Relationship Between Leadership and Employee Performance

Relationship Between Leadership and Employee Performance The purpose of the study was to examine the effect of leadership on employee performance considering the five factors of leadership development that are coaching, training and development, empowerment, participation and delegation. Therefore these form the independent variables that are affecting employee performance which is the dependent variable. The hypotheses stated in the study are relating leadership to employee performance considering these five different factors. Since this whole study revolves around the importance of leadership development and its impact on employee performance, the relationship between these variables of leadership with the employee performance have been studied and researched upon. Exploratory research is done and a convenience sampling technique is used. Questionnaires were also circulated and SPSS-14 is used for data analysis. Pearson Correlation and Regression analysis is also performed. The study proved a strong positive relationship between leadersh ip development with employee performance. A manager must possess leadership qualities in order to conform to the performance standards set by the company. All the six hypotheses established are accepted and are positively related to employee performance, with training and development the strongest variable of leadership impacting employee performance. Vigoda-Gadot, Eran. 2005-2006. Leadership Style, Organizational Politics and Employees Performance: An Empirical Examination of Two Competing Models. This study aims to investigate the role of organizational performance as a mediating factor between leadership style and the employees performance. Therefore, the independent variable is leadership; the dependent variable is employee performance whereas organizational performance is a mediating variable. Questionnaires were circulated and a survey was taken. A Multifactor Leadership Questionnaire measure was used. Exploratory Factor Analysis and a correlation analysis were also done. The study has six hypotheses. One hypothesis states that transformational and transactional leadership are positively related with in-role performance and OCB (Eran, 2006), another state that transformational leadership will have a stronger relationship with and more influence on formal performance and OCB than transactional leadership (Eran, 2006). Another hypothesis is that perceptions of organizational politics are negatively related to employees in-role performance (Eran, 2006). Also, there is a hypothesis that perceptions of organizational politics mediate the relationship between transactional and transformational leadership, on one hand, and in-role performance and OCB on the other (Eran, 2006). It was also tested whether the relationship between leadership and performance was direct or indirect. A positive relationship was found between transformational leadership and performance; however transactional leadership and performance had a negative relationship. Conclusively, organizational politics has been considered an influential mediator between leadership and performance. According to the study, transformational leadership has a more direct positive effect on employees performance. Hayward. A. Brett. (2005). Relationship between Employee Performance, Leadership and Emotional Intelligence in a South African Parastatal Organization. This study was conducted to examine the relationship between leadership, emotional intelligence and the performance of employees. Thus, the two independent variables are leadership and emotional intelligence whereas the dependent variable is employee performance. A sample of 160 leaders and 800 raters was taken and a statistical analysis was done using the Multifactor Leadership Questionnaire measure and the Emotional Competency Profiler. A linear regression was run and a correlation analysis was carried out. Four different hypotheses were formed but two of them are important for my study. First, there is no significant positive linear relationship between employee performance and an emotionally intelligent transactional leader (Brett, 2005) and that there is a significant positive linear relationship between employee performance and an emotionally intelligent transactional leader (Brett, 2005). The second hypothesis states that there is no significant positive linear relationship between employee performance and an emotionally intelligent transformational leader (Brett, 2005) and that there is a significant positive linear relationship between employee performance and an emotionally intelligent transformational leader (Brett, 2005). The results show that there is a significant linear relationship between employee performance and an emotionally intelligent, transactional leader. However, a significant linear relationship between employee performance and an emotionally intelligent transformational leader does not exist and also that there is insufficient evidence to indicate that. This whole study and its findings are, however, contradictory to other studies that have been conducted that show a positive relationship between employee performance and a transformational leader. A. Oluseyi, Shadare and Hammed, T. Ayo 2009. Influence of Work Motivation, Leadership Effectiveness and Time Management on Employees Performance in Some