Analysis of leadership styles, employee performance, and organizational efficiency in Starbucks, with a focus on strategic management theories and research gaps in leadership effectiveness.
The strategic leadership offers the unique relations among employees as well as the organization to enhance the employees’ performance and productivity. Leadership style plays a vital role in offering coaching and feedback. They monitor constructive feedback, performance as well as direct their teams to improve the performance. They also reward and recognize high performance which motivates the employees and promotes the culture of excellence (Mwesigwa et al, 2020). Leadership affects organization efficiency in the way which assists employees’ engagement, profitability as well as retention. Leaders that promote a positive employee experience, support a positive work environment which have a positive influence on the Starbucks' success (Starbucks, 2024). Starbucks mainly focuses on talent acquisition strategy which is committed to continuous development and learning. The leaders within Starbucks offer the range of training programs which aim to enhance employees' skills as well as advancement in their careers. For students seeking assignment help writing, this insight into leadership styles and their impact provides a critical understanding for business assignments.
The report begins with a review of past studies by critically evaluating the range of indicators through a literature review. The literature will be analyzed using a range of resources such as government reports, books, journals, articles and academic publications. This will be analyzed with the knowledge of validity and reliability of the research on leadership styles impact on employees’ performance within Starbucks. The report will further emphasize on the discussion of literature review procedure with a clear explanation of the literature procedure which indicates the exclusion and inclusion criteria. The report will also explain the strengths and weaknesses linked with the systematic review process in literature review. This will further review on theoretical evaluation within the business research. The report will also focus on the need for further research by analyzing the gaps in the existing research. This also discusses the contribution of a theoretical solution to leadership styles impacts on employees' performance.
In accordance with the views of Ichsan et al, (2021) leadership is the ability to influence the people to accomplish the specific goals. These are ideas and principles regarding the nature of leadership underlying the various approaches and styles. Leadership includes providing directions to both the organization as well as its employees. Leadership includes showing employees how efficiently they can perform their responsibilities while completing the tasks. Efficient leadership needs a strong characteristic which must include integrity, honesty, integrity as well as ethics. Leaders use efficient communication skills to move the organization forward as well as accomplish the new levels of success efficiently. Leadership is the procedure of guiding as well as influencing the employees towards the accomplishment of common goals. Efficient leaders inspire the teams towards the shared goals; drives change initiatives as well as foster collaboration with strategic agility.
Winarum et al, (2022) examined that autocratic leadership is characterized by all the leaders’ decisions and taking very little input from other team members. Leaders of the organization make decisions on the behalf of business. Autocratic leaders make choices on the basis of their judgment and ideas. This leadership style includes unilateral decision-making, clear direction as well as strict control over the organization's operations. This leadership is highly efficient in situations that demand quick decision making such as crises and emergencies. On the critical note, Mwesigwa et al, (2020) said that this leadership style also discourages creative collaboration as well as lower employee morale. Employees who like team authority and decision-making does not prefer autocratic leadership.
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HARYONO and Sulistyo, (2020) identified in their study that transformational leadership aims to inspire, encourage as well as motivate workers to create and innovate the changes required to shape the future efficiency of the organization. This develops a strong sense of corporate culture, promotes employee ownership as well as independence at workplace. These leaders are change agents who identify innovation shift trends in technology as well as assist the organization in embracing the change. Transformational leadership can address change as well as quickly adapt the new economic conditions. These leaders are open and agile to innovation which enables the firm to quickly adapt the environmental changes. On a critical note, Fries et al, (2021) said that transformational leadership puts stress on the employees to constantly strive to accomplish ambitious objectives as well as innovation. They also maintain the balance between high aspiration as well as realities of the accessible resources. Transformational leaders might find it challenging to maintain the consistent flow of information to the team which can lead to confusion among employees.
Tania et al, (2021) defined that transactional leadership comprises of rewards and punishment-based system that designed to encourage the employees for the accomplishment of results. In this, leaders constantly monitor employees’ performance and reward them when they meet their objectives. Under this style, all employees are evaluated and rewarded in the same manner which creates the sense of fairness among them. On the other hand, Hilton et al, (2021) argued that these leaders do not emphasize on working conditions which might be a critical driver of engagement as well as satisfaction among employees. This leadership style might stifle innovation and creativity which emphasizes on routine tasks as well as following established processes.
Astuti et al, (2020) defined the situational leadership style emphasizes the requirements for leaders to adapt their style on the basis of their team commitment in the specific situation. This style emphasizes the need for leaders to communicate efficiently which includes listening to their concerns, clarifying expectations as well as offering feedback. This allows leaders to build trust as well as promote open communication which enhances team productivity and performance. By adapting their leadership style to particular needs, leaders can enhance their efficiency as well as flexibility. However, Alrowwad et al, (2020) argued that situational leadership is complex to implement as leaders need to understand their team needs with the specific demands of the situation. This leadership style can create employees’ reliance on leaders which limit their ability to develop skills and knowledge.
