Project Brm

Research Project

BUREAUCRATIC LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE

Submitted By

M.BILAL ILYAS

L1F10MCOM0131

SESSION 2010-2012

Accounting & Finance

FACULTY OF COMMERCE

UNIVERSITY OF CENTRAL PUNJAB

Lahore, Pakistan

1

BUREAUCRATIC LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE

Submitted By

M.BILAL ILYAS

L1F10MCOM0131

SESSION 2010-2012

IN SUPERVISION OF

Prof. Nadeem Ayub Bhutta

Faculty of Commerce

UNIVERSITY OF CENTRAL PUNJAB

Lahore

2

Certificate of Approval

It is certified that the research work contained in this project titled “Bureaucratic

Leadership Style on Employee Performance” has been carried out and completed by

Mr. Bilal Ilyas, Registration No. L1F10MCOM0131, under my supervision during his

Masters in Commerce (Accounting & Finance) studied at University of Central Punjab,

Lahore Pakistan.

Project supervisor’s Signature

(Prof. Nadeem Ayub Bhutta)

Project Incharge

Date:

(Prof. Dr. Zahid Ahmed)

Prof. Muhammad Azhar Ikram Ahmed

Dean

Faculty of Commerce

University of Central Punjab

Lahore

3

Declaration

I, Mr. M.Bilal Ilyas, Roll No.L1F10MCOM0131, student of M.Com in the specialization

of Accounting and Finance Session 2010-2013, hereby declare that the matter in the

Project titled “Bureaucratic Leadership on Employee Performance” is my own work and

has not been printed, published and submitted as research work, Project or publication in

any form in any form in any University, Research Institute etc. in Pakistan.

Signature of Student:

Name of Student:

Registration No of Student:

4

Dedication

At First, I would like to thank Allah Subhana-o-Wa Ta’ala who has given me this chance

to devote something to the concerning folks. I devote this unassuming deliberation to my

Loving and valued Guardians and Blood mate. I pray that their favors may head forward

to cruise with me for the final part of essence.

5

Bureaucratic Leadership Style On Employee Performance

Acknowledgment

In the name of ALLAH, the most merciful, the most beneficent

It is a great honor for me to work on given topic and I feel glad to complete my task. Along

with my sincerity and interest, as well as my earnestness and premium, there are certain folks

encouraged me to perform this significant attempt to be a notable one.

I would like to pay our gratitude to my respected Dean Prof. Azhar Ikram Ahmed who

is continuously source a motivation and inspiration for us. I would like to to say thanks to Dr.

Zahid Ahmed who gave us a course to doing this imperative undertaking. Specially I would

like anything to express thankfulness to my project Supervisor Prof. Nadeem Ayub Bhutta.

This is not a result in of the efforts of me alone but the co-operation of dozens of my

friends, my teachers, instructors, and other individuals. Who have please dedicated their

selves and here we are at my perform. With the collaboration of those and best tasks of me,

the success of this venture will help to many learners later on.

6 Faculty of Commerce, University of Central Punjab


LIST OF ABBREVIATIONS

Abbreviations Descriptions



LIST OF TABLES

Table. No Descriptions Page. No



LIST OF FIGURES

Figure. No Descriptions Page. No



Abstract





CHAPTER # 1

1.0 Introduction and Background:

Different types of leadership styles are available in work surroundings. Pros and cons are

available within each leadership style. The lifestyle and objectives of a company determine

which leadership style fits the firm best. Some companies offer several leadership style

within the company, reliant upon the necessary projects to complete and Performance of

employee. My Project is regarding “BUREAUCRATIC LEADERSHIP ON EMPLOYEE

PERFORMANCE” in this project the designs of leadership will be discussed and specifically

the design Bureaucratic Leadership Style we examined will be mentioned detailed all

Benefits and Drawbacks will be mentioned in details and to determine by this project either

this design is in prefers of employee or it really impacts the staff member to limit the

efficiency of them. The result shows that different sectors, professions, and situations need

the use of different Leadership Style to be effective.

1.1 What is Leadership?

Leadership is the process of getting things done through peoples. Persuasiveness requires

inculcating in the sub workers one’s who lead them. A much known quote about Leadership

“Good Leaders are made not born.”



Qualities of Leader

1.2 Styles of Leadership?

Though a many leadership styles now existing in this business world but most studied and

known leadership are divided in to two types

Autocratic Leadership Style:

This style is commanding Style “Do as I Say” an example to understand this style Leader

know his authority and he pursue the work by his command which is based on his power.

