This paper was a research proposal aimed to study the influence of leadership style on workplace satisfaction and results in profit maximization with respect to the Retail Industry in the UK. The role of leadership style is a fundamental force for the progression and prosperity of business development. Leadership style is fundamental to motivating workforces and surging their gratification level. A successful hiring procedure, training approaches, and workforce retention with successful leadership behavior are vital for a company. The theories of leadership focus on refining relations between leaders and workforces. It found the paper that there has been using of quantitative strategy using survey questionnaires for collecting the data from the respondents. The sample size was decided as 40 workforces from five retail companies from two states of the UK. It is also found that previous scholars have successfully explored the areas such as leadership styles, associated theories, and their impact on organizational performances.
Notably, in forming a successful relationship between supervisors and subordinates, workforces need a clear comprehension of the impact of leadership styles on workplace satisfaction. In any sector, companies have to deal with problems associated with scheduling, managing, human resources, and leadership (Meuser and Smallfield 2023). It can be said that the role of leadership style is a fundamental force for the progression and prosperity of business development (Khan and Wajidi 2019). The findings of this research could lead to the area of corporate management in the Retail industry and enable leaders to comprehend robust leadership style in relation to job gratification.
The primary aim is to determine the impact of leadership style on job satisfaction and result in profit maximization with respect to the Retail Industry. Objectives to fulfill this aim are:
The research question is stated below:
“How does leadership style impact job satisfaction and result in profit maximization in the Retail Industry?”
According to the study By(2021), leadership indicates the fulfillment of an objective via the direction of humans. A leader is defined as one who can effectively direct his human partners to attain specific consequences. Another scholar, Cortellazzo et al. (2019) defined leadership as the procedure to impact a specific set of individuals in a systematic manner to attain some goals. It has been asserted that leadership is performed by a person who has exclusive roles and task-linked opinions and serves as a vital function in the collaborations with other leaders, conditions, and followers (Tackett et al. 2021).
Another scholar Decuypere and Schaufeli (2020) found that a leader typically utilizes leadership style to impact other individuals’ behavior which can also be described as a behavioral standard that is utilized by someone when he attempts to impact the behavior of others. It is stated that the key to corporate achievement is the association amongst leadership styles, standards, and corporate settings As per Abasilim et al. (2019), leadership style is deemed as a manner employed by leaders to impact, organize, stimulate, and regulate individuals in attaining objectives. It has been stipulated that there exist numerous sorts of leadership styles wherein every one of them is effective relying on the situations, outlooks, beliefs, preferences, and norms of the individuals engaged in describing it as an ideal way adopted by the managers in their attempts to surge their impacts. Myriad leadership styles for corporate leaders are created entailing transactional, democratic, charismatic, transformational, decision-making, task-oriented, autocratic, and so on (Leigh et al. 2021).
As per the study by Ramli et al. (2020), leadership style also depends on the model that is the transformational leadership implied as the influencer of leaders on the followers wherein the leaders attain the workforce’s faith, admiration, trustworthiness, and respect. Furthermore, there is a transactional leadership model which focuses on exchanges that take place between peers and leaders and between leaders and followers. It is further said that the leadership goal path stimulates workforces by selecting behaviors that ideally suit for every condition (such as participatory) and by offering the entirety of their desires along with their path to approach the goal (Richards 2020). This needs some talents like the capability to impact and stimulate others to the theoretical objectives and ethical values while followers are ready to eliminate such norms and go ahead with their responsibilities to become a charismatic leaders (Donkor et al. 2022).
It is true that the key which makes a company profitable in numerous manners is job satisfaction. It has been found that efficiency and higher performance come from workforces who feel gratified (Waltz et al. 2020). Preserving gratified workforces can assist companies lessen the cost of hiring and training novel workforces. The notion of job satisfaction is deemed as the outcome of a company which is gauged constantly about its most implemented settings and has been enormously examined as part of corporate behavior and psychology (Padmanabhan 2021). It is further stated that a major issue for the company because of job gratification must be supposed since workforces who feel gratified enough are familiar with their higher quality performance. These can make their job-associated abilities to be more fruitful, trustworthy, effective, and dedicated to the work. It is asserted that when a company can be performed due to lower workforce job gratification, typically an attribute of an effective company is defined by the workforce who feel satisfied (Ali and Anwar 2021). Another study by Widjaya et al. (2020) stated that job gratification is deemed as pleasing for constructive sentimental situations, consequences from the evaluation of a person’s work and work experience. It is supposed as a mutual outlook of work, associated with the variance between the advantages received by workforces and the volume they perceive they must get. Job satisfaction is the usual attitude to the efficiency of an individual’s business which depicts the variance between the number of rewards attained and the number they perceive they must get (Kalyanamitra et al. 2020).
