How good are you at receiving feedback about yourself Do you enjo

How good are you at receiving feedback about yourself? Do you
enjoy it or do you find it difficult? Well, for this assignment,
you are going to ask two (2) people in your life to complete the
feedback form below, discuss their feedback with you, and
afterward, send the completed form back to you. Their feedback
will provide the basis for your paper.
ATTACHED BELOW
Do the following, to complete this assignment:
Provide the Feedback Form to at least two (2) different people
in your life. Consider family members, co-workers, partners, or
friends.
It would be prudent to send it to more than two (2) people, just
in case some are too busy or fail to respond in a timely manner.
Once a form has been completed, BUT before you have
seen/read it:
Think about the questions you will need to address below.
Meet with the respondent via phone, video chat, or in person.
Have the respondent read their answers to you.
Write a 2 page paper , using proper spelling and grammar, based
on the questions below:
Who critiqued you and what is your relationship to them?
What did you perceive during your feedback session with them?
What answers surprised you?
What answers didn't surprise you?
Did this have any influence, positive or constructive, on your
perception of yourself?
At the end of your paper, copy and paste the content from the
completed Feedback Forms returned by your respondents.
***RUBRIC***
General Assignment Requirements
10% of total grade
Mastery: Advanced or exceeds achievement

Met length requirement. Minimal to no spelling and grammar
errors.
Feedback Perception and its Impact
45% of total grade
An in-depth description of the student's perception of the
feedback was given. Superior details were used with strong
evidence of perception comprehension. An in-depth description
of the how the feedback and meeting had an impact on the
student's perception. Superior comprehension of the perception
process was shown.
Reaction to Feedback and Sheets Provided
45% of total grade
An in-depth description of the student's reaction to the feedback
was given. Superior explanation with thorough details were
provided. 2 or more feedback sheets were included, and they
were thoroughly complete.
Running Head: THE RESEARCH PROPOSAL
THE RESEARCH PROPOSAL
58
The Role of Strategic Management and Leadership Traits on
Employee Performance, Motivation, and Job Satisfaction:
Chapters 1 – 3 of the Dissertation
Submitted to South University
College of Business
In Partial Fulfillment of the Requirements

For the Degree of
Doctor of Business Administration
Ameki Williams
South University
BUS8105E_A-Doctoral Dissertation Proposal
Dr. Matthew Kuofie
06/15/2022
Abstract
The research study will focus on the role of strategic
management traits on employee performance, motivation, and
job satisfaction. A literature review shows that strategic
management style affects employees' performance,
determination, and job satisfaction. Pioneer scholars have
extensively researched strategic management styles though there
is limited literature on the impacts of management traits. The
purpose of the study is to illustrate the need for new
management approaches in organizational management by
comparing the varying effects of management and leadership
traits on performance, motivation, and job satisfaction. The
existing management styles have weaknesses necessitating the
need for more advanced approaches that can address these
limitations. The study looks at different management traits to
blend them to meet employees' needs and organizations'
objectives. The researchers will use a situational strategic
management theoretical framework to venture into the study.
The framework recognizes the need for leadership adaptability
based on situations. Stakeholders will use the findings to
strengthen organizational management. In this study,
researchers are using management, as well as leadership in
other areas.

Table of Contents
Abstract 2
CHAPTER ONE: INTRODUCTION 5
Purpose of the Study 6
Statement of the Problem 6
Theoretical Framework 7
Definitions 7
Research Questions and Hypotheses 8
Scope of the Study 11
Delimitations: 11
Limitations: 11
Assumptions, Risks and Biases 12
Significance of the Study 13
Summary 13
CHAPTER 2: LITERATURE REVIEW 15
Definition of Strategic Management 16
The strategy statements 17
Importance of vision and mission statements 17
Conceptual Framework 18
Strategic Decisions in Strategic Management 26
Characteristics and Features of Strategic Decisions in Strategic
Management 27
Business Policy 29
Features of a Good Business Policy 29
Importance of Business Policies 30
SWOT Analysis 31
Factors of the SWOT Analysis (Strengths, Weaknesses,
Opportunities, and Threats) 31
Advantages of SWOT Analysis 33
Limitations of SWOT Analysis 35
Competitor Analysis 36
Reasons for Doing a Competitor Analysis 36

Strategic Leadership 37
Summary 38
CHAPTER 3: METHODOLOGY 40
Research Method 40
Research Design 41
Participants 42
Instrumentation 43
Structured Interviews 45
Research Procedure 45
Data Analysis 46
Protection of Human Rights 47
Delimitations and Limitations 47
Assumptions, Risks and Biases 48
Significance of the Study 49
Summary 49
References 51
Appendices 55
Appendix A: Informed Consent Form for Participants 56
Appendix B: Screening Questionnaire for Participants 57
Appendix C: Permission from Michelin’s HR Manager 58
Appendix D: Message Group Board Post 60
Appendix E: IWPQ Permission 61
Appendix F: MLQ Permission 64
Appendix G: MLQ 65
Appendix H: Individual Work Performance Questionnaire
(IWPQ) 67
Appendix I: Sample Size Calculator 70
Appendix J: SurveyMonkey 71
Appendix K: Age Rang and Sex of Managers and Supervisors 72

CHAPTER ONE: INTRODUCTION
The current research study will focus on the impacts of
strategic management attributes on employee performance,
motivation and, job satisfaction. There are different
management styles that management use to influence their
followers towards a particular organizational goal. Some of the
approaches are transformational, Laissez-Faire, democratic,
transactional and autocratic management. Business cultures
influence extensively the type of strategic management styles
used in organizations. Many scholars in organizational behavior
and management have published articles on how management
styles affect employee performance, motivation, and job
satisfaction. Most researchers have found out that the type of
management style utilized in organizations affects employees.
Research by Al Khajeh (2018) to determine the role of
management on performance found out that management
approaches affect organizational performance. Also, researchers
have found that transformational and transactional management
styles have varying impacts on performance, employee
motivation, and job satisfaction (Choi et al., 2017). Employees
work well under some leadership styles because their leaders
appreciate their contributions at their workplace. In other
situations, employees may feel encouraged when leaders reward
their top performances.
Unlike previous studies focused on leadership style in
general, this research study will focus on leadership traits.
Stakeholders distinguish each of the leadership styles by
characteristics that have a significant impact on employee
performance. People characterize management by rewarding and
punishing instances, while management is by inspiration and
follower empowerment (Choi et al., 2017, Lan et al., 2019).
There is a need to narrow down to the particular traits to

understand their impacts on employees. The study is crucial in
the field of organizational management and behaviors in many
ways. The study's findings can help leaders find a proper
balance of management traits to create a motivated, performing,
and satisfied workforce. Also, the study's outcomes may help
leaders and organizations to incorporate appropriate leadership
styles within their operations. Thus, the study will focus on
management traits and how they impact performance,
motivation, and job satisfaction. The management traits that the
study will focus on are visionary, delegation, and reward and
punishment.Purpose of the Study
The purpose of the study is to shift overemphasis on
management styles to management traits. The second purpose is
to inform organizations against restricting strategic management
to one management style. In other words, the study will intend
to help a visionary leader to use reward and punishment rather
than inspiration only. While visionary is a trait for a traditional
leader and reward and punishment a character of a transactional
leader, leaders can merge them to create a hybrid leadership
style based on how they complement each other.Statement of
the Problem
There is a literature gap to address leadership traits and their
impacts on performance, motivation, and job satisfaction. Most
scholarly work provides comprehensive information on
leadership styles and their effects on various organizational
aspects (Fiaz et al., 2017). However, few of the reviewed
academic works discuss the concept of leadership traits. The
gap prompts the need for new research that the study will
address. The other problem is that while most evidence shows
that some leadership styles negatively affect employees, there is
no solution from the literature. Some leadership styles only suit
the organizational culture or goals and not the employees (Choi
et al., 2017). Likewise, some management tactics may fit
employees and not the organization's long-term goals.
Consequently, there is a problem to address these challenges.
Assessing the management traits and their impacts may lead to a

viable solution on balancing organizational culture and
employees’ needs within the management
framework.Theoretical Framework
The research will apply the situational management
theoretical framework. According to situational management
theories, management style should change based on the
prevailing circumstances (Thompson & Glasø, 2018).
Consequently, the model assumes that there is no one suitable
management style that applies to all situations. Moreover, the
model recognizes the importance of management having the
ability to deal with diverse circumstances. In the research study,
the researcher will use the theoretical framework to solve the
puzzle of establishing fixed management styles within
organizations (Thompson & Glasø, 2018). In the research paper,
the researcher will use the theoretical framework to solve the
puzzle of establishing fixed management styles within
organizations (Thompson & Glasø, 2018). Also, the research
study will utilize the theoretical framework to show why
management styles are needed in most organizations to meet the
need of employees and the goals of organizations. The advanced
management style is possible by combining various management
traits. Hence, the study will focus on management traits and
their impacts on performance, motivation, and job satisfaction.
Definitions
Leadership: Perspectives from the Front Line has addressed
leadership as a critical organizational capability and
intervention in what was clearly an ambitious endeavor: a bold
attempt to tackle leadership from a Strategic Leadership Value
Perspective in as comprehensive a way as possible (Veldsman,
2016).
Quantitativeresearch: is expressed in numbers and graphs. It
is used to test or confirm theories and assumptions. This type of
research can be used to establish generalizable facts about a
topic.

