Relationship between leadership style and employee retention

relationship between leadership style and employee retention

This study examined the link between leadership and employee . significant relationship between leadership styles and employees turnover. Key words: Leadership, Leadership style, staff retention, Public universities in Kenya . leadership is a relationship between the leader and followers in terms of. H2: The relationship between transformational leadership and turnover . between leadership styles and employee turnover; there is not much.

An effective leader has a responsibility to provide guidance and share the knowledge to the employee to lead them for better performance and make them expert for maintaining the quality. And become head of all team members is such a great responsibility.

The Impact of Leadership on Employee Turnover

The introduction of the clear standards of leadership promotes the core values and maturity on their role and responsibility. Statement of problem Employee performance includes executing defined duties, meeting deadlines, employee competencyand effectiveness and efficiency in doing work. Various organizations need strong leadership styles that stimulate the employee performance. Some organizations such as tractor factory face the problems: This problem happen due to lack of strategic interventions of specific leadership styles to the particular situations was predicted as the problem at hand.

This problem was continuously affecting employee performance. It is believed that an effective organization rooted from the propellers or on the business leaders.

The idea of effective leadership is also adopted in the world of technology. The employees also perceived that there is a need of a leader who should not only have to lead people but also be effective.

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So, they need an effective leader who can lead the people toward the changes and performance improvement. How does a leader perform under the consideration of effective performance of employees and firm? How does leaders effectiveness changes the performance. Specific Objectives The research in testing the effectiveness of a leadership is fueled by the objectives. A research without purpose is worthless and part of the aims is to introduce the best leadership approach.

To explore the leadership styles that contributes to employee performance. To explain the relationship between the effective leadership styles and performance of employees.

To know the significance of leadership styles in the employee performance.

relationship between leadership style and employee retention

To develop the model that shows relationship among different styles of leadership and employee performance. What are the outcomes if there is an effective leadership style? What is the relationship between participative leadership and employee performance in an organization? What is the relationship between the Democratic leadership style and employee performance? To what extent does the authoritative style affect employee performance in an organization? Significance of the Study As such, the completion of this dissertation will provide understanding of the concept present so as to generate data and information that every planner could use in order to come up with strategies, plans and designs that will strategically position them in the highly competitive, diverse, and complex business environment that is experienced at present.

By fulfilling the aims that were stated in the objectives section, this study will be helpful for other researchers who may be focusing on understanding the concept of effective leadership.

The notable significance of this study is the possibility that other researchers may be able to use the findings in this study for future studies that will create a huge impact on society.

This study finding can be used for other findings that might prove to be helpful in introducing changes to the business. The present study findings have been significant in number of ways. It has been contributed to the body of knowledge by; since the present area is highly under researched in Pakistan and developing countries.

No study has been found to investigate the effects of leadership styles to increase the performance of employees in Pakistan. The collection of data is of recent decade articles. Literature Review In this section firstly what is leadership is?

What are leadership styles? And then explained the theoretical framework which elaborates the effects of three leadership styles participative, autocratic, and democratic on the employee performance.

Leadership Leadership is a process by which an executive can direct, guide and influence the behavior and work of others toward the accomplishment of specific goals in a given situation. Leadership is an ability of a manager to induce the subordinates to work with confidence and zeal. Leadership can be defined as the capacity to influence a group realization of the goal.

Leaders are required to develop the future vision, and to motivate the organizational members to want to achieve the visions and to improve the performance. Koudri suggests that leadership is to deal and cope with change, focusing on the long-term and the big picture, not always doing to safe himself in fact to take risks, and concentrating on people and their values, not just the bottom line [ 5 ].

Leadership styles The business writer Daniel [ 7 ] categorized different leadership styles. They suggested that leadership styles could be explained on a scale ranging from autocratic through democratic to participative to show the degree of authority and decision makes power of leaders and employees Figure 1.

Decisions are made within teams, with each member having equal inputs. He has a range of responsibilities associated with people, process and standards. Martin style may use a democratic approach when setting training budgets. Participative leadership style is that involves all members of a team in identifying essential goals and developing procedures or strategies for reach those goals.

From this perspective, participative leadership can be seen as a leadership styles that relies heavily on the leader functioning as a facilitator rather than simply issuing orders or making assignments. This type of involved leadership style can be utilized in business settings, volunteer organizations and even in the function of the home.

One of the main benefits of participative leadership is that the process allows for the development of the additional leaders who can serve the organization at a later date.

relationship between leadership style and employee retention

Because leaders who favor this style encourage active involvement on the part of everyone on the team, people often are able to express their creativity and demonstrate abilities and talents that would not be made apparent otherwise that ultimately improve the performance of employees.

