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Organizational Behavior – Leadership. Leadership can be defined as the ability of the management to make sound decisions and inspire others to perform well. It is the process of directing the behavior of others towards achieving a common goal. In short, leadership is getting things done through others.

Organizational leadership is a dual focused management approach that works towards what is best for individuals and what is best for a group as a whole simultaneously. It is also an attitude and a work ethic that empowers an individual in any role to lead from the top, middle, or bottom of an organization.

Leadership is the process of leading individuals as a group to achieve a common objective. The objectives of leadership are geared toward bringing out out the best in employees by communicating effectively about what needs to be done and why it matters. In addition, effective leaders strive to bring out the best in employees through careful instruction as well as management practices aimed at motivating workers to do their best. Successful leaders achieve these objectives through a mixture of natural ability and commitment to improving their leadership skills.

Effect of leadership style on employee performance

ABSTRACT

The purpose of the study was to investigate the effect of leadership styles practiced in an organization and their effect. The purpose of this study is to investigate the various leadership styles (Autocratic leadership, Democratic and Participative) and how each of these leadership styles affect employee performance.

Leadership objectives are targets that a leader sets for a period of time. This can be part of formal performance management, communication of goals or as part of a process of personal improvement. The following are common types of leadership objectives.

Hence this guided our approach to setting objectives. Our objectives included.

To investigate the effect of autocratic leadership style on employee performance.
To investigate the effect of democratic leadership on employee performance.
To investigate the effect of participative leadership style on employee performance.

Organizing Employees

Employees tend to be diverse groups of individuals with differing agendas. Some might simply be interested in earning a paycheck, while others strive for promotions are expanded responsibilities. Although individuals are, by nature, unique, an effective leader will pursue the objective of bringing them together for the sake of a common goal, at least during the time they spend at work. This organizing will depend on fostering cooperation instead of competition and communicating that the larger agenda is more important than the goals of any individual group member.

5. Pursuing a Common Goal

Organizing employees depends on clearly communicating both the big picture objective, such as growing a business, as well as the concrete, immediate goal such as meeting a sales goal for a particular item or service. An effective leader will help team leaders understand how each part of the picture fits into a larger whole. In addition, it is the objective of a leader to present goals in ways that are actionable and achievable. Realistic, quantifiable goals are most effective because they facilitate the process of measuring results and the also offer a sense of accomplishment.

6. Organizational Cohesiveness

Effective leaders pursue the objective of making an organization into a cohesive whole aimed at achieving its short and long-term objectives. In addition to presenting these objectives clearly to employees, effective leaders also evaluate their organizations’ policies and image to ensure that they effectively embody its mission and its message. Everything from the physical signs communicating company identity to the speed at which the business pays its bills should be consistent with the overall mission.

7. Motivating Employees

Motivating employees is a key leadership objective. A successful leader will get to know his workers and learn what it takes to bring out the best in each individual. This involves the interpersonal process of making employees want to apply themselves completely, and also understanding individual learning styles and giving individuals the tools and the guidance they need to acquire necessary skills.

To find out the most effective leadership style. This study employed the quantitative method. Secondary research was also conducted and included, Journal content and published books.

(An abstract in general is an overview of the research done, we shall fine tune this as we move along)

Key Words are:

Leadership, Democratic, Autocratic, Participative, Employee performance.

Problem Statement

Not a year passes by without a strike at one of the Public or Private universities in Uganda, the categories of people who strike range from Students, to Unions of academic staff up to the cleaners and the cooks.

So many factors have been identified as the cause of the strikes and these include low salaries, non-consultation of staff in decision making, increment of tuition fees and decisions that oppress certain sections of the university community. These strikes in general have disrupted activities at the universities and have reduced on the general output at some of the universities.

Academic and non-Academic staff in many cases point figures at senior management for the cause of the strike saying that they do not give consideration to their welfare and grievances. While Senior management officials in most cases claim that staff are impatient and give unrealistic demands without taking into account the limited resources of the university.

In all this contestation has brought about a leadership crisis at most of the universities in Uganda.

Employee performance which is perceived as: Executing defined duties, meeting deadlines, team input. The cohesion of both leadership and performance should be evident through style and approach used by managers in the attempt to resolve disputes and improve on efficiency. This requires specific leadership approaches to unique performance challenges in order to achieve the overall organizational goals.

The Relationship between Leadership Style & Objectives

Effective business leaders establish attainable objectives for their organizations. By setting specific, measurable, achievable, realistic and time-bound objectives, these leaders keep their subordinates focused on producing results that enable long-term success and profitability. They ensure employees align their professional development objectives with these company goals, such as increasing website traffic by 10 percent over the next six months or decreasing customer complaints by 20 percent over the next three months. To manage your employees effectively, choose a leadership style that enables subordinates to meet the challenges of the current situation. Effective decision making ensures that the relationship between your leadership style and the organization’s capability allows you to achieve your strategic objectives.

Autocratic Leadership Style

Effective leaders avoid using the autocratic leadership style unless a situation requires a quick decision. Autocratic leaders make decisions without input from subordinates. During a period of upheaval and instability, such as a natural disaster, financial crisis or other emergency situation, the leaders issue commands to ensure the safety and well-being of employees. Additionally, if you need to minimize risks to achieve your short-term objective, adopting an autocratic decision-making style can be appropriate. Otherwise, achieving long-term objectives tends to be more effective using other leadership styles.

Charismatic Leadership Style

Using a charismatic leadership style, effective leaders communicate a clear vision and mission for their organization in meetings, presentations and conversations. They inspire subordinates with their passion and enthusiasm for achieving the defined objective. Charismatic leaders motivate their organizations by setting a positive example and citing their previous successes. For example, if you’ve previously led successful Six Sigma quality management initiatives, you can inspire others by sharing your expertise. By conveying your skills, experience and knowledge, you help enable your employees develop the same capability to improve processes, eliminate waste and reduce product defects.

Democratic Leadership Style

Using a democratic leadership style, effective leaders allow subordinates to contribute their ideas, suggestions and opinions. When faced with complex issues, effective leaders solicit input from people closest to the problem. Employees who feel empowered to resolve problems typically remain loyal to their employers, stay in their jobs longer and report higher levels of job satisfaction. For example, if customer satisfaction ratings decline, conducting focus groups or interviews with customer service representatives can help you isolate the root cause of product problems. Then, you can design and implement a program to resolve the problem using their contributions. In this case, by choosing a democratic leadership style, you can achieve two objectives. You improve both customer satisfaction and employee satisfaction.

Laissez-Faire Leadership

Effective leaders analyze each situation to determine an appropriate course of action. When your subordinates have more experience that you do, adopting a laissez-faire approach enables the team to achieve its strategic objective without unnecessary interference. After creating an effective team environment and carefully assessing the situation, you can confidently delegate responsibility to capable individuals.

Where can we categorize these? I thought it was also important information to know about leadership.

Mission & Vision

Developing a mission and vision. This is often a team effort whereby a leader gets an entire organization behind a mission.

Strategy

Development and execution of strategy.

Tactics

Delivering quick wins in a fast changing environment.

Innovation

Improving something by an order of magnitude.

Moonshot

An innovation that is considered extremely ambitious or impossible. Typically requires years or decades and involves much risk.

Knowledge