LEADERSHIP AND JOB SATISFACTION 1

Leadership has a significant influence on individuals and their overall job satisfaction and performance. The research intends to investigate the impact of different leadership styles on job satisfaction and performance (Saleem, 2015). Job satisfaction of employees have a significant influence on overall progress and growth of an individual. Effective individual performance of an employee results to overall improved performance of an organization as it gears towards achieving its goals. The performance of these employees however, is greatly affected by the leadership style which may serve to bring about job satisfaction on the employees or otherwise. It is therefore important to know the implication of a given leadership style on an employee’s job satisfaction and performance in order to ensure that the selected leadership style will yield the desired results for an organization.

The research aims to establish the influence of different leadership styles on job satisfaction. This is geared towards establishing the best leadership style that would lead to improved performance of employees and job satisfaction that is associated with a number of positives for the organization. This research will be of benefit to leaders at different levels within organizations and beyond as they choose a leadership style that will help them realize their goals and that of the organization at large.

This chapter will introduce the reader to the topic of study by doing a topic overview that covers on the basic areas to be addressed on the topic in general. The chapter will also address the problem statement, purpose of the study, research question, hypothesis, theoretical concept, biases and significance of the study. It will further review delimitations, limitations, definition of terms and general overview of the terms.

 

 

Background

 Diversity in organizations today present challenges especially as they work towards meeting organizational and individual goals. Organizations are a dominant contributor towards economic growth of countries as they not only employ millions of people but also increase revenue through taxes and other duties levied. Organizations deal with issues that are relating to management, planning, human resource, and leadership. The role of leadership is a crucial factor for the advancement and prosperity of organizational growth. A central and vital aspect in improving the performance of an organization is required so that leadership skills can develop within higher management in companies (Skipper, 2004).

Different scholars have addressed the issue of leadership in different approaches. Zenger and Folkman (2002) Smylie et al. (2005) look at the meaning of leadership and the different roles and duties that leaders ought to have. They identify the desirable characteristics and the impact that these characteristics have on subordinates. They divide the characteristics of a leader into two broad categories; they refer to it as characteristics of a good or rather effective leader and vise-versa. They take a look on how these characteristics affect leaders without necessarily focusing on employee job satisfaction and performance, and the leadership styles employed by the leader. Germain (2002) indicates that leadership traits are crucial to the success of a leadership and are central in leadership progress. Scholars have developed a number of approaches based on leadership traits and this work takes a look on how these leadership approaches influence employees job satisfaction and performance.

This research is of importance to leaders at different levels within an organization. It provides them with guidance in the choice of leadership style that will lead to desired results for the organization and individual employees within it. It also enables managers and leaders within an organization understand the existing relationship between leadership style, job satisfaction, and performance of employees. They therefore become more aware of the consequences of their decision and will therefore be geared towards choosing a leadership style that is friendly and result into positive impact.

Problem Statement

The problem to be addressed in the proposed study is the effects leadership has on job satisfaction and performance (Nidadhavolu, 2018). The growth of an organization depends on effective leadership traits so that it can encourage employees’ achievements at individual levels. The rate of employee job satisfaction is firmly related to the accomplishments of an organization’s goals. Chukwura, (2017) indicates that managements with ineffective and detrimental leadership behavior have a negative effect not only on the organization but also on the overall well-being of the employees. There are several gaps on literature relating to this topic. There has been little attention paid on Laissez-faire leadership styles as most literature do not address in length the effects that they pose on employee’s job satisfaction. Managers and supervisors are key in the choice of leadership style yet most of the literature talks of job satisfaction of employees, forgetting to address these two as they are also employees. This study intends to take an in-depth review of the effect of different leadership styles to job satisfaction as it explores the roles of managers and supervisors and how they are affected by the leadership styles they choose and also ones chosen by those superior to them.

Purpose Statement

 The purpose of the proposed study is to reveal how different leadership styles influences employee’s job satisfaction and performance. The study intends to find leadership styles that have a positive impact on employee’s job satisfaction and performance so as to improve an organization. Current diverse workforce in the globe is a significant challenge for leaders to manage. There is need for the development of leadership strategies that will enable better handling of workforce in order to improve the performance of operations within an organization. It will do so by the use of qualitative research method that enables gathering of information. The independent variable of this study is leadership styles while the dependent variable is job satisfaction and performance. The research targets organizations using different leadership styles.

