How Leadership Style Affect Organizational Performance: Tesco

Running Head: MANAGEMENT
In which way does leadership style affect organizational performance: A case study of Tesco

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Abstract
The main purpose of this report is to identify role of leadership in improving firm performance
with respect to Tesco. This research discussed different chapters like introduction, (LR) literature
review, RM (research methodology), data analysis, findings, as well as, conclusion and
recommendations. It is evaluated that several kinds of leadership styles that can impact on firm
performance like transactional, democratic, and transformational leadership. It is identified that
interpretivism philosophy is implemented to capture the real situation about investigation
concern.
Moreover, the inductive approach is selected to develop the theory associated with the
investigation issue. It is found that mixed research design is implemented because it has features
of both qualitative and quantitative research design. It is described that both primary and
secondary data gathering tool is selected for collecting data about investigation concern. Along
with this, statistical data analysis is implemented for assessing data in a comprehensible manner.
It is evaluated that ethical consideration is implemented for ethically completion of investigation.
It is addressed that there is favorable association among different leadership styles like
transactional, democratic, and transformational, and organizational performance of Tesco.

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Table of Contents
Abstract............................................................................................................................................2
Chapter 1: Introduction...................................................................................................................3
1.1 Background to the research...............................................................................................3
1.2 Organizational background...............................................................................................3
1.3 Significance of problem....................................................................................................4
1.4 Statement of purpose.........................................................................................................4
1.5 Aim and objectives............................................................................................................5
1.6 Research questions............................................................................................................5
1.7 Dissertation structure........................................................................................................5
1.7.1 Dissertation Structure................................................................................................5
1.7.2 Introduction:..............................................................................................................5
1.7.3 Literature Review:.....................................................................................................6
1.7.4 Research Methodology:.............................................................................................6
1.7.5 Data Analysis and Findings:......................................................................................6
1.7.6 Conclusion and Recommendation:............................................................................6
Chapter 2: Literature review............................................................................................................7
1.8 Introduction.......................................................................................................................7
1.9 Meaning of leadership styles and organizational performance.........................................7
1.10 Role of leadership styles on the organizational performance...........................................9
1.10.1 Relationship between Leadership Styles and Organizational Performance............11
1.11 Leadership challenges in improving the organizational performance............................13
1.12 Recommended effective leadership styles on the organizational performance..............14
1.13 Conclusion......................................................................................................................15
Chapter 3: Research methodology.................................................................................................16
1.14 Introduction.....................................................................................................................16
1.15 Research Philosophy.......................................................................................................16
1.16 Research Approach.........................................................................................................16
1.17 Research Design..............................................................................................................17
1.18 Research Strategy............................................................................................................18
1.19 Data Collection Method..................................................................................................18
1.20 Sampling Method............................................................................................................19
1.21 Data Analysis Method.....................................................................................................20
1.22 Ethical Consideration......................................................................................................20
1.23 Conclusion......................................................................................................................21
1.24 Survey through questionnaire.........................................................................................21
Chapter 4: Data analysis and findings...........................................................................................26
1.25 Introduction.....................................................................................................................26
RO1: Meaning of leadership styles and organizational performance........................................29
RO2: Role of leadership styles on the organizational performance...........................................34
RO3: To address leadership challenges in improving the organizational performance.............35
RO4: Recommended effective leadership styles on the organizational performance................38
Findings......................................................................................................................................41
Chapter 5: Conclusion and recommendation.................................................................................45
1.26 Conclusion......................................................................................................................45
1.27 Recommendation............................................................................................................45

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References......................................................................................................................................47
Table 1: Gender............................................................................................................................29
Table 2: Age..................................................................................................................................30
Table 3: Experience.......................................................................................................................30
Table 4: Do you agree that leadership is an effective way of attracting others to operate their
work towards the particular matter?..............................................................................................32
Table 5: Do you believe that team leadership simple activity which could entails attracting others
to act about the meeting of the goal...............................................................................................33
Table 6: Does performance is determined as the capability of accomplishing after exerted efforts
.......................................................................................................................................................34
Table 7: Do you agree that leading is process of attracting as well as directing acts of structured
team for accomplishing objectives by using effective communication skills...............................35
Table 8: Do you believe that the leadership style could determine as type of relation that are
practiced by a person for making an effective relationship with other..........................................37
Table 9: In your opinion, lack of communication is a major challenge in improving the
organizational performance?.........................................................................................................38
Table 10: Do you believed that handling conflicts as well as managing the internal politics could
another issues that could be faced by the leader in the business process......................................39
Table 11: Do you feel that that a team leader could offering growth opportunities could be a
major challenge for the leader that restraints to the leader for process.........................................40
Table 12: Do you agree that a leader could inspire others by considering the participative
leadership style in their business process......................................................................................41
Table 13: Do you feel they the transformational leadership style should practice by the team
leader as it permits the leader to comprehend the different way of managing the conflicts.........42
Chart 1: Gender..............................................................................................................................29
Chart 2: Age...................................................................................................................................30
Chart 3: Experience.......................................................................................................................31
Chart 4: Do you agree that leadership is an effective way of attracting others to operate their
work towards the particular matter?..............................................................................................32
Chart 5: Do you believe that team leadership simple activity which could entails attracting others
to act about the meeting of the goal...............................................................................................33
Chart 6: Does performance is determined as the capability of accomplishing after exerted efforts
.......................................................................................................................................................34
Chart 7: Do you agree that leading is process of attracting as well as directing acts of structured
team for accomplishing objectives by using effective communication skills...............................36
Chart 8: Do you believe that the leadership style could determine as type of relation that are
practiced by a person for making an effective relationship with other..........................................37
Chart 9: In your opinion, lack of communication is a major challenge in improving the
organizational performance...........................................................................................................39
Chart 10: Do you believed that handling conflicts as well as managing the internal politics could
another issues that could be faced by the leader in the business process......................................40
Chart 11: Do you feel that that a team leader could offering growth opportunities could be a
major challenge for the leader that restraints to the leader for process.........................................41

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Chart 12: Do you agree that a leader could inspires others by considering the participative
leadership style in their business process......................................................................................42
Chart 13: Do you feel they the transformational leadership style should practice by the team
leader as it permits the leader to comprehend the different way of managing the conflicts.........43

