INVESTIGATION ON IMPACTS OF LEADERSHIP

QUALITIES OF MANAGER ON EMPLOYEE AND

ORGANIZATIONAL PERFORMANCE

A CASE STUDY ON SAINSBURYS SUPER MARKET

TABLE OF CONTENTS

CHAPTER ONE – INTRODUCTION 5

1.1 BACKGROUND OF THE RESEARCH 6

1.2 STATEMENT OF THE PROBLEM 7
1.3 RATIONALE OF RESEARCH 7
1.4 RESEARCH QUESTIONS 7
1.5 RESEARCH AIMS AND OBJECTIVES 8
1.5.1 AIMS 8
1.5.2 OBJECTIVES 8

CHAPTER TWO – LITERATURE REVIEW 9

2.1 THEORETICAL FRAMEWORK 11

2.2 LEADERSHIP THEORIES 11
2.3 LEADERSHIP QUALITIES 13
2.3.1 PROACTIVE VS. REACTIVE 13
2.3.2 BROAD-MINDED 13
2.3.3 FORWARD-LOOKING 14
2.3.4 FLEXIBLE/ADAPTABLE 14
2.3.5 CONFIDENCE 14
2.3.6 RESPECTFUL AND HONEST 14
2.3.7 COMPETENT 14
2.3.8 COMMUNICATION SKILLS 15
2.3.9 INSPIRING 15
2.3.10 COOPERATIVE AND INTERESTED IN FEEDBACK 15
2.3.11 ORGANIZED AND EVALUATIVE 15
2.4 IMPACT OF LEADERSHIP QUALITY ON EMPLOYEE’S PERFORMANCE 15
2.4.1 POSITIVE IMPACTS 16
2.4.2 NEGATIVE IMPACTS 17
2.5 CONCEPTUAL FRAMEWORK 18

CHAPTER THREE – RESEARCH METHODOLOGY 19

3.1 RESEARCH PHILOSOPHY 20

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3.2 RESEARCH APPROACH 20
3.3 RESEARCH DESIGN 20
3.4 RESEARCH METHOD 21
3.5 SAMPLING 21
3.6 DATA COLLECTION 21
3.7 ETHICAL CONSIDERATION 22
3.8 DESIGN OF SURVEY QUESTIONS 22

CHAPTER FOUR - FINDINGS AND DATA PRESENTATION 25

4.1 PRESENTATION OF SURVEY RESULTS 25

QUESTION 1 DOES LEADERSHIP INFLUENCE ORGANIZATIONAL PERFORMANCE? 25
QUESTION 2 LEADERSHIP QUALITIES HELP TO GUIDE AND MOTIVATE THE EMPLOYEES. DO YOU AGREE? 26
QUESTION 3 SAINSBURY’S ORGANIZATIONAL GROWTH IS THE RESULT OF STRONG LEADERSHIP QUALITIES OF
MANAGERS IN SAINSBURY. DO YOU SUPPORT? 27
QUESTION 4 DOES QUALITY LEADERSHIP EFFECT ON EMPLOYEE WORKPLACE PERFORMANCE AT SAINSBURY
SUPERMARKET? 28
QUESTION 5 DOES THE MANAGER APPLY LEADERSHIP QUALITY TO STRENGTHEN EMPLOYEE RELATION
WITHIN THE COMPANY OF SAINSBURY SUPERMARKET? 29
QUESTION 6 HOW OFTEN MANAGERS OF SAINSBURY SHARE AND DISCUSS ORGANIZATIONAL VISION AMONG
THE EMPLOYEES? 30
QUESTION 7 DO YOU THINK THAT TRAINING AND DEVELOPMENT PROGRAM HELPS TO ENHANCE LEADERSHIP
QUALITIES? 31
QUESTION 8 IMPLEMENTATION OF THE LEADERSHIP QUALITIES SEEMS TO BE FRUITFUL FOR ORGANIZATIONAL
DEVELOPMENT. DO YOU AGREE WITH THIS STATEMENT? 32
QUESTION 9 MANAGERS MUST FOCUS ON IMPROVING THEIR LEADERSHIP SKILLS AND QUALITIES IN THE
SAINSBURY SUPERMARKET. DO YOU SUPPORT? 33

CHAPTER FIVE – ANALYSIS 34

5.1 SURVEY ANALYSIS 35

5.2 REVISIT OF RESEARCH QUESTION 36
QUESTION 1 HOW LEADERSHIP QUALITIES ARE ESSENTIAL FOR EMPLOYEE AND ORGANIZATIONAL
PERFORMANCE? 36
QUESTION 2 WHAT THE LEADERSHIP QUALITIES SHOULD THE MANAGER HAVE? 36
QUESTION 3 HOW CAN THE MANAGER ENHANCE LEADERSHIP QUALITIES? 37

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5.3 REVISIT OF OBJECTIVE 37

CHAPTER SIX – CONCLUSION 38

CHAPTER SEVEN- RECOMMENDATION 40

REFERENCES 42

APPENDIX 46

SURVEY QUESTIONS 46

3
TABLE OF FIGURES
FIGURE 1 CONCEPTUAL FRAMEWORK ................................................................................................................18
FIGURE 2 - LEADERSHIP INFLUENCE ON ORGANIZATIONAL PERFORMANCE ......................................................25
FIGURE 3 USE OF LEADERSHIP SKILLS TO GUIDE AND MOTIVATE EMPLOYEES ..................................................26
FIGURE 4 IMPACT OF LEADERSHIP QUALITIES ON THE ORGANIZATIONAL GROWTH OF SAINSBURY .........27
FIGURE 5 - LEADERSHIP EFFECTS ON WORKPLACE PERFORMANCE OF SAINSBURY SUPERMARKET .........28
FIGURE 6 - LEADERSHIP QUALITY TO STRENGTHEN EMPLOYEE RELATION IN THE COMPANY ...................29
FIGURE 7 - SHARING AND DISCUSSION OF ORGANIZATIONAL VISION AMONG THE EMPLOYEES .................30
FIGURE 8 NEED FOR THE TRAINING TO ENHANCE LEADERSHIP QUALITIES .................................................31
FIGURE 9 IMPLEMENTATION OF LEADERSHIP QUALITIES FOR ORGANIZATIONAL DEVELOPMENT ............32
FIGURE 10 - IMPROVEMENT NEEDS IN THE LEADERSHIP SKILLS AND QUALITIES OF MANAGERS ...............33

