ABSTRACT
The setting of organizational goals
is the beginning of a great task to be performed in the face of intense
competition in a complex business environment. This may not be attained except
the organization is headed by a sui generis gem. The study looked into
Innovative Leadership as an Effective Tool in Achieving Organizational Goals, a
study of Lagos State Ministry of Works and Infrastructure, as a way of
examining the leadership and management needs of an organization. A sample of
hundred respondents were drawn from the population using simple random sampling
technique and percentages, statistical table and chi square were used to
present and analyze the data and test the hypotheses respectively. The result
revealed that there is significant relationship between innovative leadership
and setting of organizational goals, innovative leadership influences teamwork,
there is a significant relationship between innovative leadership and good
management and innovative leaders are result oriented. The researcher thus
recommends that organizations should embark on regular training and development
programmes to help their employees improve their competence, they should put in
place internal environment that encourages performance and leaders should not
be domineering but influencing.
TABLE OF CONTENT
Pages
TITLE 1
ABSTRACT 2
TABLE
OF CONTENT 3
CHAPTER ONE: INTRODUCTION
1.1 Background of the study 5
1.2 Statement of the problem 7
1.3 Objectives of the study 7
1.4 Research questions 8
1.5 Research hypotheses 8
1.6 Significance of the study 8
1.7 Scope of the study 9
1.8 Limitation of the study 9
1.9 Definition of terms 9
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 10
2.2 The concept of leadership 11
2.3 Emergence of a leader and legitimacy 13
2.4 A leader and a manager distinguished 14
2.5 The importance of leaders in the
innovation process 15
2.6 Attitudinal ingredients of leadership 17
2.7 Effective innovative leadership 18
2.8 Sources of leadership power 19
2.9 Leadership qualities 21
2.10 Basic factors of leadership 22
2.11 Types of leadership styles 23
2.12 Theories of leadership 25
2.13 Leadership, culture and goals 26
2.14 Influence of leadership on teamwork 27
2.15 Alignment of leaders 29
CHAPTER THREE: RESEARCH METHODS
3.0 Introduction 31
3.1 Restatement of research questions 31
3.2 Restatement of research hypotheses 31
3.3 Research design 32
3.4 Population of the study 32
3.5 Sample and sampling techniques 32
3.6 Data collection instrument 32
3.7 Administration of data collection
instrument 33
3.8 Method of data analysis 33
3.9 Decision rule 34
3.10 Limitation of the methods 34
CHAPTER FOUR: DATA PRESENTATION,
ANALYSIS AND INTERPRETATION
4.0 Introduction 35
4.1 Respondents’ characteristics and
classification 35
4.2 Presentation and analysis of data
according to Research questions 38
4.3 Presentation and analysis of data according
to test of hypotheses 47
4.4 Discussion of findings 56
CHAPTER FIVE: SUMMARY, CONCLUSIONS AND
RECOMMENDATIONS
5.0 Introduction 58
5.1 Summary of findings 58
5.2 Conclusions 59
5.3 Recommendations 59
5.4 Suggestions for further studies 61
REFERENCE 62
QUESTIONNAIRE 64
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Innovative leadership is an essential
element of effective tool in achieving organizational goals. Without developing
the necessary leadership attitudes and skills, it is impossible to manage
subordinates effectively. From a managerial stand point, innovative leadership
is the process of influencing others toward the accomplishment of goals
(Agarwal cited in Yalokwu 2006). Through innovative leadership, employees can
be induced in a less threatening and acceptable way to contribute their optimum
to the achievement of organizational goals.
Innovative
leadership is simply the art of influencing others to direct their will,
abilities and efforts to the achievement of a leader’s goals. In the context of
organizations, innovative leadership lies in influencing individuals and groups
effort toward the optimum achievement of organizational goals. The human
relations movement, beginning with the Hawthorne studies in the early thirties,
focused on the important role of employee motivation and group norms for
organizational goals. This led to the recognition of leadership effectiveness
as an effective tool in achieving organizational goals. It is therefore,
managers in their leadership roles who have the capacity to stimulate and
inspire employees to contribute willingly, co-operatively and zealously to the
optimum achievement of organizational goals. Innovative leadership gives directions
to the efforts of all workers in accomplishing organizational goals. Hence,
innovative leadership is indispensable if an organization is to be successful.
Every individual has some dreams and goals
for his/her betterment, improvement or successful future. But unfortunately
only having dreams and goals is not sufficient. We need to take practical steps
and actions to get them in a better way and these steps and actions demand
different kind of knowledge, skills and talent to become successful.
Likewise,
in order to get high level of long term success and sustainability
organizations need to take some practical steps. While talking about these
practical steps for organizations, scholars and researchers agree that
organizations need to accept, adopt and implement goals in their business model
according to goals trends, technologies, customer preferences and future
concerns. Many authors wrote massively in this area. At the one end, organizational
goals are a demand of time to remain successful in organization (Caetano,
1999).
Boston,
at the other end claims that organizational goals are important for long term
success and survival of an organization. There are possibilities for
organizations to lose their repute and market share if they do not prepare
themselves according to rapidly goals circumstance and situations (Boston, 2000). Scholars
and researchers also agree on the point that innovative leadership is very
important while managing organizations or addressing the issue of
organizational goals. Innovative leadership is a key while the issue of
organizational goals and effective leader can bring innovative change for an
organization (Kennedy, 2000). In their book “organizational goals”, Senior and
Fleming discuss the role of leadership and claim that a leader is a goal agent
who can take initiative and bring goals for organization (Senior and Fleming,
2006).