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Chapter 1: Introduction
Research Title:
The research title is “To identify the ways of leadership style that can affect organizational
performance: A case study of Tesco”.
1.1 Background to research
In existing period, it is significant for firms to manage its workforce caused by managing their
process. Hence, executives should need to understand the different factors that could directly be
impacting the overall business process. In the current period, the company understands how
manager's behaviors affecting the employee’s performance. It is addressed that leadership style
can also direct impact of employment level of employees. It is usually directed to lower
productivity. Moreover, poor leadership structure could stop the management to produce new
ways or effective solution as opposed to the particular issue. Furthermore, poor leadership styles
could have a major cause of declining standard education that warrants the study investigation.
The main issue is which way leadership style affects organizational performance. An
organization needs to comprehend the different leadership styles caused by improving in the
organizational performance.
1.2 Organizational background
Tesco was established in the year of 1919 by Jack Cohen as a market stall. In the nation of UK,
Tesco have over 2200 stores that ranges from larger extra hypermarket style stores to the small
Tesco express high street outlets. Along with this, original grocery product range of Tesco as
well as, general merchandise has expanded to insurance facilities, banking services, telephonic
equipment, airtime, and electrical products (Tesco, 2019). This move is related to one stop
shopping and it indicates that consumers can accomplish all their buying requirements from one

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position. Furthermore, Tesco has enlarged its consumer base via its Tesco. Com websites that
influences one million of regular users. Furthermore, Tesco has announced record breaking
revenues of more than £1bn a week as well as, better than expected annual profits related to more
than £3.4bn for 53 weeks in spite of impact of global downturn. As a foremost retailer, there are
450,000 colleagues who serves million of consumers in stores and online (Tesco, 2019).
1.3 Significance of the problem
In existing period, it is complicated for firm as well as human resource executives to retain
workforces in upcoming long term caused by obtaining higher benefits as well as payment
offered by market competitor’s organizations to workforces. Through this, the investigator is
capable to determine leadership styles in improving the organization's performance. Through the
application of an effective leadership style, organization would be competent to meet the
organizational performance. This investigation is imperative for organizations with respect to
address components that could influence the performance of firm. In this, the organization has
imperatively evaluated such components as well as tried to reduce the chances of creating such
components to enhance the commitment stage of the workforce in ensuring the different
leadership styles along with challenges that affecting to the leadership. This report could be
significant in collecting depth information with respect to different leadership strategies, which
could be imperative in meeting organizational tasks.
1.4 Statement of purpose
In exiting period, it is significant for firm to comprehend in deeply evaluating leadership styles in
improving organizational performance. Effective leadership styles could permit the organization
to retain employees for the long term. In addition, it is examined that the study is significant to

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gather feasible data related to research issue. This investigation supports investigator to examine
diverse challenge of the leadership that is faced by a leader at the time of dealing with their team.
1.5 Aim and objectives
The key aim of this investigation is to address ways of leadership styles affecting performance of
Tesco. The following objectives were accomplished by the researcher:
 To comprehend the conceptual understanding about leadership styles and organizational
performance
 To comprehend role of leadership styles in enhancing the performance of firm
 To explore challenges of leadership that affecting the organizational performance
 To recommended strategies of leadership that affecting the organizational performance
1.6 Research questions
 What is meaning and concept of leadership and organizational performance?
 What is role of leadership styles in enhancing performance of firm?
 Which challenges of leadership affecting to organizational performance
 Which strategies of leadership challenges are mitigated and improvement of the
organizational performance
1.7 Dissertation structure
1.7.1 Dissertation Structure
With respect to meet the study in an effective manner, the following section demonstrates the
study structure is discussed:
1.7.2 Introduction:
The introduction section considers many sections that could be reflecting on the whole chapters
such as research background, aim and objectives of investigation, research questions, as well as

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research importance with respect to making healthy atmosphere. In addition, it is also examined
that this section offers depth knowledge towards the study limitation that could investigator has
confronted many issues to meet aim of research. Moreover, data of this section for the research
scholar to identify an effective direction of the research as well as exploring a problem if study
effectively (Nanjundeswaraswamy and Swamy, 2014).
1.7.3 Literature Review:
The second section of this research is associated with literature review that is conducted for
exploring study matter by implying different related approaches. From the section, the
investigator would be able to know the challenges as well as strategies that supported to meet the
research purpose (İşcan, et al., 2014).
1.7.4 Research Methodology:
This chapter is more essential as compared to other it is because this section supports to know
different techniques, which could be considered by investigator to get data about the matter.
There are different methods which are considered by an investigator named as research
strategies, approaches, data gathering and analysis methods, sampling, limitation, as well as,
ethical consideration. This section also supports to make reliability in the obtained research
outcome (Vermeeren, et al., 2014).
1.7.5 Data Analysis and Findings:
In this chapter, an investigator would be able to address the information and making conclusion
with respect to research issue. This section provides different platforms to obtain feasible
outcome related to investigation concern. This study will lead to examine data towards research
matter and enable it to make a reliable conclusion. This section offers significant technique for
research in the context of gathered data as well as evaluating them as opposed to each matter.

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Through this method, it supports the investigator to evaluate as well as arranging the information
by practicing the data and making a reliable conclusion (Hurduzeu, 2015).
1.7.6 Conclusion and Recommendation:
This is last chapter that supported researcher to comprehend whole research and making an
effective research result. This section also enables to the researcher in evaluating the research
issue. This section could also recommend different approaches that is related to research topics.
In end, this section can be imperative in completing the research issue (Puni, et al., 2014).

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Chapter 2: Literature review
1.8 Introduction
1.9 Meaning of leadership styles and organizational performance
Nguyen et al. (2017) opined that leadership is an effective way of attracting others to operate
their work towards the particular matter. It is usually determined as simple as the procedure to
directly influencing the number of people in less time for accomplishing aim and objectives of
specific matter. The leadership is usually is determined as a procedure of attracting individual to
direct is efforts about the meeting the goal of a firm. Leadership is determined as the role of
attracting the number of people to meet the specific goal of the organization. This determined as
art of attracting individuals so that they would struggle to willing about team objectives. The key
concept could be enlarging to entail not only readiness for working but with sealing as well as
confidence.
In contrast to this, McCann et al. (2014) addressed that team leadership simple activity which
could entails attracting others to act about the meeting of the goal. The leadership is an act of
inspiring causing an individual to perform the different activities that intended to meet the
particular goal. This is an activity to make things happen as compared to let things happen. It is
addressed that a leader is an individual who has competencies to intrinsically as well as
extrinsically attracts in the team. It is illustrated that leadership is the most visible function of
management activities. Leadership is an act that supported to deal with the number of people. It
is variedly referred to as guiding, initiating, guiding, commanding, as well as activating. It is
examined that each stand for the same aim whatever donation practiced. It is examined
leadership has given diverse ways to meet their goal. It is examined that the procedure of
attracting individual so as they will be able to enthusiastically meet the goal of the organization

