Impact of Leadership Style on Organisational Performance at DTPS

This report examines the influence of leadership styles on the organizational performance of the Department of Telecommunications and Postal Services (DTPS) in Gauteng. It begins by outlining the context, including the challenges faced by DTPS in relation to leadership effectiveness, employee morale, and leadership positions. The research aims to investigate the impact of leadership on organizational performance and identifies specific objectives, such as assessing employee perceptions of leadership and offering recommendations to improve leadership styles. A literature review explores leadership concepts, including transformational and transactional leadership styles, and their relationship to organizational performance. The report also outlines the research methodology, including the research philosophy, approach, purpose, design, and strategy. The study is significant as it could serve as a resource for other researchers and may assist the DTPS in enhancing its leadership approach and ultimately, its overall performance. The report also includes research questions to guide the investigation and provides a framework for understanding the complexities of leadership within the DTPS.

Running head: IMPACT OF LEADERSHIP STYLE ON ORGANISATIONAL
PERFORMANCE
Impact of Leadership Style on Organisational Performance
University Name
Student Name
Authors’ Note

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IMPACT OF LEADERSHIP STYLE ON ORGANISATIONAL PERFORMANCE
1. Introduction
The current study at hand intends to establish overall scope, definite context along with
significance of the research on specific subject matter under consideration by summarizing
present understanding regarding background information regarding the topic under
consideration, explaining overall purpose of the study presented in the form of problem of
research upheld by a hypothesis otherwise a selected set of research question, illustrating
concisely definite methodological approach utilized in the study for the examination of the
problem of the research, reflecting probable outcomes that the present study can reveal,
sketching remaining framework as well as organization of the research paper.
2. Context of the current research: Background information
Diverse employees can essentially have varied expectations from definite connotation of
leadership. As such, the business leaders, society leaders along with political leaders are
related to diverse connotations. In itself, the most important matter in this regard is that
leaders need to have the capability to exert impact on their own followers ().
As rightly indicated by (), there are essentially three extremely important aspects of
procedures of leadership that are elucidated herein below:
 Traits of Leadership, features along with consequential behaviour of leadership:
There are qualities that can augment overall potential of the leaders to carry out roles
of leadership and satisfy the specific roles effectually.
 Characteristics and features of different followers as well as members of the
group:
Essentially, this indicates towards varied attributes of specifically followers that can
exert immense influence on features as well as characteristics of leadership (Shin et

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IMPACT OF LEADERSHIP STYLE ON ORGANISATIONAL PERFORMANCE
al. 2015). Primarily, these features consist of different cultural as well as ethnic
backgrounds, attitudes and behaviour of different members of the group, anticipations
along with levels of education (Eisenbeiss et al. 2015)
 External along with internal environment that exerts influence on effectiveness
of leadership:
In essence, this specific circumstance otherwise situation can be said to be entirely
different in various points of time and this is said to alter, that is to say, in war or else
in times of peace, in different small or large sized business enterprises.
As correctly mentioned by Eisenbeiss et al. (2015), effectual communication among these
components contributes in the efficiency as well as usefulness of leadership. Fundamentally,
the leaders unwilling and at the same time incapable to act in response to this kind of
challenges, are more prone to turn into wielders of power for the purpose of maintaining
influence as well as power (Birasnav 2014). D’Innocenzo et al. (2016) stated that power
signifies overall influence of a specific leader along with probable influence rate. Particularly,
in case of business as well as political circumstances, power can be regarded as the
possession of particularly resources along with potential for exerting influence on the overall
result. Basically, power signifies potential capability of varied leaders to exert impact on the
employees, whilst, influence reflects overall capability of different leaders towards
communicating the thoughts, garnering support otherwise buy-in from various followers else
wise subordinates of specifically these specific notions as well as thoughts (Chen et al. 2014).
As rightly indicated by Colbert et al. (2014), specifically the Department of
Telecommunications and Postal Services is encountering varied leadership challenges in the
context of exerting impact on others to carry out particular jobs. These can help in achieving
organisational objectives as well as goals. Nevertheless, execution of power by different
leaders has become reality for particularly current business corporations. Essentially, leaders

