This document discusses different leadership styles including transformational, transactional, autocratic, democratic, charismatic, laissez-faire, bureaucratic, and task-oriented. It summarizes a study that examined the impact of these styles on organizational performance. The study found that transformational, democratic, and autocratic styles positively impacted performance while transactional, charismatic, and bureaucratic styles negatively impacted it. The document recommends organizations focus on transformational and democratic styles to improve performance.

1. Leadership Styles
Presented by: Azhar Muhammad
Presented to: Dr. Usman Ali & the
class…….
CMS # 27383

2. What is Leadership:
Leadership is the ability to influence a individuals/group towards
the achievement of common goals. .
According to General H. Norman Schwarzkopf, “Leadership is
a combination of strategy and character.”

3. What is a Leader?
A leader is a person who delegates or
influencing others to act so as to carry out
specified objectives.
An effective leader influence followers in a
desired manner to achieve desired goals.

4. WHAT IS LEADERSHIP STYLE?
• It is a relatively consistent pattern of behavior that
characterizes a leader.
• Leadership style is the manner in which people are directed
and motivated by a leader to achieve organizational goals.
Some of the major leadership styles are ;
• Transformational leadership
• Transactional leadership
• Autocratic leadership
• Democratic leadership
• Charismatic leadership
• Laissez-faire
• Bureaucratic leadership
• Task Oriented

5. Transformational leadership:
• The concept of transformational leadership was introduced by (James Burns) in
1978.
• He described it as a process in which, “Leaders and followers helps each other to
advance to a higher level of morale and motivation”.
• It is highly reliant on a leader personality, character, vision, challenge and example
setting.
• It exhibits the feeling of Trust, Respect, Loyalty and Admiration.
Transformational leadership has four elements:

6. Transformational leadership (contd)
• Inspirational Motivation: Confidence and a sense of
belonging and motivation are woven throughout the whole
team.
• Individualized Consideration: Recognizing that each
person has specific needs, desires and concerns.
• Intellectual Stimulation: The team is involved in decisions
and they are encouraged to be creative and innovative in
identifying solutions.
• Idealized Influences: Transformational leaders are
charismatic and act as a role model, they have a strong
sense of convictions, value and principle.

7. Transactional leadership:
• It is traditional and managerial in nature .
• Staff (obey) the leader and in return are paid (the transaction).
• The focus is on short term task, goals and opportunity for creativity, self-
development and expression are severely limited.
It has four elements;

8. Transactional leadership (contd)
I. Contingent Reward: Rewards and/or incentives are used in order to
get things accomplished.
II. Active Management by Exception: The work is closely monitored,
while corrective measures are used where the prescribed standards does
not met.
III. Passive Management by Exception: Performance that is deemed
unacceptable or has deviated from standards is met with correction or
punishment.
IV. Laissez faire: It is an hands-off in different approach, as they do not
respond to their needs or problems or seek to gain their opinion.

9. Autocratic leadership:
• They believe that they have total authority and control.
• Their focus is on goal completion.
• They adopt a dictatorial approach when allocating tasks.
• They think of themselves as being the sole decision maker.
• The perceived benefit of this style of leadership is that decisions are made quickly
and efficiently.
It is mostly seen in;
• Military
• Manufacturing
• Construction.

10. Bureaucratic leadership:
It exhibits the following characteristics;
• They follow rules and procedures to the letter and
without deviation.
• They act as enforcers rather than leaders.
• It does not work in organizations that require staff to
be creative, innovative or flexible.
• It can work better in the following situations;
oWork involving high levels of health and safety
concerns, e.g. Height, Toxicity or machinery etc.
oSafety & Security

11. Charismatic leadership:
• It is linked to the Transformational leadership.
• Inspires the staff.
• Instills motivation, excitement and
commitment.
• Their well-developed social skills help them
gain followers.
• Persuasion is central.

12. Democratic leadership:
Democratic leaders are open in nature and want to get
the opinions of everyone. They exhibit the following
characteristics;
• Team members are included in decision making but
the final say is made by the leader.
• Team involvement results in increased productivity.
• They have highly developed people skills.
• They make their staff feel empowered.

13. Laissez faire:
Laissez faire means “No Interference”.
This leadership style works with highly motivated,
skilled “Starter-finisher”; where autonomy increases
motivation, productivity and job satisfaction. It
exhibits the following characteristics;
• The team is given complete control over their work
and deadlines.
• The leader doesn’t get involved with people other
than to provide resources and advise.
• A need to give regular feedback is essential.

