Leadership Styles Shaping Culture & Performance Dissertation Sample

CHAPTER 1: INTRODUCTION.

1.1 Introduction

Leadership style is defined as behaviours and methods of leaders at the time of directing, managing and motivating the team members. The organizations implement the autocratic, paternalistic, democratic, laissez fair leadership in order to organizational performance. On the other hand, the organizational culture is consisting of company’s values, beliefs and attitudes and the way these impacts the behaviour of employees (Al-maaitah, Alsoud and Al-maaitah, 2021). Organizational performance is the capability of the business in order to reach its goals and objectives as well as optimize the outcomes. It is vital for every business to enhance the organizational performance and build positive culture because it directly influences the overall productivity and performance.

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1.2 Research background

The research will be based on the role of leadership styles to shape the organizational culture and performance. Leadership styles are considered as major element of the failure or success of any business. In the business, the leaders are encouraged, supervise and motivate the team members to perform the particular tasks in order to accomplish the desired goals and objectives. Different leadership styles have an immersive impact on the organizational culture and performance (Wuryani et al, 2021). Autocratic leadership results into limited innovation and strict hierarchy which adversely impacts the business performance and its culture. On the other hand, democratic leadership helps Tesco to promote the teamwork and inclusivity from which employees feel encourage and motivate which directly influence the organizational culture and performance. While transformational leadership style promotes the culture of continuous improvement and culture of innovation from which team members are enhance their skills and increase knowledge

1.3 Problem statement

The current research will be majorly emphasis on the contribution of the leadership styles to improve the employee performance and company’s culture. In the current time, it is very important to create an effective organizational culture as it is directly link with overall performance and productivity of the employees. This creates urgency for firm to determine all the factors that could impact on the firm’s culture. At the present time, the ineffective leadership is regard as one of the common issue for the companies because it adversely influences the overall efficiency and productivity of the business which eventually impacts organizational culture and workforce’s performance (Rothwell et al, 2019). This is the biggest issue for most of companies because they face challenges related to employee turnover, higher absenteeism rates due to implementation of ineffective leadership styles so it negatively influence the employee’s performance and organization’s culture (Asgari, Mezginejad and Taherpour, 2020). So, this research will help in evaluating the role of leadership styles in order to enhance the culture of business and performance of the employees. If organization doesn’t adapt the effective leadership styles to guide and supervise the employees then it directly influences their performance and organizational productivity and culture. As critically contended by Paais and Pattiruhu (2020), it is vital for every business to implement the effective leadership styles such as autocratic, democratic, transformational, transactional etc., to improve the productivity and performance of the employees and overall culture of the business.

To overcome the challenges of employee turnover and higher absenteeism rates, Tesco can implement the different leadership styles. To redress the particular problem statement, adaption of autocratic leadership will be useful for the business because it facilitates effective decision-making, managing crisis effectively, improved productivity and enable highly structure environment from which the employee feels inspired and motivated which positively influence their performance and output. The autocratic leaders are capable to build the positive work culture by directing and guiding the employees in effective way. As per the view of Kircher and Zipp (2022), democratic leadership style helps the chosen organization to overcome the problems by promoting the teamwork and diversity. From this, the employee feel equality and encourage to work collaborate which positively impacts culture of business and performance of workers. On the other hand, adaption of transformational leadership style is also beneficial for the companies to improve the culture of business and worker’s performance because it fosters the culture of continuous improvement and innovation.

1.4 Aim and objectives

Aim:

To understand the importance of leadership styles and evaluate the factors that influences the organizational culture and employee performance at Tesco Plc. 

Objectives

• To evaluate the relationships between the leadership styles and organizational culture
• To assess the influence of leadership style on the employee performance and decision making.
• To investigate the challenges in attaining the leadership styles on employee motivation, engagement and productivity in Tesco plc.
• To recommend the strategies for improving the leadership effectiveness to improve the culture and performance metrics in Tesco plc.

1.5 Research significance

This current research will be significant for the management, other industry employee, customer, leader or supplier. With the help of this research the management of Tesco will adapt the appropriate leadership styles in order to improve the performance of its employees and culture (Ahmad et al, 2019). This research will be also useful for the similar organization in the retail industry to gain the competitive advantage by implementing the effective leadership styles according to Tesco. Through this research, government will analyse the company follow all the rules and regulations regarding the leadership styles (Richter et al, 2021). By using this research the other industry will conduct the further studies relevant to this topic.

1.6 Research methodology

 Research type

 In the context of current study, the research type will be qualitative. This method will be chosen by the researcher because it is not possible to conduct this study in the numerical format (Morgan et al, 2019). In this research the researcher undertaking the theories and models to evaluate the particular topic. This has been selected as it will help in gaining information regarding real life experiences and issue of the respondent that aid in gaining better insight of the issue.

Research approach

Research approach refers to the process and method that will be used for analysis and interpreting data (Wickham, 2019). There are mainly two type of research approach that involves deductive and inductive approach. In the context of present study, inductive research approach will be used that help in getting boarder understanding regarding research issues. This helps in discovering and forming new theories after observing the current data. This has been selected as it provides flexibility to form different assumption and aids in examine patterns and theories for gaining accurate outcome.

Research philosophy

This refers to the understanding assumption, nature and assumption regarding the study. Positivism and Interpretivism are two type of research philosophy (Interpretivism philosophy of research, 2024). In the current research, Interpretivism philosophy will be used by research as it focuses towards determining the human experience and belief before collecting information. This method will be used as it has proven to be effective for identifying mindset, social situation and motivation of individuals.

Data collection

In research, effectualness of outcome is influenced from the type of data gathered and analysed (de Lusignan et al, 2020). This research will be collected by both primary and secondary methods. To collect data from primary method, the researcher will conduct interview for getting appropriate information in line with research question. By drafting interview checklist according to the issue views of managers will be evaluated about leadership. Secondary data will also be collected as it will help in gaining diverse information in a cost effective manner. In the context of secondary method, the researcher will evaluate the articles, journals and books relevant to the leadership styles through Google scholar.

Sampling

In the context of sampling the 20 managers of Tesco will be selected using purposive sampling technique. This sampling will be used as it helps in gaining accurate information by selecting respondent that could have relevant and reliable information.

Data analysis

In the context of data analysis, the thematic perception will be used to evaluate qualitative research (Hwang et al, 2020). This method of data analysis will be chosen by the business because it helps in analyse the qualitative issues in best possible manner. In this, the themes are drafted about the particular topic to analyse the research. This has been selected as it helps in easily identifying the outcome by representing information in the form of pie chart and graphs.