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make use of and obtain power on a regular basis for achieving particular organisational
objectives. In particular, utilization of power augments both authorities of varied leaders
along with the organisational authority (Bouckenooghe et al. 2015). As suggested by
Breevaart et al. (2016), the employees of firms are relatively prone to act in response to three
diverse categories of powers and authorities of the organisation, that necessarily include
overall dedication and commitment, conformity or else conflict. In the similar way, it can be
hereby witnessed that employees working in the Department of Telecommunications and
Postal Services have the tendency to defy directives of different leaders. Fundamentally, it
might perhaps owing to their anticipation that they embrace to from their leaders.
3. Problem of the research
In itself, it can be hereby mentioned that leadership functional in the Department of
Telecommunications and Postal Services is necessarily not acting in response to varied
external as well as internal environmental alterations that influence effectiveness of
leadership. In essence, this direct the way towards low levels of morale of the members of the
staff, inadequacy of the commitment and higher rate of unfilled positions of leadership
(Breevaart et al. 2016). As such, the division of Department of Telecommunications and
Postal Services is necessarily encountered with the issue of having higher number of junior
executives operating in unoccupied positions of leadership in spite of having the requisite
training of assuming the positions.
4. Research Aim
The current study intends to examine overall influence of leadership on organizational
performance of the entire Department of Telecommunications and Postal Services (also
abbreviated as DTPS) operating in Gauteng.

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5. Objectives of research
In a bid to accumulate pertinent information as regards research topic under consideration,
following objectives of the research can be taken into account:
 To recognize overall perception of employees of subsisting style of leadership style
 To ascertain overall influence of leadership on performance of organisations
 To present suggestions to Department of Telecommunications and Postal Services
regarding their styles of leadership for improvement of performance of organisations
6. Questions of Research
The research questions that can be framed for gathering majority of authentic information
regarding the current research topic are as mentioned below:
- What are the specific perceptions of employees as regards existing styles of leadership?
-What are the ways in which Department of Telecommunication and Postal Services can
augment leadership styles that in turn can enhance overall level of performance of
organization?
7. Significance of the current study
The study under deliberation can be considered to be an effectual secondary source for other
scholars as well as researchers to undertake additional associated research piece. In essence,
findings of the research study can aid the corporation to enhance style of leadership. This can
essentially enhance performance level of the organisation (Bottomley et al. 2016). Again,
findings of the research can also facilitate in the process of recognizing diverse drivers of
organisational performance. In essence, it can aid contemporary business enterprises to

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assume proactive advances in place of assuming reactive advances for directing higher levels
of performance of business enterprises.
Literature Review
8.1 Introduction
The current section on systematic way of analysis of literature recognizes, analyses as well as
synthesizes the pertinent literature within a specific field of research. In essence, this
illuminates the manner knowledge has transformed within the specific field, throwing light
on things that has already been carried out, things that are generally assumed, things that are
emerging and things included in the present state of thinking on the current topic under
consideration. Furthermore, the within varied research texts, a review of literature recognizes
a gap in literature that indicates towards various unexplored otherwise under researched areas
of research. In essence, this articulates the way in which a specific research project can
address this specific research gap.
8.2 Notions on leadership
As rightly indicated by Engelen et al. (2015), leadership can be considered to be a potential
of an individual to establish and attain objectives and outperform objectives of the
corporation. In essence, success of the business enterprise can be said to be highly reliant on
performance of the business enterprise, effectual commitment of employees and job
satisfaction of employees. According to Eisenbeiss et al. (2015), leaders help and at the same
time inspire employees to be stiffly competitive by means of effectual style of leadership.
Particularly, over the past decades, different leadership has necessarily become the most
explored as well as important notion in businesses as well as industry for directing business
accomplishment. In particular, leadership style is not recognized by means of definite