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Organizational performance
Özer and Tınaztepe (2014) stated that performance is determined as the capability of
accomplishing after exerted efforts. It presents opinions of believing that the performance is
eventually a person phenomenon with atmosphere variables attracting performance mainly by its
effect on personal factors of the performance capability as well as inspiration. It is widely
accepted that are effective company needed effective leadership as well as the company
performance which would suffer in the direct amount to the neglect of it. It is illustrated that
there is a direct association among leadership styles as well as firm performance.
Leadership and Organization
Mulki et al. (2015) stated that leading is process of attracting as well as directing acts of
structured team for accomplishing objectives by using effective communication skills. The
leadership is premised on interpersonal relation therefore the team leader might belong to the
team. The company could comprise two and more individuals that exist on a constant basis with
purpose of meeting the aim. Each company entails different factors that might interrelate
effectively as it is the goal as well as objectives of leadership to be achieved.
In opposed to this, Long et al. (2014) identified that leadership is management activities that are
associated with the incessant search of significant mode to attract the subordinates to meet the
objectives as well as the aim of continuing procedure of managing material, money, as well as
man. It entails the total behavior of a manager in their direct relationship with their subordinates.
In addition, it is illustrated that management as leadership identifies plan, process, rules, as well
as procedure directing relations as well as acts in the company that to an extent identifies
effectiveness in accomplishing the company’s goal.

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Vargas (2015) stated that if two or more individuals interact with atmosphere for development of
the team is generated. It is illustrated that the team leader of the group could provide an effective
direction to coordinate acts of individual team consulting team as well as to ensure the
consistency. The leader image as well as leadership quality imitated by company and
subordinates attitude in task performance. Hence, the team leader in the practice of managing
power determines an outline of the work behavior, subordinate's ethnic, and task operation.
Leadership is imperative for workforce performance as well as organizational excellence. As a
result, the company spends a total of capital in the search of imperative leadership in the training
of its individual in a vital leadership attitude.
1.10 Role of leadership styles on the organizational performance
Popli and Rizvi (2015) stated that leadership quality is significant competency which helps for
making strategies and dealing for better project management. Leadership also helps others in
leading towards their results to achieve them. Leaders monitor the behaviors by creating the
image, way, and process or we can say that the quality has higher impact on process of project
such as activities of others.
In contrast to this, Zhang et al. (2015) asserted that leadership can be identified as art for
persuading others to attain the desired outcomes. Hence it is evaluated that leadership quality is a
kind of condition that can be observed in every human effort also, leadership skills play a vital
role in private companies for effective output as compared to the public units. In the end, the
achieved conclusion will be directly noted as leadership is a way person are eagerly waiting for
achieving their goals.
In opposed to this, Asrar-ul-Haq and Kuchinke (2016) illustrated that most important feature of
leaders is that they are influenced by making a positive relationship with follower and behavior

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related to the performance of followers and job satisfaction. A person is said to be a leader only
if he/she can attain leadership quality and is responsible for directing the actions of people or in
other words we can say that a leader is a person which directs his/her followers reaching toward
their predetermined goals. It is an essential part of management.
Schwepker and Schultz (2015) illustrated that the image of this quality depends on different
factors in different organizations and varies intensely across the globe. It is mandatory in every
organization as it enhances the power to achieve the goals one of the best examples, we can see
is of teachers whose purpose are to give the best way to their students for achieving the goals.
Organizational behavior majorly depends on the leadership as the leaders who have this quality
form up to set the goals for their colleagues.
In opposed to this, Fiaz et al. (2017) identified that managing time, work and other people in the
organizations is the main task of the leaders which improves the other skills of them too. Some
of the basic aspects of executives are to keep a positive association with the workforces, also to
guide them in achieving their goals within a period of time such that they can utilize the
remaining time for additional tasks. The formation of the group is very essential in the
organization for sharing ideas, mindsets, thoughts and the policies of coordination to influence
the people towards them and this kind of group is formed by the interaction of three or more
leaders. This group directs the organization to the path of development. One can gain leadership
skills by managing a team and leading its team forward. All of the team members support their
leader which helps him for achieving goals and getting leadership skills moreover this skill
increases the chances of opportunity which helps him for his growth.
In opposed to this, Gipson et al. (2017) evaluated that leadership style is opinioned as
combination of diverse traits, behaviors, as well as characteristics which are practiced by the

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team leader for interacting with its juniors. It is examined that leadership is an effective tool for
controlling the managerial act that is designed to assimilate personal interest as well as effects
caused by meeting the specific aim. It is illustrated that the leadership style could determine as
kind of association which could be practiced by person that makes an individual work with each
other for meeting any objective.
Strom et al. (2014) illustrated that on the basis of modern leadership styles there are two kinds of
methods that are different kinds of leadership styles which are known as the transactional,
transformational, autocratic, charismatic, cultural leadership, and dynamic leadership. This
leadership is implied on behalf of a particular situation. The leadership is viewed as a mixture of
diverse traits as well as behaviors that are practiced by the team leader in attracting with its
subordinates. It could consider leadership is significant way that is associated with behavior of
people that are designed for integrating the personal as well as organizational effects in
accomplishing the specific aim.
On the other side, Rodrigues and Ferreira (2015) examined that the leadership style can
determine as sort of relation that are practiced by individual for making an effective relationship
with others. It is also examined that an effective relationship with others that could affect to
person in getting the possible outcome. Most of the organization has used the leadership styles
on behalf of their needs. These styles were known as dynamic, transactional, transformational,
and charismatic leadership. Most of the organization has used these leadership styles for meeting
their goal and direct the employees' inappropriate manner.
1.10.1 Relationship among Leadership Styles and Organizational Performance
Transformational leadership style and organizational performance

