THE IMPACT OF EFFECTIVE LEADERSHIP IN THE ACHIEVMENT OF

ORGANIZATIONAL GOALS AND PERFROMANCE

BS FINAL YEAR

THESIS 2023

BY
SHUAIB AHMED MAHAR
IN THE SUPERVISION OF
PROF:ABDULLAH SHAH

DEPARTMENT OF PUBLIC ADMINISTRATION FACULTY OF

MANAGEMENT SCIENCES SHAH ABDUL LATIF
UNIVERSITY KHAIRPUR MIRS
ACKNOWLEDEMENT

All praise be to Almighty ALLAH for bestowing us with a mind to prove ourselves worthy of
success in every walk of life.

Secondly, we are thankful and always be indebted to our parents because of their passionate
fortitude and financial support made this work possible..

After that we would like to pay our cordial gratitude to the supervisor of this thesis Prof:
Abdullah Shah who helped and guided us in every possible way from the very beginning till the
submission of this document.

We are also highly grateful to our Chairman of department of public administration for his
endless efforts and attention towards this thesis work.
 Original Creation Undertaking

I hold to the truth of the following statements: the dissertation brought forward is my own

research fruit instructed. As I know, the dissertation doesn't include others' research fruits,

which have been published or written, and other materials, which have been used in order to

obtain degrees or certificates in Shah Abdul Latif University Khairpur Mirs or other education

institutions, except those noted marks and expressing thanks places. If at any stage it is found

that research work is plagiarized or it is a research of any other scholar then my thesis can be

cancelled along with other penalties as are mentioned by HEC for plagiarists in Pakistan. All

contributions offered by my colleagues in this research have been noted clearly in the

dissertation, and I have expressed my gratitude in it, too.

Signature of Candidate:______________

Name of Candidate: Shuaib Ahmed Mahar

Roll: PAE-0119-067

Date: 10th February 2023

 ABSTRACT
Leadership as an aspect of management is very vital for the success of any organization. Proper
Leadership has effects on achievement of organizational performance Employees Performance.
This research was conducted to know effect of leadership on organizational performance and
goals. A survey was conducted with adopted questionnaire from commercial banks in Ranipur
district. After statistical analysis results show that leadership has significant impact on
organizational goals and performance in commercial banks in Ranipur district. It is concluded
that the leaders should properly carry out the planning, directing, coordinating and controlling of
all activities in the organization in order to ensure that goals and objective.
 Chapter No 01
Introduction

1.1 Background

This exploration will likewise examine initiative style and their principle kinds of the
investigation and the connection among the influence of administration on representative
implementation and variables affecting the decision of authority styles. Role of authority to
employee eagerness to work with energy and confidence. Leadership is the capacity to convince
others to look for characterized goals Eager". Another inquiry at that point emerges for what
reason do associations append more prominent significance to authority and not to the actual
executives with regards to an association's success. Leadership is abstract as an interaction where
at minimum one people influence a get-together of the individual to move a particular way. Are
challenged with the problem of sourcing for able pioneers who have personality, material,
insight, and experience to lead. Leadership has moreover been deciphered all the extra explicitly
as the consumption of expert in dynamic accomplished as a characteristic of the place, singledata
or astuteness. It characterized enterprise as a social influence measure in which the pioneer looks
for willful collaboration of juniors with an end objective to arrive at authoritative aims Effective
administration includes the motivation, inspiration, the executives, installment, and Analytical
Skills. When all these are present, the Organization Record increment representative satisfaction
that decidedly impacts the efficiency and the Profit. The initiative is a further grounded agent for
the presentation, fulfillment, and responsibility inside links by building commitment,
Improvement, and wishing a more significant level of concern and belief for the pioneer.
Scholarly motivation and helpful encouragement were found to improve the hierarchical
exhibition. (Hancott, 2005) Based on the analyses on initiative style and authoritative
implementation the company today must be implemented and to meet the struggling assumptions
for the partners in a way that is clear and moral, it is vital that innovator should transnational
performs as the endurance of the associations may depend on upon it. The nonattendance of
viable administration is a serious issue that is basic in numerous associations. That the significant
result is the non-attendance of inspiration, helpless staff execution, helpless development, and
improvement of institutions. A supervisor has numerous initiative styles like transnational, vote-
based, free enterprise, and totalitarian authority styles (Nwachwukwu, 1998). The endurance of
association dishonesties in its capacity to ensure its viability and its attention to accomplish its
objectives and tasks over the help of viable initiative. By and by, for the viability of initiative, it
is crucial that authority style ought to be viable with the necessities of supporters; in any case,
the adequacy will be declined.

1.2 Problem Statement

In Organization is a portion and assortment of the Implementation method. Accordingly,

administrators have to recognize that every One is he essential elements Organization and that
they have to be observed as being inseparable from the Organization. Though, the matter is how
much do administrators observe this realism that workers are inseparable from Organization and
that they have to be enough encouraged so they can provide their best to agreement superior?
Again the administration conduct/style in many Organizations which accept that specialists that
can face many problems due to the unemployment situation the employee who work hard that
brings difficulty employees face in their work surroundings in the company. It for the most part
prompts low efficiency. Awful authority is expensive, under the watch of helpless pioneers and
directors, staff spirit falls and laborers feel less dedicated to the Organization and its main
objective that will in general prompt work of reduced quality and things completing all the more
gradually. A helpless administration style can prevent the board from creating novel opinions
and responses for matters. Of all these, the helpless authority style of the heads has been the
significant reason for the declining standard instruction, something that warrants the examination
of this investigation. The issues are; what authority styles are embraced by the directors of public
and tuition-based schools? What are the distinctions existing in the administration styles of
public and private grade schools?

1.3 Research Objectives

1. To know the effect of leadership on organizational performance.
2. To know effect of leadership on organizational goals.
3. To know association between organizational performance and organizational goals.

1.4 Research Questions

1. What is the influence of the Leadership On achievement of Goals?
2. How leadership increases organizational performance?
3. Is there any association between organizational performance and goals?

1.5 Significance of the Study

Leadership and Administrative performance have collected considerable notice in the past
surveys due to their significance. The Leader should be motivated by the below three directions
to move his/her company in the future.

i. Having strong values that guide your Life

 ii. Being extremely motivated of the structure of the company and his/her duties.
iii. Implementing the ideas effectively.

The part of a pioneer in an association is to help distinguish useless objectives, help devise
proper procedures to accomplish such objectives, and give guidance and inspiration for the
gathering so that settled upon objectives can be attained. The job of an innovator in the get-
together is to give direction, co-ordinate the movements of the individual establishing the
gathering, and to surety consistency. The image of the pioneer and the nature of administration is
returned through the Organization and the mentality of the subordinate in the display of their
responsibility. They should tune in to inquiries just as give answers. He should fathom the
trouble of being a subordinate to comprehend the fear. leaders utilizing helpful inspiration of
expanded mindfulness and understanding prompts commonly alluring objectives of business
extension and looking for new business grounds, thus the mean is to determine the connection
between workers' responsibility and piece of the pie of a limited scale endeavor.

