The effectiveness of leadership in promoting employee productivity and satisfaction

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Acknowledgement
I would like to express my sincere gratitude to my dissertation supervisor for her
invaluable guidance and support throughout this research journey. Her expertise and
dedication have been instrumental in shaping the outcome of my work. Thank you for
your steadfast commitment and for pushing me to achieve my best.
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Declaration
This research on the ―The effectiveness of leadership in promoting employee
productivity and satisfaction” is my own work. I have completed the entire part of this
research by myself. The reference and acknowledgement part of this research is also
done by me for this research.
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Abstract
Background and Purpose of the Study
The research has identified an absence of leadership tactics in the corporate world
something that hinders employee performance and satisfaction. The absence of
leadership goes on to affect the entire performance of an entity. This research
investigated the impact of leadership on employee productivity and satisfaction within
contemporary workplaces.
Effective leadership is largely considered a crucial component of institutional success as
it has a big effect on employee results like productivity and job satisfaction. Having this
in mind this study sought to investigate the link between effectiveness of leadership and
the impact it has on employee productivity and contentment in various organizational
settings.
The key objectives that guided the study included examining the effectiveness of
bureaucratic, laissez faire, democratic and autocratic leadership styles in promoting
employee productivity and satisfaction.
Potential outcome of literature review
The use of certain theories and frameworks to the study’s execution has been assessed in
the literature review section. The study has covered specific aspects of employee skill
sets that are necessary to sustain worker productivity and satisfaction. Utilizing concepts
like situational theory and the contingency theory of leadership has aided the literature
review in evaluating how different leadership philosophies impact worker satisfaction
and output.
Potential Outcome of Research Methodology and methods
The study used descriptive design that comprised a review of available literature on the
areas of organizational behavior, leadership and management of human resources to pick
out the basis for comprehending the importance of effective leadership in pushing
employee productivity and performance.
Key findings
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The findings of this research are anticipated to help contribute rich insights on the field
of employee relations and management and therefore offer insights for institutions
intending at developing and fostering effective leadership practices.
Research impact and conclusion
The findings will help the policy makers and human resources personnel to benefit from
the study and thereby cultivate a positive work environment which will ultimately
promote worker engagement and welfare which will eventually lead to improved
institutional performance and competitiveness. The corporate industry has faced many
challenges linked with the decrease in employee productivity and satisfaction skills gaps
within the institutions. Enforcing proper leadership styles will help improve the two
parameters that will help improve output in institutions.
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CHAPTER ONE
1.0 Introduction
This study looked into the crucial role of leadership in enhancing employee
productivity and satisfaction. Its significance lies in the profound impact that effective
leadership can go on to have on organizational success, employee well-being, and
overall performance. In an era of dynamic work environments, comprehending and
optimizing leadership practices is critical for continued growth and competitiveness
(Melnyk & Raderstorf, 2021). The rationale for this study stems from the recognized
link between leadership behavior and employee outcomes. The leadership styles,
communication, and decision-making in an institution impacts work climates and
employee motivation and this study investigated how this occurs. The problem statement
highlighted the need for empirical investigation to provide evidence-based insights into
how specific leadership approaches can best foster a productive and contented
workforce.
The research aimed at empirically assessing the impact of leadership on
employee productivity and satisfaction, using qualitative methods. Objectives included
identifying key leadership styles, measuring their effects on productivity metrics, and
gauging employee satisfaction based on a particular leadership style. The research
questions focused on discerning the most effective leadership styles and practices for
enhancing productivity, and understanding their influence on employee satisfaction
levels. The study was justified by the potential benefits for organizations seeking to
optimize leadership strategies for heightened performance and employee well-being,
ultimately contributing to a more prosperous and harmonious work environment.
1.1 Background of the study
Leadership plays a crucial role in any sector which calls for the relationship
between employees and their managers to be positive to guarantee better results and
appreciation. Based on this notion, this study therefore looked at how leadership is
crucial in ensuring that there is better productivity and satisfaction. In the changing
world of the working places, the role of leadership stands out as the pillar that
determines the success of any organization (Cvenkel, 2020). The leaders are supposed to
act as the guiding force, shaping the culture, direction and values of the company by
playing the supporting role of influencing the productivity and satisfaction levels of
employees. These values act as the key indicators of institutional performance and
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sustainability and as globalization continues to gather pace, institutions continue to face
challenges ranging from competition, advancements in technology and the rapidly
changing demographics (Dik et al., 2013). It is for these and other reasons that effective
leadership is needed with leaders being expected to provide strategic objectives and
nurturing a unified and motivated team that works towards attaining these goals. As a
result, comprehending the intricacies of leadership effectiveness becomes important for
any institution that wants to have a good output in a highly charged and competitive
environment.
Employee productivity is a crucial metric that unswervingly influences an
institution’s capacity to realize its intended objectives. It consists of quality and quantity
of the work input by employees, their engagement levels, motivation and compliance
with institutional goals. Leaders who are effective are therefore required to possess the
capacity to inspire and motivate their teams by working to ensure that every member of
their team comprehends the role they should play and contribution expected of them to
the overall aim (Kwanya & Stilwell, 2018). The leaders are expected to provide
direction, feedback and avail opportunities for development of skills by employees
through creation of an environment that is conducive for employees to give their best.
The role of leadership is critical for the advancement and prosperity of organizational
growth which call for development of leadership skills in the higher management levels
(Blanchard & Broadwell, 2018).
The impact of leadership should lead to better job satisfaction by bringing on
board a wide array of factors like recognition, compensation and work life balance
among others factors. The leaders should be able to recognize and address the various
needs and aspiration of their team members with an expectation that they introduce a
culture of open communication, trust and empathy which are factors critical for the
realization of satisfying work experience. To achieve good performance, there is need
for managers to offer leadership, guidance and influence on those that they govern so
that they do that which they are supposed to do in order to realize intended results
(Pawar, 2019). Leadership comprises of interacting with employees with the leader
being expected to inspire, make decisions and be responsible. Managers are therefore
anticipated to put maximum efforts and use their abilities in ensuring that employee’s
productivity and satisfaction is attained. They are therefore needed to have appropriate
skills and experience in order for them to be independent thinkers and meet
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responsibilities while understanding the market and the business environment (Singh, et
al., 2016).
Leadership is a key issue in the success of any institution. It is the pushing
power that defines the culture and shapes the decision- making process and lays the
groundwork for employee engagement (Pawar, 2019). Earlier research done in this field
has highlighted the crucial link between effectiveness of leadership and performance of
employees with good leadership contributing immensely to enhanced productivity, job
satisfaction and worker retention. On the other hand, poor leadership will often lead to
disengagement, low productivity levels and increased turnover rate (Demirtas & Karaca,
2020).
The process of globalization has presented different types of resources
available to businesses and competition among businesses has also stirred up the sector.
There has also been discovery of new and innovative ideas by different employees
which means that employees are now able to offer much more than just taking orders
and completing tasks. The leaders have now moved from traditional forms of leadership
where decisions are made based on a leader’s expertise and perspectives with leadership
now becoming consensus based. As the world is becoming modern, there are
expectations of top-notch services and the working conditions of employees has become
crucial. The type of leadership in place influences the behavior and culture of employees
as it plays a role in building, embedding and developing cultures that resonate with
developing employee performance in a competitive market (Chalofsky, Rocco & Morris,
2014).
The human resource departments work effectively in the attempt of improving
employee performance and optimizing their work satisfaction. Leadership on the other
hand continues to play a critical role in improving employee performance with leaders
being expected to motivate to adopt organizational principles and also raise their values,
developmental needs and concerns (MacRae & Furnham, 2017). Emphasis on
establishing efficient skills to develop strong leadership helps solve most problems
within the administrative services. Good leadership strategies help with formulating
ideas that go on to benefit from enhanced employee performance and customer which go
on to sustain competitive growth.
While several researchers have researched on the association between
leadership and workers output, there is still need to explore the various leadership styles,
behaviors and practices that help in increasing productivity and satisfaction.
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(Pawar,2019). This research sought to narrow this gap by undertaking an all-inclusive
investigation into the mechanisms through which leadership influences employee
productivity and satisfaction, contributing to the existing frame of knowledge in the area
of employee handing and leadership.
