It is evident from the literature that the performance of the group and the achievement of goals are related to the leadership style employed by the leader, since it directly affects the behavior of employees. It leads them to go the extra mile in their jobs and perceive their leaders as effective. A study of leadership styles found that each has a unique impact on employee performance. Similarly, the researchers identified several business scenarios that naturally lend themselves to specific styles.
Leadership styles and trust have a direct impact on employee performance. Different approaches to leadership adapt to different situations, and it is important that managers understand how to implement the one that best suits the circumstances. At the same time, leaders must also work to increase trust so that employees are more engaged and empowered, and therefore more likely to take the lead. Leadership style as a coach has a positive impact on morale and productivity.
Leaders who coach not only encourage team members, but also analyze what works and what doesn't to focus on areas of growth. Employees feel good because action plans help them improve rather than focusing on negative qualities or performance issues. The following is a brief review of each common leadership style mentioned above and its potential impact on a group, as well as its relative usefulness. While this management style leaves a lot of room for employees to be creative, collaborative and risk-taking, it can also have a negative impact on the workplace when used inconsistently or in an environment where teams need close supervision.
In fact, the detrimental impact could be significant and far outweigh any benefits gained from these leadership styles. Leadership behavior focuses on the outcome of the tasks and relationships of good workers in exchange for the desired rewards. This style can be effective when combined with coaching leadership to develop employees' skills and abilities to perform at higher levels. A collaborative management style focuses on encouraging the free exchange of ideas within and between teams.
This leadership style can work in areas of a company, such as sales, where a team must achieve specific sales goals for the company's profitability. Coaching does not work if it is not consistent and is done as a standard part of employee training and review. Transactional and transformational leadership styles are dynamic, active and effective leadership styles that can influence employee motivation to improve performance. This research was conducted to determine the effect of transformational and transactional leadership styles on employee performance at the head office of the Indonesian National Electricity Company (PT PLN).
Transactional leadership may include values, but those values are relevant to the exchange process, such as honesty, responsibility and reciprocity. The result of the descriptive analysis of the transactional leadership style (X) is in the good category with a score of 81.64%. However, when authorized leadership style is the dominant style in an office, employees fear that any misstep could result in dismissal. While transactional leadership, according to one study, is a model of leadership in which a leader tends to provide guidance to subordinates, as well as rewards and punishments for their performance, and focuses on behavior to guide their followers towards defined goals by clarifying the demands of roles and tasks.
These leaders are usually inexperienced and leadership is imposed on them in the form of a new position or assignment involving people management. Its goal of providing exceptional leadership in the field of education continues to this day and has produced quality graduates to act as future educators for students at the primary and secondary levels. .