ABSTRACT
This study examines the impact of leadership style on
employee performance in a public sector organization. It is an intensive
research work on the assessment of the impact of leadership style on employee
performance. It adopted a descriptive research design to elicit data. 100
participants were selected using the simple random technique from the staff of
Nigeria aviation handling company. Questionnaires were used as the instrument
for the study and the collected data were statically analyzed with the simple
percentage. The findings revealed that there is significant relationship
between management and leadership correlation concepts in the organizational
behaviour. It was also observed that the kind of leadership styles adopted are
useful to improving and empowering organizational productivity of the public
sector.
Finally, we observed in the research work that effective
leadership style and participation is imperative towards organizational
productivity.
TABLE OF CONTENTS
CHAPTER
ONE: INTRODUCTION
1.0 Background of
the Study
1.2 Statement of
the Problem
1.3 Objectives of
the Study
1.4 Research
Questions
1.5 Statement of
Hypothesis
1.6 Significance
of the Study
1.7 Scope/Limitation
of the Study
1.8 Definition of
Terms
1.9 Organization
of the Study
CHAPTER
TWO: LITERATURE REVIEW
2.0 Introduction
2.1 Historical
Background of the Study
2.2 Conceptual
Clarification
2.3 Attitudinal
Ingredients of Leadership
2.4 Leadership
Qualities
2.5 Types of
Leadership
2.5.1 Bureaucratic
Leadership
2.5.2 Democratic Leadership
2.5.3 Intellectual leadership
2.5.4 Job and Production
Centered Leadership
2.5.5 Leadership Functions
2.5.6 Sources of
Leadership Influence
2.6 Leadership
Styles
2.7 Selecting a
Leadership Style
2.8 Leadership Style
and Employee Performance
2.9 Other Managerial
Variables that can help Motivates
Employees other than Effective Leadership Style
2.10 Theoretical
Framework
2.11 Summary of the
Chapter
CHAPTER
THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 RE-Statement
of Research Questions and Hypothesis
3.1.1 Re-Statement of
Research Questions
3.1.2 Re-Statement of
Research Hypothesis
3.2 Research
Design
3.3 Population of
Study
3.4 Sample and
Sampling Procedures
3.5 Data
Collection Instrument
3.6 Administration
of Data Collection Instrument,
Data Collection Procedure
3.7 Procedure for
Data Analyses
3.8 Limitation of
the Methodology
CHAPTER
FOUR:
PRESENTATION
AND ANALYSIS OF DATA
4.0 Introduction
4.1 Presentation
and Analysis of Data According to
Research Questions
4.2 Presentation
and Analysis of Data According to
Test of Hypotheses
4.3 Summary of the
Chapter
CHAPTER
FIVE:
SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.0 Introduction
5.1 Summary
5.2 Conclusion
5.3 Recommendations
5.4 Suggestions
for Further Studies
Bibliography
Questionnaires
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The phenomenon of leadership has been around since
antiquity. Yet the systematic study of leadership and management did not begin
until the 1930s. Group discussions of leadership are fascinating; where the
participants are business executives, college students, or academics. Many
executives believe strongly that when it comes to leadership, you have either
got it or you have But when it comes to defining what it is you have gotten or
have not gotten, they cannot agree. In contrast, academic views of leadership
range from the being we don't really know what it is to rigorous definitions
based on very narrow research (Shani and Lau, 2005).
Virtually in all organizations regard leaders as a
requisite resource, without appropriate leadership most organizations will have
difficulty in realizing the goals for which they are established. Nigerian
public companies are no exception. Leadership initially implies excursive of
power, authority, resource management and control in organization of all types.
Leadership is a important aspect of groups and organizational dynamics. Hardly
can any group or organization exist without someone to lead it in the desired
direction.
Leadership has been subjected to a variety of definitions
in behavioural science. According to Nwachukwu 1988, leadership in a social
influencing process for the attainment of goals. a leader in the most
influential person in an organization who provides direction, guides to group
attitudes and ensures that group objectives are attained.
Many leadership styles have been identified and adopted to
motivate employees in completing a task. the approach to effective leadership
today stresses that no one styles is the best but rather successful a leader in
the one who can assess the situation and choose the most appropriate style,
paying attention to the need of the individual, the group and the organization.
Leadership style has an important role to play in the success of organizational goals.
However, today, the most prevalent view is that leaders
are not born. Leaders can be developed by proper leadership programmes. Sound
leadership development programmes must have both education and behavioural
foundations. People can develop and learn leadership just as they learn any
other complex skill. But that the learning process requires intensive effort,
study and continuing application within the work environment.
