An Assessment of Task-Oriented Leadership on Employee Performance in Uganda: A Case Study of Buhoma Mukono Community Development Association (BMCDA) in Kanungu District.
The purpose of the study was to assess the relationship between Task-oriented Leadership and Employee Performance at Buhoma Mukono Community Development Association (BMCDA). The study objectives were: to determine the relationship between task structure and employee performance; to investigate the influence of level of authority on employee performance at BMCDA; and, to examine the influence of leader-member relations on employee performance at BMCDA. The study employed a cross-sectional research design whereby both quantitative and qualitative approaches were used. The target population of the study was 120 respondents. Ninety-two (92) respondents were selected using simple random sampling, and 12 key informants (leaders/managers) were selected using purposive sampling. Subsequently, the researcher used questionnaire and interview methods to collect data from employees and leaders/managers respectively. The study findings revealed a correlation coefficient of r=.682 which shows a significant relationship between task-structure and employee performance. The study findings also revealed that there was relationship between level of authority and employee performance as shown by a correlation coefficient of r=.490. The study findings revealed a weak correlation coefficient of r=.171 which implies a weak positive relationship between leader-member relations and employee performance. The conclusion for the study, therefore, was that task-oriented leadership has a greater positive relationship on employee performance, in which situation leader’s behaviors which involve: inspiring a shared vision through timely communication, emphasizing development and recognizing accomplishments explains some of the determinants in whether employees will ensure timeliness, quality, quantity of work and cost effectiveness at BMCDA. The researcher recommends that greater and more positive focus should be put on leadership behaviors that involve giving constructive feedback about performance, providing resources to employees to help them accomplish tasks, and implementing procedures to improve work processes, so as to improve employee performance. Such changes should be properly and carefully implemented to guide, and motivate subordinates and ensure organizational effectiveness.
A Research Dissertation Submitted to the Directorate of Postgraduate Training in Partial Fulfilment of the Requirements for the Award of a Master’s Degree in Business Administration of Kabale University
Task-Oriented ,Leadership , Employee Performance