Australian Journal of Basic and Applied Sciences, 8(4) April 2015, Pages: x-x AENSI Journals Australian Journal of Basic and Applied Sciences Journal home page: www.ajbasweb.com Corresponding Author:. Clearly indicate who will handle correspondence at all stages of refereeing and publication process. Ensure that Name of University, Name of Department, Name of Faculty, Box.3030. City. Country. Phone numbers (with country and area code) are provided in addition to the e-mail address and the complete postal address The Impact of Leadership Styles on Employees’ performance in Telecom Engineering companies Ali Orozi Sougui* 1 , Abdul Talib Bon 2 , Hussein Mohamed Hagi Hassan 3 1, 2, 3 Faculty of Technology Management and Business, University Tun Hussein Onn Malaysia, 86400 Parit Raja, Malaysia 1 University Of N'Djamena, Chad, N'Djamena, Tchad aliorozi@yahoo.com ARTICLE INFO ABSTRACT Article history: Received 23 February 2015 Accepted 23 April 2015 Available online 30November 2015 Keywords: Leadership, employees’ performance, HRM , Motivation, Satisfaction Management today‟s world is about management in times of rapid change. The need to develop better leadership styles is becoming increasingly important in all organizations. The purpose of this work is to ascertain if there is a relationship between the leadership styles and the employees‟ performance, particularly in the Telecom Engineering companies, meanwhile to determine the relationships between leadership styles and employees' job performance through the mediators: employees' motivation, job‟s satisfaction; whether these relationships will be stronger for Transformational than for Transactional leaders, Laissez-Faire leaders or Servant leaders. This project reviews as well four recent and widely utilized leadership styles: transformational leadership, servant leadership, transactional leadership, and Laissez-faire leadership. There is a lack of total agreement in the reviewed literature as to the best leadership style to be used. Transformational theory is considered by many to be an improvement to the transactional theory of leadership. There appears to be an ever increasing number of studies supporting the benefits of the transformational theory. In today‟s ever changing climate, there are some researchers whose findings suggest the optimal leadership style may be a blend of Servant, transactional and transformational styles. Quantitative research method would be practice in this research. The questionnaires will be distributed only to employees in the Telecom Engineering companies. Structural Equation Modeling (SEM) and SPSS are approach which will be used as a tool to analyze the results in future in this research, due to the complexity of the model and the limitation of multi dimension analysis tools in quantitative research such as multiple regressions, factor analysis, and discriminant analysis. A proposed theoretical framework of this work has been decorticated in this paper. © 2013 AENSI Publisher All rights reserved. To Cite This Article: Ali Orozi Sougui., The Impact of Leadership Styles on Employees‟ performance in Telecom Engineering companies. Aust. J. Basic & Appl. Sci., 7(13): x-x, 2015 INTRODUCTION The conceptual framework for this study is done from management and organizational behavior theory. The focus of this study is on leadership styles and their impact on employees‟ performance. Leadership is a function of management; leadership styles have their effect on group or individual within an organization. Leadership is the process of initiating group activities toward goal setting and goal attainment. Human resource is one of the prime capitals of any organization, which is not only to improve the outcome but also to compete with others. Hence, to improve the performance of the employees is one of the most important goals of our today‟s organizations. In recent years, both academicians and practitioners have highly recognized the significance of effective employees and good leadership in the firm‟s performance (Kehoe and Wright, 2013). Furthermore, organizational performance depends on the performance of the people in that organization. As we used to say group performance depends on the individual performance. Among the objectives of any organization are profit making and attainment of maturity and liquidity status. In reaching of the objectives of the organization, it allocates scarce resources to competing ends. The successes of the organizations contribute