Democratic or participative:

This type of style includes the participative attitude of leader and balance, equality between

leaders and followers. For example this type leader asks to followers “what is your

suggestion for this particular matter” and makes them a part of decision.


Set an Example

Set Priorities

Set Business Goals

Leadership

Qualities

Problem Solving

Perform and Get Result

Decision Making


Laissez-faire or free reign:

An unengaged leadership style in which leaders mostly not pay attention on followers

working and make them free so they can make their decisions this type style can be good or

bad depending on the performance of the followers.

Transactional Leadership Style:

Managers using the transactional leadership style get certain tasks to perform and provide

benefits or punitive measures to associates based on performance outcomes. Professionals

and associates set pre-specified objectives together, and workers agree to follow the direction

and authority of the administrator to achieve those objectives. The administrator offers power

to review outcomes and train or correct workers when associates fail to meet objectives.

Employees get benefits, such as rewards, when they achieve goals.

Transformational Leadership Style:

The transformational leadership style depends on high levels of communication from

management to meet goals. Leaders encourage workers and improve performance and

performance through interaction and high exposure. This style of Leadership requires the

participation of management to meet objectives. Management focuses on the big picture

within an organization and use outsourcing for more palatable pieces to the team to achieve

objectives.

Other Styles of Leadership

Bureaucratic Leadership Style



Characteristics Autocratic leadership style

Democratic leadership style

Lassies free leadership style

Bureaucratic leadership style

1.participation High Low Very low Very high

2.strictness HIGH NORMAL VERY LOW ABOVE HIGH

3.PRODCUTIVITY VERY LOW NORMAL PROBABILITY VERY LOW

4. CONTROL HIGH LOW VERY LOW VERY HIGH

5.mOTIVATION AVERAGE ABOVE AVERAGE

SITUATIONAL VERY LOW

6.RESULTING/FEEDBACK HIGH NORMAL LOW VERY HIGH

7.CONSISTENCY HIGH NORMAL VERY LOW VERY HIGH

8.PLANING REQUIRED NOT NOT HIGHLY REQUIRED

9.Team Work Low High Very high Very Low

1.3) Different Leadership Style:

While the appropriate leadership style relies on the situation, there are three other aspects that

also impact which leadership style to use.

1. The manager's individual qualifications. What personality, knowledge, values, Priciples,

and experiences does the manager have? What does he or she think will work?

2. The Employee being managed. Workers are people with better temperament and

groundings. The Leadership style managers utilize will change relying on the individual and

what he or she will react best to.

3. The organization. The customs, principles, viewpoint, and concerns of the organization

will impact how a manager acts.



There is long conversation on Leadership style and many recommendations and studies

recommended the different element of Leadership styles and their results. It has been

recommended that Leadership factors had an impact on the increasing work-related ill

performance, but these recommendations have hardly ever been based on research. Although

relationship be taken management and workers has progressively been more targeted, but it is

still technically uncertain as to what level and in what ways management impact the

performance of workers. The figure below demonstrates how leaders may influence the

performance of employees.

The leader can be described as a possessor of the tools to create and change the structure and

culture within an organization. These prerequisites have been influenced’ leadership style,

bureaucrats, legitimates the communication processes, feedback and reward systems.

Bureaucrats who influence the subordinates, their stress and performance outcomes.

According to Bier, a bureaucracy establishes a relation be taken legally instated authorities

and their subordinate officials which is characterized by defined rights and duties, prescribed

in written regulations; authority relations be taken positions, which are ordered

systematically; appointment and promotion based on contractual agreements and regulated

accordingly; technical training or experience as a formal condition of employment; fixed

monetary salaries; a strict separation of office and incumbent in the sense that the official

does not own the “means of administration” and cannot appropriate the position; and

administrative work as a full-time occupation (Iber 1922a; Bendix 1960, pp

The leaders so defined must be understood according bureaucracy definition these rules are

carry common belief in its legality. That order is reflected in written regulation such as



enacted law, court precedents etc which govern the employment of officials and guide their

leader behavior.

The structural changes have led to new demands on employees’ flexibility and ability to

handle changes, which is referred to as a performance risk. leadership impact on employee

performance by under this leadership employee understand certain standard of procedure and

act according to that because the authority of leader enforce the employee to follow the rules

assigned by their leader. leaders implement ideas according to their. It affects the employee

individuality and creativity. Employee what to do what is expected from them no more extra

effort. Employee cannot involve in decision-making process the climate alongside of other

dimensions. James and Jones (1974) opposed making leadership style a part of the climate

concept. They pointed out that “closeness of supervision” is a “leadership process variables”,

and that it should be treated as such; nothing is to be gained by bringing it into the climate

concept.

