Investigating Indecisive Leadership in HRM at Nature Landscapes Pte

This report presents a research proposal investigating the effects of indecisive leadership on human resource management (HRM) at Nature Landscapes Pte. The introduction highlights the detrimental impact of indecisive leadership on organizational performance, particularly within the HRM department, which is crucial for employee engagement, policy implementation, and overall progress. The report provides background information on Nature Landscapes Pte, emphasizing how indecisiveness has led to mismanagement issues. A literature review explores existing research on decisive leadership and its benefits, contrasting it with the negative consequences of indecisive leadership. The research methodology section outlines the use of a positivism philosophy, a descriptive design, and a deductive approach, utilizing both primary and secondary data collection methods, including surveys and interviews, to analyze the effects of indecisive leadership. The report also includes data analysis, presentation, recommendations, and a conclusion, along with appendices and references to support the findings and proposed solutions for Nature Landscapes Pte to mitigate the adverse effects of indecisive leadership.

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Table of Contents
Introduction......................................................................................................................................3
Organization background.................................................................................................................4
Literature review..............................................................................................................................5
Research methodologies..................................................................................................................7
Data Analysis...................................................................................................................................8
Data presentation.............................................................................................................................8
Recommendations............................................................................................................................9
Conclusion.......................................................................................................................................9
Appendix........................................................................................................................................11
Table 1....................................................................................................................................11
Table 2....................................................................................................................................11
References......................................................................................................................................12

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Introduction
The purpose of this paper is to formulate a research proposal on topic, “indecisive leadership
leads to mismanagement in human resource management at Nature Landscapes Pte”. This is a
leadership concept that needs to be developed so as to promote decisive leadership. Lack of
proper leadership results to a lot of damages in an organization such as reduction of progress in
an organization. Indecisiveness in leadership is a vice that reduces work performance at personal
and group level. In that case, leaders who apply indecisive measures in leadership find
themselves with no support to their policies. Their authority as leaders’ bear no fruits since
output per worker is always low (Lumpkin, 2007). Low performance is an indicator that
leadership strategies applied in an organization are neither effective nor efficient.
Indecisiveness leadership affects key departments in an organization which results in low
performance in an organization. The main department affected by indecisive leadership is human
resource department. This is a very important department in any organization. Human resource
department can be referred as a pillar of an organization. There are a lot of policies and
procedures that take place in human resource department. Activities such as recruitment of
workforce in an organization greatly depend on policies and formalities applied in human
resource management department. Working environment, working culture and work results are
highly determined by human resource department. This implies that the entire progress of an
organization is greatly controlled by human resource management department. Thus, indecisive
leadership damage human resource department together with other departments in an
organization (Richard & Mitchell, 2012). Indecisiveness leadership will damage the
organizations when it is initiated by leaders who rely on the position of other leaders in an
organization. Use of indecisive leadership will destroy human resource management which in
return paralyzed the entire operations of the organization under consideration.
Organization background.
The organization under consideration is called Nature Landscapes Pte. This organization was
established as a company with more than 30 years of industry experience. The main experience
associated with this company is delivering reliable as well as high-quality landscaping services
to the clients. In that case, the organization uses a piece of art to provide services to the
consumers. The human resource management of this organization has been affected by