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behaviour of leaders as well as behaviours. In essence, this has converted into the most
effectual components for organizational performance (D’Innocenzo et al. 2016). There are
different categories as well as styles of leadership that can have varied influence on
performance of business concerns. Therefore, it can essentially be mentioned that firm’s
leadership can have influence on performance of employees, and influence performance of
business concerns. In essence, the leaders of contemporary business enterprises have the need
to comprehend overall intricacies of the swiftly altering business environment in world
markets (Akeke 2016). Particularly, cooperative associations between leaders, workforces as
well as organized framework of the task often direct the way towards effectual performance
of workforce.
8.3 Leadership Styles: Transformational Leadership and Transactional Leadership
As correctly put forward by Breevaart et al. (2016), transformational leadership was in point
of fact started during the period 1960 by the proponent James Macgregor Burns. Thereafter, it
was designed by particularly Bass as well as Avolio, who necessarily have innovatively
transformed the formal notion of specifically leadership. In particular, in present-day
researches founded on leadership, particularly transformational leadership can be regarded as
the most popular and at the same time regularly sought-after style of leadership among
diverse scholars. As mentioned by Breevaart et al. (2016), transformational leaders can in
essence develop positive values particularly among varied followers for remarkably directing
them especially towards attaining goals as well as objectives of the organisation. In essence,
this category of leaders can effectually satisfy comparatively higher order of needs of varied
followers for the purpose of imbibing a culture in the specific place of work (Leroy et al.
2018). Fundamentally, this sort of trusting climate of the organisation can necessarily bring
about workforce to forgo their self-interest necessarily for the purpose of attainment of the
higher level performance of organisation.

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As correctly put forward by Bottomley et al. (2016), transformational leaders can essentially
inspire the workforce by means of establishing and at the same time communicating clear
visions of business concern. However, it is in this manner that this kind of leaders can lead
the workforce in a better way that in turn can help in the process of achievement of normal
organisational objectives by means of maintenance of proper connection with the employees
of business enterprises. In essence, these leaders are supposed to understand specific needs as
well as desires of individual employees along with their strengths as well as weaknesses of
the workforces (Johl et al. 2015). Therefore, they can inspire the workers and at the same
time develop employees towards attaining higher level of performance of the business
enterprise.
As mentioned by Boies et al. (2015) the specific Transformational leadership style can again
be classified into four different elements:
 Idealised impact: Fundamentally, it is on the whole a compelling aspect of
transformational leadership (Birasnav 2014). It is for this basic idealistic factor
different leaders are respected, admired and at the same time followed by different
followers.
 Rousing Motivation: Birasnav (2014) mentions that according to this specific
element, different transformational leaders deliver reinforcement in a positive manner
in addition to motivation to diverse followers for outclassing in their own work with
marked loyalty along with commitment.
 Intellectual Stimulation: Abdulkadiroğlu et al. (2017) suggests that according to this
specific element, transformational leaders stimulate overall efforts of workforces as
most imaginative as well as innovative by means of reframing issues, questioning
suppositions and advancing old situations in newer ways.

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 Individualised Deliberation: As correctly mentioned by Barnes et al. (2013),
transformational leaders empathetically identify individual requirements of their
subordinate as well as inspire them towards attaining goals of the organisation in the
course of satisfying needs of individuals.
As rightly indicated by Barnes et al. (2013), transactional leadership treated as the
exchange leadership approach, leaders inspire employees to generate required outcomes
by means of illustrating diverse targets that need to be satisfied by the workforces. In
essence, transactional leaders can necessarily mention employees regarding diverse ways
of attaining targets and illuminating performance evaluation for engaging with specific
roles of the job (Chuang et al. 2016). In addition to this, this sort of leaders also delivers
responses as well as rewards to hardworking workforces for continuing their diligent
work for attaining goals of the organisation.
As rightly put forward by Birasnav (2014), transactional style of leadership reveals leadership
behaviours as well as attitudes from three different perspectives. In itself, this specific style of
leadership can be necessarily divided into particularly passive as well as active leadership
considering contingency reward along with management (Boies et al. 2015).
Contingent Reward: As correctly put forward by Boies et al. (2015), workforces can be
awarded with specific awards for particularly their success of attaining task effectually.
Nevertheless, workers can be penalised with the consequence or criticism for lack of
attainment of their assignment.
 Contingent Reward: Bottomley et al. (2016) recommend that according to this
specific style, the workers will be awarded with particular awards for attainment of
success of achieving task effectively. However, the employees will be penalised for
non-achievement of their tasks.

