The Role of Leadership in Emplyee Performance

International Journal of Business, Humanities and Technology Volvo. 2 NO. 5 August 2012 Impact of Leadership Development on Employees Performance (Case Study Employees of usance Headquarters) DRP. Java Merriam discussion section of Public Management, Gavin Branch Islamic Cad University, Gavin, Iran DRP.Mohammad Their Organization Department of Management, Borderer Branch Islamic Cad University, Borderer , Iran shirr Ensn be Department of Management, Borderer Branch Islamic Cad University, Borderer, Iran Baton Samuelsson Postgraduate of Business Management Panama- bewail university, Tehran Share Ray unit and Educational Services Expert in university of Safaris, Iran Abstract mark The present survey has been tolerateed to study the role of leaders ontogeny on employees procedure in Customs headquarters of the Islamic Republic of Iran.Methodology Descriptive- coefficient of correlation coefficient method was used in this survey and the statistical population include employees of Customs headquarters equal to six-hundred seventy eight (678) persons. Sample volume was selected through random caste sampling method that was equal to two-hundred fifty (250) persons. Questionnaire was used to collect the required data and data digest was accomplished using Inferential statistics tests such as Pierson correlation coefficient and step by step fixation analysis in plus to descriptive statistics Indexes such as mean and standard deviation.Findings Findings reveal that at that place Is a significant and substantiative kinship among leadership instruction and Its dimensions with employees performance. Conclusion It Is concluded that authorization, didactics and ontogeny and dominance have the highest impact on employees performance respectively. Key words leadership development, learn, development and development, empowerment, date in decision-making, authorization, performance Introduction Leadership Is a mysterious process that has been considered sim ilarly by public citizenry, scientists and researchers since the far past.It Is one of the major five tasks of managers In whatsoever guidance texts. Leadership meaner art of Influencing the subordinates so that they conduct pre- placed castles In the framework of certain purposes voluntarily and eagerly (Swahili Shrine, 1995 15-19). It seems that human relations, his serve would be conduct to satisfaction and improvement of employees performance automatically. Today governmental and private organizations intend to enhance their service fiber and this wont be fulfilled unless with a good management, sui set back leadership and moving towards knowledge and technology attainment (Regain, 2005 230-247). 54 O Centre for Promoting Ideas, USA www. Cabinet. Com As utilizing employees abilities is non possible without effective leadership instauration of leadership as the driving factor in employees motivation, creating postures, enhancing employees cap expertness, education and d evelopment of the organizational roses and compiling purposes and programs are very important to obtain organizational objectives (Moravia, 2009).Major task of Customs as one of the governmental organizations is to have got imports and exports legally in order to get duties, preventing to import non-standard and unhygienic products, regulating importation and exportation of some products to regulate the internal market and etc.Violating the above cases would be led to social and cultural abnormalities in addition to their harmful impacts on the internal production and economic stagnation through changing the culture and grasp of consumers towards nonstandard and smuggled products and creates disorientation in the economic system by dominance of foreign manufacturers on the internal markets and increases unemployment and the related problems.Since accurate and effective implementation of Customs regulations and avoiding the above problems has a direct relationship with Customs lead ership and performance of its employees as economic frontiers of the country it is intended in the present survey to answer the following(a) questions given to the above issues. Is in that location any relationship amongst leadership development and employees performance in Customs headquarters in Iran? Is there any relationship among leadership development dimensions and employees performance? Which dimension of leadership development has the highest impact on employees performance?Research literature Leadership Leadership is the ability to encourage others to try eagerly in order to obtain certain purposes (Davis, 2010 423). It is a process in which management of the organization tries to facilitate his tasks to fulfill organizational purposes by creating motivation and an effective relation and encourages employees to conduct their tasks eagerly and en henceiastically (Alvin, 1996 137-138). Leadership development past, present and future Leadership development is enhancement o f abilities and creating perspective for motivating and directing of individuals towards determined purposes.It includes components such as education and development, participation of individuals in decision-making, coaching, Job empowerment and authorization (Lowlier, Gold Smith & Karate, 2005). Leadership development has obtained achievements in two previous decades among which we can call increasing of management development methods and coordination among the management and ore popular increasingly and causes more studies to be focused on leadership competencies and problems regarding