1.6 Thesis organization:

In the first chapter, I have included the Background of my thesis in which I have discussed the
main definition, theories of different scholars about my thesis topic and also leadership positive
effect on Organization Performance and goals, Problem Statement in which I have described
some problems which may be solved through Leadership, Objectives in which I have defined
some objectives related to my thesis topic, Research Questions in which I have to define some
questions related to my thesis, Significance of the study in which I have defined what is
important for thesis, Thesis Organization I have to discuss all chapters, In Definition of Terms
define the main definition of chapters and In Chapter Summary to defined the conclusion of the
chapter. Two address Chapter Review of the literature. Chapter three divides into aspects design,
study area and population sampling techniques, Data Collection, types of data, source of data,
and tools for data gathering, tools validity, and instrument structure together with research
objects and method for data gathering and method of information analysis. chapter four presents
the result and conversation of the finding through questionnaires, interviews. The summaries of
the research finding give a conclusion and recommendation in chapter five.

1.7 Definition of Terms

Leadership: People whose are attract the others and providing the direction, implementing plans
and also motivating peoples. Organization: Is a place where two are more people work to
achieving the specific purpose or Organization goals. Organization Performance: Is comprises
the actual feedback of an organization as calculated against its proposed outputs.

1.8 Chapter summary

In the first chapter I have included the Background, problem statement, research questions,
research objectives significant of study, thesis organization, definitions of terms.
 Chapter No. 02
Literature review

2.1 Historical perspectives of leadership:

Leadership is seen as the life blood of any association and its importance can't be undervalued.
Leadership "is a term that can be alluded to an assortment of thing, an individual, a position, or a
cycle". Mullins (2002) says there are more than 400 meanings of authority. The initiative is
particularly expounded on the subject has an assortment of implications by numerous researchers
each attempting to think about what the essayist sees. As per Omolayole (2006) administration is
such a way which a man provides for a bunch of people who work under him in such a manner
that would influence the direction of others. As indicated by Ngodo (2008) authority is a shared
cycle of cultural impact, through which the pioneers and adherents impact each other for
accomplishing hierarchical goals. leadership has command over relational discipline and prize
that impact representatives lead, mentality, and inspiration which affect association's exhibition
(Warrick, 1981). The initiative is the cycle by which an individual called the pioneer is
associated with the duty of coordinating the exercises of individuals for example its subordinates
or supporters towards the accomplishment of foreordained objectives. The administration is one
of the significant administration capacities.

The board as the gathering of authority elects approaches, rules, and systems supervisory
connections and training in an organization, which to a degree chooses the adequacy in achieving
the association goals and objectives. The part of a pioneer in the meeting is to give direction, co-
ordinate the exercises of the individual launching the gathering, and to surety consistency. The
image of the pioneer and the nature of authority are reflected through the organization and the
mentality of the subordinate in the presentation of their assignment. Along these lines, the
pioneer in the consumption of his getting sorted out force selects the example of work conduct,
task activity, and tradition of subordinates. The initiative is imperative to representative
completing and corporate greatness. Thus associations go through a significant amount of cash
looking for the compelling initiative in preparing their faculty in powerful authority conduct.
There is likewise a relative lack of compelling administration and that is the reason organizations
search continually for it and leads them to influence strategy and build up all the dominant
authority opportunities possible in the individuals who are related with a commercial
organization. Ali (2007) sums up that job of a compelling pioneer is mixing of inspirational, key,
and administrative abilities. Pioneers essentially use energy to move and spur a group towards
accomplishing a typical assignment. Additionally, successful authority is accepted by certain
researchers as a fundamental prerequisite for encouraging and improving authoritative execution.

It empowers associations to confront difficulties (McGrath and MacMillan, 2000; Teece, Pisano,
and Shuen, 1997). AlamZeb, Shabir Ahmad, Gohar Saeed 98 A compelling pioneer constantly
addresses central public approach issues of destitution, training, lodging, security, and wellbeing
successfully. They show public plans and wrestle with the predicament of how governments can
stay tenable and centered when huge assets are not in their control or associations are relegated
to political individuals with restricted capacity. The critical part of authority is to build required
institutional and HR to create limits of people to help compelling administration. Compelling
administration in associations is needed to advance culture where the principle obligations of a
pioneer ought to be the improvement of key vision and arranging. This normally prompts the
ideal change which is portrayed by overseeing information, disguising quality, entering the
computerized age, building associations, overseeing for responsibility, and getting the right
qualities and morals. For this reason, one of the essential jobs of a pioneer inside the association
is work on and to manage workers and give them bearing. Pioneers spur their representatives
through motivation, create collaboration through common trust, and center upon the outcomes
(Covey, 2003). This causes in guiding subordinates to apply endeavors towards accomplishing
authoritative objective.

