Associated with dissatisfaction, unproductiveness and ineffectiveness.

Unsurprisingly, the findings of this study are consistent with this observation as
there were no significant relationships between laissez-faire style and
performance. The descriptive statistics however suggests that this style is
prevalently practiced by managers at the sampled organizations. The second
leadership style investigated the prevalence of transactional leadership
behaviors and their effect on organizational performance. The carrot or a
stick approach is instrumental in followers goal attainment. The results
indicate Contingent Rewards and Active Management by Exception have a
medium positive correlation with organizational performance.
On the other hand, transformational leaders encourage subordinates to put in
extra effort and to go beyond what they (subordinates) expected before.
Transformational leaders achieve the greatest performance from subordinates
since they are able to inspire their subordinates to raise their capabilities for
success and develop subordinates innovative problem solving skills. As
expected, relational analysis found that all transformational leadership
behaviors have a strong positive correlation with organizational performance.