RESEARCH METHODOLOGY A survey/ex post facto design was used in this research. Survey research is a study designed to determine the incidence, frequency, and distribution of certain characteristics in a population. It is especially common in business, sociology, and government research. Ex post facto refers to an approach in which conditions that have already occurred are considered and then data collected to investigate a possible relationship between these conditions and subsequent characteristics or behaviours. Before this final report I split this study into four parts.
It proposes that variation in leadership styles are required to manage different subordinates but includes another dimension to it. Leader-member exchange theory says that we have to include different leadership style for each of the employees. From prior experience with the LMX theory it is evident that it influences innovation. Researches have shown that the leader-member exchange leads to significant organizational and attitude like positive impact on job performance and job satisfaction. The change in innovative attitude is related to the quality of the interaction between leader and member and considers the contributions from both parties.
The responsibility of leader is to articulate what behaviors are required and what will be the rewards for accomplisher and also to provide feedback for subordinate’s behavior. Rewards are awarded to those followers who comply with behavior requirements. In transactional leadership, leaders have the aptitude to evaluate the needs and aspirations of employees in exchange of performance of them and clearly exhibit the ways in which these needs and requirements can be fulfilled (Jung, 2000-2001). In transactional leadership, rewards and discipline are administered according to adherence or deviation from instructions. It is reported that interests of employees, who auspiciously succeeded in fulfilling the commitments of their leaders or organization, are accommodated by giving contingent incentives, admiration and promises (Bass, 2000).
As mentioned earlier, communication and information provision help reduce employee’s resistance to change and hence create an organizational culture that values change. According to Gill (2002), communication is the ‘blood’ of organizations and ‘oxygen’ of change implementation. Poor communication between leaders and the individual staff, on the other hand, could impede change programs (Huczynski and Buchanan, 2001, cited in Burnes, 2003). Frahm and Brown (2005) identify three communication channels, namely strategic information provision by top management, operational information provision by direct supervisors and conversations between peers (cited in Peus et al., 2009). During strategic information provision, top executives explain why changes are necessary and define their expectations from these changes projects, whereas during operational information provision, direct supervisors clarify roles and responsibilities during change processes and new requirements, if any, after the change and answer questions.
The Hypotheses were tested with a structural equation modeling (SEM). Several fit indices indicate that the fit of the model is good. For hypotheses 1 to 4, they firstly tested for the direct effect of the principle on managers’ performance. Then, they tested how this relationship was mediated by role ambiguity and role conflict. Hypothesis 5 was tested with multi-group analysis.
There are some views in the organizations through balanced scorecard, which are the learning and growth, financial perspective, business process perspective and customer perspective. In fact, framework common language was provided by balanced scorecard (BSC) to refine the strategy pays decision to inform the employee or staff about the drivers of the success. In short, executive of the organization can imploded the capabilities specialized knowledge of human capital development in the organization and attempt to achieve long-term objectives and goals. (Taheri
The main objectives of the study were to find out the concepts and types of leadership behaviours and investigate the impact of leadership behavior on organizational performance in the case company D&R Cambric Communication. The research also described the performance of the organizations in service sector because of the good leadership qualities. The leadership theories and different behaviours of leadership were discussed in the beginning of the research. Both the qualitative and quantitative research method was used in the study. The Survey questionnaire was sent to the employees and interview with the CEO of D&R Cambric Communication was conducted for the research.
Section B collects data of the respondents’ general perception of Nestle’s products. Section C collects data of the four variables – Brand Loyalty, Customer Satisfaction, Brand Reputation, and Product Quality. Each variable consist of approximately 4 to 5 questions. 3.4.3 Pilot Test After designing the questionnaire, reliability analysis will be done to ensure the reliability of the measurements for the research. In this research, pilot test will be adopted to run the reliability analysis.
1.3.1 Research Objectives The objectives of this study would be to identify the common leadership style(s) practised in the selected MDAs, To determine factors affecting staff motivation and development, To estimate the extent of influence of those factors on productivity To investigate workers’ perception of their roles and those of their leaders in the organization, To explore the staff views on how leadership can be improved to aid development, To develop an explanatory theory that associates increased output to staff development and leadership styles. For the purpose of this dissertation, these objectives will be imited in scope of the study to a few selected MDAs in Lagos State. 1.4 Research Limiting
However, in the case of new growth opportunities present, the equity issuance will be a way to go since the firm will have a high value in response to the growth of the firm because of which higher finance would be generated by the firm. So, in deciding between equity issuance or debt financing, businesses will look in to the nature and the situation it is expected to be in. The pros and cons will be determined and the option most suitable on the basis of the information viable will be opted for by the firms. No sure short answer is present as to whether equity is better or debt