Notwithstanding the essential significance of different elements in the association, for example,
human power, cycle, technique, and material, achievement and disappointment of an association
is dependent upon authority adequacy where representatives are propelled and able to burn
through effort and exertion to guarantee achievement (Cornelius, 2004). Nasseh (1996) proceeds
to propose that pioneers need inspirational abilities to assume their central part Inspiration is the
power that can change the psyche of the workers. As indicated by Buford, Bedeian, Lindner
(1995), propelled subordinates to apply more endeavors for accomplishing authoritative
objectives. Thus, pioneers are needed to spur subordinates by their acknowledgment and public
recognition, doling out their trying position, great working connection, strengthening and
attractive compensation and impetuses (Nasseh, 1996). Mathews (2004) adds that pioneers can
propel representatives on the off chance that they give clear bearing, great science, a positive
workplace, and opportunity for their development and advancement. This assistance increment
subordinates inspiration. The inspiration of subordinates can likewise be created by making their
work intriguing (Races, 2004). Raees (2004) further clarifies that positions are intriguing if there
is input, bunches of abilities, independence, mine, and impact. The creator further clarifies that
input fundamental for work inspiration and it comes through friends or chiefs, heaps of abilities
mean representatives utilize an assortment of abilities for accomplishing hierarchical objective
and targets, independence enacts representatives to make proactive strides all alone in acquiring
improvement their work exercises and discovering answers for the issues, mine gives a feeling of
proprietorship to the representatives, for example, my effort, my task and my objectives and
goals and impact on others show that how much the work influences others (Races, 2004).
Leight and Maynard (1999) contend that one of the significant parts of the powerful pioneer is to
move their supporters significant Leadership Compelling pioneers rouse their subordinates
(Barnett, McCormick, and Conners, 2001). This is Effectiveness and Organizational
Performance. 99 for adherents' inspiration (Bass, 1985) because motivation creates enthusiasms
in a confident way that is fundamental for placing more energy in performing obligations. This
builds up the supporters' certainty and responsibility and improves their endeavors and
commitment in accomplishing authoritative objectives and targets. Subsequently, authoritative
pioneers should be fit in building up a climate of trust among their partners. This expects
pioneers to be capable and carry on as a good example (Dran, 2004). Successful pioneers
persuade their representatives by setting individual models. Dran (2004) recommends that
pioneers ought to proceed as a good example and should set individual instances of good
demeanor, conduct, working relations, habits, and execution. Kunich and Lester (1999) think
about authoritative pioneers as key figures. Hierarchical pioneers need to create poise, honesty,
and demonstrable skill. Thusly, Cook (2004) recommends that positive conduct, qualities, and
consistency in conduct make a pioneer good example for his group. These practices create
pioneer believability in the group and subordinates get motivated (Kouzes and Posner, 1987).
Another significant job of a pioneer is group building (Brin, 1998). Viable. pioneers build up
their groups in associations. For this reason, pioneers recognize subordinates for their
accomplishments. This supports every individual from the group because of which they share
their issues, achievements, and another significant issue. This prompts improve hierarchical
limit. If a pioneer doesn't support the commitment of the group, there is the probability that the
group loses its soul (Covey, 2003). Group is comprised of its individuals yet the pioneer assumes
a vital part in building up an environment for the advancement of the group (Bacal, 2004).
Viable pioneers go about as an impetus in an association for change and advancement. As
indicated by Siu and Glover (2001), the workplace in certain associations particularly in open
area associations is traditional which doesn't permit pioneers to apply the recently acquires
abilities and thoughts in the genuine working climate. Because of the present circumstance, the
job of authoritative administration has been subverted. In these conditions, pioneers face
protection from receiving vital changes that are required, and resultative they can't refresh the
authoritative framework. Proof shows that a critical part of compelling pioneers is their capacity
to adjust to change (Baron, 1995). As long an association grows up, its chiefs need to embrace
changes (Horner, 2004; Baron, 1995). In such a manner, the successful pioneer is considered a
change specialist (Dran, 2004) where pioneers ought to empower the new acquiring abilities and
capacities of its individuals. Not with standing, as indicated by Ristino (2005), change in the
association has relied upon the pioneers' vision since visionary pioneers are clear and justifiable
and manage the entire endeavors a single way. In another investigation, Senge (2006) composes
that a visionary chief is a person who can anticipate the effect of inventive endeavors in the
association. Proof shows that associations having visionary pioneers lead towards development
and AlamZeb, Shabir Ahmad, Gohar Saeed 100 achievement (Zhu, Chew, and Spangler, 2005;
Gill, 2006). According to Dran (2004), the administration is an interaction by which objectives
and headings are set by one individual for their gathering. The pioneer in this way impacts or
acts with the capability and commitment to acknowledge set objectives (Senge, 2006) Power
full pioneers set objectives and objectives viably convey them to subordinates Subordinates are
educated with the significance of the objectives. This aids in creating an aggregate trust to
accomplish hierarchical objectives (Kunich and Lester, 1999). On the off chance that the
objectives are not appropriately conveyed, this makes job equivocalness that further prompts
create clashes in accomplishing objectives and goals (Payne, 2005). Objectives setting helps in
limiting the time length of critical thinking and dynamic. Its explanation encourages them
engaged and helpful. In this way, compelling correspondence is one of the key attributes of a
powerful pioneer. It is contended that powerful correspondence is a significant factor in the
accomplishment of an association (Hargie, Tourish, and Hargie, 1994) because this builds up an
ability to know east from west and availability among individuals from an association. Along
these lines, in summing up the job of authority, analysts have characterized hierarchical pioneers
as vision and mission manufacturers (Mhatre and Riggio, 2014; Zhu et al(2005), helper (Covey,
2003), group manufacturers (Ulrich, Smallwood, and Sweetman, 2008), participative chiefs
(Gamage and Pang, 2003; Northouse, 1997) and a good example (Dran, 2004). "In expansion,
pioneers need to have successful relational abilities (Anderson, 2006); the capacity to create a
trust (Byrne et al., 2014; Kouzes and Posner, 1987) and the will to perceive accomplishments
(Bolman and Deal, 2003). This shows that powerful pioneers need to play out a blend of a few
significant jobs for which they need a strong mix of a few attributes. In any case, further
understanding into the writing shows that there are different issues, for example, social, social,
and methodological issues in examinations concerning authority adequacy and hierarchical
execution. The accompanying segment expounds on various issues in examinations concerning
initiative adequacy and hierarchical execution.

2.2 Current practices of leadership:

The administration as of now held and received by most companies on the knowledge of Total
Quality Management (TQM) is a business theory that encapsulates the view the organization
cycle should zero in on coordinating the possibility of client-focused quality all over a
connotation as refer to by Aluko, et, al(1998) It pressures persistent improvement of article
quality and management transmission. The way of rational hidden the way of TQM procedure is
to consider hierarchical to be and clients as the crucial key to imposing attainment . An
organization with TQM procedure sees their trade over the eye of their clients, and afterward,
extent their (associations) implementation compared to users/customers assumption, not through
authoritative assumptions. Besides, organizations that have acknowledged and applied TQM
theory should see their association staff as interior consumers or customers. For instance, a book
keeper in a collecting firm who readies a report for the company's team leaders should consider
the to be as a customers who will consume his report to settle down on deals the board choosing
that will be helpful to outer clients/customers who bought the organization items. Each staff in
the association ought to contribute wisely to the improvement and accomplishment of customers'
needs and needs. As indicated by Aluko, et, al(1998) TQM requires all-out hierarchical staff
duties. Quality can be accomplished simply by organizations in which all staff is focused on
quality encouraged and prepared to transfer it. Subsequently, efficient organization eliminate the
division between offices. Their staff fill in as a group to carry out significant trade measures and
to make the ideal outcome. Hierarchical staff work to fulfill their inside customers just as
external clients. TQM additionally considers and rewards the endeavors of those straight
forwardly involved, both inside and outside the association. It typifics the knowledge of honesty,
legitimacy, duties, interest, and proprietorship. The model spots esteem and concerns for the
people inside the connotations. Seen from the above viewpoints, the new enhancements in the
field of viable administration calls for:

 Rejection of all types of sub-ideal choices pointed toward attaining departmental

purposes at the weakness of the in general commercial goals.
 A delegation of dynamic duty to a very much prepared critical thinking workforce for
example representative support in dynamic.
 A separate of hierarchical hindrances among divisions and organizational levels so that
cross-useful administration becomes typical working systems for example the impression
of "realm building" must be killed.
 Total responsibility of all classes of representatives in achieving commercial greatness.
As per (Alukoet'al 1998), Nigeria firm that doesn't rehearse the above-projected methods
may have the

2.3 Importance of leadership:

The administration is quite possibly the most significant and fundamental variable in great
undertaking the board. The initiative can be viewed as the specialty of influencing others to
achieve wanted results. Pioneers control practices by setting the vision, heading, and the key
cycles; at the end of the day, authority impacts the entire task measure, including the activities of
others. Accordingly, an initiative can be believed to be essential in cach human undertaking and
this is affirmed by Muijs (2011) when he credited the critical factor in authoritative viability to
administration. Muijs (2011) states that the key components that made privately owned
businesses more compelling contrasted with public ones, to be initiative. The end that can in this
manner be shown up at is that authority is the way toward accomplishing objectives by setting
others to enthusiastically participate. the most considerable of pioneers in their persuasive
character that has a positive connection with the adherent's work fulfillment and the presentation.

The initiative is the interaction by which an individual called the pioneer is engaged with the
obligation of coordinating the exercises of individuals for example its subordinates or adherents
towards the accomplishment of pr decided objectives. The administration is one of the significant
administration capacities. The effect of compelling authority is drastically shown again and again
on a public scale in each nation's set of experiences and on a neighborhood scale in each
association's part. The association without compelling authority is in a difficult situation. In the
school setting along these lines, the superintendent's part as a pioneer is a need if the targets of
training should be accomplished.
The joining among visions and the human is however old as human development seems to
be.Various individuals have visions and thoughts for the enhancement of themselves and
theirfoundations. Be that as it may, the greater part of these individuals could not achieve
fantasies ilife of them. The pioneer is individual who have a few visions and thoughts such as
others, yetbesides, can turn these fantasies and thoughts into the real world. This is the
fundamentalcontrast between the visionary and the pioneers. Prestwood and Schumann express
that"Authority is a perspective not a position" (Prestwood and Schumann 2002, pl) in this period
ofvulnerability, associations and organizations may confront some startling and
undesirableconditions at any time. So the need for proficient authority is like never
beforenowadays todetect these surprising conditions before time and to adapt to them by their
inventivemethodology (Prestwood and Schumann 2002) Imaginations can assume a significant
part totake contender points of interest in the business. The creative methodology of
pioneers/initiativemay lead an organization towards a practical achievement and can more
readily define thehierarchical technique for an attractive organization future, through consuming
vision of them.The word reference significance the perspective word,the "thoughts or activities
proposed tomanage an issue or circumstance" and the term development/inventive means "Being
ordelivering no any thing is done or expertly made we are before alluding these both two terms
the initiative at the premise to two segments.