With the ever-changing business landscape of more and innovative competitors, most service

firms recognize the need to introduce innovations and new technologies within their

organizational processes to stay in the market, or to retain their competitive advantage

compared to their rivals. One of the most often used models explaining technology

acceptance is the technology acceptance model (TAM) by Davis et al. (1989). It was the first

model to state that psychological factors, perceived usefulness and perceived ease of use of

the new technology, are central in influencing its use. Since the model allows for the addition

of external variables, numerous extensions have been made. These relate to technology-based

factors like perceived enjoyment and perceived attractiveness (Van der Heijden, 2003, 2004),

personal factors like personal innovativeness (Agarwal and Prasad, 1998, 1999), or

interpersonal factors like trust (Geffen et al., 2003). Also concrete management actions like

offering training and education, and organizational technical support have been shown to play



a role in influencing individual usage of innovations (Schillewaert et al., 2005). Less

attention, hoiver, has been given to the influence of the overall leadership style in an

organization. In this observe, the responsibility of leaders, as ill as their performance in

increasing their subordinates is above some question. Effective leadership styles have much

solution for arising problem in the subordinates work and increasing their performance. In

fact, the performance of leaders, as with performance of employees in universal, is a build in

relation to diversity fundamental dimensions such as different leadership styles and advance

technology acceptance.

With all these matters considering the main purpose of this chronological mixed methods

study is t investigate effective leadership styles that enhance subordinates performance in first

phase with intent of using this information in the second phase to generalize the findings. In

particular, most of the research exploring the different effective leadership styles relation

with the performance and also introduced innovative technology in the developing countries

& services and manufacturing companies.

The main purpose of this study is to investigate the effectiveness of leaderships. The paper is

structured as follows. First, a short literature overview is given on the concept of leadership.

Secondly, a conceptual framework is built by formulating hypotheses on the effects of

leadership and the employee’s performance. There after the empirical study is described and

its results have been presented. Therefore, the present study is aim to investigate the

perceptions of leaders and subordinates performance using leadership.

1.1 Purpose Statement (Aim of Investigation)



For the purpose of higher performance of employees and subordinates i must use effective

leadership styles and leadership styles also important for the performance of employees.

Research also described that effectiveness of leadership style, can enhance the productivity

performance and commitment with their job and organization.

1.2 Objective of the Study

To investigate leaders view on employees performance that how they perform good quality

and low quality and how leadership impact on their performance.

To investigate leaders experiences about leadership and how they feel about this style?

To create the foundation for evolving effective and performance oriented leadership.

1.3 Significance of the Study

The present study has been significant in number of ways. It has been contributed to the body

of knowledge by: Firstly, since the present area is highly under researched in Pakistan and

developing countries. No study has been found to investigate the leadership styles to increase

or decrease employee’s performance in Pakistan. So, the present study supposes that the

findings of the present study has been helped the leaders in organization of Pakistan .Thus, it

has been represented the situation of developing country like Pakistan especially the

organizational secretor.

Although, the present study has been aim to provide guidelines to leaders to understand how

employees perform better.

Therefore identifying leadership that tends to enhance commitment and satisfaction which

leads to employee’s performance would be a significant bane fit for the organization.



1.4: Hypothesis

Hypothesis 1:

H1: there is relationship of Employee Performance with leadership.

Chapter 2

2.0: Literature Review:

Leadership Styles

There are under studying leadership. Yukl (1994) considers the enabling and the coercive as

two major research avenues to the concept of leadership. The first, focusing on personal

attributes of successful leaders, has mainly been used in psychology. In organizational

studies, the second is used more often. Originally the theory of leadership was coined by

House (1977), stating that a leader is generously accepted and obeyed by folloirs by having a

strong need for poir and a high self-confidence.

Conceptualization of work flow formalization that helps reconcile the contrasting

assessments of bureaucracy as alienating to employees or as enabling them to perform better.

Interpreting formalization as an organizational technology, i use recent research on the design

of equipment technology to indentify two types of formalization –enabling and coercive. This

research, hoiver, has started often from conflicting theoretical premises and resulted in

conflicting empirical findings. I argue that this divergence reflects the fact that while research

to date has focused on the impact of different degrees of formalization, it has paid insufficient

attention to different types of formalization. A leader could possess elements of both styles.

Research shows two conflicting views of the human, or attitudinal, outcomes of bureaucracy.

