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Candidate Name: Isaac Ashton Ramdeen

Candidate Number: 1600731063

Centre Name: St. Mary’s College

Centre Number: 160073

Subject: Management of Business

Teacher’s Name: Mr. Manickchand

Territory: Trinidad and Tobago

Year of Submission: 2023

Title: An investigation into how the leadership styles exercised by the management of Rashelia Ramdeen

Transport & General Contractors Ltd., directly affect employee motivation, during the period November 1 st

2022 to January 1st 2023.

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 Table of Contents

Introduction..........................................................................................................................................................................

Background of the Project:..................................................................................................................................................

Literature Review.................................................................................................................................................................

Methodology..........................................................................................................................................................................

Presentation of Data.............................................................................................................................................................

Analysis of Data....................................................................................................................................................................

Interpretation of Results......................................................................................................................................................

Conclusion.............................................................................................................................................................................

Recommendations.................................................................................................................................................................

Bibliography..........................................................................................................................................................................

Appendix................................................................................................................................................................................

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 Introduction

Thesis Statement:

“An investigation of how the leadership styles exercised by the management of Rashelia Ramdeen Transport &

General Contractors Ltd. directly affects employee motivation during the period November 1 st 2022 to January

31st 2023.”

Aim/Goal of the Investigation:

The main target of this investigation is to:

● Gain a better understanding of the relationship between leadership styles and employee motivation,

which will help the researcher to develop insights and knowledge that can be applied in various

scenarios and potentially lead to new theories about effective leadership.

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Research Objectives:

1.) To ascertain the main type of leadership style used by the management of Rashelia Ramdeen Transport

& General Contractors Ltd., during the period November 1st 2022 to January 31st 2023.

2.) To determine the level of motivation depicted by the employees at Rashelia Ramdeen Transport &

General Contractors Ltd., during the period November 1st 2022 to January 31st 2023.

3.) To identify the relationship between the leadership style portrayed by the management at Rashelia

Ramdeen Transport & General Contractors Ltd. and its impact on employee motivation, during the

period November 1st 2022 to January 31st 2023.

Main Significance of the Investigation:

The outcome of this research will provide valuable insights for the management of Rashelia Ramdeen

Transport & General Contractors on how to effectively manage and motivate employees as well as create a

more effective work environment for employees, which can lead to increased productivity, employee

satisfaction and retention.

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 Background of the Project:

As stated by Gordon, J. (2021) in a website article, Herzberg's (1968) two-factor theory is a well-known

concept in the field of motivation and leadership within the workplace. The theory posits that hygiene factors

and motivational factors influence employee motivation. Hygiene factors are necessary to prevent

dissatisfaction but do not necessarily lead to satisfaction. On the other hand, motivational factors, such as

opportunities for growth, lead to employee satisfaction.

Contrary to this, recent studies have evaluated the topic between leadership styles and employee

motivation in different work environments. A study by Atheeb et al. (2020) conducted at Prince Sattam Bin

Abdulaziz University found that paternalistic, transformational and laissez-faire leadership styles enhanced

employee motivation in a Saudi Arabian work environment.

Similarly, Franklin et al. (2016) conducted research on the impact of leadership styles on teachers in the

United States at Walden University, where the findings suggested that there should be a laissez-faire leadership

style by the administration, for teachers to have more freedom in performing their duties and Usman et al.

(2018) investigated the leadership styles of library managers and motivation of library personnel in Nigeria, to

assess their job performance as well.

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 Literature Review

Rashelia Ramdeen Transport & General Contractors Ltd. is a limited liability type company based in

Port-of-Spain, Trinidad, that specializes in civil and infrastructural works and supplies materials within the

construction industry. The company employs 150 individuals, with 30 staff members in each department and 5

managers who oversee tasks in various departments, including Human Resources, Accounting & Finance,

Marketing, Information Technology, and Research & Development. However, the company has recently

encountered employee tardiness, job dissatisfaction, and poor customer service, which the management

attributes to a lack of motivation among the employees. The company has identified leadership styles and

management practices as a primary cause for the low motivation levels of their employees.