Innovative approach for leadership:

The new types and distinctive approach show,comprehend and hold system (Prestwood and
Schumann 2002)

.Leadership for innovation: Leaders should be competent to advance and develop the
inventivenorms and values inside an association, by inspiring individual to carry novel thoughts
and give a legitimate framework to change over them into the real world (Prestwood and
Schumann 2002).While utilizing the condition creative methodology of pioneer we implied an
administration having above individual notice parts as a capacity or a psychological model of a
pioneer to get,address or deal with a circumstance in a novel or better approach to get things
going. To get by,in this period of international opposition, the Association have to come to
recognize the necessity of imaginative policy and improvements in their plan of accomplishment
and systems. It is wellclear from the news reports and distributions that the organization's
structure diverse top graphical locales and nations go through a lot of cash with the end objective
of advancement, andthe proportion of assigning the resources for advancement is ceaselessly
expanding (Hage&Powers 1992) For associations who need greatness and maintainability in
their business, need toconsider the chiefs/administration with a creative methodology to build up
the business processby altering their imaginative ideas into the real world (Carneiro. A 2008).
Development is a craftof replying to the market and advanced problems and the looking plans
designs of the trade forassociations in is the more effective manner that guide associations to
lead for long haul attainment and maintainability. That is necessary to make the items,
organizations, and plan of action viable with the potential market requests and customer need to
meet the authoritative aims and manageable turn of events (Brenner 1987). From the initial
starting point of 1980, it is seen that the progression significantly influence the business
Organization in terms of their drawn-out development and maintainability. Thusly the desire of
competent authority was likewise scen to deal with, oversee and actualize these progressions
efficiently. The survey was raised by the researchers that what category of the initiative is
required for organization, to adapt and deal with the conditions of really requesting and quickly
changing business designs? The majority of such inquiries were replied by featuring the job of
visionary authority with imaginative methodology, as a key part (Bass 1990). Numerous
scientists and researchers have a discussion about the significance of the authoritative exchange
in a various manner. Many people said it is useful for fruitful trade and manageability, some
say's change can provide a serious frame in that period of high rivalries, and many shellfish that
exchanges are vital for endurance. This study will discuss about it in detail later in this part. Our
examination territory is to explore the connection among effective authoritative changes and the
job of initiative on-premise of her or him two attributes/factors, that we previously talked about
at the above section. Before going to investigate and build up this connection, it will be enhanced
to discuss that "for what reason should associations go for change"? In this section, we will talk
about the association, why change is required truth be told for associations, what its importance
is? Also, how a pioneer can deal with bring an effective authoritative change. The least difficult
meaning of effective hierarchical exchange is that authoritative change that brings it objectives
and Goals effectively at which the change inception measure is based (Orlikowski 1996) our
definition is the equivalent, while we utilize the term fruitful authoritative exchange in proposal.
The degree of authoritative exchange in that associations that receive inception to actualize the
vary isn't the worry of this proposal. Authority style might be founded on despotic design,
individuals, and creation direction. An experimental examination led by Levin and white (1953)
on initiativestyle, recognized three significant authority styles.

1. Autocratic Leader

2. Laissez-faire Leader

3. Democratic Leader

Autocratic authority: It is style, the pioneers are exceptionally aware of his point. He has
little belief and confidence in his employees and he feels that "pay" is simply compensation for
work and is the solitary prize that will spur a laborer. A despotic pioneer provides requests that
they are completed. No investigations are permitted and no interpretation is given. The gathering
individuals surety no duty concerning implementation and just do what they are told. Therefore
creation is acceptable when the pioneer is available, yet drops in his nonappearance.

1.2 Laissez-fair: pioneer has no trust in his administrative capacity. He doesn't get objectives
for the gathering and dynamic is performed by whoever in the gathering will acknowledge it.
Under the free enterprise authority style, efficiency is for the most part low and work is messy.
The gathering has little interest in their job assurance and cooperation which are for the most part
low.

1.3 Democratic authority: style mirrors a pioneer to devotee relationship. Where dynamic
is mutual by the pioneers and individuals from the gathering he leads. Under a fair administration
style, analysis and recognition are dispassionately given. A sensation of obligation is created
inside the gathering and improved efficiency. exhibition is normally far above the
groundbreaking thoughts and changes are created.

4.4 Organizational goals and Performance

Koontz and Donnell (1993) expressed that an association's exhibition is the accomplishment of
objectives as quality items, high benefits immense market share, better monetary results and
endurance of an endeavor at a decided time, and embracing a pertinent system for activity.
Through association's presentation, an endeavor can be decided that how an undertaking is
getting along as far as a piece of the pie, level of pay and item quality as contrasted and different
ventures in the comparable business. Scherbaum (2006) expressed that there are a consistent
discussion and analysis on the estimation of the association's exhibition. He expressed that the
past researchers have been censured for the estimation of the association's presentation. Such
presentation measures as indicated by Hooghet al (2004) in (Avery 2008) include: learning of
prior execution, self-reports of commitment to authoritative targets, acknowledgment with the
pioneer, and comprehend pioneer viability. Various researchers, for example, Koene et al,
(2002); in (Avery 2008) are of the speculation that association's presentation ought to be
plausible of utilizing net revenue, business unit deal and level of destinations met concerning
specialty unit level of goals met concerning specialty unit performance. Draft (1997) expressed
at the end of the day that exhibition is the change of assets inside the association in a compelling
and effective way for the accomplishment of the association's targets. Consequently, it is the
proof of an undertaking individuals' efficiency which is determined in the terms of benefit, pay,
progress, and development of the business. There is no concurrence on the standards to be
embraced for the estimation of association's exhibition in writing (Bolman and Deal, 2003;
Declerk, 2008; Scott and Davis, 2015).
2.5 Leadership and Organization goals
While more objective sorts assist associations with identifying open doors in their enterprises
and subsequently receive more rewards from mechanical benevolence (Bourgeois, 1985; Brown
and Eisenhardt, 1997), seeking after an excessive number of objective kinds could make
associations lose center (Evan, 1976; Yuchtman and Seashore, 1967). At the point when
associations take part in an expansive hunt in investigating ecological freedoms, a reasonable
need among rules and activities makes the investigation more productive (Krouse, 1972). How
many associations have a particular concentration or objective sort prioritization is reflected in
the inconstancy of the significance attributed to objective kinds. Examination of the objectives of
top supervisory crews has applied a comparable rationale. While recognizing that supervisory
group individuals should keep an adequate number of objective sorts to address the interests of
different supporters (Bourgeois, 1985), researchers have additionally proposed that a specific
harmoniousness and prioritization among these objective kinds should be accomplished all
together for the objective sorts to be achieved productively (Bourgeois, 1980; Child, 1974).
Bailey and Malone (1970) discovered antagonistic outcomes from zeroing in on one or the other
benefit or deals (yield) expansion. Zero in on benefit boost brought about overcapitalization
practices. Zero in on deals or yield amplification delivered undercapitalization practices. In any
case, putting equivalent accentuation on the two objectives was considered tricky too given the
turmoil that it caused workers and its uncertainty in coordinating representatives' exercises.
While keeping up more hierarchical objective sorts benefits associations by upgrading their
awareness of ecological freedoms and their capacity to abuse natural assets, coordinating or
organizing objective sorts gives extra advantages. As we have shown, the associations and
communications among objective kinds and the activities that they require can be extremely
mind-boggling. Objective sort prioritization is an unpleasant yet basic proportion of how well an
association structures or arranges its objective kinds. By setting up needs among objective sorts,
associations lower fluctuation. To the degree that associations disregard to focus on objective
kinds, fluctuation increments. Inconstancy is boosted when associations neglect to recognize
among objectives types as far as their significance. While objective sort intricacy makes
associations more versatile and subsequently encourages abuse of mechanical generosity,
inconstancy subverts misuse by making associations hesitant and pulling them in contradicting
bearings simultaneously.