Qualitative research: is presented in words. It is used to
understand concepts, thoughts or experiences. This type of
research enables you to assemble in-depth insights on topics
that are not well understood.
Mixed Method: combines elements of quantitative
research and qualitative research in order to answer
your research question (George, 2022). Research Questions and
Hypotheses
Research Question 1:
· What is the impact of transformational management on
employee motivation and job performance?
The question is essential in determining the specific attributes
of transformational management that encourage employees and
prompt better performance. Transformational management led
their teams towards a common goal through inspiration and
encouragement (Lan et al., 2019). Management focus on
improving the entire group for organizational success. Each
employee participates in the decision-making process at the
company. Also, transformational management train their
followers for higher responsibilities at the organization and use
them as partners to achieve organizational objectives (Lan et
al., 2019). The research question will help the researcher to
narrow down to leadership-specific attributes and evaluate how
they influence employees’ wellness that in turn affects
motivation and performance. The study's purpose is to
determine how management attributes affect motivation,
employee satisfaction, and performance. Therefore, the answer
to the question will help to respond to the question.
Hypothesis 1 Null: There are no impacts of transformational
management on employee motivation and job performance.
Hypothesis 1 Alternant: There are impacts of transformational
management on employee motivation and job
performance.Research Question 2:
· Do rewards and punishments affect employee’s motivation,
performance, and job satisfaction?
· Some management styles incorporate punishments (right ups,

such as no bonuses, granted overtime, and granted incentives,
etc.), rewards (such as a raise, extra overtime, promotions, etc.)
to control employees. Most literature in organizational behavior
focuses much on management styles and fails to narrow down to
the specific management traits. Reward and punishment are
practiced by transactional management. Top performers are
rewarded while poor performers are punished. Punishments
include receiving lower salaries based on their performances
(not making production, or meet their quotas), job dismissal, or
receiving inferior positions (such as a supervisor, or manager’s
position) with lower pay. Transactional management tend to
focus much on individuals rather than a group (Wahyuni et al.,
2019; Pishgooie et al., 2018). They are more concerned with the
planning and execution processes, and often, rely on the
established structures to exert influence on their followers. The
research question will help me to delve deeper into management
attributes that affect overall employee motivation, performance,
and job satisfaction. The response to the question is pivotal in
answering the overall research question on the impacts of
management attributes on employee performance, motivation,
and job satisfaction.
Hypothesis 2 Null: Rewards and punishment do not affect
employees' performance, motivation, and job satisfaction.
Hypothesis 2 Alternant: Rewards and punishment do affect
· Does delegation affect employee motivation, job satisfaction,
and performance?
Some management styles embrace role delegation while
others do not. Delegation is assigning roles to other team
members for various reasons. The question aims to create an
understanding of how the attribute of rile delegation affect
motivation, satisfaction, and performance (Pishgooie et al.,
2018). Employees may feel valued when they receive more roles
at their workplace in some instances while others may feel
demotivated due to increased roles. Either way, delegation will

affect motivation, performance, and job satisfaction. Some
management styles that embrace delegation are transformational
and charismatic. The findings on the question will help to
determine how leadership traits affect employees' wellness.
These findings will align study purpose that aims at finding the
relationship between management traits and motivation,
performance, and job satisfaction.
Hypothesis 3 Null: Delegation does not motivates employees,
leads to job satisfaction and better performance.
Hypothesis 3 Alternant: Delegation does motivate employees,
· What are the impacts of a visionary management on
motivation, employee performance, and job satisfaction?
Visionary management is one with a clear picture of how the
future should look. Visionary managers are strategic and
influence their followers to undertake bold steps for a better
future. The visionary trait is associated with charismatic and
transformational management styles (Lan et al., 2019). The
question is essential for the study, because it will help in
examining how various management traits affect employee
performance, motivation, and job satisfaction.
Hypothesis 4 Null: There are no impacts of visionary leaders on
motivation, employee performance, and job satisfaction?
Hypothesis 4 Alternate: There are impacts of visionary leaders
on motivation, employee performance, and job satisfaction?
Scope of the Study
Delimitations:
The study will focus on the relationship between various
management traits and their impacts on motivation, job
satisfaction, and employee performance. The research study will
consider the strengths and weaknesses of key management traits
such as reward and punishment and how they affect employees
and overall performance. Further, the research will examine
how management and organizations can reduce the risks

associated with management traits by combining strategic
management characteristics from various management styles.
The study focuses on management traits because scholars have
covered extensively on management styles.
Limitations:
One of the limitations in conducting the study is resources
and time. Comprehensive research will require enough time and
money to actualize and, that is not possible for this research
study. Secondly, the study will include a smaller sample size
which limits its credibility. The researcher’s plan to overcome
these limitations is to manage my time, and recourses to where
the researcher would make sure that he/she will have the proper
recourses to complete my research in a timely manner. The
researcher will overcome the challenge of time and resources by
properly planning for the available time and resources prior
conducting the study. The researcher will solve the issue of
credibility by collecting data first hand through interviews and
questionnaires and observing as the respondents provide
information.Assumptions, Risks and Biases
Assumption refers to conditions under which the statistical
techniques utilized will lead to valid results. In this context, the
researcher assumed that the employees involved in the study
would cooperate by providing honest and complete answers
during interview sessions and when responding to
questionnaires. Additionally, the sample was assumed to be true
representation of study population as they had similar
characteristics.
Biases occur when the entire research process is skewed to
achieve a specific outcome. One of the biases that can occur in
research is design biases which relates to the structure and
method of the research. Design bias is contributed by the
preferences of the researcher instead of selecting research
design that work effectively for a certain context. In our
context, it is worth noting that there is risk of biases from the
interviewer as he can introduce his disposition or relation with

the participants. There is also a risk of biased questions in terms
of negative questions or leading questions during the interview
and in the questionnaires (such as rather the participants are
male or female, black or white, religious or none)
Predetermined questions will be used for the structured
interview. This will ensure consistency among employees and
managers drawn from different organizations (Formplus, 2020).
The uniformity of questions will prevent biases during the
research process. Significance of the Study
Managers of different companies will benefit from the
finding of this study because in a globalized world, the strategic
management influence the state of performance appraisal
system. They will understand different strategic management
practices and this will help them to improve performance of
appraisal system. Management of companies will get better
understanding of the relationship between strategic management
in organizations and the performance appraisal system. This
will help them to obtain more information on how to establish
strategic management practices that will improve performance
appraisal system in their organizations.
The findings of this study will also be beneficial to
academicians and scholars as it will provide them with relevant
literature on strategic management and performance appraisal.
It will highlight the relationship between strategic management
in organizations and the performance appraisal
system. Summary
Summarily, the study will focus on the impacts of
management traits on performance, employee motivation, and
job satisfaction. A situational theoretical framework will be
applied in the study. The purpose of the research study is to
help management, and organizations to adopt hybrid
management styles rather than depending on the existing
techniques which may not suit the changing workforce and
business environment. The limitations in the study include
inadequate time and resources. When conducting the study, the
assumption is that management traits have similar impacts on

all employees and that organizations will embrace the study's
findings. In this study, I am using management, as well as
leadership in other areas.
CHAPTER 2: LITERATURE REVIEW
Strategic management entails finding and describing the
methods that managers might employ to boost their company's
performance and acquire a competitive advantage. A
competitive advantage is defined as an organization's
profitability exceeding that of all other firms in its industry
(Schmuck, 2020). Preparing for both anticipated and

