Impact of different leadership styles on employee engagement

Leadership is the ability to motivate a person or a group to work well and appropriately under
a leader. This is actually a communication between the leader and the workers below him
which builds a proper strong bonding and helps them all to work in the best way possible to
achieve the goal. This bonding is important for engaging employees to their respective jobs.
A leader is a person who comes up at the moment of problems and conflicts in an
organization and brings out a lot of proper steps and policies to solve them. . Also, a single
leader can use multiple leadership styles based on need of the hour. Here different types of
leadership styles used by the team leaders of Alberos to motivate the employees have been
discussed .
a. Charismatic Leadership:
This type of leadership is said to be a modern kind of leadership in the whole world where the
leader uses his good qualities and power to attract and get his followers close to him. These
leaders look into every the matters of the people which interests them. They are friendly and
create comfort for their followers. This helps employees trust them and be comfortable
around them. They listen to their followers, help to solve their problems and also make them
understand that they play a vital role in decision making. This form of leadership is very
effective in increasing employee loyalty and employee engagement.
b. Participative Leadership
Participative leaders are different from the leaders of the charismatic leaders. They mainly
belong to the corporate background that performs as a facilitator rather than a dictator. They
basically help in facilitating the knowledge, ideas and also help in sharing these ideas to their
followers. .. This increases employee engagement as employees feel valued and respected. A
very popular example of this leadership is Donald Trump who was a real estate mogul and a
billionaire
c. Situation Leadership
The team leaders at Alberos alternate between different leadership styles based on the
situations. In this kind of leadership there are three components which affect the decisions of
the leader; they are the situation, the capability and ability of the leader's followers and the
leader's ability and potential. The leader looks into all the factors and compromises to all the
restrictions given to him by his followers and the particular situation. They need to have the
power to adjust to all kind of situation they face. The actions of these leaders are very
energetic and vigorous. Adaptability is a very vital key. .f this kind of leadership is Dwight
Eisenhower who was the 34
th
President of the Unites States of America
d. Transactional Leadership
This style of leadership is used in tesco to manage day to day business processes efficiently
and keeping employees organized. In this kind of leadership, a very organized and clear chain
of order is needed. The leader here persuades the follower by giving those awards if they
follow the leader's instruction properly and work well and also gives punishment if they fail
to work well and satisfy the leaders. These are done so that the followers can work properly
and efficiently the next time. .. A very good example of this leadership is Joseph McCarthy
and Charles de Gaulle
e. Transformational Leadership
Transformational leaders are the leaders who motivates and persuade their followers. The
leader listens to their followers and motivates them through the followers' ideas and values.
The leaders rule their followers by using their values, beliefs and their personal capabilities.
Famous leaders under this segment includes include Martin Luther King Jr. and Walt Disney
(Fiedler, 2009). .. The leadership is effective for employee engagement as it stems from the
employees and empowers them. This has transformed the roles employees play and has
increased employee motivation and engagement.
Impact of leadership on employee engagement:
The degree of involvement with the work will depend on how involved and satisfied that
individual is with his work (Harter and Haynes, 2002). With an engaged team, the members
are emotionally involved with the team members, which give a proper direction to the team.
Leaders are the individuals who take it upon themselves to set the ball in motion. They are
motivated they have a vision and they know how to get work done. Northouse (2006) defined
leadership as the clout that one individual has on a number of individuals and this clout to get
a certain premeditated things done. Focused leadership facilities are a unique pattern of
engagement. Here employees know their responsibilities; they have the machines and tools to
complete their job, and with a bit of individual focus are ideally placed to finish the job at
hand. Leaders can surely have a very effective impact in an organization. However to have an
effect which is more long lasting a performance based incentive system has to be put in use.
So the leadership and the incentive system together can create an environment which is very
positive for the functioning of the organization. As per Bagnall (2011), facilitators and
barriers to quality improvement: The effect of leadership on employee engagement can be
assessed in three ways; first, taking into the individuals then the managers and finally the
executives. The individuals should learn proper assessment of their talent.They try and align
all the employees towards the company ethics values and work culture. They must support
and encourage the employees who work harder. They must provide encouragement to every
employee to maximize their outputs. The managers must have a clear dialogue pattern with
all the employees. They should not act as bosses only but be a patient listener also. These
skills will ascertain a manager has excellent employee engagement results. As per Welbourne
and Warwick (2012) leadership of whole systems: Executives cannot be involved in the daily
activities. They can however keep a hawks eye on the proceedings and most importantly
they can provide a vision to the employees. This vision needs to be communicated properly
by the managers to all the other employees. Also the executives must convey a sense of
purpose and belonging to all the employees. They must stress on the fact that this
organization is like a family and its well being will depend on everyones contribution. They
must be true to the promises they make and implement and follow whatever they say. As this
trust factor will be crucial. It will help the executives provided they do not falter. But once
the trust is gone, their credibility will be lost permanently (Johnson, 2004) the executives
should show a keen eye towards acknowledging the individuals who perform well. That will
give a huge boost to the psyche of the employees and would propel them to working even
harder in the future. As per Lloyd (2004), the executives apart from being very encouraging
towards employees should also show a keen interest in showing support and engagement to
the process in general. In a way the executives are the face of the organization so their
energetic approach will bring in a positive change in the attitudes of the employees as well.
They will feel obliged to working hard and doing so with a positive attitude.
Effective leadership and employee engagement are two sides of the same coin. So the
effective leadership can be called the mitochondria of the company. So leadership if effective
can drive the company upwards and if not then that shows on the company balance sheet.