LJMU-7509-BEGP Research Methods Assignment Sample

Introduction - LJMU-7509-BEGP Research Methods Assignment Sample

Leaders performs pivotal role in boosting morals of team members and enhances their satisfaction to greater extent. Leadership style expounded as the approaches and behavioural trait adopted by leaders for influencing, motivating and encouraging team members. There are different type of leadership styles and this sets the basis for leader in terms guiding their team members (Aitken and Von Treuer, 2021). Relationship between project leadership style and team performance has been evident in wider literature. Effective leadership style enhances team performance whilst, ineffective styles create negative impact on team performance. The current assessment aims to identify the relationship exist between project leadership style and team performance. Different themes will be covered within literature review that emphasis on developing in-depth understanding regarding leadership style and its influence on team performance. Critical analysis would be done and opinions of different authors would be highlighted.

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Aim

The aim of the research is “To analyse the relationship exist between project leadership style and team performance”.

Objectives

• To develop an understanding regarding different types of leadership style and their importance
• To identify the ways in which project leadership style impacts team performance
• To evaluate the challenges associated with leadership style and its influence on team outcomes.
• To recommend the competent leadership strategies that enhance team productivity.

MAIN BODY

Theme 1 Leadership style and its importance

In the views of Abbas et al, (2021) leadership refers to the procedure of guiding and influencing team members for achieving common goal and mission. Leadership proves to be highly important in organisations as it has the potential in terms of enhancing productivity of employees. Without leadership it is not possible to encourage team members and this ultimately impacts team performance. However, Ye, Liu, and Tan (2022) stated that main aspect aligns with type of leadership style as this determines the actual influence on team members. Democratic leadership style comprised that style in which leader involves employees in decision making, on the basis of the input received from team members leader takes further action. This leadership style encourages and motivate employees and develops sense of belongingness in them. Democratic leadership style promotes creativity and engagement within team members. This leadership style focuses on enhancing satisfaction of team members and provides them opportunities in terms of showing their own knowledge and creativity.

In the perception of Arain et al, (2022) autocratic leadership style opposes democratic leadership style; an autocratic leader makes decision by own and does not involve participants in decision making. All the authority and responsibility has been held by leader, this can result in creating dissatisfaction among team members and reduces their productivity. Autocratic leadership style reduces the morals of employees as they feel that they are not involved in decision-making process and this impacts their practices at the organisation to greater extent. This style is effective is such case when leader is extremely skilled and knowledgeable but it creates a sense of dissatisfaction in employees. On the other hand, Arain et al, (2022) stated that transformational leadership style focuses on inspiring employees and increases their satisfaction at the workplace. Transformational leader brings best in the team and inspire team members to show their creativity. Thus, it creates positive influence on team members and creates enhances their performance.

Nunkoo and Sungkur, (2021) elucidated that Laissez-Faire Leadership determines as the passive approach of leadership. In accordance with this style, leaders provide necessary information and tools to team members and subsequently, team members perform their tasks. This style focuses on empowering employees as they have been given opportunity in terms of undertaking task by own and this further enhances their own knowledge and skills. Thus, this leadership style proves to be important for motivating team members. On contrary note, Schiuma et al, (2022) stated that transactional leadership style associates with rewarding employees for their performance. In this, leader sets specific target and when team members achieve this target then, employees get rewards for their job performance. Thus, there is no doubt in stating that this leadership style encourages and motivates employees in terms of performing their task and further enhances team outcomes.

There are varied kind of leadership style, the literature emphasised on most common leadership style and accordingly, their significance for team performance was analysed. This is evident that leadership style determines about the practices and actions adopted by leaders at the workplace and this further plays pivotal role in motivating team members and improved their performance to greater extent.

Theme 2 Impact of project leadership style on team performance

In the views of Shore and Chung (2022) it has been witnessed that project leadership style creates major impact on the team performance. It is highly important for leaders to prioritise the needs of team members instead of focusing on own needs. This supports in developing strong cohesion and further increases trust among the team members. The productivity of the team increases to greater extent if leader consistently focuses on team members requirements and takes subsequent action. There is significant relationship exist between project leadership style and team performance. On the other hand, Roberson, and Perry (2022) stated that type of leadership style determines whether team members are satisfied or not and this specifically influence team performance. For example- if leader has adopted democratic style, then team members get motivation and encouragement whilst, if leader approaches autocratic style, then, there are higher chances that team members would be dissatisfied. As a result, performance of team members gets impacted on negative note and this further develops drastic influence on team performance.