unforeseeable occurrences is the essence of strategic
management. It is relevant to both small and large businesses as
even the smallest businesses face competition and can gain a
competitive edge over time by developing and implementing
effective strategies. Employees benefit from strategic
management because it gives them a broader perspective on how
their job fits into the organization's overall plan and how it
relates to other members of the business team. It is the capacity
to manage people in a way that maximizes their potential to
fulfill business goals (Kombate et al., 2021). Therefore, the
main objective of this work is to review the literature on the
main concepts of strategic management in an organization. The
review of literature is divided into the following parts; (1) the
definition of strategic management, (2) the process of strategic
management, (3) the components of strategic management,
(4)strategy statements, (5) importance of vision and mission
statements, (6) Conceptual framework (8) summary
According to a study conducted by Annah Mumbua (2019),
strategic management plays a great role in the performance of
employees. Strategic management allows organizations to
undertake performance appraisals to identify employees’
strengths and weaknesses and provide room for appropriate
adjustments. A study conducted by Stacey Mumbua (2014),
showed that training and development, recognition and reward,
a conducive working environment and leadership influence
employees’ personal development, creativity, and
innovativeness. Reward and recognition acts as a strategic
motivational strategy which is commonly applied by South
Eastern Kenya Regional Universities to enhance employee job
satisfaction, improve their productivity and enhance employee
retention. Good working conditions and leadership strategies
improves on communication and reduces employees’ conflicts.
Definition of Strategic Management
Managers employ strategy to accomplish one or more of the
organization's goals. According to another definition, "a general
direction defined for the company and its numerous components

toward obtaining a desired state in the future." "Strategy is the
result of a comprehensive strategic planning process." In order
to attain present goals, a strategy requires merging
organizational operations as well as utilizing and allocating
finite resources within the organizational environment.
Remember that initiatives are not made in a vacuum and that
any action taken by a firm is likely to generate a reaction from
those that are affected, such as opponents, customers,
employees, or suppliers, while formulating a strategy.
Strategy is critical now that it is hard to anticipate the future.
Even if they lack perfect foresight, businesses must be prepared
to put up with the unpredictable occurrences that make up a
business environment (MSG, 2021). It also considers long-term
trends rather than daily operations, such as the likelihood of
future breakthroughs, new products, new production methods, or
new markets. Finally, when establishing a strategy, the expected
behavior of customers and competitors is considered. Employee
behavior is predicted by employee management practices. As a
result, a company's strategy is a very well road plan. It
establishes the general mission, vision, and strategy of an
organization (Kombate et al., 2021). A strategy's purpose is to
maximize an organization's strengths while minimizing the
strengths of competitors.The strategy statements
The strategy statement sets the long-term strategic direction
and broad policy directions of an organization. It includes:
1. Strategic intent: it is the purpose and the reason w hy there is
a strategy statement, and it continues to exist to maintain a
competitive advantage. It helps the management of focus on the
priorities of an organization; hence it influences the resource
potential of an organization and core competencies to be
achieved.
2. Mission Statement: it is the statement of the role by which an
organization intends to serve its stakeholders. Provides a
framework within which strategies are formulated as it
describes reasons why an organization is operating,
3. Vision: it identifies where the organization intends or wants

to be in the future and where it should be when it meets all the
needs of the stakeholders.
4. Goals and objectives: a goal is desired future state that an
organization tries to achieve or a period. What must be done by
an organization is specified by goals making mission and vision
more prominent and concrete. On the other end, objectives are
defined as goals to be achieved by an organization.Importance
of vision and mission statements
The organization must have a lucid, coherent, and
meaningful vision and mission statements to return more than
double the numbers for the benefit of shareholders. Mission and
vision are very beneficial to an organization in many ways, and
they include:
• They provide unanimity of purpose to organizations and make
the staff feel a sense of belonging and identity.
• They spell out the context in which an organization operates
by providing workers with a tone to be followed in the
workplace.
• They serve as focal points for employees to identify
themselves with an organization's activity. It also gives every
individual in an organization a sense of direction as well
deterring those who do not wish to follow them from taking part
in the activities of an organization.
• Help in translating the objectives of an organization into work
structures and assign tasks to organization elements.
• Specify the main structure utilized by an organization when
translating objectives into actionable cost, performance, and
time-related measures.
• Provide a philosophy of existence to employees as well as
provide the necessary meaning for work in an
organization.Conceptual Framework
Strategies management requires an organization to set
objectives, analyze the actions of competitors, evaluate its
current strategies and confirm them, review internal structure
and implement the approved strategies (Pavlák & Písař, 2020).
Strategic management can be either be prescriptive or

descriptive. Prescriptive strategic management is when an
organization develops strategies in advance (Fuertes et al.,
2020). Descriptive strategic management is when an
organization puts strategies into practice only when needed
(Fuertes et al., 2020). However, both descriptive and
prescriptive management use management theory and practices.
Therefore, in this study, prescriptive strategic management will
be used as a strategic management approach. The objectives of
organizations will have to be defined in advance, and the main
elements developed before the strategy begins. An organization
has to intentionally plan and formulate a deliberate, rational
strategy according to its intentions. The approach follows an
authoritative management style as well as a top-down
hierarchical structure. The process in this approach is linear ,
i.e., from strategic analysis to development and then to
implementation (Fuertes et al., 2020). The approach is an
orderly, deterministic, rational, and systematic process.
Besides, the prescriptive approach is being used together with a
systematic review of the literature. The systematic review of
literature is carried out as an appropriate methodology to
produce a reliable knowledge inventory. The searching process
is limited to published literature, including books, journals, and
conference proceedings.
Strategic Management
Strategic management is a common factor in all
competitive organizations. It refers to setting goals, procedures,
and objectives to make an organization more competitive.
(Bryson & George, 2020) defines strategic management as an
approach to strategizing by public organizations or other
entities that integrates strategy formulation and implementation,
and typically includes strategic planning to formulate strategies,
ways of implementing strategies, and continuous strategic
learning. The authors assert that strategic management is a tool
used by organizations to have a competitive advantage, achieve
their goals or add value to their products. Strategies can also
reduce operational costs in organizations. Strategic management

is pivotal to organizations that link aspirations and capabilities.
Therefore, strategic management applies only to organizations
that plan to achieve certain goals in the long term which forces
them to streamline their goals through strategy.
Strategic management is affected by various organizational
factors such as knowledge management, technology, and
leadership. Organizational leaders must be able to set goals and
lead their employees towards achieving the set goals. (Morton
et al., 2018) researched on building and maintaining strategic
agility as part of the agenda for IT executive leaders. According
to the authors, organizations are advised to generate three high-
level capabilities to achieve strategic agility: strategic
sensitivity, resource fluidity, and leadership unity (Morton et
al., 2018). Leadership unity is one of the fundamentals in IT
organizations as determines whether organizations’ strategies
succeed or not. The study found that IT executives must
communicate and elaborate on their strategies with employees.
In strategic management, the leadership communicates the goal
and strategies to the followers to create awareness about the
organization's future focus (Morton et al., 2018). Moreover,
they ensure that employee activities are aligned to
organizations' needs. Regular and effective communication from
the leadership ensures exchanges of viewpoints as well as
transparent and mutual exchanges of ideas that break up
structures that hinder effective strategy implementation.
Organizational leaders also manage worries that may occur
within the organizations during strategic management (Morton
et al., 2018). Leaders who fail to properly manage conflicting
issues during strategy implementation cause the failure of
strategies.
Performance Appraisal System
A performance appraisal system denotes the process of
identifying, evaluating, and developing the work performance of
employees to help in the attainment of organizations’ goals and
objectives. Scholars have published many articles on appraisal
systems, the role of HR in developing an appraisal system, the

use of data analytics in HR, and how employee assessment
contributes to job satisfaction, improved performance, and job
satisfaction. (Sharma & Sharma, 2017) researched on HR
analytics and performance appraisal system using a conceptual
framework for employee improve performance. Their study
aimed to identify the role of human resource (HR) analytics on
employees’ willingness to improve performance (Sharma &
Sharma, 2017). They explored the factors that exist within HR
which affect employees’ willingness to improve performance.
The scholars developed a conceptual framework along with
propositions by integrating both academic and practitioner
literature in HR analytic and management improvement (Sharma
& Sharma, 2017). The findings showed that HRB analytics
positively affected employees’ perceived accuracy and fairness.
The increase in perceived accuracy and fairness, in turn,
resulted in job satisfaction, job motivation, and improved
performance (Sharma & Sharma, 2017). Thus, organizations
should adopt data analytics to better understand employees’
perceptions of the evaluation system.
(Sepahvand et al., 2020) researched on how to improve nurses’
organizational commitment by participating in their
performance appraisal process. The study aimed to promote the
nurses' commitment by engaging them in the improvement of
the performance appraisal system. They conducted the study
using a participatory action research design from arch 2015 to
February 2018 with 39 participants comprising of critical care
nurses and care managers in Social Security. The study’s setting
was in Iran and the data was collected using organizational
commitment and job satisfaction questionnaires, focus groups,
semi-structured interviews, and the Delphi technique (Sharma &
Sharma, 2017). The researchers found three dominant themes;
inappropriate performance appraisal systems, inefficient
instruments, and unskilled evaluators. Also, they discovered
significant differences between organizational commitment and
job satisfaction with the performance appraisal process before
and after the change in the appraisal process (Sharma &