Paais and Pattiruhu, (2020) ascertained the fact that performance is a major factor in the organization which affected by the organizational culture and efficient leadership. Leadership is the major factor that creates job satisfaction among employees which boosts their performance at workplace. The leader influences the team which creates a positive employees experience, promote a harmonious work environment as well as encourages the employees to do work with high efficiency. This results into better employee engagement, high retention, improved performance as well as enhanced well-being of employees. Efficient leaders promote an environment where the workers feel heard, valued as well as supported. This also nurtures the positive work culture which motivates collaboration, innovation as well as growth of the workers. Leaders set expectations which held employees responsible for completion of tasks with efficiency and achieve mutual objectives. Leadership creates the framework for organizational culture which helps in promoting ethics, values as well as behaviors which resonate with employees. The way leaders interact majorly influence the employees’ attitude. Honest and clear communication promotes with the sense of trust. On the other hand, Specchia et al, (2021) argued that poor communication can led to create disengagement as well as frustration among workers in the organization.
Insan et al, (2021) assessed when leaders appreciate and recognize workers' contribution helps in enhancing their morale. Leaders by offering guidance assist the workers to feel values which boost their dedication and commitment to the company they are working in. When leaders exhibit characteristics like integrity, transparency as well as empathy can positively impact workers attitudes which promotes the engagement as well as trust. Leaders that highlight resilience and adaptability during challenging times might inspire the confidence of employees. This helps in influencing their determination as well as attitude through the hardship. On a critical note, López-Cabarcos et al, (2022) argued that inadequate communication by leaders in conveying the goals as well as expectations can lead to confusion, misunderstanding as well as lack of clarity among workers. Without clear communication, workers might feel disconnected from the firm’s goals and vision. Inconsistent leadership might harm the efforts to create the productive culture. Poor decision-making, lack of direction as well as inadequate support from leaders can create the undesirable consequence at the workplace.
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Kalogiannidis, (2020) stated that according to Herzberg two factor theory, employees’ performance is evaluated by two major factors such as motivation and hygiene. Leadership plays a vital role in handling both the factors that enhance employees’ performance and productivity at the workplace. Efficient leadership enhances motivation between the team members. By setting the challenging goals as well as offering regular feedback, leaders develop with the sense of purpose as well as drive-in employees. The superficial pursuit of goals offers people with a concrete target to endeavour as well as enhances dedication. Efficient leaders motivate the workers with the range of strategies such as setting clear expectations. By communicating expectations as well as clear goals, leaders make sure that workers understand their responsibilities and roles at the workplace.
Leaders also manage hygiene factors of the organization such as supervision, policies, workplace relations, reliability of employees, earnings as well as the workplace environment. Nevertheless, Tahir, (2023) said that poor leadership leads to reduce team morale as they feel undervalued, disrespected as well as unsupported. Companies with poor leadership also experience high turnover rates in the food and beverage industry.
Madi Odeh et al, (2023) defined transformational leaders motivate as well as inspire the team by setting the compelling objectives that promote personal development. This style also led to create high employee engagement as well as productivity as it emphasize on innovation as well as empowerment. Transformational leaders focus on the development as well as the well-being of the employees. These leaders focus on serving their team members which build loyalty and trust. This led to high engagement as well as productivity. On the critical note, Wiradendi Wolor et al, (2020) said that the additional tasks employees receive from the transactional leaders can obstruct their core work. This disturb the employees from accomplishing the key performance indicators as well as enhance the time spent switching among the tasks. Allocation the extra responsibilities to employees might create lack of clarity as well as confusion to the major roles. This also led to create lack of confidence to handle the extra responsibilities.
Salas‐Vallina et al, (2021) ascertained the fact that Situational leadership also positively influences the employee productivity and engagement. The efficiency of the style depends on the context as well as the requirements of the team. They also involve the employees within the decision-making procedure which motivate collaboration. This can boost the productivity and engagement of employees as it creates the sense of ownership as well as promote open communication. Situational leadership includes adapting different styles on the basis of needs of the situation. This is efficient in enhancing productivity and engagement by customizing leadership strategies with unique circumstances. On the other hand, Lei et al, (2020) defined that situational leadership might be complicated as well as challenging to implement, as it needs a deeper understanding of both the requirements as well as needs of the followers. This is also time-consuming, as leaders require to continuously assess the situations as well as adjust their style consequently. Situational leadership can create the inconsistency within the leadership style which might create the confusion as well as reduce the trust among leaders.