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Hamstra et al. (2014) opined that transformational leadership could concentrate on increasing the
number of followers by entailing their needs. The executives that concentrate on
transformational leadership concentrate specifically on developing the value structure of
workforces, moralities, inspiration, as well as their skills. Transformational leadership activity is
determined as making strong relations with others. In addition, it is illustrated that the
transformational leadership activity is significant in making the direct relation between followers
as well as a team leader that supports to make a strong link between the leader as well as
followers for developing clear knowledge which is related to inspirational, interest, and values.
On the other hand, Froehlich et al. (2014) addressed that transformational leadership can show
leadership performance of superior. This leadership style occurs when team leader broadens as
well as elevate the employee interest. It is stated that the transformational team leader is one that
could encourage workforces to look beyond its self- interest. It is examined that a
transformational team leader is best caused by making an effective team leader because the team
leader with respect to inspire workforces for transformational team leaders might meet the
emotional need of workforces and they might be stimulated workforces intellectually. It is stated
that the transformational leadership, as well as individual follower performance, favorably
linked. Moreover, it is examined that transformational leadership as well as team performance at
the company stage level that is effective favorably.
Transactional leadership style and organizational performance
Irefin and Mechanic (2014) stated that the team leader who was willing to give return to others
named as transactional leaders. It could entail the number of things named as the higher rate of
promotion, new accountabilities, performance evaluation, and promotion. It could be the main
issue with kinds of leadership in expectation. Hence, transactional leadership can be determined

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as an exchange target as well as rewards between employee and management. It is identified that
transactional leadership style can have favorable impact on performance of organization. It is
also examined that transactional leadership style assists in creating and sustaining context
wherein the firms, as well as human abilities, are maximized as workforces are always capable to
accomplish intangible as well as tangible rewards.
On other side, Mittal and Dhar (2015) illustrated that the leadership approaches to support in
creating the environment which is optimal ineffective performance and expresses a convincing
vision that increases organization productivity. It is addressed that transactional leadership was
founded to have direct impact on firm performance. This style of leadership does not encourage
innovation as well as creativity amid the workforce therefore workforces did not perform the
organizational desire.
Democratic leadership and organizational performance
On other hand, Gopal and Chowdhury (2014) illustrated that democratic leadership is leadership
style wherein decision making is distributed and shared with shareholders. In democratic
leadership, potential for weaker implementation as well as poor decision making is higher.
Moreover, democratic leadership is recognized to inspire the workforces to perform better as its
opinions, as well as views, are valued. Another big concern of democratic leadership is
assumption wherein each one has an equal stake in judgement with a shared expertise. It is
illustrated that democratic leadership has favorable impact on firm performance. Moreover,
democratic leadership permits employees to make an effective decision together with the sharing
manager. This leadership style could permit to complete objective as well as the sense of
accountability for developing employee among workforces.

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1.11 Leadership challenges in improving the organizational performance
Bayram and Dinç (2015) lack of communication is key challenge in improving organizational
performance. The capability to clearly converse with the individual around them is one of the
most imperative leadership qualities. This is not a simple sound. It is illustrated that most of the
team leaders could detach themselves as well as their teammates. It is one of the imperative
stages of power that is diverse. The communication can directly impact on way of achieving goal
of the firm.
On the other side, Herrmann and Felfe (2014) illustrated that handling conflicts as well as
managing the internal politics could other issues that could be faced by the leader in the business
process. It is illustrated that handling conflicts could require dispute resolution skills. If such
conflicts are not managed as well as handled properly then it affects the culture of firm and its
productivity. In addition, it is illustrated that the key challenge that the team leader could
confront by conflict issues.
Belias and Koustelios (2014) stated that a team leader could be offering growth opportunities
could be a major challenge for the leader that restraints to the leader for the process. A team
leader could grow when their team has grown. An effective team leader always supported their
workforces to meet their objectives. They always supported that it is a big challenge for the
organization. Most of the team leader has more concentrate on the development of the
organization rather than focusing on the employees grow up that create a negative image of the
leader among the employee that would increase the employee turnover.
1.12 Recommended effective leadership styles on the organizational performance
Naile and Selesho (2014) recommended that inspires others by considering the participative
leadership style in their business process. An effective team leader should favorably impact in

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attracting people. The participative leader provides an opportunity for making a transparent
relationship with their subordinates. It would also be effective to motivate teammates to
effectively work with each other. Initially, the participative team leader could understand
employee thoughts as well as their needs and work effectively.
Ramchunder and Martins (2014) suggested the transformational leadership style should practice
by the team leader as it permits the leader to comprehend the different way of managing the
conflicts. This leadership style also supports to bring a favorable attitude towards the work. The
leaders should also make an effective relationship with others. It is illustrated that the team
leader should always have straightforward as well as honest towards a particular act that permits
to meet the organizational task. It is quite complicated for the leader to know methods by which
they will make a decision towards the organizational task.
1.13 Conclusion
On the basis of above assessment, it can be summarized that leadership styles play significant
role in enhancing performance of firm. It can be suggested that there are distinct methods that
could be considered by the researcher like transformational, transactional, and democratic
leadership. These leadership styles could have favorable impact on firm performance. Moreover,
it can also suggest that the organization should prefer a participative leadership style caused by
attracting the number of people and getting the possible outcome.

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Chapter 3: Research methodology
1.14 Introduction
This section supports to depth knowledge towards research tools as well as techniques for
conducting the study in significant manner. This section is essential for an investigator to meet
aim and objectives of investigation by entailing an effective way.
1.15 Research Philosophy
In this investigation, the research philosophy develops knowledge about investigation concern.
Herein, the researcher would be able to determine the techniques of data collection, evaluation,
and use of the study procedures. According to aim, research philosophy is classified into
different categories named realism, positivism, and interpretivism philosophy (Quinlan, et al.,
2019).
In performing this investigation, an investigator has practiced interpretivism research philosophy
that is effective in developing theory towards the study matter. This method permits the
investigator to get the perception as well as views of candidates towards the matter. It supported
the investigator to make reliable as well as valid conclusions related to investigation. This
technique could allow an investigator to meet aim of research (Gray, 2019). It is because this
method could allow the investigator to getting numerical information related to investigation
issue. It is addressed that investigator has not practiced realism philosophy because this
investigation is subjective in nature. it is examined that there is no need of making the hypothesis
and making, evaluating outcomes that are relied on generalization (Taherdoost, 2017).
1.16 Research Approach
In the investigation, different types of techniques are considered through investigators like
inductive as well as inductive approach. The researcher has selected investigation technique on

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behalf of need for research. In this investigation, an investigator has chosen inductive approach
rather than deductive approach. This method enables investigator to increase subjective
knowledge related to investigation matter. From application of this method, investigator is able
to increase validity as well as reliability of the study outcome. By using this technique, the
investigator facilitated to get the information and develops particular conclusion for discussing
role of leadership in enhancing firm performance. Apart from this, deductive method is not
practiced by the investigator because there is no need for developing the research hypothesis.
This method is quite complicated as compared to others hence this is not considered by the
researcher (Snyder, 2019).
1.17 Research Design
There are different types of studies that could significantly support the investigator to address the
research design project. These designs could consider such kinds of methods named as
descriptive, causal, as well as exploratory study design. Herein, the exploratory study design
could present an initial study wherein the investigator meets the study matter with the support of
the created hypothesis. Furthermore, descriptive research design method has supported to collect
detail data with respect to the study matter by addressing the issue (Walliman, 2017).
In addition, it is also illustrated that the causal study more concentrates on a cause as well as
effect relations between different variables. In this, both descriptive as well as explanatory study
designs are chosen by investigator. Since, considering exploratory research design is facilitate to
get deep information towards the leadership roles in making the organizational performance.
Apart from this, it is illustrated that the application of descriptive design enables in gaining
knowledge of different individual groups. It would allow meeting the issue. This technique
supported by researcher in collecting perception as well as views from candidates in order to