1.2 Significance of the study
The findings of this study will help contribute to institutional management and
permit the leaders to better comprehend the need for strong leadership and management
styles in correlation with employee job satisfaction and how it contributes to the overall
output of an institution. This research will help in making a contribution to literature on
institutional commitment, change management and leadership. This study raises
important insights into how forms of leadership impact the output of employees and also
raises acumens for managers in any organizations. This study recommends how leaders
can inspire and motivate employees and manage other relationships so that the
workforce is able to commit with their all for the benefit of the business. It therefore
helps enlighten the management of an institution on why they need effective leaders.
The employees will be able to know their roles and obligations. It helps identify the why
employees react positively to certain leaderships styles. The results seek to provide
information to leaders to enable them make informed choices and decisions that will
ultimately lead to job satisfaction and ultimately the institutional success.
The study findings are important since they can be used to develop policy
guidelines that are relevant and sensitive to the forces that influence the industry that
they are in. This study will benefit developers of governance and leadership models
whose ultimate purposes are to reestablish trust in companies, push growth levels and
build a resilient workforce in the particular industries. For the research world, this study
helps contribute to the existing body of knowledge and literature in the area of
leadership types and qualities. It helps trigger the need for further research on the field
of leadership.
1.3 Research Rationale
Any business entity requires good leadership so that it is able to stay afloat and have a
competitive edge (Cvenkel, 2020). Suleyman (2018) observes that effective leadership
has been recognized as the epitome of realizing organizational goals, pushing
productivity and nurturing contented and satisfied employees. Notwithstanding the
understanding of the importance of effective leadership to an institution, there remains
an outstanding gap in empirical research that exclusively examines the relationship
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between the effectiveness of leadership and the impact it has on the productivity of
employees and their satisfaction levels. Demirtas & Karaca (2020) have studied
leadership in isolation and this research was expected to bridge the existing gap by doing
an investigation into the effectiveness of leadership practices and styles on employee
output and efficiency. Additionally, the implications of this study go past theoretical
contributions. By unearthing the particular leadership styles, behaviors, and approaches
that are most favorable to increasing productivity and satisfaction, this research study
offers real-world understandings for organizational leadership. Armed with this
knowledge, leaders can make informed decisions to enhance their leadership tactics,
thereby nurturing a more productive and satisfied workforce.
1.4 Statement of the problem
Earlier studies have pointed out the importance of leadership to the success of
an organization. There has however been few research studies that have examined the
subject of linking leadership and especially the styles of leadership to the performance
of an institution. The effectiveness of leadership in promoting productivity levels of
employees and job satisfaction is a critical and complicated research area in the field of
organizational behavior and leadership management. Despite the widely held view of
significance of leadership in pushing institutional success and employee outputs there is
a need to explore the various styles of leadership, behaviors and practices that have a
noteworthy impact on enhancing productivity and job contentment.
By comprehending the main factors that advance successful leadership and the
impact it has on employees, this research study sought to contribute to the present body
of knowledge in the field of business management. The results will help institutions and
policymakers in enhancing their leadership practices by giving them guidelines that
foster a positive work environment thereby maximizing productivity and promoting the
satisfaction of employees.
Companies need to comprehend and implement leadership tactics that will help push for
the performance of employees so that they attain the anticipated results. This has been
cumbersome principally given the competitive nature of the business environment
(Stack, 2013). Employee performance metrics include implementing the defined duties,
being competent, meeting deadlines combined with employee efficiency and
effectiveness when they are undertaking their work. This calls for institutions to
implement strong human resource management practices that will contribute to
enhancing employee performance. Most institutions encounter hiccups like poor
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innovation, diminished productivity and being unable to meet performance targets. Such
problems occur mainly due to the management failing to implement proper leadership
attributes. Most of the leadership fail to strike a balance between human social life and a
thriving work environment something that goes on to affect employee productivity and
contentment (Bruce et al., 2011). This research therefore investigated how good
leadership can assist in promoting better employee productivity and satisfaction.
As a business needs to thrive, it has to adapt to change in technology and the
shifting demographic trends (Dik et al., 2013). To crown this, the dynamics of
leadership need to rhyme well with these changes so that there is efficiency and
effectiveness. With current research lacking a thorough research on leadership
effectiveness, this study sought to address the gap by researching in this field. It worked
by identifying the particular leadership styles, behaviors and strategies that are most
conducive to adding productivity and satisfaction. This research helped in coming up
with insights that can be leveraged by institutions to enhance their leadership approach.
By using a research design that involved quantitative surveys, qualitative interviews and
literature review, this study helped identify how leadership helped promote effectiveness
and efficiency. Leaders will benefit and improve their leadership practices and likewise
improve the performance of their employees in today’s dynamic workplace
environment.
1.5 Research aim
This study sought to investigate the effectiveness of leadership in promoting employee
productivity and satisfaction. It sought to unearth the influence of leadership practices
on productivity and satisfaction of employees within contemporary organizational
settings. This research sought to outline the particular leadership styles, behaviors, and
strategies that have an impact on employee outcomes eventually offering valuable
acumens for institutional leaders to improve their leadership approach. By espousing a
multidisciplinary approach encircling empirical data collection, comprehensive literature
review, and qualitative analysis, it sought to fill in the existing gap in the already
available studies revealing the relation between leadership effectiveness, employee
productivity, and satisfaction. The research study findings will help empower leaders
with the tools and knowledge that are appropriate in making good employee productivity
and satisfaction.
1.5.1 General Objective
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To investigate the effectiveness of leadership in promoting workforce productivity and
satisfaction.
1.5.1.1 Specific objectives
(i) To assess the effect of autocratic style of leadership in promoting workforce
productivity and satisfaction.
(ii) To investigate the bearing of democratic style of leadership in promoting workforce
productivity and satisfaction.
(iii) To explore the influence of laissez-faire style of leadership in promoting workforce
productivity and satisfaction.
(iv) To evaluate the influence of bureaucratic style of leadership in promoting employee
productivity and satisfaction.
1.5.1.2 Research Questions
The study followed the below research questions
(i). To what degree has autocratic leadership style impacted in promoting employee
productivity and satisfaction.
(ii). What is the influence of democratic style of leadership in promoting worker
productivity and satisfaction.
(iii). What is the influence of laissez-faire style of leadership in promoting worker
productivity and satisfaction.
(iv). How has bureaucratic leadership style impacted in promoting employee
productivity and satisfaction.
1.6 Justification of the study
Effective leadership is widely taken as a key domain in shaping institutional
achievement since it influences the employee’s results. Comprehending the link between
leadership and employee output and satisfaction can help offer valuable insights for
institutions intending to optimize performance and keep the right talent (Bruce et al.,
2011). The chosen topic aligned well with the field of business and management in
particular the organizational behavior, human resources and leadership studies. It
contributes to a comprehensive understanding of the psychological processes that take
part among the employees and leader by picking out the attributes that have the most
noteworthy effect on employee productivity and job contentment with the importance of
this study going beyond individual institutions. The findings have an impact on
policymaking and leadership development programs thereby offering guidance and
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inculcating effective leadership practices that positively affect employee well-being and
the overall institutional performance.
1.7 Outline of the study
Chapter 1: Introduction
This chapter stated the intention of the study, significance of the study,
rationale of the study, problem statement, research aims and justification of the study. It
built the momentum by spelling out the objectives of the study and the research
questions that guides the study. A summary part has been given for gathering the entire
points that have been created within this chapter.
Chapter 2: Literature review
This chapter offered the particular information to help spell out the concept
concerning the topic of study. It begins by stating the theoretical framework that guided
the study followed by review of the past studies that have been done on the field of
leadership effect on the employee empowerment. A gap of the literature reviewed is also
indicated.
Chapter 3: Methodology
This section discussed the data collection method that is conducted to make the
study feasible. To add to this, a time plan was also created for maintaining the time
schedule.
Chapter 4: Findings
This section presented ‘Thematic Analysis’ that gives the findings of the entire study
Chapter 5: Discussion
This section gave the recommendations and what future research should focus
on.