Ethical consideration

While undertaking various activities of research emphasis will be paid over using fair and ethical measures (Peloquin et al, 2020). It also includes signing of consent form by the respondent as to ensure accuracy and reliability of collected information. In order to comply with ethical aspects data confidentiality will be ensured.

1.7 Research limitation

Various Research limitation faced during research is lack of time and resources. To overcome the limitation, secondary data collection method has been used that assist in gathering large amount of information within less time (Ames, Glenton and Lewin, 2019). Thematic analysis has been used that helps in overcoming the limitation of critical analysis and support in getting optimum results.

1.8 Research plan

CHAPTER 2: LITERATURE REVIEW

2.1 Introduction

Literature review elucidated as a piece of academic writing that emphasis on undertaking in-depth critical analysis on the topic. It associates with explanation of different authors perception and consequently collective understanding has been drawn. The present section will conduct literature review in research context while considering previous studies so that effectual understanding could be drawn. Different themes would be formulated and that determines about the importance of leadership style and the ways in which it impacts organisational culture and employee performance.

2.2 Definition and evaluation

As per the views of Kelly and Hearld (2020) leadership refers to the concept of leading individuals within organisation and enhancing their over-all personality. Effectual leadership is further determined from the type of style adopted by leader in the company. For instance, a leader has adopted autocratic style under which all the decision has been taken by leader itself then, it results in creating negative influence on the organisational culture, in such environment employee feels demotivated as their opinions are not considered by the leader and therefore, specific focus needs to be implied on this are. On the other hand, Razzaq, Sami and Hammad (2020) commented that, leadership is crucial when it comes to promoting organisational culture as only leadership style cannot create specific impact on culture. Hence, the author questioned about the ability of leadership, in the perspective of author leadership alone cannot impact the organisational culture. There are other factors as well which impacts the individuals such as- motivation, appreciation and support. But leadership itself covers all of these parameters and therefore, this can be said that leadership is highly essential in organisations. The organisational culture is backed up with varied elements that are- employee performance, management system, vision, mission and leadership style. Therefore, this cannot be stated that, leadership results in developing major influence on organisation culture.

In the views of Drewniak, Drewniak and Posadzinska (2020) it has been witnessed that; leadership style is the origin on-to which organisation culture is based. For example- TESCO has adopted democratic leadership style; in accordance with this concept, leader in the organisation believes in considering the opinion of employees and further supports in undertaking open communication (TESCO Leadership, 2023). In this manner, motivational level within the organisation gets enhanced and employees feel overwhelmed and often perform their tasks in effective manner. As a result, organisational culture gets enhanced due to effective performance performed by subordinates in the business. Hence, this proves that there is direct relationship exist between leadership style and organisational culture. In similar manner, Huynh and Hua (2020) revealed that, leaders are pivotal for building organisational culture in significant manner as they are accountable for building positive and negative employee experiences. For example- ineffective leadership style results in creating adverse impact on the culture due to which employees gets demotivated. Thus, this proves that there is link exist between leadership style and organisational culture, when effective leadership style has been adopted then, this result in creating motivation in employees and ultimately organisation culture gets improved.

In the study of Alrowwad et al, (2020) it has been witnessed that; extent of leadership determines about the extent of organisational culture. This clearly means that, values adopted by leader is reflected in the organizational culture. The reason behind the success of organisation usually relies on the type of leadership style. Therefore, this could be stated that, leadership results in creating effective support for business and further enhances the culture. It is important to develop significant focus on adopting leadership style by seeing organisation structure and culture as this results in providing effective results. On a contrary note, Alblooshi et al, (2021) stated that, only adopting effective leadership style does not lead to solve the issues and enhances organisational culture. It depends upon the practices of leaders which contributes in enhancing organisational culture. For reference- In case, leader has adopted participative leadership however, while undertaking discussion, leader only selects certain employees who are doing good then, this results in creating negative influence on other subordinates. Hence, therefore, efficiency of organisational culture depends upon the practices of leader.

In the viewpoint of Akanji et al, (2020) there is significant relationship established between leadership style and the organisational culture. An effective leadership style results in creating positive influence on the environment within the organisation and creates higher motivation for employees. However, Tortorella et al, (2021) depicted that different leadership style creates varied types of influence on organizational culture. For example- autocratic leadership style led to strict hierarchical control where employees are not allowed to put their opinion. Brouwers and Paltu (2020) revealed that democratic leadership style results in creating positive impact on the organisational culture. In accordance with this leadership style all the employees have been involved in decision making. Hence, this could be stated that democratic leadership style promotes teamwork and inclusivity in the organizational culture. Transformational leadership style fosters the culture of innovation and undertakes consistent improvement. There is direct relationship exist between the leadership style and organisational culture at the organisation.

As stated by Xenikou (2022) leadership style is considered as the origin on-to which culture is established. For example- democratic leader believes in prioritising employees and accordingly their opinions have been considered by the leader. In such situation there is sense of belonginess has been developed in the employees which is important for gaining their attention. As a result, higher motivation has been developed for employees and this also results in enhancing their productivity. This results in enhancing the organisational culture. Hence, there is no doubt in stating that an effective leadership style creates positive influence on the organizational culture and further creates specific support for employees. On the other hand, Szydło and Grześ-Bukłaho (2020) argued and specified, leadership style can also have negative impact on the organisational culture. When leader at the organisation does not believe in prioritising the needs of subordinates then, it results in limiting their innovation and further reduces sense of belongingness in employees.

In the paper of Alblooshi, Shamsuzzaman and Haridy (2021) mentioned that leaders play important role in creating significant culture at the organisation. They are accountable for taking specific actions in the company that led to enhance the motivation of subordinates. Henceforth, significant focus needs to be implied by leader so that appropriate results could be gained and effective support to employees can be assured. The culture of organisation depends upon the type of leadership style as leaders promotes favourable environment at the workplace. Effective leadership results in bringing congenial organizational culture for enhancing the effectiveness of the company. On the contrary note Tran (2021) argued that employee plays major role in developing culture at the organisation, everything does not depend upon extent of leadership style. In real, employees play major role, for instance- if employees do not work in cooperative manner, then, there is no sense of adopting democratic leadership style. Collaboration at the workplace helps in promoting organisational culture in significant manner.

Hence, on the basis of above analysis this could be said that, there is relationship exist between leadership style and organisational culture. It is important to adopt significant leadership style that led to motivate employees and further supports in enhancing the productivity of the business.

On the basis of aforementioned analysis this could be stated that, there is direct relationship exist between leadership style and organisational culture. Therefore, it is important to employ significant focus on adopting effectual leadership style in the company so that effective organisational culture could be established. Thus, there is no doubt in stating that, there is direct relationship established between leadership style and organisation culture and therefore it is important to adopt effective leadership style by the company so that appropriate culture can be developed in the business.