Sharma, 2017). The findings highlight those employees'
involvement in revising and improving the process of their
performance appraisal leads to higher commitment. Thus,
(Sepahvand et al., 2020) and (Sharma & Sharma, 2017) conquer
that appraisal system and how they selected and improved affect
employee performance, motivation, and job satisfaction which
in turn affects commitment. The two studies are crucial in
understanding the role of strategic management in performance
appraisal systems because strategies are all about performance
and employee wellness.
The Process of Strategic Management
A business must follow a set of practices for strategic planning
to be effective and fruitful. The steps in the strategic
management process are as follows:
· Choosing a Course of Action: The very first phase requires the
organization to have a clear vision and direction. Before
creating strategies, a business should determine its short- and
long-term objectives. There will be no clarity on systems and
processes unless the organization outlines its objectives ahead
of time.
· Resource Evaluation: In order to reap strategic management
benefits, a company must first organize its resources to carry
out specific tasks. For example, someone who excels at
marketing may struggle to manage the company's primary
relations. As a result, management must assess its resources and
select the most appropriate one for each process.
· Framing Strategies: After deciding the proper resource for
each step, the organization has developed an action plan for
accomplishing the goal. The elements required to effectively
achieve the set objectives are included in this strategic
planning. At every level of the process, analysis, assessment,
and supervision aid the business in resolving difficulties,
whether internally or externally. Putting Plans into Action:
Following the establishment of a strategy based on the
organization's goals, the next step is to put it into action. Every
company's human resources, from entry-level staff to

supervisors, must be trained to ensure that everyone understands
the procedure. It will put core competencies to work within the
organization to provide the greatest results possible
· Evaluating Efficiency: The process concludes with a review of
the techniques. Management can recognize each individual's
efforts during the strategy design and implementation phase by
looking into each aspect of the business (Rosic, 2014).
Performance appraisal methodologies, which are critical
business components, can assist the organization in recognizing
these efforts. The preceding procedure can be divided into four
primary steps, which are as follows:
1. Environmental Scanning
It is the possession and utilization of information about
occasions, patterns, and trends, relationships within an
organization's internal and external environments. This scanning
entails looking in between the forces of the internal and
external environment that works around an organization. It,
therefore, examines the threats and opportunities available that
can have an impact on the organization. The organization must
be in a position to identify the opportunities and utilize them at
the same time minimizing the threats around the organization so
that it may not be an advantage to other surrounding
organizations. Environmental scanning entails two types:
Internal analysis environmental scanning entails the
scanning of the environment within an organization. It is
important because it enables the organization to assess the
relationships between the employees amongst themselves,
employees and the managers, and also the relationship among
shareholders in a given organization. This will help to identify
strengths within an organization and weaknesses so that proper
measures are taken to strengthen where there are weaknesses.
External analysis environmental scanning entails the
scanning of the outside environment and factors that may
influence the growth of an organization. It looks at the
intermediate environment, which consists of its competitors,
and looks at the ways to enable them to be ahead of their

competitors. The national environment consists of the national
framework that may influence the advantage of an organization,
and that will help it stabilize its growth. The macro-
environment is the global environment that can influence the
growth of an organization in terms of ideas, technology,
markets, and external forces from the world.
2. Strategy Formulation
It is a process in strategic management that involves
choosing the most appropriate course of action for the
realization and organizational goals and objectives in achieving
the organizational vision. The setting of organizational
objectives is the first step in strategy formulation. This entails
setting the general goals and aims of the organization that is set
to be achieved by the end of a given period of a certain
operation. Setting objectives enables the organization to know
where they are and where they are heading to. Setting objectives
is done after the resources and all materials that will be used to
achieve the goal of the organization have been assessed because
they will influence the decisions. The next step is evaluating the
organizational environment where the organization is set to
check out the factors that influence their growth as well as that
of their competitors. It, therefore, analyze the threats and
opportunities that will enable them to keep their competitors on
the track.
Setting a quantitative target is the third step where an
organization sets a target about the general objectives of the
organization. After setting quantitative targets, the organization
aims in context with divisional plans, which evaluate the
contribution of each subdivision in an organization to achieving
the set objectives. The fifth step is the performance analysis
anywhere which analyses the progress of each department to
present and future expectations of the organization. Then
regions are made concerning the progress. The ultimate step of
strategy formulation is the choice of strategy where the best
choice is chosen regarding the organization's achievements,
limitations, potential, and internal opportunities.

3. Strategy implementation
It is the translation of chosen strategy into organizational
actions to achieve the goals and objectives of an organization.
Organizational structure allocates special value when coming up
with tasks and roles for the workers (MSG, 2021). The
organization then states how the task and roles can be correlated
so as to maximize quality, efficiency, and customer satisfaction
which are the pillars of competitive advantage. However, when
it comes to motivating employees, the organizational structure
is not sufficient; hence organizational control system should be
included. The organization control system equips managers with
motivational incentives for staff members and feedback on staff
and organizational performance. Strategies that are excellently
formulated will fail if the process of implementation is not
followed correctly. Lastly, strategy implementation poses a
threat to individuals in the workplace, especially with the
change in power and status roles in the organization.
4. Strategy evaluation
Evaluation of strategy is very important, just like the strategy
formulation, because it focuses on the effectiveness of the
primary plans in attaining organizational goals. Strategic
evaluation is the final phase of strategic manageme nt, and it is
in this phase that managers assess the appropriateness of their
current strategy. Strategy evaluation is very crucial, and its
significance lies in its capacity to coordinate the tasks
performed by departments, managers, and groups of employees
through control performance. Besides, evaluation is important
because it is used in developing inputs for new strategic
planning, appraisal, and reward, feedback urge, strategic
validity, and development of strategic management process.
Therefore strategic evaluation can be done by fixing a
benchmark of performance, measurement of performance,
analyzing variance, and taking corrective action.
Components of Strategic ManagementStrategic Decisions in
In strategic management, strategic decisions are typically the

decisions concerned with the whole environment in which the
organization/firm operates, the entire resources and all the
individuals who make up the organization, and the interface that
connects the two entities (Helfat, 2021). A strategic decision is
mostly about selecting the most promising path to success for
the organization. An example is that when you are starting a
new company/ business, you will need to consider factors such
as the target market, time, resources, capital, and location. Most
part of the strategic management process is accomplished
through thorough strategic decision-making. Apart from
strategic decision-making being very crucial and vital for an
organization; it is also very critical and complex.
Strategic decisions are made by the organization's strategists
and the highest-level management in the company. While
strategic decisions are accomplished by the top-level
management, the operational decisions within the company are
made and executed by the low-level managers. These strategic
decisions are directly related to the overall contribution of the
company's general objectives and goals. Strategic decisions
determine the direction, the state, and the direction of the
organization (Madsen, 2018). By putting clear, the company's
main objectives and goals, the company will be able to align the
shorter-term plans with the deeper, much more important goals.
Strategic decisions, therefore, have an intention of providing a
very reasonable and highly competitive advantage over other
companies and trying to make changes to the general scope and
the direction of the company. These decisions are very
significant for the survival of a company. Making strategic
decisions for strategic problems will significantly influence
both internal and external environmental factors affecting the
company.Characteristics and Features of Strategic Decisions in
1. Concerned with Scope of an Organization's Activity
Strategic decisions are directly concerned with the scope of a
specific organization/company's day-to-day activities. The
activities are specific to an organization in that they vary from

