THE EFFECT OF LEADERSHIP STYLES ON STAFF RETENTION

Abstract

In many organisations the world over, there is a lot of attention on the importance of leadership behavior and style to the operations of organizations and at the same time, organizations are struggling to attract and retain employees. Although several factors have been identified that contribute to employee’s decision to either stay in an organization or leave, one critical factor that cannot be ignored is leadership. This study therefore looked at leadership behaviour and its effect on retention using Building and Road Research Institute as a case study. The study examined employees’ perception of leadership, effects of staff perception of leadership and staff position on proper leadership in the organisation based on some stated criteria presented to respondents. This assessment considered leadership at the Directorate, Divisional Heads, and Sectional Heads. A sample size of 65 respondents was chosen for the study. Data was obtained through the use of questionnaires and interviews. Data presentation and discussion were supported with line graphs and tables. It was established that generally most respondents will want the appointment of leadership to be based on competence, and also leadership positions in the organisation are not political. Most respondents believed that leadership at the divisional level shows poor human relations. The research saw this as an important factor in staff retention in any organization Although there was a general agreement that leadership at BRRI was not performing poorly. However, this did not affect employees’ sense of devotion to the organization. Generally, findings suggest that leadership behaviors do play important roles in determining employee commitment within an organization. Leadership at BRRI therefore should improve on their relationship skills which was one of the strong issues that emerged. Again, employee participation is also recommended as a management practice that will ensure employee commitment. This is in respect of the general desire expressed by respondents to be involved in decision making. However, it is important to point out that other factors also impact on the decision of employees to either remain or leave an organization.