Quantitative Research, Nonparametric Analysis

Summery

Leadership is the essential variable to forecast the current and future employee performances in any organization. Therefore, leaders should use different styles to reach maximum effect in other contexts. (Gibbs, et., 2008) There are five major leadership styles in general and broadly, including "Authoritarian Leadership, Participative Leadership, Delegative Leadership, Transactional Leadership, and Transformational Leadership." (Imd, 2021, para. 1) However, each of the above styles may use the following inner dimensions: exception, passive management by exception, laissez-faire, conditional or contingent rewards, motivation, idealized influence or behavior, individualized consideration, intellectual stimulation, autocratic, authoritative, pacesetting, democratic, coaching, or affiliative. (Martinuzzi, 2021)

We do not have one leadership group that is better or worse than the others, but they are grouped based on each leader's styles' tools, and situations. The differences between leadership styles are their lack of structure or procedure, making them effective or weak for the best performance. This article examined two leadership groups to determine which style is more effective based on a complete comparison of structure and procedure detail to find the strengths and weaknesses of those styles.

Transformational Leadership Style

The transformational leadership style is the most popular and preferred nationwide and internationally because it involves everyone participating in decision-making. (Bass, 2000) This type of leadership causes valuable changes in social systems and individuals. From my point of view, it is the best leadership style as a technical leader for over five years.

The advantages of using a transformational leadership style in any organization are eliminating excessive supervision behavior and control of employees, creating a shared decision making workplace with shared responsibilities for everybody in the team for the best performance, increasing morale and ethical workplace to explore the best passion of employees, developing the understanding of improvements and learning in the workplace, and learning how to adapt the technology and industry changes for the best outcome. (Indeed Editorial Team, 2021) The lack of structure and procedures in transformational leadership style, including "(1) Lack of focus, (2) Potential for burnout, (3) Disruption of routines, (4) Fewer checks and balances, (5) Misuse of power, (6) Constant maintenance, (7) Favoritism, (8) Lost details, (9) Reliance on personalities, and (10) Exaggerated disagreements" (Indeed Editorial Team, 2021)

For Example, there is a peer-reviewed article with a quantitative research approach conducted by Katrina Franklin in the Walden University College of Social and Behavioral Sciences, entitled "Examining the Impact of Leadership Styles on the motivation of U.S. Teachers." This research is used 128 US teachers versus 115 international teachers to find the lack and strength of leadership styles in the school system. (Franklin, 2016) In this research findings, Katrina said, "I examined how different leadership styles can affect teachers' motivation levels" (Franklin, 2016, p. 6). The effect of the outcome of 128 plus 115 teachers' leadership styles on students is impressive. The research found transformational leadership style is the best and preferred type of leadership by being "innovative, visionary, and cooperative" (Franklin, 2016, p. 26)

Another Example is Table 1, the leadership questionnaires, questions 1, 2, 3, 5, 6, and some others can determine if the transformational leadership style should be chosen if we have strong scores selected by participants.

Transactional Leadership Style

On the other hand, the transactional leadership style values self-motivated individuals who are experts in their work, order, regulations, procedures, and structure. In this style, leaders give something to employees that they want for what the organization's goal wants in return. For Example, big corporations pay numerous amounts of salary and awards to their C-Levels, and other top-level employees in return for more profits with all prices. So, the advantages of the transactional leadership style are creating a sense of fairness, an easy-to-understand system, and employees can see their impact on the business. (McCandless, 2020)

However, one of the top disadvantages of the transactional leadership style is the lack of focus on building social and friendly relationships with each other. Difficulty finding rewards that could motivate the employees, law individuals' creativity, and innovatory behaviors are other negative aspects of a transactional leadership style. Also, lack of long-term vision for the best outcome and performance for the organization and the development of poor leadership in all categories from top to bottom of the teams are adverse effects of transactional leadership style. For Example, in Table 1, the leadership questionnaires, questions number 7, 8, 9, 10, and 11 indicate the transactional leadership style if their score goes high.

Leadership Styles Questionnaire

To identify the leadership style in an organization, we can use the Table 1 questionnaire. Employees can circle their most desired score to question.

References

Bass, B. M. (2000). The future of leadership in learning organizations. Journal of Leadership &
Organizational Studies, 7(3), 18–40. doi:10.1177/107179190000700302

Gibbs, G., Knapper, C., & Piccinin, S. (2008). Disciplinary and contextually appropriate
approaches to leadership of teaching in research-intensive academic departments in
higher education. Higher Education Quarterly, 62(4), 416–436. doi:10.1111/j.1468-
2273.2008.00402.x

Franklin. K. (2016). Examining the Impact of Leadership Styles on the
Motivation of U.S. Teachers. Retrieved 2022, from https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?referer=&httpsredir=1&article=4131&context=dissertations

Imd, (2021). The 5 Leadership Styles you can use & How to implement each in 2022. IMD Business School. Retrieved 2022, from https://www.imd.org/imd-reflections/reflection-page/leadership-styles/

Indeed Editorial Team. (2021). Common Weaknesses of Transformational Leadership and How To Avoid Them. Indeed Career Guide. Retrieved 2022, from https://www.indeed.com/career-advice/career-development/transformational-leadership-weaknesses

Martinuzzi, B. (2021, July 22). Leadership Styles and How to Find Your Own. Business Class: Trends and Insights | American Express. Retrieved 2022, from https://www.americanexpress.com/en-us/business/trends-and-insights/articles/the-7-most-common-leadership-styles-and-how-to-find-your-own/

McCandless, K. (2020, December 16). Pros and Cons of Transactional Leadership. The Blueprint. Retrieved 2022, from https://www.fool.com/the-blueprint/transactional-leadership/

Saif, (2020). Leadership Styles Questionnaire. Retrieved 2022, from https://www.saif.com/Documents/SafetyandHealth/Leadership/S1094-Leadership_styles_questionnaire.pdf

 

Diagrams, Tables, and Definitions

Figure 1, Questionnaires to identify the leadership style in an organization

Statements	Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree
“1. Employees need to be supervised closely, or they are not likely to do their work.” (Saif, 2020)	1	2	3	4	5
“2. Employees want to be part of the decisionmaking process.” (Saif, 2020)	1	2	3	4	5
“3. In complex situations, supervisors should let employees work problems out on their own.” (Saif, 2020)	1	2	3	4	5
“4. It is fair to say that most employees are lazy. ” (Saif, 2020)	1	2	3	4	5
“5. Providing guidance without pressure is the key to being a good supervisor. ” (Saif, 2020)	1	2	3	4	5
“6. Leadership requires staying out of the way of employees as they do their work. ” (Saif, 2020)	1	2	3	4	5
“7. As a rule supervisors must be given rewards or punishments in order to motivate them to achieve organizational objectives.” (Saif, 2020)	1	2	3	4	5
“8. Most employees want frequent and supportive communication from their supervisors. ” (Saif, 2020)	1	2	3	4	5
“9. As a rule, leaders should allow employees to appraise their own work. ” (Saif, 2020)	1	2	3	4	5
“10. Most employees feel insecure about their work and need direction. ” (Saif, 2020)	1	2	3	4	5
“11. Supervisors need to help employees accept responsibility for completing their work. Strongly Disagree Neutral Agree Strongly Disagree Agree.” (Saif, 2020)	1	2	3	4	5