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Figure 1. Research Structure
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
The chapter focused on the implication of specific theories and models for analyzing the
effect of various leadership styles on the improvement of employee performance and
satisfaction in the corporate industry. It is expected that analyzing the effect of
leadership styles can be effective in improving strategies for enhancing the productivity
of a particular company. This section looked at what other researchers have studied on
the field of leadership to build the momentum for this research. The section reviewed
existing literature that touched on various types of leadership styles and the role of
leadership in promoting employee effectiveness and efficiency. The review began by
looking at the Contingency theory and Situational theory in order to build momentum
for the study. The theories provided the intellectual scaffolding on which the study is
constructed, enabling the researcher to navigate the complex landscape of existing
knowledge and make meaningful contributions to their field.
Effective leadership meaningfully influences employee productivity and
satisfaction within an institution (Bakhshandeh, et al., 2023). Such a leader will be
expected to provide clear direction, set attainable goals, and offer positive feedback,
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creating a sense of purpose and course for employees. In addition, these leaders
inculcate a positive work environment through open communication, teamwork, and
recognition of accomplishments, establishing a culture of trust and teamwork (Geffen,
2018). Furthermore, an effective leader understands personal strengths and weaknesses,
allocating everyday jobs accordingly to maximize performance. Consequently, they also
prioritize employee well-being, ensuring a supportive work atmosphere. When workers
feel valued and empowered, their motivation and job satisfaction improve, leading to
more productivity and overall institutional success (Blanchard & Broadwell, 2018).
Studies done on the role of leadership consistently reveal that strong leadership
positively correlates with higher levels of employee engagement, retention, and
performance. Therefore, effective leadership is a critical driver in creating a motivated,
satisfied, and high-performing workforce, ultimately benefiting the organization as a
whole.
In order to comprehend the various leadership philosophies, their theoretical
foundations, and their effects on employee satisfaction and productivity, a
comprehensive evaluation of the body of literature has been carried out in this literature
review. The review helps to illustrate how effective leadership plays a critical role in
pushing the success of an organization by influencing employee productivity and
satisfaction (Ishbia, 2019). This literature review examined the substantial body of
research regarding the impact of leadership styles, behavior, and strategies on employee
performance as well as job satisfaction. Similarly, it provided valuable insights into the
relevant variables and methodologies employed to study this relationship.
2.1.1 Contingency Theory
Contingency theory, originating in the late 1960s, was pioneered by
organizational scholars like Joan Woodward, Paul Lawrence, and Jay Lorsch
(Donaldson, 1995). It asserts that effective management practices depend on situational
factors, such as the environment, technology, and organizational structure, rather than
universal principles. Contingency theory proposes that effective leadership is dependent
on several situational factors (Ranjit & Paulo, 2015). It suggests that there is no one
size-fits-all approach to leadership, as what works in one situation may not be effective
in another. This theory stresses the importance of matching leadership styles to specific
circumstances, such as the organization’s culture, the nature of tasks, and the
characteristics of followers (Waweru, 2010). For example, a directive leadership style
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might be more appropriate in a crisis where quick decisions are critical, while a
participative approach could be better in scenarios needing teamwork and imagination.
In addition, this theory recognizes that leaders must adapt and be flexible, showing
flexibility in their approach (Hunter & Tan, 2004). Furthermore, it identifies that leaders
may need to take in different styles with different categories of employees, based on
their skills, experience, and motivation.
2.1.1 Situational Theory
Situational leadership theory, developed in the late 1960s by Paul Hersey and
Ken Blanchard, argues that effective leadership adapts to the specific needs and
readiness of followers (Friese et al., 2018). It emphasizes matching leadership styles to
the situation at hand, asserting that there is no one-size-fits-all approach. The theory
asserts that leaders should adjust their behavior based on factors like the task at hand, the
abilities of the followers, and the level of support needed. Situational leadership theory
revolutionized leadership thinking by highlighting the dynamic interplay between
leaders, followers, and the context in which they operate, offering a flexible framework
for effective leadership practices.
The Situational Theory avers that different situations need different leadership
styles to maximize outcomes (Clarke, et al., 2018). For example, a critical situation may
require an authoritative leadership style as it may be the most effective method of
management as it gives clear direction and resoluteness. Contrariwise, in a collaborative
or creative setup, a more transactional leadership style where employees are involved in
decision-making, might bring a greater sense of ownership and creativity (Hardie, 2020).
This theory also stresses the importance of leaders being able to adapt and capable of
assessing the situation to develop the most suitable leadership style. Such leaders must
be able to analyze factors like the nature of the task and, the skills and experience of the
team members (Henry, 2022). This theory stresses the dynamic nature of leadership.
This way, it becomes easy to promote employee productivity and satisfaction.
2.2 Leadership in promoting employee productivity and satisfaction
Effective leadership plays a crucial role in stimulating employee productivity and
satisfaction. Such a type of leader is anticipated to give clear direction, set accurate
goals, and offer helpful feedback. Consequently, they are expected to foster a positive
work culture that values open communication, teamwork, and recognition of
achievements (Yoder-Wise & Kowalski, 2010). By comprehending individual strengths
and needs, a leader will be able to allocate tasks fittingly and provide opportunities for
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growth. Furthermore, they are expected to prioritize the well-being of employees by
making the environment conducive. When workers feel supported, empowered, and
valued, their motivation and job satisfaction improve, leading to more output and overall
institutional success. Leadership therefore acts as a foundation for establishing
motivated, engaged, and high-performing employees (Blair & Gesner, 2019).
An organization’s overall success is greatly influenced by its leadership, which
involves personal qualities that allow certain people to carry out specific tasks (Rich, et
al., 2018). It can take many different forms, depending on the culture of the
organization, the individual, intelligence, wisdom, and power over others. Therefore, the
productivity and pleasure of employees inside an organization is greatly influenced by
this type of leadership style (Tierney, 2022). Different leadership philosophies have
different effects on workers, and leaders can foster a healthy work environment and
accomplish organisational objectives by being aware of these consequences.
2.3 Transformational and democratic leadership
Transformational leadership is influential in cultivating an effective workforce
(Netolicky, 2022). Therefore, leaders who employ this style inspire and motivate their
team to exceed their potential. Through clear communication and a persuasive vision,
they inculcate a sense of resolve and direction. They foster a culture of trust, enabling
workers to take risks and innovate. Transformational leaders provide mentorship,
recognizing employee strengths and areas for growth (Blair & Gesner, 2019). They
encourage autonomy and responsibility, empowering employees to take ownership of
their tasks. By challenging conventional thinking and promoting continuous learning,
this approach enhances skills and performance, ultimately driving personal and
organizational success. Transformational leadership has been associated with increased
job satisfaction, high levels of employee engagement, and enhanced institutional
performance.
Democratic leadership revolves around inclusivity and collaboration. Where
leaders who deploy this style incorporate their subjects in decision-making, valuing their
input and opinions (Hart & Patapan, 2009). Eventually, this move helps create a sense of
ownership and obligation among employees by enabling communication to flow freely,
inspiring creativity and diverse perspectives. Even though the leader upholds final
authority, they seek consensus and respect individual employee autonomy. Furthermore,
this form of leadership creates a positive work environment, where every worker feels
that their opinion counts and is valued. It encourages a culture of culpability and shared
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responsibility, eventually leading to higher job satisfaction, productivity, and a strong
sense of collective accomplishment within the organization (Henry, 2023).
2.4 Transactional leadership
Transactional leadership is a practical approach to management where leaders
focus on clear opportunities, rewards, and consequences (Watkins, 2009). In addition,
these leaders create well-defined roles and tasks, offering direction and feedback to
ensure acquiescence with set standards. These rewards include praise, promotions, or
tangible incentives and they help in motivating performance. On the contrary, there are
repercussions for deviations from established norms. Similarly, this style of leadership
accentuates a structured, results-driven environment, where efficiency and productivity
are supreme. However, for this form of leadership style while effective in repetitive
circumstances, it may lack in nurturing creativity or adaptableness. Transactional leaders
excel in keeping order and attaining short-term goals, making it appropriate for stable,
task-oriented environments.
This type of leadership style dwells on exchanging rewards and punishments
pegged on the performance of an employee and emphasizes on having clear
expectations, rewards, and corrective actions when the goals are not met. It consequently
helps with effectively maintaining performance standards and employee satisfaction.