organization to organization. A particular company may have its
daily activities focused and limited to one product. In contrast,
other companies may focus on more than one activity/ product
(a wide range of products and services). The scope of an
organization's general activities is essential to the company's
strategic decisions.
2. Measure up the Activities of the Company with the External
and Internal environment
Strategic decisions involve the matching of the company's
organization to both the internal and external environment
where it is located. Therefore, before a strategic decision is
implemented, all the alternative strategies are formulated,
evaluated, and analyzed regarding the environment. The best
strategy is then executed by the company's management.
3. Measuring up the Activities with the Resource Capability
Strategic decisions are also involved in matching a company's
general activities to its resource capability. The vital decisions
made by the company are not only based on the threats/
challenges and opportunities of the environment but also on the
resource capability of the company. Various resources such as
financial resources, human resources, raw materials, and
informational resources are considered the organization's
resource base. In strategic decision-making, the resource base
of the company should match the activities and operations of
the company.
4. Strategic Decisions Affect Operational Decisions
It is very obvious that strategic decisions directly affect and
influence the operational decisions of a company. As strategic
decisions are made by the top-level management in a company,
they are the basis for coming up and formulating new
operational decisions. Any change or alteration in the strategic
decisions will directly affect the operational decisions, which
will correspondingly change.
5. Strategic Decisions will affect the Overall Nature and
Magnitude of Strategies.
The overall strategies will be greatly influenced by the

expectations put up by the strategic decision-makers in the
company. The values and expectations stated by the leading
strategists and the general managers have a great influence on
the nature and magnitude of the strategies (Steiss, 2003).
Therefore, the managing director, general managers, and the
main decision strategists have a direct impact on the nature and
extent of strategies.
6. Influences and Affects the Long-Term Direction of the
Organization
Since strategic decisions are very vital for a company, the
possibility of the decisions affecting the long-term direction of
the company is very high. As the strategic decisions are made
and formulated to help the company achieve its short and long-
term objectives, they determine the future and long-term
direction of the company (Steiss, 2003). Business Policy
Every single business around the world has a specific method of
operation. Written business policies assist any organization i n
maintaining consistency and quality in its operations and ensure
proper management of the company. When put into use, a
business policy will set up a standard way of how the company
delivers products or services to the market.
Therefore, business policies are defined as the guidelines that
are developed by a specific company to control and govern its
actions and tasks. These policies clearly explain the limits
where the decisions made must be under/within. It allows the
low-level management to deal with and make decisions on
issues without necessarily involving or consulting the high-level
management whatsoever. Features of a Good Business Policy
· Specific: a business policy should be clear to ensure that the
implementation is consistent and reliable to the company. An
example of a specific feature is, "Employees should not eat in
the office during work hours."
· Clear: A business policy should not be ambiguous. It should
be written clearly and in an easily understood language for
every individual in the business space to understand.
· Uniform: The policy should not be biased. It should be

standardized for every individual in the company, from the
general manager to the cleaners and plant employees. A good
example is, "Anyone entering the chemical laboratory must
wear a gas mask."
· Appropriate: A business policy should consider the important
goals and objectives of the company. It should be relevant and
criticize anything that is not in terms of the company's goals
and needs.
· Simple: the business policy should be detailed yet simple.
Everyone within the organization should be able to comprehend
and understand the business policy. The use of simple grammar
is recommended to be simple and straightforward,
· Stable: When it comes to decision implementation, the
business policy should be very stable and provide a basis for
decision making. There should be no indecisiveness about
following the business policy when making major decisions.
Importance of Business Policies
Business policies influence various factors such as legal issues,
employee satisfaction, and a great public image. When it comes
to great expectations in a business, such as decision making,
business policies play a key role in ensuring everyone in the
organization, from the general manager to the plant workers, are
on the same page. These policies may include safety policies,
hiring policies, and anti-discrimination policies. All these
policies play a vital role in creating a positive work
environment. Some of the most significant benefits of busi ness
policies include:
1. Establishing a Corporate Culture
Expectations are immediately set when business policies are
clearly written down as a definite plan. Since a clear business
policy is stated and set up, corporate culture will be established
within the organization. Every individual within the
organization will operate on the basis of what to do, what not to
do, and how to act. Employees given a clear business policy
tend to perform much better and are more effective than the
employees not given the business policy.

2. Employee Training
Employers should hold regular and frequent training sessions to
review the company's policies. This would put all the employees
on their toes and updated, making them more effective.
Moreover, regular employee training would not only help the
business from being out of legal trouble but the employee as
well. SWOT Analysis
SWOT is typically an acronym that is used in place for
Strengths, Weaknesses, Opportunities, and Threats. SWOT
analysis is a framework that is used to evaluate an
organization's competitive position and help them in developing
strategic planning (Benzaghta et al., 2021). SWOT analysis
assesses internal factors (strengths and weaknesses) and
external factors (opportunities and threats), as well as the
current, emerging, and future issues and potentials. SWOT
analysis is one of the most renowned tools for audit and
analysis of the overall strategic position of a company; it is
designed to come up with a realistic and factual view of the
strengths and weaknesses of a specific company. It aims at
identifying the strategies that will build a clear business model
that will be in line with the company's capabilities.
In simpler words, SWOT analysis is the base for measuring and
evaluating the internal potential and challenges/limitations and
the probability of opportunities and threats outside the
company. This analysis covers both the negative and positive
factors in the internal and external business environment. A
properly and consistently done research on the company's
environment assists greatly in giving definite forecasting and
predictions on the changing trends in the market.Factors of the
SWOT Analysis (Strengths, Weaknesses, Opportunities, and
Threats)
1. Strengths: strengths are the traits/ factors that help all
individuals in an organization to achieve the organizational
objectives and goals. Strengths are the basis on which the
company may succeed and maintain its success throughout the
years. These strengths are categorized into two major parts;

tangible and intangible strengths. Strengths are what you are
great in or what you have good knowledge in. it also includes
the qualities and skills that your employees possess. The
strengths of a given company will also include the different
factors that help the organization remain consistent with its
success.
In obvious cases, strengths in a business are the beneficial
aspects that favor the growth of the business. They are the
capabilities of a business that distinguish the business from
other companies. Business capabilities may include process
capabilities, financial resources, goods and services,
availability of raw materials, brand loyalty, and human
competencies. Therefore, some of these strengths that an
organization may have are a lack of debts, having committed
and loyal employees, a variety of products, broad financial
resources, and loyal customers.
2. Weaknesses: Weaknesses, as the name suggests, are the
bottlenecks that try to prevent a business from achieving its
general objectives and goals. These weaknesses affect the
growth and success of a business. Considering the various
weaknesses that negatively affect the growth and success of a
business, they are basically factors that do not meet the required
standards as they should.
Some of the major weaknesses that may affect an organization
include less/ poor research, poor development facilities,
improper or less quality machinery, less variety of products,
lack of skilled employees, disloyal employees, and high debts,
among others. For the success of an organization, these
weaknesses ought to be eliminated or minimized. For example,
an organization may offer regular training to its employees to
ensure that they have high-quality skills in their respective
fields.
3. Opportunities: opportunities are one of the external factors in
the SWOT analysis. Opportunities tend to contribute greatly to
an organization's success. These opportunities are exposed by
the environment within which the organization operates. An

organization may take advantage of certain conditions in their
environments and capitalize on them to ensure the organization
is more profitable and more successful. By capitalizing on these
opportunities within their environments, organizations will
acquire a competitive advantage over their competitors.
Whenever an opportunity arises, an organization should not
waste time but grab the opportunity and work on it. An
organization may even hire professionals who will look for gaps
and niches in the market to spot a favorable opportunity. Some
of the opportunities that may be available within the
organization's environment include issues such as competition,
market, technology, government, and industrial opportunities. A
real-life example of an opportunity is the rise in demand for
telecommunication. This rise in demand is a great opportunity
for new companies to venture into the telecommunication
industry and give stiff competition to the existing companies.
4. Threats: Threats will be visible in a situation where the
conditions of the external environment endanger the growth and
profitability of an organization. Threats are considered
uncontrollable, and in case an organization is vulnerable to a
certain threat, its stability and survival are often questioned.
Some examples of threats that an organization may face include
a continuous change in technology, unrest among the
employees, stiff and increased competition, price wars in the
market, and reduction in general profits in the
industry.Advantages of SWOT Analysis
SWOT analysis is very influential in the formulation of business
strategies. It is an essential and robust tool that has proven to be
a great help to many organizations. Performing a SWOT
analysis is very simple and can be done by any person who
understands how your business works.
1. Cost-Effective
SWOT analysis is very beneficial to the company in that it is
not costly or even sometimes does not cost the company. One
does not require immense training activities or any technical
skill for them to conduct a SWOT analysis. The company can