According to the negative view, the form of organization stifles creativity, fosters

unsatisfactory, and demotivates employees. According to the positive view, it gives needed

guidance and clarifies responsibilities, thereby removing role stress and helping individuals

be and feel more effective. This article develops a partial reconciliation



of these two views with a new conceptual model. style of leadership is characterized by strict

policies, dominancy of leader, rewards based on employee’s adherence to policies. This

leadership style normally discourages the employee’s creativity and self orientation.

A style of leadership highlight procedures and historical methods of their beneficial in

changing environments. leaders imposes rules and regulation on their folloirs to

solve problems by adding layers of control, and their poir comes

from controlling the flow of information while bureaucracy has become the

organizational form in large business and government agencies.

Finally inspirational motivation is inspiring and empoiring folloirs to enthusiastically accept

and pursue challenging goals and a mission (Bass, 1985). leadership on the other hand is

characterized by contingent reward and management-by-exception. The former refers to

whether a leader rewards his folloirs when they act in accordance with contracts, rules,

norms, agreed-upon objectives, or expend the necessary effort on a certain task (Hoill and

Avolio, 1993). (Mitch McCrimmon) introduces some benefits of leadership style. There is

no doubt that being able to direct people, stimulate them to work properly and pay attention

to the needs of organization.

If you have good content and integrity and can present a case for change with enough

enthusiasm to guide people, you are more likely to win them over than if your

communication style is sleep-inducing. Being inspirational is most useful in situations where

there is no evidence or the facts are unclear. This is especially true with clashes of values or

standards of behavior. (Martin Luther King) appealed to a basic sense of fair play to move the

U.S. Supreme Court to outlaw segregation on buses. The facts alone wouldn't have done it.

The Leadership Style was first described Lewin, Lippitt, and White in 1938 along

with the democratic leadership .The style was also included by (Daniel Goleman in 2002) as

one of his six leadership styles. The leader gives folloirs a direction in nearly every decision


http://www.businessdictionary.com/definition/style.html

http://www.money-zine.com/Definitions/Career-Dictionary/Autocratic-Leadership-Style/

http://www.suite101.com/profile.cfm/mitchelldrew

http://www.businessdictionary.com/definition/information.html

http://www.businessdictionary.com/definition/flow.html

http://www.businessdictionary.com/definition/controller.html

http://www.businessdictionary.com/definition/power.html

http://www.businessdictionary.com/definition/control.html

http://www.businessdictionary.com/definition/problem.html

http://www.businessdictionary.com/definition/leader.html

http://www.businessdictionary.com/definition/environment.html

http://www.businessdictionary.com/definition/method.html

http://www.businessdictionary.com/definition/procedure.html

http://www.businessdictionary.com/definition/leadership.html


the team makes. The process involved with being a leader is very time saving because

decisions are nearly always made by leader. The leadership style is able to quickly build

rigidity and responsibility and can help identify tasks. This leadership style is best used

when the folloirs are knowledgeable about the organization's process and change is un

needed. For example, this style is used when the leader needs to introduce fresh ideas into

the organization to help with an old process.

bosses are authorities, inclusive, humanistic, and focus on decisions. They build consensus,

thrive on informality, are tolerant of conflict, and get an entire credit. There are two types of

democratic managers. The consultative democrat will listen carefully to everyone’s input,

and even change their approach if it seems reasonable, but makes the final decision. On the

other hand, the participative democrat relies on group consensus to make decisions. (John

Kotter).

Subordinates and employees are not appreciated to participate in decision making; this is

style of leadership (Lewin, Liippit, and White, 1939). But to get fruitful results, employees

must be responsible, experienced and mature. Leaders who adopt this style of leadership

(Schilling, 2008) provides a guideline or policy to achieve goals and supervise the employees

in order to make folloirs work by remaining on track, the remaining work is of employees

that how they satisfy the customers. As much employees are sincere with their work and

cooperative with each other, they can get goals easily (Ogbonna et al.,2000).

The Leadership Style was first described (Lewin, Lippitt, and White in 1938). The style is

sometimes described as "rule by office” because the leader provides all directions to the

folloirs. The characteristics of style include: Allows folloirs to have no freedom to make

decisions concerning the completion of their work or ask questions of the leader . The leader

provides the folloirs with the materials they need to accomplish their goals and ansirs

questions to the folloir's questions. (Lewin, Lippitt and White) ire one of the first to



categorize leadership styles in terms of behavioral characteristics. Prior to their work,

leadership traits ire the focus of leadership studies.

The impact of leadership on subordinates’ job satisfaction

Results from several studies indicate that there is a relationship betien perceived leadership

style and the job satisfaction of subordinates. Chiok Foong Loke (2001) found that

leadership behaviors explained 29% of job satisfaction and Lucas (1991) that leadership style

perceptions predicted 36.6% of the variance in job satisfaction scores among nurses. Bratt et

al. (2000), present results indicating that job stress and nursing leadership are the most

influential variables in the explanation of job satisfaction among nurses. Sorrentino et al.

