Leadership
style is a determinant of the success or failure of any organization (Bass,
1999). A leader is person who influences, directs and motivates others to
perform specific tasks and also inspire his subordinates for efficient
performance towards the accomplishment of the stated corporate objectives
(Sashkin, 2006). Leadership style is the manner and approach of providing direction,
implementing plans and motivating people.
According
to Ngambi (2010) and Ngambi (2011) cited in Jeremy (2011), Leadership is a
process of influencing other’s commitment towards realizing their full,
potential in achieving a value-added, shared vision, with passion and
integrity. The nature of this influence is such that the members of the
organization voluntarily with each other in order to achieve the objectives
which the leader has set for each member, as well as for the group. The
relationships between the leader and employees, as well as the quality of
employees’ performance, are significantly influenced by the leadership style
adopted by the leader (Jeremy, 2011).
Leadership
style in an organization is one of the factors that plat significant role in
enhancing or retarding the interest and commitment of the individuals the
organization (Obiwuru, 2011). According to Michael (2011) Leadership has a
direct cause and effect relationship upon organizations and their success.
Leaders determine values, culture, change tolerance and employee motivation.
They shape institutional strategies including their execution and
effectiveness. Leaders can appear at any level of an institution and are not
exclusive to management. Successful leaders do, however have one thing in
common. They influence those around them in order to reap maximum benefit from
the organization’s resources.
Leadership
style is viewed as the combination of traits, characteristics, skills, and
behaviours that leaders use when interacting with their subordinates (Marturano
and Goshing, 2008). Flippo and Musinger (2009) see leadership as a pattern of
managerial behviaour designed to integrate personal or organizational interest
and effect, in pursuit of some objectives. Fielder (1969) postulates that
leadership style refers to a kind or relationship whereby someone uses his ways
and methods to make many people work together for a common task.
In modern leadership theories, five leadership
style have been presented including, transformational leadership, transactional
leadership, Charismatic leadership style, culture-based leadership and
visionary leadership style (Yuki, 2014, Sashkin, 2006). Trannenbanum and
Schmidt (1958) also identify four different of leadership which have been most
widely accepted and used. These leadership styles, centers on McGregor’s Theory
‘X and Y’ assumptions and are: democratic, autocratic, dictatorial and laissez
fair leadership styles.
Leadership
styles have diverse effect on various such as flexibility, standards, rewards,
clarity and commitment and in some cases on organizational climates as the
behaviour of the leader produce motivation mechanisms which have effect on the
conduct of individual’s performance in the organization (Shamir, 2012). Thus,
the essence of leadership is followership. Effective leadership is the extent
to which a leader constantly and progressively leads and direct his followers,
towards organizational performance.
However,
swift changes in the business environment, organization structure, technology
and lifestyle are introducing a considerable rethinking of leadership
development, Leadership concerns the ability to influence the behaviour of
others to move in accordance with the desire of the leader and pursuit of goals
(low and Jiang, 2014). In several instances, people use the term “Manager” and
leader in the same context. Therefore, a clear difference should be recognized
between leadership and management and more specifically, leaders and managers.
Mowson (2011) believes that leaders may not excel at management and what is
more often the case, managers do not necessarily make great leaders.
Our
the years, scholars and researchers have been unanimous on the most appropriate
style of leadership in organization and these has led to the formulation of
several, theories that could bring about organizational efficiency and
effectiveness.
Though
some scholars have argued that no particular leadership style in the best, the
level of participation of workers in the decision that affect them or the
organization as a whole will spur them to better commitment to the realization
of set goals. Comparatively, participation provides outstanding long-term
results which are by no means far better than effective short term results. The
present study contribute to the literature on leaders by examining the
effectiveness of leadership style on employee’s productivity in government
establishments with the focus on Ebonyi State Ministry of Finance, Abakaliki.
Ebonyi state Ministry of
Finance and Economic development was created as soon as the state was created
in 1996 during the late General Sanni Abacha’s regime with Mr. Oko Udo Oko and
Mrs. Ngozi Nwankwo as the pioneer commissioner and accountant general
respectively. Dr. Ekuma Nkama is the current political Head of the ministry.
The Ministry of finance
and Economic Development is a service ministry in Ebonyi State.
The ministry is charged with the enormous responsibilities and functions of
overseeing the financial and development policies and objectives of the state
Government. The vision of the Ministry is the integration and implementation of
fiscal and developmental policies and programmes of the state.
The
problem of decrease output, low performance and decayedness in the operation of
public establishments in Nigeria
often call one into questioning the type of leadership in our government
establishments. Ebonyi
State ministry of finance
is not exempted from the problems of poor performance of employees, absentism,
a lateness to work and other vices often seen in public sector organizations Nigeria.
Moreover,
interest in transforming the public sector is expected to help remedy the
situation in public sector as leadership and leadership styles are seen as the
key elements that made private companies more effective than the public sector.
Another problem affecting
leadership style in public sector is the competence of the leaders appointed.
In most cases, some of their appointments lack merits. What becomes of such
organization is having competence leaders who lack the abilities and capacities
to use the appropriate leadership style to lead the members to attain the
organization’s set goals or objectives. Thus, what are usually found in some of
these organizations are “round pegs in a square holes” rather than “round pegs
in round holes”. Once this situation arises, there will be utterances in the
way such leaders behave or administer the organization and these will in-turn
affect employees’ morale, commitment and productivity and most importantly, the
attainment of the organization’s set goals.
The present study on these backdrops examines
the influence of leadership style on employees’ performance in government
establishments with particular reference to Ebonyi State
ministry of finance Abakaliki.
The
main objective of the study is to examine the influence of leadership style on
employee’s performance in government establishments.
The
specific objectives are:
(a)
To determine the relationship between
democratic leadership style and employees’ performance in government
establishments.
(b)
To determine the relationship between
autocratic leadership style and employee’s performance in government
establishments.
The
following research questions were formulated to guide to study:
(i)
How effective is the democratic style of
leadership in enhancing employee’s performance in government establishments?
(ii)
How does autocratic leadership style
affect employee’s performance in government establishments?
The
null and alternative hypothesis were formulated to guide the study:
1. Ho:
democratic leadership style has no significant influence on employee’s
performance.
Hi:
Democratic leadership style has significant influence on employee’s performance
in government establishments.
2. Ho:
autocratic leadership style has no significant influence on employee’s
performance.
Hi:
autocratic leadership style has significant influence on employee’s performance
in government establishments.
The finding of the study will be of immense
benefit to:
(a)
The government: The findings of the study
will be of benefit to the government because it will guide them in appointment
of managers and directors to man public institutions and establishments.
(b)
The managers: The findings of the study
will be of great benefit to managers because it will reveal to them reasons for
poor performance and low productivity and the need to seek alternative
management or leadership style for better performance and achievement of the
set organizational objectives.
(c)
Future researchers: The findings of the
study will be of benefit to researchers who may wish to conduct a study on who
may wish to conduct a study on this subject matter (Topic) in the future time.
This is because the present study will serve as reference point to those
researchers.
(d)
The Researcher: The findings of the study
will be of immense benefit to the researcher because it will help in widening
my educational horizon.
The
study examines the influence of leadership style on employee’s performance in
government establishments; with particular reference to Ebonyi State Ministry
of finance, Abakaliki. The content scope covers leadership style and employee’s
performance while the geographical scope is Abakaliki, Ebonyi
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