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CHAPTER ONE – INTRODUCTION

5
1.1 BACKGROUND OF THE RESEARCH
Leadership quality is the personal ability that may differ from person to person, place and situation to
be applied. The appearance of the leadership skills and quality in an organizational leader helps to
direct the employees and the organization towards an attainment of the organizational goals and
objectives. Leadership quality in a person is understood as an art of influencing others that work for
driving an organization and its team members to achieve the business goals (Trivellas & Drimoussis,
2013). An organizational leader must move with the concept of shared vision that helps to influence
better other. Leadership qualities encompass different factors like competent nature, honesty,
empowerment quality, inspiring, ability to be an example of others, the power to lead the change
along with shared visions. Having all these leadership qualities in a person makes a good leader. To
gain the employees trust, having the great leadership qualities is an essential factor for the manager.
Managerial actions and the leadership capacity must come hand on hand for being a successful
leaders and managers (Phillips, 2012). Allocation of the resources, better organizational
management, and the strategic actions supports for the better organizational growth and development
in the competitive business market. Managers as the organizational leaders play a vital role for all
these organizational purpose. Organizational success or failures both are highly dependent upon the
leadership quality and its practice by the organizational leaders or the managers.

Sainsbury supermarket is an organization for the study of the research topic. Sainsbury is the
supermarket chain funded in the UK and now its chain market is available in the different location of
the world. Sainsbury supermarket has availability household products and grocery items that have
attracted numbers of the customers worldwide. This is why Sainsbury has become one of the largest
selling supermarkets. The research study has shed light on the different leadership qualities applied
by the managers of the company to achieve an optimum business goals and objectives (Sen et al.,
2011). Enhancing powers of the managers that have helped to make the greater organizational
performance has been highlighted throughout the study. An empirical study conducted on “Impact of
leadership qualities of managers on employees and organizational performance” has supported to
understand about an effectiveness of the leadership qualities in Sainsbury Supermarket. Part of the
literature review in the study ha been carried out with the study of the different research works and
journals in the similar research topic. It has worked for the understanding about the similar research
works. Likewise, methodology presents the different research methods and approaches employed in
the research work. Hence, the study has made a better understanding about the needs and practice of
leadership qualities to enhance the organizational performance.

6
1.2 STATEMENT OF THE PROBLEM
Leadership skills and qualities that are better applied in an organizational helps to achieve the
business goals and objectives. Having skilled leader in an organization help to direct the organization
in the path of the growth and development. The main problem to be studied in this research work is
an impact of the leadership qualities of employees and overall organizational performance. Besides,
the business success factors along with the leadership practice among the managers of the Sainsbury
Supermarket has been identified as a research problem in this research work. Hence, the complete
research work has been learned to identify the findings of the research problems.

1.3 RATIONALE OF RESEARCH

With a purpose, a study conducts. The purpose may be explanatory, exploratory and analytical
(Davies, 2007). Neither research problem nor variable is known in this study. That is why, this study
will be an exploratory.

Leadership qualities of the manager have vast impacts on the employee as well as organizational
performance. A manager with leadership qualities can lead the firm from the front. Leadership
qualities determine the success of an organization. If the firm has managers with leadership qualities,
it can enjoy competitive advantages in the market. Research study on “Impact of leadership qualities
of managers on employees and organizational performance” is learned for the identification of the
managerial leadership qualities applied in Sainsbury Supermarket. The only purpose of conducting
this research work is to evaluate an effectiveness of the leadership qualities in an employee and
organizational performance.

1.4 RESEARCH QUESTIONS

a. How leadership qualities are essential for employee and organizational performance?
b. What the leadership qualities should the manager have?
c. How can the manager enhance leadership qualities?

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1.5 RESEARCH AIMS AND OBJECTIVES
1.5.1 AIMS
The main aim of carrying this research study is to analyze impacts of leadership qualities of the
manager on the employee as well as organizational performance.

1.5.2 OBJECTIVES
The main objectives of this research study that has guided complete research work are enlisted
below:

a. To investigate, how leadership qualities are essential for employee and organizational
performance
b. To analyze the leadership qualities of the Sainsbury Manager
c. To find out, the ways manager can enhance leadership qualities

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CHAPTER TWO – LITERATURE REVIEW

9
10
According to Armstrong and Baron (2007), leadership refers to the some special qualities for which a
man can control other people easily. He can convince other people to get the job done by them. A
leader has some special qualities; innovative, self-motivated, analytical skills, decision-making
power, convincing other people, problem-solving, planning, coordinating, organizing, administrative
power and situation understanding capacity (Boulden & Laat, 2015). When the manager has these
qualities, he can do his job more effectively to make the employees efficient. Thus, leadership
qualities of the manager are essential to ensure employees as well as firm performance.

2.1 THEORETICAL FRAMEWORK

The research work was completed studying different articles, reports, journals and reviews on similar
topics. Leadership qualities have hallmark impact on employee and organizational performances.
The leader is the person that makes an employee realize their personal aspiration and work for
organizational goal (Whitmore, 2009). The correlation of influences of qualities of leadership on
performance on evaluation gives the idea for selection of best leadership style. Consideration of
charisma, inspirational motivations, intellectual stimulation based on the personal satisfaction of
employee is made for the analysis of impacts. Evaluation of the impact of qualities of leadership in
performance is a vast subject area as the effects of things differ with the situation, and a constant
influence can never be implicated for any task. Study of theories and models that researchers have
found, analyzing various factors of a company on their leadership policies and company
performances are the base of this study. A descriptive research question set to admin the qualities of
leadership and rate of satisfaction among employees is studied to mark the leadership qualities of the
Sainsbury Manager.

