A CRITICAL ASSESSMENT OF THE RELATIONSHIP BETWEEN DEMOCRATIC LEADERSHIP STYLES AND  ORGANIZATIONAL PERFORMANCE IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Leadership is getting more and more popular around the world. People in the organizations now know that the success and effectiveness of their work rest on how strong their leadership is. There are two main ideas that drive the organizations: the first is to make money, and the second is to help people without making money (Grynko & Gviniashvili, 2019). Bhargavi and Yaseen (2020) say that the words "leadership" and "management" are often used interchangeably, but there are big differences between the two. Leaders inspire the people who follow them, while managers encourage their employees. Based on Bennis's work in 1994, the difference between leaders and managers is that managers do things right while leaders do the right thing. Kotter (2020) says that leaders create the chance for big changes, chaos, and even failure, while Oláh et al. (2018) say that managers make sure there are standards, uniformity, predictability, and order. By creating a picture of the future, a leader, on the other hand, gives people a sense of direction. To get people to commit to the goals, a leader also needs to talk to them, encourage them to work together, and excite and inspire them (Klein et al., 2018). One of the primary roles of leaders is to make and implement choices, which is of great importance. However, Polston-Murdoch (2018) found that leaders who adopt the democratic leadership style achieve superior employee and organizational performance compared to those who do not. Beyond that, Negron (2018) argues that the democratic leadership style is associated with improved performance, characterized by high profits. Dess & Robinson (2018) share the same perspective. Furthermore,in a study conducted by Malik (2019), it was demonstrated that participative leader behavior is highly effective in achieving high employee performance. This is because the leader actively involves subordinates in the process of setting, clarifying, and achieving goals. In addition, the study revealed a significant correlation between all four path-goal leadership styles and employee performance. Mohammed, Olafemi, Sanni, Ifeyinwa, Bature, and Kazeem (2019) found that there is a significant correlation between a participative leadership style and employee performance within a company. Leadership plays a crucial role in influencing the performance of workers and the overall success of a business. This association is also emphasized by Dixon & Hart (2020). Menz (2020) asserts that the leadership style employed has a direct influence on employee performance, which in turn influences their capacity to accomplish organizational goals and objectives. Democratic leadership is the leader's endeavors to promote and enable the involvement of others in the process of making significant decisions (Yukl, 2022). In organizations, it is frequently imperative to include employee in the decision-making process to obtain approval and ensure the execution of decisions. However, democratic leaders not only provide guidance to group members, but also actively engage in the group and recognize the contributions of group members while making decisions and resolving problems. Avolio et al. (2019) asserts that leaders make the most important decisions about how to get resources, develop them, and use them. They also decide how to turn these resources into useful products and services and give those products and services to people who have a stake in the organization. When a leader leads their employees toward the organization's goals while also trying to communicate and inspire them, they make sure that their employees are in the best position to use their skills and stick with their jobs (Denning, 2018). Similarly, Nolous (2018) asserts that leadership is when someone helps a group of people reach a common goal. Leadership is the skill of being able to persuade, inspire, and allow others to make a company better and more successful (Bass, 2019). Hence, a survey will be conducted in order to assess the relationship between democratic leadership styles and organizational performance in Cameroon.

1.2 Statement of the Problem

The efficacy of a leader is a significant factor in determining the outcome, whether it be success or failure, of an organization, group, or even a nation (Fiedler, 2019). Consequently, the notion of leadership has garnered considerable interest from managers and researchers across the globe.  According to Northouse (2019), having a leadership style that effectively encourages staff is crucial for achieving high performance. However, Sougui, Bon, and Hassan (2018) found that the four leadership styles of the path-goal theory, namely directive, supporting, participative, and accomplishment, had a significant influence on workers' performance in businesses. Similarly, in a study conducted by Otieno (2019), it was discovered that the implementation of democratic leadership styles resulted in increased employee engagement, which subsequently led to enhanced organizational performance. Cavico and Mujtaba (2018) argue that poor employee performance has been recognized as a significant factor in leadership during the past few decades. The issues primarily arose in the domain of policy development and execution. Nevertheless, there is an increasing body of evidence indicating that democratic leadership styles foster favorable employee work attitudes in an organization (Kim, 2022). Since no leader can possess expertise in all fields, choices made in this manner tend to be more effective and accurate. The allocation of authority to others is contingent upon the manager's choices, attitudes, and the nature of the decision at hand.Thus, it is in the light of these that the study seeks to assess the relationship between democratic leadership styles and organizational performance in Cameroon.

1.3  Objectives of the Study

The main purpose of this study is to assess the relationship between democratic leadership styles and organizational performance in Cameroon. Specifically, the study will;

Investigate the correlation between democratic leadership styles and    organizational performance in Cameroon.

Examine the role of democratic leadership styles in fostering employee engagement in Cameroon

Examine the effectiveness of democratic leadership styles in improving employee performance in Cameroon.

Identify the challenges associated with the implementation of democratic leadership styles in Cameroonian organizations.

1.4 Research Questions

The following questions have been prepared for the study:

What is the correlation between democratic leadership styles and organizational performance in Cameroon?

What role do democratic leadership styles play in fostering employee engagement in Cameroon?

How effective are democratic leadership styles in improving employee performance in Cameroon?

What are the challenges associated with the implementation of democratic leadership styles in Cameroonian organizations?

1.5  Research Hypotheses

H0:  There is no significant relationship between democratic leadership styles and organizational performance in Cameroon.

Ha: There is a significant relationship between democratic leadership styles and organizational performance in Cameroon.

1.6  Significance of the Study

This study will provide valuable insights about the impact of democratic leadership styles on the perspectives and behaviors of employees in Cameroon. Additionally, this knowledge can be utilized to inform the design of leadership development programs, establish corporate policies, and create management strategies with the goal of enhancing employee commitment, job contentment, and overall organizational performance.Moreover, this should motivate firms worldwide to reassess their leadership styles and prioritize inclusive management approaches. Furthermore, future researchers will utilize it as a comprehensive analysis of existing material. Consequently, future students interested in researching this field will be able to utilize this work as existing material that can be critically evaluated. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the relationship between democratic leadership styles and organizational performance in Cameroon.

1.7 Scope of the study

The scope of this study is boarded on the relationship between democratic leadership styles and organizational performance in Cameroon. Empirically, the study will investigate the correlation between democratic leadership styles and organizational performance in Cameroon, assess the impact of democratic leadership styles on organizational performance in Cameroon, examine the role of democratic leadership styles in fostering employee engagement in Cameroon and the effectiveness of democratic leadership styles in improving employee performance in Cameroon.

Geographically, the study will be delimited to employees in service industries, Douala.

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

 1.9 Definition of Terms

Leadership styles: the various approaches, behaviors, and attitudes that leaders adopt in guiding and influencing their team members or followers

Democratic leadership: also known as participative leadership, is a style where leaders involve team members or followers in the decision-making process.

Organizational performance: the overall effectiveness and efficiency with which an organization achieves its objectives and goals.