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This research was aimed at determining whether a particular leadership style had an influence on employees’ attitudes or behavior. In order to conduct this study, evidence was taken from the CDA or Community Development Authority. In addition to it, an extensive literature review was conducted. This research utilized both secondary and primary methods of research for determining the effect of transformational and transactional leadership on the effectiveness and performance of employees. From both the literature review and interviews with managers, it was determined that leadership style has a significant influence on the efficiency and effectiveness of employees. In fact, an effective leadership style is capable of enhancing the performance of workers.
In general, employees are considered an important part of any business, mainly because they contribute significantly to the revenue generation and efficiency of a firm in the market. Therefore, it is critical for a firm to ensure that its employees are producing the desired results and helping the firm produce the required outputs. If they do not meet the required work standards, it would put the firm in a poor position. What is important to note that the work efficiency of employees is influenced by a number of factors including the leadership of the manager and the leader. The study is more focused on the leadership style more than employees. No doubt, employees are important in every organization to generate the revenue but the leadership focus to engage them by motivating to perform their tasks in effective and efficient manners. Some leaders in the companies provide significant information to provide directions to compete the work including providing the procedures how any problem can be solved. According to the leadership styles, a leader in the company deals the employees as well as the top management to provide them plans, appropriate and possible directions to achieve their goals and objectives. In this study, it will be determined a leadership style is capable of influencing the efficiency of employees or not.
For the accomplishment of organizational objectives, adequate leadership styles are considered critical. In fact, a right leadership style can both make a firm become efficient in the market and achieve its goals. However, a wrong leadership style can make a firm lose its efficiency in the market. In recent times, significant interest is being given to leadership styles and how they cause an organization to be successful. An increasing number of studies have determined that leadership styles influence the efficiency of employees. This research will help managers in choosing a style which can help them in enhancing the efficiency of their employees in UAE while it will help researchers in building their own research. Overall, this study is quite important from both business and academic perspectives.
There are a number of aims of this research. The first aim is to evaluate the influence of the Transformational leadership style on the efficiency and performance of employees. Meanwhile, the second aim of the research is to evaluate the influence of Transactional leadership on the efficiency and performance of employees. These are aims of this study and they are considered quite important because these leadership styles are quite common among firms and this study will determine their effects on the capability of employees to work and meet the predetermined performance standards. Although there are a number of other leadership styles as well, these two leadership styles are more common among firms and they are frequently practiced by managers and leaders. However, there are not many studies which specifically evaluate the effects of Transactional and Transformational leadership styles on the efficiency and performance of employees. Thus, this study will contribute significantly to the existing research base.
To obtain our critical aspect of the reviews, we are
going to investigate on the relationship between leadership styles and
employees' attitudes in CDA. Moreover, the research study will rely on the use
of academic and literary references to evaluate and compare the theories and
assumptions of leadership styles that affect the employee's behavior.
Research Questions of
the influence of leadership style on employees' attitude: Evidence from CDA in
UAE.:
·
What are the impacts of transformational
leadership style on employees' performance?
·
What are the impacts of transactional
leadership style on employees' performance?
Transformational leadership has been an area of
interest among researchers for the last three decades. The studies have
investigated a positive strong impact on an organization’s performance as well
as personal attitude. This style links the vision, mission, and value of the
organization with that of the employees so that it will lead to improve job
satisfaction, commitment, motivation, and empowerment and build trust between
leaders and workers (Givens, 2008).
Transformational leadership is composed of the three
main factors: charisma, intellectual stimulation and individualized
consideration and all of this factor contribute positively toward high job
satisfaction that will have a high impact on the customer’s satisfaction (Emery
and Barker, 2007).
Moreover, both transformational and transactional
leadership have an impact on job satisfaction but in different level, as the
transformational has a more significant effect on job satisfaction as its give
the employee a chance to share the vision with the leaders and the leaders is
acting as a mentor for the employee so that it give them the chance to solve
any obstacle in an innovative way (Asghar and Oino, 2017).
Emery and Barker (2007) performed research that resulted in emphasizing that the transformational leadership style will lead to boost the organization’s performance by motivating the worker to raise the performance to be at the highest level.