2.2 LEADERSHIP THEORIES

The leadership theories are the basis of various analyzes practically and in reality. A commander of
the task is a leader who makes other work for the achievement of goals and target of the
organization. Mostly considered theories on leadership are

 The great man theory (1840): the oldest theory that defines leadership as an intrinsic
character and believed in the birth of leaders. It believes the need gives rise to leaderships.
This theory was formulated on the basis of a study on existing great leaders.
 Trait theory (1930-1940): this theory denied the total belief of birth of leader and proposed
that the leader is born or made bearing qualities that expertise in leadership roles. This theory

11
 forced on analysing of mental, physical and social qualities of a leader that make one more
convincing.
 Behavioral theories (1940's - 1950's): this theory opposed the statement of trait theory and
believed in the evaluation of factors determining the behavior of leader generating cause and
effect relationship. This theory completely accepted that leaders are made never born. These
theories included the theories like Role theory, the managerial grid, etc.
 Participative leadership theories: these theories believed that the involvement is a prime
factor for understanding and accurate decision making which is the responsibility of a leader.
This theory considers the Lewin Leadership Style and Likert’s Leadership Style that deal
with the involvement of leader and other in the decision-making process. These theories
suppose that the commitment of people can be assured if they are involved in decision
making, an involved decision has greater implementation effect than a non-involved decision,
and a group decision is better than single person decision.
 Situational leadership: this theory assumes that the best performance of a leader is ascertained
by the degree of conditional factors. Such assumptions have been verified by the finding of
Hersey and Blanchard’s Situation Leadership, Vroom and Yetton’s Normative Model,
House’s Path-Goal Theory of Leadership. Factors such as force in a situation, followers and
leaders determine the style of leadership that may be variable.
 Contingency theories (the 1960's): these theories denied the belief of previous theories and
signified that the leadership is the result of situation limiting the performance level. Fiedler’s
least preferred co-worker (LPC) theory, cognitive resource theory, strategic contingencies
theory are the contingency theories that were popularly considered during 1960’s.
 Transactional leadership theories (the 1970's): depending on the value of collaboration a new
theory on leadership evolved that valued the positive and mutually beneficial relationship
called the transactional leadership theory. The consideration of synchronous growth of
individual and organizational goal is considered the effective factor in a leader in this theory.
Leader-Member Exchange (LMX) theory is the most considered of Transactional leadership
theories that described the ways of maintenance of leader position through a series of idea
exchange agreement with other members of the organization. It assumed that the rewards and
punishment can be motivation factor.
 Transformational leadership theories (the 1970's): in the similar decade of the formulation of
transactional leadership theory another theory was purposed concerning the leader,
leadership, and qualities known as Transformational leadership theories that believed in the

12
 capacity of the leader to transform their follower setting a sense of belonging to them.
Famous theories in Transformational leadership theories are Bass transformational leadership
theory, Burns Transformational leadership theories and Kouzes and Posner Leadership
Participation Inventory. All these theories proved that motivating leaders that value the effort
of followers are the most successful leader than the one believed in own abilities (Laporsek,
2013).

All the theories stated are the result of analysis of the performance of employee under the guidance
of leader that is intended to decide the best leader for best performance in an organization.

2.3 LEADERSHIP QUALITIES

A practical skill concerning the ability of a person or company to head forward a team or the entire
firm is leadership (Tawney, 2015). It is a process of motivating people to perform tasks to
accomplish the mission, generating commitment of employee and enhancing the organization.
Different theories define the leadership differently but according to transformational leadership
theory a person creating an inspiring vision of future, motivating people, guiding a team in an
effective way is an effective leader. Individuals who are highly skilled, good at their jobs, and value
their companies make up a good manager, but one may not be a good leader. A good leadership
deserves to explore a greater variety of qualities rather than just a good manager could possess
(Biemann et al., 2015). The leader qualities can be categorized as personal qualities and managerial
qualities. Some of the prime characters an efficient leadership possess that make a person actual
leader are as follows

2.3.1 PROACTIVE VS. REACTIVE

Knowing a problem before it arises and presenting solution prior the effect of problem affect the
company is proactive vs. reactive character of a leader which help prevent uncertain delays in the
task of the company helping manage the stress in an organization that can cause wastage of resources
(Nawaz, 2011).

2.3.2 BROAD-MINDED
Consideration of others opinion is a way to respect the effort of employee that could generate a
harmonious situation. Analyzing the broad value of options with a broad mind and working out for
best option possible keeps an inspirational force on employees which is beneficial to the company
(Lawler, 1991).

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2.3.3 FORWARD-LOOKING
A primary character of good leadership is forward-looking quality this allow the company keep its
pace in future. A leader who pressurizes his employee with the past issues and keeps poking for
certain matters would create a dominative and irritating situation that harm the performance of staff
as result they lose their interest in work that will diminish the performance of organization itself so a
forward-looking leader is most who can solve the past issue and motivate a person to move on
avoiding mistakes (Trivellas & Drimoussis, 2013).

2.3.4 FLEXIBLE/ADAPTABLE
A manager demanding a perfect condition at workplace any time is never a good leader. The quality
to cope and adjust to the uncertain and uncomfortable situations is most in a good leader. The
character of flexibility and adaptability help normalize the pressure of the uncertain condition in
office that would calm down employees as well and help them perform their best in any situation.

2.3.5 CONFIDENCE
Confidence in work and decisions made is the very important character of good leadership as the to
and fro motion of leader can create a situation of disbelief among employee and proper
implementation of changes and the decision may be difficult (Trivellas & Drimoussis, 2013).

2.3.6 RESPECTFUL AND HONEST

Earning of respect is essential to value the task so leader should be respectful to earn respect and
dignity in the workplace. Cheating behavior deteriorates the tradition of the company leading to
failure of its function so to make employee work honestly and have respect for the organization the
leader must have the quality (Meer & West, 2013).

2.3.7 COMPETENT
There is always a tough competition in the market and there has to be some effort to stay competent
in the market. A good leadership stays competent to every aspect of market change and stimulates
their employee work out for the competence. Leadership set direction and help themselves and other
to carry the correct task to move forward (Burtonshaw-Gunn & Salameh, 2009).

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2.3.8 COMMUNICATION SKILLS
Good leadership can become more effective when the ideas of the leaders are conveyed to lower
employee group clearly and conveniently without setting any area of misunderstanding or conflict
when the information is delivered (Trivellas & Drimoussis, 2013). Good communication skill help
leaders peruse the attention of workers, and they can perform tasks as per the instruction and
guidance provided to them.

