Employees in high-trust organizations report 74% less stress, 106% greater energy

at work, 50% higher productivity, and 13% fewer sick days. This is due to the fact that the ability

to develop and maintain trust is the basis of strong leadership and a healthy organizational

culture. Kevin Kruse states (2022). Fisher and Chowdhury (2014) regret that leadership is still

not well understood due to its complexity, defined by the number of variables associated with

the concept of leadership. Studies have focused on leader personality and qualities, situational

and contingency elements that influence leadership and behavior styles, and transformational,

charismatic, and transactional leadership. At the close of the twentieth century, attempts were

made to integrate several leadership theories into a wider framework known as the "full-range

theory of leadership" ( (Avolio, 1999 & Avolio. et.al., 2009).

Leadership is the most researched and least understood issue since we believe it is a

complicated and enigmatic life phenomenon (Almohaimeed, Saleh (2014). Since the early

twentieth century, leadership has been regularly redefined by a variety of leadership theories

developed by diverse scholars based on distinct theoretical viewpoints. There is no unique or

single definition for leadership, and there is no globally agreed definition. The majority of

definitions have a similar concept of leading a group toward a goal. Shastri, Shashi Mishra, &

Sinha (2010), as well as Keskes (2014), describe leadership as "the connection between a

person and a group based on similar interests in which they conduct in accordance with the

leader's orders." Yukl (1994) defines leadership as "the process of persuading followers."

Leaders play a crucial role in achieving corporate goals by establishing an environment that

influences employees' attitudes, motivation, and conduct. Leadership is defined as a "dynamic

process" by Cole (2005) and Chowdhury (2014).

Leadership is all about accepting ownership and accountability in order to reach the ultimate

goal by utilizing existing resources and maintaining a cohesive organization in which a person

affects a group to achieve the shared goal (Amanchukwu, R. N., Stanley, J. G., & Ololube, N. P.

(2015). According to a blog article by Mental Health Ph (2021), Filipino leadership and

management may appear to be deceptive since Filipino culture is founded on deeply embedded

indigenous fundamental principles. Kinship, family, and social acceptability are important to

Filipino culture. As a result, various leadership styles among Filipinos may include pakiramdam,

takutan, kulit, and patsamba-tsamba, among others. Filipino leadership styles have a huge

impact in the workplace and in schools, and they can have a negative impact on one's mental

health. Leaders that utilize takutan as their leadership style, for example, may induce worry and

anxiety among their workforce. These leaders were taught early on that those who are the most

difficult, determined, and demanding produce the best outcomes.

A management strategy fitted to local customs of living and working together must be used,

according to Jean-Pierre Segal, Ph.D., director of the University Paris Dauphine in Paris. Based

on study literature, Regina Galang Reyes (2013) believes that culture has an impact on effective

leadership. According to the greatest study on the subject, there are significant disparities in

how leadership is seen across cultures.

According to the study literature, Regina Galang Reyes (2013), culture has an impact on

successful leadership. According to the greatest study on the subject, there are significant

disparities in how leadership is seen across cultures. According to Jean-Pierre Segal, Ph.D.,

director of the University Paris Dauphine in Paris, a management strategy tailored to local

customs of living and working together is required.

However, Filipino leaders must navigate two opposing cultures: an underlying local Filipino

culture and an overarching Western culture, according to former Ateneo de Manila President Fr.

S.J. Bienvenido Nebres said. This, he says, leads to "dysfunctional conduct and paralysis in

implementation" among Filipino leaders.

However, Filipino leaders must navigate two opposing cultures: an underlying native Filipino

culture and an overarching Western culture. However, Filipino leaders must navigate two

opposing cultures: an underlying local Filipino culture and an overarching Western culture,

according to former Ateneo de Manila President Fr. S.J. Bienvenido Nebres said. Philippine

President Benigno Aquino's administration has failed to "establish a sense of cohesion" and

national identity in the Philippines, says Dr. Sophie Boisseau du Rocher, a consultant to the

French Ministry of Foreign Affairs' Analysis and Forecasting Center. This, he says, leads to

"dysfunctional conduct and paralysis in implementation" among Filipino leaders.