CHAPTER 1

THE IMPACT OF LEADERSHIP STYLES ON BUSINESS PERFORMANCE IN

CONSTRUCTION INDUSTRY IN GABORONE CASE OF MANASE CONSTRUCTION

INTRODUCTION

The main objective of this chapter is to provide introduction and background of the study. The
other objective is to provide the statement of the problem in which I will identify the problems
that are faced by construction industry I also will address the assumptions of what I think may be
happening in industry at large. This chapter also will have a conclusion which will summarize
everything that has been discussed in this chapter.

BACKGROUND

Manase construction is located at Gaborone west along Dithothwane Road, it has employed more
than 50 employees. It started around 25 March 2015 to reduce unemployment rate. It has only
one branch in Botswana. In the global competitive environment, effective leadership is necessary
to reduce the attrition rate. From the effective leadership styles only, it is possible to achieve
organizational goal productivity. Leadership effect on the employee performance and
productivity. Leadership plays a role in creating an enthusiastic atmosphere and culture in an
organizational (Alghazo & Al-Abazi 2016). Hurdazue 2015 proclaimed that effective leadership
style could promote excellence in the development of the members of the organization.
According Skoogh 2014 it is safe to say that leadership has played an important role since the
dawn of history of mankind.

An effective leader influences follower in a desired manner to achieve desired goals. Different
leadership styles may affect organizational effectiveness or performance. Transformational
leadership is a stronger predictor of both job satisfaction and overall satisfaction. It is concluded
that employee performance is influenced by a competitive and innovative culture. Organizational
culture is influenced by leadership style and consequently, leadership style affects organizational
performance.

PROBLEM STATEMENT

Many organisations are striving for success and to compete with those they share industry within
order for the organisation to be successful they should provide good leadership styles more
efficiently and effectively. According to Ibrahim (2004), employee performance includes defined
duties, meeting deadlines, employee’s competency, team input and achieving departmental goals
and effectiveness, efficiency on doing work. Employees need a strong motivation in order to
bring the best performance (Kumar 2014). It appears that some business around Gaborone do not
have leadership styles which lead them to work in harsh conditions, sometimes work under
pressure hence do not meet deadlines on time thus why therefore the problem of this study is to
investigate an impact of leadership styles on business performance.

AIM OF THE STUDY

The aim of this study is to examine the impact of leadership styles on business performance in
construction industry in Botswana.

OBJECTIVES OF THE STUDY

 To examine the current leadership styles used in the construction industry in Gaborone
 To assess the leadership styles that contributes to business performance.
 To explain the relationship between leadership styles and business performance

SUB RESEARCH QUESTIONS

 What is the current leadership styles used in the construction industry?

 What are leadership styles that contributes to business performance?
 What is the relationship between leadership styles and business performance?
SIGNIFICANT OF THE STUDY

There are different leadership styles that can be used in organizations for improvement or good
performance, in this study I will be touching on those that I see best to address the problem of the
study,.Therefore it is necessary in every organization for personnel’s in position of leadership
position to identify their industry, know what the goals of the organization are and adopt
appropriate leadership style that will be appropriate to enable subordinates to work in accordance
to this goals and the performance of the organisation. Employee performance includes various
things such as executing defined duties meeting deadlines, employee competency; team input
and achieving departmental goals and effectiveness and efficiency in doing work. Thus therefore
the findings and solutions of this study will provide Jephthah Civil Engineers Pty Ltd and other
construction companies in Gaborone with understanding of the different leadership styles that
they can use to better up and improve the performance of their business. I will be using the main
leadership styles which are democratic leadership, autocratic leadership and laissez-faire
leadership styles to investigate more on their impact on business performance.

DELIMITATIONS

This research is to be carried out using secondary information and it starts from the beginning of
February 16 2020 to March 25 2020. The company that I chose for this very topic which is to
find out the impact of leadership style on the performance of business in construction
industry.

LIMITATIONS

I aim to investigate the impact of leadership on the performance of business in construction

industry and carry duration of 3 months. Bryman (2008) says limitations of the study are those
that characteristics of design or methodology that are the impact or influence the interpretations
of the findings from the research. They are the constrains and application to practice, and utility
of findings that are the results of the ways in which you initially chose to design the study and
the method used to establish internal and external validity [ CITATION Isr061 \l 1033 ]. The chosen
population can end up giving wrong information if there is an error made [ CITATION Daw11 \l
1033 ]. Dawson (2011) explains that some people may not want to participate though they are
very relevant people. The following are the limitations to the researcher.