use one of its own individuals who has significant knowledge of
the business to perform the SWOT analysis and would not
require any external consultant.
2. Wide Range of Applications
A SWOT analysis covers a wide range of applications and can
be used in conducting strategic research, strategic planning, and
competitive analysis. SWOT analysis can cover these
applications since it is able to identify all the environmental
factors that either play a favorable or unfavorable role in any
specific objective.
3. Promotes Discussion
It is very crucial that you have all your employees on the same
page. Therefore, SWOT analysis promotes discussion among the
organization's individuals. Every individual in the company
plays a vital role in driving the company to achieve its
objectives. Having frequent conversations on the strengths and
weaknesses of a company will help to identify any threats and
make sure that the company capitalizes on any opportunity
coming its way.
4. Provides Visual Overview
The final representation of a SWOT analysis is usually a square
with four quadrants, each representing the four entities of the
SWOT analysis. This arrangement provides a quick and visual
overview of the company's state/ position and encourages
discussions within the organization to help improve where
needed. The graphical overview typically helps the company to
determine its progress and whether it has achieved its goals and
overall objectives. After deciding on its progress, the company
will try to maximize its strengths, eliminate its weaknesses and
capitalize on its opportunities. Limitations of SWOT Analysis
1. Lack of Clarity
SWOT analysis does not provide a clear method to deal with
cases such as when a specific factor is both a weakness and a
strength. The management has to attach their values to these
factors, which show up as strengths and weaknesses, and make
the right decision on the best step to follow in addressing the

issue.
2. Too Many Opinions to Address
During the SWOT analysis process, it is most likely that the
organization's leader will involve managers, departmental
heads, senior executives, and all other employees to seek their
opinions. All of their opinions may come out to be valid and
effective. Although all their opinions and demands may be
correct, it is challenging to address all their views and input.
Therefore, some views and demands which would assist the
organization significantly would be left out.Competitor
Analysis
For any organization, always operate in a highly competitive
environment. Cases of monopoly companies are sporadic.
Therefore, analyzing an organization's competition state in the
environment is very important (Fisher et al., 2020). Analyzing
these competitors will help an organization in discovering its
weaknesses, threats, and any opportunities available in the
market/ industrial environment. While coming up and
formulating a business strategy, the management of an
organization should also consider the business strategies of its
competitors.
Therefore, a competitor analysis is a process of identifying
competitors in your industrial environment and doing thorough
research on their different marketing skills/ strategies. The
information acquired from these competitive organizations can
be used as a point of reference/ comparison in identifying your
company's strengths and weaknesses. Performing a competitor
analysis will also help your business in understanding your
market, identifying trends in the industry, and setting
benchmarks for future growth of your Business (Fisher et al.,
2020).Reasons for Doing a Competitor Analysis
1. Identify your business's strengths and weaknesses.
By clearly studying how your competitors are perceived in the
industrial environment, you are able to come up with
conclusions about your company's strengths and weaknesses.
Having information on your strengths will inform you of your

position in the market. It is also imperative to communicate to
your customers why your goods or services are the best
compared to all the choices in the market.
Having information on your company's weaknesses is essential
in helping your organization grow and achieve its objectives
(Fisher et al., 2020). You will be able to identify areas that need
more time and resources for improvement to be made. In
studying your competitors, you would see what they are doing
right and what you can change in your organization to eliminate
the weaknesses.
2. Understand your Market
Doing a thorough competitor research will assist you in
identifying competitors/companies that you did not consider as
your competition before. Having information on your
competitors is the first step to beating them. Doing thorough
research and analysis of what your competitors offer will assist
your company in identifying areas where your market is
undeserved. Finding any gap/niche in the market will help your
company in expanding and become more successful.
3. Trends in the Industry
Properly analyzing the competition in your industrial
environment can assist you in identifying and seeing the
direction the industry is moving, either technological
advancement or product improvement. However, you should not
emulate or copy what your competitors are doing; instead, you
should evaluate your customers' needs and implement what the
customers want.
Other objectives of doing competitor analysis include:
formulating a strategy, predicting the company's demand and
supply, coming up with new approaches to increase the market
share, developing a plan for the growth of your company, and
helping in forecasting oncoming threats and
opportunities.Strategic Leadership
Strategic leadership is defined as a manager's potential/ability
to demonstrate a strategic vision for the company and to instill
the motivation to make the company succeed in other

individuals in the company (Samimi et al., 2020). In much
simpler words, strategic leadership refers to the utilization of
strategies in the management of employees. It is the ability of a
company's leadership to have an influence on its members in
helping the company accomplish its objectives. The main
function of strategic leaders is to create an organizational
structure, make strategic decisions, allocate resources, and
demonstrate a strategic vision.
The main objective of strategic leadership is the ability to
express strategic productivity. A strategic leader aims at
developing a suitable environment where the employees will
predict the company's needs in the context of their own
positions in the company (Samimi et al., 2020). As a strategic
manager, your principal function is to motivate the employees
to follow their own ideas in their specific fields. Forms of
motivation and encouragement include the reward system where
the best or most improved employees are rewarded.
Qualities of an effective strategic leader include loyalty,
motivation, compassion, self-control, social skills, self-
awareness, having a broad perspective, being articulate, and
reliability.Summary
Strategic management is a process involving environmental
analysis of the organization by its managers to formulate
strategies and plans for their implementation. Hence it can be
concluded that strategic management involves activities such as
analysis of strategies, creation, implementation, and control
strategies. It is very important for an organization to understand
what its current situation is in order to develop and determine
its mission and objectives. Strategies can successfully be
deployed by an organization to realize its objective and mission.
Strategic management in any organization needs a lot of
strategic thinking to help managers recognize the priorities and
come up with the best actions necessary in realizing the mission
and objectives. Strategy is a very useful concept utilized by
managers. Therefore, this study has discussed strategic
management in an organization by defining its main concept as

well as the conceptual framework to be used in this research.
The study has also identified gaps in recent related studies.
CHAPTER 3: METHODOLOGY
The study aims to assess the relationship between strategic
management in organizations and the performance appraisal
system. For decades now, organizations have adopted strategic
management approaches to gain a competitive advantage.
Leading companies like Apple, Samsung, and Facebook have
comprehensive strategies that drive their businesses. Strategic
management applies in every aspect of an organization,
including recruitment, manufacturing, quality improvement, and
sales and advertisement. Strategies make organizations
sustainable (Bryson & George, 2020).
On the other hand, human resource managers use an
appraisal system to evaluate employee performance in
organizations. The performance appraisal system is critical in
measuring employee productivity, the quality of products, and

how they contribute to competitive advantage. Organizations
implement various types of performance appraisal systems to
assess their employees. Numerous articles published previously
show that appropriate performance appraisal can increase
employee motivation, performance, and job satisfaction
(Subekti, 2021). Likewise, studies indicate that strategic
management leads to business sustainability, increased
performance, and profitability. However, less scholarly work
explains how strategic management and performance appraisal
systems relate to each other in organizations. Thus, the study
will address the gap by detailing clearly the relationship
between strategic management and performance appraisal.
Research Method
The research focuses on strategic management in
organizations. There on numerous researches on strategic
management in the organization, but little is known about
employees' perspectives and views of strategic management.
The study method that will be used in the research is
quantitative along with null hypothesis. The research method is
focused on numbers and accuracy. (Apuke, 2017) defines
quantitative research as a method that deals with quantifying
and analyzing variables to get results. The method involves
utilizing and analyzing numerical data using various statistical
tools to answer questions (Apuke, 2017).
The first reason for using quantitative research
methodology is to conduct a much broader study on strategic
management in an organization. Quantitative studies will allow
for the inclusion of a larger sample size, unlike other research
methods (Apuke, 2017). The other advantage of the research
method is that it allows for objectivity and accuracy. The study
method allows for the inclusion of a few variables (Mander,
2022). Further, the data collected is closed-ended.
Subsequently, it will be easy to analyze the collected data
during data analysis. Additionally, collecting data is easy using
a quantitative approach.
The methodology will be used because it will help provide

first-hand information about strategic management, employee
performance, and job satisfaction. Research Design
There are four quantitative research methods; descriptive,
correlation, quasi-experimental and experimental. The study
will use a correlation study design. A correlation study
measures the relationship between various variables. The
dependent variables are employee motivation and job
satisfaction while the independent variable is the organization’s
strategic management. It will be used to determine how
strategic management affects various organizational variables.
There are three types of correlations in business studies that can
be found when comparing the association between various
variables. The first correlation is positive and occurs when an
increase in one variable increases the other (Formplus, 2020). A
negative correlation occurs when the association between
variables is inversely proportional, while zero correlation is
when the variables do not affect each other (Formplus, 2020).
Descriptive research is used to obtain information describing a
phenomenon or population in business. However, it will not be
used in the research because the concept of strategic
management in organizations is well-defined. Quasi-
experiments are used to evaluate the effectiveness of an
intervention. However, the research will not focus on programs
or organizational interventions, and thus, it is unsuitable. On
the hand, experimental studies are used to determine the cause-
and-effect relationship between dependent and independent
variables. Therefore, it is unsuitable for this particular
dependent study. Participants
The study participants will be employees from the
organizations where strategic management will be studied.
Selection will be done using the criterion sampling technique.
The researcher will employ the following sampling formula:
Where:
z = is the Z score
∈ = is the margin of error