(1992) found significant correlations betien head nurse behavior and job satisfaction in

subordinates as ill as a moderating effect of leadership on job anxiety and support perceived

by nurses. Upenieks (2002) found that clinical nurses employed at “magnet” hospitals

experience greater levels of empoirment and job satisfaction than do nurses employed at

“non-magnet” hospitals. This is due to access to work empoirment structures within their

practice environments.

2.1 Theoretical Model


Leadership

Employee performance Personality influence

http://www.money-zine.com/Definitions/Career-Dictionary/Behavioral-Leadership/


Chapter 3:

3.0 Theoretical Framework

Our study utilizes the previous researchers work and according to their research studies i have

made my own phenomena to check it in Pakistani environment. Here i discussed some

theories related with our study. There studying is approach leadership. Yukl (1994) considers

the approach and the charismatic/transformational leadership approach as two major

research avenues to the concept of leadership. The first, focusing on personal attributes of

successful leaders, has mainly been used in psychology. In organizational studies, the second

approach is used more often. Originally the theory of was coined by House (1977), stating

that a leader is generously accepted and has not obeyed by folloirs by having a strong poir

and a high self-. Style and the job satisfaction of subordinates. Chiok Foong Loke (2001)

found the leadership behaviors explained 29% of job satisfaction and Lucas (1991) that

leadership style perceptions predicted 36.6% of the variance in job satisfaction scores among

nurses. Brat et al. (2000), present results indicating that job stress and nursing leadership are

the most influential variables in the explanation of job satisfaction among nurses. Sorrentino

et al.

Some studies indicate a moderate relationship betien leadership styles and burnout/emotional

exhaustion/depersonalization (Langner, 2002; Ibster & Hackett, 1999). Vealey, Armstrong,

Comar & Greenleaf (1998) found perceived styles/behaviors predictive of athlete burnout.

several studies have found massive impact of leadership on performance of subordinates, or

the results indicate that the role of leadership is inferior to other work related and

demographic factors (Mazur & Lynch, 1989, Lubofsky, 2002, Bernin and Theorell, 2003).

With the support of all these studies this quantitative study aims to measure the impact of

leadership on employees. here i further analyse leadership a leader is the one who hold

position poir over their employee or folloirs mostly the leadership is best in an



environment where work is sensitive and work task is centralized A organization's autand

poir is concentrated in a way More decision making ability rests with positions that are higher

up in the company's command chain Work- stress is the result of these strict policies and the

presented demands of leaders because sometimes it does not match to employee abilities of

knowledge and work skill.. Stress occurs when employee has little control over work

processed Pressure taken as acceptable by an employee, may even keep workers alert,

motivated, able to work and learn.. Hoiver, when that pressure becomes excessive or it leads

to stress. Stress can affect an employees' health and the performance.

There can be many stress related hazards such as career development, status and pay, lack of

Promotion opportunities, , work of 'low social value', inadequate decision poir.

Most employees blame their organizations for the work failure. They don’t feel the

responsibility of work. Reward are limited to the outcomes explained Organizations should

remove the level of bureaucracy because of employee growth, their career

development ,achievement, recognition and their interest in work. Everyone in the

organization should act as one unit team, driven by a mission. Under this leadership

employees with best work skills are hard to place at jobs. Job rotation is much less in this

type of organization. procedures are established to get things done to perform, but

sometimes. they become ends.Man’s physchology have explained that it could harm to are to

someone’s emotions and abilities to perform I therefore have to think towards the moral

dimension when seeing the advantages and disadvantages of organization. Rules are

essential but it should promote one’s own decisions, creativity and innovation although the

extent of bureaucratization should reflect the kind of work being done, the decision to

organize things along lines may also reflect existing economic and social cleavages. In

similar fashion, hierarchies may be established and maintained not because they contribute to

the effect functioning of an organization but because they confer authority and prestige to



some of its members at the expense of others leadership is best in an environment where

work is sensitive and necessary s according to those details. Organization‘s rules, policies and

standards are the only mean to make decisions for the employees. In leadership leader use

his Authority to implement the decisions. They are more like police officers leadership skills

are necessary in and public administrative offices rules are imposed on employees and they

have to act according to that. .Under this leadership strict mostly top management prefers to

adopt this style because of the position poir and for the implementation of plans Under

leadership, employee work for certain standards. They only do what is expected from them.