2.3.9 INSPIRING
Working in same situation and circumstances can be boring and demotivating to the employee so a
good leadership must set an idea of constant inspiration to the employee. The inspiriting factors may
be daily involvement of leaders in the difficulties analysis of workers, setting of rewards like
incentive or promotion for best performers, giving reorganization to the efforts of workers, etc
(Tawney, 2015).

2.3.10 COOPERATIVE AND INTERESTED IN FEEDBACK

A well functional work unit can only be established when a functional cooperative situation is set in
workplace and leaders to play an important role in setting the cooperative condition. while the
interest of leadership team to generate a feedback of work can be a positive step in creating positive,
cooperative efforts analyzing the pros and cons of procedures, task and working conditions (Peters,
2015).

2.3.11 ORGANIZED AND EVALUATIVE

Any of the leadership activities to have its influence should be organized as randomized ideas never
convey a perfect result. Evaluation of plans, efforts, and contribution of the employee, the progress
of tasks and company in an organized manner help a leader prepare a consistent report on
organizational achievements to ensure its employee the better opportunities at organization setting a
motivating factor for them (Kissi & Dainty, 2013).

2.4 IMPACT OF LEADERSHIP QUALITY ON EMPLOYEE’S

PERFORMANCE
Leadership is all about establishing a clear vision, communicating the vision and solving the
situation of conflict among the different level employee of the company (Langley & Moen, 2009).
The qualities of leadership apparently influence the performance of both employee individually and

15
organization as a whole. Successful organizational performance lies on the cooperative behavior of
all level of employees. Leadership can maintain focus on operations.

The effect of leadership quality is more pronounced when the tasks are to be performed in a team,
and collaborative action of each and every employee is important to achieve the goal. The impact of
leadership qualities on employee’s performance may be positive or negative depending on the
execution style of the leader (Tawney, 2015). The style of leadership may be authoritarian,
democratic or laissez-faire. For a supermarket business, the leadership can have a democratic style of
leadership that would encourage feedback and input from both managerial and employees level.

2.4.1 POSITIVE IMPACTS

The qualities of leadership like open minded/ broad minded, proactive, forward-looking, respecting
behavior, helpful nature, evaluative character, etc. particularly generate a positive influence of sense
of self-worth to the employee and motivate the group to present higher performance and loyalty to
the organization (Biemann et al., 2015). The feedback and reward system in quality leadership help
maintain assurance of recognition of own effort in company making employee more productive.
Good communication skills of leaders and a wise involvement of crew in the decision-making
process and evaluation process can create a situation of belief on the team of leaders that ensure the
attention of all employees. When the employees are attentive and have belief in their leaders, they
will give their best (Pearce, 2012). Cooperative qualities of leadership make feel employee
comfortable in even uncertain and unfavorable conditions that assure the pace of work at any
situation. When a proactive and reactive leadership is functional in a company, the effect of
problems on productivity and performance is reduced. Expertise in leadership helps solve any
technical as well as intellectual problems comforting the entire team working and facing any
problem. Interpersonal skills of leaders help the emotional state of employee and respond
realistically such character generate an emotional support making them more loyal to the company
(Lawler, 1991). Knowledge of technical skills, skill demands, efforts require help leaders understand
the technical part of problems arising in a company which in turn assure the technical staff help from
leaders as soon as required.

The quality of creativity in conceptual, social, technical, intellectual sectors of company among
leaders generates a sense of security among the followers making them confident of their leadership
team for moral support and help assurance (Biemann et al., 2015). The flexibility in leadership
makes an employee feel free to share an idea, problems, and opinion on various aspects creating self-

16
motivation to work. A competent and cooperative leadership can secure focus point for the employee
to be concentrated at as result the performance may be increased.

The explorative and supportive qualities such as training, tools, information on procedures, rules,
documentation, planning, suggestions on technical difficulties, etc. help the employee feel more
friendly and valued that help increases the performances. Intangible supports of leaders like
confidence, respect, motivations, moral, ownership as well as empowerment support employee stay
strong towards its responsibility to the company (Baba, 2014).

2.4.2 NEGATIVE IMPACTS

If a leadership follows an autocratic style, the good qualities of leadership can generate a negative
impact on its employees. Leaders expecting the accurate and prompt fulfillment of the target from
employee become more dominating and as a result create stress among employee (Peters, 2015).
When one is obsessed with achieving targets they overlook different factors of a company creating a
situation of negligence among employee. When the requirements and demands of the employee are
overlooked they become irresponsible and unsatisfied with the company that may result in a turnover
or loss to company productivity (Neumark & Wascher, 2000). Dominating attitudes of leaders create
problem in public relation as well as internal staff relations that disintegrate the chain of function in
organization. Imposing own decision without evaluation of situation of other employee creates
disrespect for the leaders and the organization may lose its reputation due to unsatisfied employees.
Making the employee feel that they are not working responsibly can harm the productivity. If a
leader keeps threatening the employee and makes a decisions and comments that hurt the loyalty of
employee there may be chance of revolt from group of employee and the organization may have to
face crisis and strikes (Pearce, 2012)

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2.5 CONCEPTUAL FRAMEWORK
The conceptual framework for the research can be drawn as below

Shared Vision

Interactive

Inspiring
Leadership Qualities Employee/
Competent Organizational
Performance
Lead Change

Empowering

Passionate

Figure 1 Conceptual Framework

18
CHAPTER THREE – RESEARCH METHODOLOGY

19
3.1 RESEARCH PHILOSOPHY
According to Gary and Guppy, Pragmatic research philosophy allows using any other philosophy
whenever needs. Pragmatic is the combination of all other philosophies. In this study, pragmatic
philosophy will be followed. As, the researcher who follows pragmatic research philosophies is free
for applying any types of the research methods tools and techniques in the research study (Riggio,
2015). The researcher has applied both the qualitative and quantitative research methods by being
guided by this research philosophy. The researcher has been focused on the practical analysis of the
research problem. Factual findings of the research works have been made with the use of the
pragmatic research philosophy.