 The researcher did not have enough research materials. There are no books in the library
and internet services are poor.
 The monthly living allowance is not enough since the researcher needed more money to
carry out the research. (Financial constraints)
 The research was only carried out in Gaborone in one sector and this limits the amount of
data collected.
 The researcher worked under pressure during the research process because she had only
three months to complete the research. (Time constraints)

ASSUMPTIONS

This study will be based on the following assumptions:

 Leadership styles are learned and can be modified through education, life experience and
training.
 Participant’s information about their businesses and leadership position accurately
represented.
 Participants based their responses on their actual experiences and had adequate
understanding of organisational leadership to complete survey.

ETHICAL CONSIDERATIONS

Ethics are the principles and guidelines that help us to determine and uphold what is morally
justifiable

Ethical issues observed in a study may include “informed consent, right to anonymity and
confidentiality, right to privacy and respect for persons” (Brink & Wood 1998:200-209)
  Informed consent
Informed consent entails informing the participants of the purpose of the study and any possible
risks and benefits from participation (Neuman, 2004). The researcher made sure that the
participants understood what the research involved, specifically the procedure to be followed, as
well as demands or risks. Consent was therefore obtained from research participants to partake in
the research. The researcher explained to the participants that data was to be collected through
focus group discussions.

 Privacy, Anonymity and Confidentiality

In research privacy of participants is respected in order to study social behaviour especially when
asking about private intimate details (Neuman 2004). As a result, the names of the interviews are
not provided in the dissertation. That is, the participants’ identifications remain anonymous. The
researcher has therefore kept the details of the interview participants confidential.

 Voluntary Participation
Participants were informed that participation in the study was voluntary and consent was sort
before commencing with data collection. The researcher explained that failure to participate in
the study or withdrawal at any stage would not result in any penalty or negative consequences for
the participant

STRUCTURE OF THE RESEARCH

Chapter one discussed a general introduction and an overview of the background to the
research, statement of the problem, research objective, research questions, significance of the
research, delimitation and limitation of the research, research ethical consideration and the
structure of the research.

Chapter two took a look at the literature review of the research.

Chapter three focused on the research methodology in terms of research design, research
population, sampling technique, sampling size, data collection procedure and data collection and
analysis.
Chapter four looked at the presentation and analysis of findings.

Chapter five presented the summary of research findings, conclusions from the findings and
recommendations following from the conclusions on the findings.

DEFINITION OF TERMS

According to Johnsonat et al., (2017) states that leadership is simply the process of influencing
an organization (or group within an organization) in its effort towards achieving an aim or goal

Democratic leadership style

Democratic leadership exactly sounds like, the leader makes decisions based on the input of each
team member. In this type of leadership style the leader includes one or more employees
in the decision making process, but the leader normally maintains the final decision
making authority According to (Mullins, 2002), democratic leadership can be defined as the
action of the leader whereby consultations are made with subordinates in decision making given
greater providence to individual or group participation..

Autocratic leadership style

Here the leader tells his or her employees what to do and how to do it, without getting their
advice. They cannot criticize or question the leader’s way of getting things done. The leader
himself gets the things done. According to Mullins (2002), this is the inverse of democratic
leadership, in this leadership style, the leader makes decisions without taking input from anyone
who reports to them. Employees are neither considered nor consulted prior to a direction and are
expected to adhere to the decision at a time and pace stipulated by the leader.
Laissez-faire leadership style
On this leadership style the leader allows the employees to make the decisions, however,
the leader is still responsible for the decisions that are made. The team/employees are
welcomed to share their views and provide suggestion which is best for organizational interest.
According to Mullins (2006), he describes laissez-faire style as genuine and it is where the
manager observes subordinates perform their task on their own. This style is marked by
indecision on, uncertainty and indifference.

Performance is understood as achievement of the organization in relation with its set goals. It
includes outcomes achieved and accomplished through contribution of individuals or teams to
the organization ‘s strategic goals. According to Burkart (2013) employee performance is the
job-related activities expected of a worker and how well those activities are executed in
accordance with the required standard in the achievement of organizational goals.

REFERENCES

Bryman.A.(2008), Social Research Methods, Oxford University Press: USA

Dawson. (2011). practical research methods USB publishers new Delhi.

Dawson, C.(2002), Practical Research Methods, USB Publishers: New Delhi

Healy, I.J (1999), why you should retain your customers?: Americas community banker

Ibrahim, N.M (2004) organizational climate and its relation to job performance, survey study on
security forces officers in Rigadh, Nuief Arabian university of security forces, Department of
administrative science

Israel,.M (2006), Research Ethics For Social Scientists, Sage: London

Mullins, A. (2007). Management and organizational behavior. 8th edition England: Pearson
Education limited
.

CHAPTER 2

THE IMPACT OF LEADERSHIP ON BUSINESS PERFORMANCE IN CONSTRUCTION

INDUSTRY IN GABORONE

INTRODUCTION

This chapter represents a review of the relevant theoretical and general literature by exploring
what other authors has observed showing their linkages and relevance to the topic which is the
impact of leadership on the performance of business in the construction industry. This chapter
also will explain the key concepts because authors can talk about the same thing or word yet
describe it differently so the explanation will be made in relation to the topic. The impact of
leadership style will be explained more in this chapter.