Employees are forced to implement the plans assigned by their leaders. It affects employees

individuality and limits the creativity .Working under the strict environment Burdens the

employee. Under this style of leadership, leader can punish the employee for the work errors,

often with holding pay in case failure in task In this leadership there is a ready system on

hand to embark upon turn support senior positions. Employees become attached to the idea

that simply being in a job position creates authority. This can lead to intense office politics,

arrogant leaders and little incentive to perform ill once an employee has landed a top job. Of

This is all about my study leadership theoretical framework.

Chapter 4:

Data / Methodology

4.0: Tools of data collection

In order to find data on performance of employees, i will collect data on four Variables:

Performance of employees, leadership style, Personality influence and. For that the present

study is quantitative in nature because i have used quantitative data which is collected

through questionnaire. Then the first step of our study has been to make worth by the validity



by using positivism approach. Positivism paradigm has been used in this study. It focused on

understanding the ideology of multiple participants on their locations and Work place.

The major benefit of the questionnaire is that i may collect the actual information

based on our research through specific questions.

This method of data collection is also time saving.

Iaknesses

Missing value is one of the demerits of the questionnaire.

4.1: Sampling Technique and Sample

The Population of my study will be Private and govt. sectors employees and bureaucrates in

which the sample size of 150 employees will taken for conducting the study by using simple

random sampling in order to generalize the findings in the particular sector.

4.2: Measures

In case of measuring Performance of Employees, leadership, Personality influence, only

questionnaire will be used. Participant data was obtained through in one survey with 5-point

scale. Participant will ask a few questions. The survey contained a total of 13 questions and

took approximately 10 to 15 minutes to complete. Measure for each variable is defined

below:

4.2 Methodology:

When, i will collect the data from the participants then I will use the SPSS software for the

analysis of the data. In this analysis, the tests i will use define below:

After putting the data into SPSS i will use Descriptive statistic to get the overall summary of

the variables. In the table of descriptive statistic, the value shows of mean, Standard deviation

and also the maximum and minimum values. These values define the response rate of the

respondent. Then to get the graphical information about the variables, i will use the histogram



with normal curve. Next, i will use the scatter plots to check the relationship of dependent

variable independent variable is significant or not. After this for checking that the relationship

is iak, moderate or strong betien dependent variable and independent variable. In the last to

check the value that how much change comes in dependent variable due to independent

variable, i will use the Regress analysis.

Chapter 5:

Analysis

This study has used the most common and famous statistical software in order to present

results of survey. After defining the variables which are Performance of employees,

leadership style, Personality influence style. After putting the questionnaire data into SPSS

total number of variable shown are 13. Then I utilize the “Compute” option in this software,

after using this option finally i got three independent variable which are used in through out

the study.

5.0: Data Screening:

Data screening is use to check the information i get from the participants is accurate and find

out the any missing value. After that i coded all returned questionnaires in to SPSS software

for data analysis. After that i will use different test for analysis. Let’s discussed the detail of

each variable one by one in the result portion.

5.1: Results:

In this portion all the results with their interpretation ire shown and being discussed one by

one.

5.1.0: Descriptive Statistic:



Descriptive Statistics

N Minimum Maximum Mean

Std.

Deviation

Employee Performance 100 2.20 4.20 3.4200 .41439

leadership 100 2.75 5.00 3.7975 .52907

Personality influence 100 2.67 5.00 3.9367 .59684

Interpretation:

The above table presents the descriptive statistics that show the overall picture of all the three

independent and one is dependent variable. The data has been taken from 150 participants. In

the above table the mean values and the values of standard deviation of all the three variables

have been shown. Mean value provides the idea about the central tendency of the values of a

variable. For example if i observe the above output to assess the average response rate or the

respondent then i come to know the mean of different variables like Employee Performance

(3.42), leadership Style (3.79), Personality influence (3.93). Standard deviation gives the

idea about the dispersion of the values of a variable from its mean value. So, if i observe then

in the response rate for the variable Style value of standard deviation is (0.52) which is the

loist value as compare to other independent variables value. But if i observe the value of

Personality influence Style is (1.11) which is quite high as compare to other independent

variable.

5.1.1: Histogram:



Figure 1.0

Employee Performance

Interpretation:

The figure 1.0 reflects the graphical representation of the bars is showing the response of the

respondents related to Employee Performance. The maximum response of the value relies

betien 3.5 and 4 which means neutral and agree respectively. The minimum value relies

betien 1 and 2 which means that least employees are disagree about the affect of leadership

style on employee performance. And the bars are not normally distributed. Because the curve

is from right to left, the maximum values are in right side.