4.6 Research Model

Organizational Goals

Leadership
Organizational Performance
4.7 Hypothesis
H1: Leadership has significantly positive impact on Organization performance in khushhali
bank.

H2: Leadership has significantly positive impact on Organization goals in khushhali bank.

H3: There is positive association between organizational performance and goals in khushali
bank.

4.8 Chapter Summary:

This chapter contains on the historical perspectives, current practices of leadership, importance
of leadership, relations of variables, research model, and hypothesis.
 Chapter NO:03
Methodology

3.1 Research Method

Research is essentially the way toward discover answers for an problem after an exhaustive
report and examination of the situational factors. The examination subject on which the
exploration is being done shows the Influence of power in the accomplishment of the
hierarchical objective and Organizational performance .To investigate the output two kinds of
information is being utilize, necessary information and supporting information. Important
information is simply the information which is collected by analysts themselves for the particular
examination cause. This, for instance, comprises of meetings records, survey reactions and
perception records. Information assortment isn't so natural cycle as it might burn-through time
and costs and it isn't vital that all the data required is acquired yet when you get the data essential
information is organized. Optional information is supposed to be the present information which
is utilized by a specialist instead of by gathering new data. Optional information can be gathered
from, for instance, overview information, office of population statistics and social sample
figures. Optional information can be very helpful if the scientist can't find out any sources from
which to gather their personal information. This is likewise a serious quick and a modest strategy
to utilize past information. (Chourton& Brown 2010, 218-220)

3.2 Quantitative and Qualitative research methods

For this condition concentrate there are two techniques utilized, subjective and quantitative.
These two strategies were consolidated to get the necessary outcomes. (Howe 1988, p.10).
Quantitative examination principally comprise of numbers and insight. It incorporates strategies
that give countable outcomes. The assembled counted information can be used to prefer
midpoint, highs and lows and the rankings of a thing when differentiate numerically and another.
For example, if an summarize overview which contains a combine of different choice inquiries is
made it isn't hard to check the amount of individuals who answered and the people who didn't
react to that question in certain method. Thusly, the assessment plan while using a quantitative
procedure is basically needy upon verifiable doubts and conditions. Not in anymanner like
quantitative assessment abstract investigation involves an assessment that relies upon searching
for answers to questions, exact usage of predefined set of frameworks to react to the requests,
assemble evidence, produce disclosures that were not settled early, produce revelations that are
appropriate past the brisk farthest away reaches of the examination. Abstract investigation is
generally critical for gaining socially convey information about characteristics, emotions,
practices, and social settings of explicit peoples. The examination plan in abstract assessment
contains data grouping and investigation tends to that are changed by what is figured it out.

3.3 Research design and data collection

This investigation is generally assembled through fundamental data by passing on the reviews
the Khushali Bank. The examination applies both the quantitative and abstract investigation
methodologies. Most of the scientists realize different techniques to finish the exploration which
depends upon the purpose behind assessment and sort of information required. Both emotional
and quantitative investigation systems inside any of these guidelines should used. (Custodian and
Coggin 1995,7). In this investigation study emotional procedure will be used. The emotional
methodology is used because it makes it possible to react to the requests of why, how and how. It
moreover applies considering the way that a gathering is coordinated with the CEO. Of course
quantitative approach is in like manner comparatively huge as surveys and audits are used to
accumulate the numerical or quantifiable data. The presumptions for the expert to get a more
broad picture of what he expects is in like manner a piece of quantitative investigation.

3.4 Reliability:
Legitimacy suggests limit of the assessment procedure to find exact reality. In case the
investigation should be genuine, by then it really suggests that what was required to be assessed
has been assessed decisively. Authenticity is exceptionally critical if the expert is doing through
and through examinations on individuals, little social occasions or conditions. If the investigator
understands that his investigation is authentic, by then he can make certain on the disclosures
that genuinely show some uniqueness in the issue being thought of. If the expert requirements
authenticity, by then it infers that there was nonattendance of truth in the revelations.
(Churton&Brown 2010, 211 Earl Babbie 1989, 127). Steadfast quality means to evaluate
consistency in making practically identical results on different yet commensurate occasions. If
assessment should be strong that infers if it is copied, near or indistinct results will be showed up
experts understand that their investigation. strong, by then there is less threat of their facing a
challenge model or example showed by their model and using it to make doubts about the
general population as aggregate. (Churton and Brown 2010, 209). The authenticity of
thisassessment is controlled by sending a review to the laborers of the case Khushali bank of
Pakistan in Ranipur. The assessment consolidates an online review interface delivered off
Manager and thereafter shipped off the agents of the Khushali Bank. There are 100 specialists in
the Bank and 29 responses to the investigation. Hence, the assessment should be generous. The
trustworthiness of the assessment is furthermore said to have been determineed whether the
examiner Pre-tests the review. In this investigation review was sent off the supervisor to check
the constancy before the last work is fit to be transported off the respondents. The reason behind
the pre-test is to watch that the information sister appropriate for the assessment or not. To make
the investigation more strong the observational assessment is gotten together with theoretical
examination. The expert found the investigation to be trustworthy in light of the fact that the
results found were exactly as expected and more than 38 - half of the specialists of theassociation
responded to the outline. In this manner, the assessment should be strong.

3.5 Instrument
We utilized shut survey having Three exploration factors every factor contained six inquiries, so
poll was comprised of complete 18 inquiries.

3.6 Procedures
We visited every one of these organizations and most importantly we exceptional the
respondents that all their data will keep inside and afterward got the end-product
straightforwardly from the Defendants through Questionnaire.

3.7 Sample Size

The Sample size of exploration was 100 respondents from which we got data together.

3.8 Sample technique:

Simple random sampling method was selected as we can select to respondents from the
khushhali bank through the techniques we select that type of respondents whose we need.

3.9 Chapter Summary;

This chapter contains on the research method, quantative and qualitative research method and
data collection, validity and reliability instrument procedures and sample size
 Chapter NO.4

Data Analysis
Frequencies

4.1.1 Gender

Table 1 shows 70 (70.3%) respondents were Male and 30 (29.7%) respondents were Female.

4.1.2 Marital Status

Table shows 56(55.4%) respondents were Married and 45 (44.6%) respondents were Unmarried.
 4.1.3 Age

Table 3 shows the respondents' age in which the margin of the respondents' age were 41 above
years 42 (41.6%), 31-40 years were 36(35.6%), 4.00 years were 18 (17.8%) and the least were 5
(5.0%) from 20-30 years.