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accomplishing research aim as well as objectives. It is illustrated that causal design has not been
used because there is no requisite of developing the cause as well as an effective relationship
between diverse variables (Bell, et al., 2018).
1.18 Research Strategy
In the dissertation, a research strategy is an imperative tool for getting information on the matter.
These methods assist the researcher to determine the particular matter and responding to
investigation questions in significant way. From application of an effective research approach,
the investigator could get the basic data as well as evaluating this information to create a
particular conclusion (Reilly and Jones 2017).
In order to accomplishing research aim and objectives, investigator could imply different study
tools named as literature review, observation, interview, focused group, as well as case study
method. It assists the investigator in meeting the organizational task. For this research study, the
survey method could be practiced through investigator to resolve research questions. This tool is
effective in gathering the adequate amount of data as well as information that is related to
different leadership styles in enhancing firm performance. This method is also facilitated to get
the information in less time which could increase the validity as well as reliability of the study
matter (Basias and Pollalis, 2018).
1.19 Data Collection Method
In investigation, data collection is implemented to pool data in feasible way through several
sources as it helps to achieve the objectives of investigation. The use of suitable data facilitates
investigator to create knowledge of investigation issue that supported to develop an effective
conclusion towards the matter. In this, different methods are considered by investigator named as
secondary and primary data gathering techniques. Herein, primary data gathering is technique

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that allows to investigator to get fresh information towards the matter. For gathering the factual
information, the investigator has used a questionnaire, surveys, interviews, as well as group
discussion. It would enable an investigator to obtain data related to issue of investigation (Ragab
and Arisha, 2017).
Along with this, the secondary data is gathered by entailing different agencies. The secondary
information is gathered by considering the published information that could be accessed by
entailing different needs. It is illustrated that secondary data is pooled through entailing several
sources. It could support to meet aim and objectives of investigation. The secondary information
gathering tool could consider different sources named books, government reports, magazines,
books, and websites. It could support to the researcher to obtain information with respect to
investigation concern (Aithal, 2017).
In this dissertation, an investigator has used both data collection tool that facilitates to get
information related to role of differing leadership styles in enhancing firm performance. Herein,
primary data is pooled from different sources that is significant to make direct communication
with individual with respect to comprehend its views that is related to with investigation matter.
Moreover, it is evaluated that secondary data gathering technique is significant in creating depth
as well as conceptual knowledge towards the study matter. From the application of this, the study
facilitated to get information about the diverse resources named as articles, websites, and
journals (Daniel, 2019).
It would be effective in meeting the organizational task. It could support to increase validity and
reliability of study outcome. Moreover, primary data gathering tool allows getting the face to
face information which is support to get accurate data towards the research issue. This tool also
supported the investigator to get an opinion as well as perception to choose the selected

MANAGEMENT 24
candidates which are associated with role of significant leadership style in organizational
performance (Cuervo‐Cazurra, et al., 2017).
1.20 Sampling Method
The sampling approach consists of the chosen suitable research candidates for the study with
respect to the answer to the study questionnaire for meeting the research aim. In this, different
methods could be considered by researcher such as non-probability as well as probability
sampling tool that supports to the investigator to choose the accurate data by different population
(Daniel and Harland, 2017). Herein, the probability sampling tool consists of the sampling that
could be used in the context of random sampling. In the sampling tool, each one has an equal
chance to obtain the data towards the matter. Apart from this, it is also examined that the non-
probability sampling tool not permitted to select an equal opportunity of participating in study
(Aziz, et al., 2017).
In this study, a probability sampling tool is practiced by researcher to choose candidates for
survey through a questionnaire. In this study, 70 workforces of Tesco to collect data about
investigation issue. This method assists the researcher in collecting information about the study
matter. It would assist to meet research purposes. This would provide a path to the investigator
for gathering the data about research issue as well as, supported to meet concern.
1.21 Data Analysis Method
After collecting data, it is imperative for the researcher to evaluate them with respect to creating
reliable as well as valid research outcomes that are associated to investigation matter. In this,
there are different techniques that could be considered in investigation named statistical
evaluation, disclosure evaluation, and content analysis that are effective in evaluating the
gathered information and supported to make higher benefits. In order to analyze pooled data,

MANAGEMENT 25
statistical data analysis is considered by researcher (Rahi, 2017). Through this, an investigator is
able to show descriptive statistics related to data and considering cross tabulation as well as
interpreting the concepts behind the reaction of candidates. In this, SPSS, as well as MS-Excel
software, is practiced to demonstrate the information by considering graphs as well as tables to
create sound understanding with respect to findings well as responses about issue (Lalić and
Pope, 2018).
1.22 Ethical Consideration
In this study, the ethics meaning is associated with completing each task of study in an ethical
way through entailing guidelines of a university as well as participants of candidates. It also
supported the research to choose a suitable behavior for completing the study effectively. This
investigation has confronted ethical concern that are associated to copyright act’s violation,
plagiarism, as well as information fracturing with respect to getting the secondary information
(Mohajan, 2018). These concerns could be mitigated by providing real credit to authors by
offering reference as well as in-texting of each paragraph. Apart from this, it is also examined
that avoiding similarity report, researcher has practiced specific language for interpreting pooled
data. Furthermore, an investigator has taken an appointment by selected participants to collect
primary data which is related to investigation matter. From this, investigator permitted to gather
data by participants in-depth details. It can enable investigator to keep information reliability of
data effectively. Apart from this, it is examined that the investigator informed policies associated
with the privacy of the candidate's individual data that its individual data could not be disclosed
at the time of conducting the study (Benson and Filippaios, 2016).

MANAGEMENT 26
1.23 Conclusion
On the basis of above evaluation, it can be concluded that proper identification of study
methodology could be empowered to investigator for accomplishing the study aim as well as
objectives in an effective manner. By evaluating different methods named research strategies,
designs, philosophies along with data gathering tools to examine role of effective leadership style
in improving organizational performance. The selected method could permit investigator for
gathering the depth data towards the investigation matter.