Selected Industries in Ibadan, Oyo State, Nigeria. The purpose of this study was to evaluate the influence of the three independent variables; work motivation, leadership effectiveness and time management, on employee performance that is the dependent variable. A total of 300 staff members were selected through stratified random sampling and the data was collected through Work Motivation Behavior Profile, Leadership Behavior Rating Scale and Time Management Behavior Inventory. A multiple regression was run and correlation matrix was used. The study answers the three basic research questions. First, the relationship is identified between each independent variable and employee performance. Also, the composite and relative effect of each of these variables on employee performance is analyzed. The results show that each of the three inde pendent variables have a positive and significant impact on employee performance, with leadership effectiveness showing the strongest correlation, followed by work motivation. Therefore leadership plays a vital role in enhancing the performance of the employees. Sribenjachot, Suteera. 2007. Impact of Leadership Style on Follower Performance in Direct Selling Industry in Thailand. This study inspects the impact that transactional and transformational leadership has on performance. Both leadership styles have different effects on performance. Performance is the dependent variable which is influenced by the leadership style which is the independent variable. Another variable is defined as leader outcome that is influenced by the leadership styles and impacts performance. A survey research design of Multifactor Leadership Questionnaire (MLQ) was used. The date was collected through MLQ-5X. Path analysis was performed and a statistical program known as Analysis of Moment Structure was used. Several hypotheses were formed; transformational leadership has no effect on follower performance (Suteera, 2007), transactional leadership has no effect on follower performance (Suteera, 2007), transformational leadership has no effect on leader outcome (Sute era, 2007), transactional leadership has no effect on leader outcome (Suteera, 2007) and leader outcomes have no effect on follower performance (Suteera, 2007). The results show a negative relationship between transactional leadership and performance, and no relationship between transformational leadership and performance. Both leadership styles have a positive impact on leader outcome, and that outcome affects the performance of the followers or the employees. Amran G. Tiena and Kusbramayanti, Putri. 2007. Leadership and Organizational Culture Relationship Analysis on Job Performance and Satisfaction using SEM (Structural Equation Modeling) at Pt. Carita Boat Indonesia. This study aims to examine the direct influence of leadership and organizational culture on job performance and its indirect impact on job satisfaction. Also, it studies the impact of job performance on job satisfaction. Therefore, all these elements of the study form the basic variables. A survey was taken and data was collected through questionnaires. A sample of 100 workers was taken. Structural Equation Modeling was used for the analysis of the data. The study has four hypotheses. The quality of employee job performance is positively influenced by leader-member relations (Tiena and Putri, 2007). The quality of employees job performance is positively influenced by organizational culture (Tiena and Putri, 2007). The quality of working satisfaction is positively influenced by performance (Tiena and Putri, 2007). The results show that leadership has a positive influence on the quality of performance and that in turn has a positive effect on work satisfaction. Leadership also has an impact on work satisfaction and it motivates an employee. The leader-member relationship influences both leadership style and employee job performance. Goh Yuan Sheng Victor, Geoffrey N. Soutar. 2005. The Role of Ethical Behaviors in the Relations between Leadership Styles and Job Performance. This study relates the three elements of leadership styles, ethical behaviors and job performance. The two leadership styles, transformational and transactional, are discussed and their relationship with performance is studied. Ethical behaviors that include deontology and teleological ethics are also examined. This article reviews how the leaders use these ethical values and form judgements. Therefore these ethical values play a mediating role in forming the relationship between leadership (independent variable) and employee performance (dependent variable). The measures used were the Multifactor Leadership Questionnaire, Role-Based Performance Scale and Analysis of Moment Structure. A path analysis was performed and a variance-covariance matrix was used. The study has six hypotheses. Transformational leadership is positively associated with employees job performance (Soutar and Victor, 2005). Transactional leadership is positively associated with employees job performance (Soutar and Victor, 2005). Transformational leadership is positively associated with Deontological ethical approach (Soutar and Victor, 2005). Transactional leadership is positively associated with Teleological ethical approach (Soutar and Victor, 2005). Deontological ethical approach will mediate the relation between Transformational Leadership and employees job performance (Soutar and Victor, 2005). Teleological ethical approach will mediate the relation between Transactional Leadership and employees job performance (Soutar and Victor, 2005). The results of the study show that ethics are a defining element of leadership. Leaders must be ethically responsible and this ethical behavior is an important mediating factor between leadership styles and performance of the employees. Mahmmod A. Bodla and Hussain , Ghulam. 