4.1.4 Qualification
Table 2 shows total 101 respondents in which margin of the respondents were 32 Diploma
degree holders (31.7%), Master degree holders 31 (30.7%), MS degree holders 22 (21.8%) and
Bachelor degree holders were 16 (15.8%).

4.1.4 Experience

Table 3 shows the respondents' Experience in which the majority of the respondents' experience
were 5 blow years 56 (55,4%), 6-10 years were 33(32.7%), 11-15 years were 10 (9.9%),19-20
years were 1 (1.0%) and last the 21 above 1 (1.0%)

4.2 Reliability

4.2.1 Case Processing Summary

a. List wise deletion based on all variables in the procedure. Table 4.6 shows the valid number of
items that are totally 101 and no any excluded number in these items that is 100% is items are
valid.
4.3 Reliability Statistics

In table 4.7 in reliability coefficient in above table the value of variables is mentioned.
Thecronbach's alphas range between 0.790-0.826 to delete an item from questionnaire (sekaran
2003).So in above reliability statistics value shows that there is no any problem to deletion of the
questionnaire

4.4 Correlation

This table no 4.8 elaborates the correlations matrix of group members' abilities ,esprit de corps,
group trust and acknowledgment in leadership .In this table analysis provide result that that there
is positive and significant relation among these variables at 0.01 level.
4.5 Regression

H1: Leadership has significantly positive impact on Organization

performance in Khushali bank.

a. Predictors: (Constant), Leadership

In this table regression coefficient R= .049% relation is exist between the dependent and
independent variables. The coefficient of determination that declares .002% of variation in
performance.

4.5.2 ANOVA

a. Dependent Variable: Organizational Performance

b. Predictors: (Constant), Leadership

In this table The value of F is .235 and it is significant,the significant level is 629.That shows
that whole regression model is statically significant valid and fit.it implies that there is positive
relation between the dependent and independent variables.
 4.5.3 Coefficients

a. Dependent Variable: Organizational Performance In above given table of coefficient of team

members' abilities on performance B= .049 and the value of T is .485 thus; the significant level is
0.01.It shows clearly the positive effect on independent variable now the hypothesis should be
accepted that team member's abilities has positive effect on Organizational performance.

H2:Leadership has significantly positive impact on Organization goals in

Khushali bank.

4.5.4 Model Summary

a. Predictors: (Constant), Leadership

In above given table the regression coefficient R = .125 shows that relationship is exist between
dependent and independent variable and R² =.016 that shows 0.16 of variation on performance.
 4.5.5 ANOVA

a. Dependent Variable: Organizational Goals

b. Predictors: (Constant), Leadership

Table 4.13 shows 1.569 and significant is .213 level it shows that over all regression model is
statistically significant ,valid and fit.it shows positive effect of dependent variable on
independent variable.

4.5.6 Coefficients

a. Dependent Variable: Organizational Goals

Table 4.14 shows regression of coefficient of esprit de corps B= -125 and the value of T is -1.252
thus; the significant level is 0.01.It shows the positive effect on performance.Now the hypothesis
should be accepted that esprit the corps has positive effect on Organizational goals.

4.6 Hypothesis Result

4.7 Discussion
These study study show relations between variable that are leadership recognize the
organizational goals and employee performance. The questionnaire of this research were taken
from the article of 'impact the leadership on organizational goals and employee performance',
and the questionnaire divide to the employee of khushhali bank who were able clearly
understand and replying the given statement from were we get respond 100% there were no any
participants missed and those were enough for collection of data.

4.8 Chapter Summary:

This chapter contains Frequencies, demographics, reliability statistics, correlations Regression
and hypothesis results.
 Chapter No.5
Conclusion and Recommendations

5.1 Conclusion

This assessment exertion has shown that for any relationship to suffer, appropriate impact of
organization on the Organizational destinations and execution ought to be followed. It is
dependable that the presentation of activity in this endeavor will add to the well comprehension
of the need for accepting of Democratic; take an interest expert in an affiliation, which will
update legitimate practicality. It was reasoned that larger part rule or take an interest sorts of
power is the most magnificent viewpoint all the organization styles considering the favorable
circumstances that will be gotten from it by the specialists amidst the overall result to the
affiliation in general. The examination furthermore shows that it is critical to affect changes
essentially of activity when the need arises in a relationship to progression usage. Affiliation is
set up for unequivocal reason and objectives, people moreover crossing point relationship to
achieve their necessities, and as such they add to various leveled execution to achieve the
objectives of the affiliation. Along these lines, it is the duty of each pioneer to collect an
affiliation that will work adequately because how much he/she be fruitful will depend altogether
molecule peers energy to organization with him/her notwithstanding different things will rely fair
and square of consistency among the organization style got by the pioneer and the suppositions
and needs of the subordinates. The synopsis results empower that an individual who shows
authority capacities will be forward-look in nerve the more with no issue. Thus, worker'
necessity this quality to accomplish their business objects. Regardless, quality authority is huge
for individual's profession prosperity, yet then again is basic considering the way that it impacts
the entire obligation measure. Moreover, association is filling in importance, particularly
considering the thundering improvement market and the push toward worldwide endeavors and
undertaking gatherings. Since the world is shifting and considering the way that issues and
undertakings are ending up being extensively really puzzling, one can now don't anticipate being
that a sole boss or chief can take upkeep of all issues without assistance from any other
individual or herself. No one individual can achieve the aggregate of the present quickly
changes, genuine dangers, and raising shopper wants. Taking everything into account, effective
organization ought to plague the affiliation.
5.2 Recommendations:
Leadership are basic intending to the terrible showing experienced in the district governments. In
particular, the investigation suggests that:

1. Partner pioneers ought to be cautious on issue that the representatives ought to be associated
with and the should try to urge workers to pursue accomplish both individual and associations
objectives.

ii. Legitimate pioneers ought not seem, by all accounts, to be strong or despot on the grounds that
the employees" mama renegade or reject if the vibe that the pioneer is compelling them to get
things done against their desire and hence the should consolidate forcefulness with discretion.

5.3 Limitations
On this the limitations of this study is the use of cross sectional design because it didn't us to
examine the causal relationship between constructs. To examine the causal relationship between
leadership behavior and employees performance As a study was conducted in a small bank
khushali bank making it difficult to generalize the results to other organizations context
Therefore the present findings should be examined in different context in the future.

5.4 Chapter summary:

This chapter contains on the Conclusion, recommendations and limitations.
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Appendix
Survey Questionnaire

Gender Male Female

Marital Status Unmarried

Age 20-30 31-40 41-Above

Education Diploma Bachelor Master MS PHD

Experience Year 5 6-10 11-15 16-20 21-Above

S.NO Strongl Agree No Disagree Strongly
Leadership y Agree Opinion Disagree

1) Are necessary for relationship

between leaders and employees ?

2) Leaders in organization only gets

involved in workplace issues
when there problem?

3) leaders provide rewards only

when they believe we have
performed Complete or try hard
enough?

4) What leaders focus on relationship

building and trust Maintaining?

5) When we have a positive

interactions with our leaders we
have increased levels of Engagement
?
6) Our leaders use conventional reward
and punishment to gain compliance
from us?

S.NO Strongl Agree No Disagree Strongly

Organizational y Agree Opinion Disagree

Performance
1) Organization performance is the
ability of the organization to achieve
their goals?

2) Organization with more control over

the resources are likely to have the
more influnce on the performance ?

