TITLE of the research:Impact of Leadership style on employee performance; A case study of F&F clothing in Tesco(UK) This is a research topic i will attach my friend's work just do as it is but w
Leadership style and employee performance
Proposal:
Impact of Leadership style on employee performance; A case study of F&F clothing in Tesco
INTRODUCTION
Tesco is a company with its main offices in the United Kingdom, and like many other companies, it started at a lower level. "Tesco was founded by Jack Cohen (6th October 1889-24th March 1979).” (U Nwagbara 2010). What made it possible for the recognition of the existence of TESCO was a shipment transaction. The word TESCO is a combination of the initials of the supplier, Thomas Edward Stockwell (TES) and the first two letters of his surname.
TESCO deals in a lot of products ranging from cleaning products, electronics to fashion-based products and groceries.
Over the years the company grew to multinational levels and has opened offices in other countries such as Malaysia, India, China, Poland Ireland among others. It is prudent to note that the company owns TESCO bank since 2008 and has over "3,000" staff members in Edinburgh, Glasgow, and Newcastle.
The reason for this company being the center of the discussion is due to its market base. TESCO handles a lot of clients. As noted earlier, it is operational in many countries; specifically, it is fully functional in over 11 countries. It confirms that the employee base is large and despite the size, the company is one of the largest market holders and controllers in the world. “This study is concerned with consumers' perception of TESCO's PL products and if their purchase-decision is based on quality, price, or a combination of both. The reason behind the author's decision to focus this research on TESCO customers is, according to a report by Geoff Percival (2018) of the Irish Examiner published on June 05th, figures released by Kantar Worldpanel revealed TESCO as having the highest share of the market with 22.3%". (S Mooney 2019).
It is important to note that even though TESCO is still one of the most successful retails in the world, and it has been experiencing turmoil in the last decade, the company has had many managers stepping down.
Over the years, TESCO has had many managers wherein 2010, TESCO announced that its manager, Terry Leahy was stepping down and replaced by Philip Clarke following his graduation from University. "Following a series of sackings and some periods of decline, it was announced Mr. Clarke was stepping down and replaced by Dave Lewis. For Lewis, attempting to reverse the falling sales was his priority. By trying to boost staff morale among the workers, he came up with a program named "Feet on the Floor." This program requires the staff members to work in stores." (Haddock-Millar & Rigby, 2015).
A critical analysis of the relevance of leadership impact on employee performance, with TESCO F & F, is the case under study, the association of return of employees to the extent to which employees are inspired and motivated as well as educated in their day to day tasks, and this will contribute to good or bad performance of any company.
The reason for conducting this research is to find the aspects of leadership that may either motivate or demotivate employees to perform better.
Literature review
The issues of leadership styles adopted by different companies have been a topic of interest in the research world for many decades. A lack of understanding about the operational requirements has led to miscommunication and a massive gap between what employees expect and what employers require. It has led to dissatisfaction among employees rendering them to have job insecurities. On the other hand, some companies utilize their employer-employee good relations leading them to acquire a lot of profits since workers feel satisfied with their jobs. Case study analysis.
This paper tries to review how jobs are performed, but the point of focus will be on the style of leadership and the factors that promote or impede performance. In this review, some aspects such as job dissatisfaction, insecurities, conflicting roles, poor work ethics, non-existence of policies that govern tasks and performance as well as identification of non-implementation as the significant impediments to performance. Due to the conflation between leadership and the production of employees, it is essential to understand contemporary leadership styles.
The role of a leader is critical to ensuring performance on a particular level. The agents are involved in the formation of rules, norms, and values that guide subordinates. They help them deal with challenges that they face, and the performance of workers may be dictated by how good or bad they are at doing their jobs.
Management styles are essential in leadership. There are many leadership styles that leaders use to achieve results. "The transformational leadership style focuses mainly on the ability of leaders to influence and inspire followers through their visions, creativity, goals, and actions.” (Mecca M. Salah Uddin 2010). We also have a democratic management style, inspiration management style, authoritative management style, result-based style, Laissez-faire style, collaborative style, example-setting style, strategic management style, affiliative style, and charismatic style. When one looks at these leadership styles, it is clear that they are meant to motivate employees to a certain level and enhance performance. They are supposed to and focused on accomplishing a particular task.
Leadership and employee performance
Concept and role of leadership
The importance of teamwork is the primary motivator of performance among employees. We have theoretical perspectives that explain the concept of leadership and how each leadership standard influences the way subordinates act. These theories try to put the traits of a particular leader into perspective and elevate the role that leadership plays in promoting or discouraging performance.
Behavioral theories focus on leaders' behavior and no other features. This perspective is unique and, in this respect, it notes that leaders are "made and not born." On the contrary, the grand man theory stipulates that leaders are born and not made. Trait theory focuses on the aspect that leaders are either made or taken with certain qualities that set them apart from ordinary people and in transformational approach, it stipulates the capacity of leaders interacting with their subordinate (in our case, employees) to increase trust. They are charismatic leaders.
What can be seen here is that these theoretical perspectives show how a leader’s feature can direct them in handling their subordinates either to motivation or not.
