Leadership Styles, Employee Turnover Intentions And...

Indicators of Negative leadership Puni, A., Agyemang, C., Asamoah, E. (2016). Leadership Styles, Employee Turnover Intentions and Counterproductive Work Behaviours. International Journal of Innovative Research and Development, 5(1). Study of 170 respondents within the eight Ghana Banks of turnover intentions and counterproductive behaviors of leadership roles. Discovered laissez-fare leadership individuals were difficult to distinguish from the regular work employees. These leaders seldom suggest or criticize and only establish interactions about goals and objectives when absolutely necessary. Laissez-fare leaders believe employees are capable of taking care of themselves. The counterproductive behavior begins with turnover rates. Laissez-fare leadership roles are linked to reasons why employees terminate their employment or manifest deviant behaviors. The employees who remain begin to develop jab satisfaction, commitment, and psychological downturns which may become disastrous. Tsuno, K., Kawakami, N. (2015). Multifactor leadership styles and new exposure to workplace bullying: a six-month prospective study. Industrial health, 53(2), 139. Study investigated 404 civil servants of Japan to discover if bullying could be measured or prevalent in the workforce. The results pointed towards Laissez-fare leaders were strong of negative behavior. Moreover, the bullying behavior was more focused on Laissez-fare leadership individuals than other styles. Laissez-fareShow MoreRelatedThe Rule And The Golden Rule Essay1373 Words   |  6 Pagessuccess of their higher education institutions. Consequently, the leadership in higher education is often a determining factor of whether the institution will be able to lead employees successfully and effectively. There are leaders who lead according to the Golden Rule (Nodstrom Hall, 1986). However, the Golden Rule could be counterproductive because it states that we should treat others, as we prefer to be treated. 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Zoubir â€Æ' Table of Contents 1. Abstract 3 2. Introduction 4 3. Problem statement 4 4. Turnover definition 6 5. Analysis of employee turnover 8 6. Reason for leaving, Literature review 10 6.1. Global analysis 10 6.1.1. Work environment related reason 12 6.1.2. Management style related factors 15 6.1.3. SalaryRead MoreThe Impact Of Implementation Of Relation Social Intelligence Essay10283 Words   |  42 Pagesinfluence the employee`s decision to change their job and those reasons might be related to personal, environmental and or cultural aspects. Those aspects where considered during the implementation of Relation Systemic Intelligence in China in pharmaceutical company. A transition from strong hierarchy leadership style to a more social decision making style (RSI), was analyzed based on real data collected on productivity, quality, hiring cost and percent of employee voluntary turnover. 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