3.2 RESEARCH APPROACH

Research works are centered for applying two different types of the research approach one is
inductive research approach, and another is deductive research approach. The inductive research
approach is based on developing the new theories by being based on the collected information
throughout the research work (Saunders et al., 2012). Similarly, deductive research approach
supports the researcher for testing the theories applied in the research work. Inductive research starts
from the observation and ends up to the construction of new theories formulated by the research
findings. In this research study researcher has implemented deducted research approach that has
supported the researcher to test different theories related to the leadership qualities applied in an
organization to enhance the organizational performance.

3.3 RESEARCH DESIGN

It will be a case study as a case study allows analyzing issues completely rather than a sweeping
statistical analysis. The researcher in this research study has applied descriptive and analytical
research design that helps in an evaluation of the impact of leadership qualities of managers on
employees and organizational performance. This research study aims to identify an effectiveness of
leadership skills and qualities in an organization. Researcher following pragmatic research
philosophy and focused on the deductive research approach in the study (Apak & Gümüş, 2015).
Free and fair information collection supports the factual findings of the research work. Hence, the
research study is designed with the use of the descriptive, analytical tools that help to analyze this
case study effectively.

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3.4 RESEARCH METHOD
There are two different research methods that are applied in the research study one is qualitative
research method, and another is quantitative research method. The researcher has applied
quantitative research method for the data collection that work as the primary information in the
research study. Likewise, qualitative research methods support for collecting secondary information.
The researcher will conduct survey and semi-structures interview to collect the essential primary
information in the research work. Qualitative research methods applied while the research work has
been centered for collecting the secondary information that are useful for testing the research
hypothesis. Survey as the major primary source of the information in the research work has been
conducted among the employees of the Sainsbury Supermarket. Likewise, research interview has
been taken with the managers that have supported to highlight about an effectiveness of the
leadership quality to upgrade the organizational performance (Baba, 2014). Moreover, recorded
information of the company, literature on the similar research topics and related journals has been
studied as the secondary information to complete the research work.

3.5 SAMPLING
Researcher in this research study has applied stratified sampling method that is a part of the
probability sampling in the research study. Prioritizing stratified sampling in the research work is to
avoid the possible sampling errors in the study during the survey in the research (Jeon & Simpson,
2015). Survey is conducted only among the employees of the company so, the use of stratified
sampling has supported the researcher for the factual findings of the research work.

3.6 DATA COLLECTION

Collecting the primary or the secondary data in the research works helps for the deep study of the
research topic and make factual findings. The researcher has applied quantitative research method for
collecting the primary data essential to complete the research study. Survey has been conducted
among the 100 employees of the Sainsbury supermarket who are the research participants during the
data collection. Similarly, the interview has been conducted among the managers of the Sainsbury
being focused on the interview questionnaire made on the different aspect of the research topic.
Company’s official website has played a significant role while collecting secondary information in
the research study. Information collected through the similar research study; journals and articles
have worked as the secondary information sources that are applied in the research study. Besides,

21
collected primary and secondary data in the research has helped the researcher to maintain the
validity and reliability of the research study as well (Peters, 2015).

3.7 ETHICAL CONSIDERATION

Research ethics helps to guide the researcher to follow norms and values while conducting he
research study. Ethical consideration in the research work helps to protect the research works from
possible risks and harms that might occur throughout or after the research study (Allegretto et al.,
2011). An ethical consideration that are followed in the research study are:

 The researcher has not manipulated or exaggerated the information collected in the research
study.
 Privacy of the research participants has been strictly maintained.
 Confidentiality of the sources attributed to the research work has been protected.
 The researcher has not given any sorts of physical or mental stress for the participants to
present their opinion.
 The purpose of the conducting the study has been clearly mentioned by the research
participants before making their involvement.
 Protection of the intellectual property used in the research study.

3.8 DESIGN OF SURVEY QUESTIONS

1 Does leadership influence organizational performance?
a. Yes
b. No
2 Leadership qualities help to guide and motivate the employees. Do you agree?
a. Strongly agree
b. Agree
c. Neither agrees nor disagree
d. Disagree
e. Strongly disagree
3 Sainsbury’s organizational growth is the result of strong leadership qualities of managers
in Sainsbury. Do you support?
a. Strongly favour
b. Favour

22
 c. Neutral
d. Oppose
e. Strongly oppose
4 Does quality leadership effect on employee workplace performance at Sainsbury
supermarket?
a. Major effect
b. Moderate effect
c. Neutral
d. Minor effect
e. No effect
5 Does the manager apply leadership quality to strengthen employee relation within the
company of Sainsbury supermarket?
a. Always
b. Often
c. Sometimes
d. Rarely
e. Never
6 How often managers of Sainsbury share and discuss organizational vision among the
employees?
a. Every time
b. Almost every time
c. Occasionally
d. Almost never
e. Never
7 Do you think that training and development program helps to enhance leadership
qualities?
a. Yes
b. No
8 Implementation of the leadership qualities seems to be fruitful for organizational
development. Do you agree with this statement?
a. Strongly agree
b. Agree
c. Neither agrees nor disagree

23
 d. Disagree
e. Strongly disagree
9 Managers must focus on improving their leadership skills and qualities in the Sainsbury
Supermarket. Do you support?
a. Strongly favour
b. Favour
c. Neutral
d. Oppose
e. Strongly oppose

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 CHAPTER FOUR - FINDINGS AND DATA
PRESENTATION
4.1 PRESENTATION OF SURVEY RESULTS
Survey for the research study was carried out among the 100 participants. The questionnaire has been
developed on the basis of research objectives. There are altogether nine different survey
questionnaire and the data collected on the basis of the survey questionnaire are enlisted below in the
graphical presentation.

QUESTION 1 DOES LEADERSHIP INFLUENCE ORGANIZATIONAL

PERFORMANCE?

LEADERSHIP INFLUENCE ON ORGANIZATIONAL

PERFORMANCE
Leadership Influence on organizational Performance

30

20

YES NO

Figure 2 - Leadership influence on organizational performance

The first survey question has stated about the leadership influence on the organizational
performance. As the research survey was conducted by the 50 research participants and among them
60% of the total research participants selected ‘Yes’ from the option and another 40% has selected
‘No’. This shows that leadership has a strong influence on the organizational performance.

