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International Journal of Scientific & Engineering Research, Volume 7, Issue 11, November-2016ISSN 2229-5518673Impact of Charismatic Leadership Style onOrganizational EffectivenessAuthors Sidra Ansar, Humaira Aziz, Afsheen MajeedCo Author Uzma RassolAbstract---Charismatic leadership is the procedure of encourage certain behaviors in other via power of personality, persuasion andcommunication this study shows the result between charismatic leadership and organizational effectiveness. It highlighting theeffect of charismatic leadership on the organizational and it also shows that how this relationship affects the performance ofemployees. The data was collected from telecom sector in the Pakistan and the research was secondary and qualitative in nature ,the sample size is 100 ,the research concluded that there is a relationship exist between charismatic leadership and organizationalperformance furthermore it recognizes the ability and skills more effectively ,analyst of subordinate’s optimistic work attitude , helpemerge in crises situation, evidently defining quality goals, which lead organizational recital more efficient and successful.Key words: performance, effectiveness, aptitude, motivation, ability, competency—————————— ——————————1. INTRODUCTIONCharismatic leadership is the process of encouragingcertain behaviors in other via force of personality,persuasion and communication. Charismatic leadershipinspire their followers to do things or to do thingsbetter. Charismatic leadership has its effects by stronglyengaging followers' self-concepts in the interest of themission articulated by the leader. Charismaticleadership is about heroism and flexibility. Accordingto Psychology Today, most political leaders learn tocommunicate charismatically. Charismatic leadershiphave a very powerful effect on organizationalperformance, charismatic leadership has come on theboom in the recent years. Charismatic leadership havevery positive effects on the employee, charismaticleadership brings progressive changes in theperformance of employees.Charismatic leaders are considered as effective leaders.Organizations are adopting charismatic leadership inorder to increase organizational performance. (B. R.Agle, 2006) The followers trust in the leaders is animportant part. In order to have long term impact ofcharismatic leader’s leaders must create enthusiasm infollowers. Shamir, B, Arthur, M. B, & House, R, J. (1994)As a result of charismatic leadership /higherperformance of followers, increased satisfaction andmotivation is viewed.Cicero and Pieria. (2007)charismatic leaders empower employee’s subordinatesand followers as a result of which employees feelsmotivated and they realize self-worth which results injob satisfaction and commitment which leads toresult of charismatic leaders. Leaders lead theemployees so that the leader should be loyal andproductive. The style of charismatic leadership is veryIJSERefficiency and then organizational performance.The organization that used charismatic Organizational and task commitment are adifferent. The charismatic leadership collects groupsthrough their personality and appeal.Charismatic Leaders use an extensive variety ofapproaches to succeed their image and, if they are notlogically charismatic, may practice assiduously atraising their talents.1.1 PROBLEM STATEMENTCharismatic leadership is strongly associated withorganization effectiveness or not?1.2 RESEARCH QUESTIONS1.2.3.4.Why should organizations implement charismaticleadership?How charismatic leadership affects organizationalperformance?What is the relation of charismatic leadership withmanagerial attainment?How the employees of telecom sector will beoptimistically affected through charismaticleadership?1.3 SIGNIFICANCE OF THE STUDYThis research will be helpful for the employees of everyorganization of Pakistan as well as theOrganizations itself. Charismatic leadership is greatlyvalued by much organization, it will motivateemployees to work efficiently which will developorganizational effectiveness. Charismatic leadersmotivate group to work collectively for a frequentIJSER 2016http://www.ijser.org
International Journal of Scientific & Engineering Research, Volume 7, Issue 11, November-2016ISSN 2229-5518origin. It will be supportive intended for theorists,academic, students as well as teachers because theycreate visions that their supporters can willinglyobserve, as well as in return the followers are motivatedto contribute to a common goal.1.4 OBJECTIVE OF THE STUDY The significance of charismatic leadership as aanalyst of subordinate’s optimistic workAttitude as well as organization effectivenessCharismatic leaders are most likely toemerge in crisis situationsCharismatic leadership is strongly associatedwith organization effectiveness.Charismatic leadership explain organizationalperformance superior in situation ofEnvironmental improbability.1.5 LIMITATIONSAll the articles are available online. I will be working onfive telecom companies which are zong, warid,ufone,moblink and telenor, howeversome issues andlimitation we faced in the process of data collection ,fewrespondentnotprovideaccurateandcomprehensive information data as well as several arenot actively participate due to which we experiencemassive challenges during data collection progression.2. LITRATURE REVIEWwell as subordinate equally, the study also search ation performance (j.sosik, 2001) .The samplesize of 249subordinate and 83 managers from differentorganization of Pennsylvania This research shows thatjob attitudes, recital and charismatic leadershipdiscriminate as a element of self-awareness formanagers. Self-deceptive might be reprimand notmerely by their subordinate with low stage of trust andorganizational obligation but also by their superiorswith inferior performances.This study expected to consider that charismaticleadership has impact on a single follower’s identityand perceived group task performance. The researchwas done on 252 members from which 94% were male86% were married and 80% were at least collegegraduates. The average age of the sample was 42.5years. The average organizational residency was 13.62;the employment residency was 2.9 years. (Conger,2000)Organizational and task commitment are a resultof charismatic leaders. The research was done in USAand the method was used was questionnaire.In the research examine that rather the people workingalone can perform much better in gatherings or peopleworking in gatherings can perform better alone. (Jung,1999)Quality of 347 students participated in this study.The sample age of participants was 21.5 years and 52%of the sample were male, the traverse of the idealopportunity for the Asian students were 10.6 years inthe United States. The research was conducted in theUnited States. The methodology utilized was survey.The result implied about management of culturaldiversity in the US. In future research tries ought to bebased on bigger theoretical structure.(Shamir, 1999) Introduced in research that the topichave not received the required significance nshipbetweenrhetoricalbehaviorandcharismatic leadership. The exploration was completedin USA. The research was subjective. The followers trustin the leaders is a vital part. Keeping in mind the endgoal to have long haul effect of charismatic leader’sleaders must have make stimulation in followers.The motivation behind the research the basics of power,charisma and leadership. Researchers nowadays arerehearsing impression management in order to set anexample for the follower, which expands the follower'sinspiration and duty for leader's main goal. (Takala,2005) He created interpretative investigation of ideasand utilized it. Charismatic leader and the supportersboth hold control on each other. This research can besuggested with a specific end goal to direct leadershippreparing.IJSERThe aimed of the of the study of (Jane M. Howell, 1992)is to explore the impacts of ethical and unethicalcharismatic leaders on the performance of organizationand how it developed ,the research was qualitative innature and conducted in USA in this research theauthor concluded that development of inner ethicalvalues is not an effortless job it involve recognizedsystem of ethical behavior plus top executive whichapply elevated ethical principles, Ethical charismaticleaders require to craft several optimistic change whichlead followers believe motivated and its help employeesto provide right direction to achieve organizationalgoal.(Rowden, 2000)The intention of this research is to findthe connection among charismatic leadership behaviorsand organizational commitment to explore this studyauthor used questionnaire methodology data conductedthrough students of 18-25 years of age with 6months ofemployment. The study shows a implication of jobengagement in the affiliation among charismaticleadership and organizational citizenship behavior.Explore in this study that self consciousness inexecutive would enhance job attitudes of managers as674IJSER 2010http://www.ijser.org
International Journal of Scientific & Engineering Research, Volume 7, Issue 11, November-2016ISSN 2229-5518The aimed of study is to explore the affiliation betweencharismatic leadership, organizational recital andcharisma short and long term effect in organization (B.R. Agle, 2006). Data was conducted by the CEOsthrough the sample size of120 questioners inorganizations of USA and in this research the authorconcluded that charisma CEOs as well as managerialperformances is not straight linked however yes itsrelate with each other and its highly associated todesired organizational performance.3. METHODOLOGYThe research is based on secondary data. A structuredquestionnaire was designed to collect data and filled byemployees and managers of telecom sector of Pakistanthe sample is 100 data was analysis through pie chartsand graphs5. DATA ANALYSISANALYSIS # 1The result shows that charisma leaders and employeemotivation has positive relation which result higherorganizational effectiveness,75%result shows thatcharisma leaders motivated and help employee to becommitted with organizational goals and effectivenessas well as also motivated to execute more efficiently,telecom sector should have to implement charismaticleadership style since its provide direction to thefollowers as