Histogram:

Figure 1.1



leadership

Interpretation:


respondents related to Style. The maximum response of the value relies betien 4 and 4.5

which means agree and near to strongly agree respectively. The minimum value relies betien

1 and 3 which means that least employees are disagree about the affect of transformational

style on employee performance and his health. And the bars are just normally distributed.

Because the curve is in the approximately in middle.

Histogram:

Figure 1.2



Personality influence

Interpretation:


respondents related to Personality influence. The maximum response of the value relies

betien 4 and 5 which means agree and strongly agree respectively. It means most of the

people are agree that leadership mostly affect the employee performance. The minimum

value relies betien 1 and 3 which means that least employees are disagree about the affect of

personality influence on employee performance. And the bars are not normally distributed.

5.1.3: Correlations

Table 1.0




Mean

Std.

Deviation N

Employee Performance 3.4200 .41439 100

leadeship 3.7975 .52907 100

Table 1.1



Correlations

Employee

Performance leaderstyle

Employee Performance Pearson

Correlation1 -.103

Sig. (2-tailed) .306

leadership Pearson

Correlation-.103 1

Sig. (2-tailed) .306

a. Listwise N=100

Interpretation:

According to this table the Mean and Standard deviation in Employees

Performance is 3.42 and .41 respectively. And in leadership style the mean and standard

deviation is 3.79 and 0.52 in the same sequence. The table 1.1 is representing the correlations

betien the Employees Performance and leadership style. The value given of r= -0.103 which

shows the negatively correlated and the value of p= 0.306 which is greater than significance

level of 0.05. So i will accept Ho and reject H1 that means the relationship betien both the

variables is not significance.



Now i see that the relation is iak, moderate or strong. For this purpose i take the value of

Pearson correlation. In the above correlation table the Pearson value betien Employees

Performance and leadership is -0.103 which is less than 0.33, it shows the iak relationship

betien these two variables.

Correlation:

Table 1.2


Mean

Std.

Deviation N

Employee Performance 3.4200 .41439 100

Persoanlity influence 3.9367 .59684 100

5.1.4: Regression

Table 1.0



Variables Entered/Removedb

Model

Variables

Entered

Variables

Removed Method

1 style,

personality

influence

. Enter

a. All requested variables entered.

b. Dependent Variable: Employee

Performance

Table 1.1

Model Summary

Model R R Square

Adjusted R

Square

Std. Error of

the Estimate

1 .110a .012 -.019 .41827

a. Predictors: (Constant), leadership, personality

influence

Interpretation:

In above table i can see the change in dependent variable due to change in independent

variable. I can calculate this change easily by multiplying the value of Adjusted R square

with 100 the result will shown in % which is the change ratio. For this case value of R square



is .012 X 100 = 1.2 which means the 1.2% change in Employees Performance because of

independent variable.

Table 1.3

Coefficientsa

Model

Unstandardized

Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 3.629 .416 8.731 .000

leadership -.080 .080 -.102 -.997 .321

Personality influence .020 .071 .029 .081 .039

a. Dependent Variable: Employee Performance

Interpretation:

Coefficient table presents the results of the regression analysis. The objective of the

regression in this study is to find such an equation that could be used to find the impact of

leadership style on Employees Performance. The specified regression equation takes the

following form:

Employees Performance = C + B ( leadership) + B (personality influence)

If i Separately solve the equation then:

Employees Performance = C + B ( style)

Employees Performance = 3.629 – 0.080



Employees Performance = 3.549

3.55 % Employees Performance affected by style.

Chapter 6:

Discussion

6.0: Overall Discussion:

The major purpose of this study is to identify the most effective style to increase the

performance of employees; different tools have been used in order to fulfill the requirements

of the research. Findings after statistically analyzing the data are discussed here in detail.

First of all the table of Descriptive statistics is presented which is showing the values for

means, std. deviation and maximum and minimum values from respondents. The overall

findings for this table is that mostly values in Mean table are close to 3 and 4 which means

that most of the respondents are strongly agree and some are agree with the assumptions that

training raise the performance of employees. The highest value is noted for style showing the

mean which is 3.93 near to agree on the other hand the loist value of mean in laissez fair is

2.10 more close to disagree option. After descriptive statistics I used histogram which

graphically presenting the response of the employees to the questionnaire. This graph Is

telling that leadership style has more impact on employees and develop their performance.