However, this style is known to have less inspiration and employee engagement in the
long term (Hart & Patapan,2009).
.
2.5 Leadership in driving employee job satisfaction
Effective leadership style plays a crucial role in shaping institutional
performance, engagement of employees, and ultimate job satisfaction. Effective
communication comes out as one key issue that helps in promoting successful leadership
and leaders should communicate clearly, transparently, and with empathy so that they
enable trust and mutual understanding among the workforce (Mayfield J & Mayfield M,
2018). Similarly, having clear communication on the institutional goals, expectations
and feedback helps align individual efforts with bigger objectives thereby enhancing
both productivity and satisfaction.
Leaders should learn to empower employees by delegating responsibilities and
providing autonomy to promote positivity in job satisfaction and productivity. When
employees feel trusted and valued, they will feel positive to take work ownership and be
highly committed to achieving the institutional goals (Falcone, 2022). Furthermore, the
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leaders will also need to have emotional intelligence so that they are able to understand
and manage their emotions and be able to recognize and influence the emotions of
others. Similarly, such leaders are able to build positive relationships and resolve
conflicts easily thereby creating a positive work environment that increases employee
satisfaction and productivity. Leadership should be transparent and trustworthy to instill
confidence and loyalty among their subjects. In such a setup, employees are able to take
more risks, collaborate, and contribute their best efforts which also goes on to increase
productivity and job satisfaction.
2.6 Leadership behaviors and employee satisfaction.
Leadership behaviors like employee empowerment, communication, and trust
building are crucial in fostering employee satisfaction with leaders who offer good
communication and emotional support helping create a positive work environment
which ultimately leads to high levels of job satisfaction (Falcone, 2022). Likewise,
leaders should empower their employees by delegating authority and decision-making
responsibilities. Employees who perceive their leaders are empowering them exhibit
high levels of job satisfaction since they feel a sense of ownership of their undertakings.
Leadership strategies like mentoring and coaching also help promote
employee well-being. It leads to higher job satisfaction since those mentored get to
experience increased confidence and competence in their roles (Falcone, 2022).
Coaching comes out as one-on-one guidance and development and it also helps in
promoting employee well-being. Leaders who invest in coaching are credited in
promoting growth and learning in employees which also leads to overall well-being and
job satisfaction.
2.7 Measuring leadership to determine its effectiveness
Measuring leadership effectiveness consists of assessing a leader’s impact on
organizational goals and team dynamics with the main key indicators comprising
employee satisfaction, productivity, and retention rates. Feedback mechanisms like
surveys and performance evaluations offer valued intuitions into leadership style and its
influence on the work environment (Kennedy, 2018). Furthermore, scrutinizing goal
realization, project success, and financial performance offers tangible metrics. A leader’s
capability to adapt, inspire, and empower team members is crucial. Observing their
communication skills, decision-making, and conflict resolution also informs
effectiveness and eventually, an effective leader is expected to align their style with
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institutional objectives, steering positive outcomes and fostering a motivated, high
performing team
The Multifactor Leadership Questionnaire is one of the standard instruments
used in assessing transactional and transformational leadership behavior. It is employed
for measuring a wide range of leadership styles helping identify the characteristics of a
type of leader and assisting employees in gauging themselves in how they measure up in
comparison with their colleagues. In addition, the success of leadership is measured
through a retesting program that helps track changes in leadership style. The first
transformational scale in this questionnaire is Inspirational Motivation. When a leader
articulates the future with a positive attitude, the employees also become motivated.
The second scale is Idealized Influence. It denotes the attribution of the charisma of the
leader to his subjects. This includes values, focusing on high ideals, and perceived
power. These attributes help a leader build strong emotional connections with
employees. It eventually leads to more trust and confidence by the employees on the
leaders. Idealized influence stresses on collective sense of mission and values and acting
on them. The third scale is Individualized Consideration. Under this scale, the individual
needs of employees are considered as well as how their individual strengths can be
improved. The leader is expected to focus on the defined tasks of employees and reward
them if they meet the target needs. The fourth scale is Active Management by
Exception. Under this, a leader watches and searches actively for deviations from rules
and standards so as to avoid these deviations and where necessary take corrective
actions. Furthermore, productivity measurement helps in communicating future
directions, bringing accountability, and charting the path for the future (Schriesheim et
al., 2009). The measures should be cost effective and make use of the available sources
and should be valid and reliable.
2.8 Work Culture in Promoting Employee Productivity
Work culture denotes the habit that is executed repeatedly by employees in an
institution. The violation of the culture does not result in any sanctions but these cultures
help with achieving organizational goals. Similarly, work culture involves compliance
with laws, working time, traffic, procedures, regulations, and interacting with partners.
Employees should be ready to receive correct information from their colleagues show
respect for them and execute their responsibilities. A strong work culture creates a good
corporate culture and also reflects that the culture has strong roots in the workplace and
has actually been actualized in daily activities (Blair & Gesner, 2019). Enhancing
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employee performance depends on how much employees implement organizational
culture between them so that they can provide maximum performance for the
organization. An employee who has a high organizational culture is most likely to see
themselves as a true member of the institution that they work in. It can therefore be
concluded that a good work culture will help in creating a good corporate culture and
therefore good performance.
The effectiveness of leadership in promoting employee productivity and
satisfaction comprises several styles, strategies, and behaviors. Transformational and
transactional leadership styles, combined with engaging communication, empowerment,
trust-building, and mentoring, have all been pointed out as crucial components in
inducing organizational outcomes. Comprehending the nuanced interplay between
leadership and employee outcomes is crucial for institutions looking forward to
optimizing their performance and fostering a positive work environment (Henry, 2023).
2.9 Conceptual framework
This research aimed at exploring the dynamic relationship between leadership
effectiveness and its impact on employee productivity and satisfaction. Grounded in
contingency and situational theories, the conceptual framework posits that leaders
fostering a positive work environment, providing clear communication, and supporting
employee growth contribute to improved job satisfaction. Simultaneously, effective
leadership is expected to stimulate intrinsic motivation, teamwork, and goal alignment,
thereby enhancing overall productivity. Methodologically, the study employed
secondary to measure leadership behaviors, employee satisfaction, and productivity
levels. The findings are anticipated to inform organizational practices and contribute to
the existing literature on leadership and employee well-being (Blair & Gesner, 2019).
Transformational
leadership
Transactional
leadership
Democratic leadership
Source: Researcher (2023)
Employee
productivity
Employee
satisfaction
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2.10 Summary of Literature Reviewed and Research Gaps
The literature review looked at the role effective leadership styles play in
promoting employee productivity and satisfaction within an organization. It established
that leadership styles can significantly impact the overall work environment, employee
motivation, and team dynamics. In addition, the literature review looked at various
leadership approaches that have been studied to understand their influence on
productivity and job satisfaction. It established that leadership styles significantly
influence employee productivity and satisfaction. The study found that transformational
and participative leadership styles tend to yield positive results, fostering a motivated
and content workforce. While transactional and autocratic styles may have certain
benefits, they can lead to lower levels of job satisfaction in the long run. Leaders who
recognize the importance of balancing productivity goals with employee well-being can
create a more harmonious and prosperous work environment. Workplaces can become
more peaceful and prosperous when leaders understand how important it is to strike a
balance between productivity targets and employee well-being. Understanding the
relationship between leadership and employees will help institutions to develop and
mentor leaders who will be effective in their undertaking. There is a need to invest in a
culture of regular communication and trust with empowerment being the main step
towards creating an environment that increases productivity and employee satisfaction.
Effective leadership goes on to not only promote organizational success but also help in
creating fulfilling work experiences for the employees.
The studies that highlighted leadership effectiveness were conducted in a generic
organizational context. Yoder-Wise & Kowalski (2010) summarize that leaders needs to
give clear goals, direction and make the environment conducive to enable good
leadership. Rich, et al (2018) fronts that leadership takes many forms depending on the
organizational culture, personal qualities, intelligence, wisdom, and influence over other
people. As a result, leadership style plays a key role in determining employee
productivity and satisfaction within an institution. Trivedy (2018) fronts that
transformational leadership helps in the enhancement of employee satisfaction,
commitment, and productivity through the creation of a positive and engaging work
environment. Similarly, he argued that these types of leaders help inspire and motivate
employees by setting a vision for them which brings about personal growth. These and
the other literature highlighted focus mainly on leadership role on enhancing employee
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effectiveness. They do not go beyond leadership style effect on employee performance.