Transformational leaders are found to work with followers, workforces or groups to recognize the essential variations and develop a vision. Moreover, their role is to direct them via the variations by stimulating and implementing the changes in conjunction with the dedicated associates of the diverse teams (Sungu et al. 2019). Therefore, this style of leadership is recognized as visionary leadership wherein management in the companies stimulates their workforces to surpass some expectations. It can be said that a leader with this style of leadership is more of a charismatic leader and tries to inspire workers both via his charm and vision (Yin et al. 2020). Another researcher Yücel (2021) found that transformational leaders function with workers to certify that the objectives and aims of the company are demonstrated evidently amongst workers. Therefore, such managers with their exclusive facts, norms, actions and outlooks stimulate their followers. Henceforth, they inspire the workers in a manner that particularly goes ahead with the rewards and eventually develops a sentimental devotion for the followers or workers to the managers. The workers are found to trust such leaders and they attempt to meet the expectations of the leaders (Sudibjo and Prameswari 2021).
A study by Macambira et al. (2022) stated that the transactional leadership style emphasizes the direction and organization of the employees in the companies. Further, it emphasizes on individual and corporate performance in the companies. Therefore, the leaders utilizing this style of leadership implement rewards to attain the intended performance from each worker and the whole team. Besides, they utilize punishment when the workers do not act as per the expectations or when they find any variances in the performance procedure via the supervision (Okoh et al. 2021). This style of leadership just assists workers when they require more attainment than daily achievements. Workforces are provided rewards just when they implement some activities consequently or are penalized when the accomplishment of their operations is not realized (Ani et al. 2021). As such leaders are particularly concerned with fulfilling activities, they implement negative as well as positive reinforcements as per the conditions and requirements so that they can attain the results or targets that are intended. Besides, such leaders don’t offer the right for a worker in the businesses to be an imaginative worker in regards to performing operations and duties in the company (Steenkamp and Ziaei 2021).
It has been asserted by Breevaart and Zacher (2019) that a leader with a laissez-faire leadership style usually evades making decisions. These are typically reluctant to perform and avoid conditions wherein there are opportunities to encounter issues. The leaders who perform this style of leadership are found to not offer feedback to their followers, and hence they work as per their individual procedure of being naturally empowered. Nevertheless, they offer complete strength to the followers to fulfill the accountabilities as per the directions of the companies (Islam et al. 2018).
It has been stated by Anastasiou and Garametsi ((2021) that job satisfaction momentously relies on the leadership style. Supple companies possess a participatory managerial style with a collaborative setting and gratified workers. Transformational leadership is found to be greatly effective in improving job satisfaction. It has been indicated that this style of leadership also impacts the workforce's opinion and commitment to the company. It is further found that transformational as well as transactional leadership can impact the gratification level of workforces (Görgens-Ekermans and Roux 2021). Nevertheless, transformational leadership has a higher influence on job gratification in relation to transactional leadership. It is also asserted that transformational leaders perceive in empowering workforces that improve their inspiration and gratification level. It is stated that when a leader exchanges his sentiments and opinions with the workforce in a robust manner, it impacts the workforce’s sentiments, performance, and job gratification of the workers. (Lakshmypriya and Ramakrishna 2020). It is due to the fact that leaders have an impact not just on workers’ sentiments and opinions but also on their motivation values, needs-demands, and more are vital in their practices to recognize goals (Cakmak et al. 2015).
It is stated Tripathi (2019) that a profitable company usually indicates to that a business is gaining profits which imply that the income is greater than the expenses. However, to review whether the gains are adequate, they should be set in respect of something which is invested capital. In the conventional economic model of the company, it is supposed that a company’s goal is to surge short-run profits which means profits in the present times that are usually taken to be a year. It can be said that in numerous kinds of market structures like monopoly and others, the conventional microeconomics concept elucidates the price and output determination by supposing that company’s goal is to surge present or short-run profits. Such a present short-term profit maximization framework of the company has offered decision makers helpful outlines with respect to effective managerial and allocation of resources.