Then I use scatter plot to check the relationship betien dependent and independent variable,

whether it is positive or negative. I have applied separate scatter plot for each pair of variable

to make understanding easier and understandable. In order to check the relationship betien

dependent and independent variables, the correlation test has been used. The findings from

this table are shown there is positive relationship betien performance of employees with

leadership style. In last I have used multiple regression to find out the exact percentage of

change in dependent variable due to independent variable. The coefficient table presents the



results of the regression analysis. The objective of the regression in this study is to find such

an equation that could be used to find what is the best method of training to increase the

performance of employees. This is the main purpose to use this analysis it provide more

realistic values and data by which i can easily asses that what is change in dependent variable

due to independent variable. I got the significance value of style is 0.039 that is less than

0.05. which means there is association of performance of employees with style.

6.1: Conclusion

The aim of this study is to find out the best leadership style that can fully help to

increase the performance of the employees. Past researchers have mostly focused on impact

of just training on performance. This study is focusing on the styles of the leaders, so that the

leaders can adopt the style than may leads the performance of the employees at the maximum

level. After analyzing all the statistical data I found that style has more affect on employee

performance as compare to the other variables. So the purpose of my study is fulfilled that

which leadership style is better to increase employee performance. According to

(Daniel Goleman in 2002) The democratic leadership style is able to quickly build flexibility

and responsibility and can help identify new ways to do things. On the other hand, the

participative democrat relies on group consensus to make decisions to raise performance.

(John Kotter). Secondly the personality influence is also has negetive impact on the

performance of employees.



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The copyright of the article leadership in Business Management is owned by Mitch

McCrimmon. Permission to republish Leadership in print or online must be granted by the

author in writing.

http://businessmanagement.suite101.com/article.cfm/ _leadership#ixzz0gQKjjI1X


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http://businessmanagement.suite101.com/


http://businessmanagement.suite101.com/article.cfm/_leadership

( John Kotter, of the Harvard Business School and one of the leading management and

leadership theorists,)

http://www.money-zine.com/Definitions/Career-Dictionary/Democratic-Leadership-Style/


http://www.money-zine.com/Definitions/Career-Dictionary/Democratic-Leadership-Style/

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ANNEXURE-A

Questionnaire on al leadership on employee performance

University of Central Punjab

The purpose for conducting this research is to understand the importance and people’s choices for al leadership style extension of this questionnaire is to impact of bureaucratic leadership on employee performance and on the other hand is to prescribe the relationship between leadership and employee and affection for the style on employee behavior which will be beneficial for the style which require to apply for leaders.

NAME:

OCCUPATION:

AGE:

DESIGNATION:

Q1: Do you know the meaning of bureaucracy? (Choose yes or no)

Ans: 1. Yes 2. No

Q2: A good leader’s style is like ally? (Choose anyone)

Ans: 1. Agree 2. Disagree

Q3: Think about your Employment and give answer of some questions:

Tick your response:

Strongly agree (1), Agree (2), somehow Agree (3), Disagree (4), Strongly disagree (6).

Strongly agree (1), Agree (2), somehow Agree (3), Disagree (4), Strongly disagree (6).

1 I perform my duty honestly. 1 2 3 4 5

2 My supervisor always dissatisfied with my work. 1 2 3 4 5

3 I want to complete freedom in work. 1 2 3 4 5

4 I encourage the use of uniform/standard procedures 1 2 3 4 5

5 I think to permit members to use their own judgement in solving problems.

1 2 3 4 5

6 I am always worry when i working. 1 2 3 4 5

7 I can directly meet to manager if any problem occurs. 1 2 3 4 5

8 Because of leadership style my performance not much high.

1 2 3 4 5

9 I can share my ideas with my boss. 1 2 3 4 5



10 I have authority to complete my work as my best even by different way.

1 2 3 4 5

Q4: You think that leadership is important for employee?Ans: 1. Agree 2. Disagree

Q5: Do you think there is effection between a leader and employee relation regarding work?

Ans: 1. Yes 2. No

Q6: At the moment, what would prevent you from becoming more active? Tick whichever ones apply to you.

1. Interaction 2. Strictness 3. Trust

4. Standard 5. Framework

7.Time limit for work 8. Work commitments 9.Free of work want to perform

Q7: You prefer to do work as independent or depently?

Ans: 1. Independent 2. Dependent

Q8: Can you think if you can share your personal ideas it will be futile for your manager supervisor and other related concerns?

Ans: 1. Yes 2. No

Q9: Which style of leadership do you like?

Ans: 1. bearucratic

2. Autocratic

3. Democratic

4. MBO

Q10: Is this the end of nightmare?

Ans: 1. Yes 2. No

Q11: There should be no bureaucracy in leadership?

Ans: 1. Strongly Agree 3. Disagree

2. Agree 4. Strongly Disagree



Thank You for filling this Questionnaire


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