However, there was a need for research that specifically focused on particular industries,
organizational sizes, or cultural contexts, as leadership dynamics can vary significantly
as most existing research tends to be cross-sectional, providing a snapshot of a particular
point in time. There was a gap in longitudinal studies that track the impact of leadership
practices over an extended period, providing a more nuanced understanding of the long
term effects.
While transformational leadership is often highlighted, there had been less
exploration of other leadership styles like laissez-faire and their specific impact on
productivity and satisfaction In addition, research on the effectiveness of leadership
training and development programs in enhancing leadership skills and subsequently
influencing employee productivity and satisfaction was limited. Most of the available
studies focused on the leader’s behavior and this created a need to investigate how
employees perceive and interpret leadership actions, and how this perception influenced
their satisfaction and productivity.
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction
This chapter spelt out the research methodology that was used for this study. The study
consisted of the research design, data collection, sample selection and the data analysis
used in the study, the ethical considerations and the limitations of the research. This
study adopted qualitative data analysis method approach, combining both positivism and
interpretivism. Positivism aligns with qualitative data collection methods, providing
measurable insights into leadership’s impact on productivity and satisfaction (Chandra &
Sharma, 2013). Interpretivism, on the other hand, allows for a qualitative exploration of
the subjective experiences of employees, offering a holistic understanding.
3.2 Research Onion
The “Research Onion” will served as a comprehensive methodological
framework that summarized the entire research process, offering a structured approach
for conducting meaningful studies. It consisted several sequential stages, each building
upon the previous, thereby facilitating a systematic and rigorous investigation (Saliya,
2023). It began with “Research Philosophy,” which established the fundamental beliefs
and assumptions guiding the research endeavor. This philosophy underpined subsequent
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decisions and methodologies. It was then followed by the “Research Approach” which
outlined the overall plan or perspective adopted for data collection and analysis. It
encompassed deductive, inductive, or abductive reasoning approaches. Next in line is
the “Research Strategy. It outlined the broader plan for realizing research objectives.
This stage involved decisions on the overall design, such as experimental, survey, case
study, or ethnographic approaches. Subsequently, the ‘Research Methods’ section
delineated the particular techniques deployed for data collection, including surveys,
interviews, observations, or document analysis. Moving forward, the ‘Research
Analysis’ phase involved processing and interpreting gathered data using statistical tools
or qualitative analysis techniques. Finally, the ‘Research Method’ encompassed the
detailed procedures and tools employed at a granular level to implement the chosen
research strategy.
Figure 3.2.1: Research onion (Saunders et al;2019, p.108)
3.3 Research Design
The research design gave a comprehensive framework for doing secondary
research on leadership. The study systematically gathered and analyzed existing
literature on leadership. By doing this the study aimed at elucidating the diverse
dimensions of leadership, its impact on organizational effectiveness and the contextual
factors determining leadership practices. The research design laid the foundation for a
rigorous and insightful examination of contemporary leadership theories and practices.
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This secondary research intended to comprehensively analyze existing literature
on leadership, dwelling on various perspectives, theories, and empirical studies. The
research design spelt out the methodology for gathering and synthesizing relevant
information to get a deeper understanding of leadership concepts and practices
(Rosenstein, 2019). The objectives of the research design were as follows
 To identify key theoretical frameworks and models of leadership.
 To explore the impact of leadership styles on organizational
performance.
 To evaluate the impact of contextual factors on effective
leadership.
 To analyze the evolving trends and challenges in contemporary
leadership practices.
This study adopted qualitative analysis using secondary sources to analyze the
existing literature, empirical studies and theoretical frameworks that were available on
the topic of leadership effectiveness in enhancing employee productivity and
satisfaction. This method was picked since it allowed in-depth exploration of the subject
of study since it allowed for deep analysis from several studies written on the field of
leadership from several disciplines including organizational behavior, psychology and
management (Green & Thorogood, 2018).
3.4 Research Philosophy
The research philosophy offered a framework for guiding how to approach the
research process. One of the ways of doing this was through interpretivism research
philosophy where the researcher focused on multiple pieces of information that had been
selected concerning the subject of the study (Edson et al., 2017).
Constructivism philosophy asserts that reality is socially constructed and
subjective, shaped by individuals’ interpretations and experiences (El-Hani et al.,
2019). Researchers in this paradigm seek to understand multiple perspectives, often
using qualitative methods to explore complex, context-dependent phenomena. The
critical philosophy paradigm challenges power dynamics and social inequalities. It
scrutinizes societal structures and seeks emancipation from oppression. Researchers
within this paradigm engage in advocacy, often using qualitative methods, and aim to
empower marginalized groups.
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The interpretivism research philosophy has been chosen. Interpretivism
emphasizes the subjective understanding of social phenomena, recognizing that reality is
socially constructed and that individuals interpret their experiences in unique ways
(Rosenstein, 2019). This philosophy is particularly relevant in studying complex human
interactions and perceptions within organizational settings.
3.5 Research Approach
There exist several research approaches in research methodology. The first is the
deductive research approach which normally involves analyzing, collecting and data
comparison (Rosenstein, 2019). It begins with stating of clear and well- defined research
question to assist in focusing on the research process thereby ensuring that the research
is relevant and meaningful. It maintains the entire reliability that gives an accurate
method of doing research work. It also comes with the advantage of giving clear
direction and assists in obtaining precise data thereby improving quality of the research
work. Inductive research approach method on the other hand starts with specific
observations or data and seeks to uncover broader patterns, generalizations, or theories
(Saliya, 2023). It involves collecting and analyzing data to generate new insights and
hypotheses, often used in qualitative studies. Inductive reasoning aims to build
understanding from the ground up.
The deductive research approach has been opted as part of the research
methodology to analyze, collect and do data comparison. This approach was picked as it
allowed for a start with well-defined research question which ultimately helped in
ensuring that the research was relevant and meaningful. This approach was also favored
as it was less expensive and it also helped in giving precise data pegged on the research
topic.
3.6 Data Analysis Techniques
3.6.1 Thematic Content Analysis
Thematic Content Analysis is principally valuable for synthesizing assorted
sources and obtaining meaningful intuitions (Wheeler, 2022). It normally permits to go
beyond individual studies and identify all-encompassing patterns in the literature,
offering a detailed view of the evolution of leadership concepts and practices over time.
Furthermore, it has allowed for the identification of gaps or contradictions in the
literature. By methodically classifying and examining the content, it has been able to
pinpoint fields where more investigation was required, contributing to the improvement
of knowledge in the field of leadership (Bapat & Vashisht, 2023).
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University London Dissertation (2023)
Thematic Content Analysis research methodology was particularly useful in
this study on the effects of leadership styles where the approach involved identifying,
analyzing, and reporting patterns or themes within a body of literature with the intention
of getting deeper insights into the research topic. In this study’s context, the study began
with an extensive review of existing literature from various academic databases,
journals, books, and reports. The collected material was then systematically analyzed for
recurring themes related to leadership theories, styles, and their organizational impacts.
Firstly, the literature was familiarized, getting a deeper comprehension of the
various standpoints and theories touching on leadership. Than organized and coded the
gathered data with codes representing concepts, ideas, or patterns connected to
leadership. These codes were then put into categories, forming the initial themes. As the
analysis progressed, themes were polished and connections between them were
identified. This process allowed for a deeper understanding of how different leadership
styles and theories are interconnected and how they manifest in various organizational
contexts (Rosenstein, 2019).
The collected data went through a thematic content analysis to pick out
recurring themes, patterns, and trends connected to leadership effectiveness and its
impact on employee productivity and satisfaction. This approach involved methodically
classifying and encrypting information from the settled on secondary sources.