2010. Need for Leadership: Empirical Evidence from Pakistan. This study was conducted to focus on the moderating role of the need for leadership on the relationship between leadership and the subordinates outcomes or employees performance. Thus leadership and its characteristics are once again the independent variable, with subordinates outcomes and employees performance being the dependent variables. Need for leadership is the moderating variable between the two. The followers need for leadership is determined and based on that a particular leadership style is adopted, which results in required performance by the employees. Various leadership characteristics are defined and their relationship studies. A sample of banking officers was used from 550 different branches of banks and questionnaires were distributed for the collection of data. A statistical analysis was performed using the multiple regression. There was one main hypothesis of the stu dy; need for leadership will moderate the relationship between leadership characteristics and subordinates work outcomes (Bodla and Ghulam, 2010). The results show that need for leadership is important and it must be understood before implementing any leadership practices. On various grounds, the need for leadership has been considered as a substitute of the relationship between leadership and performance. Dr. Mohammed S. Chowdhury and Nurul A. Mohammed. 2000. Relative Importance of Employee Values, Attitudes and Leadership Behaviors in Employee Motivation. An Empirical Investigation. Employee motivation is one factor that influences the performance of the employees. That motivation is derived from various other factors. This study is therefore conducted to look at the importance that those factors such as values, attitudes and leadership behavior have in influencing employee work motivation and performance. Intrinsic and extrinsic motivation is defined and various styles of leadership are considered. Employee motivation is therefore the dependent variable and the independent variables are employee values, attitudes and leadership behavior. The data was collected through questionnaires constituting a sample of 140 employees. Statistical analysis was performed and a regression was run. Various techniques were used to measure the different variables. The study has four hypotheses. The gr eater the extent to which the key values are perceived to exist in the organization, the greater will be the employees intrinsic motivation (Chowdhury and Mohammed, 2000). The greater the extent to which key job attitudes are perceived to exist in the organizations, the greater will be the employees intrinsic motivation (Chowdhury and Mohammed, 2000). The greater the extent to which positive achievement motivation behavior of the leader is perceived to exist in the organization, the greater the job satisfaction and extrinsic motivation (Chowdhury and Mohammed, 2000).The greater the extent to which arbitrary and punitive behavior is perceived to exist in the organization, the greater the job dissatisfaction and de-motivation of the employees (Chowdhury and Mohammed, 2000). The study concludes that the values and attitudes of employees influence the intrinsic motivation of employees while leadership behavior affects the extrinsic motivation of employees. Cyril H. Ponnu and Tennakoon Girindra. 2009. The Association between Ethical Leadership and Employee Outcomes the Malaysian Case. This research was carried out in order to determine the association between ethical leadership behavior and employee outcomes. It has considered two basic outcomes, that of organizational commitment and trust in leaders. These factors eventually affect the work performance of the employees. The independent variable is the ethical leadership behavior whereas employee organizational commitment and employees trust in leaders are the dependent variables. A sample of 172 managerial employees was taken. The different measures used were the Ethical Leadership Scale, Organizational Commitment Questionnaire and the Trust Scale. A correlation analysis was done and the data was also analyzed using SPSS version 14.0. the study has two hypotheses. There is a significant relationship between ethical leadership behavior and employees organizational commitment (Ponnu and Girindra, 2009). Ethical leadership behavior is positively associated with employees trust in leaders (Ponnu and Girindra, 2009). The first hypothesis was held true. There was a significant and a medium positive relationship between the two variables. The second hypothesis was also held true as the two variables showed a strong positive relationship. Therefore, ethical leadership has a positive effect on both organizational commitment of employees and their trust in leaders. Hence, it can also be concluded that these employees will eventually perform better and work towards achieving the goals of the organization.

