The Research Proposal: The Role of Strategic Management and Leadership Traits on Employee Performance, Motivation, and Job SatisfactionÂ : Chapters 1 â€“ 5 of the DissertationÂ Comment by Bob Widner: Please present only the title of your dissertation here. Comment by Bob Widner: Consider adding your research design.
College of Business
In Partial Fulfillment of the Requirements
For the Degree of
Doctor of Business Administration
THE RESEARCH PROPOSAL BUS8100 â€“ BUS8120
Running Head: THE RESEARCH PROPOSAL BUS8115 â€“ BUS8120
Abstract Comment by Bob Widner: This abstract is likely not accurate or complete as it reflects the results from Ch. 4. As Ch. 4 stands the results are incomplete and inaccurate.
The research study will focus on the role of strategic management traits on employee performance, motivation, and job satisfaction. A literature review shows that strategic management style affects employees’ performance, determination, and job satisfaction. Pioneer scholars have extensively researched strategic management styles though there is limited literature on the impacts of management traits. The purpose of the study is to illustrate the need for new management approaches in organizational management by comparing the varying effects of management and leadership traits on performance, motivation, and job satisfaction. The existing management styles have weaknesses necessitating the need for more advanced approaches that can address these limitations. The study looks at different management traits to blend them to meet employees’ needs and organizations’ objectives. The researchers will use a situational strategic management theoretical framework to venture into the study. The framework recognizes the need for leadership adaptability based on situations. Stakeholders will use the findings to strengthen organizational management. In this study, researchers are using management, as well as leadership in other areas.
I would like to think God first and foremost for seeing me through my whole doctoral program. It was with him that I was able to pull through it all, and through him all things were and have been possible. You have blessed my family and me with so much. We all thank you for everything that you have done, and are doing. Lord, you are my confidant, my Alpha and Omega, you are my creator, and thatâ€™s why you are so amazing! Amen.
This current dissertation is dedicated to my mother Constance, who never stopped loving me, giving me encouraging words, and pushing me to excel. She was always there when I needed a shoulder to cry on, and she held me tight reassuring that everything was going to be okay. Words cannot express the love I have for my mother. I am so blessed to have a mother like you! I hope I have made you so proud.
To my Grandmother Evangelist Rudy, you have also been that strong woman or backbone in my like as well. Anytime I needed you, you were right there! I would like to thank you for your love, and encouraging words of wisdom and truth. I love you!
To my Son Deâ€™Andre, mommy loves you so much little boy. You are my miracle baby, my son-shine, and my world. You helped push me to be a better person, as well as a better mother. Mommy loves you unconditionally, and I hope you know that.
To my aunts Von, Pam, and uncle Andre, thank you for all the love and support you two have for me. Thank you for being there when you could be. I love you all to the moon and back!
Lastly, to my husband Kevin, words could not express the love I have for you. I would have never thought I would meet, or have a husband like you. Thank you for always being my backbone, and pushing me to keep striving. You are my yin to my yang. You are one of the best husbands a woman could ever ask for. Thanks for the love and support youâ€™ve always gave babe
It is a genuine pleasure to express my deep sense of thanks and gratitude to all of the faculty and staff at South University for helping, and leading me the way to success. They have lifted me up when I was down and out. Your timely advice, meticulous scrutiny, scholarly advice, and scientific approaches has helped me to a great very great extent to accomplish this task. Those faculty and staff that I would like to recognize are XXXXXXXXXXXXXXXXXXX. I am truly thankful to have some of you to help me pray in trying times, and all of you to help me stay positive when I felt like giving up. I am lucky to have known you all, and I appreciate everything.
