TABLE OF CONTENTS
Title page
Certification
Dedication
Acknowledgement
Abstract
Table of Contents
CHAPTER ONE
1.0 Introduction
1.1 Background
of the Study
1.2 State
of the problem
1.3 Objective of the study
1.4 Research
Questions
1.5 Statement
of Research Hypothesis
1.6 Scope
of the Study
1.7 Significance
of the study
1.8 Definition
of term effectiveness
1.9 Historical
Background of Lagos State Water Corporation
CHAPTER TWO
3.0 Introduction
3.1 Literature
Review
3.2 Definition
of Leadership
3.3 Leadership
Qualities/Definition of a Leadership
3.4 Function
of Leadership
3.5 Types
of Leadership
3.6 Styles
of Leadership in an organization
3.7 Cotemporary
Trends in Leadership Studies
3.8 Concept of
Job Satisfaction of Performance
3.9 Importance
of Job Satisfaction
3.10 Determinants
of Job satisfaction
3.11 Leadership
Job Satisfaction and Job Performance
3.12 Theoretical
Frame Work
3.13 Threat Theory
3.14 Behavioural
Styles Theory
3.15 Contingency
and Situational Theories
3.16 Path-goal
Theory of Leadership
3.17 Theory of Job
Satisfaction
CHAPTER THREE
3.0 Research
Methodology
3.1 Research
Design
3.1.1 Population of
the Study
3.2 Sampling
Procedure
3.3 Data
Collection Instrument
3.4 Procedure of
Data Analysis
3.5 Limitation
of the Study
3.6 References
CHAPTER FOUR
4.0 Data
Presentation
4.1 Classification,
and characteristics of Respondents
4.2 Presentation
and analysis of Data according to research
4.3 Analysis of
Questionnaire Responses
4.4 Test of
Hypothesis
CHAPTER FIVE
5.0 Summary;
conclusion and recommendation
5.1 Summary
5.2 Conclusion.
5.3 Recommendation
5.4 Bibliography
5.5 Questionnaire
CHAPTER ONE
1.0 INTRODUCTION
This chapter provides a general
overview of the topic of this research study which is the effect of leadership
styles on job satisfaction and performance. This study is claimed at studding how the leadership styles
adopted by the management of an organization affect its employee's attitude at
work and their overall performance.
1.1 BACKGROUND
OF THE STUDY
There are two kinds of people that
make up an organization. The leaders and the led (or followers). The former are
saddled with the responsibility of getting things
done through the efforts of the latter. A leader can only lead his followers to
accomplish tasks to the extent to which he is able to motivate and influence
their actions and behaviours.
Irrespective of the style the
leadership adopts he is expected to give his followers (or members in his
group) reasons to remain committed and determined towards achieving group goals.
However there may be times where the task at hand and process of meeting group
goals appear difficult resulting to negative attitudes of employees about their jobs
and the goals to be achieve. Such negative attitude if prolonged may lead to
the group members been dissatisfied with their jobs. Also, the manner of which
the leader interacts with his subordinates could make them uncommitted and
poorly motivate. This is turn can affected their attitude towards their job.
Once an employee has a negative attitude towards his work, he will be less
concerned with group or organizational goals. A dissatisfied employee will record
poor performance at work. Therefore, it is the role of the leadership to ensure
that employees are satisfied at work so that they can altogether be highly motivated
to accomplished stated goals.
1.2 STATEMENT OF THE PROBLEM
Leadership in an organization has
been regarded as dynamic (Cole, 2004). This means that there is no one best way
of leading people. The leadership style adopted by an organization be it
democratic, autocratic or lesser fare, does not count. The most important thing
is that the leadership in an organization should be able to influence
follower's behaviours and actions so as to achieve organizational objectives.
Weihrich and Koontz (2005) stated
that the essence of leadership is fellowship in other words; it is the
willingness of people to follow those whom they see as providing a means achieving their own desires, wants and needs. This
means that a leader should inspire commitment and loyalty of his follows by
making them happy at job situations, which is what job satisfaction is all about.
Leadership and motivation are closely
related. By understanding motivation, one can appreciate better what the people
want and why they act as they do. Leaders may not only respond to subordinates
motivation but also heighten or lessen them by means of the work climate they
create.
Hence, this study examines problems
in work place that relates to leadership, job satisfaction and performance. It
also aims to proffer solution on reconciling these forces.
1.3 OBJECTIVES OF THE STUDY
The major objective of this study is
to examine the relationship between leadership and job satisfaction and
performance in an organization. The specific-objectives of this study are:
1. To examine the extent to which leadership
styles adopted by an organization affects employees job performance.
2. To examine the significant difference
change of leadership styles and organizational efficiency and effectiveness.
3. To identify the relationship between job
satisfaction and job performance of organizational workers.
4. To determine if directive leadership is
more effective than participative leadership on organization performance.
1.4 RESEARCH QUESTIONS
The following research questions
would be examined with a view to providing answer to them.
1. What is the
relationship between leadership style and job satisfaction and performance?
2. To what extent can the leadership style
affect employees' productivity in an organization
3. What is the significant difference in the
change of leadership styles on organizational efficiency and effectiveness?
4. What is the
relationship between job satisfaction and job performance of organizational
workers?
5. Is participative leadership more
effective than directive leadership on organization performance?
1.5 STATEMENT OF HYPOTHESES
The following research hypotheses
will be tested in this research work.
HYPOTHESIS ONE
H0: There is
no relationship between leadership style and job satisfaction and performance.
Hl: There is
positive relationship between leadership style and job satisfaction and
performance.
HYPOTHESIS TWO
H0: Leadership
style has no effect on employees' productivity level in an organization
Hl: Leadership
style has positive effect on employees' productivity level in an organization
HYPOTHESIS THREE
H0: There is no
significant difference in the change of leadership styles organizational
efficiency and effectiveness.
