NAME: ATHER FAZIL ID: 5041 INSTRUCTOR: MR ASIM ATHAR SUBJECT: MBR ASSIGNMENT NO 3 CHAPTER 4 & 5 ANALYSIS OF DATA,

CONLUSION & RECOMMENDATION

CHAPTER 4. DATA ANALYSIS & EVALUATION

4.1. ANALYSIS OF OBJECTIVE 1 Analysis is to find out the impact of leadership ethics on employees productivity. The study consisted of 100 respondents (77 full-time workers and 33 part-time workers). Eighty of the workers had nonmanagement jobs compared to 17 who worked in management. Balanced itemized scaling of survey item 7 was used to adress the question below. Ho: There is no relationship between leadership ethics on employees productivity. Ha: There is a relationship between leadership ethics on employees productivity. Research Question 1 of this study was: 7. Strongly Agreed 6. Agreed 5. Somewhat Agreed 4. Neither Agreed neither Disagreed 3. Somewhat Disagreed 2. Disagreed 1. Strongly Disagreed (Note: Please write any number in the blank as per your choice about given question.) Do employees feel that leadership ethics has an impact on worker productivity in business and industry? __________

4.1.1 CHART FOR DESCRIPTION OF RESPONDENTS.

Descriptive Statistics N leadership Valid N (listwise) 100 100 Minimum 1 Maximum 7 Mean 4.62 Std. Deviation 2.073

4.1.2. CHART FOR CALCULATION OF CHI SQUARE

leadership Observed N Expected N strongly disagreed somewhat disagreed disagreed neither agreed nor disagreed agreed somewhat agreed strongly agreed Total 18 19 24 100 14.3 14.3 14.3 3.7 4.7 9.7 11 11 11 6 14.3 14.3 14.3 14.3 Residual -3.3 -3.3 -3.3 -8.3

4.1.3. CHART FOR CALCULATION OF SIGNIFICANCT VALUE

Test Statistics leadership Chi-Square df Asymp. Sig. 16.200a 6 .013

a. 0 cells (.0%) have expected frequencies less than 5. The minimum expected cell frequency is 14.3.

4.1.4. ANALYSIS As per the significant value was observed less than 0.05 that is 0.013 therefore it means that researcher succeeded to accept alternative hypothesis and fails to accept null hypothesis. 4.1.5. EVALUATION So after analysis it was evaluated that there is a relation ship between leadership ethics on employees productivity. The results indicated that 24 of the respondents strongly agreed to the statement that ethical managers encourage them to be more productive employees, 18 agreed to the statement, and 19 somewhat agreed. Eleven of the respondents surveyed strongly disagreed, 11 disagreed, 11 somewhat disagreed and 6 neither agreed neither disagreed that the managers ethical behavior impacts job productivity.

4.2 ANALYSIS OF OBJECTIVE 2 Analysis is to find out the impact of leadership style on gender of the employees. We want to observe the dependency or association of male and female respndents and the leadership style. Ho: There is no association of leadership style and gender. Ha: There is an association of leadership style and gender. Research Question 2 of this study was: 5. Execellent 4. Good 3. Neither good neither bad 2. Bad 1. Worst (Note: Please write any number in the blank as per your choice about given question.) How much do you like the leadership style of your leader? _______

4.2.1 CHART FOR DESCRIPTION OF RESPONDENTS.

Descriptive Statistics N leadershipstyle Valid N (listwise) 100 100 Minimum 1 Maximum 5 Mean 2.97 Std. Deviation 1.291

Descriptive Statistics N Gender Valid N (listwise) 100 100 Minimum 0 Maximum 1 Mean .36 Std. Deviation .482

4.2.2. CHART FOR CALCULATION OF CHI SQUARE

Gender * leadershipstyle Crosstabulation Count leadershipstyle neither good nor worst Gender male female Total 10 8 18 bad 10 8 18 bad 16 9 25 good 19 8 27 excellent 9 3 12 Total 64 36 100

4.2.3. CHART FOR CALCULATION OF SIGNIFICANCT VALUE

Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 100 2.220a 2.240 2.073 df 4 4 1 sided) .695 .692 .150

a. 1 cells (10.0%) have expected count less than 5. The minimum expected count is 4.32.

4.1.4. ANALYSIS As per the significant value was observed greater than 0.05 that is 0.695 therefore it means that researcher fails to accept alternative hypothesis and accept null hypothesis. 4.1.5. EVALUATION So after analysis it was evaluated that there is no association between leadership style and the gender of employees. There were total of 64 male and 36 female respondants. The result indicated that 19 male and 8 female thought that the leadership style of their leader is good. Nine of the male and 3 of the female thought that that it was exellent. There were 16 male and 9 female respondents who neither found their leaders leader ship style good nor bad. Ten of the male and 8 of the female thought that their leaders were bad and the remaining 10 male and 8 women were of the view that they were worst.

CHAPTER 5. CONCLUSION & RECOMMENDATION

5.1 CONCLUSION An analysis of the findings revealed unethical behavior in the workplace continues to play a key role in employee productivity. Approximately more than 50% of the respondents either strongly agreed, agreed, or somewhat agreed that when their leaders demonstrate negative behaviors, worker productivity suffers. These data suggested that, just as in any social setting, leaders must exemplify the same ethical traits they expect to see from subordinates. It was apparent from these findings that the respondents felt the culture and working conditions of the organization are strongly influenced by ethical leadership. A high percentage of respondents in this study reported unethical conduct of managers (i.e., discussing personnel, harassment, stealing, abusing company time, cursing, unfairly assigning work), but only 6% took action to report the behaviors to the managers superior. It can there fore be conluded that there is a significance relationship between leadership ethics and labor productivity. 5.2 RECOMENDATION In order to make sure an ethical workplace, the following steps should be taken to apply a code of ethics for managers and employees:

A corporate board should review the Code of Ethics before distributing it to personnel. The Code of Ethics should be visibly displayed throughout the company. The document should be given to employees during orientation, printed in the company handbook, and placed on the intranet. A system should be developed to report violators, including management and nonmanagement personnel. Consequences for those who violate the Code of Ethics should be published and distributed. All violators should be dealt with fairly with equal application of reprimand.

In order to build a strong organization, businesses must develop a culture of business ethics that involves defining business ethics, offering business ethics training, responding expeditiously to reports of unethical behavior, evaluating results, and making continuous improvements. Ethical leaders should ensure that any policy imposed on employees is legal, fair, and balanced. They should also refrain from committing any action that causes psychological or physical harm to others. It is also recommended that compliance education programs be developed to improve ethical business culture. Some of the key elements of such programs should include leadership to drive the efforts of corporate

training, online training activities, certification programs that attest to the completion of ethics training programs.