Transactional Leadership is about focusing on the
goals and tasks with applying the reward and penalty to influence the worker’s
performance (Emery and Barker, 2007).
A Study performed in call center specifically of
telecom sector operating in Islamabad shows that transactional leadership style
has a positive impact on the organizations performance as the employee
performance affected by the reward and punishment from the leaders (Hafeez, et
al 2012).
Other research shows that the transactional leadership
style shows negative impact on the organization’s performance as it does not
create the new opportunity, lack in creating the innovative culture and the
employee is not effectively involved in decision-making process (Al Khajeh,
2018).
The transactional leadership style is more effective
in the short term as the employee will be satisfied for a period of time by the
reward but to a certain extent, they will shift to other organization seeking
for more challenging and innovative environment (Asghar and Oino, 2017).
In contrast, the transformational leadership style is
effective in long terms as it leads to enhance the job satisfaction to higher
level because its lead to a high adherence of the employee goals with that of
the organizations so that its strength the organizations bond between the
employee and the organizations (Asghar and Oino, 2017).
Both transformational and transactional leadership style
has an impact on the organization’s performance, but the choices of the style
depend on the nature and the culture of the organization, the employee
expectation and the nature of the task assigned to employees (Ejere and
Ugochukwu, 2013).
The
research study was prepared based on academic standards and project principles
(PMP)[1] for effective team performance and
credibility results. The study also included the use of primary and secondary
source data to illustrate the critical relationship associated with the
references and the research goal
The Community Development Authority is part of the
local authority of Dubai Government. It was established in 2008 under the local
law No. 12/2008 issued by His Highness Sheikh Mohammed bin Rashid Al Maktoum as
ruler of Dubai. CDA is responsible for organizing and promoting social
development frameworks in Dubai and overseeing the outputs of the social sector
through analyzing and developing policies, proposing legislation, developing
and monitoring quality standards and systems, and ensuring the availability of
services that help achieve sustainable social development in Dubai, which is in
line with the direction and requirements Dubai Strategic Plan 2021
CDA works on enhancing Emirati national identity,
strengthening family and social solidarity to number of segments that may be
vulnerable and provide them with protection and also gives them the suitable
rehabilitation and empowerment, in order to realize the principles of equal
opportunities, independence and participate in decision-making and making the
future. Most of CDA services are provided directly to clients (G2C) “Social
Benefits & Empowerment Services, Disabilities Services, Human Rights
Services, Elderly Services, Licensing Services, Social & Families Cohesion
Services”. In addition to government services (G2G) service through
policies that develop the social sector
Despite the small number of employees of the CDA, the organizational structure reflects a different perception of the size of the organization through the number of sectors and departments that support the vision and mission and facilitate the implementation of the goals and strategic initiatives (See Appendix A).
The methodology used to collect data in this analytical study was through the preliminary research methodology that targets competencies in the Community Development Authority through personal interviews. In order to give greater credibility to the results of the study, ten people from two categories of employees (Managers and Frontline employee category) were targeted and the choices were random for employees to absorb more than one personal perspective and concept of the factors that affect the employee's behavior and attitude. The questions were sent to the respondents via email and most of the employees responded quickly (See Appendix B).
The data collected from the interviews were analyzed to seek the research objectives (See Appendix C). looking through the responses of the managers' interviews, we can see that all the five managers agreed that there is a relationship between leadership styles and employees' attitudes as effective leaders increase the effectiveness of their employees to accomplish organization and personal's goals. Most of the managers responded to the third question by illustrating that delegation, providing training courses and building employees confidence are the key for developing employees' leadership skills. Moreover, all managers approved that employees job satisfaction will result on increasing employees' performance and generating a high quality of services. Additionally, the analysis demonstrates that CDA encourages the development of their employees' leadership skills in order to maintain high quality of services and increase organizational performance. While responding to the sixth question, which requires managers to express their opinion regarding the impact of internal motivational initiatives and institutional reward in disseminating quality culture and ensuring its application, all managers mentioned that encouraging employees to participate in the institutional reward will benefit both employees and organization as it will increase the competition level, motivate employees to implement high quality standards and enhance the organization's reputation.
