Abstract

Leadership has been recognized as a vital focus in the field of organizational behavior in which it is one of the dynamic effects during individual and organizational interactions. Leadership undoubtedly has the major role in the outcome of any project in which all identified leadership styles have variable outcomes under different situations. This study seeks to investigate the main effects of leadership styles on organizational performance in a manufacturing company. It specifically sought to determine the impact of laissez-faire, transactional and transformational leadership styles on organizational performance in manufacturing companies. In order to achieves the study main objectives, a sample of 68 participants were selected in a randomize manner to participate in the study through a questionnaire design survey. Data was analyzing with the used of the software Statistical Package for Social Sciences (SPSS version 21.0), where descriptive statistics and regression and correlation analysis was conducted to see the relationship between the dependent and independent variables. Employee performance was measured on the basis of employee output, ability to report on time to work, and motivation.  Descriptive and inferential statistical techniques were used to analyze the data. Regression analysis were used for the analyzing the relationship and effect as per the hypothesis. The finding shows that autocratic leadership has a positive but not a significant relationship with employee’s performance, democratic leadership has a positive and a significant effect on employee performance and laissez-faire leadership has a positive but not a significant relationship with employee performance. From these results, it could be concluded that leaders or supervisor who are driven by the desire to achieve better performance should engage in more of democratic leadership style and autocratic and laissez-faire leadership style.

 

CHAPTER ONE

INTRODUCTION

1.0 Introduction

This study is about the effect of leadership styles on employee performance in Source Du Pays S.A Muyuka and mainly focused on employees and managers in the different departments that as a whole make up Source Du Pays S.A Muyuka. This chapter further explored the Background (historical and theoretical perspectives), Problem statement, Purpose, Specific objectives, Research questions, Hypotheses, Study scope and Significance of the study.

1.1 Background of the study

The role of leaders in ensuring excellent organisational performance cannot be over emphasized. Adequate motivation, suitable work environment, compensation, efficient communication between managers and subordinates play an important role in promoting this goal. Planning and organisation of work is also very crucial in organisational attainment.

In today’s competitive environment, organization expand globally and face a lot of challenges to meet their objectives and to be more successful than others .leadership plays a vital role in the accomplishment of these goals and boost employees performances by satisfying them with their jobs, this has therefore it grasp the attention of researchers for many years, yet were unable to focus on a single definition. Many researchers focus on different aspect of leadership. According to Mintzberg (2010) leadership is the key of trust that comes from the respect of others. While Raelin (2011) stated that, leadership is directly connected to the practice to which most people are dedicated.

Human resource is one of the prime capitals of any organisation which is not only to improve the outcome but also to compete with others. Hence, improving the performance of the employees is one of the most important goals of the organisation today. In recent years, both academicians and practitioners have highly recognized the significance of effective employees and good leadership in firm’s performance (Kehoe and Wright, 2013). The performance of an organisation depends on the performance of people in the organisation. The success of organisation contributes to the growth of the economy in general and the society in particular by providing jobs, service and goods which will boost the economy.

Leadership has been explained as a reciprocal relationship between those who choose to lead and those who decide to follow and it is not something you do to people but something you do with people (Binfor et al, 2013). Studies by Wang et al, (2005) show that, there is a reciprocal process in the relationship between leader and follower where each party brings to the relationship different kind of reasons for exchange. This depicts the point that there exist relationship between leader and follower and both should work together. The existence of a reciprocal relationship will affect employee’s performance and this study aims at clarifying this effect on employee performance.

The rise of behaviorism to the dominant psychology guided leadership during the 1940s and 1950s towards the study of leadership’s behaviour. Two independent program of leadership behaviour were the recognition that effective leadership requires both a forceful and directive component as well as an enabling component that takes account of the needs of those being influence.

The vestiges of scientific management and the “one best way” assumption gave way to a new and more complex level of thinking about leadership style in the mid-1960s. Parallel to this was the growth in psychology regarding whether the personal characteristic were the more powerful determinants of behaviour, with” situations” gaining the most support. Fielder’s (1964) contingency model spawned that the reason previous research had failed to identify a universally “best” leadership style is because the effectiveness of a given style depends on the context in which it takes place.

Building on the many research of the 1950s, Fielder’s model portrayed leaders as motivated primarily by either task accomplishment or the development of supportive relationships with group members.  Leadership situations could be defined on a continuum of availability, depending on the degree of group dependability, task clarity, and the leader’s formal power.

Task-motivated leaders were said to perform best in extreme of high or low situational favorability, relationship-motivated leaders were said to perform best in the moderately favorable condition. The theory has been extensively tested (Peters et al, 1985; Strube and Garcia, 1981), and this body of research generally supports it. The historical validation of the idea states that the optimal leadership style depends on the situational context.

Interestingly, Fielder’s successful leaderships match training program uses his theory to teach leaders how to change their leadership style to match their leadership situation, reflecting Fielder’s scholarly roots in behaviorism and emphasis on situational causality.

The late 1960s and early 1970s witnessed the advancement of several contingency leadership theories. At the time, there was a growing person-situation debate in psychology, with both sides presenting compelling evidence for their position. Accordingly, situational leadership theory, path-goal theory, and the normative decision theory each prescribed leaders should alter their style to suit the conditions of changing situations.

Hersey and Blanchard’s (1969) situational leadership theory extended Blake and mouton’s managerial grid approach by incorporating the group’s maturity level as a situational variable.