1.2 STATEMENT OF THE PROBLEM
Years back, even our behavioural scientists have focused
attention on the study of leadership. One of the most extensive research studies on behavioural categories was the Ohio
State University. The focus was on the effects of leadership styles on group
performance (Naidu, 2006). However, despite all the various theories that have
been conducted in the field of leadership, leadership is still facing some
challenges in organization especially on how to adopt the best leadership style
that would best define the employee's performance in which the Nigerian Aviation
Industry is not an exception. Some authorities especially those who believe in
technological sophisticatedness, argues that given a level of good and modern
machines, employees' performance would be more effective in its productivity,
Irrespective of the leadership in the organization. Others are of the view that
employees performance in an organization depends to a large extent appropriate
leadership style that best built an organization and also influence employees'
performance.
However, it has been argued that managers' beliefs, values
and assumptions are of critical importance to the overall style of leadership
that they adopt. This gives rise to consideration of the style of leadership
and provides another issue under which to analyze the impact of leadership
style on employees' performance in an organization.
1.3 OBJECTIVES OF THE STUDY
Without effective leadership, organizations cannot adapt
to fast moving world. Today, many organizations have suffered or better put, packed
up as a result of defective managerial leadership. If organizations are to live
up to expectations, the need to find, develop and encourage more people to lead
in the service of others cannot be overemphasized. To arrive at the solution as
to know whether organizational defectiveness which results from poor managerial
leadership can be corrected. The researcher purpose is to determine among other
things.
1. To examine
the impact of leadership style on employees performance.
2. To examine whether 1eadersh style can
help to improve the employees work methods towards Performance.
3. To examine whether leadership style can
motivate the employees in an organization.
4. To examine other managerial variables
that can motivate employees other than effective leadership style.
1.4 RESEARCH QUESTIONS
a. Does leadership style affect the
performance of employees in an organization?
b. Organization
goal cannot be realized without leadership impact?
c. Can
leadership style motivate the employees of an organization?
d. Are there other managerial variables that
can motivate employees other than effective leadership style?
1.5 STATEMENT OF HYPOTHESIS
For the purpose of this study the hypothesis will be
limited to the following:
Hypothesis
One
Ho: Leadership style does not affect employee output
H1: Leadership
style affects employee output
Hypothesis Two
Ho: Leadership
style has no effect on employees' relationship with the superior officer.
H1: Leadership style has effect on employee's
relationship with the superior officer.
Hypothesis
Three
Ho: Leadership style has no effect on employee's punctuality
at work.
H1: Leadership
style has effect on employee's punctuality at work.
1.6 SIGNIFICANCE OF THE STUDY
The significance of this research is to examine the extent
to which leadership can go in eliciting optimal performance on the employees.
The significance of the study is centered on highlighting:
i. The performance of properly directing, controlling,
inducing and inspiring employees to achieve desired result.
ii. Appropriate
leadership style that will assist organizations to succeed in a turbulent
business environment, and
iii. Assist them make profit in order to be a going concern.
1.7 SCOPE/LIMITATION OF THE STUDY
The business of this research is delimited to the impact
of leadership style on employee's performance. However, the selected case study
of this research is the Nigerian Aviation Handling Company. The head office at
Ikeja is selected as the preferred branch for this research because of the
number of the work force that could be found there. The problems, which may
hinder the smooth process of this write up, may include the following:
1. Timely
return of questionnaire by
respondents.
2. The high
cost involved in carrying out the research activities.
3. The
sensitive nature of the topic may make the respondents unwilling to provide the
required data.
1.8 DEFINITION OF TERMS
Leader:
A leader is an individual within an organization who is able to influence
attitudes and opinions of others within the organization.
Leadership:
Leadership is defined as 'a social influence process in which the leader seeks
the voluntary participation of subordinates in an effort to reach
organizational goals.
Performance: This refers to actual result obtained
sometimes used to denote the achievement of positive results, which is ability
with motivation.
Efficiency: As Peter Drucker puts it, is concerned
with doing things rights. On the other way round, could be defined as output
divided by input or the extent to which the result produced was produced at the
least cost.
Organization: it is a social constituents created by
group in society to achieve specific purposes by means of planned and
coordinated activities. These activities involve using human resources to act
in association with other inanimate resources in order to achieve the aims of
organization.
Impact: A strong effect or a
collision. It has to do with the performance of an organization to the benefit
s of others or targeted end.
Goal: A goal is an objective
or something specific to be achieved.
1.9 ORGANIZATION OF THE STUDY
This study is organized into five (5) different but
integrated chapters.
The chapter one which is the first of this study presents
the introduction General over view to the study, statement of problem,
objectives of the study, research question, research hypotheses, scope of the
study, significance of the study, conceptual clarification and organization of
the study.
Chapter two which include historical background of the
study, conceptual and theoretical framework and summary of the chapter.
Chapter three comprises of the methodology of the study
i.e. he method of data collection, the sample and technique to be applied, the
method of data analysis and interpretation as well s the hypotheses.
Chapter four presents the full presentation,
interpretation and analysis of data hitherto collected in chapter three.
The chapter five which is the concluding part presents the
summary, conclusion and recommendations of the research study. This chapter
also makes suggestion for further researchers on the area that were eluded by
this study.
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