3) A poor relationship between leaders

and the employees are influnce the
Organizational performance ?

4) Reward has a direct impact on

employee performance positively by
creating a favourable work
environment through independent
and Support?

5) leadership style have strong

influence on job performance ?
6) Does your manager guide you how
to increase your job performance?

S.NO Strongl Agree No Disagree Strongly

Organizational y Agree Opinion Disagree

Goals
1) More goal types help organizations
detect more opportunities in their
industries and there by reap more
benefits in Organization?

2) Goal type variability negatively

moderates the impact of industrial
munificence on goal attainment

3) If greater diversity in the form of

moral goal has a positive effect on
organization?

4) If Less diversity in the form of moral

goal has a Nagative effect on
organization?
5) The number of goal types is an even
stronger moderator of the impact of
munificence on goal type attainment

Demographics
Gender Marital Status Age Qualification Experience Year
1 1 1 1 3
1 1 2 1 3
2 2 4 3 3
1 1 3 1 3
1 1 3 2 2
1 2 2 3 3
2 2 3 3 1
1 1 4 2 1
1 1 2 2 3
1 1 2 1 1
1 2 1 1 1
2 1 2 2 1
2 2 3 2 4
1 1 3 1 1
1 2 3 1 4
1 2 2 2 1
1 1 2 1 1
1 2 2 1 3
1 2 3 2 4
1 2 3 2 4
2 2 3 3 4
1 1 4 2 4
1 1 2 1 4
2 2 3 2 4
2 1 3 3 4
1 2 2 1 1
1 1 2 2 3
1 2 4 2 3
2 2 2 2 4
2 2 3 1 1
1 1 4 2 4
2 2 4 3 3
1 1 1 1 3
1 2 1 1 2
1 1 2 2 2
2 1 4 2 3

Gender Marital Status Age Qualification Experience Year

1 1 1 3 1
1 1 2 3 1
2 2 4 3 3
1 1 3 1
1 1 3 2 2
2 2 2 3 3
2 2 3 1 3
1 1 4 1 2
1 1 2 3 2
1 1 2 1 1
2 2 1 1 1
1 1 2 1 2
2 2 3 4 2
1 1 3 1 1
2 2 3 4 1
2 2 2 1 2
1 1 2 1 1
2 2 2 3 1
2 2 3 4 2
2 2 3 4 2
2 2 3 4 3
1 1 4 4 2
1 1 2 4 1
2 2 3 4 2
1 1 3 4 3
2 2 2 1 1
1 1 2 3 2
2 2 4 3 2
2 2 2 4 2
2 2 3 1 1
1 1 4 4 2
2 2 4 3 3
1 1 1 3 1
2 2 1 2 1
1 1 2 2 2
1 1 4 3 2

1 1 1 3 1
1 1 2 3 1
2 2 4 3 3
1 1 3 1
1 1 3 2 2
2 2 2 3 3
2 2 3 1 3
1 1 4 1 2
1 1 2 3 2
1 1 2 1 1
2 2 1 1 1
1 1 2 1 2
2 2 3 4 2
1 1 3 1 1
2 2 3 4 1
2 2 2 1 2
1 1 2 1 1
2 2 2 3 1
2 2 3 4 2
2 2 3 4 2
2 2 3 4 3
1 1 4 4 2
1 1 2 4 1
 Leadership
Q1 Q2 Q3 Q4 Q5 Q6
R1 2 1 2 1 1 2
R2 2 2 2 2 2 2
R3 2 2 1 2 2 2
R4 2 1 1 1 1 1
R5 1 2 1 2 2 2
R6 2 1 2 2 2 4
R7 1 2 3 2 1 3
R8 2 1 2 2 2 1
R9 2 1 1 2 1 1
R10 1 1 3 2 2 2
R11 2 2 2 1 1 2
R12 2 3 2 1 2 2
R13 2 2 3 1 1 2
R14 2 3 2 2 1 2
R15 2 2 2 2 2 2
R16 2 4 1 2 1 2
R17 2 1 1 3 2 2
R18 1 2 1 2 1 2
R19 2 1 2 2 2 2
R20 1 3 2 1 1 2
R21 2 1 2 1 2 2
R22 1 2 1 1 2 3
R23 2 2 2 2 1 2
R24 2 2 2 2 2 1
R25 1 1 1 3 2 2
R26 1 2 2 2 1 2
R27 2 1 2 4 2 2
R28 2 2 3 1 2 1
R29 1 3 2 2 3 1
R30 2 2 2 1 2 1
R31 2 3 2 1 2 1
R32 2 2 3 1 3 2
R33 1 1 2 2 1 2
R34 2 3 3 3 2 2
R35 1 1 2 2 1 2
R36 2 3 2 2 1 1
R37 2 2 1 2 2 1

R38 Q1 Q2 Q3 Q4 Q5 Q6
R39 1 2 3 2 1 2
R40 2 1 2 1 1 1
R41 2 2 2 2 2 2
R42 2 2 1 2 2 2
R43 2 1 1 1 1 1
R44 1 2 1 2 2 2
R45 2 1 2 2 2 2
R46 1 2 3 2 1 2
R47 2 1 2 2 2 2
R48 2 1 1 2 1 2
R49 1 1 3 2 2 2
R50 2 2 2 1 1 1
R51 2 3 2 1 2 1
R52 2 2 3 1 1 1
R53 2 3 2 2 1 2
R54 2 2 2 2 2 2
R55 2 4 1 2 1 2
R56 2 1 1 3 2 3
R57 1 2 1 2 1 2
R58 2 1 2 2 2 2
R59 1 3 2 1 1 1
R60 2 1 2 1 2 1
R61 1 2 1 1 2 1
R62 2 2 2 2 1 2
R63 2 2 2 2 2 2
R64 1 1 1 3 2 3
R65 1 2 2 2 1 2
R66 2 1 2 4 2 4
R67 2 2 3 1 2 1
R68 1 3 2 2 3 2
R69 2 2 2 1 2 1
R70 2 3 2 1 2 1
R71 2 2 3 1 3 1
R72 1 1 2 2 1 2
R73 2 3 3 3 2 3
R74 1 1 2 2 1 2
R75 2 3 2 2 1 2
R76 2 2 1 2 2 2

R77 Q1 Q2 Q3 Q4 Q5 Q6
R78 1 2 3 2 1 2
R79 1 1 2 1 1 1
R80 2 2 2 2 2 2
R81 2 2 1 2 2 2
R82 1 1 1 1 1 1
R83 2 2 1 2 2 2
R84 2 1 2 1 2 2
R85 1 2 3 2 1 2
R86 2 1 2 1 2 2
R87 1 1 1 1 1 2
R88 2 1 3 1 2 2
R89 1 2 2 2 1 1
R90 2 3 2 3 2 1
R91 1 2 3 2 1 1
R92 1 3 2 3 1 2
R93 2 2 2 2 2 2
R94 1 4 1 4 1 2
R95 2 1 1 1 2 3
R96 1 2 1 2 1 2
R97 2 1 2 1 2 2
R98 1 3 2 3 1 1
R99 2 1 2 1 2 1
R100 2 2 1 2 2 1
 Organizational
Performance
Q1 Q2 Q3 Q4 Q5 Q6
R1 1 1 2 1 1 2
R2 1 2 2 2 2 2
R3 1 2 1 2 2 2
R4 2 1 1 1 1 1
R5 1 2 1 2 2 2
R6 2 1 2 2 2 4
R7 1 2 3 2 1 3
R8 2 1 2 2 2 1
R9 2 1 1 2 1 1
R10 1 1 3 2 2 2
R11 2 2 2 1 1 2
R12 2 3 2 1 2 2
R13 2 2 3 1 1 2
R14 2 3 2 2 1 2
R15 2 2 2 2 2 2
R16 2 4 1 2 1 2
R17 2 1 1 3 2 2
R18 1 2 1 2 1 2
R19 2 1 2 2 2 2
R20 1 3 2 1 1 2
R21 2 1 2 1 2 2
R22 1 2 1 1 2 3
R23 2 2 2 2 1 2
R24 2 2 2 2 2 1
R25 1 1 1 3 2 2
R26 1 2 2 2 1 2
R27 2 1 2 4 2 2
R28 2 2 3 1 2 1
R29 1 3 2 2 3 1
R30 2 2 2 1 2 1
R31 2 3 2 1 2 1
R32 2 2 3 1 3 2
R33 1 1 2 2 1 2
R34 2 3 3 3 2 2
R35 1 1 2 2 1 2
R36 2 3 2 2 1 1
R37 2 2 1 2 2 1

