VS.

Presentation By

Santhiya.S

Ranjitha.R

Transformational leadership enhances the

motivation, morale, and performance of followers

through a variety of mechanisms.

These include connecting the follower's sense

of identity and self to the project and the

collective identity of the organization.

Being a role model for followers that inspires

them and makes them interested.

Challenging followers to take greater

ownership for their work, and understanding

the strengths and weaknesses of followers.

The leader can align followers with tasks

that enhance their performance.

Transactional Leadership

Transactional Leadership, also known as

managerial leadership.

Focuses on the role of supervision, organization,

and group performance.

Promotes compliance of his followers through

both rewards and punishments.

These leaders pay

attention to followers'

work in order to find faults

and deviations.

This type of leadership

is effective in crisis and

emergency situations, as

well as when projects

need to be carried out in a

specific fashion.

“The Relationship between Leadership styles and Employee

Performance”

Senthamil Raja. APalanichamy. P

January 2011Sri Krishna International Research &

Educational Consortium, Vol. 2, Issue 1, ISSN 2229 - 4104 

Research Paper Title

To Investigate the relationship among effective leadership and employees’ job performance

To assess the employees’ preference over leadership behaviours out of transformational, transactional and laissez faire Leaders.

This concept is illustrated for the fields of leadership, organization, and motivation.

Purpose

Review of Related Literature

Molero et al (2007)

Mester et al (2007)

Aragon - Correa et al. (2007)

Walumba et al (2004)

Whitelaw and Morda (2004)

Bono and Judge (2003)

Stewart , Carson and Cardy (1996)

Purvanova et al (2006)

Objective To evaluate the leadership styles and the performance measures of the selected samples.

To identify the relationship between leadership and performance.

To critically evaluate the impact of scoring on transactional leadership.

Research methodology

Quantitative research design had been employed

Research instrument consisted of 40 questions considering various performance variables.

158 out of 200 questionnaires were received

Descriptive statistics and regression analysis .

Extra effort, effectiveness and satisfaction – full scale and sub scale model

Research methodology

Transformational

Leadership.

Transactional

Leadership.

The performance

measure was rated using 5

point likert scale method.

Reversed scoring

Method.

Statistical Analysis

Findings/Result

Findings/Result

Descriptive statistics – Transformational

leaders had the strongest effect on extra effort,

effectiveness, and satisfaction than the other

two leadership.

The contingent rewards had the highest

mean than at least two of the transformational

leadership subscales.

Our Findings from this paper

Respondents preferred

to work for those who

exhibit transformational

leadership style.

And also for those who

provide certain reward for

their performances.

Under this style we believe each member

of the team has valuable contributions to

make.

We must plan our strategy to empower

each one of them.

We should consider what will work for our

employees.

Rewarding our employees’ good ideas, and

empower them to develop those ideas.

Post photos of the employee of the month, or

show an employee that he is appreciated with

a certificate, written note and a gift card to a

classy restaurant.

To include everyone, we can also combine the

public recognition with one-on-one coaching to

those who can improve with additional

attention.

We should be sure to spread good feeling

around because if employees perceive that all

the rewards are going to a few, they may be

resentful.