Effect of the Style of Leadership on Employee Performance

Question description
Write an abstract between 100-250 words for a research paper on the topic of Effect of the Style of Leadership on Employee Performance. The abstract is not an introduction. The abstract is a marketing piece for your paper. It provides a quick introduction, the important findings, recommendations and conclusion.
This assignment should be submitted as an MSWord APA formatted document. Please submit in APA format including a title page.
For the thesis avoid saying things like- This paper seeks. A paper can’t really seek or discuss or do human things. Also be sure to include how leadership affects performance, What services are being delivered? Who are the parties?Remember a thesis should be specific, so the reader knows exactly what your paper will cover.


Outline for paper is below:
Leadership Style and Employee Performance

  • Introduction – This paper seeks to investigate how leadership styles affect the performance of employees toward delivery of services to all interested parties.
  • Findings
  • Recommendations
  • Summary Paragraph
  • Conclusion – It is recommended that employers improve their worker’s output by determining what leadership style the employees respond the best too in order to improve their output. This will help in determining employees’ potentials as well as making them feel part of an organization and perform excellently. Also, a reduction in the autocratic leadership style could lead to better leadership within institutions as well as boost employees’ morale which is reflected within the final output in the business units involved.
  • Reference
  • Literature Review:
  • This paper observed both qualitative and quantitative approaches to collect and analyze the data about this study (Sougui & Hassan, 2015; Iqbal, Anwar, & Haider, 2015).
  • Both primary and secondary sources of evidence were beneficial throughout the research.
  • We ought to understand some of the selected styles of leadership namely participative, transactional, autocratic and democratic style (Basri, Rashid, Abashah & Samah, 2017). These styles of leadership impact employee performance differently (Khan & Nawaz, 2016).
  • Democratic leadership is very effective, whereas autocratic leadership is better used for short term projects (Iqbal, Anwar, & Haider, 2015).
  • Participative style of leadership is the most helpful in long term plans. The effect on employees as recorded was very active.
  • Leadership – It is clear that the choice of leadership style depends on whether the plans or projects in question are either long term or short term. Each of these styles has its effects on employee performance in an organization term (Shafie, Baghersalimi & Barghi, 2013). The methods of interest include participative, transactional, autocratic and democratic style.
  • Theoretical Framework – In a research study conducted by Osabiya Babatunde on how leadership impacts employees output, he states that a good relationship is required in any institution for all the stakeholders to attain their goals and objectives.
  • Nature of Leadership – Leadership style is the way of inspiring persons, executing strategies and giving a direction that ought to be followed by a group of individuals (Khan & Nawaz, 2016).
  • Leadership styles using theories and assumptions which resulted in a common acceptance that the transactional and the transformational methods of direction were the most prominent.
  • The motivation of employees is dependent on the leadership style which in turn impacts the level of output (Babatunde, 2015).
  • About employees’ right relationship and performance, Asrar-Ul-Haq and Kuchinke argue that the transactional headship style has the greatest substantial outcome on the worker result while laissez-faire has an undesirable consequence (Asar-Ul-Haq & Kuchinke, 2016).
  • Leaders must understand the different types of leadership styles that exist so that they can know which style of leadership to implement.
  • Leaders can encourage their workers by evaluating what leadership style employees respond positively to and implementing this leadership style.
  • Participative- Encourages input from all staff members
  • Transactional-Use rewards and punishments in order for employees to accomplish their work.
  • Autocratic-All business decisions are made by the leader
  • Changing the leadership style to the style in which employees respond the most positively to can improve employee performance.
  • Participative leadership and democratic leadership are the most effective leadership styles to motivate employees to be productive and work on their own.
  • The summary of the paper is:
  • No leadership style is completely useless but rather useful depending on various circumstances.
  • Each method is applicable in distinct scenarios in trying to streamline managerial functions when necessary (Belas, 2013).
  • In general terms, participative style of control has a superior constructive consequence on workers’ performance in which condition employees feel authority and self-assurance in carrying out their duties and in the creation of dissimilar choices.
  • In the autocratic style of leadership, only the leaders have the power to make decisions out of which workers feel substandard in doing work (Budihastuti & Hamali, 2016; Engda, 2015).
  • In democratic style, workers have to some extent unlimited authority to carry out their duties, and therefore, their total output is superior to in autocratic method. It is, therefore, the mandate of the managers to choose the leadership style that most suits their organizations or situations as and at when required to do so.

 
Asrar-Ul-Haq, M., & Kuchinke, K. P. (2016). Impact of leadership styles on employees’
attitude towards their leader and performance: Empirical evidence from Pakistani
banks. Future Business Journal, 2(1), 54-64. doi:10.1016/j.fbj.2016.05.002
Babatunde, O. (2015). The Impact of Leadership Style on Employee’s Performance in an Organization. Public Policy and Administration Research, 5(1), 193-205.
Basri, H. H., Rashid, I. M., Abashah, A. B., & Samah, I. H. (2017). The Impact of Malay
Transactional Leadership Style on Employee Performance; The Malaysia ‘Pharmacy
Industry Perspective. International Journal of Information, 9(2), 45-52.
Belas, J. (2013). The Leadership Style and the Productiveness of Employees in the Banking Sector in Slovakia. Journal of Competitiveness, 5(1), 39-52. doi:10.7441/joc.2013.01.03
Budihastuti, E. S., & Hamali, A. Y. (2016). The Relationship between Leadership and
Teachers Performance at State Vocational High school “X” Bandung. The Winners,
17(2), 77. doi:10.21512/tw.v17i2.1968
Engda, J.B. (2015). The Effects of Leadership Style on Employees Performance in Case of
Kaffa Zone Higher Public Educational Institutions. Jimma University 82. Jimma:
Jimma University.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of Leadership Style on Employee
Performance. Arabian Journal of Business and r A Management Review, 5(146).
doi:10.4172/2223-5833.1000146
Khan, I., & Nawaz, A. (2016). The Leadership Styles and the Employees Performance: A
Review. Gomal University Journal of Research, 32(2), 144-150.
Shafie, B., Baghersalimi, S., & Barghi, V. (2013). The Relationship Between Leadership
Style and Employee Performance: Case Study of Real Estate Registration
Organization of Tehran Province. Singaporean Journal of Business, Economics and
Management Studies, 2(5), 21-29. doi:10.12816/0003885
Sougui, A., Bon, A. T., & Hassan, H. M. (2015). The Impact of Leadership Styles on
Employees’ performance in Telecom Engineering companies. Australian Journal of
Basic and Applied Sciences, 8(4), 1-13.

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