TABLE OF CONTENTS
CHAPTER ONE
1.0 INTRODUCTION
1.1 STATEMENT
OF PROBLEMS
1.2 STATEMENT OF HYPOTHESIS
1.3 OBJECTIVE OF THE STUDY
1.4 SIGNIFICANCE
OF THE STUDY
1.5 SCOPE
OF STUDY
1.6 AREA
OF STUDY
1.7 DEFINITION
OF TERMS
REFERENCES
CHAPTER TWO
LITERATURE REVIEW AND THEORETICAL
FRAMEWORK
LITERATURE REVIEW
2.1.2 LEADERSHIP
2.1.3 LEADERSHIP
AND EMPLOYEE PERFORMANCE
2.1.4 LEADERSHIP
STYLES
2.1.5 THE
AUTOCRATIC LEADERSHIP STYLE
2.1.6. PARTICIPATIVE
LEADERSHIP STYLE
2.1.7
LAISSEZ
FAIRE LEADERSHIP STYLE
2.2.1 THEORETICAL
FRAMEWORK
2.2.2 THE
GREAT MAN APPROACH
2.2.3
THE
TRAIT APPROACH
2.2.4
THE
LEADER BEHAVIOUR APPROACH
2.2.5 THE
OHIO STATE
UNIVERSITY STUDY
2.2.5
THE UNIVERSITY OF MICHIGAN STUDIES
2.2.7 THE
MANAGERIAL GRID
2.2.8 CONTINGENCY
THEORY
2.2.9 SITUATIONAL
LEADERSHIP MODEL
2.2.10
THE
LEADERSHIP CONTINGENCY THEORY
2.2.11
PATH-GOAL
MODEL
REFERENCES
CHAPTER THREE
3.1
RESEARCH
METHODOLOGY
3.2 METHOD
OF STUDY
3.3 INSTRUMENT
OF STUDY
3.4 QUESTIONNAIRE
ASSUMPTION
3.5
ADMINISTERING
THE QUESTIONNAIRE
3.6 RELIABILITY
OF DATA
3.7 VALIDITY
OF QUESTIONNAIRE
3.8
METHOD
OF DATA ANALYSIS
3.4 PROBLEMS
ENCOUNTERED
REFERENCES
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1
DEMOGRAPHIC
CHARACTERIZING OF THE RESPONDENTS
4.2 Respondents
Responses to questions and Data Analysis
CHAPTER FIVE
5.0 TESTING OF HYPOTHESIS, CONCLUSION, SUMMARY
AND RECOMMENDATION
5.1 TESTING
OF HYPOTHESIS
5.2 CONCLUSION
5.3 SUMMARY
SUMMARY OF THE FINDINGS
5.4 RECOMMENDATION
REFERENCES
QUESTIONNAIRE
CHAPTER ONE
1.0 INTRODUCTION
The
main objective of any purposeful organisation is that of achieving its
corporate goals. The accomplishment of
this objective depends to a large extent on how the organisation manages its
4ms of management which are Man, Machinery, Material and Money.
The
‘man’ that is arm of the 4ms refers to people that are to work towards the
realization of the organizational objectives.
Among this people, there should be some selected few, who will manage
and lead the others. A manager is a
leader, consequently, In psychological study, a leader is usually defined in
terms of the group he leads, he is the person who manages, direct and controls
the activities of the group so that the purpose of the group are achieved.
Leadership
in a broader term is then defined as the process of influencing people so that
they will strive willingly towards the achievement of group goals.
To
lead is to manage, guide, conduct, direct and precede, indeed the ability to lead
effectively is one of the requirement of being an effective manager.
Job
performance to any manufacturing concern is a major requirement to
survival. If the employees are not well
co-ordinated, motivated, guided and controlled, they may work at about 50 at 60
percent of capacity, which is just enough to satisfy the requirement for
holding job.
However,
to achieve maximum efficiency in their job performance, the manager must induce
devoted response on the part of subordinates by exercising appropriate
leadership style.
The
importance of managerial leadership styles cannot be overemphasized, since its
appropriateness will affect to a large extent the overall success of the
concern. Types of managerial leadership
styles has been identified to include: free-reign managerial leadership style,
Democratic managerial leadership style and Authocratic, Managerial leadership
style.
These
managerial leadership styles has varying and distinctive characteristics. Thus the purpose of this research work is to
critically examine the effects of these managerial leadership styles on the job
performance of the employees.
1.1 STATEMENT
OF PROBLEMS
The
human resource of any organisation determines to a large extent, its success or
failure and as such, its management and efficiency should be a major concern of
this management.
However,
it is a fact that most managers in business organisation finds it extremely
hard to effectively lead the workers under them and to motivate them into putting
in their best in their job performances.
This problems arises majorly due to the leadership style adopted by
these managers. Most managers cannot
design the appropriateness of a particular managerial style, given a particular
situation in achieving organizational objectives in terms of productivity. Some of these problems are highlighted below.
