Leadership skills and job satisfaction
1. Introduction and statement of problem
In this study it will be investigated the impact of leadership style on job satisfaction in private sector and in public sector also. Different dimensions of leadership style will be discussed hereand in this research proposal it will also be discussed how the organization now a days adopt the new leadership style in order to increase the job satisfaction of employees. In an organization human capital or the human resource is main aspects and the authority has the duty to fulfill all type of demand of employee otherwise the workers may lose the interest to work in that organization. Therefore, the firms choose the proper leadership style in order to reduce the pressure of the employees and they try to satisfy their employees by providing different kind of opportunities. From the recent studies it has observed that the growth of one organization depends on the performance of the employees and the financial strength of the company is also depend on the efficiency and working capacity so the organization has tried their level best to protect their human capital or assets.
The following research proposal will be developed based on the employee’s performance in public and private sector in Australia and how their performances are affected by the leadership style of organization. The study of Weisweiler has identified that, the worker’s performance in an organization is affected or influenced by the working environment of that organization, the leadership style of that company and the organization culture of that firm. Therefore, based on the study of Černe, all these factors will be included in this following research proposal and try to find out that how these factors works behind the performance of an employee. In order to conduct the research, the private banking sector of Australia will be chosen and their employees performance will criticized in the light of the different leadership style. The private banking sector in Australia is one of the growing sectors because of the growing numbers of multinational companies in Australia and New Zealand. Therefore, it is clear that, the competitiveness much more high in this banking sector so the banking authority must include many factors in order to keep the employees in this industry. In this case, many factors are there like, job security, wages, independence, communication process, behavior of the organizational authority, working environment, condition of job and team environment these factors are playing an important role in Australian banking industry to enhance the job satisfaction of the employees. Apart from all these factors, the banking authorities in Australia rely on a particular leadership style in order to increase the job satisfaction of the employees. On the basis of the study of Braun, different types of leadership styles are there like autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional and transformational. Based on the study of Laschinger most of the banking sector in Australia has followed the transactional and transformational leadership style because both of these leadership styles is appropriate for the job satisfaction of the employees.
Different research studies have been conducted in order to see the impact of the leadership style on the job satisfaction in different countries but there was no stability and consistency on the result of the research. Sometimes it shows the transactional leadership style has the significant impact on job satisfaction of employees and sometimes the researchers have shown that the transformational leadership style has the significant impact on the job satisfaction of employees. However, in case of Australian banking sector it has to be examined which leadership style has the great impact on the job satisfaction of the employees.
2. Research Question
1. What is the most common leadership style in case of job satisfaction of employees?
2. Are there any other factors that can influence the job satisfaction of the employees? If yes then what are those factors?
3. How much the job satisfaction of employees is affected by the leadership style?
4. How the organization can be able to increase the job satisfaction of the employees with the help of the leadership style?
3. Literature review
Leadership style in Banking sector and other organization
On the basis of the study of Wong , different types of leadership styles are there and each of the leadership styles have the different effects on the organization and in case of banking organization the effects of theses leadership style is also different. Based on the study of Dimovski, the autocratic leadership style clearly defines the division between the leaders and workers. The organizational authority can take the decision without discussing with the employees in this type of leadership style and it reduce the independence of the employee which is not acceptable but in case of participative leadership style the organizational authority give the importance on the involvement of the employees. According to Skogstad, this leadership style give emphasize both leaders and employees. In this case, both can take the decision in order to achieve the objective of the organization and most of the organizations follow this leadership style (Braun, Peus, Weisweiler & Frey,2013)
Charismatic leadership style is one of the important leadership style it has different effect on the organization. Based on the study of Penger, it creates the ground for innovation and creativity within the organizations for the employees and it is motivational for the workers of the organization and it ensure the growth of the organization within specific period. The organization can trust on the team members for every purpose and only declarative leaders of the organization can make some delegate decision in case of laissez-faire leadership style (Černe, Dimovski, Marič, Penger, & Škerlavaj, 2014). Based on the study of Martinsen, it can be concluded that in an organization most of the decisions can be taken by the consistent leaders in order to make it more effective and it is known as the situational leadership style and it influence the growth factors of the organization (Amundsenn & Martinsen,. 2015)
Transactional leadership style and organization
Based on the study of Howland, in case of transactional leadership style the employees of an organization follow the instructions, rules and regulations and in exchange of this the organizational authority provides the reward for the employees. The reward may be the promotion, new responsibilities and so on (Schoemaker, Krupp & Howland, 2013)According to the study of Krupp, in case of transactional leadership style the reward may be negative or positive and it will be decided on the behavior of the employees. If the employees follow all the instructions of the leaders then the workers can be able to achieve the positive reward like appreciation, appraisal, new responsibilities and recognition and it boost the willingness to work of the employees and it increase the job satisfaction level of the employees (Maldonado & Vera, 2014). In addition to that, with help of this the organization can retain their human capital or assets intact as before.