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indecisive leadership which resulted in mismanagement of human resource management. Human
resource management of Nature Landscapes Pte is the heart of the organization on matters of
performance management, employees’ engagement, safety policies, the motivation of workers,
and training of employees along with other strategic roles of the organization (Jonasson, 2012).
In this organization, indecisiveness in leaders results in low performance since workers tend to
lose confidence in their leaders. These aspects of mismanagement of human resource
management are associated with employees’ performance, policy interpretation, employee
relation as well as penetration to the market. Mismanagement of human resource management in
Nature Landscapes Pte affect several sectors such as staff turnover, the demand for employee
and profitability in the market.
Nature Landscapes Pte Ltd has been facing human resource mismanagement issues. These issues
include recruiting the correct people, training services, the feeling of mutual loyalty as well as
empowerment of quality services due to the indecisiveness of leaders. The aspect of
indecisiveness in leadership at Nature Landscapes Pte made the achievement of goals, objectives,
and targets difficult. In that case, the organization required an upper hand so as to mitigate issues
of indecisiveness in leadership. Despite the company having faced challenges associated with
indecisive leadership, the company managed to gather a team of staffs with desirable strengths.
These staffs are estimated to be over 500 workers. The company also own over 50,000 nurseries
that are fully stocked in square meters (Johnson, 2007). This has enabled Nature Landscapes Pte
to create a clear portfolio that consists of prestigious hotels, high tech factories, golf courses,
public amenities, recreation facilities as well as condominiums which are located in Singapore.
This is a clear background to indicate how Nature Landscapes Pte required human resource
management. In that connection, any error in leadership such as indecisive leadership may result
in a lot of difficulties when performing all these activities. Leaders at Nature Landscapes Pte
need to be decisive and authentic so as to deliver quality services to the clients.
Literature review
There are several kinds of literature that can be applied to this proposal so as to address the issue
of indecisive leadership that result in mismanagement human resource management of Nature
Landscapes Pte. These literature are associated with leadership policies and strategies in
organizations (Harrison & Widjaja, 2014). Therefore, by comparing different sources on
leadership and human resource management, the proposal will be effective so as to assist Nature

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Landscapes Pte to mitigate challenges associated with indecisive leadership. In this proposal, we
consider several articles on leadership and human resource management so as to identify various
recommendations on leadership as well as identification of literature gaps that need to be
addressed in indecisive leadership. This will assist leaders in Nature Landscapes Pte to mitigate
the effects of indecisive leadership.
According to Douglas Bernheim and Aaron Bodoh-Creed, the authors have managed to fully
design a research on the theory of decisive leadership. Decisive leadership is a strategy applied to
leadership and management so as to promote decision making and judgment. Leaders in this
particular case worked together with other workers so as to achieve the overall objectives of the
organization (Kushwaha, 2013). Decisive leaders are compared to authentic leaders in the theory
of decisive leadership. As the word suggests, decisive leadership is generated from the word
decision. Therefore, the theory of decisive leadership attempt to elaborate the concept of decision
making in leadership. The authors address the issue of the election so as to indicate how decisive
leadership should be applied. They assert that voters chose to support a candidate based on
positions they place their ideas so as to solve issues (Northouse, 2015). However, the same
voters are aware that majority of these candidates end up changing their motive once elected.
When they assume office, they are not the same people who demonstrated a lot of concern on
issues affecting the voters. This is where indecisive leadership arises.
Rebecca Knight wrote a book on how to deal with the chronically indecisive boss. In her book,
the author asserts that the preference for decisive leaders is a natural outgrowth of needs that
people around them demand to be initiated and provided. Therefore, decisive leaders will
consider issues affecting the community so as to satisfy needs and desires (London, 2014). A
decisive leader will commit resources and time so as to ensure all the requirements are in
position. The community and stakeholders involved are incorporated in making decisions to be
applied in the decision-making process. However, not all leaders are decisive as recommended
by the theory of decisive leadership. In that case, some leaders are indecisive. This is a very
undesirable characteristic of leaders. These leaders mismanage funds and destroy the entire
human resource management (Eaton, 2017). They fail to consider the stakeholders in making
decisions and judgment. By the end of leadership process, these leaders achieve very little that
indicate achievements. In that case, Rebecca Knight wrote a book on how to deal with such

