How the Attitude of Organizational Leaders Affects Employees
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How the Attitude of Organizational Leaders Affects Employees
Organizational leadership is something that is of great importance when it comes to the success of businesses and the achievement of the goals of an organization. This is because in organizational leadership or organizational culture of a business or an organization the leaders are the people who bring in the motivation to work to the individual workers (Tsai, 2011). The organizational leaders set goals and through their efforts motivate the workers to work towards the achievement of these goals. However, when it comes to attitude it depends on the desires of the leaders. It means that a group of leaders or individual leaders cannot support a goal without having a positive attitude towards it or the workers. This paper discusses the roles of the attitudes of the organizational leaders on the employees and finally to the maximum productivity of the business or the attainment of goals of the business.
Therefore even though some leaders might not have a positive attitude towards some workers or certain goals of the business they need to realize that a positive outcome is only possible when there is positivity. This includes positivity in attitude, responsibility, and even ethics which form the organizational culture of that specific business or organization. According to Jessica Dihn in the leadership quarterly, the role of the leaders is “to structure the way that the inputs of others are combined to produce organizational outputs,” therefore it is very important that leaders who have rather different ways of leading adopt better ways of leadership and the best which can be stated as organizational leadership (Tsai, 2011). The research questions in this paper include; does a negative attitude of the leaders in the kind of work being done to achieve the goals lead to a decrease in the quality or quantity of the product? Does negative attitude in the employees make it difficult for the company to achieve its goals due to internal conflicts? How does a positive attitude of the leaders towards the employees and the products or the services being developed affect employees? Does a positive always lead to an increase in quantity or quality of what is being developed?
The above questions can have different kinds of answers and to hypothesize most of the answers are yes. The negative attitude of the leaders most of the time leads to a decrease in the quality and the quantity of service or quality that is being worked on. This means a negative attitude towards the employees as well as the processes which are involved in the achievement of the goals of the company. A negative attitude leads to internal conflicts. These conflicts can arise as conflicts of interests or other types of conflicts and therefore these leads to the slow rate of achievement of what is intended. Apart from the slowness in achieving the goals of a company internal conflicts destroy the culture of the organization and it becomes very difficult to have harmony. The other hypothesis is that a positive attitude affects how the products are being developed in a very good and faster manner (Tsai, 2011). This starts with good organizational leadership with a positive attitude creating an organizational culture whereby the individuals feel that it is safe for them to bring in as many innovations as possible because they want to build the organization or the company together.
The role of leadership in employee motivation
There are many studies in this area of study and many people have discussed how different leaders affect how leaders create an organizational culture whereby the workers are willing to work to their level best and produce the best. According to Naile, & Selesho (2014), leadership affects the motivation that is in the workers. Their work is mainly about how motivation can be achieved in workers through positive and proper leadership. Their research investigates the school system and how teachers were either motivated or demotivated by their seniors towards achieving their goals. One of the major concerns of the research is how motivation plays a very big role in even forming an organizational culture that promotes the goals and the works of the teachers towards the achievement of good results. The major manner in which motivation works for the organizational culture to be formed and for the organization to be successful is that the employees must be enabled by the leaders to achieve their career goals and to be satisfied not only with salary but also with the working conditions (Naile & Selesho, 2014). Through this therefore it is very easy and very important for the employees to produce the maximum productivity and be able to achieve the goals which are needed for the company and sometimes even exceed the set goals.
Leadership is also defined in leadership and it clearly states that leadership is complex because a person does not have to be in a leadership position to lead. This means that there are even leaders among the employees and if they are tapped in a very good manner they can be of great importance to the business (Naile & Selesho, 2014). In this case schools the teachers are already leaders and if provided with the right environment to work in and other types of motivation from their employees they can perform exceptionally well. The research discusses the types of leadership and how these leaders can achieve different levels of success depending on their ability to motivate their employees.
The study was conducted in 13 high schools and it mainly focused on the principals and their role in making sure that the teachers achieved their level best by motivating them. The response rate was above fifty percent and most of these individuals who answered were teachers in regards to the manner the principals of different schools treated the teachers and what were the results of the different types of treatment which were obtained from the principal towards the teachers (Naile & Selesho, 2014). The results were that in schools whereby the principal was much involved in the work of the teachers and tried to motivate them to their level best the teachers performed better. However, in other schools the principal was just involved and concerned with his or her well-being there was not an organizational culture that could help the teachers dispense their duties to their best and therefore succeed in what they were doing. This is a very clear example of how motivation, in this case, affects employees towards the achievement of goals of a certain organization, company, or institution.