On the other hand based on the study of McCleskey, it is clear that the negative impact in this leadership style is for those employees who are not following the instructions of the leaders of the firm. In this regard, the organizational authority can arrange the negative reward for them like disciplinary action and so on. Therefore, it is clear that, the organization can be able to maintain the stability and consistency of the organization by following instructions of the leaders and it also increase the efficiency and productivity of the employees (Skaalvik & Skaalvik, 2014). In case of this leadership style the leaders of the organization can be able to show their charismatic leadership within the company for which the growth of the organization will be achieved within a specific time period. In addition to that, the firm can be able to achieve the sustainability for this leadership style (McCleskey, 2014).
Transformational leadership style
According to the study of Swamy, the leaders motivate the employees to work more than the expectation in order to achieve the sustain growth and with the help of strategic thinking and planning the leaders can be able to change the environment of the organization that ensure the growth of the company (Nanjundeswaraswamy & Swamy, 2014). With the help of this leadership style, the leaders have the high impact of the employees and they can be able to change the attitudes and beliefs of them. In this leadership, a good relationship is maintained between the leaders and followers for which the organization can be able to achieve the higher growth rate and the labors become more efficient. Based on the study of Hantula, the organizational authority who follows the transformational leadership style will not discriminate the workers on the basis of the race, sex religion and age. The organizational authority set the same pay scale for each employees and as result of this the rate of the job leaving in this leadership style is much lower(Hantula, 2015).
The behavior of the leaders in this leadership style is very much cordial and in effect of this the leaders cab easily influence the employees to work more efficiently by changing their nature and they can inject the willingness of work within them for which the potentiality of the firm increase. Because of the leaders of the organization, the working atmosphere of the firm is very much appropriate to work and organizational culture will be different from other leadership style for which the job satisfaction level is also higher in this leadership style (Caillier, 2014). In addition to that, this leadership style allows the employees to show their innovations and creativity in order to achieve the objectives of the organization.
Job satisfaction and job performance
All the employees need the job satisfaction otherwise in long run the employees will lose their interest to work. The study of Caillier has stated that, the amount of leisure will be increased if the employees have lost their interest to work. In this situation, no monetary reward, or penalty can influence them to work. The employees are the human capital or the assets of the organization and the authority of the organization has to maintain the proper policy in order to increase their willingness to work otherwise the growth of the organization will be hampered. If the workers of an organization cannot able to get the job, satisfaction then their job performance will fall which affect the growth of that company. In order to foster, the growth the authority of the organization must change the working environment of the organization, leadership style in order to increase the job satisfaction of the workers.
According to the study of Sacks, the organization can include many factors within the organization in order to enhance job performance by increasing the job satisfaction (Rottmann, Sacks & Reeve, 2015). Based on the study of Reeve, the working environment must be cordial and the workers must have the independency to share their views and they must have the decision making power otherwise the workers will lose their interest to work in the organization. The authority of the firm must change the leadership style from autocratic to democratic leadership in order increase the independence of the employees. With the help of the democratic leadership style, the organization can be able to maintain the good relation between the leaders and followers for which the organization can be able to achieve long-term growth. In addition to that, the democratic leadership style increases the potentiality f the company by enhancing the efficiency or the job performance of the workers.
Leadership style and employees’ job satisfaction
On the basis of the study of Gabriel, it is clear that an organization can change the job performance of a employee by changing the leader style and with the change of the leadership style the factors that affects the job satisfaction of the workers will also change (Gabriel, Diefendorff, Chandler, Moran & Greguras, 2014). Therefore, based on the study of Moran the leadership style of an organization is the main aspects by which the authority of firm can ensure the growth and development and in effect of this, the potentiality of the firm will increase because of the increase in the efficiency of the workers.
