Leadership Styles Navigate Employee Job Performance

Released on by Mohammad Islam
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  • Leadership Styles Navigate Employee Job Performance Book Detail

  • Author : Mohammad Islam
  • Release Date : 2020
  • Publisher :
  • Genre :
  • Pages : 23
  • ISBN 13 :
  • File Size : 56,56 MB
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Leadership Styles Navigate Employee Job Performance by Mohammad Islam PDF Summary

Book Description: Leadership styles have received enormous attention in a competitive business environment. It has become very popular facet to standardize human resources management agenda. An organization may be able to achieve the vision if there is a relevant and defined process to be practiced in leadership activities. Research too argued that leadership style is a strong navigator of employee job performance. The core attempt of the research is to unleash the practices of leadership style (Participative, Supportive, and Autocratic) that influence employee job performance and study the relationship between leadership styles and employee job performance. To attain the goal of the paper a number of 118 employees of mobile telecommunication industry has been purposively selected to collect primary data and a self-administered questionnaire designed using Likert 5 -point scale. Research tools such as descriptive, inferential statistics, correlations, regression; ANOVA has been used to analyze the data using SPSS version 20.0. The result of the research evident that there is a statistically significant positive correlation between leadership styles and employee job performance and the styles of leadership strongly influence employee performance except for the autocratic style that needs to be addressed by the policy makers, practitioner to ensure the employee job performance especially in mobile telecommunication industry of Bangladesh.

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Supportive Accountability

Supportive Accountability

File Size : 38,38 MB
Total View : 215 Views
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INSPIRE EMPLOYEES AND IMPROVE PERFORMANCE WITH SUPPORTIVE ACCOUNTABILITY LEADERSHIP: Some leaders are too harsh. Some are too lenient. Others are completely dis