MANAGEMENT 27
Chapter 4: Data analysis and findings
1.24 Introduction
The data analysis chapter is significant in addressing gathered information y considering the
different sources named as numerical as well as theoretical data with respect to issues. In this,
researcher has selected different tools and techniques for presenting information by the chart,
graph, and table. In this questionnaire, investigator has asked objective-based questions that are
effective in meeting the aim of research. In this, investigator has also asked demographic
questionnaire which is practiced for making a link between research candidates and researchers.
Demographic factor
Table 1: Gender
Gender
Male 40
Female 30
Chart 1: Gender
57%
43%
Gender
Male Female

MANAGEMENT 28
As per the above table and chart, it can be evaluated that there are two kinds of people are
considered by a researcher named as male as well as female. The collected data showed that 43%
of people were female while 57% were male. Thus, it is found that there are more males as
compared to females.
Table 2: Age
Age
Under 23 to 27 years old 29
28 to 32 years old 22
More than 33 years old 19
Chart 2: Age
Under 23 to 27 years
old 28 to 32 years old More than 33 years
old
0
5
10
15
20
25
30
35
Age
Age
With respect to the above chart, it is demonstrated that an investigator has chosen fewer than 23
to more than 33 years old people for conducting this study. In this, 29 out of 70 came under 23 to
27 years old while 22 out of 70 were 28 to 32 years old. Most of the candidates were comes
under 28 to 32 caused by getting a direct reaction towards the research matter.

MANAGEMENT 29
Table 3: Experience
Experience
Less than 2 years of
experience 12
Under 3 to 5 years of
experience 30
More than 6 years of
experience 28
Chart 3: Experience
Less than 2 years
of experience Under 3 to 5 years
of experience More than 6 years
of experience
0
5
10
15
20
25
30
Experience
Experience
The above table depicted that researcher has chosen less than 2 years to more than 6 years old. In
this, 12 out of 70 were having less than 2 years of experience whereas 30 out of 70 were having
3 to 5 years of experience in Tesco. Apart from this, it is stated that 28 out of 70 were having
more than 6 years of experience in Tesco.

MANAGEMENT 30
RO1: Meaning of leadership styles and organizational performance
Table 4: Do you agree that leadership is significant way of attracting others to operate their
work towards the particular matter?
Do you agree that leadership is significant
way of attracting others to operate their work
towards the particular matter?
Strongly agree 29
Agree 17
Neutral 8
Disagree 5
Strongly disagree 11
Chart 4: Do you agree that leadership is an effective way of attracting others to operate
their work towards the particular matter?
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
5
10
15
20
25
30
35
Do you agree that leadership is an
effective way of attracting others to
operate their work towards the
particular matter?Do you agree that
leadership is an effective
way of attracting others to
operate their work
towards the particular
matter?

MANAGEMENT 31
The above chart depicted that 46 out of 70 felt that that leadership is an effective way of
attracting others to operate their work towards a particular matter while 16 out of 70 have
disagreed with this statement.
Table 5: Do you believe that team leadership simple activity which could entails attracting
others to act about the meeting of the goal
Do you believe that team leadership simple
activity which could entails attracting others to
act about the meeting of the goal
Strongly agree 37
Agree 17
Neutral 5
Disagree 7
Strongly disagree 4
Chart 5: Do you believe that team leadership simple activity which could entails attracting
others to act about the meeting of the goal

MANAGEMENT 32
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
5
10
15
20
25
30
35
40
Do you believe that team leadership
simple activity which could entails
attracting others to act about the
meeting of the goalDo you believe that team
leadership simple activity
which could entails
attracting others to act
about the meeting of the
goal
According to above-mentioned table, it can be evaluated that 54 out of 70 were believed that
team leadership simple activity which could entails attracting others to act about the meeting of
the goal while 11 out of 70 have disagreed with same statement.
Table 6: Does performance is determined as the capability of accomplishing after exerted
efforts
Does performance is determined as the
capability of accomplishing after exerted
efforts
Yes 50
No 20
Chart 6: Does performance is determined as the capability of accomplishing after exerted
efforts

MANAGEMENT 33
Yes No
0
10
20
30
40
50
60
Does performance is determined as
the capability of accomplishing after
exerted efforts
Does performance is
determined as the
capability of accomplishing
after exerted efforts
The above chart depicted that 50 out of 70 participants stated that performance is determined as
the capability of accomplishing after exerted efforts while 20 out of 70 have disagreed with same
statement.
Table 7: Do you agree that leading is process of attracting as well as directing acts of
structured team for accomplishing objectives by using effective communication skills
Do you agree that leading is process of attracting as
well as directing acts of structured team for
accomplishing objectives by using effective
communication skills
Strongly agree 28
Agree 17
Neutral 8
Disagree 9
Strongly disagree 8

MANAGEMENT 34
Chart 7: Do you agree that leading is process of attracting as well as directing acts of
structured team for accomplishing objectives by using effective communication skills
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
5
10
15
20
25
30
Do you agree that leading is process
of attracting as well as directing acts
of structured team for accomplishing
objectives by using effective
communication skills
Do you agree that leading
is process of attracting as
well as directing acts of
structured team for
accomplishing objectives
by using effective
communication skills
The above chart demonstrated that there 45 out of 70 sought that leading is a process of
attracting as well as directing acts of structured team for accomplishing objectives by using
effective communication skills 17 out 70 have disagreed with this statement.
RO2: Role of leadership styles on the organizational performance
Table 8: Do you believe that the leadership style can determine as kind of relation that are
practiced by individuals for developing effective relationship with other
Do you believe that the leadership style can determine as
kind of relation that are practiced by individuals for
developing effective relationship with other
Strongly agree 39
Agree 12
Neutral 5
Disagree 8

MANAGEMENT 35
Strongly disagree 6
Chart 8: Do you believe that the leadership style can determine as kind of relation that are
practiced by individuals for developing effective relationship with other
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 5 10 15 20 25 30 35 40 45
Do you believe that the leadership
style could determine as type of
relation that are practiced by a
person for making an effective
relationship with other
Do you believe that the
leadership style could
determine as type of
relation that are practiced
by a person for making an
effective relationship with
other
The above table and chart illustrated that 51 out of 70 believed that leadership style can
determine as type of relation that are practiced by a person for making an effective relationship
with others while 14 out of 70 have disagreed with the same statement.
RO3: To address leadership challenges in improving the organizational performance
Table 9: In your opinion, lack of communication is major challenge in improving the
organizational performance?
In your opinion, lack of communication is
a major challenge in improving the
organizational performance?
Strongly agree 29
Agree 19