3.6.2 Comparative Analysis
A comparative analysis was done to evaluate different leadership styles and
their respective effects on employee outcomes. The process involved synthesizing
findings from secondary sources to pick out commonalities and discrepancies in the
literature (Kane & Kahwati, 2020). Comparative Analysis began with an elaborate
review of existing literature from several academic databases, journals, books, and
reports. The collected material was then organized based on an appropriate criterion,
such as leadership styles, theories, and their impacts on institutional outcomes. Through
the Comparative Analysis, it was able to discern trends, contradictions and gaps in the
literature. In addition, Comparative Analysis served to contextualize and corroborate
findings by comparing them against a broader body of literature (Mertova & Webster,
2020). This methodology enabled the researcher to draw noteworthy conclusions
regarding the strengths and limitations of different leadership paradigms, contributing to
a deeper understanding of leadership practices.
3.7 Data Collection
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University London Dissertation (2023)
3.7.1 Selection of secondary sources
The secondary data that was used in this study was collected from reputable
academic journals, conference proceedings, books and reports that had been published in
the last seven years. The selection criteria included bearing to the research topic, peer
reviewed status, and credibility of the source. The databases like ProQuest, JSTOR,
Google Scholar, and EBSCOhost were attempted to gather the required information.
The study used eight articles and four themes. The study used peer reviewed articles and
journal that revolved around the topic of leadership styles influencing employee
productivity and output.
3.7.2 Inclusion and exclusion criteria
Inclusion criteria comprised literature that focused on leadership styles,
behaviors, and strategies that directly impacted employee productivity and satisfaction.
The study excluded sources that lacked empirical evidence, non-academic publications,
and outdated studies. In addition, the research studies that were not presented in the
English language were excluded due to limitations in translation resources.
3.7.3 Primary and Secondary data collection methods
The primary data collection involves structured surveys to quantify employee
satisfaction and productivity levels (Lusher & Sterland, 2022). This may include Likert
scale questions to gauge attitudes and performance metrics for productivity assessment.
Additionally, interviews and focus groups can be conducted to gather qualitative
insights, allowing employees to elaborate on their experiences.
Secondary data which was adopted for this study involved reviewing
extensively the existing literature on leadership styles, their influence on employee
productivity and satisfaction, and relevant organizational theories. This provided a
comprehensive theoretical framework and contextual backdrop for the study.
3.7.4 Justification for using secondary data
First, leadership effectiveness and its impact on productivity and satisfaction
has been extensively studied. A review of secondary data helped in synthesizing
established theories and models, enriching the theoretical foundation of the study (Manu
& Akotia, 2021). Second, secondary data allowed for the inclusion of historical data,
enabling a longitudinal analysis of leadership trends and their effects on employee
outcomes. Third, utilizing existing data was more time and cost-effective compared to
primary data collection, especially when large-scale surveys or longitudinal studies are
involved.
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3.8 Ethical Considerations.
When doing this research using secondary sources, ethical considerations
played a pivotal role in ensuring the integrity, credibility, and respect for intellectual
property rights. It was important to uphold principles of citation and attribution by
correctly citing all sources used in the research. Furthermore, the objectivity has been
maintained, and the introduction of bias or subjective interpretations has been refrained
from. Ethical conduct necessitated presenting information objectively, allowing readers
to form their own conclusions based on the evidence provided (Tumilty, 2022). The
permission has been sought for the use of copyrighted material where it was necessary
and also suitably employed techniques like paraphrasing to avoid infringement.
3.8.1 Plagiarism and Attribution
Throughout the research process, academic integrity has been upheld, with
proper citations and references being maintained for all the sources utilized,
acknowledging the original authors for their work.
3.8.2 Avoidance of bias
Conscious efforts were made to eliminate the possibility of bias by critically
evaluating the quality and validity of the selected sources. Furthermore, diverse outlooks
and conflicting findings were taken into consideration to provide a balanced and
comprehensive analysis.
3.9 Chapter Summary
This chapter outlined the research methodology deployed for the study on
leadership effectiveness in promoting employee productivity and satisfaction. The
adoption of a qualitative approach, along with systematic data collection and analysis
techniques provided an elaborate understanding of the topic. Ethical considerations and
limitations were also addressed to ensure the integrity and validity of the research
findings.
CHAPTER FOUR
ANALYSIS AND DISCUSSION
4.1 Introduction
This chapter delved into a comprehensive discussion and analysis of the research. The
study aimed at investigating the relationship between leadership styles and their impact
on employee productivity in the context of modern institutions. This chapter gave a
thematic analysis of the data collected through secondary data sources analysis. In
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addition, it gave a synthesis of key insights obtained from the study highlighting
implications for both theory and practice.
4.2 Thematic Analysis
Authors
Theme
Description
Moldoveanu
and
Narayandas (2019),
Guzmán
et
(2020)
al.
There should be a
skill
Skills
development and
training
helps
improve
employee
knowledge and
awareness
to
relate better with
others
development
program as it makes
leadership easy to
implement.
It
develop
skills in employees.
Ritala et al. (2021)
Ramanadhan et al.
(2021)
helps leaders to
easily identify the
issues
that
encountered
employees.
identifying
issues,
it
are
by
Upon
these
becomes
easy
trainings
to
offer
to them.
This is achievable
through democratic
leadership.
The authors of the
books
noted that
more than half of
leaders put efforts to
development
of
talent
The
managers
obtaining
information
regarding
It
is
to
the
challenges that are
faced by employees.
important to
understand
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University London Dissertation (2023)
challenges
calls
of
employees helps
improve
their
wellbeing
productivity
and
This
application
for
of
effective leadership
which helps bring in
functionality
guidance
employees
Aldawood
and
operationalization of
functions within an
institution that will
end
employees
helping
giving
their best and being
satisfied.
The leaders are
required
to
put
emphasis on new
technology and to
provide
supportive
to
Skinner
Sampson
(2020)
and
(2019),
et
al.
Rolling out team
dynamics enables
employees
to
work
together
and compliment
one
another
where one of
them could be
weak
The managers should
encourage working
as a team. This way
it becomes easier for
any employee to
bring out their strong
areas
increasing
productivity
and
satisfaction
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University London Dissertation (2023)
34
Juliana C. Gani L.
& Jermias J. (2021).
Managers should
offer strategic
leadership and
have resolve on
making
employees work
comfortably.
Offering good
leadership to
employees ushers in
a conducive
environment for
them to perform
which ultimately
leads to more
productivity
Welis &
Whittington, (2020)
The environment
should be
conducive to
enable employees
work with ease.
The right
materials should
be made present
When the working
environment is good
the employees will
have an atmosphere
that allows them to
exercise their
authority and they do
so with ease. This in
turn leads to more
employee satisfaction

University London Dissertation (2023)
35
Appelbaum, Degbe,
MacDonald &
Nguyen-Quang
(2015).
Managers should
be ready to step
in and offer
leadership when
the company is
facing challenges
and obstacles
(Crisis
leadership)

Appropriate
leadership is part and
parcel of navigating
obstacles that crop up
from time to time.
This acts as a good
way of assuring
employees that their
managers have their
back when there is a
crisis.
Gliddon &
Rothwell (2018)
Employees
should be
encouraged to
exercise
innovation.
Employees ought to
be encouraged to
apply their own self
innovation in
pushing for better
output of the
company. Allowing
room for creativity
and innovation will
make the employees
more eager to work
as they will see that
their ideas are being
considered and put
into practice.
Zulfiqar A. Ghulam
A. Muhammad A.
Fouzia A.
Muhammad A. &
Qandeel H. (2021).
Appreciation
through tokens.
When the best
performing
employees get
recognized through
rewards, they feel the
desire to work even
better and with gusto
resulting
in
output
4.3 Discussion
more
Discussion on theme 1 (as per the above table)
Effective leadership plays a pivotal role in fostering employee productivity
and satisfaction, and appropriate training is a cornerstone of this success. Leadership
training equips managers with the skills to inspire, communicate, and motivate teams,
creating a positive work environment (Gliddon & Rothwell, 2018). Leaders trained in
conflict resolution and emotional intelligence can address challenges efficiently,
reducing workplace stress and enhancing overall job satisfaction.
