ABSTRACT
This is a study borne out of the passion for the
growth of Nigerian Firms and the increment in the country’s’ level of income by
increase in productivity through the job performance of the employees aided by
the adoption of an effective and efficient leadership style. The success or
failure of any organisation can be contributed to its style of leadership used
by the management. This research work aims at assessing the impact of
leadership style in achieving organisation goals. The instrument that will be use
for the collection of data will be questionnaire will be randomly distributed
and the research type will be descriptive method. The obtained data will be
sorted, analyzed and interpreted through simple percentage count and
statistical computation. Hence, this study will point out that the success or
failure of any organisation is largely dependent on the type of leadership
style that exists in the organisation, thus, encouraging every organisation to
seek for good and the most effective ways of managing their organisation.
TABLE OF CONTENTS
Title page
Certification i
Dedication ii
Acknowledgement iii
Abstract iv
CHAPTER ONE
1.1
Introduction 1
1.2
Historical
Background of First Bank of Nigeria Plc 3
1.3
Statement of
Problem 5
1.4
Purpose and
Objective of Study 6
1.5
Research
Questions 7
1.6
Statement of
Research Hypothesis 7
1.7
Definition of
Terms 8
1.8
Scope and
Limitation of the study 10
1.9
Relevance of
study 12
CHAPTER TWO:
LITERATURE REVIEW
2.1
Introduction 13
2.2
The Nature of
Leadership 14
2.3
Theories of
Leadership 15
2.3.1
The Trait
Approach to Leadership 16
2.3.2
The Situational
or Contingency Approach to Leadership 18
2.3.3
The Behavioural
Approach to leadership
2.4
Importance of
Theories
2.5
Types of
Leaders
2.6
Leadership
styles and functions
2.6.1
Sources of
Leadership Power
2.6.2
Determinants of
Leadership style
2.7
Current
Literature on leadership styles
2.8
Attributes of a
Leader
2.9
Conclusion
References
CHAPTER THREE:
RESEARCH METHODOLOGY
3.1
Characteristics
of study population
3.2
Research Design
3.3
Sampling
Procedure
3.4
Data Collection
Instrument
3.5
Procedure for
Processing Data Collected
3.6
Restatement of
Hypothesis
3.7
Data Analysis
Technique
CHAPTER FOUR:
PRESENTATION AND ANALYSIS OF DATA
4.1
Introduction
4.2
Questionnaire
Distribution and Response Based on Demographic Factors
4.3
Research
Questions and Analysis
4.3.1
Hypothesis
Testing
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1
Summary of
Findings
5.2
Conclusion
5.3
Recommendation
5.4
Suggestions for
further studies
Bibliography
Appendix
CHAPTER ONE
1.1 INTRODUCTION
Leadership can be thought of as both
property of individuals and a process carried out by individuals. As property,
leadership is a set of qualities possessed or attributed to those who carry the
leadership process. As a process, leadership is an exercise of influence to
facilitate and motivate the behaviour of others. Inspite of the possibility of
leadership occurring in very diverse manners, the ease with which it can be
observed and the extensive research focused on it, remains a puzzling subject
for managers and educators.
Despite many studies of leadership, one
prominent researcher has proposed that the concept of leadership has outlived
its usefulness and should be abandoned in favour of some other concept Miner
(1975). But the leadership concept will not go away and researcher are still
pursuing a steady flow of leadership studies.
Many people consider managers as leaders
but it is possible to be a leader without necessarily being a manager and
vice-versa. However, being a leader is an integral part of being an effective
management. To some, the words manager and leader carries very different
meanings. Peter and Austin (1970) draw a distinction between managers and
leaders, they associated manager with words like pronouncers, decision makers,
referee, cop, controlling and restraining people. Leadership by contrast is
about coping with change, part of the reason is that it has become so important
in recent years that the business world has become more competitive and
volatile, faster technological change, greater international competition,
deregulation of markets, over capacity in capital intensive industries, an oil
carter and the changing demographics of
the work force are among the factors that have contributed to this shrift. But
for leadership achieving a vision, requires motivating and inspiring, keeping
people moving in the right direction despite major obstacles to change by
appealing to basic but often untapped human needs, value, emotions and
aspirations.
Leaders may be classified according to a
number of principles. By far, the most common form of classification has been
of leadership style. Among the earliest studies of leadership was that of
LIPPITT and WHITE (1943), they categorized leadership styles as “Autocratic”,
“Democratic” and “Laissez-Faire”. The Ohio
state university leadership studies were the first and most significant major
effort at identifying leaders bevahiour. During the past 30 – years they
focused their attention on two leading behaviour which are “Initating structure
and consideration”.
The University of Michigan
institute for social Research has since 1942 conducted a number of studies in
industrial settings to explore relationships between principles and styles of
leadership and job performance. They have argued that “Employee centered”
supervision are higher producers of job satisfaction than “Job centered”
supervision Likert (1961).
SELVIN (1961) developed a three
dimensional structure of perceived leadership climate;
i.
Paternal in
which the leaders are respected, feared and scorned.
ii.
Persuasive in
which the trainees have confidence in their leaders who give them strong
support.
iii.
Arbitrary in
which the leaders were perceived as a loof, primitive, inconsistent,
untrustworthy and nonunderstanding of confidence.
1.2 STATEMENT
OF PROBLEM
The slow rate of work performance in
Nigerian firms is attributed to their leadership problems. The slow rate of job
performance has in turn led to low productivity. Despite the abundance of human
and natural resources, yet we have experience expatriate in the leadership role
of our organisations.
