📌 “The Effect of Leadership Styles on
Employee Motivation: The Case of CBE
Wolkite Yejoka Branch”
1. Introduction
Employee motivation is important for productivity, service quality, and
organizational success—especially in banking.
Highly motivated employees are more productive, engaged, and
committed, leading to enhanced organizational performance and
profitability.
Leadership styles play a pivotal role in shaping employee motivation
and organizational effectiveness.
Leadership style strongly affects how motivated employees feel.
Ethiopian banks, including CBE, are undergoing rapid change and
increased competition.
However there is limited research specifically about leadership styles
and employee motivation at branch level in Ethiopia. Existing studies
focus on broader organizational level.
Purpose: To examine how transformational, transactional, and laissez-
faire leadership styles affect employee motivation at CBE Wolkite
Yejoka Branch.
2. Objectives of the Study
✔️General Objective
To assess the effect of leadership styles on employee motivation at
CBE Wolkite Yejoka Branch.
✔️Specific Objectives
Identify the leadership styles used at the branch.
Measure employee motivation levels (intrinsic & extrinsic).
Examine the relationship between leadership styles and motivation.
Understand employees’ perception of leadership effectiveness.
Here is a shorter, more focused, and less broad presentation version of your passage.
It keeps only the essential points and removes extra detail.
📌 Statement of the Problem
CBE faces persistent concerns regarding employee retention,
engagement, and career advancement at the branch [Link]
CBE has taken steps to improve employee engagement and retention,
some branches still struggle with low motivation and limited
career growth.
These problems can reduce employee performance and service quality.
Leadership is a key factor affecting motivation, yet existing studies do
not explain how leadership styles influence employees at the branch
level, especially in Wolkite Yejoka.
Most research in Ethiopia looks at leadership at the national or
organizational level, leaving a gap in understanding what happens in
individual branches.
This study addresses that gap by examining how leadership styles
affect motivation specifically at CBE Wolkite Yejoka Branch.
📌 Significance of the Study (Simplified)
Theoretical Importance
Provides evidence on how leadership styles influence employee
motivation in the Ethiopian banking context.
Helps fill the lack of research focused on branch-level leadership
issues.
Practical Importance
Helps managers understand which leadership behaviors motivate
employees most.
Can guide CBE in improving leadership practices, increasing
motivation, and improving branch performance.
📌 Limitations (Simplified)
The study focuses on only one branch, so results cannot be
generalized to the entire bank.
Future studies should include more branches and more data sources.
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3. Methodology (Short & Clear)
Design: Descriptive- Because the goal was to describe and
examine the relationship between,
quantitative research_ Because the study relied on numerical data
from standardized questionnaires
Population: All 60 employees at the branch (census—no sampling)-
Because the population was small.
So instead of selecting a sample, the study used a census method—
meaning every employee participated.
Advantages of census:
Eliminates sampling error
Provides full and accurate representation
Data Collection Instruments
Three tools were used
o : MLQ for leadership styles
o WEIMS for employee motivation
Check how employees feel about their job, salary, recognition.
Demographic Questionnaire
Used to collect background information
Data Analysis Techniques
✔ After collecting responses:
Data was coded and entered into Microsoft Excel
Descriptive statistics were used:
Frequencies
Percentages
Means
Standard deviations
These helped summarize:
Leadership behaviors
Motivation levels
Demographic profile
✔ Presentation of Results
Tables
Frequency charts
Explanation of patterns
4. Key Findings (What You Should Present)
A. Dominant Leadership Style
Transformational leadership is the most practiced style
o Managers inspire, communicate vision, encourage new ideas
o Employees feel supported and guided
B. Transactional Leadership
Present to a moderate level
Clear expectations and rewards present
Passive monitoring (waiting for problems) is low
C. Laissez-Faire Leadership
Present only occasionally
Employees sometimes experience lack of guidance
Not a major issue, but improvement is needed
D. Employee Motivation Levels
✔️Intrinsic Motivation (Very High)
Employees enjoy their work
Feel a sense of meaning and accomplishment
Learning new things frequently
Average intrinsic motivation score: ~3.96
✔️Extrinsic Motivation (High)
Salary, promotion, recognition, and benefits strongly motivate
employees
Average extrinsic motivation score: ~3.85
5. Conclusions (Simplified)
Transformational leadership strongly increases intrinsic motivation.
Transactional leadership has a positive effect when expectations and
rewards are clear.
Laissez-faire leadership shows a negative tendency, but occurs
rarely.
Employees show high motivation overall, both intrinsic and
extrinsic.
Leadership quality plays a major role in maintaining motivated staff at
the branch.
6. Recommendations (Clear & P
✔️For Managers
Strengthen individualized consideration (listen, coach, support
individuals).
Maintain transformational practices (vision, motivation,
communication).
Use transactional methods where clear expectations are needed.
✔️For the Bank
Provide leadership training programs on:
o Coaching skills
o Feedback methods
o Active involvement
Reduce laissez-faire tendencies by increasing supervision and
guidance.
Improve recognition and career development systems to boost
motivation further.
✔️For Future Research
Include more branches or banks for wider comparison.
Use longitudinal studies to track changes over time.