well as assist to attain goal oriented in timewhich leads higher customer satisfaction andorganizational effectiveness.3.1 Research .2 HypothesisIJSERH1: There is a relationship between charismaticleadership and organizational effectiveness.NULL HYPOTHESIS:675Ho: There is no relationship between charismaticleadership and organizational effectiveness.ALTERNATIVE HYPOTHESISH1: There is a relationship between charisma andability.Ho: There is no relationship between charisma andabilityH1: There is an influence between charisma andemployee motivation.Ho: There is no influence between charisma andemployee motivation4. DATA DESCRIPITIONThis research is conducted on the quantitative researchapproach. Questionnaire was used for data collection.The objects used for likert scale were, strongly disagree,disagree, neutral, agree, and strongly agree. Aquestionnaire was closed ended. The questionnaire wasdistributed among 200 users out of which 170 formswere collected in complete and correct mannersIJSER 2010http://www.ijser.org
International Journal of Scientific & Engineering Research, Volume 7, Issue 11, November-2016ISSN 2229-5518IJSERANALYSIS # 2The results shows that charisma leadership style haspositive impact on organizational effectiveness, 78%outcomes shows ,that charismatic leadership help toemerge in crises situation, evidently defining qualitygoals, and to come up with new better idea, studyproves that charistmatic leadership work as a analyst ofsubordinate’s optimistic work attitude and constructorganizational recital more efficient and successful.IJSER 2010http://www.ijser.org676
International Journal of Scientific & Engineering Research, Volume 7, Issue 11, November-2016ISSN 2229-5518ANALYSIS # 3The result shows that charisma leaders recognizes theability and skills more effectively which result higherorganizational effectiveness and productivity, (Conger,2000)Organizational and task commitment are a resultof charismatic leaders. 60% result illustrate that leadersencourage employee and recognize their skills and useit to attain organizational goals in time or facilitate tocreate organizational performance more effective.677productivity. Charisma leaders motivated and assistemployee to be loyal with organizational goals andsuccess. The findings shows that charisma leaders andemployee motivation has positive relation which resulthigher organizational effectiveness,75%result showsthat charisma leaders motivated and help employee tobe committed with organizational goals andeffectiveness furthermore 78% outcomes shows ,thatcharismatic leadership helpto emerge in crisessituation, evidently defining quality goals, and to comeup with new better idea, study also proves thatcharistmatic leadership work as a analyst ofsubordinate’s optimistic work attitude and constructorganizational performance more efficient andsuccessful moreover charisma leaders recognizes theability and skills more effectively which result higherorganizational effectiveness and productivity .7. REFERENCEB. R. Agle, N. J. (2006). does ceo charisma matter empiricalanalysis of relationships among organizational performanceIJSERenvironmental uncertainty and top management teamperceptions of ceo charisma (Vol. 49). University ofPittsburgh: 1.Conger, J. A. (2000). Charismatic leadership and followereffects. Journal of organizational behavior , 747-767.0.j.sosik, j. (2001). Self-Other Agreement on CharismaticLeadership Relationships with Work Attitudes and ManagerialPerformance (Vol. 26). Pennsylvania State University: 4.Jane M. Howell, B. J. (1992). The ethics of charismaticleadership: submission or liberation? The University ofWestern Ontario,State University of New York atBinghamton: 6.Jung, D. I. (1999). Effects of leadership style and followers'cultural orientation. Academy of management journal , 208-6. FINDINGS AND CONCLUSION218.This research aims to figure out the impact eness in telecom sector. From the above practicalevidences and result it is concluded that charismaticleadership is positively related to organizationaleffectiveness in telecom sector of Pakistan. Employeerecognizes charismatic leaders without conflict andperforms well which prompts to better organizationaleffectiveness. Charismatic leaders build successfulteams. The result shows that charisma leadersrecognizes the ability and skills more efficiently whichresult superior organizational effectiveness andRowden, R. W. (2000). The relationship between charismaticleadership behaviors and organizational commitment", (Vol. 21).Mercer University, Atlanta, Georgia, USA.Shamir, B. &. (1999). Organizational and contextualinfluences on the emergence and effectiveness ofcharismatic leadership. The Leadership Quarterly , 257-283.Takala, T. (2005). Charismatic Leadership and Power.Problems and Perspectives in Management , 45-57.IJSER 2010http://www.ijser.org
The result shows that charisma leaders recognizes the ability and skills more effectively which result higher organizational effectiveness and productivity, (Conger, 2000)Organizational and task commitment are a result of charismatic leaders. 60% result illustrate that leaders that charisma leaders motivated and help employee to