2.3 Theories

In the opinion of Benmira and Agboola (2021) it has been analysed that, leadership style creates major influence on employee performance and decision-making tactics in the organisation. An effective leadership style such as- democratic or transformational results in developing positive influence on subordinates as these styles promotes open communication which involves employee engagement in the company. Also, the decisions which are taken in consideration are further considered as employee-oriented decision as major focus implied on solving the issues of employees. In this manner, an effectual leadership style develops positive impact on employees and this further motivates them to perform in appropriate manner. On opposition side, Anselmann and Mulder, (2020) stated that, leadership style creates negative influence on employee performance and often adversely impacts the decision making in the company. Those leaders who just focus on employee benefit are not able to undertake strict decision due to which subordinates does not get chance to evolve and this results in impacting the performance of employees in negative manner and therefore, specific focus must be implied on this are. The criticism of leadership further aligned with providing excess flexibility of employees. In order to develop positive impact on employee performance it is crucial for leader for adopting such style that is the combination of strictness and leniency such as- situational leadership style.

As stated by Holten, et al, (2020) situational leadership style refers to that concept under which leader adopts specific style on the basis of situation developed in the organisation. However, this results in creating negative influence on employee’s productivity and decision making. Team in the company faces consistent shifts in leader’s behaviour due to which their morals get down and also, no structured decision making has been employed in the company. This result into creating major negative influence on the performance of employees and within this it led to results in ineffective decision making in the business that impacts overall business productivity in negative manner. Whereas, Tran (2021) stated adopting individual style results in creating positive impact on the employees’ productivity. For example, TESCO has adopted democratic leadership style and company is effectively involving subordinates in decision making along with creating specific support for them (TESCO Leadership, 2023). Also, decision taken by organisation within adopting this leadership style proves to be effectual as employees needs and requirements are considered within this. As a result, employees get motivated and they perform their task in effective manner that led to enhance their over-all productivity.

In the article of Liu et al, (2021) it has been analysed that; among all leadership style, transformational and democratic style said to be idealised as it impacts intellectual simulation which are crucial for enhancing the over-all productivity of employees. There is no doubt in stating that, leadership style creates influence on employee performance and decision making. However, major things align with the type of leadership style adopted by company. If leader is democratic and transformational then, it results in developing positive impact on employee performance and decision making. On the other hand, if leader is autocratic by nature, then, it led to develop demotivation for employees and therefore, specific focus needs to be implied on this area.

In the view of Khan et al, (2020) leadership style creates influence on the extent of employee performance and decision making in the organisation. If the leader at the organisation focuses on the needs of employees, then, it results in creating higher motivation for the subordinates and further led to enhance their over-all performance. Leaders are accountable for adopting specific leadership style so that higher motivation for the employees could be developed along with assuring specific support to them. For example-democratic leaders takes decision in the context of employees and core focus has implied on fostering positive and collaboration environment. On the other hand, Tran (2021) ascertained the fact that organization which suffers from over-management faces complexities in terms of taking decision at the workplace. This in turn impacts employees in a negative manner. When leader creates pressure on the employees then, this led to create negative issues on the employees. However, it is important to create significant support for employees and this is only possible when leader interacts with subordinates on regular basis. Henceforth, appropriate focus needs to be implied by the leader and consistent interaction requires to be developed so that trust of employees could be gained and their productivity can be enhanced.

As per the opinion of Khan et al, (2020) decision making is a crucial component in the business and leaders are accountable for taking appropriate decision. However, it is important to consider varied elements before undertaking decision at the organisation. Foremost thing is to consider the needs of employees as this helps in creating higher motivation for them. Thus, it could be stated that leadership style creates influence on the extent of decisions taken in the organisation. In case, employees need have not been considered then, it results in creating negative influence on employees. Whereas, Paais and Pattiruhu (2020) invwestigated that micromanagement and aggressive behaviour of leader influences decision making negatively manner which creates adverse influence on the employees. Employee’ self-esteem and morale get damaged if decision has not been considered by prioritising their needs. Thus, while taking decision, it is important that leader must consider the needs of employees. The decision making led to create major impact on the subordinates at the organisation and when focus has not been implied on them, then, this result in creating adverse effect on the satisfaction level of the employees. 

Based on the above analysis this could be stated that, it is important to create significant focus on prioritising the needs of employees. Leader must interact with them on regular basis so their requirements could be identified and accordingly decision must be implied at the workplace. This results in gaining the attention of employees to greater extent and further helps in creating effectual support for them. Also, productivity of the employees enhanced to greater note which helps in enhancing the productivity of the business. Leadership style led to develop major impact on the performance of employees and further impacts decision making pattern. Therefore, it is important to create significant focus on the type of leadership style adopted by the company.

2.4 Challenges

In accordance with Fonsén and Soukainen (2020) leadership pattern such as- micromanagement or authoritarian hinders the engagement, productivity and motivation of employees. Therefore, it is important for leaders to analyse the significant needs of employees so they can become aware about the needs and requirements of employees which is considered as crucial for gaining their attention in specified manner. The challenges entitled with specified leadership style in the company. For example- A leader in organisation has adopted autocratic leadership style and accordingly leader impose decisions on employees. This results in creating pressure on the employees as they are note able to perform their task in appropriate manner. Also, this leads to create negative impact on their productivity, engagement and motivational level. On a critical note, Busse and Weidner (2020) stated that, when leader adopts democratic or transformational style then, this helps in reducing the extent of challenges in the organisation and further promotes higher employee motivation and engagement that ultimately lead to enhance the productivity of employees. In this manner, appropriate support could be assured to employees who are considered as crucial for developing higher motivation.

As per the views of McCarthy et al, (2022) in an organisation there are large number of employees and all of them have varied needs and requirements. It is not possible for leader to full-fill all of these needs’ whole adopting specific leadership style. This results in developing huge issues for leader as it is not easy to select that style that can lead to full-fill needs and requirements of all individuals. This is one of the most challenging tasks as the selected style might proves to be effectual for some of the employees while it does not provide effective support to other individuals. In this manner, major issues are experienced by leader and when appropriate style has not been adopted then, this creates direct impact on the productivity of employees. Whereas, Fransen et al, (2020) stated that, this challenge can be solved within undertaking communication with employees. The core competence entails with the level of interaction persist between employees and leaders, whether leader is autocratic or democratic, it is important to imply specific focus on developing interaction with employees so that appropriate aspects could be taken in consideration and needs of employees can be fulfilled. This results in enhancing employee engagement level that further increases motivation and productivity of subordinates in the organisation.

