Chapter II
1.0 INTRODUCTION
In a book Are You A Great Manager?: the art of managing
people effectively and successfully by
Ismayudin Abdul Manan state this “A great manager is a very result oriented and
hell-bent for glory, but not for himself personally. He does not seek to
impress the boss for his career advancement; he does not climb the ladder by
stepping on his people’s shoulders. It is for his team, for people and for the
company. That is why a great manager, the emphasis is the teamwork and team
glory. This clearly shows the effective manager may influence the level of job
performance among employee in an organization.
The meaning of leadership is a process whereby an
individual leads of influence a group of people to achieve common goal. In the
literature review, leadership is recognized as an important element in an
organization that transforms the performance of the organization as a success.
Leadership creates the motivation among employee towards their task and job
performance. The effective leadership is when the he has many common qualities
and making effort to practice and enable to use the style of leadership
necessary in any situational came across. Leadership style in an organization
is one of the factors that play significant role in enhancing or retarding the
interest and commitment of the individuals in the organization explains by
Glantz (2002). This explains the important for every manager to lead their
subordinates with right leadership style so that it may grab the employee’s effort
and trust towards their jobs.
The success of an organization is reliant on the leader’s
ability to optimize human resources. A good leader understands the importance
of employees in achieving the goals of the organization, and that motivating
the employees is of paramount importance in achieving these goals Pradeep &
Prabhu (2011). According to Pradeep & Prabhu’s study, the effective
leadership style refers to the skill s used by a leader in order to increase
and fully utilize the resources in an organization. At the same time, a good
leader must know how to identify the employees’ ability towards the job task
given in line with the organization’s goals. In this study also shows that
which leadership’s styles suits to the organization based on its needs and
goal. There are many leadership styles we can see in theories as a whole,
however according to Adeyemi (2010), few theories identified is the Traits
Theory, Situational Theory, Contingency Theory, Behavior Theory, and Path Goal
Theory. Traits Theory tends to emphasize on the leader’s interpersonal skills
and appearance, the initiative, aggressiveness, enthusiasm, self confident and
administrative ability. The Situational Theory stipulates that the leader is a
product given by the situation, from where he was, the background and
experiences. The Contingency Theory is a combination of both traits and
situational theories depending on his personality fits and environment. The
Behavioral Theories can be either leader with job centered or employee centered.
The Path Goal Theory is based on the motivational factors towards the employee,
Adeyemi (2001).
The most common type of leadership in any industry is
autocratic leadership, which was well accepted by most employees largely due to
their poor education background and lack of expose in understanding their right
as workers, Rani, Pa’wan,Musa & Tajudin (2008). According to Rani (2008),
the evolution of this type of leadership has move to the more different ways of
leadership in mid 80’s. this is due to the phenomenal transformation
experienced by the top management and a better education exposure in Malaysia.
Therefore the leadership style adopted among the manager has an impact on the
administrative process and development of organization’s performances. On the
other research on this topic, Kennedy (2002), Malaysian managers rated
transformational leadership as a highly significant contributor to outstanding
leadership. According to this study also emphasize that the Transformational
Leadership is more commonly use in business entity as it can be shown as an
effective approach among managers.
Also describe by Avolio et
al, (1991), leaders in organization today are expected to be more than just a
managers. They need to develop and inspire their follower and promote positive
changes in individuals, groups, teams and organization. According to Rani et al
(2008) there are two types of leadership that falls under transformational
leadership, which are charismatic and visionary leadership. Apart from that, there are transactional
leadership approach that was recognize as one of the most acceptable and give a
value added to the job performance in an organization. The transactional
leadership style defined by Max
Weber in 1947, and again by Bernard M. Bass in 1981 as leaders are on the
opposite leadership theory spectrum relative to transformational leaders.
The former depends on a system of rewards and punishments, while the latter
takes advantage of internal motivations. Even in Bass (1985), explain about the
transactional leaders display both constructive and corrective behaviors.
Constructive behavior entails contingent rewards, and corrective dimension
imbibes management by exception. Contingent reward involve clarification of the
work required to obtain rewards and the use of incentives and contingent
rewards to exert influence. It considers follower expectation and offers
recognition when goals are achieved.
In Pradeep & Prabhu (2011)
suggest that leader must have the ability to attract / influence their
subordinates, be able to set clear standards of performance to their peers and
acts as a best role model to the subordinates. The result from this study also
stated that transformational leadership styles have significant relationship
with performance outcomes, Pradeep & Prabhu (2011). If compared to another
type of leadership style, laissez-faire, allow to complete freedom to group
decision making without the leader’s participation. Thus, subordinates are free
to do what they like Adeyemi (2010). In this study also shows the argument of
definition in the job performance definition. According to (Adeyemi 2010), It
could be described as the ability of teachers to combine relevant inputs for
the enhancement of teaching and learning processes (Akinyemi 1993). Many research
and study also show the relationship between both, therefore it support the
theoretical framework in this managerial grid
develop by Blake and Mouton (1985). Figure 1.1
 |
Figure 1.1 Managerial Grid By Blake &
Mouton 1985.
CONCLUSION
Most Institution’s common goal is to produce a good student in the industry, however at the
same time it is also focus on the bottom line of the operational cost and
effective management in order to be the best University. Therefore a proper
leadership style is a need to see the best outcome of the job performance of
employee in and organization. Adeyemi 2010 has embarked on the relationship
between the leadership style and job performance in organization.
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