Leadership Style and its Impact on Employee Performance
The other paper which is part of the literature review is ‘Leadership Style and its Impact on Employee Performance at Indonesian National Electricity Company’ by Fakhri et al, (2020). This research involved a sample size of 250 respondents and it was mainly about how leadership style affected the performance of the employees within the company. Questionnaires were presented to employees who had worked in the company for more than 5 years. The research found out different reasons for better performance in the company and what type of leadership was no good for the company. Autocratic and democratic leadership was stated as the best for the company as it enabled individuals to perform better while laissez-fair leadership was criticized for its lack of ability to bring people together and therefore employees would always choose to have a leader with the former kind for leadership skills and ability.
However, even though it was the wish of the employees that they get a better way of leadership it is true in the company there was a lack of quality leadership. Most of the leaders were available during times when decisions were not being made for example during supervision. However, when it came to the point of making decisions that affected the whole company it was very difficult for these leaders to be present and they, therefore, separated themselves from the employees and made decisions about the company on their own. Therefore it meant that the employees were not involved in decision-making and were just receiving orders from their seniors and their leaders to do what they had to do instead of actively being involved in the decisions making. Therefore the best leadership style is one whereby the leader even with their own goals tries to gather more information from the workers and see what they can provide to combine the desires and goals of the workers worth theirs thus ensuring high performance and the feeling of inclusion for better performance.
The impact of leadership styles on organizational commitment
According to Khumalo, (2015), leadership affects how the employees of a certain company behave and how an organizational culture develops. Her research focuses on how different leadership styles affect the behavior of employees. She also discusses how different leadership skills either bring out a positive and a good organizational culture, break it or even how they can make the relationship at work toxic and therefore the organizational goals to be unachievable. The study focuses on the leadership styles of gas industry employees. The study states that there is a very strong correlation between organizational commitment and leadership styles. The results were that it is true that the leadership styles influenced to a very great extent how employees got committed towards the achievement of the goals of the employers or the leaders and therefore through the process the organizational organization came up to help the gas industry to achieve these goals.
The study was conducted in Afrox which is a South African-based gas company. The research sought to understand whether there was a relationship between leadership styles and organizational commitment. The stated purpose of the study was established and the two major leadership styles associated with Afrox were democratic and transformational. This was realized after a factor analysis was done. Due to these positive leadership styles, the relationship between the employees and the leaders seemed to be very good and the company operated well. Senior employees were also involved in decision making and this was one of the many different positive effects of the two leadership styles.
Relationship between Research and Literature Review
Even though the above-mentioned researches are all about leadership and they contribute great research and knowledge about how organizational culture and leadership affect the output and the relationship of employees within the business they still do not address the issue of attitude. This is an important part of every leader and their attitudes determine how a business is run and how it is done (Buddies, 2012). Therefore this paper is focusing specifically on the attitude of the leaders and how their attitude on different and various factors of the whole company affect the final product or the achievement of the goals of the company. However, this research is not completely a new one because it will use the information provided by the research in the literature review to a great extent alongside other researches to identify how different attitudes affect the organizational culture and how at last this impacts the attainment of the goals of the company, organization or institution.
The research method will be a quantitative one because it is a survey of human beings (QuestionPro, 2018). Specifically, the research will focus on how the attitude of the organizational leaders affects the employees. The main focus will be whether the attitude of the leaders depending on whether it is positive or negative brings positive change to the employees or a negative one. Such factors as motivation also play an important role when it comes to the attitude of the employees and how employees synthesize this attitude and use it either to be united and achieve the goals of the company or to be demotivated and perform less thus being unable to achieve the goals of the company.
The survey will be a cross-sectional one and will aim to collect data on how the attitude of the leaders affects the employees in terms of motivation and thus their performance in their work. Interval and nominal scale intervals will also be used in the collection of the data since it will be quantitative data. The question types will also be varied and will be quantified during the analysis. The research will use multiple choice questions specifically semantic differential questions. Different ways of survey distribution will be used. Bringing the fact that the corona virus is still a threat online surveys will be employed (QuestionPro, 2018). These will include using emails, using social media to distribute the link to maybe a Google questionnaire or other type of questionnaire among other ways of making sure that the questionnaires reach the intended audience and that there is enough time for them to answer and have the responses back for analysis.