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leaders in her book on how to deal with the chronically indecisive boss. She asserts that the best
way to deal with indecisive leaders involves analysis of their performance in a given period of
time. In that case, you will be in a position to analyze the skills and weaknesses of such leaders.
The final step to be incorporated involves enforcing policies to be addressed by all departments
concerning the inability to perform duties by indecisive leaders. With collected facts on the
incompetence of such a leader, all the department can work together to initiate a change in
leadership. The core department that can be used to initiate those changes is human resource
department (Jamali, El Dirani & Harwood, 2015). The main reason underlying this assumption is
due to adverse effects caused by indecisive leadership on mismanaging human resource
management.
Lastly, by considering the great work of Scott Bolton, we realize the importance of proper
leadership in any organization. We also realize the importance of human resource management
in promoting the performance of an organization. This is achieved via motivation of workers by
providing proper working conditions and appropriate working culture. In his book, The
Indecisive Leader: Making a decision without making a decision, the author address the issue of
decision making in leadership. He asserts that those leaders who make personal decisions
without incorporating recommendations and decisions of other staffs and stakeholders end up
achieving less as compared to those leaders who incorporate ideas offered by other stakeholders
(Shapiro & Stefkovich, 2016). In summary, the author refers to those leaders who make
decisions at a personal level as indecisive while those who incorporate ideas of other
stakeholders as decisive.
From the above analysis of the literature on leadership and human resource management, we
realize a lot of issues underlying indecisive leadership. We also realize on how to deal with
indecisive leaders in the organization (Northouse, 2015). Therefore, these research proposal can
apply this literature in developing a concept of indecisive leadership. This will be important so as
to offer solutions to organizations such as Nature Landscapes Pte on how to mitigate adverse
effects of indecisive leadership in human resource management. It will also pave the way
forward in other leadership areas by identity which literature gaps have not been addressed by
the authors used in this review. Table 2 in the appendix indicate key literature to be applied.

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Research methodologies
Data and information are very important when addressing a particular issue. This is a key aspect
of the research proposal. Data accuracy with promoting reliability of analyzed data and
presentation. There are a number of research methodologies, research designs, and paradigms
that can be applied in research. In this particular research proposal, the researcher will select the
positivism philosophy, descriptive design, and deductive approach in order to collect data for
research. Both primary and secondary data will be collected so as to promote data accuracy.
Again, qualitative and quantitative research methodologies will be applied in the proposal. If
these methods are combined in data collection, then the research will be using a mixed method
approach to data collection (Harland, 2014). Mixed method approach of data collection has a lot
of advantages to the researcher. One main advantage associated with the mixed approach is
reliability and accuracy of data. Again, the researcher will be able to test hypothesis so as to
determine whether to accept or reject the null hypothesis.
The researcher will use secondary data to develop literature review section (Gok & Gok, 2016).
This will be important in comparing data and information gathered by different authors.
Secondary data will also be appropriate in identifying literature gaps. On the other hand, primary
data can be collected using survey method and interview. A sample can be determined from a
given population so as to determine the required respondents. Interview method to be used can
be open interview, structured or semi-structured interview (London, 2014). Primary data will be
useful to analyze the effect of indecisive leadership on human resource management at Nature
Landscapes Pte.
Again, the researcher needs to collect data from the survey. In that case, the researcher will
prepare 10 - 15 close-ended questions for the 30 mid to senior level employees of Nature
Landscapes Pte Ltd. In order to collect data for the interview, the researcher will conduct face-to-
face interviews with 5 human resource leaders in Nature Landscapes Pte Ltd by preparing 5
open-ended questions (Gioia, Corley & Hamilton, 2013). Survey data will be analyzed through
quantitative data analysis and interview data will be analyzed through qualitative data analysis
technique (Jamali, El Dirani & Harwood, 2015). Table 1 is attached in the appendix to indicate
how Survey data will be analyzed through quantitative data analysis. It also indicates how
interview data will be analyzed through qualitative data analysis technique.