In the study conducted by Nwachukwu and Vu (2020) it has been witnessed that, each leadership style has its own pros and cons and each comes up with the challenges. For example- autocratic creates demotivation while democratic develops excess leniency that can lead to impact the performance of employees. Therefore, it is important to develop significant focus on analysing the root cause of the issues so that appropriate measures can be taken in consideration and positive impacts can be developed on the productivity and motivation level of employees (Enwereuzor et al, 2020). Thus, it is important to analyse the proper ways in which leadership style can be implied. Hence, there is no doubt in saying that ineffective application of leadership style could result in developing negative impact on the morals and values of employees that further impacts their productivity to greater note. Therefore, it is highly important to adopt specific leadership style as this led to create significant support for employees and further motivates them to perform their task in significant manner. Thus, leadership style creates significant influence on employee engagement, motivation and productivity.

In the perception of Al-Swidi et al, (2021) one of the major challenges with respect to leadership comprised with forming collaboration with team members. There are number of employees at the organisation and all of them are from different areas. Henceforth, it is important to create significant focus on forming team work. Although it is not an easy task as due to different set of thinkings conflicts arises among members in the organisation. In such situation, it becomes hard for leader to undertake employee engagement in significant manner and this often results in impacting the productivity of employees to greater utmost. On the other hand, Nurjanah et al, (2020) stated that team work is not a hard task; if leader has enough potential then he/she can easily form collaboration, important aspect is the potential in leader. If any leader at the organisation thinks that he/she can control employees rather than understanding them then, it led to create dissatisfaction in the employees, Henceforth, it is the duty of leader and they must interact with employees for forming team collaboration. This supports in gaining the trust of employees and further increases engagement level and as a result their productivity gets enhanced to greater note.

As said by Alrowwad et al, (2020) when any kind of change takes place in organisation then it becomes difficult for leader to create motivation for employees. In such times, employees at the organisation feels pressurised and this further led to demotivate them. Also, adopted leadership style does not work when any new change takes place at the workplace. In such situation, a leader needs to be situational so that leadership style can be adopted as per the present circumstances. It is extreme difficult to manage the employees and assuring support to them, leader needs to create significant focus on this area so that they can easily manage the change along with full-filling the requirements of employees. On a contrary note, Javed et al, (2020) stated that change management provides opportunity to leader rather than creating challenge for them. It supports in adopting new leadership style that is suitable for adopting new change. Furthermore, it creates opportunities for employees so they can learn about new ways and ideas that support them to perform their task. Hence, it is based on the vision of leader; if they see change as a challenge then they are no able to create motivation for employees. Whereas, employees see change as an opportunity then high level of engagement can be ensured easily along with the enhancement of productivity.

Based on the above analysis this could be stated that, it is important that a leader must have specific and significant vision which is the basis of higher potential (Javed et al, 2020). This supports in facing challenges and changing them into significant opportunities so that employees can get higher motivation and further their engagement level gets increased that led to increase their productivity. Hence, each leadership style associates with challenges and therefore, it is the duty of leader to tackle it in appropriate manner while analysing the root causes. This helps in creating effectual support for employees and further enhances their motivational level and productivity to greater note. There is need to create specific support for employees so they become able to share their issues with the leaders and effective culture can be promoted in the organization.

2.5 Conceptual framework

2.6 Research gap

The current literature is focusing on covering the loopholes comprised with leadership style. Previous studies are backed up within showing the positive influence of leadership concept on organisational culture and employee performance. However, actual aspect aligns with the type of leadership style adopted by organisation. Therefore, the current research emphasised on evaluating the negative influences as well and accordingly critical analysis has been done. While conducting literature review, impacts has been described within considering different leadership style. In this manner, loopholes covered in the current research.

CHAPTER 3: RESEARCH METHODOLOGY

3.1 Introduction

Research methodology refers to the techniques and procedures undertaken for conducting the study. It plays a pivotal role in the whole research as this is the basis for selecting philosophy, approaches, sampling, data collection and data analysis techniques. It proves to be an integral part of the research study that enables the researcher to analyse whether the whole research is going on track or not. The present section will emphasise providing a description related to selected research methods along with providing appropriate justification behind the selection. The scholar has followed research onion framework and accordingly methodologies has been selected.

3.2 Research philosophy

This is determined by the opinion of people that entitled to the research area. Research philosophy proves to be highly essential in the research area as it is concerned with the evaluation of belief. There are two types of research philosophies and those are interpretivism and positivism. In regards to interpretivism philosophy, this can be stated that it is specifically based on evaluating the assumptions and beliefs of people in the context of the study area. On the other hand, positivist philosophy expounded as the paradigm which often relies on measuring the reason behind any action and reaction (Mishra and Alok, 2022). This is quantifiable and accordingly, research outcomes have been developed. In the present research, the analyst has used interpretivism philosophy, the study is based on identifying personal aspects and therefore, interpretivism philosophy is suitable in this context. This enabled researchers in terms of identify the faith and beliefs of people entitled to the research area. Therefore, this philosophy has been selected and further, this led to enable researchers in terms of linking research areas with the personal meanings and motivations of people. Thus, it can be stated that the selected philosophy has been proven appropriate as this supports analysts to reflect on human values and behaviours and accordingly outcomes have been developed.

3.3 Research approach

The research approach is explicated as the significant procedure concerned with collecting, analysing and interpreting the data. This is the actual plan and proposal for conducting the research. This supports the researcher in terms of understanding the different available options and accordingly most appropriate ones can be selected. These are of two types and those are; inductive and deductive. The inductive approach is considered as the reasoning which involves a specific set of observations and develops a conclusion. This is specifically based on experience and the evidence related to experience (Pandey and Pandey, 2021). Whereas, the deductive approach is determined as the detailed reasoning method associated with a logical approach under general ideas that have been used for depicting specific conclusions. This is further known as top-down reasoning. The researcher has used an inductive approach in current research as it led to implementing different assumptions. Furthermore, it supported analysis in terms of implementing new theories which are backed by answering research questions. Therefore, analysts have used this approach so that appropriate theories can be developed and specific conclusions can be developed.

3.4 Qualitative and quantitative

Qualitative research is considered as that type of research under which theoretical information has been gathered. It focuses on collecting data in the form of theories so it can be easily understood by the readers (Verma, Verma and Abhishek, 2024). On the other hand, the quantitative research type comprises the collection of numerical information which has been further presented and the form of numbers. The researcher has used qualitative type in the current study as this led to higher flexibility and there are fewer chances of error within this. Furthermore, qualitative information is easy to understand which leads to developing effectual outcomes. An appropriate understanding has been gained by scholars via gathering qualitative information. There are certain disadvantages of quantitative data which concern with lack of flexibility, higher chances of errors and so on aspects. Therefore, the researcher has used qualitative type so that data can be collected in the form of theories within enjoying higher flexibility and accordingly effectual outcomes have been developed.