THEORITICAL FRAMEWORK

Fiedler’s theory directed the study variables by the assertion that the leader’s ability to lead is
contingent upon various situational factors, including the leaders preferred style, the capability
and behaviors of workers that depend heavily on the situational factors. Fiedler noted that
leadership behaviors generally fall on a continuum between task-oriented and relationship
oriented behaviors. He explores that relationship between three factors that affect leadership
effectiveness: personal relationships with work associates, the structure of the task to be
performed by the group and the power associated the leader’s position in the organization.
According to Fiedler, leaders who are task oriented tend to be more effective in very favorable or
unfavorable situations than those who are relationship oriented. Leaders, who are relationship
oriented, in contrast perform better in situations that fall between the two extremes.
CONCEPTS OF LEADERSHIP AND PERFORMANCE

Business performance includes defined duties, meeting deadlines, employee competency, team
input and achieving departmental goals and effectiveness and efficiency in doing work.
Employees in the construction industry need a strong motivation in order to bring performance
since they work in harsh conditions and labor work. Ibrahim (2004) stated that business’s
performance is simply the result of partners of action carried out to satisfy an objective according
to some standards. This means employee performance is a behavior which consists of directly
observable actions of an employee, and also mental actions or products such as answers or
decisions, which result in organizational outcomes in the form of attainment of goals.
Furthermore he assessed that business performance is an activity that provides both goals and
methods to achieve the organizational goals and also provide the achievement level in term of
output.

Leadership is a widespread process, which calls for authority, responsibility and delegation of
power. Leaders help to direct, guide and persuade their employees towards achieving their
personal and organizational goals and objectives, thus leadership style cover all aspects of
dealing within and outside of an organizational handling or dealing with conflicts, helping and
guiding the work force to achieve and accomplish their tasks and appearing as a role model for
all. According to Kumar (2014) leadership is defined as a process by which a person influences
other to accomplish an objective and directs the organizational in a way that makes it more
cohesive and coherent pp 141. These are accomplished through the application of leadership
attributes, such as belief, values, ethics, character and knowledge. Moreover, leadership is the
integrated sharing of vision, resources and value to induce positive change. It is the ability to
build up confidence and zeal among people and to create an urge to be led. Wammy & Swammy
2014 stated that leadership is a social influence process in which the leader seeks the voluntary
participation of subordinates in an effort to reach organization goals and therefore a leader is a
person who delegates or influences others to act so as to carry out specified objectives. Memon
2014 assess that leadership is a process by which an individual influences the thoughts, attitudes
and behaviors of others by taking responsibility for setting direction for the firm, others to see
and visualize what ahead and come up with a way of achieving it.

Leslie et al 2013 stated that leadership is the ability to influence people to willingly follow one’s
guidance to adhere to one’s decisions. On the other hand, that a leader is, the one who obtains
followers and influence them in setting and achieving objectives. Furthermore Sundi (2013)
explains leadership as the ability to convince and mobilize others to work together as a team
under his leadership to achieve a certain goal. However, leadership is the influencing process of
leaders and followers to achieve organizational objectives through change. According to Hill
2008 leadership is the process of motivating, influencing and directing others in the organization
to work productivity in the pursuit of organizational goals. Armstrong (2003) stated that
leadership is the ability to persuade others willingly to behave differently for achieving the last
set for them with the help of the group. Generally leadership style refers to the way a leader
provides direction to his/ her organization, how plans and programs get implemented and also
staff is motivated to do their own work.

Likewise Bass concur that definition of leadership consists of influencing the attitudes and
behaviors of individuals and the interaction within and between groups for the purpose of
achieving goals. Robbins (2003) also defined leadership as a process of social influence in which
one person is able to enlist the aid and support of others in the accomplishment of a common
task.
TYPES OF LEADERSHIP STYLES

Autocratic Democratic leadership

leadership charismatic
Laisse
z faire

servant transactional
leadership
leadership leadership

AUTOCRATIC

Autocratic leadership is the inverse of democratic leadership. In this leadership style the leader
makes decisions without taking input from anyone who reports to them. Employees are neither
considered nor consulted prior to a direction, and are expected to adhere to the decision at a time
and pace stipulated by the leader. This often considered as the classical approach. It is one in
which the manager retains as much power and decision making authority as possible. The
manager does not consult employees nor are they allowed to give an input. However the leader
makes decisions without taking input from anyone who reports to them. Employees are expected
to obey orders without receiving explanations, also employees are either considered nor
consulted prior to a direction and expected to adhere to the decision at a time and pace stipulated
by the leader. The motivation environment is produced by creating a structured set of rewards
and punishment. According to Swarap (2013) this style of leadership is based on the traditional
promise that leaders are good managers who direct and control their people, however the
position is supported by employees under autocratic leadership style. Dessler and Starke (2004)
stated that the autocratic leader would generally solve an issue and make decisions for the group
using observations and what they feel is needed or most important for the majority of the group
members to benefit at that time. The autocratic leaders provide their direction, monitor progress
closely and convince subordinates of the position of management. Gordon (2013) stated that
organizations with an autocratic style of leadership have instances of employee’s absenteeism
and unusually high turnover

