Analysis of Leadership Styles and Their Effect on Employees

This report examines the effect of different leadership styles on employee performance within an organization. It explores autocratic, democratic, and participative leadership approaches, analyzing their impact on employee behavior, motivation, and overall productivity. The study utilizes a qualitative approach, incorporating secondary research from previous studies, journals, and scholarly articles to provide a comprehensive overview. The report investigates the historical context of leadership, contrasting traditional personnel administration with modern human resource management strategies. It defines key concepts such as leadership and employee performance, and applies Fiedler's contingency theory to explain the relationship between leadership styles and employee outcomes. The report aims to identify the most effective leadership styles for various situations, considering factors like decision-making, employee empowerment, and the importance of feedback. It also highlights the significance of leadership in fostering employee engagement and achieving organizational goals, concluding that democratic leadership is generally beneficial, while autocratic and participative styles have specific applications depending on the context and employee involvement.

Running Head: EFFECT OF LEADERSHIP STYLE PRACTICED IN AN
ORGANIZATION 1
Effect of Leadership Styles Practiced In an Organization
Name
Institution

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Abstract
The study is pursued to determine the effect of leadership style practiced in an institute
and how they influence the performance of the employee. The aim of the study is to see how
different type of leadership styles affects the performance of workers. These styles include
democratic, autocratic, and participative. The objective that guided the study was to investigate
how employees are affected by this different type of leadership and the effect on their work. The
study was done through a qualitative approach, and secondary research was to be integrated. This
is to help in providing sufficient discussion for stakeholders and readers that will alight them
more about the matter and different variable that is involved in it. Previous researchers, journal
content, and magazines will be used as secondary data. Present knowledge on books and journals
will be considered as secondary data. Different scholars were used to validating the research
objective. In the end, it was determined that democratic leadership style is useful in the all-time
horizon, in short-term autocratic can be used while participative leadership is used for long-term
purposes and should only be used when the effect of an employee is positive (Caillier, 2014).
Keywords
Leadership; Autocratic; Democratic; Participative; Employee performance
Introduction
Background
The study mainly focuses on the effect of employees under different leadership styles
with the main focus being the employee. This segment the background of the study is focused on
historical, conception and theoretical perspective.

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Historical perspective
In the recent years, the approach used to manage the employee and organization at large
ha changed. Human resource management has substituted the traditional notion of personnel
administration (Northouse, 2015). This has led to the new strategic addition of new styles in
leadership into active management of employee and to increase employee’s performance.
Different leadership styles that fit the employees concerning decision making, empowerment and
amount of direction have been put in place. An administrative occurrence reflects the possibility
of leadership, performance criteria, and condition measures have been left on their own, and this
has affected the performance of employee due to inexistence of aligned direction and
implementation of strategic styles in performing daily chores.
In the past, participative leadership was lacking, and according to the research done, it is
an essential tool to use in leadership especially in managing large companies.
Conceptual perspective
In this study, a different type of leadership has been discussed as independent variables
while employees are treated as the dependent variable. A conception model is established on the
terms of their link with the analysis of which leadership style is effective in improving the
performance of the company. Therefore, performance was operationally viewed as defined
duties, team input, meeting deadline and achieving set goals. It should lead to specialization, the
good relation in an organization, and effective feedback (Wang, et al, 2014).
Leadership is defined as the capacity to employ administrative abilities to organized
performance process through inspiration, ignition, and motivation of a team to meet set goals of
an organization. Leadership should be improved to cause efficiency.

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Theoretical perspective
The theory of Fiedler leadership states that the perfect match between the leadership and
employees determines the performance. The capability to lead contiguous upon the situation
factors that include the ideal style, capability, and behavior of the leader plus the competency of
the employee. The theory suggests that leaders should adopt the style which is highly accepted
by the employee and will enable them to work with passion (Herman and Chiu, 2014)
Explanation and persuasion are highly involved in leadership as well as the ability to
affirm, identify and to renew the value of group represented by the leader. A leader who will be
serving public service needs more than social skill, managerial expertise, and cultural literacy. A
better leader can guide its employee by telling them relevant issues and maintaining quality and
team spirit.it is a great responsibility to become a team member of an organization, therefore,
leader should promote the core value and maturity on their responsibility and role.
Purpose
The study was conducted so as to realize the effect of different leadership skills on
workers performance. The styles include autocratic, democratic, and participative.
Specific Objectives
The research in analyzing the importance and efficiency of leadership is accompanied by
objectives. It is worthless to perform a research without objective hence the objectives of this
study include
1. To identify the leadership styles that that is effective to worker performance.