The theory suggests that a leader’s style should emphasize task-oriented or relations-oriented behaviour, depending on how willing the group is to perform the task. Groups are seen as maturing in a lifecycle from unable and unwilling to able and willing respectively. The prescribe leadership style are a task-orientated telling style, relation-oriented selling style, a relation-oriented participating style and finally a delegation style of low task and relation oriented behaviour. This has been highly criticized because of the conceptual ambiguities, lack of a logical or empirical foundation for the group maturity lifecycle construct, and little empirical validity evidence. Nonetheless, the model has been immensely popular in practice and has served as the basis for many leadership training programs

House’s (1971) path-goal theory was based on variable representing situational factors, follower characteristics, and several moderator variables. The theory assumed that motivation and performance is enhanced, when a leader help group member understand how their  personal needs can be met through contribution to the organisation or group and help to clarify strategies for members to achieve this path. To summaries this complex model, task-oriented behaviors are prescribed when the path is unclear and not recommended when the path is aversion or boring. Research suggest that employee job satisfaction and motivation can be enhanced by following path-goal theory’s prescriptions, but performance may be only marginally affected (Woffard and Liska, 1993).

A good deal of leadership research has been concerned with decision-making. The normative decision theory of Vroom and Yetton (1974) specified which decision-making style (autocratic, consultation or democratic) is likely to lead to higher decision quality and follower acceptance under various situational contingencies. In this model, managers must make a series of judgment about their subordinate such as the amount of relevant knowledge the leader and the subordinate, the likelihood of subordinates to accept an autocratic decision, likelihood of follower’s cooperation, extent of disagreement among the followers regarding alternative, and the degree of task ambiguity. Plotting to answer these questions in a flow chart leads to a recommended decision decision-making style. The latest version of the theory (Vroom and Jag, 1988) takes into account the relative importance of the various situational variables and includes an additional decision-making style. Of all the contingency theories, vroom’s theory has gained the strongest empirical support (Yukl, 1998,).

In recent past, leadership has been involved in terms such as a new way for managing employees and the organisation at large. The concept of human resource management has however gradually replaced the traditional concept of personnel administration. This has necessitated the strategic integration of new leadership style into the effective management of the human capital.

Kenneth and Heresy (1998) asserted that; “The effective leader must be a good diagnostician and adopt styles to meet the demands of the situation in which they operate”. The amount of direction and social backup a leader gives to subordinates depends on their style to fit the context.

Different leadership styles are used that fit to employees on the basis of amount of directions, empowerment and decision-making power. An administrative phenomenon reflects the contingency of leadership and style, situation and performance criteria have been left to suffocate on their own. As a result, employees’ performance was affected due to lack of proper direction and application of strategic style in managing daily duties.

 

1.2 Problem statement

Managing people in Organizations is parts and parcel of management process. Therefore, managers should realize, that people are the critical elements in organizations and that they should be recognized as being synonymous with the organisation.

Nowadays, transformation and innovation of public and private sector have raised a great concern on the outcome and the way of leading (Bass, 2003).  A good number of researches have shown that work performance and leadership are very important in our society (Ogbonna and Harris, 2000).  Improving on employee performance is very challenging and it is influenced by factors such as; motivation, satisfaction, trust and many more. Hence a leader is a key person to the success or failure of an organization, the entire nation as a whole (Ather and Sobhani, 2007). According to Lewin et. al (1939), variations of leadership styles influences performances. This study measured the consequence of leadership style on aggression, which could use to connote performance since aggression could be attributed to withdrawal from the job. Laissez-faire was the most common situation for provoking aggression followed by autocracy and democracy. This suggests leadership styles alternate aggression levels and possibly performance. However, it is difficult to generalise findings from a study of young children performing trivial tasks to large organisations where tasks are complex and aggression is not tolerated. Further findings concluded ‘the boys agreed in a relative dislike for their autocratic leader’ whereas the majority of participants preferred their democratic leaders to their autocratic ones. Assuming that higher liking for a leader would result in preferential performance, this could infer that a democratic leadership style has a positive effect, thus supporting the argument that leadership style impacts performance.

Leadership is one of the most important issues in our social live to enhance performance (Hafeez et al, 2012), and then to study the effect of leadership on employee performance has a great significance to our today’s society. Few leaders understand the significance of how influential their leadership style is on the performance and satisfaction of the employee.

Leadership is the main weapon of an organization. Through better leadership managers can achieve organisational goals as well as employee productivity. Positive leadership has a big impact on organisational and employee performance.

 

1.2.1 Main research question

The main research question for this study will be to examine “the effect of leadership on employee performance?”

1.2.2 The specific research question of the study will include;

What is the effect of (autocratic, democratic, laissez faire, strategic, transformational, team, cross cultural) leadership style on employee performance in Source Du Pays S.A Muyuka?

 

1.3 Objective of the study

The main objective of the study is to examine the effect of the different leadership style on employee performance of workers in Source Du Pays S.A Muyuka.

1.3.1 The specific objective of the study is;

To examine the effects of leadership styles on employee performance in Source Du Pay S.A Muyuka

 

1.4 Hypothesis

HI: Leadership style has an effect on employee performance in Source Du Pays S.A Muyuka

H0: leadership style has no effect on the employee performance in Source Du Pays S.A Muyuka

 

1.5 Scope and Significance of study

1.5.1 Scope of the study

The study is based mainly in the water and gaseous drinks production company, Source Due Pays S.A Muyuka-Cameroon. Respondents include the cross-sectional heads departmental heads, managers and team leaders, permanent and temporal staff. The study is focused on exploring how autocratic leadership, democratic leadership and laissez-faire leadership styles stimulates the execution of defined duties, meeting of deadlines and achieving departmental goals.