Apart from the questionnaires interviews will also help to collect data. However in this case it will not be one on one interview as most of the researchers do but the phone interview will be employed to make sure that coronavirus pandemic protocols are upheld and respected. Online platforms for holding meetings and interviews will also be used for example Skype and zoom. This provides a better chance for a person to be able to observe the non-verbal communication just like it would be in a face-to-face interview and therefore it would be good for the researcher.
Sample and Sampling Techniques
The sample to be employed includes both the leaders and the employees. This is because the attitude of leaders can be noticed by the employees but at the same time to ask the person who displayed a certain type of attitude makes it better for the study to get the real information. This is because employees might not be able to give the exact information about the attitude. After all, they are just receivers who may be prone to misunderstanding and bias.
Probability sampling will be used for this type of research since this is the best way of getting quantitative data (Buddies, 2012). That means even though there will be two categories of people to obtain information from the employees will be sampled through probability sampling however for the leaders non-probability sampling will be used since they have to be requested for permission and some of them due to the different types of duties they have may not be available for the research. For the employees, a simple random method will be used while the leader’s voluntary response technique will be used. The number of participants in the research mainly will be 100. The workers will be 80% of the total sample and the leaders will be 20% of the total population sample. This sampling technique is very appropriate for this research because the results expected to be got are very accurate due to the type of questions as well as the integration of interviewing both leaders and employees.
Steps of Research
The first thing about the research would be to prepare questionnaires and prepare a meeting whether online or physically with the company leader or leaders. During the meeting, I will explain the research and how it is important and then request permission to carry out my research in that particular company Science (Buddies, 2012). Then once I am given permission I will request which leaders will be willing to be interviewed or to fill in a questionnaire and to be interviewed based voluntarily till I get 20 leaders. After that, I will do the sampling of the worker’s population and choose the correct sample whom I will share the link with them, and thus they will be able to fill in the details and answer the questions then submit.
Once I get the filled-in questionnaires the first thing will be to fill in the information in excel for the organization in the manner I want the data to look like. After that I will connect descriptive statistics with data; this includes means, median, mode, frequency, percentages, and so on. I will use descriptive statistics as the measurement score and then use cross-tabulation for the presentation of the data. Through the quantitative manner of data analysis, I will be able to provide in-depth research and avoid being biased. The results will also be accurate.
Ethical issues which have to be addressed during the study vary depending on the type of study. For this research, confidentiality will be one of the ethical issues highly addressed. This is because for the interviews the conversation will only be recorded with the interviewee’s permission and only used for research purposes. The employers will also be explained about the research and will provide informed consent towards participating in the research. Conflict of interest if arises will be addressed properly and there will be no potential harm to the participants as all the information they provide will be treated with very high confidentiality.
In conclusion therefore the attitude of the leaders impacts different employees in different ways and this research will determine that. The research methods used will provide the most appropriate data for the conclusions to be drawn as to whether the attitudes of most of the leaders affect the employees negatively or positively. Ethical ways of data collection will be used and the method of analysis to be used will be simple and possible for almost anyone to understand the results of the research.
Fakhri, M., Pradana, M., Syarifuddin, S., & Suhendra, Y. (2020). Leadership Style and its Impact on Employee Performance at Indonesian National Electricity Company. The Open Psychology Journal, 13(1).Khumalo, L. (2015). The impact of leadership styles on organizational commitment (Doctoral dissertation).
Naile, I., & Selesho, J. M. (2014). The role of leadership in employee motivation. Mediterranean Journal of Social Sciences, 5(3), 175.
QuestionPro. (2018, November 11). Quantitative Data: Definition, Types, Analysis, and Examples | QuestionPro. QuestionPro. https://www.questionpro.com/blog/quantitative-data/
Science Buddies. (2012, June 7). Steps of the Scientific Method. Science Buddies; Science Buddies. https://www.sciencebuddies.org/science-fair-projects/science-fair/steps-of-the-scientific-method
Tsai, Y. (2011). Relationship between organizational culture, leadership behavior, and job satisfaction. BMC health services research, 11(1), 1-9.