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2. To identify and to explain the link between employee performance and leadership
skills.
3. To identify which leadership model is relevant for employees and how it will
affect their performance.
4. To know the importance of leadership styles in the performance employee.
Research Questions
1. What is the result of effective leadership to the employee?
2. Which leadership skills should be used to employees and at what stage?
3. What is the link between the performance of an employee and democratic
leadership skills?
4. The type of relationship that exists between the performance of employee and
participative leadership style.
5. To what extent does the performance of employee affected by authoritative style?
Significance of the Study
By satisfying aims which were specified in the objective division, this study will be used
by investigators who are concentrating on understanding the effect of leadership at workstation.
The finding in this will be used by researchers to create a huge impact on society (Liden, et al.,
2014). The findings can also be used as a source for other results that might demonstrate to be
useful in bringing changes in an organization.

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The study will also be relevant to leaders since they will learn on how to work with their
employees and how to take care of their needs. An organization will also choose the best style of
leadership to choose.
Scope of the Study
The main focus of the study is on finding how authoritative leadership, participative
leadership, and democratic leadership styles enhance employees’ performance which entails
meeting of deadlines, execution of well-defined duties, and accomplishing organizational goals.
Literature review
To begin with, hats leadership? What are the available styles of leadership? In the
theoretical framework of the study, three leadership styles have been discussed vividly, as well
as their individual effects on employee performance. They include participative, autocratic and
democratic mode of leadership.
Leadership
This is the process whereby the top management can give guidance, directives and
influence workers behaviors aimed at meeting specified objectives.it can as well be the capability
of the executive heads to influence junior staff to work efficiently and effectively.in addition it’s
the ability to effect a group’s consciousness of set objectives. Leaders need to formulate future
vision in a bid to motivate the members of an organization to achieve the set goals as well as
working on their performance. Leadership is human, as such it’s centered towards uniting and
improving the output of employees eyeing a specific objective. Leadership is meant to deal with
and handle changes, concentrating on the future.

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Leadership styles.
Leadership styles can be grouped ranging from autocratic, democratic to participative, all
indicating the extent and role of decision making and power in an organization.
Democratic leadership approach usually is directed by the ‘I Share’ principle. Each team
has equal opportunities as far as resolution making is concerned. Democratic leadership in an
organization can be applied in times of creating and forecasting an organization’s budget (Carter
et al., 2013).
Participative leadership model encompasses all members of a production unit pinpointing
critical objectives and come up with the modest processes and measures to achieve the set
objectives. This method of leadership mandates the unit heads to not only issue directives and
instructions but also to be the source of critical views as far as seeking solutions to problems is
concerned. It’s widely applicable in volunteering organizations, home set up or as well business
set up.
Among the main advantages of participative leadership, model is that there is ample time
for improvement of the chosen heads to serve the organizational the future. This mode as well
promotes creativity and gives room for talent demonstration since it articulates for group
participation in common goal achievement (Ahmed, et al, 2014). This, in the long run, can be
used as a tool towards improving performance and productivity of a group as well as proving the
potential group members who can come up with positive ideologies to improve skills and ability
as well as organization’s management in the future.

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As much as everyone is at will to choose their preferred style of leadership, a competent
leader will adopt a method bearing in mind the issue at hand. Some of the critical considerations
they have to consider include:
a) Criticality of the issue at hand. Are the decisions to be made immediately? What are
the possible effects of the chosen mode to the efficient running of the organization?
b) Availability of enough resources, skills and time to make decisions based on the
appropriate method selected.
c) Traditions of the organization, i.e., was the selected method preferred in the past?
Theoretical framework.
According to Fred Fielders contingency theory, an employee’s efficiency and
effectiveness to produce lies upon the appropriate set between leaders capability to match the
employees' behavior, attitudes, competencies as well as appropriate choice of leadership style.
According to this theory, leaders should select the best method, considering the situation at hand
and one which will empower immediate performance of an employee. A competent leader
should possess the ability to guide and educate his or her employees to improve their
productivity as well as providing them with key skills to make them offer world-class quality
output. They should as well bear the accountability of the leadership role among their junior
employees. Outlining of step by step principles of leadership, have played an important role in
promoting essential norms as well as the development of the leaders and their subordinates on
their duty of accountability.
Since the different scenarios affect the roles of leaders in a firm, they would as well affect
the manner in which tasks are to be carried out in the organization, as such three broad leadership