4. Research methodology
The research methodology will help the researcher to find the different way to conduct the research in proper way. In the research proposal, the researcher will prefer the descriptive design in order to analyze the data and in this case, the researcher can analyze the data in form of survey in effect of this the research will become more effective. In case, descriptive design the researcher can be able to collect the authentic data about the leadership from the employees of different organizations. In addition to that, the study of Chandler shows that the data will collected from those who have seen the impact of the leadership so the research will be more purposive and it will help the other researcher by providing the authentic data. The researcher will prefer the deductive approach of research in order to complete the study. With the help of the deductive approach the researcher will be able to able to conduct the research in generalize method and the researcher will be able to discuss the topic section by section for which the researcher will be able to reach at the conclusion by identifying the several impacts of leadership on the job satisfaction of employees. Based on the study of Diefendorff, in order to complete the research proposal project the researcher can adopt the philosophy of positivism because of this the researcher can review the literature quite easily. Not only for the literature review but also for the data collection the researcher can adopt the positivism philosophy.
There are ample numbers of method that can be executed in order to derive and accumulate data for further processing and effective interpretation. In the current study, the researcher should understand that the primary data are only worthy to rely on since the possibilities of potential bias is an embedded phenomenon in case of secondary data. In order to extract significant and relevant information the researcher may exercise any of the two popular yet trustworthy method of data collection. Conducting a survey by randomly selecting a few of the employees may turn effective since the responses can be cumulatively characterized in order to underpin the trend among the employees. Apart from that, since the researcher is also concerned about the contextual dimension of leadership, an interview follow-up can also be conducted in order to access the significant information that hold unique for the respective enterprise.
The process of sampling may incorporate each or both of the extensively exploited structure of sampling. However, in the current context, the researcher needs to employ each of the processes in accordance with the possibilities of suitable and genuine outcomes. The probabilistic approach can be executed within the quarters of the employees where a significant number (hereby 47) of them have been chosen and their respective responses about the leadership strategies are generalized in order to obtain a trend of their reactions. In this arena, this approach seems effective yet just since every participant claims equal possibility to be elected for the session. Whereas, when the researcher is adamant to portray the other side of the story, he/she is obliged to prepare a well-structured questionnaire with a focused rationale and intent to grasp the individual responses. This method is popularly known as non-probabilistic approach of sample collection.
A well-structured questionnaire attached with specified templates can be circulated among the employees and management personals in order to accumulate their cumulative responses. In order to facilitate this process of circulation a sound and easily accessible online portal can be devised. Apart from that, the researcher may display thy requirement in the notice board of the respective enterprise in order to introduce the elementary awareness among the participants.
5. Limitation and ethical considerations
In this course of study, though it may sound a little oxymoron, but the participants itself can be cited as potential hindrances. The researcher may suffer from considerable doubt about the authenticity of the information provided by the participants since in most of the times they are instructed to conceal some specific details (some integral marketing or promotional traits) and the researcher may fail to persuade the participants even after promising confidentiality to them. Identical impediments can be faced from the management side as well since they also hesitate to unveil some of the domestic information, which may appear significant to the researcher. On that note, it can be empirically formulated that limitations of such proposals are integrally coupled with the ethical considerations and prudent considerations may usher the proposal to their desired destinations. Apart from that, it may enable the researcher to stand transparent where the researcher may acknowledge the respective status by overcoming the potential origins of limitations. The researcher may assure the participants with the obligation of not to exploit the information for any personal or didactic purposes which may enable the participant to admit the facts and required details with the certainty of authenticity. The researcher may include a confession into the ethical considerations where the researcher will restrict the enquiry only within the professional quarters. It will enable the researcher to reflect the honesty of the project purpose and reciprocally enable the participants to admit sanguine information. The principles of the project conduct should incorporate the admission of the researcher where he/she is committed to preserve and transmit the data intact and free from any manipulation. Moreover, the researcher should not influence the participants with remarks, which are potentially biased, and the intent to extract desired response is flagrant.
|Activities during research||1st Week ||2nd Week ||3rd Week ||4th Week ||5th Week ||6th Week ||7th Week |
|Selection of research topic|
| Composition of the literature review|
|Methodology carried in the research work|
|Collection of primary data for the research|
|Data analysis and interpretation|
|Limitations and Ethical Consideration|
|Final submission of the research report|
|Preparation of questioner||11,000|
|Getting the questioner authorized||14,500|
|Preparation of final document||50,000|
|Getting the final document authorized||47,000|
|Total cost of budget||370,000|