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 Dynamic Management by-exclusion: According to this specific style of leadership,
diverse leaders place individual objectives of employees as well as performance
benchmark for leading them in a better way towards attaining their individual aims.
Moreover, the leaders can closely monitor advancement of work of different
employees that in turn can assist them in their intricacies (Bouckenooghe et al. 2015).
In essence, in case of any nonconformity as well as errors, it can be hereby rectified
immediately and a number of regulations as well as procedures can be reinforced for
the purpose of mitigating issues involved in operations.
 Passive Management by-exclusion: According to this specific style of leadership, the
leaders can be considered to be inactive observers that can get involved unwillingly in
case of any kind of mistakes of employee performance (Breevaart et al. 2016).
8.4 Organizational Performance
As rightly put forward by Colbert et al. (2014), organizational performance can be considered
to be significant for leading higher level of success. Nevertheless, there is strong debate as
regards concerns of conceptual bases as well as terminology for enumeration of performance.
In essence, there is no lone dimension of performance that can necessarily illustrate different
features. Effectual organizational performance is highly reliant on appropriate transformation
of various inputs into desired outputs for attaining important organizational objectives. As
suggested by D’Innocenzo et al. (2016), it is potential of the business concern towards
attaining goals as well as objectives of the corporation by means of optimal usage of
restricted organizational assets. In addition to this, efficiency of performance of the business
enterprise can be ascertained in association to effectual as well as realized output, minimal
along with cost efficacy, standard levels of output and attained level of output.

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As recommended by Eisenbeiss et al. (2015), performance of the business concern often
encounters overall issues of conceptual concerns in respect of differentiating between
productivity along with performance. As suggested by Eisenbeiss et al. (2015), productivity
can be considered to be a specific ratio that necessarily illustrates about overall operations
carried out within the specified period of time. Conversely, performance can be regarded as
the broader characteristic comprising of productivity, consistency, quality as well as other
facets. In essence, the below mentioned four different approaches can be utilized for
illustrating organizational performance.
- Approach of goal: A business concern is generated with particular purpose of serving
stakeholders of the business enterprises (Engelen et al. 2015). In itself, organizational
performance can be considered as the potential of the enterprise to attain specific purposes.
- System Resource Approach: In essence, this specific approach ascertains the association
between business environment and firm’s stakeholders. According to the viewpoint of
Eriksson and Kovalainen (2015), a business concern becomes extremely effective whilst it
can take advantage of business environment to attain particular purpose.
- Constituency Tactic: As rightly put forward by Heeringa et al. (2017), a business concern
can be said to be effectual, whilst its multiple stakeholders perceive it as effectual. In essence,
business concern having higher control level over varied resources is more probable to have
impact on organizational performance.
- Tactic of Competing Values: Business concerns are essentially settled in different directions
with varied expectations of diverse constituencies. Therefore, business enterprises have the
need to implement different criteria for enumerating performance. Basically, business
concerns need to be adaptable as well as flexible enough with the altering demands of
stakeholders for directing performance of the corporation. Herman and Chiu (2014) suggests

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that an effectual along with performing business concern needs to have greater degree of
dedication as well as collaboration among different stakeholders by means of team project,
management of team and various work groups. Furthermore, the degree of flexibility of
business enterprises augments their overall capability to use scarce resources of business
environment that subsequently directs towards higher and advanced level of performance of
business concern. Basically, overall value of performance of organization is majorly
enumerated by means of stock market.
8.5 Styles of leadership and its association to organizational performance
As rightly suggested by Hoyle and Gottfredson (2015), the main association between style of
leadership and level of performance can be considered to be one of the most important fields
of research. Majority of findings of the research have expounded style of leadership that can
subsequently exert influence on superior performance of organizations. As correctly
mentioned by Jacobsen and Bøgh Andersen (2015), an enquiry on small scale business
enterprises can be used for comprehending overall influence of style of leadership on
performance of the business concern. According to the current research, transformational
leadership are said to exert positive influence on performance of business concerns. Kesting
et al. (2015) asserts that survey undertaken on small scale business enterprises operating in
Nigeria for analysing the influence of style of leadership on performance of corporation.
According to the outcome of the current study it can be hereby mentioned that
transformational style of leadership can be regarded to be positively related to organizational
performance. However, transactional leaders are on other hand can be considered to be
insignificantly related to advanced performance of organizations.
Kratochwill (2015) scrutinized the influence of the style of the leadership on performance of
the business concern. According to research outcome, both transformational as well as