Atheeb et al (2020) investigated the impact of leadership styles on employee motivation of government

employees in Saudi Arabia. They distributed a questionnaire to one-hundred and thirty (130) government

employees and used statistical analysis to examine the data. The results showed that paternalistic,

transformational, and laissez-faire leadership styles had a positive impact on employee motivation, but there

was no significant positive relationship between authoritarian leadership style and motivation. The study

recommended that leaders in Saudi Arabia adopt paternalistic and transformational leadership styles to improve

employee motivation. Franklin et al (2016) explored the relationship between administrative leadership styles

and motivational factors among American and international teachers using Herzberg’s two-factor theory. They

found a significant relationship between leadership styles and motivational factors among international teachers

and recommended a laissez-faire leadership style. Usman et al (2018) examined the correlation between

leadership styles and job performance among library staff in public universities in Nigeria. They found a

positive correlation between leadership style and job performance, indicating that a mixture of autocratic and

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democratic leadership styles should be employed by librarians to enhance job performance, while using the

laissez-faire leadership style should be discouraged.

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 Methodology

Research Design:

The research towards this investigation required a substantial amount of data to be collected. In order to

acquire data, the researcher utilised two (2) primary sources of data, which consisted of a questionnaire (see

appendix) towards the employees within the five (5) departments and a structured interview (see appendix)

with the general manager of the firm. Also, on January 9 th 2023, secondary sources of data were obtained via

website articles (see literature review).

The questionnaire was designed via Google Forms, printed and physically distributed on January 20th 2023,

with permission from management. Responses were collected on that same day as well as the interview was

held.

Sampling Method Description:

The researcher selected stratified random sampling as the workforce population was complex,

consisting of 150 employees spread across five departments with 30 employees in each department, and 5

managers who delegated tasks throughout departments.

Sampling Method Used Advantages Limitations

Stratified Random Sampling Obtains a representative sample Time-consuming and resource-

Workforce was divided into sub-
groups of ten (10) employees per
department, concluding to a
sampling population of fifty (50)
employees
from each department, ensuring a
more accurate reflection of the
entire workforce
intensive to ensure that each sub-
group is adequately represented;
obtaining a completely random
sample within each subgroup may
be difficult, impacting the
findings’ generalizabilty.

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Research Instruments:
Research Instruments Used
Primary Data Sources
Questionnaire:
Four (4) demographic questions.
Three (3) questions on the employees’
motivational level, being the dependent
variable.
Three (3) questions were related to the
independent variable of the leadership
style.
Three (3) questions ascertained the
relationship between the leadership style
and motivation of employees.
One (1) question which prompted the
employees to suggest recommendation(s)
Structured Interview
Three (3) demographic questions.
Three (3) questions on the business
environment/nature.
Three (3) focus questions on the topic.
Three (3) follow-up questions.
Secondary Data Source
Advantages
Collects standardized data from Closed-ended questions with
a substantial sample population, pre-defined response options
which was:
efficient, cost-effective and
easy to administer;
ensured consistency and
reliability via multiple choice
standardized questions.
Collects information on the
nature of the business.
Enables the general manager to
share his insights and
perspective on the topic.
Limitations
may have limited the depth of
information collected;
This may prevent detailed
explanations into employees'
true perspectives of motivation;
External factors that may have
demotivated employees can be
another reliability limitation.
Potential for biassed
information provided by the
general manager
He may seclude information
regarding the topic to maintain
the business’ reputation.
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 Research Instrument Used Advantages Limitations

Website Articles: - Helps build a strong - Potentially incomplete or

Three studies on the topic of how
leadership styles affect employee
motivation were reviewed (see literature
review)
theoretical foundation and
deepen understanding of the
topic
- Identifies gaps in existing
research
biassed information
- Biases in articles can affect
the accuracy and validity of
findings

Presentation of Data

Objective #1: To ascertain the main type of leadership style shown by management:

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 Objective one (1) was ascertained through responses received from questions five (5), six (6) and seven (7),:

Question #5 -As an employee, have you ever had inputs in the "Decision-Making" process, together with

management?

Response Frequency

Yes 7

No 40

Sometimes 3

Diagram 5 - shows the if the employees at Rashelia Ramdeen Transport & General Contractors Ltd. were apart

of the “Decision-Making” process.

Question #6 -Are you supervised closely when performing your duties?

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 Response Frequency

Yes 40

No 7

I am not aware 3

Diagram 6 - shows the if the employees at Rashelia Ramdeen Transport & General Contractors Ltd. are closely

supervised by management.

Question #7 - How often does your manager provide feedback on your performance?

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 Response Frequency

Frequently 0

Sometimes 5

Never 45

Diagram 7 - shows how often the managers at Rashelia Ramdeen Transport & General Contractors Ltd.

provide feedback on performance to employees.

Objective #2: To determine the level of motivation depicted by employees:

Objective two (2) was determined via responses received from questions eigth (8), nine (9) and ten (10),:

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Question #8 - On a scale of 1-5, how happy are you to come to work (with 1 being least happy and 5 being most

happy)?

