Leadership Styles, Motivation, Communication and Reward Systems in Business Performance

Abstract

This research project aims to analyse the leadership and communication styles adopted by Angolan companies, particularly in Benguela province, and their impact on the results of these organisations. In Angola, and with the recent assimilation of the principles of market economy, the figure of the leader must abandon old management paradigms and integrate the modern principles of management of organisations into their functions, not only focusing on achieving the goals of the company but also on creating an environment conducive to the participation and involvement of employees, articulating strategies so that everyone grows in and with the organisation. Thus, the general objective of the research is to assess the managers’ perception of their leadership style (transformational, transactional, and laissez-faire) and its impact on the organisation’s performance. To this end, a quantitative study was carried out using a questionnaire, using, among other dimensions, the multifactorial leadership questionnaire (MLQ), distributed to a sample of 227 managers. Data were analysed using SPSS using descriptive statistics (frequencies, means, standard deviation) and inferential statistics (t-test, ANOVA, Tukey’s test). The results show that the leaders perceive their leadership styles as transformational and recognise that communication, motivation, and the reward system strongly impact the organisation’s performance.

A Systemic Model for Resilience and Time Management in Healthcare Academia

“…This emphasis on communication aligns with research indicating that open channels for expressing needs and managing change are crucial for staff well-being and program adaptation [24]. Effective communication stands as a cornerstone for success, aligning employees' goals with organizational purposes [94]. Establishing frequent, friendly, ethical, and consistent workplace communications is essential for building resilience and addressing crises effectively [17,[95][96][97].…”

“…Effective time management is not solely reliant on individual efforts but also on the organizational culture, support structures, and communication channels in place [24]. Therefore, interventions aimed at improving time management must consider both individual behaviors and systemic influences, such as leadership styles, institutional policies, and communication norms (Restivo et al 2022;Meirinhos, et al 2023) [92,93].…”

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“…Additionally, these organizations are more successful because their employees are constantly looking for ways to improve their work (Dobre, 2013). It is pointed out that it is necessary to build and strengthen employee motivation, both internal and external, which directly improves work efficiency, which contributes to the improvement of the economic condition of the enterprise and its development (Meirinhos et al, 2023). Considering the above, the following hypothesis was developed:…”

March 2024

“…Some teachers may be motivated by transactional nature of the relationship, as it offers structured framework for performance and accountability (Sehar & Alwi, 2019). Teachers driven by the passion and sense of purpose may not find transactional leadership due to emphasizes autonomy, personal growth, and meaningful work (Galvão, António, Maria, Silva & Rêgo, 2023). In contrast, transformational leaders prioritize the needs of group members and strive for institutional targets over collaborative teamwork.…”