MANAGEMENT 36
Neutral 4
Disagree 5
Strongly disagree 13
Chart 9: In your opinion, lack of communication is a major challenge in improving the
organizational performance
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
5
10
15
20
25
30
35
In your opinion, lack of
communication is a major challenge
in improving the organizational
performance? In your opinion, lack of
communication is a major
challenge in improving the
organizational
performance?
The above chart indicated that 48 out of 70 were believed that lack of communication is major
challenge in improving organizational performance while 18 out of 70 participants were
disagreed with this statement. Thus, it can be stated that communication is being a major issue in
the leadership that would also be affecting to the overall performance of the organizational
performance.
Table 10: Do you believed that handling conflicts as well as managing the internal politics
could another issues that could be faced by the leader in the business process
Do you believe that handling conflicts as
well as managing internal politics could

MANAGEMENT 37
other issues that could be faced by the
leader in the business process?
Yes 49
No 21
Chart 10: Do you believed that handling conflicts as well as managing the internal politics
could another issues that could be faced by the leader in the business process
Yes
70%
No
30%
Do you believed that handling
conflicts as well as managing the
internal politics could another issues
that could be faced by the leader in
the business process?
The above table illustrated that 49 out of 70 agreed that handling conflicts as well as managing
internal politics could another issue that could be faced by the leader in the business process
while 21 out of 70 were not favor of this.
Table 11: Do you feel that that a team leader could offering growth opportunities could be
a major challenge for the leader that restraints to the leader for process
Do you feel that a team leader could be
offering growth opportunities could be a
major challenge for the leader that

MANAGEMENT 38
restraints to the leader for process
Yes 59
No 11
Chart 11: Do you feel that that a team leader could offering growth opportunities could be
a major challenge for the leader that restraints to the leader for process
84%
16%
Do you feel that a team leader could
offering growth opportunities could
be a major challenge for the leader
that restraints to the leader for
process
Yes No
This table and chart demonstrated that 59 out of 70 felt that a team leader could be offering
growth opportunities could be a major challenge for the leader that restraints to the leader for the
process while 11 out of 70 were not favor of this.
RO4: Recommended effective leadership styles on the organizational performance
Table 12: Do you agree that a leader could inspire others by considering the participative
leadership style in their business process
Do you agree that a leader could inspires others by
considering the participative leadership style in their
business process

MANAGEMENT 39
Strongly agree 29
Agree 15
Neutral 7
Disagree 10
Strongly disagree 9
Chart 12: Do you agree that a leader could inspires others by considering the participative
leadership style in their business process
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
5
10
15
20
25
30
35
Do you agree that a leader could
inspires others by considering the
participative leadership style in their
business process Do you agree that
recommended that
inspires others by
considering the
participative leadership
style in their business
process
From the collected information, it is illustrated that 44 out of 70 were believed that a leader could
inspires others by considering the participative leadership style in their business process while 19
out of 70 have disagreed with same statement.
Table 13: Do you feel they the transformational leadership style should practice by the
team leader as it permits the leader to comprehend the different way of managing the
conflicts
Do you feel they the transformational leadership style

MANAGEMENT 40
should practice by the team leader as it permits the
leader to comprehend the different way of managing the
conflicts
Strongly agree 36
Agree 19
Neutral 5
Disagree 7
Strongly disagree 3
Chart 13: Do you feel they the transformational leadership style should practice by the
team leader as it permits the leader to comprehend the different way of managing the
conflicts
Strongly
agree Agree Neutral Disagree Strongly
disagree
0
10
20
30
40
Do you feel they the
transformational leadership style
should practice by the team leader as
it permits the leader to comprehend
the different way of managing the
conflicts
Do you feel they the
transformational
leadership style should
practice by the team leader
as it permits the leader to
comprehend the different
way of managing the
conflicts
The above chart evaluated that 55 out of 70 were believed that transformational leadership style
should practice by the team leader as it permits the leader to comprehend the different ways of
managing the conflicts while 10 out of 70 have disagreed with this statement.

MANAGEMENT 41

MANAGEMENT 42
Findings
From the questionnaire, it is found that number of candidates believed that leadership is a
significant way of attracting others to operate their work towards the particular matter. This is
also addressed that most of the candidates also agreed that team leadership simple activity which
could entails attracting others to act about the meeting of the goal. These findings were favored
by view of Nguyen et al. (2017) as it was identified that administration is a compelling method
for pulling in others to work their work towards the specific issue. It is us typically decided as
basic as the methodology to legitimately impact the number of individuals in less time for
meeting the point and goals of the particular issue. The initiative is generally is resolved as the
method of pulling in individuals to coordinate is endeavoring about gathering the objective of the
firm. The initiative is resolved as the job of drawing in a number of individuals to meet the
explicit objective of the association. This decided as the specialty of pulling in the individuals so
they would endeavor eagerly about the group destinations. The key idea could be developing to
involve availability for filling in as well as with fixing just as certainty. McCann et al. (2014)
stated that Group authority basic movement which could involve pulling in others to act about
the gathering of the objective. The initiative is a demonstration of rousing making individual
performs the distinctive act that proposed to meet the specific objective. This is an action to get
things going when contrasted with let things occur. It is tended to that pioneer is the individual
who has the ability to naturally just as extraneously pulls in the group. It is represented that
initiative is the most unmistakable capacity of the board demonstration. The administration is a
demonstration that upheld to manage the number of individuals. It is variedly alluded to
directing, starting, controlling, ordering, just as enacting. It is inspected that each represents a
similar point whatever gift rehearsed. It is analyzed administration has given differing

MANAGEMENT 43
approaches to meet their objective. It is inspected that the method of pulling in individuals so as
they will have the option to excitedly meets the objective of the association.
The questionnaire depicted that performance is determined as the capability of accomplishing
after exerted efforts. It is also stated that leading is process of attracting as well as directing acts
of structured team for accomplishing objectives by using effective communication skills. It can
also be illustrated that the leadership style could determine as type of relation that are practiced
by a person for making an effective relationship with others. These findings were favored by
opinion of Özer and Tınaztepe (2014) as it was addressed that the ability to achieve after applied
endeavors. It presents assessments of accepting that the presentation is, in the end, an individual
marvel with climate factors pulling in execution fundamentally by its impact on individual
elements of the exhibition capacity just as motivation. It is generally acknowledged that are
successful organization required viable authority just as the organization execution which would
endure in the immediate add up to disregard of it. It is represented that there is an immediate
connection between the authority styles just as authoritative execution. Driving is the procedure
of drawing in just as coordinating demonstrations of the organized group for achieving targets by
utilizing compelling relational abilities. The administration is introduced to the relational
connection hence the group chief maybe has a place with the group. The organization could
involve two and more individuals that exist on the consistent premise with the aim of meeting the
point. Each organization involves various variables that may interrelate viably as it is the
objective just as targets of authority to be accomplished. The authority style could decide as a
sort of connection that is drilled by an individual for making a compelling association with
others. It is likewise analyzed that a viable association with others that could influence an
individual in getting the conceivable result. A large portion of the association has to utilize the