ADVANTAGES

 Good control overview

 Unimpaired program
 No longer discussions
 Rules give security
 Discipline

DISADVANTAGES

 Defiance
 No development of freedom of choice
 Less own initiatives
 No trust
 Less or no self confidence
.b) DEMOCRATIC

According to Swarap (2013) democratic leadership is also known as participative leadership

style. It is a leadership style that encourages employees to participate in decision making in the
organization. The democratic leader makes sure that everyone’s voice is heard, achieving
consensus before steaming ahead. A democratic manager keeps his employees informed about
everything that affects their work and shares decision making and problem solving
responsibilities. Furthermore Ushie et al (2010) explains that in democratic leadership style, the
manager delegates’ authority to subordinates while retaining the ultimate responsibility. This is
exactly that sound like, the leader makes decisions based on the input of each team member
although a leader makes the final call, each employee has an equal say on a project direction.
Dessler & Starke, (2004) assess that the participants displayed this kind of leadership by
obtaining suggestions from other members of the group to come to a consensus when trying to
solve a problem or an issue. These leaders would then talk amongst themselves and come to a
decision as to what the group would do. This leadership style tends to foster responsibility,
flexibility and high morale that will result to improved employees performance. Democratic
leadership can produce high quality and quantity work for long periods of time, many employees
like the trust they receive and respond with cooperation, team spirit and high morale. Moreover
democratic leadership allows lower level employees to exercise authority, also resembles how
decisions can be made in company board meetings.

c) CHARASMATIC LEADERSHIP

weber 39 defined charismatic leadership as resting on devotion to the exceptional sanctity,

heroism or exemplary character of an individual person.’ Shamir etal discussed that making a
charismatic leader require a consciousness of multi-dimensional identity which was significant in
this style of leadership, she indicated with respect to the means which the leaders use, that the
charismatic leaders may lead to creativity and innovation business basically on their behaviors
and personality. Daniel (2002) stated that this style relies on the charm and persuasiveness of the
leader; charismatic leaders are driven by their convictions and commitments of their cause.
Charismatic leaders are sometimes called transformational leaders because they share multiple
similarities. The main difference is focus and audience; however charismatic leaders often try to
make the status que better. Moreover this leadership style often identifies in terms of crises and
exhibit exceptional devotion to and expertise in their fields, they are often people with a clear
vision in business or politics and the ability to engage with a large audience (Carter M 2008).
Leaders applying charismatic leadership style are the ones who automatically or rather smartly
attract a plethora of people with their charm and charisma; they are self-motivated, passionate,
and confident hence business growth. Leadership like this can be used to build a powerful
standing in the market place and gain a huge fan-following using their strong self-image. In
addition charismatic leaders have distinct ability to dissect and decipher any inefficiency within
an organization (Alan 2013). According to Eze (2010) charismatic leadership is achieved
through setting an example, rather than through instruction or intentional staff development,
establishment of high standards, and through impart of enthusiasm evidences abound on the
positive correlation between charismatic leadership and enhanced organizational performance.

d) LAISSEZ-FAIRE LEADERSHIP

Alan (2013) described this style as a situation where the subordinates are left on their own to
work. The leader do not interfere in the subordinate activities even though he makes himself
available for consultation when the need be. Asare (2012) stated that the leader delegates his
responsibility to take decisions to the subordinate and also gives them all the authority and
control to go about their actions and accomplishments. Kendoa (2013) state that this leadership
style involves giving group members the freedom to make decisions. According to Muhummad
& Usman (2012) assess that this leadership style gives more opportunities and least possible
guidance to employees in decision making in the organization.

E) SERVANT LEADERSHIP

Servant leadership is demonstrated in a leaders desire to motivate and guide followers, offer
hope, and provide a more caring experience through established quality relationships. Whetstone
(2002) explains that the servant leaders desire to serve the needs and desires of followers must
supersede the leader’s personal interests. Servant’s leaders demonstrate a sense of moral
responsibility and respect for followers as they inspire follower to grow and to develop.