The prime motive of an organization is
to achieve its goals and objectives, hence the need to effectively coordinate
and motivate the work towards the end by an effective leaders. Unfortunately,
some organisations concentrate more on factors like money. incentive and or
physiological factors without giving such attention to the leadership style(s)
adopted by the leaders.
In the course of this study, solutions
will be proferred to the ineffective relationship of leaders with subordinates
so as to encourage employees’ satisfaction and productivity.
1.3 PURPOSE
AND OBJECTIVE OF STUDY
This study is designed to analyze the
leadership styles used by managers (Leaders) in leading the organization
towards achieving their set objectives.
The study aims at investigating the
impact of leadership style on job performance.
The study therefore will explore and
examine quite a number of leadership styles and thus specify which of them that
may be recommended to the organization and other organizations to increase job
performance.
Apart from investigating the impact of
leadership style on employees’ performance, this study will also investigate
the generalization of the past researchers on this field due to the observed
controversial results that have been generated by these researchers on
leadership style and job performance of employees.
1.4 RESEARCH
QUESTIONS
The following general research questions
were considered relevant to this study;
(1)
To what extent
can leadership style influence employees’ high performance?
(2)
Does the nature
of work environment affect leadership style?
(3)
Do
organizational chart/structure determine leadership style?
(4)
Do employees
want satisfaction with the leadership style of their management to warrant them
perform better?
(5)
Can work
performance be measured by the quantity of production or output?
(6)
Which
leadership style is most effective?
1.5 STATEMENT
OF RESEARCH HYPOTHESIS
In other to carry out this research
study effectively, the following hypothesis will be tested for it’s validity or
otherwise in other to be able to show the relationship between the two
variables in question i.e leadership style and job performance.
1. Ho: The type of leadership style adopted has no effect on employees’
job performance.
Hi: The type of leadership style adopted has effect on the
employees’ job performance.
2. Ho: Effective
communication is not necessary for effective leadership
Hi: Effective communication is necessary for effective
leadership
3. Ho: Better performance by subordinates does not mean that they are
satisfied with management.
Hi: Better
performance by subordinates means that they are satisfied with management.
1.6 DEFINITION OF TERMS
1.
POWER: Ability
to do or act and have control over others. It could also be regarded as the
authority to do something.
2.
LEADERSHIP CHARACTERISTICS: Attributes a leader possesses.
3.
MANAGEMENT: The
process or act of annexing a company’s resources to achieve the company’s goal.
4.
ROLE: A
conspicuous part or function
5.
PLC: Public
Limited Liability Company
6.
PERFORMANCE: Accomplishment
of a task.
7.
LEADERSHIP STYLE: Reasonably
state of behaviour which a leader uses in his effort to lead.
8.
LEADER: One who
inspires others to work towards the achievement of a goal.
9.
MANAGER: A
person who is formally accountable for job performance of other people in an
organization.
10.
THEORY: A set
of reasoned ideas intended to explain facts or events.
11.
HYPOTHESIS: Refers
to a tentative statement that is subject to verification in order to establish
whether the statement is valid or not.
12.
LEADERSHIP: Is
the process of influencing the activities of an organization or organized group
toward goal setting and goal achievement.
13.
POLICY: A guide
to an action.
14.
OBJECTIVES:
This is a statement of long term goals which an organisation seeks to achieve.
15.
GOALS: Statement
of short term plans that an organization seeks to achieve.
16.
MANAGEMENT: A
process by which scarce resources are combined to achieve given ends.
17.
MANAGERIAL FUNCTION: The fundamental work or assignments carried out by managers in the
management of an organization.
18.
SUBORDINATES: These
are the followers of a leader.
1.7 SCOPE AND LIMITATION OF THE STUDY
This research project being a study of
leadership style will be limited to and its immediate environment. Therefore,
the findings of the study would be generalized to any other goal that uses the
same type of leadership style.
1.8 RELEVANCE
OF STUDY
This is a study borne out of the passion
for the growth of Nigerian firms and increment in the country’s level of
income by increase in productivity through the work performance of the
employees aided by the adoption of an effective and efficient leadership style.
Generally, the factors that lead to job
satisfaction of employees depend on the degree of economic or social need of
such employees. This research belongs to the group that holds the view that job
satisfaction of an employee is a function of human element – leadership style.
However, this research will enable
managers and leaders to know the type of leadership style to adopt in other to
obtain the most effective performance from their subordinate. Moreso, the work
will enable leaders to know that leaders who discuss problems with their employees, who give them a chance
to ask questions and make suggestions find more support for their action than
supervisors who decide everything themselves. Though managers who find the key
to their employee’s inner satisfaction can tap immense source of productive
energy. The study will also enable leaders to know that the group behaviour in
an organisation is to a great extent determined by leadership style. Numerous
attempt by researchers have been made to relate leadership style and employees’
job performance; the results have been weak and inconsistent. They will however
assume a strong linkage between leadership style and employees’ job
performance.
The findings of this research will make
workers have a better relationship with their superiors which will make them to
naturally develop a good interest in their work which in turn leads to high
level of productivity and maximization of shareholder’s wealth and
organisation’s wealth as well. These benefits will extend to the society as
such organization through their wealth will be socially responsible to the
society by directing part of their resources and profits to them for their
development and improvement. This shows that the relevance of this study goes
beyond the leaders and employees’ satisfaction and high job performance to the
development and growth of the industry and the society at large.
In summary, this study will also point
out that, the success or failure of any organization is largely dependent on
the type of leadership style that exists in the organization and this will
encourage every organization to seek for good leaders and the most effective
way(s) of managing their organization.
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