As said by Gómez-Leal et al, (2022) when leader prioritise the need of team members over their own requirements then, this results in removing obstacles and further supports team development to greater extent. Such leaders prioritise the morals and values of employees and as a result, team members get motivation and they perform their task in effective manner and this enhances team outcomes. This supports in developing collaborative environment and all the members within team performs their practices for achieving same goal and objective. Hence, leadership style creates influence on the employees, leader engages employees in decision-making and values their opinion. It led to increase the employee’s engagement level within team and provides them opportunity to show their knowledge and skills. Hence, in this manner effectual outcomes could be gained and productivity of team could be enhanced to greater note.

Whereas, Porfírio et al, (2021) depicted that type of project determines which leadership style requires to be adopted. For instance- for small projects democratic leadership can be approached, whilst, in case of large project it is not possible to include opinion of each member within team. In such case, higher authority takes decision by themselves and inform team members about their role. Leadership style is further determined by the kind or project undertaken in organisation. Thus, by looking upon the nature of project leaders approached appropriate style and performs their task. Benmira and Agboola (2021) articulated that situational leadership style is most effective type of leadership style that can supports leaders to act in accordance with the situation. By adopting this style leader can act appropriately in different types of projects. However, it is highly important to prioritise the needs and requirements of employees as this is essential for enhancing team outcomes. Whenever, employees feel demotivated then, leaders should focus on motivating them. This results in enhancing the morals of team members and further motivates them to perform their task in effective manner.

Hence, there is no doubt in articulating that project leadership style creates impacts on team performance and this signifies that there is relationship exist between both of these components. It is important for leaders to adopt suitable leadership style so that effective influence can be developed on team members and this results in enhancing the team performance.

Theme 3 Challenges comprised with leadership style and its influence on team outcomes

In the perception of López-Cabarcos et al, (2022) it has been identified that leadership comprised with significant challenges and this develops major impact on team outcomes. There are varied number of employees within team and all of them have different perception, it becomes challenging for leader to consider the opinion of all members. Further, when suggestion of certain employees has been prioritised then, other members felt demotivated. In such situation, it becomes extremely challenging for leader to maintain or develop interaction with team members. However, Higgs and Dulewicz (2024) said that when leader does not consider the opinion or suggestion from any of the team member and adopts autocratic style then also it creates demotivation for employees. Whatever steps are taken by leader it led to create extent of demotivation for certain team members. Therefore, it is essential for leader to create an effective bond with team members so they understand the importance of decisions. It is equally important to maintain professionalism at workplace while prioritising personal values of team members then only performance of the team could be enhanced to greater extent. Therefore, it is essential for leaders to develop specific focus on this area so that effective decision making can be undertaken and appropriate support could be assured to team members.

As said by de Araujo et al, (2021) leaders need to be confident enough for carrying out their role, lack of self-esteem or confidence in leaders acts as a barrier in motivating team members. There is different type of leadership styles, however, leader must highly confidence with respect to their practices and role then only effective practices can be performed within team. Lack of confidence is one of the foremost challenges identified in the pursuit of leadership style and this can significantly impact team outcomes to greater extent. Therefore, it is essential to create specific focus on this area and leader should focus on this area. Whereas Ataman et al, (2024) stated that lack of coordination among team members creates drastic impact on the performance of team members, there is need to take actions in this area so that collaboration can be enhanced.

Leader must look upon the requirements of team members and consequently, actions should be taken. Furthermore, based on the interest of employee’s task should be allocated to them. This results in enhancing sense of belongingness in team members and further motivates them to perform their task in effective manner and enhances team outcomes (Legood et al, 2021). Thus, it is essential to look upon challenges within tam so that appropriate measures cam be taken and consistent support to team members can be ensured.

Literature gap

Previous literature emphasised on the importance of leadership style for enhancing team performance. Wider insights in this context were gained, whilst, current review will be focusing on understanding the role of leadership style on team performance while recognising relationship between these two contextual components.

