Solution

McGregor’s X and Y style

Style X managers tends to take a pessimistic view about their subordinates and assume that people dislike work and are naturally unmotivated (Galani and Galanakis, 2022). In this case, they use appraisals and remunerated to encourage results. On the other hand, style Y managers takes a optimistic view about their people and believe that employees enjoy working and are self-motivated, hence they use participative and decentralized management style (Galani and Galanakis, 2022). For example, style Y managers within United LEC will encourage employees to collaborate and establish trust-based relationships.

Transformational and transactional leadership

Transformational leadership style focuses on motivating and inspiring employees to focus on the vision. It creates a vision and inspire followers to strive beyond expectations (Alrowwad et al., 2020). It also encourages idea generation and innovation. On the other hand, transactional style seeks to provide employees with extrinsic motivation so that they can achieve the targets (Alrowwad et al., 2020). For example, United LEC leaders that use transactional style will reward employees with bonus and other rewards to stay motivated.

Implications

Leadership and management styles plays a crucial part in motivating and inspiring employees to achieve organizational goals and objectives. Transactional and style X provide employees with extrinsic motivation while transformational and style Y ensure people have intrinsic motivation need to keep working. This improves efficiency and effectiveness and performance improvement.

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