25
QUESTION 2 LEADERSHIP QUALITIES HELP TO GUIDE AND
MOTIVATE THE EMPLOYEES. DO YOU AGREE?

LEADERSHIP HELPS TO GUIDE AND MOTIVATE

EMPLOYEES
Leadership helps to guide and Motivate employees

15 15

10

STRONGLY AGREE AGREE NEITHER AGREE DISAGREE STRONGLY

NOR DISAGREE DISAGREE

Figure 3 Use of leadership skills to guide and motivate employees

In the second questionnaire of the survey in this research study, among 50 research participants, 20%
of the total participants are strongly agreed for the use of the leadership skills to guide and motivate
employees. Similarly, 30% were agreed to the statement given, and another 30% were neutral with
the statement. There were 14% participants who disagreed and another 6% strongly denied the use of
leadership skills to guide and motivate employees.

26
QUESTION 3 SAINSBURY’S ORGANIZATIONAL GROWTH IS THE
RESULT OF STRONG LEADERSHIP QUALITIES OF MANAGERS IN
SAINSBURY. DO YOU SUPPORT?

IMPACT OF LEADERSHIP QUALITIES ON

ORGANIZATIONAL GROWTH OF SAINSBURY
Impact of Leadership Qualities on Organizational Growth of Sainsbury

20

10 10

5 5

STRONGLY FAVOUR NEUTRAL OPPOSE STRONGLY

FAVOUR OPPOSE

Figure 4 Impact of leadership qualities on the organizational growth of Sainsbury

In the third survey questionnaire, the statement about the impact of the leadership qualities of
organizational growth was strongly favored by the 10% participants. Likewise, another 20% has
chosen favor and 40% were interested in staying neutral. There were 20% in the opposition of the
statement and 10% of the total 50 participants selected strongly oppose.

27
QUESTION 4 DOES QUALITY LEADERSHIP EFFECT ON EMPLOYEE
WORKPLACE PERFORMANCE AT SAINSBURY SUPERMARKET?

LEADERSHIP EFFECTS WORKPLACE

PERFORMANCE AT SAINSBURY SUPERMARKET
Leadership Effects Workplace Performance at Sainsbury Supermarket

15 15

10

5 5

MAJOR EFFECT MODERATE NEUTRAL MINOR EFFECT NO EFFECT

EFFECT

Figure 5 - Leadership effects on workplace performance of Sainsbury Supermarket

The fourth question in the survey questionnaire was “Does quality leadership effect on employee
workplace performance at Sainsbury supermarket?” and among 50 total participants, 10% presented
their opinion on the major effect. Likewise, 30% told it has a moderate effect. Another 30% were
neutral, and 20% has presented their opinion in minor effect. Remaining 10% told there is no effect
of leadership on the organizational performance of Sainsbury supermarket.

28
QUESTION 5 DOES THE MANAGER APPLY LEADERSHIP QUALITY TO
STRENGTHEN EMPLOYEE RELATION WITHIN THE COMPANY OF
SAINSBURY SUPERMARKET?

Applying Leadership Quality to Strengthen Employee

Relation
25

20

15

10

0
Always Often Sometimes Rarely Never

Applying Leadership Quality to Strengthen Employee Relation

Figure 6 - Leadership quality to strengthen employee relation in the company

In the fifth survey questionnaire of the research work, 6% of the research participants said managers
of Sainsbury always applies leadership qualities to strengthen employee relation within the company
of Sainsbury supermarket. There were 24% to select ‘often’ in the given option and 40% were
presenting their views on ‘sometimes’. 20% of the total participants selected rarely, and 10% were
on never.

29
QUESTION 6 HOW OFTEN MANAGERS OF SAINSBURY SHARE AND
DISCUSS ORGANIZATIONAL VISION AMONG THE EMPLOYEES?

SHARING AND DISCUSSION OF

ORGANIZATIONAL VISION AMONG EMPLOYEE
Sharing and Discussion of Organizational Vision Among Employee

20

13
12

3
2

EVERY TIME ALMOST EVERY OCCASIONALLY ALMOST NEVER NEVER

TIME

Figure 7 - Sharing and discussion of organizational vision among the employees

The sixth research question was made on the issue of sharing and discussion of the organizational
vision among the employees by the managers of the Sainsbury Supermarket. Among 50 total
research participants, 6% said it happens every time in an organization. Another, 24% told it is done
almost every time, and 40% told it is occasionally done in the organizational environment of
Sainsbury. Likewise, 26% of the research participants said it happens almost never, and 4% has
never selected from the options available in the survey question.

30
QUESTION 7 DO YOU THINK THAT TRAINING AND DEVELOPMENT
PROGRAM HELPS TO ENHANCE LEADERSHIP QUALITIES?

TRAININGS HELPS TO ENHANCE LEADERSHIP

QUALITIES
Trainings Helps to Enhance Leadership Qualities

35

15

YES NO

Figure 8 Need for the training to enhance leadership qualities

From the seventh survey questionnaire in the research work researcher has found out 70% of the
participant’s opinion in the need for leadership training and developments to enhance leadership
qualities and another 30% denied the need for the leadership training to enhance leadership qualities
in the organization.

31
QUESTION 8 IMPLEMENTATION OF THE LEADERSHIP QUALITIES
SEEMS TO BE FRUITFUL FOR ORGANIZATIONAL DEVELOPMENT. DO YOU
AGREE WITH THIS STATEMENT?

IMPLEMENTATION OF LEADERSHIP QUALITIES

FOR ORGANIZATIONAL DEVELOPMENT
Implementation of Leadership Qualities for
17
15
13

STRONGLY AGREE AGREE NEITHER AGREE DISAGREE STRONGLY

NOR DISAGREE DISAGREE

Figure 9 Implementation of leadership qualities for organizational development

A statement was given to “Implementation of the leadership qualities seems to be fruitful for
organizational development” for the research participant in the eighth questionnaire. Among the 50
participants 30% were strongly agreed with the given statement and 34% were agreed with the
statement. Similarly, 26% has chosen to remain neutral in the given statement, and 8% disagreed.
Moreover, 2% of the total research participants has selected strongly disagree from the given options
in the research question.