On the other hand, through interviewing five of CDA
frontline employees we have noticed that employees vary in their opinion
regarding how leaders can encourage their employees development and few of them
agreed that involving them in making decisions and setting organization
objectives are the best things that managers should do. As well, all of them
approved that the leadership style has a great impact on employees' job
satisfaction and level of performance which also will result on employees'
willingness to perform extra tasks. Looking through the responses of question
five we can understand that most employees prefer to be led by a leader who
implement democratic, strategic and transformational leadership styles.
Besides, effective leadership style is needed while making decisions to ensure
choosing the most appropriate alternative, guarantee its implementation and
eliminate the occurrence of any conflicts among team members. CDA is recommended to conduct training courses
and workshops as well as involve employees in decision-making in order to
develop their leadership skills.
·
Al Khajeh, E.H.
(2018). Impact of leadership styles on organizational performance. Journal
of Human Resources Management Research, pp.1-10.
·
Asghar, S. and Oino, D. (2017). Leadership Styles and job
satisfaction. Market Forces, 13(1), pp.1-13.
·
Authority, C. D. (2017). About. CDA official website.
[Online] Available from: https://www.cda.gov.ae/en/aboutus/Pages/default.aspx [Accessed: 19th March 2020].
·
Ejere, E.I. and Ugochukwu, D.A. (2013). Impact of
transactional and transformational leadership styles on organisational
performance: Empirical evidence from Nigeria. The Journal of Commerce, 5(1),
p.30.
·
Emery, C.R. and Barker, K.J. (2007). The effect of
transactional and transformational leadership styles on the organizational
commitment and job satisfaction of customer contact personnel. Journal
of Organizational Culture, Communication and Conflict, 11(1),
pp.77-90.
·
Givens, R.J. (2008). Transformational leadership: The
impact on organizational and personal outcomes. Emerging Leadership
Journeys, 1(1), pp.4-24.
·
Hafeez, M.H., Rizvi, S.M.H., Hasnain, A. and Mariam, A. (2012).
Relationship of leadership styles, employees' commitment and organization
performance (a study on customer support representatives). European
Journal of Economics, Finance and Administrative Sciences, 1(49),
pp.133-143.
·
Ibrahim, D.T. (2020). Director of Study and Research. (M.
Moosa, Interviewer).
· Stephanie, (2016). Research Methods: Qualitative Research and Quantitative Research. Statistics How To. [Online] Available from: https://www.statisticshowto.datasciencecentral.com/research-methods-qualitative-research-and-quantitative-research/ [Accessed: 19th March 2020].
B- Sample questions for the managers catego
NOTE: due to authority's confidentiality policy and reasons, we are not allowed to provide any names.
I'm the Director of HR
department and I'm responsible of developing manpower plan /targets on a yearly
basis, designing, updating and maintaining the recruitment standards,
processes, policies and procedures in order to assess them on regular basis to
implement improvement plans. I also establish the yearly manpower plan budget
in collaboration with the different functions based on the approved
organization structure, coordinate with function heads to identify recruitment
needs in line with manpower plan as well as manage the processes if
restructuring, nationalization plans and change of status process in accordance
with Dubai Government strategies.
An effective leadership style creates a positive attitude within
employees and assist them to achieve organization and individual's goals.
Usually leaders
encourage their employees' development through delegating tasks in case of
unavailability in office for official or personal reasons, training employees
to enhance their leadership skills, and empowering them to make decisions and
take actions within scope.
Yes, the more employees are empowered or have the ability to make
decisions and input in goals of the organization, the more production and dedication
will occur.
CDA took various
initiatives in order to improve their employees' leadership skills such as:
trainings, workshops, employees attending Management Meetings, and implementing
official “Acting” in case of leaves or any other reason of absence.
As leaders, we must
motivate employees and contribute to enhance their capabilities by evaluating
them within the approved standards and create a spirit of competition at the
level of performance and discipline, and this reflects their complete willingness
to enter official awards at the government level.
7. In your opinion, what motivates an employee to
be a leader?