F_) TRANSACTIONAL LEADERSHIP

Transactional leaders are seen as those who guide or motivate established goals by clarifying role
and tasks requirements ( Robbins,2003). Transactional leadership is created based on the basis of
exchange between leaders and followers. The transactional leaders tend to stimulate their
followers with rewards in an exchanged based relationship. Accordingly, the leader member
exchange is dependent upon rewards. The leaders will offer the rewards based on what was
discussed in the formal contract or business. Guardia 2007 state that transactional leadership
believed reward system is necessary between leaders and followers for the objective of
advancing their personal goals. Transactional leadership is the elementary factor to
organizational success at both team and individual level and that transactional leadership
behavior has vital relation with group and individual performance factors.

INFLUENCE OF LEADERSHIP STYLE ON BUSINESS PERFORMACE

Achieving highly sustainable competitive advantage was one of the organizational major
objectives which all businesses pursue to become true which has mix of human and non-human
elements were essential and needed to utilize. Stahl, 2007 stated that most studies related to
competitive advantage and success of business have highlighted on understanding the company’s
weaknesses and strengths as well analyzing its opportunities and threats what are called (SWOT
analysis) today and discover how these components have a role in forming and implementing
business strategies. SWOT analysis designates the goals of business and names internal as well
external influential factors that are significant or not in carrying out these goals.
IMPORTANCE OF LEADERSHIP STYLE ON BUSINESS PERFORMANCE

Leadership is an important function of management which helps to maximize efficiency and to

archive organizational goals the following points justifies the importance of leadership :( Jooste
2009)

 Motivation: a leader proves to be playing an incentive role in the concern’s working. He

or she motivates the employees with economic and non-economic rewards and thereby
gets the work from the subordinates so once there is motivation work will be performed
effectively.
 Providing guidance: a leader has to not only supervise but also play a guiding role for the
subordinates. Guidance here means instructing the subordinates the way they have to
perform their work effectively and efficiently
 Creating confidence: confidence is an important factor which can be achieved through
expressing the work efforts to the subordinates, explaining them clearly their role and
giving them guidelines to achieve the goals effectively. It is also important to hear the
employees with regards to their complaints and problems this will develop confidence of
employees and job will be done well.
 Building morale: morale denotes willing cooperation of the employees towards their
work and getting them into confidence and winning their trust. A leader can be a morale
booster by achieving full co-operation so that they perform with best of their abilities as
they work to achieve goals

CONCLUSIONS

In conclusion the researcher have realized that the authors explain the same thing, they might
have explains this in different way but it means the same. The researcher has realized that there
are different types of leadership style which is democratic, charismatic, laissez-faire and servant
leadership. According to the researcher’s perspective good leadership style boost morale and
builds work environment, it will help to achieve goals in the organization lastly it helps to
reduces mistakes.

REFERENCES

Achua C.F & Lussier R.N (2013) Effective leadership 5th edition, Canada, South Western

Alan M. (2013) leadership styles (online htt//www.ofd.ncsu.eda/wp.content/ leadership)

Asare, O.M. (2012) An empirical investigations between leadership style and organizational
performance in Ghana

Bass B.M (2000) The future of leadership in learning organizations, journal of leadership
studies 18-40

Carter M, (2008) overview of leadership in organization

Daniel G, (2002), the new leaders: transforming the art of leadership into the science of results,
little brown, Lancaster press, London

Eze H.C (2010) leadership in organizational, journal of Nigerian institute of management 29-35

Ibrahim, N.M (2004) organizational climate and its relation to job performance, survey study on
security forces officers in Rigadh, Nuief Arabian university of security forces, Department of
administrative science

Jooste, K, (2009), leadership in health, Cape town : juta & Co

Muhammad, FJ.& Usman, M.M (2012) Leadership styles enhances the employee organizational
commitment: a case study of educational institutions in Lahore, International journal and
conference management, statistics and social science

Robbins, S.P. (2003). Research methods for business: A skill building approach, Singapor: John
Wiley and sons.
CHAPTER 3

RESEARCH METHODOLOGY

3.1 INTRODUCTION

This study was to evaluate impact of leadership on business performance. In this chapter, the
researcher looked at the research design, which in this research is a case study. The researcher
explained how data was collected and analyzed, the research instruments and techniques that
were used by the researcher to collect data, population that was covered by the research and this
is where the researcher drew the sample from, sampling method that was used to sample the
stated population.

3.2 RESEARCH DESIGN

Ghauri . (2005) stated that a research design is the technical portion of the proposal indicating
the steps of the research action to be taken. Such tasks as sample size determination, sample
selection, data sources, and method of data collection are stated.
The research will be conducted using a cross-sectional method. Here a study can be undertaken
in which data are gathered just once, perhaps over a period of days or weeks or months, in order
to answer a research question. Such studies are called one-shot.
The researcher chose the cross-sectional method because the research will be carried out in a
couple of months like 7 months in order to articulate a research question on leadership style on
employee’s performance. After the research question is answered the data collected will be no
longer relevant.