32
QUESTION 9 MANAGERS MUST FOCUS ON IMPROVING THEIR
LEADERSHIP SKILLS AND QUALITIES IN THE SAINSBURY
SUPERMARKET. DO YOU SUPPORT?

IMPROVEMENT NEEDS IN LEADERSHIP SKILLS

AND QUALITIES OF MANAGERS
Improvement Needs in Leadership Skills and Qualities of Managers

20

15

10

3
2

STRONGLY FAVOUR NEUTRAL OPPOSE STRONGLY

FAVOUR OPPOSE

Figure 10 - Improvement needs in the leadership skills and qualities of managers

In the final question of the survey questionnaire, 30% of the research participants strongly favored
for the need of improvements in the leadership skills and qualities to be applied in the Sainsbury
Supermarket. Another, 40% favored the given statement, and 20% of the participants selected
neutral. Likewise, 6% of the participants were opposed to the statement, and 4% has strongly
opposed the given statement.

33
CHAPTER FIVE – ANALYSIS

34
5.1 SURVEY ANALYSIS
The major research findings on the basis of the collected primary data by conducting the survey has
supported about the impact of the leadership qualities of managers on employees and organizational
performance (Baskayay & Rubinstein, 2012). Sainsbury is one of the largest selling retailers in the
world, and Sainsbury supermarket is providing the greater customer service quality for its customers.
For all this business growth and development there is great role played by the managers by applying
their leadership qualities in the organizational performance that has helps not only to guide the
employees but also has supported to enhance the organizational performance (Rybczynski et al.,
2011). For conducting a survey in this research, study researcher has designed various questions by
being based on the research objectives. There is altogether nine survey questionnaire in this research
study and total 50 research participants to answer the survey questionnaire. As, the graphical
presentation of the survey questionnaires and its result has been already figuring out in chapter four.
While analyzing the result of the survey questionnaire, primary data of the research study shows that
leadership has a greater influence on the overall organizational performance, growth, and
development. Many research participant has presented their opinion for the use of the leadership
qualities to guide and motivate the employees in the business organization (Pearce, 2012). It shows
the need and importance of the different leadership qualities in the managers of the organization that
helps in the smooth business organization. Similarly, research participants neither deny nor
supported to say that the credit for the organizational growth and development of Sainsbury goes to
the managers and leaders of the organization. So, this statement in the research work helps to analyze
to influence the employees and empower them leadership role be much stronger than it is at present
in the Sainsbury workplace environment (Whitmore, 2009).

Employees of the Sainsbury supermarket are expecting an effective guidance, support, and
understanding from their leaders, but it seems to be missing in some part of the work environment of
the company. As a result, the participant is not able to completely agree or completely deny the
different statements given in the survey questionnaires for the research participants. Among the total
research participants, 30% of them strongly agrees for the implementation of the leadership qualities
seems to be fruitful for the organizational development. As like them, other 34% are also agreed with
this statement. This shows that leadership has a strong and positive impact on the organizational
growth and development within the organization. Highest range of the research participants favored
on the need of improvements on the leadership roles and responsibilities to improve the workplace
organizational performance.

35
The overall survey and the collected primary data helps the researcher to analyze the different
aspects of the leadership roles and qualities to enhance the organizational performance. Leaders seem
to be applying different leadership skills, but sometimes employees are not influences or leaders are
not able to be completely attached to the employees, interacting and sharing the organizational vision
that has created a gap between the employees and the leaders in the organization. Hence, the research
survey has supported to understand that leaders and employees have equal role and importance for
the organizational growth and development. Besides, leaders must focus on applying their leadership
qualities that help to influence the employees that have a direct impact on the organizational
performance (Baba, 2014).

5.2 REVISIT OF RESEARCH QUESTION

QUESTION 1 HOW LEADERSHIP QUALITIES ARE ESSENTIAL FOR
EMPLOYEE AND ORGANIZATIONAL PERFORMANCE?
Research findings after the complete research study have supported researcher to analyze the
importance of the leadership qualities for the employees and organizational performance. Leadership
qualities like communicative among the employees help to share the vision of the organization that
helps to drive new ideas and thoughts within in the employees and other team members in the
organization (Apak & Gümüş, 2015). Applying leadership qualities helps to influence the employees
that help to enhance the organizational performance that has been understood through the collected
data and information available through the research survey (Sabia et al., 2012).

QUESTION 2 WHAT THE LEADERSHIP QUALITIES SHOULD THE

MANAGER HAVE?
This research study has supported researcher to understand about the different types of the leadership
qualities that can be applied in an organization to enhance the organizational performance (Meer &
West, 2013). Managers need to have different types of the leadership qualities of shared vision,
interactive personality, and inspiring, competent, can lead change in an organization, empowering
and passionate for doing something positive for the organizational betterment. All these different
types of the leadership qualities have been studied and identified throughout the research work
among the managers of the Sainsbury supermarket (Kroc, 2012). It has helped to manage strong
bond among the employees and the leaders and organize workplace environment in a smooth
manner.

36
QUESTION 3 HOW CAN THE MANAGER ENHANCE LEADERSHIP
QUALITIES?
Primary data collected in the research work has helps to find out that it is essential to have training
and development top enhance the leadership qualities for the managers in the organization. It helps to
make the leaders understand the different aspects of the leadership qualities that supports to
smoothening employees and organizational performance (Klaveren et al., 2015).

5.3 REVISIT OF OBJECTIVE

The research study has been started with the three main different objectives. The first research
objectives are to investigate, how leadership qualities are essential for employee and organizational
performance (Langley & Moen, 2009). Throughout the complete research, work researcher has
collected primary and secondary information that has helped to analyze the importance of the
employee and organizational performance. It is found that leadership qualities has helped not only
for sharing the organizational vision among the employees but also convince them for working to
achieve those organizational vision. It helps to enhance the employee and organizational
performance (Sen et al., 2011). Similarly, work commitment is another important quality in an
organizational leader that helps to be competent and finish the targeted goals and objective of the
organization.