A good leader should motivate employees to be a leader too, empower them to take decisions and delegate tasks to them.
1. Can you briefly tell us about your position
and responsibilities within the CDA?
Head of the Home Care
Department - Senior Citizens Administration
I'm responsible for
the services provided to senior citizens in the Emirate of Dubai
2. In your opinion, what are the impacts of
leadership style on employees' attitudes?
It has great effects in both positive and negative way. Because if the
employee gets the needed support, this will affect in his work and
accomplishments, and vice versa.
By constantly
motivating them about what they are doing and what they are suggesting in
addition to developing employees' confidence through delegation. Leader should
provide the appropriate training courses for them to improve their skills.
Yes, it has a great impact because when the leader is acting
positively, motivating employees to perform better and encouraging them to develop
their skills, this will affect the quality of the services provided to clients.
Specialist training
It has a great impact
to spread the culture of quality and ensure its application, as employees need
incentives and encouragement including financial rewards and internal
incentives such as certificates of appreciation.
·
Role model
·
Career
path is clear
·
Encouraging
work environment
· Permanent motivation and encouragement
1.
Can you briefly tell us about your position and
responsibilities within the CDA?
The director of
innovation. Enhancing capillitia’s and encourage employees to perform in
innovative way.
2.
In your opinion, what are the impacts of leadership
style on employees' attitudes?
Create a strong bond between employees, which helps in achieving the
goal in a harmonious manner, and the rapid accomplishment of tasks and high
efficiency.
a) Provide training
courses and workshops
b) Confidence and trust
in the staff to complete the tasks
c) Delegation of powers
d) Make critical
decisions based on available data
Yes, the method of dealing and transparency with employees reflects a positive impression in the performance of work, although there are times that require the manager to be tough, but the understanding of employees and knowledge of their capabilities contribute to the level of competence.
·
Strategic Trainings
·
Intervention workshops
·
Job Rotation
This
question depends on the strategic direction of the body and is shared by all
because it serves the institutional reputation and not the individuals, and
thus obtaining prizes contributes to the individual's appreciation of himself
and reflects the efficiency of the entity level and helps increase
competitiveness between all and career loyalty.
A. Feedback from the
direct manager and transparency
B. Audacity in decision-making
Service
Development – Head Section:
Basically,
I'm responsible for delivering the CDA services in an efficient and
effective manner and ensure the quality of each service to achieve the
desired outcomes. In order to improve the quality of the CDA services, we
should utilize the methodologies and tools provided by Dubai Model.
Employee’s attitude and behavior are mostly
affected by their leader and his/ her leadership style. For the employees to
achieve the target or goal required from his job there should be recognition
and reward given by his leader which in return causes employees satisfaction.
Also, the leader acting as a team player with his employees and helping them
when in need is one of the main aspects in the employee’s attitude towards his
job.
There
are many ways to encourage employee’s development one of which is to encourage
your employee to learn continuously by putting him in training courses that
best suit his career development or in areas where he lacks. Also, by building
a career path for your employee you are focusing on his development and having
one to one meeting discussing his updates and how far is he growing. Let your
employee take risk and make opinions because this is how he will grow and learn
and develop.
Leadership styles for sure affect the quality
of services in an organization. If a team is being supported by a leader and
having a good leader that instructs them, helps them and teaches them to grow
then the employee would always want to be creative and think of new ideas which
then improves how you provide a service. A positive employee = a great service.
I
saw in some departments they are implementing a good method as:
Professional
Training, Coaching & Mentoring, Special Leadership courses with The
Executive Council and best practices in public services on the local and global
levels.
Internal motivation initiatives and institutional rewards done by leaders always creates a positive energy within the organization and always makes employees wants to give more because they know at the end there is someone who actually believe in them and believe they have to be rewarded. If an employee gives his all and receives nothing he will reach to a point where he decides that he doesn’t want to give more and that’s how the quality of the services of the organization goes bad. The ensure the best quality and best service and best reputation an employee should be happy, recognized, rewarded and felt like he belongs.
7.
In your opinion, what motivates an employee to be a
leader?