List of Tables
Table 1: Pearson Correlation Analysis………………………………………………………………………………52
List of Figures
Figure 1: The SWOT Metrix …………………………………………………………………………………………..34
Figure 2: Overview of Age Groups…………………………………………………………………………………..38
Figure 3: Amount of Supervisors and Managers ………………………………………………………………..39
Table of Contents Abstract i Dedication ii Acknowledgements iii List of Tables iv List of Figures v Chapter 1 – Introduction 1 Purpose of the Study 2 Statement of the Problem 2 Theoretical Framework 3 Definitions 3 Research Questions and Hypotheses 4 Scope of the Study 8 Delimitations: 8 Limitations: 8 Assumptions,Â Risks and Biases 9 Significance of the Study 9 Summary 10 Chapter 2 – Literature Review 11 Definition of Strategic Management 12 The strategy statements 13 Importance of vision and mission statements 13 Conceptual Framework 14 Strategic Decisions in Strategic Management 22 Characteristics and Features of Strategic Decisions in Strategic Management 23 Business Policy 25 Features of a Good Business Policy 25 Importance of Business Policies 26 SWOT Analysis 27 Factors of the SWOT Analysis (Strengths, Weaknesses, Opportunities, and Threats) 27 Advantages of SWOT Analysis 29 Limitations of SWOT Analysis 31 Competitor Analysis 32 Reasons for Doing a Competitor Analysis 32 Strategic Leadership 34 Summary 35 Chapter 3 – Methodology 36 Research Design 36 Population and Sample 37 Instrumentation 39 Structured Interviews 41 Research Procedures 41 Data Analysis 42 Protection of Human Rights 43 Delimitations and Limitations 44 Assumptions,Â Risks and Biases 44 Significance of the Study 45 Summary 46 Chapter 4 – Results 47 Purpose of the Study 47 Questions and Hypotheses 47 Initial Data Examination 49 Statistical Analysis 49 Results Summary 54 Chapter 5 – Discussion 55 Need for Study on Employee Motivation, Performance, and Job Satisfaction Concerning Strategic Management Leadership Traits 55 Importance of Employee Motivation in an Organization 56 Limitations of Employee Performance and Limitation despite Excellent Strategic Management and Leadership Traits 56 Limitations and Further Scope of the Study 57 Summary of the Study 59 References 61 Appendices 66 Appendix A: Informed Consent Form for Participants 67 Appendix B: Screening Questionnaire for Participants 68 Appendix C: Permission from Michelinâ€™s HR Manager 69 Appendix D: Message Group Board Post 71 Appendix E: IWPQ Permission 72 Appendix F: MLQ Permission 75 Appendix G: MLQ 76 Appendix H: Individual Work Performance Questionnaire (IWPQ) 78 Appendix I: Sample Size Calculator 81 Appendix J: SurveyMonkey 82 Appendix K: Age Rang and Sex of Managers and Supervisors 83
THE RESEARCH PROPOSAL BUS8115 â€“ BUS8120 i
THE RESEARCH PROPOSAL BUS8115 â€“ BUS8120 26
Chapter 1 – Introduction
â€‹Â The current research study will focus on the impacts of strategic management attributes on employee performance, motivation and, job satisfaction. There are different management styles such as autocratic style, participative style, teamwork management style, participatory management style, task-oriented style, and people-oriented style that management use to influence their followers towards a particular organizational goal. Some of the approaches are transformational, Laissez-Faire, democratic, transactional and autocratic management. Business cultures influence extensively the type of strategic management styles used in organizations. Many scholars in organizational behavior and management have published articles on how management styles affect employee performance, motivation, and job satisfaction. Most researchers have found out that the type of management style utilized in organizations affects employees. Research by Al Khajeh (2018) to determine the role of management on performance found out that management approaches affect organizational performance. Also, researchers have found that transformational and transactional management styles have varying impacts on performance, employee motivation, and job satisfaction (Choi et al., 2017). Employees work well under some management styles because their leaders appreciate their contributions at their workplace. In other situations, employees may feel encouraged when leaders reward their top performances. Comment by Bob Widner: Citation?
