativeness to promote organizational performance. Leadership style has been an instrumental factor in dictating how people feel about their jobs. When an organization has adopted a leadership style that grants employees an environment of freedom, they are able to maneuver through their daily duties effectively while identifying new approaches to handle challenges and tasks, therefore making them innovative. Leadership should be concerned about creating efficiency for employees while promoting a culture of innovation.

Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire leadership styles on motivation: A quantitative study of banking employees in Pakistan. Public Organization Review , 15 (4). The article focuses on how organizational leadership and employees influence their motivation. Effective leadership style is important to achieving employee motivation. However, managers have varying behaviors that influence how they relate with their employees. An analysis of transactional, transformational, and laissez-faire styles of leadership using 100 employees from five banking organizations shows a significant positive relationship with employee motivation. Leadership styles influence employees significantly although the influence might be of different degrees. The style of leadership influences employee motivation based on how it is implemented. An organization with motivated employees is influenced by the leadership, which translates to good performance and higher revenues.

Al-Sada, M., Al-Esmael, B., & Faisal, M. N. (2017). Influence of organizational culture and leadership style on employee satisfaction, commitment and motivation in the educational sector in Qatar. EuroMed Journal of Business. The article investigates the impact of leadership and organizational culture on job satisfaction, commitment and work motivation in education organizations. Data was collected using a questionnaire and analyzed using a multiple regression factor analysis to establish relationships between variables. Results show that supportive leadership promotes job satisfaction, organizational commitment, and work motivation. Understanding leadership styles and organizational culture are critical to promoting job satisfaction, organizational commitment, and motivation. Organizational culture helps employees to learn how things are done within an organization which promotes teamwork towards common goals. The relationship between organizational leaders and employees is critical to promoting commitment to organizational goals. Besides, the employees feel motivated to undertake duties within the organization and reduces employee turnover.

Ohemeng, F. L., Amoako-Asiedu, E., & Darko, T. O. (2018). The relationship between leadership style and employee performance. International Journal of Public Leadership. The paper assesses the implications of bureaucratic style of leadership on public administration in developing countries. The methodology was exploratory evaluation of literature in human resource, leadership, and public administration in developing countries. The results show that bureaucratic style of leadership need to focus on building relationships to enhance trust among stakeholders. The study indicates the need to focus on building social connections rather than being preoccupied with conventional organizational functions. Bureaucratic style of leadership is focused on making employees follow and stakeholders to follow certain rules and lines of authority formulated by their superiors. This reduces their ability to be part of the decision-making process, which tends to affect their motivation negatively since they feel sidelined on matters that affect them directly in their line of duty.

Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational change. Leadership & Organization Development Journal. The study aimed at the establishment of relationship between leadership styles and the followers’ acceptance to change based on engagement of the management. Structural equation modeling was used to establish the relationship between variables on data collected using longitudinal survey of 351 followers of two Danish organizations. Both transactional and transformational leadership were related to change engagement of managers, which promoted employees’ appraisal for change. Leadership style is instrumental in change management, which shows that change appraisal can be improved if the development of leadership style is implemented effectively.

Salehzadeh, R. (2017). Which types of leadership styles do followers prefer? A decision tree approach. International Journal of Educational Management. The article is based on findings on the preferred leadership style using decision tree approach. Data was collected from 750 university students to establish the type of leadership that followers like. The results indicated that 27 rules were preferred with undergraduate, postgraduate, and PhD students preferring directing, coaching and supporting, respectively. Leaders need to understand their followers before they decide on the style of leadership to follow. Some leaders may prefer using a bureaucratic approach while followers prefer a coach, which would result in misunderstanding and a demotivated workforce.

Wirawan, H., Tamar, M., & Bellani, E. (2019). Principals’ leadership styles: The role of emotional intelligence and achievement motivation. International Journal of Educational Management. The study aimed at investigating the impact of emotional intelligence and achievement motivation on task-oriented leadership and relationship-oriented type of leadership. Data was collected using surveys among 280 elementary principles. Task-oriented and motivation-oriented leadership can be predicted using emotional intelligence although it outperformed the two-leadership motivation.

Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal , 45 (3). The study focused on the effectiveness of transformational and shared leadership styles in relation to team effectiveness. A 3-set regression model was used based on a sample of 424 employees working in insurance companies. Transformation leaders influenced team output effectiveness while shared leadership improved planning effectiveness. This indicates that different leadership styles impact employees differently.

