ABSTRACT

Organizations are increasingly searching for managers who can exhibit leadership qualities. They want leaders with vision and charishma to carry out their vision. Leadership plays a central part in understanding group behavior for its the leader who usually provides the direction toward goal attainment . Therefore, a more accurate predictive capability should be valuable in improving group performance.

OBJECTIVE
IDENTIFY THE LEADERSHIP BEHAVIOR EXPLORE THE DIMENSIONS OF LEADERSHIP IDENTIFYING THE PROS ANSD CONS OF LEADRESHIP

STATEMENT
The present report was conducted to find the link between leadership styles and the performance of the employee under his/her supervision
Scope of the study

The sample taken for the analaysis consists of 30 employees from various medium sized organization . the sample was selected randomly from the organizations under the study.
Data sources

The data was collected through an questionnarie.the questions were in the form of multiple choices .the survey was adopted and the info was collected by 30 respondents.
Sampling frame

For the purpose of sampling the respondents were selected randomly making a total of 30 respondents from various organizations.
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Data analysis and interpretation

The data was collected from the questionnaires is presented in the following tables and pie charts.

1: The perception of the respondents that can the leader make a real difference in an organizations performance. Slno 1 2 Responses Yes No No of respondents 24 6 Percentage 80 20

Responses

yes no

Responses
90 80 70 60 50 40 30 20 10 0 yes no Responses

Interpretation: From the above analysis we found that leaders play a vital role in the organization development and efficiency 3

2: The response given for the leader maintaining cordial relationship with the employees

Slno 1 2

Responses Yes No

No. Of respondents 16 14

Percentage(%) 57 43

Responses

yes no

Responses
60 50 40 30 20 10 0 yes no

Responses

INTERPRETATION: A majority of the respondents say that their leader maintains cordial relationship with the employees which shows most of the leaders are participative leaders and supportive 4

3: The responses for the kind of a leader under which the employee falls a) Production oriented b) Employee oriented leader c) Production &employee oriented

s.no 1 2

Responses Production oriented Employee oriented leader Production &employee oriented

No of responses 14 7

% 46% 23%

30%

Responses

Production oriented Employee oriented production and employee oriented

Responses
50 45 40 35 30 25 20 15 10 5 0 production oriented employee oriented both Responses

Interpretation: From the above analysis it is a mixed response but the majority of responses is that their leader is production oriented which shows he/she emphasizes technical or task aspects of the job.

4:The response from the employees about their team lead is transparent and fair a) Yes b) No S:no 1 2 Parameters yes no No of responses 17 13 % 57% 26%

Responses

yes no

Responses
60 50 40 30 20 10 0 yes no

Responses

Interpretation: A majority of the responses shows that their leader is transparent and fair which builds the mutual trust between the followers and the leaders.

5:How often is feedback assistance conducted? a) b) c) d) Every month Every Quarter Every 6 months Annually

Slno 1 2 3 4

Periodic order Every month Every quarter Every 6 months Annually

No. of respondents 18 09 03 0

Percentage 60 30 10 0

Feedback System
70 60 50 40 30 20 10 0 every month every quarter every 6 months anually

feedback aasistance

every mmonth every quarter every 6 months anually

Interpretation: From the analysis, it is clear that monthly feedback system is extensively adopted by the organizations.

6:Which section of the employees are more productive? Rank them. 1) male 2) female 3) older employees 4) younger workforce a) 1234 b) 2134 c) 4123 d) 4213 Slno. 1 2 3 4 Ranking order 1234 2134 4123 4213 No. of respondents 04 01 16 09 Percentage 12 3 55 30 100

Responses

1234 2134 4123 4213

responses
60 50 40 30 20 10 0 1234 2134 4123 4213

responses

Interpretation: the majority of the respondents believe that young force are more productive followed by the rest this is because these people found to be proactive and strive for appraisal

7:Does your team leader take the accountability? a) Occasionally b) Always c) Never Slno 1 2 3 Responses Occasionally Always Never No. of respondents 14 5 11 Percentage 46 17 37

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responses

ocassionally always never

Responses
50 45 40 35 30 25 20 15 10 5 0 ocassionally always never

Responses

Interpretation: As per the responses the leader takes the accountability of the employee occasionally which leads to the employee job dissatisfaction and be pathetic of himself

8:Do you find that your leader is having respect for sub- ordinates ideas? a) Occasionally b) Always c) Never Slno 1 2 3 Responses Occasionally Always Never No. of respondents 11 5 14 Percentage(%) 37 17 46 11

responses

occasionally always never

Responses
50 45 40 35 30 25 20 15 10 5 0 Occasionally always never Responses

Interpretation: From the above analysis it is clearly evident that most the leaders dont give importance to innovative ideas from their subordinates this shows that leader is directive and autocratic.