3.5 Data collection method

 Data collection refers to the method by which information has been collected for conducting the research. It is considered a crucial component in the whole research as the outcomes are based upon this method. There are two ways in which data could be collected and those are primary and secondary. The primary method involves the collection of information from fresh sources whereas the secondary method refers to the allocation of data from secondary sources such as Google Scholar (Kumari et al, 2023). In the current research, scholars have adopted both the methods that are primary and secondary. In the primary method, the interview has been preferred and the major reason behind preferring interview is that it supports in-depth analysis. Thus, the opinion of each individual has been gathered and accordingly, outcomes developed. On the other hand, the secondary method has been used for collecting information within approaching secondary sources and accordingly, articles have been reviewed. The findings of the articles were used to determine the outcomes of the research. The primary method provides reliable information whereas the secondary method is concerned with cost effectiveness and time effectiveness. Therefore, the researcher has used a mixture of both of these methods so that appropriate outcomes could be developed along with experiencing the benefits of both methods.

3.6 Sampling method

Sampling is concerned with the approaching of research participants. It is a profound aspect of the research as it supports interacting with the actual participants through which data needs to be gathered. Sampling is of two types and those are probability and non-probability sampling. Probability sampling is based on a random selection of the participants without undertaking any kind of discrimination (Newman and Gough, 2020). Whereas, non-probability sampling is concerned with approaching candidates based on judgement. The scholar has used the probability sampling method for interacting with the participants as it is free from discrimination and random selection has been done. 20 managers of Tesco have been approached as sample size and sample population. 20 managers have been approached so that sufficient information can be gathered and data can be analysed. The information has been gathered from the managers via conducting interviews and realistic information has been collected. Thus, it can be said that the probability sampling method has been proven effective in current research as this resulted in following ethics without undertaking any kind of discrimination. The reason behind selecting probability method is that it is free from discrimination and assure inclusive participation.

3.7 Interview design

The researcher has conducted the interview and therefore open-ended question has been prepared. This led to getting in-depth insights into the participants about the research area. Hence, this can be said that open-ended questions have been proven effective as this supported in analysis opinions of the candidates. Different views and thoughts have been gathered and accordingly, outcomes created. Hence, it can be stated that realistic findings were developed by considering the detailed viewpoints of the candidates.

3.8 Ethical consideration

Ethics are delineated as the set of protocols, rules and values which are mandatory to be followed in the whole research process (Zhou et al, 2022). It is highly important to follow ethics as it supports making research valid and accurate. Therefore, the researcher has assured appropriate focus in this area and all the mandatory ethics have been followed appropriately. The concept of informed consent has been performed and participants have been made aware of the research context and afterwards data has been gathered from them. Furthermore, confidentiality of participants has been maintained throughout the research procedure and no disclosure of their personal information has been undertaken. Accordingly, risk related to privacy breach will be maintained. In this manner, scholars have maintained the ethics and dignity of the candidates who were involved in the research procedure. On the other hand, while collecting secondary data it has been ensured that only those articles selected were peer-reviewed and contained valid information. Also, no plagiarism has been done by scholars and academic integrity was maintained throughout the research procedure. Appropriate referencing has been done and credit to the authors has been given whose content has been used in the research. Hence, it can be stated that scholars have followed ethics and this has made research more effectual and accurate.

3.9 Data analysis

 Data analysis is considered as the technique in which gathered information has been analysed and outcomes presented. It proved to be essential in the research as it led to the development of final findings. Thematic and statistical; are the two ways in which data could be analysed. Thematic analysis is suitable for qualitative data and it is based on the implementation of different themes by presenting the facts (Al-Ababneh, 2020). On the other hand, the statistical method proves to be appropriate for analysing numerical information and in this different test have been used such as; regression and correlation. In the present research, the scholar has used thematic analysis and accordingly, findings have been developed. The interview was conducted and the responses of the participants were used for developing outcomes. Thematic analyses identify important patterns and information from the gathered data and use these themes to address the research area. The researcher has used thematic analysis which led to support in the development of different teams from the gathered information and accordingly accurate outcomes have been developed. Thus, it can be stated that thematic analysis has been proven appropriate in current research as it supports in developing of detailed insights

CHAPTER 4: DATA ANALYSIS AND INTERPRETAION

4.1 Introduction

Data analysis refers to the evaluation of allocated data for developing findings. This has been proven an important aspect in the research as it concerned with identifying patterns, accuracy and facts (Al-Ababneh, 2020). By examining all of these components better investigation can be done and in-depth understanding could be gained. The present section will be based on the evaluation of data gathered via interview of TESCO managers. On the basis of allocated information, the importance of leadership in context of organizational culture, employee performance and decision making will be identified.

4.2 Profile of the participants

The majority of the participants belongs from the age group of 30-55 and there were 10 male and 10 females. The majority of the candidates has been working in the company from past 6-7 years and many of them had more than 8 years of experience. All of them were at the managerial position. The confidentiality of the participants has been maintained and therefore, they have been referred as candidates, participants and interviewee. There was no disclosure of their personal information have been done and their dignity maintained throughout the research

4.3 Findings based on objectives

Objective 1- To evaluate the relationships between the leadership styles and organizational culture

Theme 1: Leaders motivates and inspires employees

From the interview it has been observed that a leader plays pivotal role in motivating and inspiring employees. Leaders in the organization led to create significant vision and often develops support for subordinates. The issues of employees have been heard and open communication has been established by them and all of these components performed by a good leader. Leaders in the organization are considered as the backbone of company that motivates and inspires employees via taking appropriate decisions that is important for them. Henceforth, this can be stated that leadership plays vital role in motivating and inspiring subordinates at the company. Leadership has been proven highly significant in the organization as it led to motivate and inspire employees that is linked with the productivity of employees. Therefore, it is essential to adopt significant and suitable leadership style within the company so that higher motivation can be developed for employees.

Theme 2: An appropriate leadership style results in enhancing employee productivity

Effectual insights have been developed from interview, there is no doubt in stating that leadership style impacts employee productivity. However, extent of productivity depends upon the type of leadership style, a democratic and participative leader creates positive impact on employee performance whereas an autocratic might develops negative influence. One of the participants stated that “In my opinion, effective leadership style such as democratic led to create significant support for employees via providing motivation”. This clearly shows that how leadership style can create significant influence on employee productivity. Subordinates in the organization has varied needs and an autocratic leader does not believe in hearing these needs which led to develop negative impact on their productivity. On the other hand, democratic leader promotes open communication which has been proven profound for motivating employees and creating support for subordinates (Shafi et al, 2020). Thus, there is no doubt in saying that there is need to adopt an appropriate leadership style that provide opportunities to employees and often enhances overall satisfaction.