The current study is a qualitative type of research on the evaluation of leadership style on the
performance of the business. According to Edward . (2001) a qualitative research is an approach
to research that emphasizes the measurement and analysis of casual relationship between
variables in such a way that the research is not affected by the beliefs and values of the
researcher. In the current study, qualitative data will be collected through the distribution of close
ended and open ended questionnaires to the workers at a certain construction company. This is
based on the presumption that in a qualitative approach research allows for freedom form of
inclusion of the researcher’s permits of the findings.

3.4 POPULATION OF THE STUDY

.Newstron (2006) defined population in terms of elements, sampling units, extent and time.
Population can also be defined as the total number of people found in a certain area such as an
organisation. In this research the population will be the employees and management of certain
construction company in Gaborone, is chosen because is located close to the researcher's place of
learning.

3.5 SAMPLE AND SAMPLING PROCEDURE

Sampling can be defined as the total number of people chosen out of a large group of people to
be used in providing information. It can also be defined as a subset of the population
chosen.Torrington. (2006) states that a sample size may be determined based on judgement or
statistically on the requirements of error and confidence. The researcher is going to use
purposive sampling to choose the sample of the research. The total number of the employees of
the construction is 40 and as such the researcher will use only 20 employees as her sample size.

3.6 SAMPLING PROCEDURE

Purposive sampling is that sampling procedure which does not afford any basis for estimating
the probability that each item in the population has of being included in the sample. In this type
of sampling, items for the sample are selected deliberately by the researcher; her choice
concerning the items remains supreme. In other words, under non-probability sampling the
organizers of the inquiry purposively choose the particular units of the universe for constituting a
sample on the basis that the small mass that they so select out of a huge one will be typical or
representative of the whole. Wright P. (2001).

3.7 METHODS OF DATA COLLECTION

The researcher will use primary sources of data collection because collecting primary data is
inexpensive, not time-consuming and easy. She will use the questionnaire.
Advantages of questionnaires

They provide a cheap and effective way of collecting data in a structured and
manageable form. A well planned questionnaire can produce rich data in a format ready for
analysis and simple interpretation. Effective questionnaire enables the transmission of useful
and accurate information or data from the respondent to the researcher. (Newman 2007)

Disadvantages of questionnaires

According to Thomas et al 2006 the respondent can give biased information and sometimes the
questions may be difficult for the respondent to answer and this can hinder the success of the
project. Respondents may answer superficially especially if the question takes a long time to
complete. Open ended questions can generate large amount of data that can take long time to
process and analyses (Devaus DA 1993).

3.8 ETHICAL CONSIDERATION

Research affects and impacts people’s lives that is why ethical decisions are based on three main
approaches which are duty, rights, and goal based, basically the goal based approach assumes
that we should try to produce greatest possible balance of value and disvalue then according to
duty based approach the duty of a researcher is founded on the researchers moral principles and
lastly the rights based approach places right of individual as all important including the right to
refuse (Israel 2006). Research studies should be judged ethically on three set criteria, namely
ethical principles, ethical rules and also scientific criteria. Dawson (2002) says ethical principles
include autonomy- we ought to respect the right to self-determination, non-maleficence- we
ought to inflict no harm or evil, beneficence, justice, ethical rules, veracity, privacy,
confidentiality, and fidelity. All participants should report their written acceptance regarding
their participation in the research through a signed consent and briefing letter. The main aim of
the letters is to reassure participants their participation in the research and that they may be free
to withdraw from it at any point and for any reason. And participants will be reassured that their
answers will be treated as confidential and used only for academic purposes also during the
conduction of the research the participants will not be harmed or abused physically nor
psychologically.

3.9 DATA QUALITY CONTROL (VALIDITY AND RELIABILITY)

Reliability implies that whatever is concluded on the basis of the findings is correct and can be
verified by the researcher. This is the degree to which an assessment tool produces stable and
consistent results. The types of reliability are obtained by administering the same test twice over
a period of time to a group of individuals and the scores from time 1 and time 2 will be
correlated in order to evaluate the test for stability.
Validity is how well a set of items measures is purported to measure. Validity ascertains that the
measure appears to be accessing that intended to construct under the study. Also helps to ensure
that the measure is actually what is intended to measure and no other variables so in order to be
accurate a measuring device must be both valid and reliable.

3.10 DATA PRESENTATION AND ANALYSIS

After data are collected, proper tools and techniques should be used for classification and
analysis of data. (Beardwell2006).The collected data was analysed in order to make it easy for
evaluation. Simple data analysis tools were used. The data was analysed using pie charts, tables,
diagrams, percentages, and general description.

