ABSTRACT
Nowadays, organizations are operating in highly competitive environment. Effective leadership style requires for managing the organization successfully. The organizational success depends on its leadership styles and effectiveness of its employees. The effectiveness of individual employee’ performance depends on the leader/supervisor. Effective leader can enhance the individual employee performance through proper leadership style and retain high performance and talent employees within the company because he knows that high performance employees are unique resources of the organization. Based on the culture and nature of organization, leaders are applied suitable leadership styles. The behavior of leader is very importance to improve job performance and retain skillful employees for longer period in the organization. According to the problems or situations they face, leader needs to apply proper leadership styles. In some situations, employees leave the manager, not the organization. However, there are some other factors such as job satisfaction, flexible working environment, work life balance, work environment and career development opportunities. This paper identifies the impact of autocratic, democratic and laissez - faire leadership style on retention and job performance of employees. The purpose of this research was to investigate how leadership styles impact on employee retention and job performance. In this study, three main variables consist in conceptual framework. They are independent variables (autocratic leadership style, democratic leadership style and laissez -faire leadership style), intervening variable (retention) and dependent variable (individual employee performance). A sample of 150 respondents has been randomly selected from the D.G Fashion Garment (Pvt) Ltd., of Sri Lanka. Sample was selected by using simple random method and primary data was collected through structured questionnaires. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS 13.0) by using the statistical technique such as Cronbach alpha, mean, mode, variance, standard deviation, correlation and regression analysis. Graphs and tables were also used for data presentation.
TABLE
OF CONTENTS
TITLE
PAGE - ii
DECLARATION - iii
CERTIFICATION -
DEDICATION
- v
ACKNOWLEDGEMENTS - vi
CHAPTER
ONE
INTRODUCTION
1.0
Background to the Study
1.1 Historical
Background
1.2 Statement
of Problem
1.3 Objective
of the Study
1.4 Significance
of the Study
1.5 Research
Questions
1.6 Research Hypotheses
1.7 Scope of the Study
1.8 Limitation of The Study
1.9 Definition of Terms
CHAPTER
TWO
REVIEW
OF RELATED LITERATURE
2.1 Introduction
2.2 Meaning
Of Leadership
2.3 Reason
For Leadership
2.4 Motivation
2.5 Staff
Training
2.6 Qualities
Of A Leader
2.7 Qualities
Of Employees
2.8 Leadership Styles
2.9 Leadership
Style And Human Resources Management Practices.
2.10 Human
Resources Management Practices
2.10.1 Equitable
Reward
2.10.2 Promotion
2.10.3 Job
Security
2.10.4 Employee
Participation
2.10.5 Information
Sharing
2.11 Theoretical
Framework
CHAPTER
THREE
RESEARCH METHODOLOGY
3.1
Research Design
3.2 Population
Of The Study
3.3 Sample
Size
3.4 Sampling
Method
3.4.1 Sampling
Procedure
3.5 Method
of Data Collection
3.6 Validity
of the Instrument
3.7 Reliability
of the Instrument
3.8
Method Of Data Analysis
CHAPTER
FOUR
DATA
PRESENTATION AND ANALYSIS
4.0 Introduction
4.1 Analysis
of Data
4.1.1 Analysis of Data According to Research Questions
4.2 Hypothesis
Testing
4.3 Discussion
of Findings
CHAPTER
FIVE
SUMMARY,
CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary
of the Study
5.2 Summary
of Findings
5.3 Conclusions
5.4 Recommendations
5.5 Suggestions
for Further Studies
References
Appendix: Questionnaire
CHAPTER
ONE
INTRODUCTION
1.0
BACKGROUND
TO THE STUDY
Every organization becomes what it is largely
because of her leader. This explains why in any organization, there are usually
individuals responsible for organizing or directing the affairs and activities
of such organization. One of the most durable contributions of administrative
theorist is the study of management as a set of functions. In this regard,
managing employee’s welfare and services would really help in boosting
employee’s morale in any organization or institution with the effect of good
leadership styles; and this is why leadership is considered as one of
management functions. Leadership is a factor in the managerial function of
directing (Akpala, 2000). Other factors in the managerial function of directing
are motivation and communication.
These individual are usually people who have
the ability to lead the other people in an organization to work towards the
realization of the goals and objectives of the organization in order to move
the organization forward.
Leadership according to Nwachukwu is a
social influencing process for the attainment of goals.