Theme 3: There is direct relationship exist between leadership styles and organizational culture

Leadership style and organizational culture both of these components are linked with each other. From interview it was revealed that when leader believes in prioritising team members then, this result in creating positive impact on the organizational culture. Whereas, when leader ignores employees value then there is negative influence created on organizational culture that results in making environment toxic. The leadership style creates utmost and significant impact on the organizational culture and therefore, it is highly crucial to adopt significant leadership style so that effectual supports can be initiated for organization culture (Wang et al, 2021). The linkage between these aspects clearly depicting about the importance of such type of leadership that led to promote employee’s well-being. This results in creating huge support for them and often enhances their productivity.

Objective 2- To assess the influence of leadership style on the employee performance and decision making.

Theme 4: Democratic leadership style led to employee motivation engagement

The responses of the interviewee revealed that TESCO has adopted democratic leadership style. Democratic leadership style is often known as participative leadership style. Under this all the members have been given equal chance to take participation in the decision-making process and therefore, this has been considered as highly important (Woods, 2021). It focuses on promoting flexibility at the workplace along with promoting open communication and this is considered as pivotal element for higher employee motivation and engagement. The participants stated that TESCO believes in prioritising value of employees and therefore, company prefers democratic leadership style. One of the candidates stated that “You know what, leadership has been given the topmost tag for increasing employee engagement and motivation in the employees” This depicts that leadership is an important aspect and adopting right kind of leadership is more significant element which must be focused out in the organization. By adopting democratic leadership style organization can create significant support for their employees and often higher engagement can be assured in the company. However, there are certain loopholes aligned with democratic leadership style and those are- slow decision making, lack of expertise and it is often not suitable in every situation (Woods, 2021). Such barrier creates issues in the company but it is on the leader that how they solve these issues. All of these problems can be solved by using leader expertise and therefore, a leader needs to play vital role in this context.

Theme 5: Different leadership styles can create positive and negative impact on employee performance and decision making

From the interview it has been identified that different type of leadership style can develop positive as well as negative influence on the performance of employees and decision making. The positive influence is said to be when leader adopt such style which believes in prioritising employee needs and provides them chance to take part in decision making. This can be determined via democratic, transformational and participative leadership style. These kinds of leadership create positive impact on the employee performance (Paais and Pattiruhu, 2020). Employees in the organization wants that they must be given equal opportunities and so discrimination should be done with them on the basis of their gender, caste and any other element. These things have been focused out by the leaders and they take actions accordingly. One of the participants stated that “Exactly even I have seen this in my organization”. This shows that those leadership style that promotes employee motivation and provide them opportunity to speak create positive influence on their performance and decision making.

Whereas, leadership style such as autocratic does not involve employees in decision making process and all decision has been taken by leader themselves. This results in creating dissatisfaction in the subordinates and due to which they get demotivated to greater extent. The productivity of the employees gets reduced to greater extent and impacts their performance and decision making. This is how ineffective leadership style led to create issues for employees, the responses of participants clearly state about the importance of adopting appropriate leadership style in the organization so that motivation for employees can be developed and their performance can be enhanced (Paais and Pattiruhu, 2020). Thus, leadership has been proven an important aspect in the organization as this can led to develop significant support for employees and often this can negatively impact employee performance if appropriate style has not been adopted.

Theme 6: TESCO believes in prioritising employee needs

The research was specifically conducted on TESCO organization and it was analysed that, the company believes in prioritising the needs of employees. TESCO has adopted democratic leadership style and accordingly employees has been given the opportunity for putting their opinion and values. The responses of the participants clearly stated that, their organization believes in giving equal opportunity to all of the employees. This results in creating sense of belongingness in the employees that is essential for enhancing their productivity and organisational culture. When employees have been given priority then, they perform their task in productive manner that is crucial for the success of business and therefore, specific focus needed to be specified in this area. TESCO has been focusing in this aspect and therefore, importance has been given to employees and their needs analysed accordingly. In an organization there are numerous employees and all of them have different needs. It is important to focus on each of the need of employees so that motivation can be developed for them.

TESCO has been focusing on its employees so they do not feel demotivated. Furthermore, open communication has been promoted in the organization that concerned with face-to-face interaction with leader. Whenever any employee face issue then direct interaction with the leader can be made. Leaders at TESCO believes in solving the concerns of employees rather than passing it to upper authority and this shows that the company is focusing on creating significant support for employees (Lasrado and Kassem, 2021). This is leading to develop positive organizational culture at the company that is creating higher employee engagement and motivation for the employees. Henceforth, this can be stated that it is important to prioritise the needs of employees so higher value can be developed for them.

Theme 7: Positive organizational culture is backed up with prioritising employee’s values and providing equal opportunities

The leader has the capability in terms of shaping organizational culture, their strategies, actions and decision play’s important role in this area. Leaders at the company takes varied decision which has been considered as important. Hence, appropriate decision making concerned with valuing employees and providing equal opportunities to them. This ultimately results in shaping organizational culture by creating positive influence. An organizational culture is said to be positive when employee in the company has been valued and equal opportunities given to them. This are considered as crucial elements in creating positive organizational culture. From the interview it has been witnessed that positive and inclusive culture provide value to diversity and accordingly assure equal opportunities to everyone in the organization (Rojak et al, 2024). Subordinates prefer such type of organization where culture has been boomed with positivity. A strong and positive culture can help in attracting and retaining talent. The respect and dignity of the employees requires to be maintained to greater mote as this is directly linked with enhancing organizational culture.

Giving values to employees signifies that organization treats their employees with dignity and respect. Henceforth, it has been considered as important. In case a leader pressurises employees and create extreme work pressure on them then, this result in depicting about the toxic culture. In such culture, retention and engagement of employees is not easy and often turnover rate is high. A leader’s action and decision decide whether the culture would be positive and negative. By analysing the needs of subordinates and taking actions accordingly their values can be increased and trust could be gain. In this manner, positive culture at the organization can be developed which is an important component for developing effective interaction with the employees. Thus, it can be said that leadership creates extreme influence on the organizational culture.

Objective 3- To investigate the challenges in attaining the leadership styles on employee motivation, engagement and productivity in Tesco plc.