Research Question

The research will be guided by the following question

  1. To what extent does leadership styles influence job satisfaction and performance for employees in an organization?

Prepositions.

The research will be guided by the following preposition.

  1. Leadership styles have a direct effect on job satisfaction and performance of employees.

Conceptual framework

The conceptual view of the research indicates a strong relationship between leadership and job satisfaction. Job satisfaction, on the other hand, serves as a significant contributor to the organization’s performance and individual employee performance. Research on the impact of the different leadership styles on job satisfaction and performance reveals that the choice of leadership style affects employee’s job satisfaction directly. Job satisfaction remains to be a complicated concept. Its complexity lies in the internal and external employees’ experiences that affect their job satisfaction (Bakotica, 2016; Dalal et al., 2016). An essential aspect of this study is that leadership is an integral part of an organization and that an organization is as good as its employees.

Significance of Research

The significance of this research is to understand the impact of leadership styles on employees’ job satisfaction and organizational commitment. The data gathered from this research study would help in understanding the importance of leadership styles and leadership management on employees’ job satisfaction in the organizations. The results of the study carried out could contribute to the field of organizational management and allow the leaders and managers to understand strong leadership and management styles in correlation with employee job satisfaction, and how it affects the overall performance of the organization. The results aim to provide knowledge to the leaders in order to implement definitive suggestions and make sound decisions concerning leadership styles and employee job satisfaction in leading the organization towards success.

Assumptions

The following assumptions were made regarding the research:

  • Responses were received from all organizations.
  • The respondents were aware of the leadership traits.
  • The research study participants understood interview instructions and questions.
  • The respondents answer the interview honestly.
  • Answers given by the respondents were accurate of their true perception.

 

 

Limitations

The research involves a case study,

  • The case study is limited to only the organization that are involved in the research
  • The study is limited to few key players (senior managers and worker supervisors) in the organization.
  • Not all the participant will participate in the study.
  • Inaccuracy in data may arise due to wrong responses or non-responses.

Delimitations

Delamination is the boundaries that a researcher sets for a research (Mohammed, Dutta, Bose, Chadaram, & Mande,2012). The research may experience following delimitations:

  • The research was carried out in organizations because the researcher can easily access the data needed for the case study. The variables being controlled in this study include leadership styles and job satisfaction and performance.

Definition of Terms

Terms used in the study are defined as follows:

Leadership: the term is defined as the ability of an individual to influence and enable others to contribute toward the effectiveness and success of the organizations of which they are members (Cojocar, 2008).

Leadership Styles: The phrase is defined as the style a leader takes in his or her interaction with subordinates, towards influencing attainment of organizational goals. There are four types of leader behaviors: the directive autocrat, the permissive autocrat, the directive democrat, and the permissive democrat (Lin, 2003).

Leadership Skills: the phrase is defined as a set of learned or acquired abilities that one can learn to become a more effective leader. A Leadership Skills Inventory is an assessment tool which is used to measure individual leadership skills against the principles of servant leadership (Kwan, 2013).

Organizational Commitment: the phrase is defined as a psychological state that characterizes the employee’s relationship with the organization and has implications for their decision to continue working in the organization (Clinebell, Skudiene, Trijonyte, & Reardon, 2013, p. 140).

Management:  the term is defined as the process of planning and budgeting, coordinating and staffing, and controlling and problem solving, necessary to produce a degree of consistency and order in an organization (Skipper, 2004).

Job Satisfaction: The phrase is defined as the general behavior shown by a person about her or his job that reflects the appropriateness of what is earned and what is believed to be earned. Job satisfaction is a crucial factor in doing construction jobs since it is the connector between the managerial staff and employees to determine the benefits for employees (Yudiawan, Setiawan, Irawanto, & Rofiq, 2017, p. 171).

General Over-view of the research

The problem addressed in the proposed study is the influence of leadership styles on job satisfaction and performance of employees. The purpose of the proposed study is to explore different leadership styles and the effect that they have on employee job satisfaction and performance. The research will employ qualitative research methods in data collection and analysis. The study will employ case study design. Data will be collected through the use of in-depth questionnaires, focused discussion and observation. Data will then be analyzed into themes of related concepts.

