LEADERSHIP STYLE

Does Leadership Style Affect Staff Recognition Performance In Generating The Appropriate Response For The Leader?

Table of Contents

CHAPTER 01: INTRODUCTION1

Background of the research1

Problem Statement1

Aims and Objective of the study2

Research Questions2

CHAPTER 02: LITERATURE REVIEW3

Introduction3

Charismatic Leadership3

Situational Leadership3

Participative leadership4

Business Leadership4

Planned Change Process5

Diagnosis of the Situation5

Determination of the Desired Situation5

Determination of Courses of Action to Follow6

Implementation of Actions6

Evaluation of Results6

Leadership Structure7

Transactional7

Transformational8

Popularity of Transformational Leadership9

CHAPTER 03: METHODOLOGY11

Research Philosophy11

Approach of Philosophy11

Data Collection12

Primary data12

Secondary data12

Methods for Data Collection12

Interview13

Analysis of Data14

Method of Analysis15

Operationalisation15

Summary16

REFERENCES17

CHAPTER 01: INTRODUCTION

Background of the research

A high performance workforce is an important element in creating a successful business. When competitive advantage through technology, a superior product, and entry barriers is not possible, people are often what differentiate a successful organization from an unsuccessful one. Creating a high performance workforce, however, is not an easy task. Studies on human behavior within organizations have shown that the creation of a high performance workforce is complicated. Many factors affect whether or not an organization can in fact become high performing.

Human resource management (HRM) research finds that people practices correlate positively with firm performance. In addition, research suggests that high levels of employee job satisfaction link to increased employee motivation (Herzberg, 1966). High levels of motivation link to increased organizational performance. Highly engaged employees drive higher performance (Hewitt, 2004). This research suggests that employers should focus attention on motivating and engaging their employees in an effort to improve firm performance (Herzberg, 1966; Hewitt, 2004). Generational cohort differences between employees compound the complexity in creating a high performance workforce.

Problem Statement

The main rationale of the research topic is to gain a deeper understanding about the similarities and differences in the motivation of employees which may help organisations to motivate its employees and create organisational commitment.

Aims and Objective of the study

The key objectives are firstly; identify the main relationships between the leadership style of the company leaders and staff recognition performance variables in relation to the core job dimensions. Secondly, to what degree are these factors are presented in the selected organisation. Lastly, how important are these factors to the employees of the organisation.

Research Questions

The research will be based on the following research questions:

Does Leadership Style Affect Staff Recognition Performance In Generating The Appropriate Response For The Leader?

Why the impact of leadership style in generating response for the leader is positive?

Why the followers are greatly influenced by the qualities of their favorite leaders?

Why the leaders have a bit different from others, discuss all these qualities in-detailed?

How does it manifest itself and what are the barriers to recognition not affected by leadership style?

Why the relationship between staff recognition performance and response for leader is positive?

CHAPTER 02: LITERATURE REVIEW

Introduction

The literature review of the thesis is gathered from the e-books, online libraries and online newspapers. The literature review starts with the general introduction of leadership. Further the report evaluates different leadership styles and kinds of leadership. The literature review also discusses the factors that influenced on leadership process.

Charismatic Leadership

According to Aiken (2009,p. 12), charismatic leaders have the personality of being charm ...