H1: There is significant difference in the
change of leadership styles on organizational efficiency and effectiveness.
HYPOTHESIS FOUR
H0: There is
no relationship between job satisfaction and job performance of organizational
workers.
H1: There is positive relationship
between job satisfaction and job performance
of organizational workers
HYPOTHESIS FIVE
H0: Participative
leadership is less effective than directive
leadership on organization performance.
H1: Participate leadership is more
effective than directive leadership on organization performance.
1.6 SCOPE OF THE STUDY
The study focuses on the effect of
leadership style on job satisfaction and performance in an organization. There
are various types of leadership styles ranging from autocratic, democratic and
lasses faire to more detailed one like directive leadership, supportive
leadership, participative leadership, etc.
This study focuses on autocratic and
democratic leadership which can also pass for directive and participative
leadership respectively. The democratic or participative style is one in which
both the leader and his subordinates jointly
make decisions takes to achieve group
goal on the other hand, the autocratic or directive leadership style is one in
which the leader unilaterally makes decision while his subordinates just
follows instruction.
Job satisfaction is a concept that
have been viewed from many perspective while some see it as the positive
attitude of workers towards job others view it as both positive and negative
attitude of workers concerning their jobs for the purpose of this study, job satisfaction is the positive feelings a
behaviours and attitude workers have towards works.
Job performance in this study refers
to the outcome of the effort a person put into his job such outcome could be
below or even surpass the standard when his job outcome is above the set in the
organization he can be said to have achieved high performance and vice versa.
1.7 SIGNIFICANCE OF THE STUDY
Firstly, this study is expected to
contribute to the body of knowledge on the study of leadership in an
organization.
Secondly, this study will be
beneficial to state holders in the academic circle whose preoccupation has been
pointed on the study of management and administration of organizations.
Leadership have been pointed out as an essential part of management and
administration. Hence it will benefit students and scholars of the management
and administration.
Thirdly, this study will be of great
benefit to practicing managers and administrators of organizations. Whether the
stators of organization is big or small, simple or complex, public or private,
profit making or nonprofit making, they require the role or leadership to
influence people behaviours and actions so as to achieve stated goals.
Lastly, this study will be great
worth to the nation as a whole. Any group of people that come together to
achieve some goals directly or indirectly constitutes an organization. Hence,
an organization could be a football club, as school, government establishment,
a business firm, or even nation most social commentators have attributed the
problem of Nigeria to that of leadership with some conceptual and theoretical
issues discussed on leadership, this study will be beneficial to the leaders of
the nation.
1.8 DEFINITION OF TERMS
EFFECTIVENESS
Some of the terms that will feature frequently
or producing the results required and at the night time. It is the ability to
use the right resources to achieve the right objectives at the right time.
EFFICIENCY: This is the ability
reduce cost and waste to be barest minimum while at the same time achieving the
state foals and objectives.
INFLUENCE: This is the ability of
a person to directly or indirectly cause another person to do something he
would not want to do of his own will.
JOB PERFORMANCE: This is the outcome
or result of the effort a person puts into his job in other to carry out some
task.
JOB SATISFACTION: This is the positive
feelings behaviours and attitude of a worker concerning his job.
LEADERSHIP
ORIENTATION: This is the mind set or ideology which a person
adopts to lead a group of people.
LEADERSHIP STYLE: This is the method or
approach with which a leader uses to influence the actions and behaviours of his subordinates.
LEADERSHIP: This refers to two
meanings firstly, it refers to the people who lead in an organization.
Secondly, it refers to the process of influencing people's actions and
behaviours so as to achieve group or organizational goals.
MANAGEMENT: This is refers to two
meanings firstly, it refers to the person in the organization who manages all
the resources. Secondly it refers to the process. of planning organizing motivating'
and controlling organizational resources so as to achieve stated goals.
MOTIVATION: This is a force which
propels people to act in ways which they see as benefiting to their needs and
aspirations.
ORGANIZATION: This is a group of
people who come together and work towards accomplishment of common goals
SUBORDINATE:. This is person who is
below another person in the organization all hierarchy.
TOP-BOTTOM: This is a term used
to refer to an approach or a method of doing something through the point of
views of those at the top of the organization, the opposite is bottom top which
requires doing things from the point of
view of people at the lower positions
in an organization.
1.9 ORGANIZATION OF STUDY
In line with the general format, this
study has five chapters. They include the following:
i. INTRODUCTION:
This is the chapter one of the study. This
chapter gives a general overview of
the topic of this study. It also states. The problem of the study other
aspect of this chapter is the statement of the research objectives questions
and hypothesis. The scope and significance of the study as well as the
definition of terms and the organization of study are all within chapter one.
ii.
REVIEW OF RELATED LITERATURE: This is chapter two of this study this chapter lays the
conceptual and theoretical basis of this study.
iii. METHODOLOGY: This is chapter three of this study.
This chapter present, the methods of analysis and procedure to be vise in the
field work of this study. The research design, population of the study, the
sample size and sampling techniques will also be determined. Also the data
collection instrument, how it will be administered and the method of data
analysis will also be discussed in this chapter.
iv.
DATA PRESENTATION ANALYSIS AND INTERPRETATION: This is chapter four of this study.
The data collected from the research subjects of this study will be analyzed in
this chapter with a view to providing answers to the research questions and
testing the research hypothesis of this study.
v. SUMMARY OF FINDING, CONCLUSIONS AND RECOMMENDATIONS:
This is chapter five of this study,
and it represents the concluding part of this research work within this chapter
the finding from the analysis of the data supplied by the respondents would be
summarized conclusions on the findings would be made and the way forward will
be recommended.
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