Each organization has its set objectives and goals
Each organization has its set objectives and goals that it purposes to accomplish. Realization of such targets is highly dependent on the relationship existing between the management or leaders and employees. According to Asrar-ul-Haq and Kuchinke (2016), the employee’s morale and behavior, which impacts their performance, is dependent on leadership style adopted by personalities in leadership positions. Human beings are motivated to seek employment or work with a particular organization owing to the need to realize their personal aspirations as opposed to the organizational goals. A leader thus has a duty of trying hard to motivate workers to enhance their performance in the organization to achieve set personal goals while at the same time fulfilling organization objectives. Asrar-ul-Haq and Kuchinke (2016) noted that the worker’s morale and behavior to a large extent depends on leadership style employed in the organization. The paper focusses on the research question: What is the effect of leadership style on performance of employees? A suitable style will help further develop worker’s talent. Thus, leadership style is critical in an organization setting as it can demotivate or motivate employee performance thus determining achievement of the organizational goals and objectives.
Leadership Styles
Leadership style defines the behavior and attitude of a leader in governance and supervision. Leadership style is influenced by experience, philosophy, personality trait, and the attitude of a person (Strom, Sears, & Kelly, 2014). There exists different types of leadership styles and ranging from autocratic to democratic types of leadership. The range is used to indicate degree of power either to the leader or employee. Leadership styles considered autocratic bestow far reaching power to the leader. Employees usually have no say and are thus not involved in decision-making. According to Bolden (2016), leadership styles considered democratic allow employee participation in key organization process. Workers are incorporated into the decision-making process, especially on matters that affect employees directly. Thus, Asrar-ul-Haq and Kuchinke (2016) explained that prior to enacting decisions, leaders deliberate with employees to come up with the most befitting decision that unifies interests of both parties.
Situation plays a critical role in determining type of leadership style adopted
Situation plays a critical role in determining type of leadership style adopted. There exists instances when the organization have little time to accomplish a task or to come to an agreement on how a certain task will be orchestrated due to the requirement of speedy work (Asrar-ul-Haq & Kuchinke, 2016). In some other situations, the designated authority may have more significant experience or expertise relative to other team members. Autocratic type of leadership would be more effective in such situations. However, in an instance where the team is highly motivated and possesses a homogenous level of expertise, using a democratic or participative style of leadership would produce the best results (Strom et al., 2014). A leader should therefore have the capability to choose a style that best assists accomplishment of team objectives. An effective leadership style should balance interest of the organization and that of the team members.
Leadership and Employee Performance
Autocratic style of leadership is also termed as authoritarian leadership style. According to Bolden (2016), an autocratic style of leadership clearly defines the power distance existing between a leader and an employee. The leadership style creates a division between roles of the leader and that of workers. According to Babatunde and Emem (2015), the leaders are solely involved in the process of decision-making while the task of the workers entails implementing without questioning. The leader allows little or total non-involvement of employees. In most instances, leaders that utilize autocratic style are more confident and experienced. Such leaders are thus contented that they are making the right decision hence require no input from other team members (Iqbal, Anwar & Haider, 2015). The figurehead considers decision-making as his/her responsibility, as well as strategy planning and operations of the company. However, Babatunde and Emem (2015) noted that autocratic style of leadership is considered to display less creativity compared to other contemporary leadership styles. The void in creativity mainly results from of one-man decision-making. The leader thus keeps on making the same decision on a task since they lack varied input.
Autocratic leadership style is more effective when an immediate response is required. However, employees’ good performance would only last for a short time. Results of an autocratic style of leadership are realized for a short period; later, performance begins depreciating (Popli & Rizvi, 2015). Excessive use of authority leads to distortion of productivity in the long term. Workers would become disillusioned or dissatisfied after a period of time, and may even opt to leave the job. Babatunde and Emem (2015) asserted that due to little or no input from team members, the tasks become one dimensional. Over time, workers become bored due to the repetitive nature of the tasks. Employees consider the tasks as lacking creativity and innovation hence become demotivated after some period. The autocratic style of leadership is too rigid thus leading to employee demotivation (Bolden, 2016). Workers are more effective in environments that allow creativity, innovation, and autonomy. The autocratic style is non-productive since it is too restrictive. The style does not allow for workplace communication and socialization. Notably, it can also results in disagreements and conflicts, especially in instances where employees disagree with the decisions made by the leader.
