Research Proposal : Leadership Styles and Staff Retention: How leadership styles affect staff retention? 1.0 Title
The working title of this research is initially drafted as – Leadership Styles and Staff Retention: How leadership styles affect staff retention? 2.0 Backro!nd of the St!dy
Leadership Leadership is an incremental component component that centers the existence, surial and functioning of any group or organisation! "ndeed, the organisations recognise that their success is highly#dependent upon the $uality and effectieness of this dimension! There are two main functions that leaders are %ounded to perform! The first is central on accomplis accomplishing hing the task towards towards the attainment attainment of goals goals such such as initiati initiating ng actions actions,, keeping mem%ers attention on the goal, clarifying issues, helping the group deelop a procedural plan, ealuating the work done and making expert information aaila%le! The second is on deeloping mem%er&s feelings to maintain the strength of the organisation! Lead Leaders ers are are expec expected ted to keep keep inter interper perso sona nall relat relation ions, s, ar%it ar%itrat rate e excu excuse, se, proi proide de enco encour urag agem emen ent, t,
gie gie chan chance ce to die diert rt,,
stim stimul ulat ate e
self self#d #dir irec ecti tion on and and
incr increa ease se
interdependence among organisational mem%ers! 's such, staff retention retention falls under the um%rella of the second function! function! Staff retention is a challenge for contemporary organisations as the skills shorten worsens! (arious retention strategies are in place including rewards and recognition program, training and deelopment, flexi%le working arrangements and others! How people want to %e managed and how people are %eing managed and the gap %etween contri%utes to either high or low staff retention rates! Since, in reality, the gap is relatiely wide and that organisations are finding difficulties in responding to such, there still remains the $uestion on why and how employees will remain to their employment and contri%ute to a greater degree to the organisation! The challenge is tended on the conduct of the leade leaders) rs) surpr surprisi ising ngly ly thoug though, h, ery ery little little attent attentio ion n has %een %een gien gien to the impact impact of leadership#related aria%les on staff retention!
".0 State#ent of the Pro$le#
The pro%lem that will %e addressed in the study is how arious leadership styles implicate staff retention and how leaders affect staff retention in general! How leadership styles determine the leels of turnoer within the organisation will %e explored! "n lieu with this, the research will seek to answer the following specific $uestions: *+ hat are the $ualities of leaders that generally influence staff retention? How leaders influence staff to remain in their current -o%s? .+ hat are the factors that cause staff to leae the workforce? hy do they leae? /+ 0nder what circumstances leadership styles can reduce the rate of low staff retention? 1+ To what extent does leadership styles in an organisation has an influence of staff retention? 2+ How different leaders respond to the challenge of staff retention? How organisations through leaders manage its talentship? %.0 &$'ecti(es of the St!dy
The aim of this study is to draw conclusions and to proide %enchmark practices on how leadership styles could likely to affect staff retention! To conduct an exploratory research on the influences and implications of leadership styles to staff retention is the purpose of the research! The specific o%-ecties that follow will %e addressed! *+
To outline the $ualities of the leaders that generally affects staff retention
.+
To determine the factors that affect staff retention and understand the rationale for leaing employment
/+
To distinguish conditions and situations that leaders contri%ute to staff retention
1+
To analyse the degree of influence of leadership styles on staff retention
2+
To ealuate organisational practices
to staff
retention
and
management of talentship ).0 *ontri$!tin Literat!res
' literature reiew will %e proided in the actual study, which will %e put in the second chapter! Literatures will %e a%out the studies on leadership styles and staff retention! Literatures will %e ac$uired from online -ournal data%ases such as 3lackwell Synergy, 4merald and 5uestia! Literatures will %e reiewed to increase the knowledge a%out the topic and to help in the analysis of data! "n this proposal is the initial literature reiew of two %ooks and a -ournal article! The first %ook is written %y 6iane 'rthur in .77* entitled The Employee Recruitment and Retention Handbook ! 'rthur proides comprehensie, practical adice
to employers to get and keep the people they need and coers such ital topics as what workers want) why workers leae) where they are) and what %est#practice companies are doing to attract and retain the talent necessary to remain competitie! The author also discusses %oth traditional and new strategies to recruiting and retaining staff! Keeping Your Valuable Employees: Retention Strategies for Your Organiation!s "ost #mportant Resource is the second %ook! ritten %y Su8anne 6i%%le in *999, the
%ook offers a practical, realistic approach to keeping the %est employees as it draws on good theory and offers excellent adice! The author understands how to apply today&s %est ideas in human resources management to %usinesses large and small! 6i%%le shares her human resources experience and proides hands#on tools for retaining those people who are key to an organi8ation&s success! The three -ournal articles are taken from the ournal of Leadership Studies! The first article proides points for retention including: re#recruit top performers %efore they get a %etter offer) implement a comprehensie mentoring program) offer %etter career isi%ility) explore arious work options for retirement#age employees) use explicit ranking systems tied to incenties) consider changes in managerial style to accommodate younger workers) emphasi8e cross#training and dierse experiences to %uild skills and maintain employee interest) 4mphasi8e cross#training and dierse experiences to %uild skills and maintain employee interest and %roaden the concept of retention! +.0 Research Plan Research $hilosophy
The research will %e approached %ased on an interpretiism iew! "nterpretiism is the necessary research philosophy for this study %ecause it allows the search, of the ;details of the situation, to understand the reality or perhaps a reality working %ehind them! "t is necessary to explore the su%-ectie meanings motiating people&s actions in order to understand their actions! Research %esign
The study will %e exploratory in nature %ecause it aims to determine the present facts as well as facts that are not yet explored a%out the phenomenon! 4xploratory research will ena%le the study to look at the pro%lem in %oth descriptie and exploratory manner! "t will look into the pro%lem %y exploring the iews of different sets of respondents, as well as %y exploring different literatures related with the study! %ata &ollection