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styles to be adopted of which each of the selected styles has significant effects on employee
performance (Iqbal, et al, 2015).
Autocratic/Authoritarian: this refers to those type of leaders who give orders that are not
liable to any argumentations from their subordinates. Policies and Plans are made in separation
from the group. Such leaders give orders without giving enough reasons for the choice of such
orders. The autocratic leaders only direct orders, they are not part of the team executing the given
orders
Traits of autocratic style: they possess all the mandate in decision making, they have
improbable demands, are disciplinarians, do not allow their stands to be questionable by anyone,
they rarely give gratitude for well-executed duties, always have differing ideologies, are easily
offended as well as use others for their benefit.
Democratic/Passive: these are the best type of leaders, they do not make orders but
involve others in decision making. They only execute the agreed upon decisions
Participative: in this mode employees play key role in decision-making process. Their
ideologies are employed by their leaders in making decisions. In this mode, employees are
regularly informed about the future and are given a chance to air their views about the decisions
arrives at (Hermosillo, et al., 2016).
Effect of different styles on employee performance
Participative mode of leadership plays a significant role in promoting employees output
since the employees have trust in the leadership and as such are motivated to work efficiently as
far as productivity and decision making are concerned. In the autocratic mode, employees feel

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belittled, and this has a negative influence on their efficiency. In a democratic mode, employees
have a say in decision making, and they are better off as opposed to autocratic mode.
Research Methodology
The problems in this study will be explored in an investigation and interpretative view,
with the help of descriptive approach which uses focus collection, interviews. Gathering of
information about the present conditions are entailed in Descriptive research. The reason for
using this method is to illustrate the nature of the condition, at the time the study was being
conducted and to determine the effects of certain sensations on the presentation of the workers of
the firm and the performance of the organization (Silverman, 2016).
Data collection secondary source: integrated sources will be used for secondary data. The
reason is to provide enough sources for readers to help them comprehend more about the matter
and various variables that are intricate in it. On the other hand, previous reports, journals,
magazines, and newspaper will be used as sources in secondary research. Existing findings and
present knowledge in books will be used as secondary research. The explanation accounted will
be directed as qualitative (Bello, 2015).
Data collection method
The data used for this project will be obtained through interview and getting views of
employees on what they think about leadership. The secondary data will be collected through
journals and research done by other researchers.

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Sampling Procedure
Our data analysis method will be based on expert sampling. This is a method where by
opinion obtained from different employees during interview will be analysed.
Data Analysis Technique
This is the most crucial part of research methodology where all the obtained data to be
analysed to come up with the data which explains the research theme in an finest manner. Data
will be presented in form of graphs and percentages showing the preferred leadership style by the
employee. The analysis of the variance using bivariate and univariate will be presented to show
the effect of different types of leadership on employee. Finally systematic approach in
understanding evidence rationality in workplace using grounded theory approach will be process
of major finding.
Ethical Consideration
Since the research was conducted through interview, the information about those
who participated on the interview will be kept secret. It’s not ethical for a researcher to dispose
the names of participants, the confidential information they communicated. According to
Zikmund (2015) research information that is collected is kept in a confident way and the
information given is not given in a biased way
Conclusions
As illustrated Aby Myron Rush and Cole, employees feel authority and self-confidence in
doing their job and making the different decision when the participative method of leadership is
used. The style got a great positive impact on employee since they feel involved in running the

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business. This is opposed to an authoritative style where all decision are made by the leader. In
this circumstance, the employee feels inferior in doing the job and making a decision.
Democratic approach is better than autocratic style. In democratic style, employees have
discretionary power to do work. The majority group always take the day, so sometimes the style
is biased and oppress the minority (Wong & Laschinger, 2013).
The authoritative style is appropriate when the employee is new and do not understand
the flow or when they misuse their authority. The consultative style is appropriate when there is
the need for creative problem solving and when there is meeting by the organization to plan on
department improvement finally, participative style is appropriate when rewarding top
performers in the organization and when the team has talented and competent workers (Carter,
2008).

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