Ridwan et al, (2020) stated that transactional leaders track the performance of their team by closely ensuring that they are meeting with the particular standards. They also offer rewards to workers to meet their performance objectives such as promotions, bonus as well as recognition. These leadership style offer regular feedbacks to their employees regarding their performance which highlight the areas of improvement and success. Transactional leaders use punishments and rewards to motivate the team members. This helps them in creating the sense of completion among the workers which drive their performance more efficiently. Employees are also held responsible for performance as well as actions by efficiently transactional leaders. This can assist in ensuring that they take their accountability more seriously as well as seek to enhance in the areas in which they lack. On a critical note, Fuertes et al, (2020) argued that these leaders limit the autonomy of the employees which expects employees to follow processes and rules that are set by the leader. This can lead lack of independence and initiatives which have a major influence of employees’ job satisfaction. These leaders emphasize on short-term goals which keep aside long-term roadmap for success which led to lack of strategic long-term planning.
Ichsan et al, (2021) examined Autocratic leaders often hinder employee productivity and engagement which limit autonomy and also causes frustration among the workers. A positive workplace environment promotes collaboration, trust, engagement as well as innovation among the team members which reduces turnover, stress as well as conflict. Leaders also have the responsibility to share the climate and culture of the team which impact their behavior. On the other hand, Winarum et al, (2022) defined that poor leadership might have a detrimental influence on productivity and morale at the workplace which offer an environment of fear, mistrust as well as poor motivation among employees. The food and beverage industry with poor leadership also experiences higher turnover rates.
The systematic literature review selects, identifies and critically appraises the research to formulate the objectives. This follows clearly defined plans and protocols where the criteria are clearly stated before the review is accompanied. This is a transparent as well as comprehensive research that is conducted over the various databases which might be replicated as well as reproduced by other investigators (Hilton et al, 2021). This includes planning with the search strategy that has a particular emphasis on defined questions. This review identifies the information on the influence of leadership styles on employees’ performance. The search terms, search strategies as well as limits all require to be included in the review.
The first step includes the scope of the research project which is set in place to define the clear boundaries of the project with the specific aspects of the research project that the study will emphasize such as strategic leadership styles and their influence on employee performance. By setting limits as well as focusing on the study through the scope will allow the researcher to stay within the parameters of the project resources. The well-defined scope ensures that the research might be completed with the accessible resources like budget and time while accomplishing the objectives.
Inclusion criteria is the entirety which must be included in the research. On the other hand, exclusion criteria are the factors that will make the research unentitled to be included. Proper selection of the inclusion criteria is to optimize the internal and external validity of the study, lower its expenses, enhance feasibility as well as reduce ethical concerns. Studies which are published in the past 8-9 years are included in the present study to analyze various leadership styles as well as their influence on the employees of Starbucks. The research has also included articles, peer reviews, industry reports as well as books that focus on the case study. However, Research that emphasizes on lack of empirical data is being excluded. The articles which are published before the last 8 years are also excluded from the style to gain current market trends within organization and leadership styles. The research is also excluded from specific studies, publication types and animal models.
A search strategy is a set of search terms combined in a manner that enhances the number of explicit records retrieved in the data base. The strategy is employed using database such as Google Scholar. The research has used the keywords such as employees’ performance, leadership styles, food and beverage industry, Starbucks, motivation strategies, employees’ productivity, leadership and its significance to enhance the outcomes of the study. This is the first step in efficiently reviewing the literature in the own areas of interest.
Quality assessment is the data collection as well as analysis which include the degree of the conformity to predetermine the standards as well as criteria. Quality is the procedure which is made to analyse the reason for this (Tania et al, 2021). The researcher has considered the relevance of the methods uses in handling the review questions, the quality of methods utilized as well as relevance in the individual studies with the extend of evidence from the findings. While conducting the assessment the investigator has used tools such as PRISMA which helped in selecting the high-quality researches which ensure that the review is credible as well as robust.
The data synthesized within the systematic review are the outcomes which are extracted from the particular research studies which are specific for review questions. The main aim of the data synthesis is to analyze as well as summarize the evidence from the included researches to respond the research questions. This underlines on the key variables such as performance outcomes, leadership styles as well as factors related to Starbucks. Synthesis takes the assertions, evidence as well as commentary with the evidence as well as blends the procedures to make a cohesive paragraph.
The systematic review will use the rigorous methods which aim to reduce the bias in the review of evidence from the studies. This attempt to be comprehensive in the search strategy with the available evidence as well as combine accordingly. These are often conducted using the standardized quality assurance guidelines as well as practices such as PRISMA. This is a method in research which includes synthesizing all accessible research on the influence of leadership styles on employees’ performance. On the other hand, systematic reviews take various months to complete by the time as results are published as well as findings are out of date.