3.11 CONCLUSION

The introduction of the things entailed in this chapter has been made of which it is about the
research methodology and it includes the research design of which guide the researcher on how
to collect data, analyses it and interpret it. Target population and sample size have been
discussed and can help avoid biasness. This chapter has covered sampling methods according to
their different types. There are methods to collect data which have been discussed in this chapter.
Type of data collection which is also qualitative, Sources of data collection both primary and
secondary have been covered in this chapter. They are different tools for doing research under
research instruments. Furthermore there is a qualitative and quantitative method of data analysis.
In this chapter there is also what is known as ethical considerations of which entails the ethical
principles which include different rights and data quality control. Then that is all as concluded.
The next chapter present the analysis of the data collected.
REFERENCES

BRYMAN, C. (2002). practical research method USA: USBS PUBLISHERS.

CR, K. (1985). Research Methodology-methods and techniques . New Delhi: Wiley Easten limited.

DEVAUS, DA. (1993). Surveys in social research. London: UCL.

Dawson. (2002). practical research methods . London: UCL press.

H Rogers, P Ghauri, KS Pawar, (2005) Journal of Business and industrial

Hilloway. (1997). Basic concepts for qualitative research. Oxford: Blackwell science.

ISRAEL, M. (2006). Research ethics for social scientists. sage London.

KUMAR . (2005). Research methodoilogy a step by step for beginners. Singapore: Perason Education.

NEWMAN WL (2007). Basics of social research, quantitative and qualitative approaches. Allyn & Baconi
Boston.
QUESTIONNAIRE

THE IMPACT OF LEADERSHIP STYLES ON BUSINESS PERFORMANCE IN

CONSTRUCTION INDUSTRY IN GABORONE CASE OF MANASE CONSTRUCTION

. I am conducting a research entitled “The impact of leadership on the performance of

business in the construction company. The study aims at identifying the impact of leadership
on performance of business on the construction company.

Kindly offer 5-10 minutes of your time to participate in this study. The information you give will
be kept confidential and used only for academic analysis. Thank you in advance.

Choose the appropriate responses with a tick (√ ) in the box provided.

SECTION A DEMOGRAPHIC DATA

1 Gender

Male (1) Female (2

2Which age group do you belong to?

18-26yrs (1) 27-35yrs (2) 36-44yrs (3)

45-53yrs (4) 54-62yrs (5) 63yrs and above (6)

3. What is your highest level of formal education?

No formal education (1) Certificate (4) Masters (7)

Primary level (2) Diploma (5) PHD (8)

Senior level (3) Degree (6)

Others (specify) __________________________________________________ (9)

SECTION B:

4. What is your employment term in the organization?

Temporary employed
Permanently employed
Part time employed

5. What is the impact of leadership style on the business performance?

Acquired new skills and knowledge

Performance level has increased
Increased morale and job satisfaction
Enjoy working terms

6 what do you think can be done to improve the quality of leadership in the organization?

Involve more leadership style

Use the right methods of
leadership
Involve employees in
decisionmaking regarding
leadership

7 Does leadership have an impact on organizational performance?

yes

No

SECTION C:

8. What are the leadership styles mostly used by construction companies?

9. What can you say about the leadership style did construction industry use Explain

………………………………………………………………………………………………………
………………………………………………………………………………………………………
END

THANK YOUR FOR TAKING YOUR TIME TO ANSWER THIS QUESTIONNAIRE

CHAPTER 4

THE IMPACT OF LEADERSHIP ON BUSINESS PERFORMANCE IN CONSTRUCTION

INDUSTRY IN GABORONE

DATA PRESENTATION, ANALYSIS AND INTERPRETATION

INTRODUCTION

This chapter thoroughly examined and analyzed the data gathered on the sampled respondents on
the investigating the impacts of leadership on the performance of business in the construction in
Gaborone. The findings of this research study and the subsequent evaluation carried out on the
responses reflect the key areas of consequences and solution of negative impacts of leadership.
Results of this study have important implications to all construction companies in Botswana.

ANALYSIS OF DATA
The data was analyzed giving thought to the main research question: THE IMPACT OF
LEADERSHIP ON THE PERFORMANCE OF BUSINESS ON CONSTRUCTION
INDUSTRY IN GABORONE, Tables, charts and descriptive explanations were employed to
illustrate data collected from the field to make the research findings more meaningful. The
following analysis shows the responses received from 10 construction employees and 10
employers.

DEMOGRAPHIC CHARACTERISTICS

The study was collected on demographic characteristics and the result was presented.

GENDER RESPONDENTS

The analysis revealed that most of the respondents were males. The data showed that 50% of the
respondents were females while the remaining 50% were men. Table 4.1.1 below represents the
results.

TABLE 4.1.1: SEX OF THE RESPONDENTS

NUMBER PERCENT (%)

Female 10 50
Male 10 50
Total 20 100
Results from Table 4.2.1, indicate that 50% of the respondents were females and also 50% of
them were males.