MANAGEMENT 44
administration styles for the benefit of their needs. These styles were known as the dynamic,
value-based, transformational, and alluring administration. The vast majority of the association
has utilized these administration styles for meeting their objective and directs the representatives
in a fitting way.
Through the obtained data, it is also identified that number of candidates believed that lack of
communication is a major challenge in enhancing firm performance. It can be summarized that
handling conflicts as well as managing internal politics could other issues that could be faced by
the leader in business process. With respect to the data, it is illustrated that a team leader could
offer growth opportunities could be a major challenge for the leader that restraints to the leader
for the process. These findings were favored by the view of Long et al. (2014) as it was
examined that absence of correspondence is a significant test in improving the authoritative
execution. The capacity to obviously chat with the individual around them is one of the most
basic administration characteristics. This is definitely not a basic sound. It is delineated that a
large portion of the group head could withdraw themselves just as their colleagues. It is one of
the basic phases of intensity which is assorted. The correspondence could legitimately affect in
transit of accomplishing the objective of the association. Dealing with clashes just as dealing
with the interior legislative issues could other issues that could be looked at by the pioneer in the
business procedure. It is delineated that taking care of contentions could require question goals
aptitudes. In the event that such clashes are not overseen just as taken care of appropriately, at
that point it influences the way of life of the work environment just as the efficiency of the
association. Moreover, it is shown that the key test that the group head could go up against by
strife issue.

MANAGEMENT 45
Form the questionnaire, it is found that most participants believed that a leader could inspire
others by considering the participative leadership style in their business process. Most of the
candidates agreed that transformational leadership style should practice by team leader as it
permits the leader to comprehend the different ways of managing the conflicts. These findings
were favored by view of Zhang et al. (2015) as it was examined that transformational leadership
style should practice by the team leader as it permits the leader to comprehend the different way
of managing the conflicts. This leadership style also supports to bring a favorable attitude
towards the work. The leaders should also make an effective relationship with others. It is
illustrated that the team leader should always have straightforward as well as honest towards a
particular act that permits to meet the organizational task. It is quite complicated for the leader to
know methods by which they will make a decision towards the organizational task.

MANAGEMENT 46
Chapter 5: Conclusion and recommendation
1.25 Conclusion
As per above interpretation, it can be concluded that leadership is significant way of influencing
others to operate their work towards the particular matter. It can also be illustrated that team
leadership simple activity which could entails attracting others to act about the meeting of the
goal. It is also found that performance is determined as the capability of accomplishing after
exerted efforts. It can also be examined that leading is process of attracting as well as directing
acts of structured team for accomplishing objectives by using effective communication skills. It
can also be concluded that the leadership style could determine as type of relation that are
practiced by individual for developing an effective liaison with others.
It can also be illustrated that lack of communication is major challenge in improving
organizational performance. It can also be examined that handling conflicts as well as managing
internal politics could other issues that could be faced by leader in the business process. It can
also be exhibited that that a team leader could offering growth opportunities that could be a
major challenge for the leader that restraints to the leader for the process.
From the above evaluation, it can be illustrated that inspires others by considering the
participative leadership style in their business process. It can be summarized that the
transformational leadership style should practice through team leader as it permits the leader to
comprehend the different ways of managing the conflicts.
1.26 Recommendation
The recommendation is associated to role of leadership styles in enhancing firm performance. It
can be suggested that firm should practice several leadership styles that are effective in meeting
the organizational task named participative leadership, transformational leadership, democratic

MANAGEMENT 47
leadership, and transactional leadership (van der Voet, 2016). This leadership style can be
significant in collecting depth data for investigation concern. The team leader of the organization
should be aware of the effective skills of the leadership caused by dealing with different natures
of people (Nasomboon, 2014).
It can also be suggested that firm should give training methods caused by improving the behavior
of subordinates. It could be significant in gathering reliable data about investigation matters. This
study examined that if employees were trained about the behaviors that are considered in the
study caused by improving firm performance (Buble, et al. 2014). It can be recommended that if
an organization provides an effective remuneration could provide an opportunity for the team
leader to retain their subordinates and influence them for working in the upcoming period. It can
be recommended that leadership is one of significant technique which is used for meeting the
organizational task in the least time (Bassous, 2015).

MANAGEMENT 48
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Appendix: Survey through questionnaire
Please specify your gender
A. Male
B. Female
Please specify your age
A. Under 23 to 27 years old
B. 28 to 32 years old
C. More than 33 years old
Please specify your experience
A. Less than 2 years of experience
B. Under 3 to 5 years of experience
C. More than 6 years of experience
RO1: Meaning of leadership styles and organizational performance
Do you agree that leadership is an effective way of attracting others to operate their work
towards the particular matter?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
Do you believe that team leadership simple activity that could entails attracting others to act
about the meeting of the goal?
A. Strongly agree

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B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
Does performance is determined as the capability of accomplishing after exerted efforts?
A. Yes
B. No
Do you agree that leading is process of attracting as well as directing acts of structured team for
accomplishing objectives by using effective communication skills?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
RO2 Role of leadership styles on the organizational performance
Do you believe that the leadership style could determine as type of relation that are practiced by
a person for making an effective relationship with others?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
RO3: To address leadership challenges in improving the organizational performance

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In your opinion, lack of communication is a major challenge in improving the organizational
performance?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
Do you believe that handling conflicts as well as managing internal politics could another issues
that could be faced by the leader in the business process?
A. Yes
B. No
Do you feel that that a team leader could offer growth opportunities that could be a major
challenge for the leader that restraints to the leader for a process?
A. Yes
B. No
RO4: Recommended effective leadership styles on the organizational performance
Do you agree that a leader could inspire others by considering the participative leadership style
in their business process?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree

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Do you feel they the transformational leadership style should practice by the team leader as it
permits the leader to comprehend the different way of managing the conflicts?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree