Write a research report with regard to the topic you have researched throughout the unit. Your research report MUST comprise, and be structured according to the following sections: • Cover sheet •...

Research title-Impact of leadership styles on employee motivation
Table of Contents
3Introduction
3Research problem
3Research question
3Unit of investigation
4Outlook
4Literature review
4a) Employee motivation
5b) Task oriented leadership
6c) Relation oriented leadership
7d) Change oriented leadership
8e) Participative leadership
9Methodology
9Research approach
10Research design
11Research methods and Data collection
11Ethical considerations
12Findings and analysis
13Recommendations/future research
15Conclusion
17References
Introduction
In today’s competitive workplace, it is considered as an essential prerequisite for managers to equip with leadership orientation and desirable employee behaviour. This is attributable to the fact that business organisations are working in highly competitive environment regardless of the field of production or service. There is need clearly defined vision and mission statement for directing and ensuring continuous operations of business firm. For according success and growth, there are several key factors among which two are identified as of utmost importance. These two factors are leadership skills and environmental impact in terms of human resources (Do
e, 2013). The present research study is based on these two crucial factors-human resources and leadership.
Research problem
The research problem formulated in accordance with the subject area of the research study is, ‘analysing and ascertaining the impact of leadership style on employee motivation’.
Research question
For solving research problem, there is outlining of several research questions as mentioned below:
· What are different kinds of leadership styles and its implications on employee motivation?
· What is the relationship between leadership styles and employee motivation?
· Which leadership style is having the most impact on employee motivation and how it is influencing?
Unit of investigation
There are two units of investigation-leadership styles and employee motivation. The investigation is not fixed and limited to any specific business firm; rather, there are generalised findings and observations. It is done through establishing linear equation between leadership styles and employee motivation for ascertaining whether there is any impact of leadership styles on employees’ motivation, and if yes, to what extent.
Outlook
In the study, there is analysis of different leadership styles which are viewed as independent variables and employee motivation is understood as dependent variable. The detailed description of leadership styles and its relationship with employee motivation is done with the purpose of testing hypothesis whether there is positive implication of leadership on employee motivation or not (Bruce, 2012). The study is based on the notion that employee motivation is more than mere performance of executing defined duties, achieving deadlines, providing optimum inputs, ensuring proper utilisation of resources and achieving departmental goals. All these performance objectives foster organisation with efficiency, specialisation, and improved organisational relations.
However, present study focuses on morale, cohesion, positivity and other motivating factors causing efficiency and paving path of improved performance outcomes. The leadership is considered as the ability to employ managerial competences in a manner lead to organised performance process through inspiring, motivating, and igniting personnel for achieving defines organisational goals (Müller, 2011).
Literature review
The subject area is explored and investigated in this section in accordance with several themes:
a) Employee motivation
It is one of the crucial area of the research study as impact of leadership styles on employee motivation is discussed, which necessitate analysis of employee motivation concept. According to Tallman (2016), employee motivation should be understood as a set of energetic factors encouraging personnel to remain in the job. These energetic factors are internal as well as external, for example job nature, characteristics, individual differences and organisation practices. In other words, the framework of employee motivation is a complete combination of the needs and expectations arise from work and workplace. In present scenario, it is absolutely a huge challenge for every employer. It is pertinent for every employer to understand employees’ requirements, needs, or expectations in order to create a suitable working environment motivating employees (Tallman, 2016).
The author argued that motivating employees is considered as one of the most complicated task. This is so because there is high variability in the workplace which creates difficulty in understanding what motivates employees and what not. In this regard, it is worthwhile knowing that there are several key factors contributing to employee motivation. These factor are employees’ needs, working environment, supervision, feedback, rewarding, fairness and equity (Thompson, Martin & Thompson, 2016). It is believed that these factors are necessary for encouraging employees in the process of achieving goals and creating enjoyable working environment. Besides, it is also said that employees should be invited for sharing their experiences in the process of accomplishing goals. There is also provision of rewards which lead to higher level of motivation and performance, and, these rewards are payment, promotion, and bonuses (Thompson, Martin & Thompson, 2016).
) Task oriented leadership
Ahmad (2013) agreed that this leadership style is concerned with the degree to which leaders’ define their goals enable followers to focus on goal achievement and establishing well-defined patterns of communication. In specific terms, task oriented leadership ask followers to engage in top-down communication for explaining what follower has to do, as well as when, where, and how it should be done. The task oriented leadership style influences employees’ motivation through providing clear structure to employees and encouraging them to complete the tasks at the first point (Ahmad, 2013). This leadership style addresses confusions and queries which give rise to uncertainty and deviate them from their tasks. The clear adherence to the rules and procedures enable employees in completing assigned tasks in the strict guiding framework established by leader.
On study conducted at the University of Michigan for ascertaining impact of task oriented leadership style on employees’ motivation outlined the fact that there is heavy emphasis on planning, coordination, and control. The followers are required to accomplish goal-setting objectives established by leader. This leadership style is visualised as problem-focussed, and capable of changing positively through directing actions and reducing amount of stress, which ultimately results in the employee passion and high motivation for the job. In other words, this leadership style is parallel with better adjustment producing more effectiveness and less depression (Armstrong, 2012).
c) Relation oriented leadership
This leadership style is concerned with the degree to which respect and attention is shown by the leader to their welfare. The leader expresses welfare, word of appreciation and support to followers. In this regard, Bilimoria (2013) asserted that there is stronger impact of relation oriented leadership on employee motivation. There are five specific impact of relation oriented behaviour in terms of team building, consulting and delegating, supporting, developing and recognising. All these aspects help in reducing employee turnover, and moreover reported that relations oriented leadership behaviour help in gaining individualised support. In specific terms, it is argued that relation oriented behaviour helps in stimulating individuals for performing high level achievement. This is evident as there is proper consultation; support and development of people lead them towards performing assigned tasks adequately and optimally (Bilimoria, 2013).
d) Change oriented leadership
As the name indicates, this leadership style is concerned with the ability of getting familiarity with changes, making changes and interacting with personnel for discussing regarding change. Boella & Goss-Turner (2013) mentioned that there is huge implication of change...