The Impact of Leadership Styles in Organizations in the UAE
Topic: "The Impact of Leadership Styles in Organizations in the
UAE"
I have data that need to be analyzed using t-test, correlation,
mediation,
and anova test on excel . Then the results, discussion and conclusion
written on
word.
1) Results– document majorf indings of statistical techniques
appliedon the data set
2) Discussion– elaborate on the results with reference to existing
literature
3) Conclusion– review key findings and highlight areas for future
research
a. Limitations: explain the limitations that may invalidate the study or
make it less than accurate.
b. Recommendations for further investigation: from the knowledge
and experienced gained in undertaking this particular study, how
might the study have been improved or what other possible
hypotheses/thesis might be investigated in future?
**Attached is the research proposal, literature review and the excel of
all the data i got from the surveys.
Solution
Introduction
Employee’s job satisfaction, organizational performance, and worker effective
commitment plays a critical role in the success of a firm. Leaders are an essential aspect of an
enterprise because they help and motivate their workers to be competitive by applying effective
leadership techniques. Leaders in a firm use leadership techniques that enhance development of
professional excellence in a firm. Leadership also includes analytical skills, inspiration,
management, and motivation of the workers. Effective leadership enhances profitability and
productivity of an organization. Leaders should enhance innovation and creativity among the
subordinates to increase their individual performance.
Research Objectives
1. To study the leadership style impact on the organizational performance.
2. Analyze the factors influencing the employees by their leaders to achieve a high outcome.
3. Understand the role of leaders that can affect the employee’s satisfaction.
Problem Statement
Leadership involves leading or directing a group of people or a firm to move in a specific
direction and achieve goals. Existing research shows that the impact of leadership on employees'
high performance is vast, with most organizations in the UAE utilizing different leadership styles
to establish their employees' performance goals and objectives (Almatrooshi, Singh, & Farouk,
2016). Leaders in the UAE organizations use motivation, and other psychological mechanisms
transform the team's input into successful work outcomes at individual levels.
Significance of the study
Economic wealth is a critical aspect of the advancement and renaissance of society. As a
result, people and the community at large must establish strategies to acquire and maintain the
wealthy to ensure they support their lives with ease. However, wealth is not the only sole factor
to develop organizations and the country at large, and hence it requires human capital to help in
acquiring economic wealth. Human capital measures the capacity, education, skills, and
attributes of labor that affect earning potential and productive capacity of employees (Mao,
Chiang, Chen, Wu, & Wang, 2019). Various factors, including emotional intelligence, education
levels, creativity, and social ability, determine human capital and production level in a farm
(Cherian, J., & Farouq, S. (2013). The availability of wealth plays a critical role in the
development of a country's economy and the citizens at large. Investing in human capital is
essential in improving retention rates and employee satisfaction that are essential in creating
loyalty in the firm (Almatrooshi, Singh, & Farouk, 2016). Investing in worthwhile human capital
helps in creating a strong and robust culture in the organization. Better employee
communication, engagement, and satisfaction leads to improved learning in a firm. As a result, it
is essential to research the importance of excellent human capital in the success of an
organization.
Research Questions
This research aims at analyzing four variables in organizations to determine how they
influence organizational performance and employee satisfaction at their workplace. The four
variables include job satisfaction, leadership style, job performance, and psychological safety
(Cady, Brodke, & Parker, 2019). Job satisfaction describes a feeling of enjoyment or fulfilment
that an individual derives from their respective job position (Ullah, 2013). Leadership styles are
the tactic to executing plans, issuing directions, and inspiring workers (Cherian, & Farouq,
2013). Employees view leadership as a design of implicit and explicit actions executed by their
leaders. Job performance explains how employees behave at the workplace and how effective
they perform their obligated duties (Cherian, & Farouq, 2013). For an individual worker,
performance demonstrates the efficiency, quality, and effectiveness with which they execute
tasks. Psychological safety explains the ability to employ an individual without fear of negative
repercussions on career, status, and self-image (Almatrooshi, Singh, & Farouk, 2016).
Psychologically safe teams make employees and other members feel respected and appreciated.
As a result, the following research questions were used to understand all the four variables and
how they influence performance in an organization.
i. Do different leadership techniques have an influence on work satisfaction?
ii. How leadership affects employee job satisfaction?
iii. Does the leadership style affect employee performance?
iv. Are the five personality factors of leaders correlate with job satisfaction?
v. What is the effect of the ethical leadership technique on career satisfaction?
vi. What is the effective leadership technique with a substantial impact on the performance?
The research questions helped in analyzing different leadership styles and their influence
on organizational productivity in the UAE. The questions also helped to understand how
leadership affects job satisfaction for the workers and, consequently, affect the economic
productivity of the firm (Ahmad, & Umrani, 2019). The research questions helped to understand
whether leadership style affects workers' performance and productivity in the firm (Mihalcea,
2013). Besides, the researchers analyzed the five personality factors of a leader, including
neuroticism, agreeableness, extraversion, conscientiousness, and openness and their impact on
job satisfaction (Eliyana, Ma’arif, & Muzakki, 2019). The research questions analyzed the
effective leadership style with considerate effects on job performance and the influence of ethical
leadership on job satisfaction.