Free YGB Essay - Formalistic Approach to Hawthornes Young Goodman Brown :: Free Essays on Young Goodman Brown

Young Goodman Brown:   The Formalistic Approach In reading Nathaniel Hawthorne's Young Goodman Brown, I found many of the formalistic approach concepts in this short story. The concepts in this short story were simple to see and to understand. There was much discussion about the symbolism, allegory, and allusion, along with the ambiguity, and form.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The formalistic approach to reading is one of the most common approaches to reading literature. The formalistic approach has three main points to it: symbolism, allegory, and allusion. However these are not the only criteria that belong to the formalistic approach. Ambiguity, form, and organic form are also a part of it. Symbolism can refer to an image. "When an image takes on meaning beyond its objective self, it moves into the realm of symbolism (86)". Allegory is "a one to one equivalence between the surface meaning and a higher meaning(101)". An example of this is a man named Christian that is christian. Allusion is a reference to something else, maybe another piece of literature or another movie. Allusion can lead to the reader's knowledge of the rest of the story. Ambiguity is the use of a particular word, but yet the word itself has many different meanings. Form is the way the reader identifies a story whether it is a story or a poe m. The organic form has two parts: the local texture and logical structure. The local texture is the specific metaphors while the logical structure is the basic idea or argument of the story. In Young Goodman Brown, symbolism is displayed in many areas. The first obvious one is the use of the word faith. Young Goodman Brown has a wife named Faith and in the later part of the story he actually loses his faith. The pink ribbon can also be used as a symbol. This is also a demonstration of ambiguity. Red often refers to sex while white refers to purity. However since pink is a mixture between red and white this leads us to think that there can be suspicion in this story. Other symbols from this book are the names of the people. In our class discussion we talked about the Puritans and the way they named their children. They name their children after things that are very important to them such as faith, purity, and chasity. Throughout this book there are many names used such as Faith and Goodman Brown.

Nursing Home Administration

Nursing facility is a special environment which has a great impact on employees and their perception of duty and responsibilities. The nursing process is a dynamic and continuous cycle that aims to place the patient as an individual at the heart of the assessment, planning, implementation and evaluation of nursing care. Researchers states that the satisfaction of helping others and recognition and reward programs are the main factors which motivate employees of a nursing facility. On the one hand, there is a belief that nurses have an influence on patient care and ultimately on health outcomes. Satisfaction of helping others motivates employees to do their best and provide patients with the best services. The nursing process can be described as a merger of decision making skills with caring ability and is influenced by knowledge, research and experience. For the individual employees, satisfaction of helping others begins with a conscious choice to become involved in life beyond the self, not only because of personal reward, but because the activities tie them to the shared efforts, hope, and experiences of the broader community. Satisfaction means that an individual will seek to become fully engaged in the world of the community. Participation in community acknowledges the interdependence of human beings. In the ideal situation, employees seek to be integrated within the self and with helping people whose lives are touched by the mission of the agency. Satisfaction of helping others emphasizes belonging and duty above desires and rights. For nurses, satisfaction places acceptance of duties ahead of consideration of benefits. Work is undertaken not only as a response to a given set of incentives, but more importantly, because of a deep personal attachment to productive participation in the community (Recruitment and Retention 2000). Recognition and reward programs show that work and skills of employees are appraised by administration that value their efforts and knowledge. In many nursing facilities, the foundation of the performance appraisal and merit pay systems assumes that workers are primarily motivated by financial rewards which result from the accomplishment of clearly established and measurable performance goals. The recognition and reward are closely tied to eligibility for salary increases