â€‹ Unlike previous studies focused on management style in general, this research study will focus on management traits. In Manufacturing, senior stakeholders distinguish each of the management styles by characteristics that have a significant impact on employee performance. People characterize management by rewarding and punishing instances, while management is by inspiration and follower empowerment (Choi et al., 2017, Lan et al., 2019). There is a need to narrow down to the particular traits to understand their impacts on employees. The study is crucial in the field of organizational management and behaviors in many ways. The study’s findings can help leaders find a proper balance of management traits to create a motivated, performing, and satisfied workforce. Also, the study’s outcomes may help leaders and organizations to incorporate appropriate management styles within their operations. Thus, the study will focus on management traits and how they impact performance, motivation, and job satisfaction. The management traits that the study will focus on are visionary, delegation, and reward and punishment. Comment by Bob Widner: Consider citing a few exemplary studies. Comment by Bob Widner: Next sentence might present an operational definition of “management traits” for the reader. Comment by Bob Widner: Consider providing a list of those traits in parentheses. Comment by Bob Widner: Are you referencing your dissertation? Comment by Bob Widner: This is a strong subjective assessment. As researchers we might want to avoid the use of such language. Comment by Bob Widner: Do you think these “management traits” might vary as a function of leadership style? Comment by Bob Widner: Why are you focusing on these traits? Your reader will likely want to know this.
Purpose of the Study Comment by Bob Widner: Purpose Statement (which should be the first sentence in this section) should be quite similar to your Problem Statement with the added information of the research design that is being used and the general geographical location from which the participants will be recruited. Keep in mind that you target population is a subset of your population and is usually differentiated from it by stating a geographical location (e.g., South Eastern part of the USA).
The purpose of the study is to shift overemphasis on management styles to management traits. The second purpose is to inform organizations against restricting strategic management to one management style. In other words, the study will intend to help a visionary leader to use reward and punishment rather than inspiration only. While visionary is a trait for a traditional leader and reward and punishment a character of a transactional leader, leaders can merge them to create a hybrid management style based on how they complement each other. Comment by Bob Widner: Are not these two intertwined? Can we separate them out and focus just on “management traits”? Comment by Bob Widner: How will this be accomplished if your study focuses on “management traits”? Comment by Bob Widner: Your reader might be somewhat confused here. Are you focusing on traits or leadership styles? Are you suggesting that we can create a “new” leadership style by mixing and matching traits?
Statement of the Problem Comment by Bob Widner: Remember that your Problem Statement needs to have all of the variables that you are interested in using and that are represented in your RQs. Comment by Bob Widner: Remember that your Problem Statement needs to have all of the variables that you are interested in using and that are represented in your RQs. If we list the variables represented in your RQs we see that they are not part of your Problem Statement: 1. transformational management 2. employee motivation 3. job performance 4. rewards 5. punishments 6. delegation 7. visionary management I should add that there are too many variables being noted in the RQs.
â€‹Â There is a literature gap to address management traits and their impacts on performance, motivation, and job satisfaction. Most scholarly work provides comprehensive information on management styles and their effects on various organizational aspects (Fiaz et al., 2017). However, fewâ€ of the reviewed academic works discuss the concept of management traits. The gap prompts the need for new research that the study will address. The other problem is that while most evidence shows that some management styles negatively affect employees, there is no solution from the literature. Some management styles only suit the organizational culture or goals and not the employees (Choi et al., 2017). Likewise, some management tactics may fit employees and not the organization’s long-term goals. Consequently, there is a problem to address these challenges. Assessing the management traits and their impacts may lead to a viable solution on balancing organizational culture and employeesâ€™ needs within the management framework. Comment by Bob Widner: Consider citing a few studies that you used to determine this “gap” in the literature. Comment by Bob Widner: Is there anything more recent that you can cite? Comment by Bob Widner: Few” suggests that there are some. Please cite those studies here. Comment by Bob Widner: I may have missed it but I did not see any discussion or inclusion of this in the Introduction. Comment by Bob Widner: Didn’t see reference to this in your Purpose Statement.
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