Paper For Above Instructions

Effective leadership styles are crucial in determining the performance and culture of an organization. This paper will delve into various leadership styles and their relationships with organizational performance, drawing upon extensive research and quantitative studies from multiple industries. Leadership styles can significantly influence not only the way employees perform their tasks but also their overall job satisfaction and engagement levels.

Introduction

The introduction of leadership styles into the organizational framework emphasizes the multi-faceted nature of how leaders influence workers. Effective leadership fosters an environment that encourages motivation and productivity among employees. Leadership styles such as transformational, transactional, and laissez-faire present diverse methods of engaging employees, hence impacting their performance in various ways.

Literature Review

To address the correlation between leadership style and organizational performance, a literature review of reputable studies will be conducted. Various leadership styles elicit different responses from employees, thus the paper will examine how these styles correlate with productivity, job satisfaction, and employee engagement.

For instance, Mustaqim (2016) indicates the importance of leadership style on employee job satisfaction, asserting that leaders who care for employee welfare yield better organizational outcomes. Transformational leadership has been notably linked to improved employee motivation and overall organizational culture (Zareen et al., 2015). Meanwhile, transactional leadership is found to be effective in environments requiring clear structure and performance measurements.

Findings

The anticipated findings assert that different leadership styles significantly affect employee performance. Transformational leadership, associated with motivation and engagement, will likely emerge as the most effective for fostering a high-performance culture within healthcare settings (Liao et al., 2017). Furthermore, the review identifies discrepancies in the efficacy of leadership styles across different organizational types, suggesting that flexibility in leadership approaches may be necessary to suit varying workforce needs (Al-Sada et al., 2017).

Transactional leadership may yield positive effects in structured environments but can diminish motivation in more dynamic settings (Ohemeng et al., 2018). Adapting leadership styles according to situational demands is crucial, with leaders needing to promote trust and open lines of communication to enhance employee commitment.

Recommendations

To maximize productivity and retain talent, organizations should assess their leadership styles and adjust them according to their workforce's needs. Training programs focusing on emotional intelligence and adaptive leadership could help leaders recognize the unique motivational drivers of their teams (Wirawan et al., 2019). Furthermore, fostering an environment of shared leadership can encourage accountability and enhance team effectiveness (Choi et al., 2017).

Moreover, encouraging feedback and engagement from employees regarding their preferred leadership styles could lead to a significant boost in morale and performance (Salehzadeh, 2017). Ultimately, aligning leadership styles with organizational culture and employee expectations is vital for ensuring long-term success.

Conclusion

This paper aims to establish the integral role of leadership style in fostering an effective organizational culture. A nuanced understanding of how different leadership styles impact employee performance and satisfaction will enable organizations to adopt strategies that enhance productivity and engagement. Recognizing the diversity in workforce expectations and adapting leadership accordingly can lead to sustained organizational performance.

References

• Al-Sada, M., Al-Esmael, B., & Faisal, M. N. (2017). Influence of organizational culture and leadership style on employee satisfaction, commitment and motivation in the educational sector in Qatar. EuroMed Journal of Business.
• Liao, S. H., Chen, C. C., Hu, D. C., Chung, Y. C., & Liu, C. L. (2017). Assessing the influence of leadership style, organizational learning and organizational innovation. Leadership & Organization Development Journal.
• Mustaqim, D. (2016). The Influence of Leadership Style and Motivation of Employee Job Satisfaction. International Journal of Economics and Finance.
• Ohemeng, F. L., Amoako-Asiedu, E., & Darko, T. O. (2018). The relationship between leadership style and employee performance. International Journal of Public Leadership.
• Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire leadership styles on motivation: A quantitative study of banking employees in Pakistan. Public Organization Review.
• Popli, S., & Rizvi, I. A. (2016). Drivers of employee engagement: The role of leadership style. Global Business Review.
• Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational change. Leadership & Organization Development Journal.
• Salehzadeh, R. (2017). Which types of leadership styles do followers prefer? A decision tree approach. International Journal of Educational Management.
• Wirawan, H., Tamar, M., & Bellani, E. (2019). Principals’ leadership styles: The role of emotional intelligence and achievement motivation. International Journal of Educational Management.
• Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: An International Journal.