2. WHICH AGE GROUP DO YOU BELONG?

FIGURE 2.1.1

age group

20-25
25-30
30-35
35& above

3. What is your highest level of formal education?

TABLE:
 EDUCATIONAL BACKGROUD OF THE RESPONDENTS
45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
JC BGCSE CERTIFICATE DIPLOMA DEGREE

Figure 4.2.2 shows level of education for the people who were respondents. 30% have junior
certificate level, 40% have BGCSE certificate, 10 % got National Certificate, 5% got Diploma
level and 5% got a Degree certificate. This implies that most of the respondents were between
JSS and BGCSE certificate while one person only got advance diploma.

4. What is your employment term in the organization?

 70

60

50

40

30

20 TEMPORARY
PERMANENT
10
PART TIME
0
D D D
O YE O YE O YE
PL PL PL
EM EM EM
Y LY E
RAR NT TIM
E
P O
AN RT
M M PA
TE ER
P

5. What is the impact of leadership style on the business performance?

FIGURE

Sales
ACQUIRED NEW SKILLS AND KNOWLEDGE PERFORMANCE LEVEL HAS INCREASED
INCREASED MORALE & JOB SATISFACTION ENJOY WORKING TERMS
15% 30%

15%

40%
6. What do you think can be done to improve the quality of leadership in the organization?

FIGURE:

70
60
50
40
30
20
10 INVOLVE MORE LEADERSHIP
0 INVOLVE EMPLOYEES IN
E G P DECISION MAKING
YL IN HI
ST AK ER
S USE THE RIGHT METHODS OF
IP
SH
M
N EAD LEADERSHIP
R
DE ISIO FL
LE
A
DE
C
DSO
E
OR IN HO
M E ES ET
E Y M
O LV P LO HT
V M IG
IN EE H ER
V
VO
L ET
IN US

Table 6.2.2 the above table shows that from the results 65% of the respondents says the quality
of leadership can be improved by involving more leadership styles, 35% of results indicated that
the quality can be improved when employees are involved on decision making and lastly the
results shows that the quality can be improved when using the right methods of leadership.

7. Does leadership have an impact on organizational performance?

FIGURE:

Sales
YES NO

5%

95%

FIGURE: The above figure indicated that 95% of the respondents agreed that leadership has an
impact on the organization, only 5% of the respondents disagreed that leadership has an impact
on the organization.
8. What are the leadership styles mostly used by construction companies?

FIGURE: 8

90

80

70

60

50 DEMOCRATIC
CHARASMATIC
40 LAISSER-FAIRE
30

20

10

0
DEMOCRATIC CHARASMATIC LAISSER-FAIRE

From the above table 90% of the respondents indicated that they are mostly using democratic,
they encourages employees to participate in decision making in an organization, 7% of the
respondents indicated that some construction company uses laisser faire and lastly 3% says they
uses charismatic where leaders are driven by their conviction.
9. What can you say about the leadership style did construction industry use

LEADERSHIP STYLE
EXCELLENT GOOD POOR

5%

15%

80%

In the above figure 80% indicated that the leadership style is excellent, 15% of the respondents
says leadership style is good and only 5% says the leadership style is poor.

4.4 CONCLUSIONS

The respondents helped to come into conclusion by answering questionnaire questions and
helped in making data analysis and data presentation. It is clear that most of construction
companies’ uses democratic leadership style because it encourages employees to participate. The
results show that leadership style is excellent which means there is no how project can succeed
without leadership. Lastly the results show that construction companies should involve more
leadership style so that the quality of leadership being improved.
CHAPTER 5

SUMMARY, CONCLUSIONS & RECOMMENDATIONS

The chapter summarizes the major findings of the study; this study aims to investigate the impact
of leadership style on the performance of the employees.

5.1 CONCLUSION 1

The first objective was to find out the current leadership styles used in the construction industry,
the researcher has found out that construction company uses autocratic where the manager retain
as much power and decision making authority as possible, the researcher also found out that the
also use democratic where employees are given chance to participate on decision making and
lastly the charismatic where leaders are driven by powers. The second objective was to find out
the leadership style that mostly contributes to employees performance, the researcher found out
that democratic leadership style gives employees a chance to grow since they are given a chance
on decision making, this will enable them to participate as much as they can hence good
performance at work and the project get done on time. Also, democratic helps employees to
build self-esteem and confidence on themselves hence good performance on business. Lastly The
third objectives were to find out the relationship between leadership styles and employee
performance, the researcher has found out that in order for the business to perform well they
should be a good leadership, so also leadership needs good employees. If there the leadership is
not there the employees will not finish the given project on time.

5.2 RECOMMENDATIONS

The researcher recommends that:

 Employees should be taken for short seminars that will explain to them the importance of
leadership on Construction Company to avoid insubordinates.
 In construction company everyone should be given a chance to make a decision this will
shows them how they are taken serious
 Construction companies should take part on community social development since this
will show how serious is the leadership hence they will be more projects coming in