Summary

This chapter has introduced us to the topic of study which relates to leadership styles and how they affect job satisfaction and performance of employees. The choice of leadership may have a positive or negative implications to employees job satisfaction hence the need to choose a style that will lead to positive effects. Job satisfaction of employees on the other hand improves the output of the organization and also serve to better the employee as an individual. Chapter two of this proposal will address the literature review. The review of literature will aim at identifying what has been done on the topic, how it relates to the topic and the gaps in literature that need to be addressed. It will lastly cover the conceptual framework of the research.

Organization of Proposal

The proposals organized in five chapters. The first chapter provides the introduction and background, research question, prepositions, significance of study, problem statement, conceptual framework, and delimitation and limitations. Chapter two does a literature review of related works and a conceptual framework. Chapter three addresses the methodology of the research. The findings of the research will be presented in chapter four of the proposal. The final chapter will address findings and conclusion.

 

 

 

 

 

 

Reference

Bakotica, D. (2016). Relationship between job satisfaction and organizational performance. Economic Research, 29(1), 118-130. Doi: 10.1080/1331677X.2016.116

Chukwura, F. A. (2017). The impact of elected leadership styles and behaviors on employee motivation and job satisfaction (10262875) (Doctoral dissertation). Retrieved from ProQuest Dissertations and Theses database. (10262875)

Clinebell, S., Skudiene, V., Trijonyte, R., & Reardon, J. (2013). Impact of leadership styles on employee organizational commitment. Journal of Service Science (JSS), 6(1), 140. doi:10.19030/jss.v6i1.8244

Cojocar, W. J. (2008). Adaptive leadership: Leadership theory or theoretical derivative?

database. (3572917) Theses database. (3329822) (3329822) (Doctoral dissertation). Retrieved from ProQuest Dissertations and (Doctoral dissertation

Germain, M. (2012). Traits and skills theories as the nexus between leadership and expertise: Reality or fallacy? Performance Improvement, 51(5), 32-39. doi:10.1002/pfi.21265 Gliem, J. A., &

Gliem, R. R. (Eds.). (2003). Calculating, Interpreting, And Reporting Cronbach’s Alpha Reliability Coefficient for Likert-Type Scales. Colombus, OH: Midwest Research-to-Practice Conference in Adult, Continuing, and Community Education.

Kwan, D. (2013). Senior librarians’ perceptions of successful leadership skills (3572917) (Doctoral dissertation). Retrieved from ProQuest Dissertations and Theses database. (3572917)

Kwan, D. (2013). Senior librarians’ perceptions of successful leadership skills (3572917)

Lin, Y. T. (2003). The effects of employees’ perceptions of leader’s leadership style on the job satisfaction of employees at small and medium enterprises in Taiwan (3086265) (Doctoral dissertation). Retrieved from ProQuest Dissertations and Theses database. (3086265)

Nidadhavolu, A. (2018). impact of Leadership Styles on Employee Job Satisfaction and Organizational Commitment – A Study in the Construction Sector in India (Masters). Western Kentucky University,

Mohammed, M. H., Dutta, A., Bose, T., Chadaram, S., & Mande, S. S. (2012). DELIMINATE—a fast and efficient method for loss-less compression of genomic sequences: sequence analysis. Bioinformatics, 28(19), 2527-2529.

Smylie, M.A., Conley, S., and Mark, H.M. (2005). Exploring new approaches to teacher leadership for school improvement. Yearbook of the National Society for the Study of Education, 101(1), 162-188. doi:10.1111/j.1744-7984. 2002.tb00008.x

Yudiawan, M., Setiawan, M., Irawanto, D., & Rofiq, A. (2017). The influences of leadership styles, organizational communication, and job satisfaction towards employees’ job performance in doing construction jobs: A study on three construction companies in Jakarta. Russian Journal of Agricultural and Socioeconomic Sciences, 65(5), 168-180. doi:10.18551/rjoas.2017-05.23

Zenger, John J. and Joseph Folkman. The extraordinary leader: Turning good managers into great leaders. New York, New York: McGraw Hill, 2002.

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