Training also enables leaders to adapt to evolving business landscapes,
fostering agility and innovation within the organization. A well-trained leader can
effectively delegate tasks, provide constructive feedback, and recognize employee
achievements, contributing to a sense of value and fulfillment. Moreover, leadership
training encourages a culture of continuous improvement, where leaders learn to support
professional growth and skill development among their teams. Ultimately, investing in
leadership training not only enhances the capabilities of individual leaders but also
contributes significantly to elevated employee productivity and satisfaction, creating a
harmonious and thriving workplace (Demirtas & Karaca, 2020).
Discussion on theme two
Effectively addressing employee challenges is integral to leadership’s role in
promoting productivity and satisfaction within a workplace. Leaders who skillfully
tackle issues such as communication gaps, workload concerns, or interpersonal conflicts
contribute to a healthier work environment. By actively listening to employees and
empathetically understanding their concerns, leaders can implement targeted solutions
that alleviate stress and improve morale (Cuellar, 2018).
Leadership’s ability to provide timely and constructive feedback, recognize
achievements, and offer support during challenging times fosters a sense of appreciation
and motivation among employees. Moreover, addressing challenges proactively
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demonstrates a commitment to employee well-being, building trust and loyalty. Leaders
who encourage a collaborative problem-solving approach create a culture of
transparency and inclusivity, enhancing overall job satisfaction (Pierce & Newstrom,
2011). In essence, by adeptly navigating and resolving employee challenges, leaders
play a pivotal role in cultivating a positive workplace atmosphere conducive to
heightened productivity and contentment.
Discussion on theme three
Teamwork and positive team dynamics are crucial elements in enhancing the
effectiveness of leadership, thereby promoting employee productivity and satisfaction.
Leaders who foster a collaborative environment encourage open communication, shared
goals, and mutual support among team members (Haryanto et al., 2022). Effective
teamwork enables the pooling of diverse skills and perspectives, leading to innovative
problem-solving and increased productivity.
Leadership that emphasizes teamwork creates a sense of belonging and
camaraderie, contributing to higher job satisfaction. When team members feel valued
and connected, there is a greater likelihood of collaboration, knowledge-sharing, and a
collective commitment to achieving common objectives (Demirtas & Karaca, 2020).
Additionally, effective team dynamics often result in a more efficient distribution of
tasks, preventing burnout and ensuring a balanced workload.
Discussion on theme four
Strategic leadership is instrumental in elevating employee productivity and
satisfaction by aligning organizational goals with individual and team objectives.
Leaders who adopt a strategic approach set clear, achievable targets and communicate a
compelling vision, providing employees with a sense of purpose and direction (Jiaojiao
et al., 2023). By strategically allocating resources, leaders ensure that employees have
the necessary tools and support to excel in their roles, fostering a positive work
environment.
Furthermore, strategic leaders anticipate challenges, adapt to changing
circumstances, and guide their teams through transitions. This proactive stance
minimizes uncertainties and instills confidence in employees, contributing to job
satisfaction. Strategic leadership also involves recognizing and rewarding high
performance, promoting a culture of meritocracy that motivates individuals and teams
(Tung & Shih, 2023).
Discussion on theme five
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University London Dissertation (2023)
An appealing work environment is a critical factor in leadership effectiveness
as it significantly influences employee productivity and satisfaction. Leaders who
prioritize creating a positive workplace contribute to a culture that fosters motivation
and engagement. A well-designed and comfortable workspace, along with amenities that
prioritize employee well-being, can enhance job satisfaction by promoting a sense of
value and care (Tung & Shih, 2023).
Effective leadership involves understanding the preferences and needs of the
workforce, tailoring the environment to accommodate diverse working styles, and
encouraging collaboration. A visually appealing and organized workspace can positively
impact mood and focus, directly influencing productivity. Additionally, leaders who
invest in creating a positive company culture, one that promotes work-life balance,
inclusivity, and employee development, contribute to heightened job satisfaction
(Nevarez et al., 2023).
Discussion on theme six
Crisis leadership is pivotal in demonstrating the effectiveness of leadership
and plays a crucial role in promoting employee productivity and satisfaction during
challenging times. In moments of crisis, employees look to their leaders for direction,
stability, and reassurance. Leaders who exhibit calmness, decisiveness, and transparency
in the face of adversity inspire confidence and mitigate uncertainty, positively impacting
employee satisfaction (Helms, 2012).
Effective
crisis
leadership
involves
swift
decision-making,
clear
communication of strategies, and a focus on prioritizing the well-being of employees.
Leaders who empathetically address concerns, provide support, and maintain open lines
of communication contribute to a sense of security and trust, fostering a positive work
environment. Moreover, navigating crises adeptly and collaboratively can strengthen
team cohesion, instilling a sense of purpose and resilience among employees (Wojtczuk
Turek, 2022).
Discussion on theme seven
Encouraging innovation is a key driver of leadership effectiveness in
promoting employee productivity and satisfaction. Leaders who foster a culture of
innovation empower employees to think creatively, contribute ideas, and explore new
approaches to problem-solving (Smart, 2018). This not only stimulates a dynamic work
environment but also inspires a sense of ownership and engagement among employees.
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Effective leaders recognize and reward innovative efforts, providing positive
reinforcement that boosts morale and job satisfaction. By promoting a culture where
risk-taking is encouraged and mistakes are viewed as learning opportunities, leaders
create a psychologically safe space for employees to experiment and innovate. This, in
turn, leads to increased productivity as employees feel motivated to contribute their best
ideas without fear of retribution (Berberick, 2017).
Discussion on theme eight
Providing small tokens to employees is a powerful strategy for enhancing
leadership effectiveness and promoting employee productivity and satisfaction. These
tokens, whether in the form of recognition awards, personalized notes, or modest gifts,
serve as tangible expressions of appreciation. Such gestures create a positive emotional
impact, fostering a sense of value and acknowledgment among employees (Abdelaziz &
Elsheikh, 2021).
Effective leaders understand the significance of recognizing individual
contributions and milestones, boosting morale and motivation. Small tokens act as
symbolic rewards, reinforcing a culture of appreciation and camaraderie within the
workplace. This, in turn, contributes to increased job satisfaction as employees feel seen
and valued for their efforts (Singh et al., 2016).
Moreover, these tokens can serve as motivational triggers, encouraging
continued high performance and dedication. In summary, leadership that invests in
acknowledging and rewarding employees with small tokens cultivates a positive work
environment, boosting both individual and collective productivity while contributing
significantly to overall job satisfaction.
4.4 Key findings of the research
The research findings have highlighted the impact of various leadership styles
on employee productivity and satisfaction. Firstly, the autocratic leadership style has
been found to accelerate decision-making Secondly, democratic leadership has come out
as a strong promoter of both productivity and satisfaction, emphasizing the significance
of collaboration and employee input. Equally, laissez-faire leadership has demonstrated
possibility for innovation but it has also been linked with reduced overall productivity.
Finally, bureaucratic leadership exhibited a positive correlation with productivity but
often at the expense of employee satisfaction. These findings underscore the importance
of a balanced leadership approach, tailored to the organizational context, to optimize
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both efficiency and employee well-being. The study contributes valuable insights for
organizations seeking to align their leadership practices with the dual goals of enhancing
productivity and fostering employee satisfaction.
4.5 Summary
This chapter has provided an elaborate discussion and analysis on the research
topic titled ‘The effectiveness of leadership in promoting employee productivity and
satisfaction. The study unearthed that transformational leadership is the best style in
bringing productivity and satisfaction. Transactional leadership, the study found helped
in maintaining operational efficiency with laissez-faire style of leadership being linked
with low levels satisfaction and productivity.
The study also identifies communication as being a key pillar in the mediation
between leadership styles and employee outcomes. The study also observes that
effective communication is characterized by active listening and transparency as being
the key ingredients in creating conducive work environment. The organizational culture
the study established also played a role in the effectiveness of a leadership style with an
amalgamation of leadership styles and organizational values being crucial for optimal
outcomes. This study gives valuable insights to institutions that are seeking to enhance
their leadership skills in a bid to push employee productivity and satisfaction. The study
has established that it is important to select the right leadership style that aligns with the
particular needs and values of an organization.