Response Frequency

1 40

2 7

3 3

4 0

5 0

Diagram 8 - shows employees’ motivational level at Rashelia Ramdeen Transport & General Contractors Ltd.

based on how happy they are to come to work.

Question #9 - Are you satisfied with the opportunities for professional development offered at the company?

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 Response Frequency

Yes 0

No, they don't offer any at all 50

Maybe 0

Diagram 9 - shows employees’ view of development opportunities offered at Rashelia Ramdeen Transport &

General Contractors Ltd..

Question #10 - Are you satisfied with the financial incentives offered at the company?

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 Response Frequency

Yes 0

No 45

Maybe 5

Diagram 10 - shows if the employees at Rashelia Ramdeen Transport & General Contractors Ltd. are satisfied

with the financial incentives offered.

Objective #3:To identify the relationship between the leadership style portrayed by management and its

impact on employee motivation:

Objective three (3) was determined via responses received from questions eleven (11), twelve (12) and thirteen

(13),:

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Question #11 - How does your manager's leadership style impact your motivational level, on a scale of 1-5

(with 1 being negatively impacting and 5 being positively impacting)

Response Frequency

1 45

2 5

3 0

4 0

5 0

Diagram 11 - shows if the manger’s leadership style at Rashelia Ramdeen Transport & General Contractors

Ltd. are positively/negatively impacts the employee’s motivational levels.

Question #12 - How often does your manager recognize and appreciate your efforts?

Response Frequency

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 Always 0

Sometimes 10

Never 40

Diagram 12 - shows if the mangers at Rashelia Ramdeen Transport & General Contractors Ltd. recognizes and

appreciates the work done by employees.

Question #13 -Do you think that the leadership style and motivational strategy used by your manager are

effective in increasing your motivation and job satisfaction?

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 Response Frequency

Yes 0

No 50

Maybe 0

Diagram 13 - shows if the mangers’ leadership style and motivational strategies at Rashelia Ramdeen

Transport & General Contractors Ltd. are effective in increasing employees’ motivation.

The rest questions did not fulfil any objectives, but were crucial and necessary for the research of the

study; two (2), three (3), four (4), and thirteen (14) :

Question #2 - What is your Age?

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 Response Frequency

16-21 10

22-30 30

30-45 7

45+ 3

Diagram 2 - displays the age groups of employees at Rashelia Ramdeen Transport & General Contractors Ltd.

Question #3 - What is your Gender?

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 Response Frequency

Male 40

Female 10

Diagram 3 - shows the gender of employees at Rashelia Ramdeen Transport & General Contractors Ltd.

Question #4 - Which department do you work in?

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 Response Frequency

Human Resource 10

Accounting & Finance 10

Marketing 10

Information Technology 10

Research & Development 10

Diagram 4 - portrays the departments of employees who work at Rashelia Ramdeen Transport & General

Contractors Ltd.

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Question #14 - What recommendation(s) would you make to change the way your manager works with you and

your co-workers?

Response Frequency

Change his/her leadership style to be more 30

democratic & transformational

He/she needs to be more authoritative 0

He/she needs to develop better motivational strategies 20

Nothing at all 0

Diagram 13 - displays the recommendations made by the employees at Rashelia Ramdeen Transport & General

Contractors Ltd towards their managers.

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 Analysis of Data

The three (3) objectives were ascertained through the following questions:

1.) To ascertain the main type of leadership style used by Rashelia Ramdeen Transport & General

Contractors Ltd., during the period November 1st 2022 to January 31st 2023:

The main leadership style used by management were ascertained via questions five (5), six (6) and seven

(7). Question five (5), showed that eighty percent (80%), of the employees did not have inputs in the "Decision-

Making" process, being its modal response. This highlighted that a significant communication gap between

employees and managers was prevalent. This, in turn, can affect their job satisfaction and productivity, leading

to a negative impact overall.

Question six (6), similarly displayed that eighty percent (80%) of worker were supervised closely when

performing their duties. This indicated that a possible authoritarian leadership style among the management,

which can create a lack of trust with employees and affect motivation and job satisfaction.

Question seven (7) extensively revealed that ninety percent (90%) of the workforce, being its modal

response, expressed that managers did not provide feedback on their performance. This meant that the company

lacked a system for regular feedback and performance evaluation, which can lead to employees feeling

undervalued. This also prevents employees from identifying areas for improvement and achieving their full

potential.