9:How is your leader? a) Technically supportive b) Psychologically supportive c) Both Technically and psychologically supportive 12

Slno 1 2 3

Responses Technically supportive Psychologically supportive Both technically and psychologically supportive

No of respondents 14 9 7

Percentage (%) 47 30 23

Responses

technically supportive psychologically supportive both techniclly and psychologically supportive

Responses
50 40 30 20 10 0 technically supportive psychologically supportive both Responses

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Interpretation: majority of the respondents voted for their leader is technically supportive which shows that their leader is task and result oriented

10:What are the factors that have mostly motivated you at work place? Rank them? a) b) c) d) e) Appreciation Support from the peer group Monetary benefits Organizational culture Good employee- leader relationship Order: Abcde Cabed Bcaed Dcbae

a) b) c) d)

Slno 1 2 3 4

Responses Abcde Cabed Bcade Dcbae

No of respondents 3 16 9 2

Percentage(%) 10 53 30 7

Responses

abcde cabed bcade dcbae

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Responses
60 50 40 30 20 10 0 abcde cabed bcade dcbae

Responses

Interpretation: From the analysis it shows most of the respondents ranked monetary benefits followed by appreciation and others .so to make the employee to do the task in high volumes he/she should be motivated by the monetary benefits and appreciation.

11:Does your leader involve you in deciding your Annual review Rate? a) Yes b) No

Slno 1 2

Responses Yes No

No of respondents 23 7

Percentage (%) 77 23

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Responses

yes no

Responses
90 80 70 60 50 40 30 20 10 0 Yes no Responses

Interpretation:From the above responses 77% of respondents strongly agree that they got involved in deciding the annual review rate.

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12: Is mentoring provided by your immediate supervisor? a) Yes b) No Slno 1 2 Response Yes No No of respondents 17 13 Percentage (%) 57 43

Responses

yes no

Responses
60 50 40 30 20 10 0 yes no Responses

Interpretation:From the above analaysis the most of the respondents feel that mentoring is provided for the employees to enhance their skills in area where they are not strong enough 17

13: Does your superior encourage an open door policy system? a) Yes b) No

Slno 1 2

Responses Yes No

No of respondents 11 19

Percentage(%) 37 63

Responses

yes no

Responses
70 60 50 40 30 20 10 0 yes no Responses

Interpretation: The majority of the respondents believe that the superior do not encourage an open door policy system

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14: Does your leader intellectually inspire you? a) Yes b) no Slno 1 2 Responses Yes No No of respondents 9 21 Percentage(%) 30 70

Responses

yes no

Responses
80 70 60 50 40 30 20 10 0 yes no Responses

Interpretation: The majority of the respondents said that their leader is not so intellectual to inspire his subordinates.

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FINDINGS:
Majority of the respondents believe that leaders play a vital role in the organization efficiency and increasing performance . Many leaders take the feedback assistance very often so that they can estimate the outcomes and followers work progress. The more productive section is a blend from young -work force ( male/female). Many of the respondents shows regrets for the leaders are not so often accountability and having respect for sub-ordinates ideas this style shows the monopoly so the leader shouldnt be bossy all the time . The most important finding is the motivational factor at the work place is appreciation and monetary benefits for best outcomes . Most of the leaders falls under production oriented this shows the impact on the employees performance they face immense work burden . Most of the leaders are transactional leaders who guide or motivate others in the direction of established goals by clarifying role and task requirements. But transformational leaders are more efficient who inspire followers to their own selfinterests and who are capable of having a profound and extraordinary effect on followers.

Suggestions:
The survey was conducted to know the perceptions of employees towards their leader and his styles. From the report the above findings are revealed .The workers feel that if their LEADERS are not so structured are incapable of holding a team in a proper way it will have a adverse affect on the organizations productivity .this notion must be eradicated in the work force and this can be done only by conducting sessions to groom the leader skills in the best way. Another observation of the report is that majority of the respondents says that their leader is technically supportive and production oriented so they have hard skills i.e is work related issues .there is a need to teach them soft skills. The majority of the respondents feel that they superior in not that much in encouraging at open door policy system this shows that the employees have desire to speak out and converse with the leader so that they can express their innovative ideas. Effective managers today must develop trusting relationships with those they seek to lead because,as organizations have become less stable and predictable, strong bonds of trust are likely to be replacing bureaucratic rules in defining expectations and relationships. Managers who arent trusted arent likely to be effective leaders.

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Conclusion:
The report on study of leadership is an attempt to know and understand the impact of leadership on the employees performance. This study reveals that in effective leadership is found in the organizations and is having adverse impact on personal growth of the employee and growth of organizations. So behavioural approachs major contribution was narrowing leadership into task oriented and people oriented so organizations make a note and can take steps to curb. however recent efforts using big five personality framework have generated much more encouraging results.specfically ,the traits of extraversion,conscientiousness,and openness to experiences showed strong and consistent relationships to leadership.

Reference
1 .Organizational behavior by robbins, judge, sanghi 13 th edition. 2 Personnel Today QUATERLY JOURNAL of NIPM

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