R38 Q1 Q2 Q3 Q4 Q5 Q6
R39 1 2 3 2 1 2
R40 2 1 2 1 1 1
R41 2 2 2 2 2 2
R42 2 2 1 2 2 2
R43 2 1 1 1 1 1
R44 1 2 1 2 2 2
R45 2 1 2 2 2 2
R46 1 2 3 2 1 2
R47 2 1 2 2 2 2
R48 2 1 1 2 1 2
R49 1 1 3 2 2 2
R50 2 2 2 1 1 1
R51 2 3 2 1 2 1
R52 2 2 3 1 1 1
R53 2 3 2 2 1 2
R54 2 2 2 2 2 2
R55 2 4 1 2 1 2
R56 2 1 1 3 2 3
R57 1 2 1 2 1 2
R58 2 1 2 2 2 2
R59 1 3 2 1 1 1
R60 2 1 2 1 2 1
R61 1 2 1 1 2 1
R62 2 2 2 2 1 2
R63 2 2 2 2 2 2
R64 1 1 1 3 2 3
R65 1 2 2 2 1 2
R66 2 1 2 4 2 4
R67 2 2 3 1 2 1
R68 1 3 2 2 3 2
R69 2 2 2 1 2 1
R70 2 3 2 1 2 1
R71 2 2 3 1 3 1
R72 1 1 2 2 1 2
R73 2 3 3 3 2 3
R74 1 1 2 2 1 2
R75 2 3 2 2 1 2
R76 2 2 1 2 2 2

R77 Q1 Q2 Q3 Q4 Q5 Q6
R78 1 2 3 2 1 2
R79 1 1 2 1 1 1
R80 2 2 2 2 2 2
R81 2 2 1 2 2 2
R82 1 1 1 1 1 1
R83 2 2 1 2 2 2
R84 2 1 2 1 2 2
R85 1 2 3 2 1 2
R86 2 1 2 1 2 2
R87 1 1 1 1 1 2
R88 2 1 3 1 2 2
R89 1 2 2 2 1 1
R90 2 3 2 3 2 1
R91 1 2 3 2 1 1
R92 1 3 2 3 1 2
R93 2 2 2 2 2 2
R94 1 4 1 4 1 2
R95 2 1 1 1 2 3
R96 1 2 1 2 1 2
R97 2 1 2 1 2 2
R98 1 3 2 3 1 1
R99 2 1 2 1 2 1
R100 2 2 1 2 2 1
 Organizational
Goals
Q1 Q2 Q3 Q4 Q5 Q6
R1 2 1 2 1 1 2
R2 2 2 2 2 2 2
R3 2 2 1 2 2 1
R4 1 1 1 1 1 1
R5 2 2 1 2 2 1
R6 4 1 2 2 2 2
R7 3 2 3 2 1 3
R8 1 1 2 2 2 2
R9 1 1 1 2 1 1
R10 2 1 3 2 2 3
R11 2 2 2 1 1 2
R12 2 3 2 1 2 2
R13 2 2 3 1 1 3
R14 2 3 2 2 1 2
R15 2 2 2 2 2 2
R16 2 4 1 2 1 1
R17 2 1 1 3 2 1
R18 2 2 1 2 1 1
R19 2 1 2 2 2 2
R20 2 3 2 1 1 2
R21 2 1 2 1 2 2
R22 3 2 1 1 2 1
R23 2 2 2 2 1 2
R24 1 2 2 2 2 2
R25 2 1 1 3 2 1
R26 2 2 2 2 1 2
R27 2 1 2 4 2 2
R28 1 2 3 1 2 3
R29 1 3 2 2 3 2
R30 1 2 2 1 2 2
R31 1 3 2 1 2 2
R32 2 2 3 1 3 3
R33 2 1 2 2 1 2
R34 2 3 3 3 2 3
R35 2 1 2 2 1 2
R36 1 3 2 2 1 2
R37 1 2 1 2 2 1

R38 Q1 Q2 Q3 Q4 Q5 Q6
R39 3 2 1 2 1 2
R40 2 1 2 1 1 1
R41 2 2 3 2 2 2
R42 1 2 1 2 2 2
R43 1 1 1 1 1 1
R44 1 2 1 2 2 2
R45 2 1 2 2 2 2
R46 3 2 3 2 1 2
R47 2 1 2 2 2 2
R48 1 1 1 2 1 2
R49 3 1 3 2 2 2
R50 2 2 2 1 1 1
R51 2 3 2 1 2 1
R52 3 2 3 1 1 1
R53 2 3 2 2 1 2
R54 2 2 2 2 2 2
R55 1 4 1 2 1 2
R56 1 1 1 3 2 3
R57 1 2 1 2 1 2
R58 2 1 2 2 2 2
R59 2 3 2 1 1 1
R60 2 1 2 1 2 1
R61 1 2 1 1 2 1
R62 2 2 2 2 1 2
R63 2 2 2 2 2 2
R64 1 1 1 3 2 3
R65 2 2 2 2 1 2
R66 2 1 2 4 2 4
R67 3 2 3 1 2 1
R68 2 3 2 2 3 2
R69 2 2 2 1 2 1
R70 2 3 2 1 2 1
R71 3 2 3 1 3 1
R72 2 1 2 2 1 2
R73 3 3 3 3 2 3
R74 2 1 2 2 1 2
R75 2 3 2 2 1 2
R76 1 2 1 2 2 2

R77 Q1 Q2 Q3 Q4 Q5 Q6
R78 1 2 3 2 1 2
R79 1 1 2 1 1 1
R80 2 2 2 2 2 2
R81 2 2 1 2 2 2
R82 1 1 1 1 1 1
R83 2 2 1 2 2 2
R84 2 1 2 1 2 2
R85 1 2 3 2 1 2
R86 2 1 2 1 2 2
R87 1 1 1 1 1 2
R88 2 1 3 1 2 2
R89 1 2 2 2 1 1
R90 2 3 2 3 2 1
R91 1 2 3 2 1 1
R92 1 3 2 3 1 2
R93 2 2 2 2 2 2
R94 1 4 1 4 1 2
R95 2 1 1 1 2 3
R96 1 2 1 2 1 2
R97 2 1 2 1 2 2
R98 1 3 2 3 1 1
R99 2 1 2 1 2 1
R100 2 2 1 2 2 1