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Abstract
Leadership matters; it is crucial for the success of organizations and concerns building and maintaining effective teams. In every organization, the leader needs to motivate, improve efficiency, achieve growth and create a good atmosphere, clearly not an easy task in today's world. Leaders are constantly seeking to find which leadership style is the most effective to improve organizational outcomes and consequently achieve their goals. The purpose of the present article is to investigate the relationship between leadership styles and the organizational outcomes (considering effectiveness, job satisfaction, and extra effort). A multifactor leadership questionnaire, MLQ-5x Rater Form, was completed by a sample of 167 employees from different multinational companies. Based on the study, leaders need to adopt a more transformational leadership approach and avoid passive-avoidance attributes in order to increase positive organizational outcomes as well as company success and recognition. The scope of the research is limited to corporate sales hubs from 7 different companies and employees from 31 different nationalities.
Keywords: Leadership, transformational leadership, organizational leadership, organizational effectiveness, organizational shift
There is not an organization today, whether large or small, local or global, profit or nonprofit, governmental agency or non-governmental organization (NGO), that is immune to change (Kotter, 1998). The leaders are responsible for making sure people have the capacity to follow through those challenging times or changes (Stoltz, 1997). Yukl (2006) defined leadership as the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives. Northouse (2019) defined leadership as a process whereby an individual influences a group of individuals to achieve a common goal.
A wide range of leadership theories and styles are described in the literature. One of the most validated theories is "The Full-range Model of Leadership" (Bass & Avolio, 1994) and Multifactor Leadership Questionnaire (MLQ) from Bass and Avolio (2004). In fact, many researchers rely upon it in order to characterize better leadership styles trends (Alloubani et al., 2019; Awino, 2015; Barnes et al., 2013; Frooman et al., 2012; Tigchelaar & Bekhet, 2015; Kueenzi, 2019; Miranda, 2019; Purvi et al., 2019; Shrestha, 2012; Yahaya & Ebrahim, 2015).
The Full-Range Model of Leadership Styles
Bass and Avolio's...