CONCLUSION

Conclusively; this can be said that leadership style plays important role in motivating and encouraging team members so they can perform their role in effective manner. It is important for leaders to adopt suitable leadership style by looking upon the nature of project. This guides in taking appropriate actions and further ensures collaboration within team. From the analysis it is evident that there is relationship exist between leadership style and team performance. Traits and behaviour of leader is responsible for the practices of team members and this significantly create impact on team outcomes. There are different types of leadership style such as; democratic, transformational, autocratic, transactional and so on, a leader should approach leadership style in accordance with the present situation. It results in creating positive influence on team members and further creates sense of belongingness in employees. There are different complexities experienced by leaders such as diverse opinion of team members, lack of confidence, lack of trust and decreased collaboration within team. These complexities have higher potential in terms of impacting team outcomes. Therefore, it is essential to focus on these areas so that corrective measures can be taken and effectual support to team members could be ensured.

REFERENCES

Books and Journals

• Abbas, A., Saud, M., Ekowati, D., Usman, I. and Suhariadi, F., 2021. Servant leadership: a strategic choice for organisational performance. An empirical discussion from Pakistan. International Journal of Productivity and Quality Management, 34(4), pp.468-485.
• Aitken, K. and Von Treuer, K., 2021. Leadership behaviours that foster organisational identification during change. Journal of organizational change management, 34(2), pp.311-326.
• Arain, G.A., Hameed, I., Khan, A.K., Nicolau, J.L. and Dhir, A., 2022. How and when does leader knowledge hiding trickle down the organisational hierarchy in the tourism context? A team-level analysis. Tourism Management, 91, p.104486.
• Ataman, A., Baharun, H., Sanjani, M.A.F. and Safitri, S.D., 2024. Exploring Complementary Leadership Styles in Madrasahs by Aiming at Their Impact on Integrity and Character Development. Business and Applied Management Journal, 1(2), pp.118-133.
• Benmira, S. and Agboola, M., 2021. Evolution of leadership theory. BMJ leader, pp.leader-2020.
• de Araujo, L.M., Priadana, S., Paramarta, V. and Sunarsi, D., 2021. Digital leadership in business organizations. International Journal of Educational Administration, Management, and Leadership, pp.45-56.
• Gómez-Leal, R., Holzer, A.A., Bradley, C., Fernández-Berrocal, P. and Patti, J., 2022. The relationship between emotional intelligence and leadership in school leaders: A systematic review. Cambridge Journal of Education, 52(1), pp.1-21.
• Higgs, M. and Dulewicz, V., 2024. Developments in leadership thinking. In Leading with emotional intelligence: Effective change implementation in today’s complex context (pp. 81-109). Cham: Springer International Publishing.
• Korkmaz, A.V., Van Engen, M.L., Knappert, L. and Schalk, R., 2022. About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research. Human Resource Management Review, 32(4), p.100894.
• Legood, A., van der Werff, L., Lee, A. and Den Hartog, D., 2021. A meta-analysis of the role of trust in the leadership-performance relationship. European Journal of Work and Organizational Psychology, 30(1), pp.1-22.
• López-Cabarcos, M.Á., Vázquez-Rodríguez, P. and Quiñoá-Piñeiro, L.M., 2022. An approach to employees’ job performance through work environmental variables and leadership behaviours. Journal of Business Research, 140, pp.361-369.
• Nunkoo, D.K. and Sungkur, R.K., 2021. Team conflict dynamics & conflict management: derivation of a model for software organisations to enhance team performance and software quality. Global Transitions Proceedings, 2(2), pp.545-552.
• Porfírio, J.A., Carrilho, T., Felício, J.A. and Jardim, J., 2021. Leadership characteristics and digital transformation. Journal of Business Research, 124, pp.610-619.
• Roberson, Q. and Perry, J.L., 2022. Inclusive leadership in thought and action: A thematic analysis. Group & Organization Management, 47(4), pp.755-778.
• Schiuma, G., Schettini, E., Santarsiero, F. and Carlucci, D., 2022. The transformative leadership compass: six competencies for digital transformation entrepreneurship. International Journal of Entrepreneurial Behavior & Research, 28(5), pp.1273-1291.
• Shore, L.M. and Chung, B.G., 2022. Inclusive leadership: How leaders sustain or discourage work group inclusion. Group & Organization Management, 47(4), pp.723-754.
• Ye, P., Liu, L. and Tan, J., 2022. The influence of organisational justice and ethical leadership on employees’ innovation behaviour. European Journal of Innovation Management, 26(4), pp.1129-1149.