Literature Review
The four variables at the work place include job satisfaction, leadership style, job
performance, and psychological safety. Leaders in an organization should be concerned about the
psychological safety which determines the willingness of workers to conduct duties and air their
views without fear of intimidation. The workers are willing to take risks hence resulting to
increased performance and job satisfaction because they feel responsible of their own actions.
Additionally, leaders should understand their workers and establish leadership techniques that
works best for them.
Psychological Safety
Psychological safety explains the perception of people that they are safe to challenge
workplace norms, admit errors openly, and undertake risks with no rejection, punishment, fear,
and embarrassment. Various researches have analyzed psychological safety in a different
organizational setting and its impact on worker performance, effectiveness in collaboration, and
engagement (Wang, Liu, & Zhu, 2018). High levels of mental wellbeing help in the
comprehension and learning of workers when dealing with data or information that contradicts
with what they expected (Nawoseing, & Roussel, 2017). However, mental wellbeing does not
enhance team learn and performance but requires the works to adapt to the development of
conditions that promote a need for learning and open communication (Soares, & Lopes, 2014).
Apart from psychological al safety and trust, organizational managers should consider the
mentality of workers when making employment decisions.
Workers should actively listen and understand each other without any form of fear of
rejection. An understanding environment enhances positive intents at the workplace, and hence
workers feel safe to take risks and face confrontations (Soares, & Lopes, 2014). Besides, an
understanding environment promotes coordination, which is critical because workers enhance
their productivity and reduce the vulnerabilities to the firm as a team. Collaboration between
workers enhances performance, motivation, and increases productivity.
Leadership styles
Leadership styles affect job satisfaction, worker's motivation, a relationship that develops
bonding, decision-making skills, and updating worker with information. Leadership styles that
promote worker relationships and promote organizational citizenship behavior improve an
organization's success (Imran, Zahoor, & Zaheer, 012). Research has shown that leadership style
influenced about 61% of corporate performance, while organizational climate contributed 39%
of organizational success (Edmondson, & Lei, 2014). Some leaders show attention to people
management and task production while others ignore both and the majority balance between both
humanity factor and productivity of staff. Various researches have proved that democratic
leadership is critical in managing both people and productivity issues. A good leader has
adequate knowledge regarding all the people in his team and leads them well towards their
objective. There are four different kinds of leadership, including instructive, delegative,
participatory, and consultative (Frazier, Fainshmidt, Klinger, Pezeshkan, &Vracheva, 2017).
Each worker in the organization has a distinct personality and goals, and a leader should
understand each one of them to modify leadership styles that increase performance by aligning
workers.
Job Satisfaction
Leadership characteristic plays a significant role in worker contribution towards the
organizational objective with high performance because of high job satisfaction.
Transformational leadership plays a significant role in workers because it promotes commitment
in the firm by empowering, motivating, and encouraging new ideas hence increasing
performance (Delizoona, 2017). Research has indicated that transformational headship has
constructive influences on job satisfaction. Politics influences different aspects of the
organization, including decision making, policies, processes that enhance inspiration, motivation,
and job satisfaction (Anggraini, & Bhakti, 2017). The five personalities of a leader affect the
quality of work of the workers, which impacts job satisfaction and performance of the
subordinates (Delizoona, 2017). Various research has indicated that there is a relationship with
job satisfaction because the transformational leadership personality plays a critical role in
organizational performance. Transformational headship has a positive correlation with
occupation satisfaction, work satisfaction, and organizational commitment (Edmondson, & Lei,
2014). The leadership style promotes a motivational work environment and allows workers to
contribute their ideas, which increases their performance (Hasan, & Khajeh, 2018).
Transformational leaders listen to workers and hence acquire their loyalty, which translates to
job satisfaction.
Job performance
Leaderships plays a critical role in developing an enthusiastic culture and working
environment in a firm hence increasing workers' performance. Good leaders listen to the
worker's grievances and implement strategies that motivate workers to conduct their tasks
diligently. Listening to workers and allowing them to contribute ideas in the running of the firm
motivates them and makes them feel part of the firm (Coleman, 2017). As a result, they feel
proud of the firm and are willing to go the extra mile in their tasks to achieve organizational
goals. As a result, the firm realizes high productivity and profit levels. Effective leadership
develops a strong working bond between all shareholders in the firm. Delegating tasks makes
workers responsible and makes them feel entrusted with critical functions in the group, and
hence they increase their commitment to achieving organizational objectives (Coleman, 2017).
Effective leadership improves job performance, and therefore leaders need to include workers in
decision making sessions to make them feel respected and part of the firm.
Conclusion
Leadership is an essential aspect that determines job satisfaction, leadership style, job
performance, and psychological safety of workers in an organization. Good leadership motivates
workers and establishes strategies to achieve organizational objectives. Leaders should be
concerned with both the mental and physical willingness of an individual to execute a particular
role or task. The leaders should assign workers to perform functions that they are most
comfortable and have adequate skills to increase job satisfaction and production. Organizations
should establish appropriate leadership styles and strategies that meet the need of all workers to
improve job satisfaction, job performance, and psychological safety.
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