or, in the case of eligible middle managers, for merit pay adjustments. The system provides financial rewards and recognition in return for the achievement of monitored performance goals. The reward system relies on definite goals and expectations which are established and clearly understood between the supervisor and nurses. Theoretically, when these mutually understood conditions are present, employees are motivated; they draw on and apply their energy in appropriate directions to meet organizational objectives and are then appropriately rewarded (Beardwell et al 2004). The recognition and reward system depends on consistent and predictable procedures that can accurately establish and track employee performance. This involvement or attachment is chosen not just with a specific expectation of reward, but more importantly because the activity or attachment is meaningful in itself (Jennings, Murray, 2005). It might be assumed that any changes these employers made to the pay system would introduce a greater degree of individualization of reward. This could be achieved by simply increasing the proportion that was based on merit. The rewards to those who are seen to be outstanding performers are of two kinds: the formal and the informal. Many nursing facilities operated special annual award schemes for employees who made exceptional contributions. The award is a corporate-wide scheme designed to reward outstanding work and motivate employees. In sum, to be effective, an individual performance evaluation and reward system must first have credibility among employees. The pivotal issue in motivating employees to perform in organizationally defined ways is employee confidence that the system can produce the results it promises. The satisfaction of helping others and recognition motivate nursing staff and increase their commitment to work. References Beardwell, I. Holden, L., Claydon, T. (2004). Human Resource Management, London Pitman Publishing. Jennings, B., Murray, T. H. (2005). The Quest to Reform End of Life Care: Rethinking Assumptions and Setting New Directions. The Hastings Center Report, 35 (6), 52 Recruitment and Retention Strategies for Nurses. (2000). Retrieved 12 March 2007 from http://www.va.gov/OCA/testimony/docs/14je01TG2.rtf

Louise Mallard A Fragile Woman With A Heart Condition

Louise Mallard is a fragile woman with a heart condition, so she must be informed carefully about her husband Brently’s death. Her sister, Josephine is tasked with telling her the news. Louise’s friend Richards, acquired knowledge of a railroad disaster that claimed Brently’s life, making haste towards the Mallard home as soon as he assured himself. Louise upon hearing of her husband s death â€Å"wept at once, with sudden, wild abandonment†(Chopin). Once she had been calmed she left her sister and friend and headed towards her bedroom. where in an hour a series emotions would unleash to reveal Louise darkest desires. Mrs. Mallard previews her future without her beloved husband, her open bedroom window serves as a portal to the life that she now will lead, she can gaze and ponder about her future, a large part of the story is spent in front of the window basking in the glory of the freedom and opportunities that await her after her husband s death. From the window, Louise sees blue sky, fluffy clouds, and treetops. She hears birds singing and smells a coming rainstorm. Louise through her senses suggests joy and spring; new life. The open window provides a clear, bright view into the distance and Mrs. Mallard s own bright future, which is now unobstructed by the demands and the ties to another person. â€Å"Free†, though Louise’s thoughts remain private throughout the story she at first tries to silence the joy she feels, attributing to my belief that Louise views freedom asShow MoreRelatedKate CHopins Story of an Hour Essay1271 Words   |  6 Pagesone fateful hour in the life of a married woman. Analyzing the work through feminist criticism, one can see the implications of masculine discourse. Mrs. Mallards medical diagnosis is an example of the male-dominated society in which she lives. They are able to tell her that she indeed has a heart condition, but are unable to treat her effectively, portraying how ineffectual male patriarchy is in the life of this woman in particular. Mrs. Mallard is expected to fulfill the stereotypicalRead MoreLouise Mallard: a Complex Woman Essay739 Words   |  3 PagesLouise Mallard: A Complex Woman In The Story of an Hour Kate Chopin introduces us to a woman living in the oppressive times of the nineteenth century, Louise Mallard. She appears to be an old lady with a bad heart who is blindly living in a bad marriage, like everyone else at the time. However, a closer look at Louise reveals a more complex woman: a spiritual and fragile, young woman