Employees are
motivated to be a leader when you help them to develop new skills and when you
believe in them. Provide for them all resources needed to do a job like the
best environment, good team members. Always compliment them when they do a good
job even if it’s a small task and never point on their mistakes rather teach
them how to do it in a better way.
The director of Social
planning and development sector
Leadership style effect both the employees' attitude and organization
productivity. When employees get the needed encouragements and supports from
their leaders, their effectiveness and willingness to perform better will
increase and overall, it will affect positively in the organization
performance. Also, it will assist the organization to achieve their goals and
targets.
Through conducting the
needed training courses to develop their leadership skills, delegate tasks to
them, give them trust to perform the tasks and make decisions, motivate them to
generate new ideas and be creative while doing their works.
Yes, because when the employees are satisfied with their job this will
reflect positively in their performance as they will seek to increase the
quality of their work and develop the processes through coming-up with new and
innovative ideas.
CDA has conducted
various leadership training courses and programs to develop their employees'
skills and participated in disruptive leadership workshop and brainstorming.
Both internal
motivational initiatives and institutional reward will boost employees' energy
to perform the tasks with the highest level of quality and to seek personal
development to be one of the effective leaders in the organization.
To provide the needed training and education in order to develop their leadership skills and generate a work environment where employees are being involved in management decisions and their ideas and thoughts are being considered.
As an Executive Excellence in the Corporate Excellence
Department (CED) – I ensure administrative requirements are addressed. In
addition, I manage the other relevant projects and daily operational activities
related to CED.
My opinion, our leaders show passion, dedication,
mentoring skills and patience. Also, they encourage us to be their successors,
the ‘next generation’ to be.
It’s quite important, as because when you have an
understanding leader that will always put themselves in other people’s shoes,
satisfaction will automatically increase; and therefore, the employee’s
performance, innovation and dedication will increase as well.
As long as an employee is directed by a great leader,
satisfaction and performance increases. Same for the employees' willingness;
involving an employee in management discussions and decisions, considering
their opinions, facts and advises etc., all these factors increase employees'
performance and willingness to do extra works.
Understanding, passionate, humble, stubborn, positive,
focused, visionary, inspiring and creative.
A leader is a ‘doer’ more than anything else; this is
by showing their presence, dedication and willingness with every activity their
assigned for.
Yes definitely. It’s the same as the parent to a child
scenario; a child learns and gets influenced by their parent’s character,
attitude, thinking, engagements etc. Same concept applies on a leader towards
their employees. Gradually, employees display professionalism, better
decision-makers and conflicts decrease as the awareness and way of thinking
changes.
Provide effective trainings and involve the Executive level employees in management meetings and projects.
Position: Excellence Senior
Executive.
I work in Dubai government Excellence
award, CDA internal award. Other awards in UAE and abroad.
A. Certified
training in Excellence and Quality
B. Transparency
(DECISION MAKING)
The leadership style effect in the
culture of the employees and their performance. An effective leader will
motivate their employees to make decisions and implement their creativity while
performing the tasks in addition to work delegation.
When leaders respect their employees
and encourage them through recognition and self-esteem this will motivate them
to perform extra tasks.
Transparency, decision maker, strong
teamwork skills and excellent communication skills.
A. Department
yearly performance report
B. 360
survey
A good leadership style is needed
while implementing the strategic decisions. If the leader fails to take the
right decision and motivate his\her team to implement these decisions it will
result on conflicts and organization failure.
They should involve the employees in the decision making. Quarterly, the managers should conduct employees gathering where they can express their ideas and thoughts as well as come-up with solutions for current problems. Managers should also explain the entity achievements and future plans in order to motivate the employees to increase their performance as they will feel that they are part of the entity and managers trust them to achieve the entity goals.
Administration
Executive
Do
regular meetings with the employees to discuss their achievements and work.
3. What
is the relationship between leadership style and employees' job satisfaction
and performance in the organization?
Employees'
satisfaction and performance depends on the leadership style that make the
employees needs and rights are taken care of and to obtain communication
between both parties.
Employees
willingness to perform extra tasks is determines by leaders Compensate their
time and effort with bonuses and rewards.