Theory plays a significant role in research which offer understanding, explanation as well as meaningfulness to the research. Theories are used to assist the design of the research questions, interpret the data as well as guide the selection of specific data. Theory is the set of models, concepts, definitions, principles and other elements which make the sense of a phenomenon by analyzing the relationship between the variables. The conceptual framework is used to analyze the survey questions which helps in generating the hypothesis for predications and explanations (Fries et al, 2021). In the context of this research, various leadership theories and concepts helps in analyzing the influence on employees’ performance within Starbucks. These styles are analysed by various behaviors, methods as well as attitudes to lead teams, these leadership theories have a major influence on staff work, productivity as well as general well-being. This is vital for the researcher to analyze leaders and organization to comprehend how different leadership theories impact employees’ performance.
Contingency Theory in Leadership has a high level of decision-making and control authority in leaders. This makes the decisions unilaterally and impacts team members which has various psychological effects. This theory motivates context-specific leaders, aligning leadership styles with unique situations, enhancing decision-making as well as promoting continuous development. Paul Hersey has developed the situational leadership model which focuses on adapting the leadership behaviors upon the maturity level of employees within Starbucks. This model identifies the work for one group of employees might not work for another which leads to leaders contingent on the situation.
Transactional leadership is a model that uses punishments and rewards to direct and motivate followers. This theory relies on active monitoring by default to anticipate the challenges as well as take corrective actions. A transactional style works best within a structured environment when there are fewer deviations from the launched business procedures as well as defined roles with the particular tasks to achieve. This posits that employees are not self-motivated as they need instructions, structure and monitoring to finish the tasks on time.
Transformational leadership theory emphasizes on motivating and inspiring Starbucks employees to accomplish the exceptional outcomes as well as embrace on long-term objectives. This approach motivates innovation by promoting the culture where the creativity is valued as well as team members are empowered to think out of the box. The leader encourages the team members to share the ideas with open communication as well as promote a collaborative environment. By incorporating and acknowledging the diverse perspectives, the leader can promote employees with intellectual stimulation.
Theoretical research facilitates to exploration as well as analyze the research by emphasizing the structure as well as philosophical concepts. This encompasses the set of existing theories, interconnected theories as well as concepts of leaders which guide the particular research procedure. These theories strengthen the research reliability and validity which specify the key elements explored. These frameworks are intellectual scaffolding on which the research is constructed. This is a lens by which the investigator views the subject which is their choice of data collection, analysis as well as interpretation of the study. This also navigates the study in discovering the qualitative facets of leadership like organizational culture as well as employees’ participation.
This research has mainly focused on transformational, transactional, autocratic and situational leadership styles and their influence on the performance of employees at Starbucks. Nevertheless, there is a significant gap in the present research which needs further investigation. There are limited aspects considered in the analysis of leadership efficiency as well as organizational performance in the present research. There is also a lack of clarity in understanding the connection between leadership efficiency as well as organizational performance (Alrowwad et al, 2020). There are complicated relationships having the diverse aspects as well as dimensions which make it challenging to get a particular conclusion on the leadership well-organized as well as organizational performance.
There are also methodological as well as contextual issues which have made it challenging to get the particular conclusions about the leadership efficiency and employee performance. This research has overlooked the range of aspects like technology, employee satisfaction as well as community support which highlight that there are a range of limitations in the measurement of organizational performance. The study mainly focuses on the influence of leadership styles on the employees' performance but does not consider the major information on Starbucks. This is a missing piece in the research literature in the areas which has not been explored yet which might limit the outcomes of the study. This is the area that has the opportunities for the further research as they are not explored. There is also a poor understanding of industrial research on the food and beverage industry which might limit the outcomes of the study.
Conclusion
By summing up, it has been concluded that systematic reviews are comprised of reliable sources of information which include high-quality reviews for the study as well as reduce bias. The study aims to explore the influence of leadership styles such as transformational, transactional, autocratic and situational on the performance of employees within the food and beverage industry. These leadership styles help the employees to enhance their skills and knowledge which will lead to improving their performance within the organization. By using these styles, the firm can foster a positive workplace environment where the employees feel valued and recognized for their performance. This will encourage the employees to work efficiently to accomplish mutual objectives.
To identify the research gaps, the investigator has done a thorough review of the existing literature in the specific areas of the impact of leadership styles on the performance of employees. The investigator has demonstrated these gaps by contributing advanced knowledge to handle practical solutions as well as fill existing gaps in the particular areas. These findings offer valuable insights into the potential benefits of mindfulness-based interventions. Nevertheless, the further study needs to handle the several limitations as well as extend the understanding in the specific area.
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