(1) Poor Communication: Communication has
been regarded as the major element of interaction in a society, default in
communication system will bring about poor interaction and as well, it is the
life wire of every society.
Consequently,
communication in an organisation will froster the relationship between the
superior and subordinate in the organisation.
Meanwhile, a manager could only effective in his leadership roles only
with effective flow of communication as poor communication has been regarded as
a problem of leadership responsibility, which in turn affects job performance.
(2) Poor Managerial Perception:- Job
performance can only be enhanced, if leaders can understand employee
indifferences within the organisation, which will thus enhance effective
motivation strategy. The failure on the
part of a manager to identify the needs of employees so as to known, when and
how to motivate them for effective job performance makes the leadership
responsibility of such managers to be very poor and this will be a very big
problem in achieving organizational goals and objectives. It could also lead to high rate of job dissatisfaction,
absentism, lateness and high labour turnover among others.
1.2 STATEMENT OF HYPOTHESIS
The
statement of hypothesis shall be as follows.
(1) That
the managerial leadership style is likely to affect the job performance of the
employees.
(2) That
the extent to which the employers feel satisfied is probably depended on the
managerial style.
(3) That
the managerial style adopted will likely depend on the type of goal setting.
(4) That
the managerial style is likely dependent on the situation.
1.3 OBJECTIVE OF THE STUDY
The
objective of the research study will be as follows:
(1)
To examine the managerial leadership style in
Acra contractors company Lagos
and how it has helped the organisation to achieve its objectives.
(2)
To know the other factors affecting the job
performance in Aero contractors company Lagos.
(3)
To examine the extent to which the managerial
leadership style has been able to contribute to industrial peace and harmony at
Aero contractors company Lagos
and how this how helped to bring about increase in productivity.
(4)
To recommend a managerial style, if necessary
to Aero contractors company Lagos. It is hoped it will help the organisation to
achieve its objectives.
1.4 SIGNIFICANCE
OF THE STUDY
The
study is aimed at discovering the effect of managerial styles on employee performance
in Aero contractors company.
It
will also explore the land of relationship existing between the leaders and
subordinates with a view of correcting lapses.
The
study will also find ways of achieving the best result in terms of
productivity, efficiency and profitability from the work force.
Furthermore,
the research work will find ways of maintaining an acceptable and conducive atmosphere
at the work place and reduce tension and industrial interest. Employee performance is absolutely important
for an organisation to survive the global competitiveness and to achieve this, managerial
styles are necessary for the employees to perform up to expectation.
Since
managerial style is a key determinant of certain work behavioural pattern, this
study will have to highlight its basic impact on the employees, organisation
and general economy.
The
study will contribute to existing knowing in the area of managerial styles and
hence stimulate further studies or research on these topic since improvement
are made every day.
1.5 SCOPE
OF STUDY
This
study is about the effect of managerial leadership style on the job performance
of employees, which are subordinates of Aero contractors company Lagos.
The
research will try to critically examine the effect of these managerial
leadership styles and how it has affected the job performance of the employees
and the organisation at large.
1.6 AREA
OF STUDY
Aero
contractors company of Nigeria was formed in 1959. It is wholly owned subsidiary of Schreiner
Airways B. V. of the Netherlands. In 1973, the Nigerian Oteri holding became
the exclusive partner with on 40% stake in Aero contractors of Nigeria and this
grew into a 60% ownership stake in 1976, anticipating the requirement of the
Nigeria indigenization decree.
Schreiner
is currently the managing partner and the specific management responsibilities
are defined through a shareholders agreement contract. Schreiner is thereby responsible for the
day-to-day management of the company.
The
company started in 1959 as an air charter operator for the embryo oil industry
in Nigeria, particularly in the Warri Escravos area.
From
these early beginnings contracts were given to the company to supply
helicopters and air charter services to Nigerian Agip Oil Company, ELF
(Nigeria) Ltd and Texaco Oil petroleum Company Nigeria Ltd. The helicopter supplied provided offshore and
swamp communication whilst the air plan formed the link between Warri, Port Harcourt and Lagos. Today, Aero contractors operates both rotar
and fixed wing services to major oil and gas companies and supporting
industries working in Nigeria and the West African region.
Aero
contractors has a staff strength of about 945 employees with specialized skills
in different professions. To keep up
with the global competition, the company has a policy of training its staff
effectively both locally and abroad.
1.7 DEFINITION
OF TERMS
(1) Control:
It is the ability to manage or direct.
(2) Co-ordinate: The integration of the activities of
separate parts to accomplish a common goal.
(3) Job Performance: The act and state of
performance a job.
(4) Leadership:- It is the ability to lead
or the post or function of a leader.
(5) Management:- It is the process of
planning organizing, leading and controlling the works of organisation members
and of using organizational resources to reach stated organizational goal.
(6) Motivation:
It is an act or incentive given to workers in order to work
effectively and efficiently.
(7) Organisation: An act of condition of
being organized as a body of persons arranged in a system to work and
accomplish task as a team.
(8) Subordinate: It is a junior rank or
position, which is less important working under the supervision of a person.
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