Communicating
with the employees, having regular meetings with the employees to know latest
updates of the work and have one on one meetings to know each one of them
better, creating a family environment more than office environment.
6. How
do you measure the effectiveness of your leadership skills?
Measured
by the performance of the employees
7. Does
the leadership style influence on decision-making and employees' conflicts?
Explain.
Sometimes
we must sacrifice by Resolving employees' conflicts to make bigger discussions
for the company as a whole.
8. What
you recommend your organization to do in order to develop their employees'
leadership skills?
Conduct more workshops to education the employees.
1. Can
you briefly tell us about your position and responsibilities within the CDA?
Job
Title: executive-Recruitment and Manpower
Job
brief: responsible of full-cycle recruiting, from talent sourcing and attracting candidates to
interviewing and hiring process.
2. How
do leaders encourage the development of their employees?
Leaders
can encourage the development of their employees by involving them in all the
processes and some decisions related to the work which will give them
confidence that they can contribute meaningfully.
3. What
is the relationship between leadership style and employees' job satisfaction
and performance in the organization?
Leadership
style is important for motivating employees and increasing
their satisfaction level. Job satisfactions have a positive and
significant influence on employee performance.
4. What
is the relationship between leadership style and employees' willingness to
perform extra tasks?
One
of good leadership style is giving the team members some additional
responsibilities, if employees are going above their written job descriptions
and they like eager to contribute to the team in additional ways it means that
they are able to become a person of leadership, authority, and influence.
5. In
your opinion, what are the characteristics of a good and effective leader?
I
believe that acceptance of personal responsibility is most important in
leadership. Leaders should never complain, instead of making excuses, they should
make progress. They have to maintain a positive attitude and think about the
opportunities of tomorrow rather than focusing on the problems of the past.
They should listen to their team members and admit that they can learn from
anyone at any time. Leaders should involve the team members and encourage them
by teaching them rather than giving orders,
which give them the opportunity to grow and take their place.
6. How
do you measure the effectiveness of your leadership skills?
I
believe that effectiveness of a leaders can be measured with employees’
attitudes toward change. Smart leaders will face less resistance from the
employees to accept any new strategy.
7.
Does the leadership style influence
on decision-making and employees' conflicts? Explain.
When
leaders follow control approach and give orders it will influence the
employees’ satisfaction by reducing their opportunity to be personally
responsible toward their main assignments and lead them to low performance.
8.
What you recommend your organization
to do in order to develop their employees' leadership skills?
In my opinion, CDA should provide leadership coaching programs for executive level, because these programs might enable the employees to become more capable and successful. Also, it will increase the potential leadership talent in CDA.
1.
Can you briefly tell us about your
position and responsibilities within the CDA?
I
work in the Procurement & Contracts department, making contracts and LPO’s
for all purchases related to CDA. Maintaining Suppliers relationship and
getting the best outcome for the benefit of CDA.
2.
How do leaders encourage the
development of their employees?
We have excellent leaders who have a
great strategy for our development in terms of training, brainstorming,
encouraging creativity, stressing on teamwork and assisting with solutions that
require higher management intervention.
3.
What is the relationship between
leadership style and employees' job satisfaction and performance in the
organization?
The
leadership style and employees' job satisfaction are directly interconnected as
this leads to the positive output in the performance of the organization.
4.
What is the relationship between
leadership style and employees' willingness to perform extra tasks?
If
the leadership is good and the employee is happy with his leader then he would
put in extra effort to perform the extra tasks.
5.
In your opinion, what are the
characteristics of a good and effective leader?
He
should be, a mentor, a guide and a friend. Good leaders need to be able to
influence on others, encourage risk-taking and innovation, develop value ethics
and integrity and balance hard truths with Optimism.
6.
How do you measure the effectiveness
of your leadership skills?
By
involving employees in decision making, employees' development and growth,
level of fairness and respect for others, and level of trust in employees'
abilities.
7.
Does the leadership style influence
on decision-making and employees' conflicts? Explain.
Yes,
it does influence, as a good leader will be patient and just.
8.
What you recommend your organization
to do in order to develop their employees' leadership skills?
We need to cultivate new leaders by training them and giving them responsibilities to perform.
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