Allen and Robert also define leadership as
a process where one person exerts social influence over the members of a group.
A leader then, is a person with power over the others who exercises the powers
for the purpose of influencing their behaviour.
Leadership is a part of management, which
deals with influencing activities of individuals and their efforts towards goal
achievement in a given situation. The impact of effective leadership style
should not be neglected because it leads to cooperation among employees and
leaders in the organization.It also brings about mutual relationship between
employees and leaders in the organization. Leadership is the ability of an
individual to influence others to work beyond ordinary level to achieve a goal
or objectives. Leadership is generally defined as influence, the process of
influencing people so that they will strive willingly towards the achievement
of group goals. To lead is to conduct, guide and direct. Leaders do not stand
behind a group to produce. They place themselves before the group as to
facilitate progress and inspire the group to accomplish organizational goals. A
pertinent example is that of the orchestra leader whose function is to produce
co-ordinate sound and correct tempo, through integrate effort of the
instrumentalists.
Leadership has an effect on the performance of any
organization. It affects both employee’s morale and productivity of the
organization. For a leader to lead efficiently he needs to understand his
followers and the situation in the organization. The situational variable which
influence the effectiveness of a given leadership style are characteristics of
followers and the task, organizational climate, power available to the leader
and leader follower relationship.
An organization is set up with primary objective of
optimally utilizing its available human and/or material resources to ensure
that the total receipt of the organization in terms of revenue exceeds its
total expenditure or payment. The role of human resources in an organization
cannot be over emphasized. The pre determined goals and objectives of an
organization cannot be accomplished in the absence of the positive morale and
total commitment of the human resources other wise known as employee’s. This commitment
and dedication is usually transformed into high level of productivity and
thereafter the actualization or realization of the corporate objective of the
organization.
It is pertinent to note here that the wealth of a
nation is hinged on human resources. Therefore, capital and natural resources
are passive factors of production while the active factors constitute the human
resources who accumulate capital, exploit natural resources (material
resources), build socio-economic and political organization and also carry
forward national development. This means that for an organization to progress
and the nation develop, the human resources base must be ultimately utilized
and/or managed. It should be noted that human factors of production and its
management is equally difficult considering its morale towards production.
According to Bottomore (2003), he stated that when
employee’s work under severe debilitating, unsafe and degrading
surrounding/environment for long hours and for a very poor remuneration/pay,
there arise a followership of suffering. This suffering if sustained produces a
brotherhood of understanding, which thereafter leads to class consciousness.
This class-consciousness culminated necessarily in service from employers,
which evolved into trade unionism. The pathetic and harsh environmental work
place which people are subjected to is not commensurable with their level of
Human Resource Performance.
It also brings about
greater productivity and the attainment of set goals objectives. A leader must
possess the following characteristics.
i.
He must be friendly with
his employees
ii.
He must be willing to
accept responsibilities.
iii.
He must be able to plan
for the future.
iv.
He must be socially
active by participating in group function etc.
When
leaders possesses some of these characteristics in dealing with their
employees, the researcher believe employees will work in harmony and peace
towards the attainment of organizational goals.
1.1 HISTORICAL BACKGROUND
Access Bank of Nigeria
Plc was established in 1917 as a colonial bank with its first branch in Lagos
in 1925. Barclays Bank acquired the colonial bank which resulted in change of
the bank’s naira to Earclays Bank (Dominil Colorial and Overseas). By the
enactment of the 1972 and 1977 in Nigeria enterprise promotion Act, Earclays
Bank International disposed its shares to Nigeria in 1979. In compliance with
the companies and Allied matter Act, 1990, it assumed the name Access Bank of
Nigeria Plc.
The Access Bank Plc,
Warri branch is headed by Benin City, and was established on Friday July, 24th
1998 by a representative of Delta State Government.
The bank was open with 7
(seven) staffs whom were Mr. Benson Almual, A.A. Akiu and Ologho as the first
customer.
The fundamental purpose
of the bank is to provide financial services. It provides shorts term loans to
business and customers in order to increase the grassroot economic and social
development for both individuals and organizations of rural and urban areas.