who is aware of her incarcerating marriage. When I first began reading The Story of an Hour, my first impressionRead MoreLiterary Analysis Of Kate Chopin s The Story Of An Hour 1274 Words   |  6 Pagesand duties in the household, and to be extremely fragile and weak. This type of culture still exists today but not to the extreme that it once was. Kate Chopin, however, not afraid speak out against the implications of society breaks free of the social norms of the 1800’s through her strong female characters. Specifically, in her short story, The Story of an Hour, Chopin captures quite the roller coaster of an hour in the life of Mrs. Louise Mallard, who receives the news of her husband s apparentRead MoreEssay on Freedom in Kate Chopins The Story of An Hour1087 Words   |  5 Pagesthoughts and feelings can be realized. Mrs. Louise Mallard, the victim and messenger of this story, is the representation of such a person. Her relationship with her husband is so tyrannical and limiting that even death is considered a reasonable means of escape. The condition of life for Mrs. Mallard is terrible, yet for some reason she doesnt seem to come to full realization until her husbands death. This leads one to believe it was commonplace for a woman to be unhappy in her marriage and haveRead MoreWomen Of The Victorian Era2428 Words   |  10 PagesIntro Throughout history, women are casted with the role of being docile, obedient, and fragile by the traditional values of the patriarchy society. In the nineteenth century during the Victorian era, men expect women to maintain the domestic sphere as a cheerful pure haven for them when they return home from work. The cult of true womanhood which was believed by both the Northern and Southern states at the time was based on four main ideas: the sphere of home and the competitive world outside whichRead MoreThe Relationship Between Men and Women Presented in the Short Story â€Å"the Story of an Hour†1940 Words   |  8 Pagesmarriage and womenâ€℠¢s lack of freedom. During this period in time, men had dominated with power and control over women. Women were seen as weak and powerless, therefore it was assumed and expected of women to obey the husband. Louise whom had been married to Brently Mallard, was under her husband’s restraint since the words â€Å"I Do† uttered her mouth. In the text, Louise’s freedom was hidden and held back between the time of her marriage, up until news was received mentioning her husband’s death. ApplyingRead More Analysis of Kate Chopins The Story of an Hour Essay1336 Words   |  6 Pagestheme of the story, which Ill get back to. Louise Mallard is a young, yet married woman who suffers from heart trouble, and thats why her closest relatives feel that they have to break the news to her as gently as possible. Immediately after hearing the shocking news, Louise starts crying, and storms into her room. Since Louise spends the majority of the short-story in her room, this is the setting of t he story. Noone really knows early in the story how Louise really feels about her husband dying. ButRead MoreEssay on Rhetorical Analysis The Story of an Hour1120 Words   |  5 PagesRhetorical Analysis The short story â€Å"The Story of an Hour† by Kate O’Flaherty Chopin is about a young woman who is told of her husband’s death and how, in one hour, her life was changed forever. Kate’s life was in some ways similar to that of Mrs. Mallard’s, I believe her true feelings were reflected in her many writings. People who read her stories, particularly â€Å"The Story of an Hour† may have several different views of what the meaning might be, but because Kate lived in a time when womenRead MoreKate Chopin s The Yellow Wallpaper And The Story Of An Hour1887 Words   |  8 Pages The two main characters in the short stories show some resemblances in some ways, but both characters portrayed them in different ways of how they dealt their sorrows in their marriages. â€Å"The Story of An Hour† by Kate Chopin is about a woman named Louise Mallard, who was very unsatisfied with her marriage and she did not know what happiness was until the death of her husbands’. As a result, in the story, â€Å"The Story of An Hour† by Kate Chopin states, â€Å"She could see in the open square before her houseRead MoreThe Awakening, the Story of an Hour, and Desirees Baby2934 Words   |  12 Pages grandmother and great-grandmother, vigorous widows that stressed learning, curiosity, and financial independence. Kate’s great-great-grandmother was the first woman to legally separate from her husband and continue on with a successful fulfilling life in the city of St. Louis. Kate was formally educated at the Academy of Sacred Heart, catholic school in St. Louis. Two years after graduating Kate married Oscar Chopin, the son of a wealthy cotton planter from Louisiana. Kate gave birth to five