Employees performance is a critical factor in organizations success. An effective employee is a combination of an excellent skill set and a production of work environment. There are numerous factors that affect employees’ performance. One of them is leadership style, the objective of the study is to establish the perceived factors of leadership style that affect employees’ performance in the non-profit organization.
To examine that, process of collecting and gathering information from employees was introduced using questionnaires technique, random sampling methodology was used to select the samples which provide sufficient data from the intended selected areas. The leadership styles were measured through a Multifactor Leadership Questionnaire (MLQ) developed by Avolio and Bass (1995). Questionnaires were modified to adapt to the context of the study and the scope of the study was set to measure employees’ performance in term of productivity of their performance. The questions of the survey were rated using a five-point Likert scale, while the data were analysed quantitatively using Statistical Package for Social Scientists (SPSS). The study aim was to obtain around 60-70 respondents, questionnaires were distributed to professionals working with International Organization and Non-governmental Organization. Furthermore, the electronic questionnaires created by ONA platform were applied for economic and facilitation purposes on one hand, and due to the restrictions of face-to-face interviews imposed by COVID-19 outbreak of on the other hand. The findings of the research suggest that leadership style significantly influence organization effectiveness as transformational leaders encourage subordinates to put in extra effort and to go beyond what they are expected to achieve. Transformational leaders achieve the greatest performance from subordinates since they can inspire their subordinates to raise their capabilities for success and develop subordinates innovative problem-solving skills. All variables of transformational leadership style have a strong positive relationship with organizational performance. It is therefore recommended that managers should: strive to become role models to their subordinates; inspire subordinates by providing meaning and challenge to work; stimulate subordinate efforts to become innovative and creative; pay attention to each individual’s need for achievement and growth.