Knowing
the importance and implication of organizational goals and admitting that
organizational goals is the demand of a time, for sustainable success and
leader/leadership can play a pivotal role in formulating and implementing these
goals, by deciding the desired form of an organization and taking the practical
steps which are needed for the process. The next obvious question which one can
have is ‘what kind of leadership is needed for innovative organizational goals?’
At the point where the authors agrees and accept that the role of a leader is
crucial for managing organizational goals, at the same point is very complex
and challenging. A competent and innovative leadership is required to manage
the situation. Gruban, (2003) highlights that leadership competencies have a
great relationship with successful organizational goal and a competent leader
may prove more innovative in managing the goal process successfully.
Bennis,
(1987) also acknowledges the special qualities and characteristics are required
from a leader to derive successful organizational goals.
1.2 STATEMENT
OF THE PROBLEM
Effective
leadership is, no doubt, an essential ingredient, an indispensable element in
any result oriented organization. Hicks and Gullet (1976) as cited in
Peretomode and Peretomode (2005) in their work titled Human Resource
Management, supported this view when they noted that the successful,
result-oriented organization has a major attribute that distinguishes it from
an unsuccessful organization, and that is, dynamic and effective leadership,
call it resourceful leadership. Organizational performance is thus related to the
quality of leaders possessed by it. However, some factors may frustrate the
efforts of a good leader and make him seem non-effective and efficient. The
internal and external environment a leader finds himself has a great deal of
impact on his performance. While an averagely competent leader in a fair
environment may perform very well, a better leader in a very challenging
environment may perform less, especially if not given enough time to understand
the environment and identify the organizations major constraint, weakness and
strength in that environment. This makes
the modality for recognizing good leaders in different fields of business and
their leadership quality difficult. This research work is aimed at looking
critically into this, and proffering solutions so that the line of problems
that may arise from inability to recognize competent leaders will be minimized.
1.3 OBJECTIVES
OF THE STUDY
1.
The aim of the study is to assess the
effect of innovative leadership on organizational goals.
2.
To examine the effect of innovative
leadership in achieving organizational goals.
3.
To examine the effective tools needed to
achieve organizational goals.
4.
To examine the relationship between
innovative leadership and good management
5.
To make appropriate suggestion.
1.4 RESEARCH
QUESTIONS
1. Is
there any relationship between innovative leadership and organizational goals?
2. Does
innovative leadership influence teamwork?
3. Is
there a relationship between innovative leadership and good management?
4. Is
innovative leadership result oriented?
1.5 RESEARCH
HYPOTHESES
The
statement of hypotheses is as follows:
1. H0: There is no relationship between
innovative leadership and setting of
organizational goals.
H1: There is a significant relationship
between innovative leadership and setting of organizational goals.
2. H0: Innovative leadership does not influence
teamwork.
H1: Innovative leadership influences teamwork.
3. H0: There is no relationship between
innovative leadership and good
management.
H1: There is a significant relationship
between innovative leadership and good management.
4. H0: Innovative leadership is not result
oriented.
H1: Innovative leadership is result oriented.
1.6 SIGNIFICANCE
OF THE STUDY
The result of this study will produce
basis for the explanation of the importance, usefulness and the effect of
innovative leadership on any given organization.
The
result will be useful to leaders in both public and private organization or
better still to government officials and policy makers on how to manage
organizations to achieve the objectives of the given organization. The findings
of this study will help other researchers in their work on innovative
leadership and its effects on organizational goals.
1.7 SCOPE
OF THE STUDY
A study of this nature, which has a deal
on innovative leadership as an effective tool in achieving organizational goals
will only be viewed at a particular sector.
This
work would have been made to span Lagos
State, but due to time,
finance, scarcity of literature and other relevant data on the subject matter,
it would cover Lagos State Ministry of Works and Infrastructure as a case study.
1.8 LIMITATION
OF THE STUDY
The study was faced with the suggested
problems in the course of the project:
i.
Fear on the part of junior staff to release
needed data.
ii.
Inability to reach senior staff to attain
data not retrievable from junior staff.
iii.
Time and finance, no doubt, constitute some
constraints to every project and this one is not an exception.
1.9 DEFINITION
OF TERMS
The terms used in this research are;
INNOVATION:
Is generally understood as the successful introduction of a better thing or
method. It is the embodiment, combination, or synthesis of knowledge in
original, relevant, valued new products, process, or services.
LEADERSHIP:
is simply the art of influencing others to direct their will, abilities and
efforts to the achievement of a leader’s goal.
ORGANIZATION:
The term organization is a very broad term and can be described in multiple
ways. Traditionally an organization is intentionally designed social unit that
consists of a team or a group of people that work together for the benefits of
an organization on a continuous basis to get the organizational targets and
goals.
TOOL:
A thing that help you to do your job or to achieve or to relate to individuals,
team-level assessments, private companies from the smallest to the largest.
EFFECTIVE:
Producing the result that is needed or wanted to produce a successful result.
GOALS:
Is the ability of an organization to achieve a goals or targets.
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