Good Duscussion Reccomendatuion And Conclusion Research Paper Example
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The underlying theme inthis reseacgh study revolves around the relationship between the leadership styles that the employees in an organization a exposed to and their overall motivation and outpu levels. The literature review cghpater of thius study and the findings section have brought to lihght sveal pertinent factors in regards to the relationship between this two varioanb;es.
Since his study to investigate the overall imact that the leadership approaches that employes are subjected to have on their motiatkoion and oyutput levels, the overall objective of this resrach was to find strong evidence in support of the proposition which links these twp variables. Thisevidence was collected mainly in the case srtudies that were analyzed in this resrach, and which were related to the main proposition in ths tudy.
Consequently, Mwangi (2013)`s case study on the impact of different leadership approachs on the prodctivity of secondary school teachesr in kEnmya provided a strong foundation on whivchh aprctical application of thi sreaserch proposition was laid out and tested in areal life scenario. The study involved the movement of a fixed sample of teachers to different schools that practiced varying leadership styles. The performance of teis rteachers and their motivational leve;s as wel was recorded in each of these schools sytem that the teachers were exposed to with the overall objectivebeing to ceate a comparative database which could be used to draw subtle conclusions.
The second case study eentailed a criticall analysis of leadership approaches which wa undertaken by Valencia (2012). In this analyses, Valencia (20120 divided these leadership approaches into categieres, with the first category comprising of one-sisded leadrrsjhop approaches, and the second category compriseing of two-sided leadership approaches. According to Vlaencia (2012), one sided leadership approaches refrs to thise styles that invlobve the making of decisions entirely by the leaders in question without any involvement of their followers. Two-sided leadership approaches on the other haned refr to leadership approaches that are mutual in nature in the snse that they involve the making of deciosn by the concerned leaders through an interactive process that involves the underlying employees as well.
I nseeking the strong evidence in support of the overriding theme of this study, this resrach alsso entailed a critical review of the literature surround its underlying proposition of the relationship between the leadership styles and the corresponding motivational and output levesl. This lreview was foccuessd mainlty o assertuions, [ropsrtions nad theories of leadership that hav been advanced by different scholar, participants and authirs in the leadership studies of the contemporary business enivironmnt.
Thse review revelaed numerous leadership styles that has d a corresponding different imac on the motivation andoutput levels of the employees on which they are subjected to. The overriding discovery in this leiteratue review was that ledeship approaches that entailed the inclusion of the employees in the decion making process to some extent, ultimately ed to increased motivation and output levels when compared to those approaches that did no factor in the employyees opinions. The explanatyion given fo this assertion was that employees felt more cormatble and motivated when they knew that their opinions had been factored int o the final deciosn that were made in relation thot the tasks that the expected to omplete and the job rioles that were assigned to them at the workplace.
This resech stdy ahs reveilaed ctritical findings and assertions that relate to the impact which the leadership approaches that the employees of an organization ae exposed to by their managers, has on the employees` overall motivation and output levels. Consequently, it is important to propse sevarl recceondndations tha can be used by contemoary bueiness organizations in pursuing theor commercial objectives, and in ensuring that the organizatuons apporaiely motivate theier employees and increae their oveall output.
The first recommendation relates to the specifc leadersipo approaches that they managrs of an organizationds canadopt in the process of leading these entities towards their sti[ulated objectives. In ths regard, it important for these business leaders tlo adopt leadership approaches tah ceet acondicive and gharmoniousenvironment within which these employees can exist. Such enroitronmnts are mainly characterized by open-door ploiceis in which the emlotees are econcouraged to air theor views and greivances in relation to the working envrnmnts that the y are exposed to while at the workplace.
Thse open policies should nbe diesighned in asuch a way that clea communication cahnnels are created to ensure that the empoloyees cabn easily expresses their opinioons to the appropriate authorituies in an effecint and effective manner. Susbesquently, feedback mechanisms should also be inciorptarted into tthese communication cahnnles so as to ensure that he communication is execueted in aclear, consie and mutual fashion between the employees ad their managers.
Having established clear communication cahnnels within and organization, he second reccomdenation relates to the understand ing of the speicgfc chatracteristics of the employees who are employed in an organzatuion at a personal level. These understanding isgeared towards the formulation of the most appropriate motivational pproches that should conform to the specific personal cagarceristcs of these mployees. The main ideal in this approach is to ensure that the motivational approaches that he management off the entity will chose will be sbest suted for the targtted employees, and thses approaches will elad to the attinemnt of the goals and objectives of the organization in totality.
The third reccomndation relates to thecritical assignment of the employees into job roles that they are biest suited for, given their experience levels nd specifc talent pools. In this regard, the mnagers of entity should allocate specifc roles to speci employees that can undertake thse roles in the most effective and effeicnet manner. The allocation of these roles should onluy be undertaken after the managers have cosely interacted with the employees at a personal level, an d continuously monitored their work and performance levels so as to determine their specifc skill sets. This approach will ensure that the right canadidate will be allocated the right job based on their specifc abiolities while at the work place.
The fourth reccomdation relates to the actiula ledershio approach which will be implanted after ythe previos redccomdations have been applied at by the managrs at the workplace. Having undertaken the above steps, the managers of a entity are now capable of selecting the most appropriate ledership approach which will lead to the attinments of the organization`s objectives usinfg its currently vailable human capital. The leadershio a ppraeches that will be selscted will fundamentally ensure that the entity will be able to createthe approariate motivation levels in the employees, and to enable their optimizenad maximize their correposnding output levels going forwad.
This paper sught to investigate the impact which the spoecifc leadership styles and approaches that the mepmloyess of an organization are apexposed to by their managers, has on their overall motivation and output levels at the workplace. The overriding argument in this study has been that some lederaship approaches are lekkley to result in an increase in these motivation and output levesl, while some approaches are expected to curtail such positive results vby these mployees. The foindings of this tudy largely indicate that this proposition is true , and thie existence of a strong correlation between these two variables largely abounds in the contemporary business environmnt.
The study ah entailed a critical revew of the leiterature surround the independent variable of the reseach, the dependent variable, and the interlaion between these two variables in a combined capaciry. In this regard, the eindepnd varioable in this study was the ladersghip styles that are aopted by the said managers and laders in aon aorganizatuon, while the depend variable is the moitivation and outout kevsl tha tresult form these leadership apporoaches. This paper has shown that this relationshio exists in this fom beaise it is the leadership approaches that ultimately determine the levl of motivation and output that the underlying employees are expected to demonstrate, given these specific circumstances.
Wuithin he lieteratur review, this pare has laos crically nalyzed the various aledership approaches and styels that can be adopted by the management of an aetity in leading ir employees. Through this analyses, the impact and characteristcics of leadership styes usch as the liasez faire, aurtcaritica, apatrticipative, transcional aand terandfomational ledership stykes was duly analyzed and evaluated. The laisszz faire leadership style was found to be isdela for emlotyees who are highluy experienced in their work, and who require minimal suervison as they undertake the duties that they are responsible for.
The autocratic leadership style on the oher hand has been know to curtail the motibvattion and output lebvesl of e,mployees beacyse it stifles ctrrativity and leads to a situation whereby the leder makes all the decisions, some of which may be to the detriment of the em0ployees in questions. Thus leadership approach os highly discouraged beace it only thrives in situyations whenre the underlyin employees require constandt close super.
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