The discovery of these hidden assets help to benefit the work of the current team, but also alerts the organization to people within the team who should be provided with opportunities to further develop some skill or ability or future use. Although each person will have their own preferred leadership style, the most effective leaders adopt a style which appropriate for the situation. They will consider several factors in deciding which to use: The task-is it business critical?

Must a decision be made immediately? What will be potential impact on the business?

Effect of Leadership Style on Employee Performance | OMICS International

The team-does it have the right skills and resources? Is it used to making decision?

relationship between leadership style and employee retention

Tradition-what has been the norm in the past? And to become a head of all the team members is such a great responsibility. The introduction of clear standards of leadership promotes the core values and maturity on their role and responsibility. As the situation affects which functions the leaders carries out, it would also affect the manner in which the functions are performed.

Abstract Background Leadership is key to strengthening performance of Health Systems. There is limited research exploring this relationship among health workers in resource-limited settings such as Uganda. The aim of this study was to examine the relationship between transformational, transactional, and laissez-faire leadership styles and motivation, job satisfaction, and teamwork of health workers in Uganda.

Method We conducted a cross-sectional study in 3 geographic regions of Uganda in Novemberusing self-administered questionnaires with health workers from health facilities.

Using Pearson correlation, relationships among variables were identified and associations of the components of leadership styles with motivation, job satisfaction, and teamwork was found using multivariable logistic regression. Conclusion Transformational styles had a positive impact on stimulating motivation, assuring job satisfaction, and consolidating teamwork among health workers compared with those who demonstrated transactional skills or laissez-faire styles.

Recommendation Supporting transformational leadership skills development in health facility leaders could encourage health worker motivation, strengthen job satisfaction, and maintain cohesion among health workers for better service delivery.

As part of an ongoing longitudinal study to evaluate the impact of a leadership training program targeting frontline health workers on quality of health service delivery, this study was set up as a baseline with an objective of finding out if there is any relationship between leadership style of the facility in-charges and the level of motivation, job satisfaction, and teamwork among health workers working in rural parts of Uganda.

Findings from the cross-sectional study should help us to understand and appreciate the theory of change the leadership program is striving to make. Leadership issues have always been a widely discussed topic. It had raised interest and attracted the attention of many historians, philosophers, researchers or scholars who wish to explore the true meaning of leadership Bass, Burns also stated that leadership is one of the most observed and least understood phenomena on earth Awan and Mahmood, Leadership is one of the critical and important factors in enhancing an organizational performance Riaz and Haider, Leaders in any organization are expected to carry out tasks with limited resources to the maximum level in order to maintain the competitive edge and to sustain profitability position of the organization Riaz and Haider, Leadership was also quoted by various researchers as the major elements in order to preserve and improve an organization competitive advantage among its competitor Zhu et al.

According to Kotterleadership is about setting a direction or developing a vision of the future together with the necessary strategies for producing the changes needed to achieve this vision. Leadership therefore is an important element for the success of an organization, regardless of its nature of activities, profit or charity orientated, private or government linked organizations.

relationship between leadership style and employee retention

Leadership styles Transformational leadership: Transformational leadership was first coined by Downton as well as cited by Northouse Transformational leadership is one of the more popular approaches to leadership that has been focused by many researchers since early s Northouse, Transformational leaderships are defined as: Transformational leadership is expected to be able to provide a clear vision and mission, inspire self-esteem and gain trust and respect through charisma Bass, Bass further highlighted that a transformational leader would asks his or her subordinates to go beyond self-interest for the benefit of the team, organization as well as society.

Furthermore, this type of leaders will take serious consideration on the long term need for self-improvement and development over short term or current needs. Transactional leadership focuses and emphasizes on completion and accomplishing of allocated tasks on hand.

This type of leader maintains and preserves harmony working relationships coupled with promises on rewards for satisfactory performance Dessler and Starke, Furthermore, this leadership focused on leader-follower exchanges in which followers or subordinates are expected to carry out his or her duty and perform according to the given instruction.

The followers in turn with expectation that they will be compensated positively in line with the result generated by them. These rewards shall also include negative based rewards such as punitive and penalized actions in the event that the followers or subordinates fail to perform as per the instruction.

Positive rewards are such as complimentary comments, praise and recognition upon successful compliance with instruction from the leaders and achievement of objectives Riaz and Haider, Similarly, Avolio et al. Any rewards following satisfactory completion of assigned tasks are to be conveyed and communicate to his or her followers too Hamidifar, In contrast to transformational and transactional leaderships, Laissez-Faire leadership is a passive kind of leadership style.

This type of leader generally gives his or her followers or employees complete freedom to make decisions or to complete a task in whichever way they deems fit and appropriate Robbins et al.

relationship between leadership style and employee retention