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CHAPTER 5
CONCLUSION AND RECOMMENDATIONS
5.1 Conclusion
The research has shed light on the relationship between leadership styles and
employee productivity and satisfaction. There is no one-size-fits-all solution, and the
effectiveness of a leadership style depends on the organizational context and the nature
of the work. Organizations must navigate the delicate balance between efficiency and
employee well-being to foster a productive and satisfying work environment. As we
conclude this research work, emphasis should be given to the dynamic nature of
leadership, urging institutions to remain adaptable and responsive to the evolving needs
of their workforce. As organizations strive to create positive and high-performing work
environments, a nuanced and adaptive approach to leadership is paramount. The
recommendations provided, grounded in the research findings, emphasize the
importance of balance – balancing efficiency with employee well-being, decisiveness
with collaboration, and structure with flexibility.
Leadership is a dynamic journey, and as we conclude this chapter, we extend
an invitation to leaders and organizations to embrace the evolving landscape, continually
learn, and adapt. The commitment to fostering effective leadership practices is an
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University London Dissertation (2023)
ongoing process, and with each iteration, organizations have the opportunity to refine
their strategies and create environments where both leaders and employees can thrive.
5.2 Objective Linking
Our investigation into the autocratic leadership style revealed a mixed impact
on productivity and satisfaction. While it demonstrated efficiency in decision-making, it
often correlated with lower employee morale. Organizations should carefully weigh the
benefits of quick decision-making against the potential drawbacks of reduced job
satisfaction.
The democratic leadership style emerged as a strong proponent of both
productivity and satisfaction. By fostering a collaborative environment and valuing
employee input, democratic leaders can harness the collective intelligence of their
teams. Organizations keen on promoting a positive work culture should consider
incorporating democratic elements into their leadership practices.
Our investigation of laissez-faire leadership highlighted its potential to
cultivate innovation but also underscored its association with lower productivity.
Organizations should exercise caution when adopting laissez-faire approaches, ensuring
that they provide sufficient guidance and support to prevent a decline in overall
performance.
Bureaucratic leadership is characterized by adherence to rules and procedures
and exhibits a strong correlation with productivity but often at the expense of employee
satisfaction. Striking a balance between efficiency and employee well-being is crucial
for organizations employing bureaucratic leadership styles
5.3 Research Limitations
The study provided valuable insights but notwithstanding, it faced some
limitations that could have impacted the generalizability and applicability of findings.
The study relied on secondary sources which have their own misgivings. The other
limitation was seen in that the study focused on individual leadership styles in isolation.
However, in real-world setups, leaders will often use a combination of different styles
not just one leadership style as the study focused on. The interplay of different
leadership styles within the same institution or even the same leader might contribute to
more better outcomes something that the study did not focus on.
The study also does not capture external factors such as economic changes,
industry trends, or global events that can significantly impact employee productivity and
42
University London Dissertation (2023)
satisfaction. The study did not account for these external variables, limiting the ability to
establish a direct causal relationship between leadership styles and outcomes. The study
focuses on broad leadership styles, but certain subsidiary factors that could influence the
effectiveness of these styles, such as organizational communication, team dynamics, and
individual differences, are not extensively explored.
The report may also be biased since the study relied on self-reported data from
secondary sources whose respondents interviewed at that time might not have disclosed
full information or they might have provided responses influenced by social desirability
or fear of repercussions. Objective performance metrics and multi-source feedback
could complement self-reported data to mitigate this limitation.
5.4 Future Scope
Future research in this field should investigate how leadership styles intersect
with different cultural contexts to enhance more understanding of this field. The
effectiveness of a particular leadership style may vary across diverse organizational
cultures, necessitating a more holistic approach.
With the increasing prevalence of remote work and digital communication,
future studies should explore how leadership styles can be adapted to leverage
technology effectively. Understanding the interplay between leadership and technology
is vital for organizations navigating the evolving landscape of work.
A longitudinal study tracking the long-term impact of leadership styles on
employee outcomes could provide deeper insights. Examining trends over an extended
period allows for a more comprehensive understanding of how leadership practices
influence organizational dynamics.
There will be a need for a study that investigates how different leadership
styles influence employee productivity and satisfaction during crisis situations. The
study could assess responses to unforeseen challenges and explore how leaders can
effectively navigate and lead teams through turbulent times. Another study could
explore the influence of leadership styles in fostering innovation within organizations. It
should investigate how leaders can balance the need for structure and guidance with the
autonomy required for creative thinking and problem-solving in industries that thrive on
innovation. Another study should test intervention strategies on leadership. It should
focus on implementing leadership development programs aimed to enhance leadership
skills, with a focus on improving productivity and satisfaction.
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5.5 Recommendations
As companies strive to maximize on their output through their workforce, it is
important to take cognizance of the probable implications of leadership styles. The study
recommends the following.
The research indicates that a one-size-fits-all leadership style may not be
conducive to promoting both productivity and satisfaction. Companies should consider
adopting a balanced leadership approach that combines elements of different styles. For
instance, integrating democratic principles into an otherwise autocratic framework or
vice versa can create a more adaptable and responsive leadership model.
Leadership is a dynamic skill that can be refined and enhanced through
continuous training. Organizations should invest in leadership development programs
that focus on building a diverse skill set, enabling leaders to flexibly apply different
styles depending on the context and needs of their teams.
A company should establishing robust mechanisms for soliciting and acting
upon employee feedback. This ensures that leadership styles are responsive to the
evolving needs and preferences of the workforce. Regular surveys, open forums, and
anonymous suggestion boxes will often serve as effective tools for collecting valuable
insights.
Leaders should recognize the situational nature of leadership and adopt a
balanced approach. Integrating elements from various styles, such as autocratic
decisiveness when needed and democratic collaboration for inclusive decision-making,
allows leaders to cater to diverse team needs. Leaders should exercise transparency and
open communication with their employees. They should articulate clear goals,
expectations, and organizational visions. The leaders should allow room for regular
updates, feedback sessions, and boardroom meetings to foster a sense of inclusion and
keep employees informed about the broader organizational context.
Those in leadership should empower employees by providing autonomy in
decision-making to cultivate a sense of ownership and responsibility. They should
delegate tasks, encourage innovation, and trust their teams to contribute meaningfully.
Doing this will help cultivate a positive work environment where individuals feel valued
and capable.
Leaders should learn to acknowledge and appreciate employee contributions ask
this helps uplift their morale. The leaders should regularly recognize achievements,
44
University London Dissertation (2023)
whether big or small, and celebrate team successes as by making them to feel valued
helps boost job satisfaction and motivates the employees to consistently perform at their
best. The study also recommends that management should avail flexible work
arrangements, that include remote work options and flexible schedule to demonstrate a
commitment to employee well-being. By striking a balance between work and personal
life there will be higher job satisfaction and, in many cases, increased productivity.
The study also recommends that there should be clearly defined goals and
performance metrics to provide employees with a roadmap for success. The leaders
should work collaboratively with teams to set realistic, challenging, and measurable
objectives. They should also roll out regular performance assessments, coupled with
constructive feedback geared towards guiding individuals on continuous improvement.
Cultivating a positive work culture is crucial in any workplace. The study
recommends that leaders should champion values such as respect, collaboration, and
diversity. A supportive and inclusive environment will help foster strong interpersonal
relationships thereby reducing workplace stress and contributing to overall job
satisfaction. The leaders should also Implement wellness programs that address both
physical and mental well-being to demonstrate a commitment to the holistic health of
employees. They should encourage breaks, promote a healthy work-life balance, and
provide resources for stress management. Another positive culture will be to establish a
feedback loop where leaders actively seek input from employees therefore creating an
environment of continuous improvement. Regular check-ins, surveys, and constructive
feedback sessions will allow leaders to understand employee concerns, make necessary
adjustments, and reinforce positive practices.
Implementing some of these strategies will help create an environment that
allows productivity and satisfaction to thrive. This will need leaders to first understand
the unique needs of the employees and then committing towards creating a work place
culture that values both individual contributions and collective success.
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University London Dissertation (2023)
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Appendices
Tasks
Appendix 1: Research timeline (Gantt chart)
Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
9
Initiating
the
Research

Week
8
Preparing
aims and
objectives
Article
selection

Selection
of methods
Collecting
data

Conducting
thematic
analysis
Summing
up the
research

Final
Submission
University London Dissertation (2023)
53
Appendix 2: Ethics Approval Certificate.
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Leadership