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 2.) To determine the level of motivation depicted by employees at Rashelia Ramdeen Transport &

General Contractors Ltd., during the period November 1st 2022 to January 31st 2023.

The motivation level depicted by employees was determined via questions eight (8), nine (9) and ten

(10). Question eight (8), aimed to assess the level of motivation among employees. The data revealed that

eighty percent (80%) of the respondents indicated that they were least happy to come to work, scoring one (1),

out of a scale of one (1) to ten (10) and also level two (2) being its median response at fourteen percent (14%)

only. This meant that the majority of employees were not satisfied with their work environment, which can

negatively impact their performance and productivity.

Question nine (9) ascertained if opportunities for professional development were functional at the

company. An astonishing one-hundred percent (100%), responded “No, they don't offer any at all.” This

displayed that the company did not prioritize professional development opportunities for its employees. This

could hinder employees' career growth and job satisfaction. Investing in employee professional development

can not only improve their skills and knowledge but also lead to increased employee retention and productivity.

Question ten (10) identified, if employees were satisfied with the financial incentives offered. ninety

percent (90%) of the responses were “No” being its modal response. This signified that financial incentives

offered by the company were not meeting the expectations of employees. This could lead to a lack of

motivation and job satisfaction, as well as a higher turnover rate.

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 3.) To identify the relationship between the leadership style portrayed by the management at

Rashelia Ramdeen Transport & General Contractors Ltd. and its impact on employee motivation,

during the period November 1st 2022 to January 31st 2023.

Furthermore, The relationship between the leadership style portrayed by management and its impact on

employee motivation was identified via questions eleven (11) and twelve (12) and thirteen (13) respectively.

Question eleven (11) aimed to distinguish the relationship between the mangers’ leadership style and level of

motivation among employees. The data revealed that ninety percent (90%) of the respondents rated their

manger’s leadership style as having a negative impact on their motivational level, scoring at one (1), out of a

scale of one (1) to ten (10). This showed that the leadership style portrayed by the managers was not effective in

motivating employees. It also suggested that managers were not engaging and employees, where they may feel

undervalued and demotivated, leading to decreased productivity and potentially higher turnover rates.

Question twelve (12) showed that the majority of employees expressed that their managers “never”

recognize and appreciate their efforts, being its modal response at forty percent (80%). This indicated that there

is a lack of positive reinforcement and recognition from management, which can lead to employees feeling

undervalued. Therefore, the lack of recognition and appreciation from managers may contribute to the negative

impact of their leadership style on employee motivation.

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 Interpretation of Results

Comparing the findings of the analysis with the studies discussed in the literature review, it was

observed that the study conducted by Atheeb et al (2020) found a significant relationship between the leadership

style of managers and the job satisfaction of employees. Specifically, the study identified that an autocratic

leadership style was negatively associated with job satisfaction, while a democratic leadership style was

positively associated with it. This is consistent with the results of the current study, which showed that the

majority of employees at Rashelia Ramdeen Transport & General Contractors Ltd. were not satisfied with the

leadership style of their managers, particularly in terms of decision-making, supervision, and feedback. The data

suggested that an authoritarian leadership style was prevalent (see data analysis section), which may have

contributed to a communication gap between employees and managers, as well as a lack of trust and motivation

among employees.

Furthermore, the study conducted by Franklin et al (2019) found that financial incentives were a

significant factor in determining employee motivation and retention. Specifically, the study identified that

employees who received financial incentives were more likely to be motivated and satisfied with their jobs, as

well as less likely to leave their jobs. This is consistent with the results of the current study, which showed that

the majority of employees at Rashelia Ramdeen Transport & General Contractors Ltd. were not satisfied with

the financial incentives offered by the company, (see data analysis section) and that this may have contributed

to a lack of motivation as well. The data suggested that investing in employee professional development and

offering competitive financial incentives could potentially improve employee retention and productivity.

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 Moreover, the study conducted by Usman et al (2018) found that positive reinforcement and recognition

from managers were important factors in determining employee motivation and job satisfaction. Specifically,

the research identified that employees who received positive feedback and recognition from their managers

were more likely to be motivated and satisfied with their jobs. This is also consistent with the findings, which

showed that the majority of employees at Rashelia Ramdeen Transport & General Contractors Ltd. felt that

their managers did not recognize or appreciate their efforts. The data suggested that a lack of positive

reinforcement and recognition from managers may have contributed to the negative impact of their leadership

style on employee motivation. Therefore, it is important for managers to provide regular feedback and

recognition to their employees in order to improve their motivation and job satisfaction.