Effective leadership styles can enable the improvement of performance when companies confront novel challenges. It has been stipulated that the kind of leadership style adopted by a company directly impacts the performance of the workforce particularly associates to the profits and productivity of the company. It is said that companies might effectively operate when management adopts a suitable and competent leadership style (Kuknor et al. 2021). Therefore, it is vital that collaboration and cooperation are developed between managers, workforces, and the workplace setting. It is found that transactional leadership assists companies in attaining their present goals more effectively by associating job performance to valued rewards and by certifying workforces have the resources required to attain the job performed (Bhargavi and Yaseen 2016).
Notably, the population of the proposed study is deemed as the sum total of the components of the target area the scholar aims to examine. Moreover, the study population further indicates to the entire set of individuals regarding which certain data is needed to be figured out by the scholar. This is deemed as an entire set of individuals with a unique range of attributes (Campbell et al. 2020). In this proposed study, the population will encompass the workforce of five retail companies in the UK. The sample size of this study will be 40 respondents chosen from those retail companies. The retail companies will be selected from two states in the UK as the sample for this research. The participants will have working groups in the companies such as supervisors, senior managers, and workers. Besides, the selection technique for the questionnaire respondent sample will be compatible with the study questions since the selection process mainly targets workforces who operate in the retail industry in the UK. The research will carry out on the chosen working groups since they are most impacted by the leadership styles employed by the management. The survey will be provided to them to seek their feedback about the constructed research questions of the present research study. The participants in this study will be both males and females who are full-time workers. Furthermore, the participation of the respondents in this research will be voluntary.
Also, the sampling technique that will be chosen in this study is a stratified random sampling method of probability sampling since it offers equal opportunity to entire participants. Moreover, it is chosen since it can divide the whole population of samples into small subsets of samples termed as strata. Besides, it is chosen as a suitable technique since it can enable scholars to attain a sample population which ideally demonstrates the whole population being investigated (Lessels and Bishop 2020).
Research design indicates the usage of evidence-linked processes, directions and standards which offers the outlines and techniques to conduct a study. It is deemed as the usual approach selected to integrate the diverse elements of the study into a logical and coherent way so as to effectively solve the research issue of the study (Carter,et al. 2023).
There are mainly three research philosophies named positivism, interpretivism and critical realism. The current study is going to employ a positivism paradigm since this philosophy aims to produce explanatory relations or causal associations which eventually contribute to forecasting and regulation of events in question. This paradigm allows the research to be operated in a dualistic world wherein the scholar does not collaborate with study respondents to reduce the bias. Moreover, it will allow scholars to adopt scientific techniques and organise the know-how generation procedure with the assistance of quantification to improve accuracy in the description of aspects and the relations amongst them (Al-Ababneh 2020). This paradigm is further concerned with uncovering faith and depicting it through empirical means. This philosophy underpins quantitative methods and utilises experimental designs to gauge effects, mainly via group changes. Moreover, the data gathering methods emphasise on collecting hard information in the form of numbers to facilitate evidence to be depicted in quantitative form (Ryan 2022).
There are majorly two research approaches named as deductive and inductive. The deductive approach intends to test an existing theory while the inductive approach aims to develop a theory. The inductive approach entails the search for trends from observation and the establishment of elucidations. This approach does not mean disrespecting theories while forming study questions (Al-Ababneh 2020). The intent is to produce meanings from the dataset gathered to recognize trends and relations to form a theory. Nevertheless, this approach does not stop the scholar from using current theory to form the research question to be investigated. The deductive approach implies reasoning from the specific to the general. This might validate to see if such a relation did attain in more general situations. There will be the use of a deductive approach by scholars in this study. This will enable the scholar to elucidate the causal relations between concepts and variables. Moreover, it will assist him to measure concepts quantitatively and to generalize the study findings to some extent (Varpio et al. 2020).