14. Task Oriented:
Task oriented leaders exhibits the following
characteristics;
• They have a narrow focus on getting the job done.
• They define the roles and work involved and put
structures & processes in place.
• They monitor and organize people work.
• They ensure deadlines are met.

15. Impact of leadership styles on organizational
performance:
Study Aim: To explore the relationship between
leadership style & organizational performance.
Author: Ebrahim Hasan Al Khajeh
Lincoln University college, UAE
Journal of Human Resources Management Research
DOI: 10.5171/2018.687849
Vol. 2018 (2018), Article ID 687849, 10 pages, ISSN :
2166-0018

16. Introduction to study:
• Leadership style is the manner in which people are directed and motivated
by a leader to achieve organizational goals.
• This study examines the impact of leadership styles on the organizational
performance. The focus was on six major leadership styles -
transformational, transactional, autocratic, charismatic, bureaucratic and
democratic.
• The role of leadership in an organization is crucial in terms of creating a
vision, mission, determination and establishment of objectives, designing
strategies, policies, and methods to achieve the organizational objectives
effectively and efficiently along with directing and coordinating the efforts
and organizational activities (Xu & Wang, 2008).

17. Introduction (contd)
• The reason behind choosing these leadership styles is the fact that they are
the most practiced leadership styles throughout the globe, and if any new
ideology is developed through the research, it can improve these leadership
styles further and bring further success to organizations. Therefore, the
survey was designed to focus on these six leadership styles only.
• The hypothesis stated that:
Ho: Leadership style dimensions have a significant
impact on the organizational performance.

18. Study method & Data collection
• The leadership style is taken as an independent variable
(IV), while the Organizational performance is taken to be
Dependant variable (DV).
• Leadership scale is adopted from Zhu (2002).
• To measure “organizational performance”, Respondent's
perceptions about their work in comparison to their
competitors are obtained.
• For such purpose, Questionnaires were filled from
twenty (20) randomly selected organizational
employees.

19. Data Analysis
• Performed on SPSS
• Reliability is measured by “Cronbach’s Alpha reliability coefficient”.
Cronbach’s Alpha values for leadership styles are as following;
• Charismatic Leadership=0.813
• Bureaucratic Leadership=0.780
• Transformational Leadership=0.087
• Democratic Leadership=0.753
• Autocratic Leadership=0.650
The scale credibility is checked using “Item Analysis”, & it yielded a
reliability Alpha value of 0.76, which is considered to be fairly
reliable.

20. Results:

21. Results:
• Results in the table shows that there is both positive and negative
relationship between the selected dimensions of leadership and
organizational performance.
• Transactional, Charismatic and Bureaucratic leadership styles are found to
have a negative relationship with the organizational performance. This
shows that these styles do not induce the employees to perform better and
stimulate high turnover intention.
• Democratic, Transformational and Autocratic leadership styles have a
positive relationship with the organizational performance. This indicates
that these three leadership styles induce the employees to perform better
and per the level of expectations.
• Charismatic & Bureaucratic styles are good as far short-term and future
prospects are considered, they are not beneficial, as they do not lead to
employee development.

22. Discussion:
• This study reveals that organizational performance is
associated with the leadership style and they have both a
positive and a negative impact on the performance.
• It is important for a leadership style to offer opportunities to
employees, offer a sense of belonging along with allowing
them to participate in the decision -making.
• In this context, it is recommended that organizations should
focus on using the transformational and democratic leadership
styles in the organizations so as to improve the organizational
performance.

23. This study has provided deep insights of the
impact of leadership styles on the organizational
performance. It, however, has some limitations
such as that only quantitative data has been used.
This has significantly reduced the scope and
applicability of the research. Therefore, the
future researches should focus on using relevant
research methods, along with qualitative
methods, for determining the relationship
between leadership style and organizational
performance.

24. Recommendations:
• For highly qualified & morally developed people, Democratic leadership
style is preferred while undeveloped people Autocratic style is preferred.
• All styles are important in different situations. It will be blunder to adopt
single style in all the situations.
• Success of leadership style also depends on the quality of influence of
leaders.
• Honesty is the common quality for all leadership styles, as it is responsible
for the success of all leadership styles.
• The experience of the leader which he gains over the period of time or from
varying situations also serves as the stoning brick in shaping or adopting a
respective leadership style.