Theme 8: Leader faces varied hurdles with respect to motivating employees

The job role of leader is not an easy task, one of the interviewees stated that “Yes, all of the employees have different needs and it becomes difficult for a leader to focus on each of them”. Different needs and requirement of employees create hurdle for leader as it is not easy to focus on varied needs at a single point of time. Also, whenever there is new change has been introduced in the company then, this creates challenge for leader. In such situation, employees become extremely nervous due to which it is not easy to implement trainings (Kurniadi, Lian and Wahidy, 2020). A leader needs to provide assurance to subordinates multiple times so they can gain confidence. Extreme work pressure on employees can led to reduce their desire to perform task and creates ultimate challenge for leader. Furthermore, from the interview it has been analysed that leader faces challenges at each stage this can be related to demotivation, lack of unity and dissatisfaction of employees. It is essential that leader must cop up with the requirements of employees so these challenges can be solved and effective outcomes could be gained.

Moreover, when there is lack of clarity in the goals then, this led to create extreme issue for leader. The first aspect is to evaluate the needs of organization and employees and further actions must be taken. At each stage, opinion and feedback from the subordinates is needed so that this can be know whether the things are going on track or not. There are many things which needs to be focused out by leader and this crates extreme pressure on them and further led to develop varied challenges as well. Thus, there is no doubt in stating that a leader faces varied challenges in the pursuit of motivating employees (Kurniadi, Lian and Wahidy, 2020). Team unity is needed in the organization so that such challenges can be solved and higher satisfaction and motivation can be developed for employees.

Theme 9: Ineffective employee engagement creates negative impact on organization productivity

Employee engagement is highly crucial at the workplace when there is lower engagement that it increases the rate of absenteeism and develops negative impact on the organizational culture. An organization culture is said to be positive when employees get engaged to greater note. However, lack of engagement signifies about the toxic culture in the company. Decreasing rate of employee engagement also reduces the productivity of the employees and creates major issues for them. Therefore, leader needs to take such action and strategies which led to increase the employee engagement (Akpa et al, 2021). This involves organising training, promoting group discussion, flexibility and many more components. Organising game or other activities can also help in increasing the extent of employee engagement. Unimaged employees does not assure their complete contribution in the organization that hampers their productivity. The root cause behind the lack of employee engagement can help in solving this concern and further develop positive impact on the productivity of the organization.

The response of the participants revealed that, employee engagement impacts each of the aspect that is related to organization. Disengaged workforce results in decreasing the productivity of the organization and increases staff turnover rate. On the other hand, employee engagement results in creating positive organizational culture, reduces the turnover and creates higher motivation in the employees. Thus, it can be depicted that lack of employee engagement is correlated with the productivity of the organization and therefore, it is important to create significant focus on this area. Organization must take such actions that provide opportunities to employees so they can show their talent. This result in boosting up the moral of employees and creates motivation. As a result, employees perform their task with complete potential and the productivity of organization increased to higher note.

Objective 4- To recommend the strategies for improving the leadership effectiveness to improve the culture and performance metrics in Tesco plc.

Theme 10: A leader has the potential of shaping organizational culture

The Findings of the interview created detailed insights and it has been known that a leadership style and organizational culture shares significant relationship. A leader has the potential in terms of creating significant influence on organizational culture. The majority of the candidates stated that, leaders have the potential that can led to support in shaping organizational culture. When leaders’ priorities employees need then, this results in creating sense of belongingness and everyone collaborates with each other. Leaders has the potential of motivating and demotivating subordinates in the company which ultimately led to develop positive and negative impact on the organizational culture (Rawashdeh and Tamimi, 2020). The creative and inclusive environment can be developed by leader where employee’s well-being and work life balance can be given major importance. By taking such steps leader can shape the organizational culture and further retains top talent in the company. On the other hand, when leaders create pressure on employees and does not consider their opinion and further promotes partiality. Then, this results in creating negative influence on the employees and often their satisfaction level reduced to greater extent. This indicates about toxic culture at the organization, in this manner leadership develops impact on the organizational culture. Thereby, there is no doubt in stating that leader has the potential in context of shaping organizational culture. It is the accountability of leader to perform fair practices in the company which led to develop positive impact on the employees and organizational culture.

CHAPTER 5: DISCUSSION AND CONCLUSION

5.1 Introduction

The present chapter will be based on undertaking discussion of the findings and accordingly conclusion and recommendation will be provided. Furthermore, implication and scope of the research will be presented that highlights about the contribution made by research.

5.2 Discussion

Leadership style is considered as the behavioural approach adopted by leaders at the organization with respect to performing their job role. From the research it has been identified that, leadership proves to be highly essential for creating support for employees and it create influence on organizational culture, employee performance and decision making as well. In an organization there are varied number of employees and all of them are concerned with different kind of needs. In case, these requirements have been ignored then, this led to develop negative influence on the motivation and satisfaction level of the subordinates (Caliskan and Zhu, 2020). Henceforth, leaders are responsible for looking upon these needs so that appropriate decision can be taken which are important for enhancing the organizational culture and satisfaction of employees. The findings of the interview revealed that leadership is highly essential as leaders motivates and inspires employees to greater note. In the companies, leaders are playing profound role in understanding subordinates and their requirements (Caliskan and Zhu, 2020). Motivation and inspiration are highly important for employees as these led to enhance their productivity to greater note and leaders takes varied actions such as- providing appreciation, recognition, organising training and so on aspects for motivating and inspiring employees.

Appropriate leadership style results in enhancing the over-all productivity of the employees. It has been analysed that specifying type of style is crucial as it decides about the behavioural approach of the leaders. When a leader approach democratic style then, employees get opportunities in terms of sharing their views and perceptions on the other hand, when leader adopts autocratic style then, this results in strict monitoring of employees and often create higher pressure on employees. However, at some point being autocratic is required so the faster decision making can be processed and appropriate decision can be taken (Sarhan et al, 2020). Employees prefer democratic style as they get the chance to put their opinion. But in varied cases it led to slow decision-making process which impacts final outcomes. It is on the leader that how they adopt leadership style and in which ways they create support for employees. Each of the objective has been addressed and this is clearly visible in the outcomes. There is significant relationship has been observed between leadership and organizational culture. The leader has the potential in terms of influencing organizational culture in positive and negative manner (Sarhan et al, 2020). Organizational culture refers to the set of values, beliefs, attitude, system and rules that outlines about employee’s behaviour in the company. The culture significantly reflects about the values and priority given to employees and therefore while joining a company candidates prefer to look upon the culture of the company.

Leaders takes actions and decision in the organisation and this is specifically related from enhancing over-all productivity of the employees. TESCO has adopted the democratic leadership style and company focuses on creating significant support for employees. This leadership style gives priority to employees and each of the decision in company has been taken in consideration by considering the needs of employees (Paramita et al, 2020). As a result, employee gets higher motivation and they perform their task in effective manner, employee’s performance is often linked with the extent of motivation they receive. Therefore, leader is responsible for taking such action which led to create motivation and inspiration for the employees. Different leadership style creates different types of impact on the employees (Paramita et al, 2020). If a leader treats all employees in equal manner, then, this creates positive impact of employees and on the other hand, when leader undertakes discrimination then, this creates negative influence on the employees. From the interview it was revealed that TESCO focuses on prioritising employees needs which is considered as highly important for enhancing the efficacy of the organization (Yue et al, 2021). This influences the employee performance and decision making on positive note. Similar findings have been witnessed from secondary sources and it has been known that leadership style develops major influence on employee performance and decision making. There is need to develop specific support in this this area so that appropriate steps can be taken in consideration and effectual support can be provided to leaders.