1.2 STATEMENT OF PROBLEM
One of the most and least understood variables of
management is leadership. For centuries, scholars have been speculating on the
nature of leadership. Only in the recent years have researchers conducted
systematic investigation that yield useful insights into dimension of leading
(Nwachukwu 2005). However, there is still an increasing difficulty to establish
the fact that leaders achieve the desired result at when needed. The quality of
leadership style shape the behaviour of their employee’s at all level. It tends
to evaluate their job and their organization according to the kind of
leaderships morale their bosses exhibit.
Theoretically, in appropriate usage some style of
leadership leads to employee’s negative morale to work, for instance,
absenteeism, conflicts, indifference to work ethics. All these are some of the
problems found out in the case study. Thus, it is therefore argued that to
achieve organizational predetermined goals that management should display good
leadership morale that could motivates the employee’s. But most organization
does not take this into practice which has become a problem.
The concept of effective
leadership style in stimulating employee’s job performance is primarily
concerned with mutual relationship between employees, leaders and the
willingness of employees to put in their best effort, so that the desire goal
of organization can be achieved.
However, poor leadership
style often leads to poor job performance as most leaders lack the managerial
power, as their emphasis are often towards forcing their will on employees.
Finance is another
problem encountered in effective leadership style. Inconsistency in government
policies also constitutes another problem to effective leadership style.
1.3 OBJECTIVE OF THE STUDY
The objectives of the
study are as follows:
1.
To identify the various
leadership styles and their impact on Human Resource performance.
2.
For people to understand
leadership process as an important phenomenon in an organization.
3.
To look at the problems
associated with leadership process in an organization and provide solution to
such problems by way of recommendation.
1.4 SIGNIFICANCE OF THE STUDY
i. This study is aimed at discovering the
content of effective leadership style on employees of Access Bank Plc Warri.
ii. It is intended to explore the kind or
relationship existing among leaders and employees with a view of correcting
disputes.
iii. The study will find ways of achieving the
best result in terms of services rendered to customers.
v.
The study also intend to
contribute to existing knowledge in the area of Human Resource performance and
enhance stimulating further studies on the topic, since improvements are made
everyday, that can lead to formulation of policies by the government.
1.5 RESEARCH QUESTIONS
i. Does leadership have any impact on Human Resource
performance?
ii. Do employees take part in decision making
process of the organization?
iii. Does inconsistency in government policies
affect leadership style?
iv. Do leaders have mutual relationship with
employees?
1.6 RESEARCH
HYPOTHESES
i. H0: Leadership style has no impact on Human Resource performance.
Hi: Leadership style has impact on Human Resource performance.
ii. H0: Employees do not take part in the decision making process.
Hi: Employees do take part in the decision making process.
iii. H0: Inconsistency in government policies does not affect the
leadership style.
Hi: Inconsistency in government policies does affect the
leadership style.
iv. H0: Leaders do not have mutual relationship with employees.
Hi: Leaders do have mutual relationship with employees.
1.7 SCOPE OF
THE STUDY
The
study covers an area of Delta State private sector, particularly, Access Bank
Plc, Warri.
It
is concern with the impact of effective leadership style in stimulating
employee’s job performance, for the advancement of organizational set goals.
1.8 LIMITATION
OF THE STUDY
In
the course of carrying out this study a lot of problems were encountered.
Financial
problem: the researcher was not financially fit and as a result, the researcher
could not find it easy in moving from one place to another.
Another
problem encountered was the inability to convince the management of the
organization that the aim of the research was merely for academic purpose. Some
management staff refused to disclose some fact and data useful for the study.
This also posed some problem in writing this project.
Also
some received the questionnaire but refused to fill them. A study of this
magnitude should not be limited to a short period of time.
1.9 DEFINITION
OF TERMS
i. Leader:
A leader is a person who directs the behaviour of group members and gives
instruction on how a task is to be done.
ii. Leadership:
Is the process of influencing the activities of organized group toward goal
setting and goal achievement.
iii. Employee:
Is a person employed to work under a leader and is being directed and organized
by a leader.
iv. Objective:
Is the aim an organization wants to achieve.
v. Organization:
This means two or more people getting together for a purpose.
vi.
Relationship:
The way two or more people are connected.
vii.
Cooperation:
The willingness to be helpful and do what you are asked to do.
viii. Managerial Power:
The power of directing Human Resource to work toward achievement of good.
ix.
Responsibility:
A duty placed on someone.
x.
Resources:
Materials need for the effective running of an organization which is either in
human or raw material form.
xi.
Productivity:
The rate at which a worker or company produces goods, and the amount produced.
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