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If the researcher manages to ensure data accuracy and data reliability, then it is evident that the
project to be developed on how to mitigate adverse effects of indecisive leadership on human
resource management will be appropriate.
Data Analysis.
Analysis of data is done after collecting both qualitative and quantitative data. This is important
so as to determine outcome gathered from survey study, sampling, questionnaire study and
interviews used to collect qualitative and quantitative data. The main objective of this proposal is
to determine indecisive leadership on mismanagement of human resource management at Nature
Landscapes Pte. In this topic, analysis of data will be done via testing of hypothesis. The
hypothesis is based on exploratory data analysis. The hypothesis will determine the confidence
level that indicates the reliability of null hypothesis (Harrison & Widjaja, 2014). In that case, the
researcher will decide whether to accept or reject null hypothesis as indicated below.
Null hypothesis: H0 indecisive leadership leads to mismanagement of human resource
management at Nature Landscapes Pte.
Alternative hypothesis: H1 H0 indecisive leadership does not lead to mismanagement of human
resource management at Nature Landscapes Pte.
If data analysis indicates a greater confidence level from data collected via interview and survey,
then we accept the null hypothesis.
Data presentation.
This process is done after data analysis. It is important to present data so as to make all
stakeholders understand the outcomes of research. Both qualitative and quantitative data are
presented. Qualitative data can be presented by plotting pictures of qualitative data and a
qualitative data table that indicates the outcome of hypothesis testing. They also indicate graphs
on responses provided during data collection so as to indicate the accuracy and reliability of data
on indecisive leadership on mismanagement of human resource management.
On the other hand, presentation of quantitative data needs to be clear. This is done using
statistical tools such as run charts, control charts and time series analysis. It can be done by

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summarizing data so as to indicate the level of impact of mismanagement caused by indecisive
leadership.
Recommendations
The recommendations asserted below are in line with aims and objectives of the project. They
attempt to recommend various aspects that need to be done so as to enhance mitigation of issue
under consideration.
1. The researcher needs to conduct positivism research so as to highlight reasons behind
indecisiveness in leadership on human resource management on Nature Landscape
Company. This will encourage hypothesis testing.
2. The researcher needs to benchmark from different organizations so as to explore the
impact of human resource mismanagement in an organization. This will assist the
researcher to compare the impacts of indecisive leadership between Nature Landscape
Company and other organization.
3. The researcher needs to apply descriptive research design so as to establish a relationship
between indecisive leadership and human resource management in Nature Landscapes
Pte Ltd.
4. We recommend the researcher to explore mitigation strategies and some possible
solutions to Nature Landscapes Pte Ltd to manage the human resource from indecisive
leaders.
Conclusion
Leadership is the cornerstone of any organization. Teamwork in leadership assists the
organization to fulfill management goals and objectives. In that connection, the researcher needs
to be positivist so as to determine the effects of indecisive leadership on human resource
management. There is need to enact ways that will be integrated with mitigation strategies so as
to offers solutions to Nature Landscapes Pte Ltd to manage the human resource from indecisive
leaders. This will assist the researcher to compare the impacts of indecisive leadership between
Nature Landscape Company and other organization. The researcher will also apply strategies
used by other organization to solve mismanagement of human resources management. If those
steps are followed, then the researcher will identify literature gaps that have not satisfied with
indecisive leadership.

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Appendix
Table 1.
Data
collection
process
Data
collection
instrument
Sample size Sample
population
Sampling
technique
Data
analysis
technique
Survey 10 - 15 close-
ended
questions
30 Mid to Senior
level
employees
Simple
random
sampling
Quantitative
data analysis
Interview 5 open-ended
questions
5 Human
resource
leaders
Non-
probability
sampling
Qualitative
data analysis
Table 2
Article Names Authors Published year
A Theory of Decisive
Leadership
B. Douglas Bernheim and
Aaron L. Bodoh-Creed
2016
How to deal with
chronically indecisive Boss
Rebecca Knight 2017
The Indecisive Leader:
Making a decision without
making a decision
Scott Boulton, 2014
Optimization by Integration:
A corporate governance and
human resource
Olabode Adeleke
Oyewunmi, Omotayo
Adewale Osibanjo ,
2017

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management dimension Hezekiah Oluwabusayo
Falola & Olusola Joshua
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