Democratic leadership is considered a beneficial style of leadership by most organizations. The style is termed as effective since places an unwavering focus on type of management that offers both guidance and help to teams and departments (Babatunde & Emem, 2015). At the same time, a democratic leader is ready to accept and receive opinions contributed by individual team members. Such leaders said to use the democratic style are not reserved to their authority and activities. In most cases, the figureheads engage in consultations with employees before committing to a decision (Bolden, 2016). The leadership style thus helps in promoting the sharing of responsibility amongst all the workers and leaders. The leaders are engaged in a continual process of consultation and are also willing to delegate responsibilities. According to Babatunde and Emem (2015), the leadership style involves the leaders making suggestions and recommendations and allowing subordinates to have responsibility and full control of the assigned tasks. The style thus leads to increased commitment from the employees. The workers can thus meet deadline and goals and organization objectives. Besides, the employees are developed and nurtured to be future leaders.
Democratic leadership style draws increased performance from employees since it utilizes their skills, ideas, and experience. Workers are motivated to make their ideas and skills work hence end up being committed to the process (Babatunde & Emem, 2015). However, while the style gives room for consultation, such leaders still possess the power to make the final decision. Employees credit the leaders for involving them in making major decisions. Bolden (2016) explained that workers feel properly recognized by such leaders and the organization. The organization can also secure creative solutions to most problems. The leadership style improves both skills and experience of team members by involving them in meeting, providing training for leadership responsibilities, and allowing the freedom to organize daily tasks (Bolden, 2016). Employees are able to grow in confidence, hence helping them meet deadlines and offer efficient team inputs. The democratic style of leadership thus aids in improving performance both in the short term and long term. The leadership style is applicable to many work projects.
Participative style of leadership is considered an effective approach in giving room for employees to exercise their creativity. The style of leadership is more liberal since, unlike other styles, leaders practicing it allow employees make most of decisions. The employees are offered full responsibility over most tasks (Asrar-ul-Haq & Kuchinke, 2016). The leaders often offer guidance to their most trusted members to facilitate execution of tasks. According to Bolden (2016), participative style of leadership is in most cases unproductive in the initial stages. However, in the long term period, the style helps in improving worker’s performance. The increased employee performance results from the feeling of empowerment. The employees are thus committed to accomplishing their tasks and meeting departmental as well as organizational goals and objectives.
The participative leadership style is effective in increasing employee performance since the leaders assign the important role of enacting decisions to team members. The employees feel trusted by the organization and thus pay back by increasing their commitment to tasks (Asrar-ul-Haq & Kuchinke, 2016). While the leader has the ultimate power to make decisions, he/she will often guide employees on what the worker’s need to do and leave them to enact the final decisions. Employees would, on the other hand, communicate to the leader by showcasing their experience in tasks, and providing suggestions as well as recommendations. Bolden (2016) acclaimed that the leadership style breeds satisfied and motivated employees. Furthermore, workers become more skilled and responsible in their tasks. The employees are also encouraged to be creative. While the leadership style is the most effective, it can be highly time consuming.
Conclusion
Leadership styles have a great impact on employee’s performance by influencing worker’s morale and behavior towards accomplishment of tasks and fulfilling both personal and organizational goals. Leadership that offers more freedom, in terms of decision-making, creativity, and responsibility draws out the best performance from employees. Employees are committed to the organizational tasks when allowed to have input in major organization decisions. Participative leadership style draws the most performance and commitment from employees by delegating tasks and allowing employees to make decisions on how to accomplish tasks. Authoritarian leadership style is the least productive since employees are not involved in decision-making at all. The style creates a clear division between the leader and employees thus making it difficult to implement decisions.
References
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.
Babatunde, O., " Emem, I. (2015). The impact of leadership style on employee’s performance in an organization. Public Policy and Administration Research (5), 15-26.
Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Iqbal, N., Anwar, S., " Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5), 1-6.
Popli, S., " Rizvi, I. A. (2015). Exploring the relationship between service orientation, employee engagement and perceived leadership style: a study of managers in the private service sector organizations in India. Journal of Services Marketing, 29(1), 59-70.
Strom, D. L., Sears, K. L., " Kelly, K. M. (2014). Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership " Organizational Studies, 21(1), 71-82.