In this study, the quantitative research strategy will be considered. It is deemed as the evaluation and quantification of variables to attain rational and significant outcomes. Such a technique of study highpoints the determined measurement and the statistical assessment of the data collected via surveys. There is no doubt that the quantitative survey revolves on gathering quantitative data via a pre-chosen sample size while generalizing the outcomes attained across the set of individuals to elucidate a specific variable across a particular event (Busetto et al. 2020). The applicability of the quantitative strategy will offer higher statistical validity and reliability, producing higher generalizability and reinforcing the outcomes of the study. Moreover, the survey utilized in the quantitative technique will enable for a more effective allocation of time, facilitating the accumulation of a massive volume of data in relation to the qualitative techniques in a specified time period. It can be said that since a quantitative strategy could offer the data essential to address the study problem, it will be a suitable choice for this research. The quantitative strategy is chosen since the outcomes collected via this strategy are statistical, practical, and impartial. It further can be useful to measure variables, examine relations between variables, validate techniques, and investigate issues for massive sets of people implementing the technique appropriate for the study issue. It will allow for the establishment of relations with a foundation to find the reliability and validity of the research (Hennink and Kaiser 2022). However, a qualitative method will not be appropriate for this study since the such strategy is utilized to characterize and acquire from the aspects of the study. This is not apt for the examination as the motive of the study will be to investigate the impact of leadership styles on satisfaction and profitability.
The questionnaire instrument will be used in this study to collect the data from the participants. This will contain 15 questions of which 4 will be related to asking demographic information and rest will be related to the leadership style and its impact on profitability and job satisfaction.
For the purpose of measurement in this survey study, the scholar has chosen a five-point Likert scale. It can be said that the Likert scale is deemed as the bipolar technique that is employed to gauge positive as well as negative responses to the question asked in the survey. It is an extremely renewed technique and has been broadly employed by numerous scholars to measure the outlooks of management and workforces since the technique is easy to run (Alabi and Jelili 2022). Besides, this scale supposes that the intensity of the experience is linear which means on a range from strongly agree to strongly disagree, and supposes that outlooks can be measured. The participants will be provided with five choices with the neutral aspect (neither agree nor disagree) in between. Employing a five-point Likert scale, the questionnaire respondents will be asked to rate and offer comments on the following survey (Bhatti et al. 2022).
The data for the purpose of this research will be attained using the quantitative research technique that is the primary source of collecting data. Such a technique will include collecting first-hand data for the study. There will be the use of survey questionnaire technique to collect primary data since it is deemed an extremely logical method that can be exchanged with targeted participants to collect the required information from them (Braun, et al. 2021). Furthermore, the survey is quick and easy to attain data from massive participants, considering the size of the sample as 40. It can be said that the survey will encompass a total of 15 questions that will be created by utilizing Google Forms and the link to the questionnaire will be provided to the participants via email. The scholar will use close-ended questions in the survey questionnaire which means the survey will have the questions that can simply be answered using a rating scale. The scholar has chosen this technique since the participants are limited in their responses henceforth providing room for just pertinent responses and remaining within the scope of the questionnaire (Nayak and Narayan 2019). Besides, the close-ended survey is simple to compare responses from diverse participants which makes evaluation and computation of the data gathered extremely easy (Mangels et al. 2020). For the purpose of secondary data, the scholar will gather it using the sources such as peer-reviewed journal articles, online articles, newspapers, magazines, industry publications, government websites, annual reports, and more. The collected data will be analyzed using MS Excel software and descriptive statistics. The opinion of data analysis will allow for assessments of the distribution of demographic attributes in the sample and will give a viewpoint of the respondents from which the sample will be drawn. Besides, the descriptive statistics will entail the frequency and the percentage of the frequency for entire variables (Rai and Fahmi 2021).
Questionnaire questions examples:
Show your degree of agreeableness with the following statements:
There is no doubt that limitations indicate the prospective areas of weaknesses in the research, relying on the research design and which are out of the direct control of the scholar. With respect to methodology, the survey questionnaire is restricted to only five retail companies in the UK which is a limitation. Another limitation is that not all the respondents have engaged in the survey questionnaire. It can be said that the limitation of this study can be the sample size of the location demographics. It can be said that limiting the research to only respondents in two states in the UK might limit the capability to draw conclusions that are applicable on a nationwide or global scale. Moreover, there will be resource restrictions like time and funds limits. Another limitation to this research will be the usage of questionnaire instruments for collecting data. The participants will be limited to the thought demonstrations that the scholar creates. Moreover using the statements with the Likert scale answers leaves no room for interpretation, though useful for measuring generalization. Also, the usage of self-reporting questionnaires might have led to social desirability biases on the part of the respondents.
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