N = is the population
= is the population proportion
The type of sample the researcher is using is the sample size. A
total of 120 participants will be included. The total number of
participants are the total number of supervisors and managers
that work at Michelin plant in South Carolina. The confidence
level is 95%, margin of error is 5%, population proportion is
50%, and the population size is 120. There will be a total of 92
participants per the sample size calculator, which was used from
calculator.net (see Appendix I). That is how the researcher came
up with the participant calculation. Each participant will be
informed of the research objectives and fill out consent forms
before participating in the study. Data collected will be kept
confidential by the researcher. There will also be an age range
of the participants from 25 to 64 years of age (see Appendix K).
The researcher will post a screening questioner on the
manufacturer’s (Michelin) message board, to see if the
participants are within the qualifications for the research.
Instrumentation
Instrumentation refers to the tools or means researchers used
to measure various research variables. Each instrume nt is
selected based on the research goals. The research will use a
questionnaire to collect information on various variables related
to strategic management from an organization. According to
(Leung, 2001), questionnaires are used to collect information
from participants the researcher is interested with. Furthermore,
a questionnaire is applicable in research when to collect factual
data. Consequently, the investigators must ensure that the
questionnaires are highly structured to allow the same types of
information to be collected from a large number of people in the
same way and for data to be analyzed quantitatively and
systematically (Leung, 2001). The research will use
questionnaires to obtain critical information on independent
variables. The survey instrument used for the study will be
comprised of the screening questions, the informed consent
form, demographic characteristics questions, and the

Multifactor Leadership Questionnaire (MLQ) (see Appendix G),
and individual work performance questionnaire (IWPQ) (see
Appendix H). Data for the survey will stem from SurveyMonkey
via the personal computer of the researcher. The researcher is
the only individual who can access the file as the computer is
password protected. Data will kept on the computer for three
years after the study is completed. The statistical software
program (SPSS) will be used in the research once responses are
gathered. The data will be downloaded from Survey Monkey,
cleaned in Excel, and put into SPSS. The data assumptions test
for normality, linear testing, and homoscedasticity will be done
prior to hypothesis testing to ensure parametric analysis is
appropriate. To access these, histograms and bar graph will be
used while multicollinearity will be assessed using the Pearson
correlation matrix. The sampling methods to be used will be a
random simple sample. The researcher will identify the group
and obtain individuals within those samples. Including a random
simple sample can ensure that each participant within the
sample population group has equal chances of participation.
Questionnaires
There are different types of questionnaires that include
open-ended, closed and semi structured. Open-ended questions
have no choices and participants are allowed to give their
responses which may differ significantly (Aryal, 2021). On the
other hand, closed questions have predetermined answers. The
researcher can provide multiple choices and allow participants
to select one choice. Also, such questions may require a no or
yes answer. On the other hand, semi structured questions use
both types of questions (open-ended and closed. (Leung, 2001)
asserts that proper questionnaire design leads to accurate
information and increase response rate. Therefore, the research
will use closed-ended question. The main reason for using
closed-ended questionnaire is that the research is quantitative.
Therefore, providing participants with predetermined choices
will lead to numerical data thereby facilitating the use of
quantitative data analysis method (Aryal, 2021). Open-ended

questionnaires will not be used in the study because the
responses obtained are qualitative and not numerical.
Qualitative data will not be suitable in the quantitative research
(see Appendix G and H). Lastly, semi-structured questionnaires
are excluded because they may only be more suitable in mixed
method research where both quantitative and qualitative data is
used.
Structured Interviews
Other common instruments used to collect data in research
are interviews and observation. Interview is a method of data
collection that involves two or more people exchanging
information through a series of questions and answers. When
the number of people responding to the question is more than
one, it becomes a focus group. (Cameron, J., 2005). Interviews
are appropriate when asking questions involving lengthy
explanation or when studying confusing topics with
respondents. However, they will not be applied in the research
because of increased bias. Also, they lead to qualitative
information while the research is quantitative. On the other
hand, observation is a data collection method where the
researcher watches people, events or features of the research
environment (Delve, 2022) The main weakness of the
methodology is that the researcher will have to spend more time
in collecting data (Aryal, 2022). Also, it will be difficult to
control research variables. Consequently, the method will not be
used in the research.Research Procedure
The first procedure in the research will be identifying the
dependent and independent research variables. The dependent
variable is the management and leadership traits on employee
performance, motivation, and job satisfaction. The Independent
variable are the results of feedback form the employees
concerning their performance, motivation, and satisfaction in
the organization. The research will focus these variables during
the data collection process. The second procedure will involve

selecting participants. The criterion sampling technique will be
used to identify one hundred participants. Permissions to
Interview employees by via emails, or in person has been
secured and are attached as a separate document. Approval for
the potential participants will proceed in the following steps:
(1) post the survey link in each group and ask potential
participants to read consent form and partake in survey
(Appendix A) (2) have participants pass screening questions in
order to move to the step (Appendix B) (3) notify in the opening
content of survey what the participation is for and how they can
access the results (see Appendix A). These forms also include
how the researcher is not requesting personal information such
as participant names or organizational names. Privacy and
confidentiality will be ensured by not distributing personal
information of the participants. Data for the survey will stem
from SurveyMonkey (see Appendix J) via the personal computer
of the researcher. The researcher is the only individual who can
access the file as the computer is password protected. Data will
kept on the computer for three years after the study is
completed. The participants will fill consent forms before
enrolling to participate in the research. Also, participation will
be made voluntary with those participating. Each participant
will be free to withdraw from the research process at any time
without seeking permission from the researcher. Participants
will be both female and males and employees of selected
organization. After collecting data, data will be analyzed and
findings shared to the relevant stakeholders.Data Analysis
Data analysis involves organizing and explaining the data
collected from the field or secondary sources. I will be using
Microsoft Excel software to collect data. Therefore, it involves
the process of making sense of data based on the definition of
patterns and themes. Questionnaires will be edited for
completeness and consistency after collecting data. This will
ensure that variations related to missing responses, and multiple
responses are minimized.
Quantitative data will be analyzed using SPSS with in

SurveyMonkey to draw findings related to this study. Of which
SurveyMonkey is a way to find out if survey or experiment
results are significant. Before conducting analysis, the non-
standard and complex nature of collected data would be
categorized to ensure meaningful analysis. Additionally, the
collected data would be presented in charts, and tables. This
way, the analysis process would establish whether the collected
data supports the objective of the study. Correlation will be
identified using Pearson.Protection of Human Rights
The researcher would remind the sample population on
voluntary participation and that they could withdraw from the
study at any time during the process of the study. No
participants would be compelled to provide responses that
would be used against them. Also, the researcher will remind
them of the confidentiality of their responses during the study.
Also, the researcher will provide the procedures that would be
followed to protect the confidentiality of the information
provided by respondents. This will be done through Michelin’s
white board, and also through email. This will ensure that the
information provided by respondents during interviews and
questionnaires will not be used against them by the
organization. After ensure that all protocol have been
established to address protection of human subject issues, the
researcher would ensure that the proposal is reviewed and
approved by the South University Institutional Review Board.
Delimitations and Limitations
Since data will be collected from five different companies in
the United States, the data collected might differ from the
participants’ perception on the relationship between strategic
management in organizations and the performance appraisal
system. This is because most companies utilize different
strategic management that is likely to be different from their
competitors. However, the study will use effective instruments
to collect both specific and general information on the
relationship between strategic management and the performance
appraisal system.