Leadership Traits and performance
Leadership traits are specific qualities that leaders possess. These qualities dictate how they handle situations as well as how they behave or expected to act. It is prudent to note that, although being of slightly different perspectives, these traits are linked to their personalities. Achieving goals depends on having authority. At this level, they should be able to be in control of operations. Success is judged by the translation of their goals and ensuring that they have realistic expectations.
Leadership traits help leaders handle their subordinates, and it is through this them that it may be discerned whether or not employees will perform as required. According to Abdul Ghani et al., (2016), employees' job performance is an essential aspect of ensuring that goals are attained. In their perspective, leaders play a significant role in providing a convenient environment failure to which there may be a loss. Leaders who have an understanding of how things work and are in control of both their features and sensitive to the needs of employees may lead to effectiveness and improve employee job performance.
Management style and teamwork for performance
The method of management largely influences how employees perform. A leader might use a technique that is not compatible with the needs of employees; thus they may end up discouraging their employees and vice versa. Leadership styles can be categorized and explained and understood from different perspectives. It ranges from democratic to autocratic levels of leadership.
In democratic leadership, there is a sense of inclusiveness, where the ideas of subordinates are given consideration. It is in the form of participation. It is an essential aspect since it will enable employees to be confident in expressing themselves and this may be an advantage to performance. Their levels of creativity may be discovered compared to a situation where they may be discouraged from expressing themselves. Democratic styles are often meant to be inclusive, and representative and employees feel that they are secure. Despite there being inclusiveness, leadership should find the most appropriate course of action. Autocratic leadership styles involve a situation where leaders give orders, and people are expected to comply.
Leadership and Impediments to performance
It is virtually impossible to delineate guidance from employee performance. Good or promising employee performance is as a result of good leadership. Unclear strategy and values, as well as priorities which are misplaced, leads to employees not being able to understand what their place is. This kind of operation shows that leadership is ineffective and a poor performance from the employees.
In an organization that has barriers to performance, effectiveness is in question and leadership is not confident enough to prioritize on performance. It may cause those in lower levels to be secretive, and the flow of information gets disrupted. In this instance, performance among the employees lowers and may result in losses for a particular company.
Research Aim
To investigate the relationship between leadership styles, modes, and types and employee performance to discern how leadership structures affect how employees perform.
Research Objectives
Analyzing the role of leaders in promoting high performance among employees
Identifying factors that ensure that performance levels are low and give directives on how they can be avoided.
Analyzing the impact of teamwork on the level of performance levels.
Providing insight on how leadership trait, in terms of individual characteristics of the leaders, impacts on the effectiveness of employees performing as expected.
Research questions
What action should leaders take to promote and ensure employees perform?
What are the specific problems that derail employees and make them not perform as expected?
What are the main significant impacts of teamwork on the levels of employee performance?
Do the traits of leaders have any bearing on how employees perform in any organization?
Intended Methodology
It is prudent to note that leadership and employee performance depend on each other and it is difficult to explain employee performance without knowing the type of leadership present. This Paper will use the case study methodology. It will help and allow in an in-depth exploration of issues concerning leadership and employee performance.
The study will be organized around the issues of performance standards in comparison to how employees respond to different forms of leadership standards.
In-depth interviews will be conducted with the target group being leaders and employees. Other methods that will be used to collect data will be the use of questionnaires, telephone interviews, observation and face to face conversations.
The appropriate sampling technique which will be used will be quota sampling whereby participant quotas will be set before sampling is done. A certain number of participants that meet a particular criterion will be selected.
The analysis of data will be through developing and applying codes. The data will be coded through the open coding system to make sense of it, and through the use of a computer-based coding system, the data will be grouped into files and directories. It will ensure a more natural understanding of the data. The next step will involve identifying themes and patterns of relationships that exist, and the last step will include summarizing the research findings to hypothesize the objectives and the aim.
Conclusion
One of the themes emanating from my analysis leadership as an influence on employee performance is that for employees to perform on high standards, leadership plays an important role. Poor leadership results in poor performance from employees. It was also clear that employee motivation is linked to lack of stressors of motivation and presence of teamwork in any organization. This pivotal in ensuring that performance levels are enhanced employees.
The implication of this is that for employees to have high performance and efficacy, the working environment should be conducive. It ranges from the way they are treated, level of remuneration, whole levels, to how well they are educated and empowered to handle challenging situations.
References
Ghani, N.M.A., Yunus, N.S.N.M. and Bahry, N.S., 2016. Leader's Personality Traits and Employees Job Performance in Public Sector, Putrajaya. Procedia Economics and Finance, 37, pp.46-51.
Haddock-Millar, J. and Rigby, C., 2015. Business Strategy and the Environment: Tesco PLC’s Declining Financial Performance and Underlying Issues. Review of Business & Finance Studies, 6(3), pp.91-103.
Mooney, S., 2019. An investigation into attitudes of Tesco customers in South Dublin towards private-label brands(Doctoral dissertation, Dublin Business School).
Nwagbara, U., 2010. Managing Organizational Change: Leadership, Tesco, and Leahy's Resignation. E-Journal of Organizational Learning and Leadership, 9(1), pp.56-79.
Salahuddin, M.M., 2010. Generational differences impact on leadership style and organizational success. Journal of Diversity Management, 5(2).