However, there are varied challenges which has been faced by leaders in the pursuit of motivating employees that creates negative impact on employee engagement, motivation and productivity. This can be evidence via primary findings which states that there are varied number of employees in the organization and all of them have different needs (Lam et al, 2021). It becomes hard for leader to full-fill the requirements of each employee and due to this many employees gets demotivated. Furthermore, lack of collaboration between leader and employees acts as a challenging aspect in the whole process and therefore, specific focus required in this context so that appropriate strategies can be undertaken. Furthermore, when any new change introduced in the company at that time it becomes difficult for leader to settle employees in newly change environment.

Lack of clarity in the goals and vision can also led to create major hurdles for leaders and it becomes extremely difficult for leaders to undertake strategic planning. In such situation a leader is not able to take appropriate decision and strategies for employees. There is need to create specific focus on all of these challenges and accordingly corrective measures are required to be undertaken. By focusing on the cause of problem appropriate solution can be identified which are important for solving the challenges (Yue et al, 2021). Hence, it can be stated that, leadership style proves to be highly significant in organization and it creates major influence on the employee performance and organizational culture. Different kind of leadership style creates different types of impact on the culture of the company. A leader has the power of shaping the culture and thereby, this power must be used in fair manner thus, qual opportunities need to be given to all of the employees rather than undertaking discrimination with them. In this manner a leader can effectively create support for employees which led to enhance their performance and ultimately creates positive impact on the organizational culture.

5.3 Recommendation

Below mentioned are the major recommendations for the organization for creating support for employees and impacting organizational culture in positive manner-

Feedback mechanism

The organization must adopt specific feedback mechanism where employees has been given chance to share their feedback. This enables leader to identify the loopholes and gaps creating barriers. From the interview, it has been identified that when employees have been given chance to share feedback then this led to improving organizational culture (Tear et al, 2020). Leader becomes aware about the gaps and loopholes which are creating exact barriers. Thus, TESCO must provide the chance to employees for providing feedback.

Open communication

Open communication provides opportunities to employees so they can share their views and opinions. Therefore, open communication needs to be promoted in the TESCO so that employees can put their opinions. It further helps in sharing of doubts by employees to their leaders, subordinates in the company can share their issues and they can get the significant support from the leaders (Huang et al, 2021). As a result, motivation can be developed for employees and their performance can be increased.

Improving retention

Employee retention is an important aspect as it depicts about the positive culture. In order to assure higher retention in TESCO, all of the employees must be treated in equal manner and no discrimination should be performed on the basis of caste, gender and any other aspect (Huang et al, 2021). Higher retention led to higher engagement and enhances the productivity of the employees.

Encouraging cooperation

The leaders must increase the cooperation in the TESCO by organising training programmes and other group activities. Increase in cooperation led to increase in engagement which creates positive impact on the organizational culture.

Appreciation and performance management

In TESCO leaders should appreciate employees on small and big both types of achievement. Performance management can help in increasing motivation level for employees and they start to perform their task in productive manner (Huang et al, 2021). Performance management is highly important for enhancing over-all performance of employee’s and this further assure that no discrimination has been done and employees are being recognised on the basis of their performance.

Thus, above mentioned are the major recommendation that must be followed by organization for creating positive influence on organizational culture and employee’s performance.

5.4 Implication

The research is useful for different types of organizations whether they deal in retail, manufacturing, hospitality, tourism and any other kind of sector. Leaders are required in each sector and therefore, findings can be implied in all of the organizations. The research stated that, leaders have the potential of shaping organizational culture and creating support for employees so their productivity can be enhanced to greater note and further higher engagement can be ensured. However, the most important aspect is to select appropriate leadership style that comprised with creating significant support for employees (Yue et al, 2021). There is need to promote open communication in the company so that employees can effectively share their doubts and issues with the leaders. In order to enhance employee performance, sense of belongingness needed to be developed in them which is only possible after interacting with them. Thus, findings of the research can be used for promoting open communication in the organization. Furthermore, feedback mechanism can be adopted in the company which is important to knowing the loopholes creating issues between employees and leaders. Thus, by knowing these aspects companies can implement effective communication with the employees which is necessary to enhance the engagement level to greater note.

5.5 Scope of future research

This research has created detailed insights related to the importance of leadership in the organization and how it influences organizational culture, employee motivation and engagement level. The future research can be undertaken for identifying about the ways in which different type of leadership contributes in different manner in enhancing organizational culture. Each style has its own advantages and disadvantages. Thus, by conducting research in this area most appropriate leadership style can be witnessed and further this can be known that which leadership style is appropriate in different types of situations. The future research would be conducted in this area so that detailed insights can be gained with regards to leadership and positive impact can be developed on the organizational culture. This was the major gap in current study and thereby, specifying focus in this area is essential.

5.6 Conclusion

Conclusively; this could be stated that, research in this area enable organization to enhance leadership effectiveness, supports in improving organizational performance and further foster healthy work environment. It is important to know about the ways in which leader can create positive influence on the organization and this can be done via prioritising employees needs along with supporting them. Successful leaders have the capability to transform organization along with enhancing employee’s value. The research can contribute in creating a detailed insights for leaders in terms of adopting practices that ultimately results in creating huge support for employees and assure greater support to them. As a result, organizational culture gets impacted in positive manner and rate of retention in the company has also been increased. Thus, the outcomes of the research state that, it is important to adopt significant leadership style in the organization so that employees’ morals can be enhanced. Subordinates in company has higher expectation from their leaders and when they face toxic environment then they get dissatisfied and this results in impacting their productivity in negative manner. In order to improve organizational culture in the organization a leader needs to take decision in the favour of employees without undertaking any type of discrimination. In this manner, positive culture can be promoted and effective support can be assured to employees. Furthermore, this results in enhancing employee performance and increases engagement in the company.

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Interpretivism philosophy of research. 2024. Online. Available through: < https://study.com/learn/lesson/interpretivism-sociology-concept-origin.html#:~:text=The%20definition%20of%20interpretivism%20is,to%20human%20actions%20in%20sociology.

TESCO Leadership, 2023. Online. Available through: < https://www.tescoplc.com/about/board-board-committees-and-executive-committee/executive-committee