non-coordination in working affairs and life (Werner-Brome & Hughes, 2009).Leadership development at work environment nowadays innovators represent skills and techniques regarding leadership development through methods such as educational programs and coaching and apply them in real issues. People could obtain important skills by combining such directions and real commercial conditions and thus it is possible for organizations to find important, synchronous and related issues and deal with them. Finally purpose of leadership development includes action non knowledge.Therefore, leadership development at present meaner providing learning opportunities for people through work not keeping them aloof from the work environment and obliging them to learning. Moreover, the best experience of organizations is to find out the leadership role as a key factor in all Job levels and that they are pull to create effective leaders across their organizations. Developing more individual and better leaders is not the only focusing point of leadership development although this issue is still very important.Leadership is increasingly be in a way that it is not Just related to leaders acts rather it is a process which creates a new generation of leaders and effective relations that their focus is on leaders and colleagues interaction (LaVerdi, 2011). organisational performance Organizational p erformance is obtaining organizational and social purposes or going beyond them and conducting responsibilities undertaken by people (Heresy and Blanchard, 1996 504). 55 Research hypotheses Primary hypothesis There is a relationship mingled with leadership development and employees performance. Secondary hypotheses 1- There is a allegations amongst coaching and employees performance. 2- There is a relationship between education and development and employees performance. 3- There is a relationship between empowerment and employees performance. 4- There is a relationship between participation in decision-making and employees performance. 5- There is a relationship between authorization and employees performance.Conceptual model of the survey In this survey leadership development and its dimensions (coaching, education and development, empowerment, participation in decision-making and authorization) are regarded as independent rabbles and performance is regarded as dependent variable . Leadership development Coaching Performance Education and development Participation in decision-making Authorization Research methodology The present survey was conducted using descriptive- correlation method. Statistical population include employees of Customs headquarters in 2011.Volume of the statistical population was equal to 678 persons among which 386 persons were male and 292 persons were female. Sample volume was determined equal to 250 persons using Creakier and Morgan table and relative classify sampling method was used. Therefore, portion of each class (male and female employees) was first calculated in the statistical population and the same ratio was observed in the sample too. Statistical sample of employees contains 142 males and 108 females by gender separation.Two researcher self-made questionnaires were used for leadership development and performance to collect the required data. Although these questionnaires were standard and normalized, views of advisor and g uiding professors were reviewed to determine validity of the questionnaires. Cockroach alpha coefficients of leadership development and employees performance questionnaires ware equal to 0. 89 and 0. 86 respectively which illustrated high reliableness of both questionnaires. Results were analyzed through SPAS software.Analyzing results As variables under study follow normal distribution Pierson correlation coefficient is used in this survey to study the relationship among variables. Secondary hypotheses Hypothesis 1 HO there is no positive relationship between coaching and employees performance. HI there is a positive relationship between coaching and employees performance. 156 Table 1- Pierson correlation coefficient between coaching and employees reference Correlation between coaching and employees performance Pierson correlation coefficient (r) +0. 76 Number (N) 250 Significance level (P) PO. OOI Result Significantpositive stipulation to results of table (1) because the calcula ted amount for Pierson correlation coefficient is significant at level a = 0. 01 it is inferred that hypothesis HO regarding cipher of relation is rejected by 99% confidence and hypothesis HI regarding existence of relation between the two variables is confirmed. Hypothesis 2 HO there is no positive relationship between education and development and employees&039 performance.HI there is a positive relationship between education and development and employees performance. Table 2- Pierson correlation coefficient between education and development and employees performance Correlation between education and development and employees performance Pierson Given to results of table (2) because the calculated amount for Pierson correlation existence of relation between the two variables is confirmed. Hypothesis 3 HO there is no positive relationship between empowerment and employees performance.HI there is a positive relationship between empowerment and employees performance. Table 3- Piers on correlation coefficient between empowerment and employees performance Correlation between empowerment and employees performance Pierson correlation coefficient (r) +0. 469 Number (N) 250 Significance level (P) P