The second research objective is to analyze the leadership qualities of the Sainsbury Manager that is
implied within the workplace environment of the company. As, the leaders of the Sainsbury seems to
be dedicated and passionate towards an accomplishment of their roles and responsibilities in an
organization (Meer & West, 2013). It has been identified that leadership quality has a strong
influence on the employee and organizational performance. Similarly, it has worked to guide and
motivate the employees in the workplace environment as well. Primary information collected
throughout the study has helped to find out that employees must strengthen the practice of the
leadership styles that better supports for the greater organizational performance. Besides, it is
essential to have the training and development to improve the leadership qualities of the managers of
Sainsbury supermarket to enhance the smooth organizational performance (Langley & Moen, 2009).

If we move towards the third research objective, it will be to find out the ways a manager can
enhance leadership qualities. The overall research findings have suggested that use of the training
and other development skills help in enhancing the leadership qualities of the manager in the
business organization like Sainsbury supermarket (Baba, 2014). They must be more interactive that

37
helps to establish a mutual understanding among the employees and reduce the dissatisfaction of the
employees that is the best attempt to enhance the organizational performance. Emphasizing on
sharing and discussing the organizational vision clearly among the employees helps to speed up the
organizational performance of the organization (Lawler, 1991).

Thus, the researcher has did a deep study on the different objected presented on the research work
that has helped in the understanding of the need and use of the leadership skills and qualities (Kroc,
2012). Besides, the research objectives have been achieved throughout the study and understanding
on the research topic.

CHAPTER SIX – CONCLUSION

38
Leadership quality has been understood as the personal ability that may differ from person to person,
place and situation to be applied. In an organizational environment appearance of the leadership
skills and quality works as the best attempt to direct the employees and the organization towards an
attainment of the organizational goals and objectives’ (Apak & Gümüş, 2015). A case study
conducted on the impact of leadership qualities of managers in employees and organizational
performance has helped to understand different aspects of the leadership skills and qualities that has
been applied in the Sainsbury Supermarket. As the research study has been completed by dividing it
into different chapters that have made easier for the deep study on the research topic.

The first chapter in the study has supposed research aims and objective along with the different
research question. The main aim of conducting the research work was to makes deep understanding
about the impact of the different leadership qualities that are applied to the business organization.
The researcher has made a deep investigation on the need of the leadership qualities for the
organizational performance (Neumark & Wascher, 2000). Managers can imply different leadership
qualities like being interactive, sharing and discussing the organizational vision, competent,
passionate, leading and influencing for the employees that better work to enhance the organizational
performance. Similarly, the second chapter has included the part of the literature review of the
research study. The researcher has studied different research works by the different researcher and
the journals and articles on the similar research topic that has helped to complete the literature
review. Different leadership theories like great man theory and trait theory have helped in
understanding about how to impose leadership practice in an organizational environment (Whitmore,
2009). Leadership qualities and its impact have remained as the major concern in the part of the
literature review. As leader works as the motivator and director of the whole organizational
performance.

The researcher has applied quantitative research methods for collecting the primary data in the study
that helps to hold the validity and reliability of the research work. Likewise, deductive research
approach and stratified sampling have played a supportive role for the information collection in the
research work (Allegretto et al., 2011). The survey of the research study has helped in understanding
the greater influence of the leadership quality in an organization. Moreover, leaders have played a
great role in the organizational growth and development of the Sainsbury supermarket, and there
seems the need for the training and development to enhance the leadership qualities of the managers
in the organization (Biemann et al., 2015). Hence, the complete research study has revolved around
the understanding of the impact of leadership quality to enhance the organizational performance.

39
CHAPTER SEVEN- RECOMMENDATION

40
Important recommendation that will support to bring positive change in the Sainsbury supermarket
are mentioned below:

 The leaders and the managers of the company seem to be implementing different leadership
qualities in the organization that has made a positive influence on the organizational
performance (Allegretto et al., 2011). However, employees feel the need for the mutual
understanding among the leaders and the employees that helps to enhance the employee’s
performance. So, it is essential for the Sainsbury leaders to focus on the employee
relationship in the organizational workplace environment.
 There seems to have the need for the leadership training and development for the
organizational leaders and different team leaders that supports them for better implementing
the leadership qualities in an organization (Meer & West, 2013).
 Following the democratic leadership style help to make the leaders be interactive,
encouraging, set an example for the employees and change strict leadership qualities in them
that might create distance among the leaders and the employees in the organizational
environment.
 Leaders of the Sainsbury must focus on spending more time with the employees in their
workplace environment that helps to apply different leadership qualities within the
organizational environment.
 The company must apply the practice of the different leadership skills and qualities in the
organization that is often biased by the leaders.
 Leaders must make time-based study on the organizational performance and the leadership
impact on the employees that helps to ensure an effectiveness of leadership skills and
qualities sin an organization.

41
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45
 APPENDIX
SURVEY QUESTIONS
10 Does leadership influence organizational performance?
c. Yes
d. No
11 Leadership qualities help to guide and motivate the employees. Do you agree?
f. Strongly agree
g. Agree
h. Neither agrees nor disagree
i. Disagree
j. Strongly disagree
12 Sainsbury’s organizational growth is the result of strong leadership qualities of managers
in Sainsbury. Do you support?
f. Strongly favour
g. Favour
h. Neutral
i. Oppose
j. Strongly oppose
13 Does quality leadership effect on employee workplace performance at Sainsbury
supermarket?
f. Major effect
g. Moderate effect
h. Neutral
i. Minor effect
j. No effect
14 Does the manager apply leadership quality to strengthen employee relation within the
company of Sainsbury supermarket?
f. Always
g. Often
h. Sometimes
i. Rarely
j. Never

46
15 How often managers of Sainsbury share and discuss organizational vision among the
employees?
f. Every time
g. Almost every time
h. Occasionally
i. Almost never
j. Never
16 Do you think that training and development program helps to enhance leadership
qualities?
c. Yes
d. No
17 Implementation of the leadership qualities seems to be fruitful for organizational
development. Do you agree with this statement?
f. Strongly agree
g. Agree
h. Neither agrees nor disagree
i. Disagree
j. Strongly disagree
18 Managers must focus on improving their leadership skills and qualities in the Sainsbury
Supermarket. Do you support?
f. Strongly favour
g. Favour
h. Neutral
i. Oppose
j. Strongly oppose

47