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 Conclusion

This investigation successfully achieved its three objectives in exploring how the leadership styles

employed by the management of Rashelia Ramdeen Transport & General Contractors Ltd. impacted employee

motivation.

The findings indicated that an autocratic leadership style was predominantly used by management as

mentioned in question five (5) and six (6) which fulfilled objectives one (1) and that the motivational level

depicted by employees had a negative result, as stated in questions eight (8), nine (9) and ten (10) which

fulfilled objective two (2), “To determine the level of motivation depicted by the employees,” where employees

portrayed a pessimistic view of their job.

Furthermore, objective three (3), “To identify the relationship between the leadership style portrayed by

the management and its impact on employee motivation” was also ascertained as questions eleven (11), twelve

(12) and thirteen (13), mainly showed that the majority of employees felt their managers did not provide

recognition and appreciation for their efforts.

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 Recommendations

Based on the findings, the following recommendations were, suggested to the management of Rashelia

Ramdeen Transport & General Contractors Ltd:

1. Adopt a more flexible leadership style : The investigation found that the autocratic leadership style

used by management was not effective in motivating employees, as it was evident in questions five (5),

six (6) and seven (7) of the questionnaire (see data analysis section). Instead, the company could

consider adopting a more flexible leadership style, such as democratic leadership, where management

allows for the insights and concerns of employees.

2. Provide better financial incentives and career development opportunities: The investigation

revealed that financial incentives and career development opportunities were not prevalent, as evidenced

in questions nine (9) and ten (10) of the questionnaire (see data analysis section). The company could

consider implementing better financial incentives and career development programs to motivate

employees and increase their job satisfaction.

3. Develop a communication and feedback system: The investigation also revealed that the managers

did not recognize the efforts of employees, as shown in questions eleven (11) and twelve (12) of the

questionnaire (see data analysis section). Therefore, the company could consider implementing a

communication and feedback system, such as regular performance evaluations, where managers can

provide feedback and recognition to employees, and employees can also provide feedback to their

managers. This will help to improve employee engagement, job satisfaction, and motivation.

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 Bibliography

Atheeb, H., Al-Marghilani, A., & Abdulrahman, A. (2019). Leadership Style and Employee Motivation: A

Study of Saudi Arabian Work Environment. retrieved on January 9th 2023 from

https://files.eric.ed.gov/fulltext/EJ1271842.pdf (International Journal of Advanced Science and Technology).

Franklin, S., Kim, S., & Hwang, J. (2017). Examining the Impact of Leadership Styles on the Motivation of

U.S. Teachers. retrieved on January 9th 2023 from https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?

referer=&httpsredir=1&article=413 (Dissertations and Doctoral Studies. ScholarWorks.).

Gordon, J. (2021). Herzberg's Two-Factor Theory (Hygiene Theory) - Explained. retrieved on January 9th 2023

from https://thebusinessprofessor.com/en_US/management-leadership-organizational-behavior/herzburg-two-

factor-theory-defined (The Business Professor)

Usman, B. A., Shehu, M. A., & Lawal, B. A. (2018). Leadership Styles and Motivation on Job Performance

of Library Personnel in Public University Libraries in North Central Nigeria. retrieved on January 9th 2023

from https://digitalcommons.unl.edu/cgi/viewcontent.cgi?

referer=&httpsredir=1&article=5314&context=libphilprac (Library of Philosophy and Practice (e-journal),

1805.).

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 Appendix

Questionnaire given to Employees at Rashelia Ramdeen Transport & General Contractors Ltd.

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 Interview held with the General Manager at Rashelia Ramdeen Transport & General Contractors Ltd. on

January 20th 2023:

Demographic Questions:

1. What is your current job title?

2. How many years of experience do you have as a manager?

3. What is the size of the team you manage?

Business Environment Questions:

1. What is the legal structure of the company?

2. What is the nature & scope of work done in the business?

3. How many employees are there in the firm and how are they distributed throughout the departments?

Focus Questions:

1. How many managers are there in the firm, and how are they distributed across different departments?

2. What leadership style do you encourage or expect all of your managers to use with their teams?

3. How do you ensure that your managers are using the desired leadership style consistently across all

departments?

Follow-up Questions:

1. What are some common motivational strategies that you have observed across different departments?

2. How do you provide feedback or support to your managers to help them improve their leadership and

motivational skills?

3. How do you handle situations where there may be differences in leadership styles or motivational

strategies used by different managers or departments?

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