Moreover, the study is likely to experience financial and
time limitations. The duration in which the study is conducted is
limited; therefore, it will be exhaustive to collect data from five
different companies in the United States. However, the study
will minimize these limitations by conducted interviews at the
headquarters of these companies because it is where strategic
management are implemented and pass on to other branches.
Additionally, most of the respondents thought that the
information they provided in interviews and questionnaires
could be used against them by the organization. As a result,
they had fears to the point that they are reluctant to engage i n
this study and provided dishonest responses. However, to
address this limitation, the researcher will remind them of the
confidentiality of their responses during the study. Also, the
researcher will provide the procedures that would be followed
to protect the confidentiality of the information provided by
respondents. Assumptions, Risks and Biases
Assumption refers to conditions under which the statistical
techniques utilized will lead to valid results. In this context, the
researcher assumed that the employees involved in the study
would cooperate by providing honest and complete answers
during interview sessions and when responding to
questionnaires. Additionally, the sample was assumed to be true
representation of study population as they had similar
characteristics.
One of the biases that can occur in research is design biases
which relates to the structure and method of the research.
Design bias is contributed by the preferences of the researcher
instead of selecting research design that work effectively for a
certain context. In our context, it is worth noting that there is
risk of biases from the interviewer as he can introduce his
disposition or relation with the participants. There is also a risk
of biased questions in terms of negative questions or leading
questions. As a result, the researcher has ensured that biased
questions in interview and questionnaires. Also predetermined
questions will be used for the structured interview. This will

ensure consistency among employees and managers drawn from
different organizations (Formplus, 2020). The uniformity of
questions will prevent biases during the research
process. Significance of the Study
Managers of different companies will benefit from the
finding of this study because in a globalized world, the strategic
management influence the state of performance appraisal
system. They will understand different strategic management
practices and this will help them to improve performance of
appraisal system. Management of companies will get better
understanding of the relationship between strategic management
in organizations and the performance appraisal system. This
will help them to obtain more information on how to establish
strategic management practices that will improve performance
appraisal system in their organizations.
The findings of this study will also be beneficial to
academicians and scholars as it will provide them with relevant
literature on strategic management and performance appraisal.
It will highlight the relationship between strategic management
in organizations and the performance appraisal
system. Summary
The study is a detailed description of research design,
population and sample, instrumentation, research procedure,
data analysis, and limitations. The study aims to assess the
relationship between strategic management in organizations and
the performance appraisal system. At least 92 participants will
be selected from 1 company in the state of South Carolina and
the study will be conducted using a quantitative research
method. The instrumentation for use in the study is
questionnaires and interviews. The researcher will include
questions related to strategic management and performance
appraisal in the questionnaires and interviews. The findings of
this study will be beneficial to management of companies as
they will get better understanding of the relationship between
strategic management in organizations and the performance
appraisal system. This will help them to obtain more

information on how to establish strategic management practices
that will improve performance appraisal system in their
organizations.
CHAPTER 4 - RESULTS
Purpose of the StudyThe purpose of the study is to shift
overemphasis on management styles to management traits. The
second goal is to educate organizations about the dangers of
confining strategic management to a single management style.
In other words, the study will aim to assist a visionary leader
using rewards and penalties rather than just inspiration. While
visionary is a characteristic of a traditional leader and reward
and punishment are characteristics of a transactional leader,
leaders can combine them to form a hybrid style of leadership
based on how they complement one another.
Questions and Hypotheses
Provide a brief restatement of the research question and
hypotheses.

1. What effect does transformational leadership have on
employee motivation and job performance?
Hypothesis 1 Null: There are no impacts of transformational
Hypothesis 1 Alternant: There are impacts of transformational
2. Do incentives and punishments have an impact on employee
motivation, performance, and job satisfaction?
Hypothesis 2 Null: Rewards and punishment do not affect
Hypothesis 2 Alternant: Rewards and punishment affect
3. What effect does Delegation have on employee motivation,
job satisfaction, and performance?
Hypothesis 3 Null: Delegation does not motivate employees and
Hypothesis 3 Alternant: Delegation does motivate employees
and leads to job satisfaction and better performance.
4. What are the effects of visionary management on employee
motivation, performance, and job satisfaction?
Hypothesis 4 Null: There are no positive impacts of visionary
leaders on motivation, employee performance, and job
satisfaction.
Hypothesis 4 Alternate: There are positive impacts of visionary
leaders on motivation, employee performance, and job
satisfaction.
Initial Data Examination
I prepared a close-ended questionnaire using survey
monkey to collect data and responses. Among the four key
research questions, I created three individual questions around
each research question. The respondents were expected to
answer whether they agree or disagree with experiencing a
leadership trait and explain their job performance during that
month. I summed up the responses that agreed with their
productivity and the reactions that disagreed with their
productivity to get a value that I would use as a response for the

main research question.
The questionnaire tested the respondents on a
motivation factor and its influence on motivation and
productivity. The responses that indicated the participant did
not experience a motivation factor (clients who answers ‘no’ to
the questions) were not considered in the study since we were
interested only in the presence of the motivation factor (clients
who answers ‘yes’ to the questions).
To calculate the correlation coefficient in excel, I
used the Correlation function.
Statistical Analysis
Research Question 1
Identify the alternative hypothesis.
The null hypothesis: There are no impacts of transformational
The alternative hypothesis: There are impacts of
transformational management on employee motivation and job
performance.
With regards to Pearson’s R;
H0: R = 0
HA: R! = 0
Yes
How many orders did you fulfill during the month?
Yes
1
0.371073
0.371073
1
After conducting a correlation analysis in excel, the following

details were found.
The Pearson's correlation value is 0.37, which is not 0, and we
accept the alternative hypothesis that there are impacts of
transformational management on employee motivation and job
performance.
Research Question 2
H0: R = 0
HA: R! = 0
Yes
Yes
1
0.389604
0.389604
1
details were found.
accept the alternative hypothesis that Rewards and punishment
affect employees' performance, motivation, and job satisfaction.
Research Question 3
H0: R = 0
HA: R! = 0
Yes
Yes

1
0.481294
0.481294
1
details were found.
accept the alternative hypothesis that Delegation motivates
employees and leads to job satisfaction and better performance.
Research Question 4
H0: R = 0
HA: R! = 0
Yes
Yes
1
0.896768
0.896768
1
details were found.
The Pearson's correlation value is 0.90, which is not 0, and thus
we accept the alternative hypothesis that there are impacts of
visionary leaders on motivation, employee performance, and job
satisfaction.Results Summary

The four research questions 1, 2, and 3 show a positive
correlation between a motivation factor and the employees'
productivity. Research question 4, on the other hand, offered
the strongest correlation between a motivation factor and
productivity.
Thus, the results suggest that when a positive leadership
strategy is practiced in a workplace, employee motivation, job
satisfaction, and performance will improve. This was depicted
from the fact that the performance of the employees during any
given month increased as seen from the increased number of
orders fulfilled.
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Appendices
Appendix A: Informed Consent Form for Participants
You are invited to participate in a web-based online survey on
The Role of Strategic Management and Leadership Traits on
Employee Performance, Motivation, and Job Satisfaction. This
is a research project being conducted by Ameki Williams, a
student at South University. It should take approximately 35
minutes to complete.
PARTICIPATION
Your participation in this survey is voluntary. You may refuse
to take part in the research or exit the survey at any time

without penalty. You are free to decline to answer any
particular question you do not wish to answer for any reason.
BENEFITS
You will receive no direct benefits from participating in this
research study. However, your responses may help us learn
more about whether relationships exist among of strategic
management and leadership traits on employee performance,
motivation, and job satisfaction in the United States
RISKS
There are no foreseeable risks involved in participating in this
study other than those encountered in day-to-day life.
CONFIDENTIALITY
Your survey answers will be sent to a link at
SurveyMonkey.com where data will be stored in a password
protected electronic format. Survey Monkey does not collect
identifying information such as your name, email address, or IP
address. Therefore, your responses will remain anonymous. No
one will be able to identify you or your answers, and no one
will know whether or not you participated in the study.
CONTACT
If you have questions at any time about the study or the
procedures, you may contact my research supervisor, Professor
Kuofie via phone at 248-798-5597 or via email at
[email protected].
If you feel you have not been treated according to the
descriptions in this form, or that your rights as a participant in
research have not been honored during the course of this
project, or you have any questions, concerns, or complaints that
you wish to address to someone other than the investigator, you
may contact the South University Institutional Review Board at
[email protected]university.edu.

ELECTRONIC CONSENT: If you choose to participate in this
survey you are agreeing that you have read the above
information, voluntarily agree to participate, and are 25-64
years of age or older.Appendix B: Screening Questionnaire for
Participants
1. Are you at least the age of 25 through 64?
A. Yes
B. No
2. Are you in a leadership or management role?
A. Yes
B. No
3. Do you live in the State of SC?
A. Yes
B. No
4. Do you have at least 3 years of experience in your role?
A. Yes
B. No
5. Are you a male or female?
A. Male
B. Female
Appendix C: Permission from Michelin’s HR Manager
Dear Mr. Burdette,
HR Manager of Michelin
I am seeking permission from you to post a message within the
message board that you are the manager of regarding gaining
participants for my dissertation study. I do not intend to
conduct the study in the group, only to seek potential
participants. I would like to post in the message board the

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