AN INVESTIGATION INTO THE INFLUENCE OF LEADERSHIP STYLES ON THE ORGANIZATIONAL PERFORMANCE OF CIVIL SERVANT IN BÉLABO CITY, CAMEROON

 CHAPTER ONE

INTRODUCTION

Background of the study

Civil service organizations are crucial in the administration and operation of contemporary societies. Civil service institutions consist of government agencies, ministries, departments, and other public sector enterprises. Their primary responsibilities include providing vital services, executing policies, and maintaining the rule of law. The efficient operation of these organizations relies on several elements, including leadership. The study of leadership in civil service has attracted considerable interest from researchers, politicians, and professionals because of its enormous influence on organisational effectiveness, employee contentment, and the delivery of public services. Leadership may be defined as the skill of exerting influence on others in order to motivate them to actively pursue the accomplishment of objectives (Alghazo and Al-Anazi, 2016). Leadership is essential for establishing a vibrant and positive attitude and culture inside an organisation (Alghazo and Al-Anazi, 2016). Hurduzue (2015) said that an effective leadership style has the potential to enhance the growth and development of individuals inside an organization, leading to excellence. The importance of leadership in public service organizations cannot be overstated due to several reasons. Civil servants work inside extensive and multidimensional bureaucratic organizations, which may make decision-making procedures hard. Effective leadership offers clear, precise, and insightful counsel to traverse the intricacies of a situation, guaranteeing the efficient accomplishment of organizational goals (Knies, 2016). Furthermore, public service organizations often encounter dynamic obstacles such as financial limitations, changes in policies, and social expectations. Effective leadership is crucial for promoting flexibility, creativity, and durability in tackling these difficulties while maintaining organisational steadiness. Finally, civil service organisations serve the public interest and are responsible to citizens. Government institutions may gain public trust and confidence by prioritising leadership that emphasises openness, honesty, and ethical behaviour.The use of an unsuitable leadership style exacerbates the communication divide between upper, medium, and lower-level management, as well as other workers collectively. The lack of leadership appointments based on merit and the absence of a clear and effective leadership style generally have a negative impact on the performance of most businesses. According to some experts, like Okafor (2015), Ejere (2017), and Elija (2020), it is said that a leader cannot be expected to achieve greater levels of excellence in a setting that lacks any standards to begin with. Although this argument may have some strength, it is often noticed that many individuals are not suited for leadership roles and, as a consequence, should not be anticipated to achieve significant or exceptional outcomes. Put simply, the absence of clear and effective leadership principles, as well as the inadequate abilities of individual managers in leadership roles, can result in harm rather than progress towards organisational goals.The lack of a defined leadership style or a setting where leaders have the freedom to behave as they like in addressing people-related matters is a context in which prejudice may prevail and fairness and consistency can be overshadowed. According to Bakani (2016), the attempts made by individual managers to establish their own impressions as leaders inadvertently result in either positive or negative feelings towards the individual and subsequently towards the organisation. This, in turn, exacerbates a fragmented approach to leadership. In such a context, we might see how communication and influence manifest in many ways, contributing to the proliferation of confusion rather than fostering collective unity. The absence of a consistently standardized approach to leadership may result in prejudice and inequity, or at the very least, provide the perception that they are there. To effectively assert that an organization's work environment promotes improved organizational performance, it must possess a strong, consistent, and well-established leadership style that guides the activities and behaviours of its leader (Inyang, 2019).  Therefore, the study investigate the influence of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon.

1.2 Statement of the problem

There has been an increasing acknowledgement in recent years of the crucial influence that leadership has on the functioning of organizations, especially in the public sector. The productivity and work satisfaction of civil servants, as well as the quality of public service delivery, may be significantly influenced by effective leadership styles (Northouse, 2018). Many organizations now face challenges with leadership and determining the most effective leadership style for managing personnel. Throughout time, organizations have encountered the challenges of bureaucratic leadership. Many leadership concepts developed in the last century have had a significant impact on the overall performance of staffs in an organizations  (Foyou, 2019). Leadership has distinctive qualities that set it apart as a dynamic symbolic phenomenon, serving as a reference point for employees to seek guidance and adaptation when needed. These traits elucidate the crucial, responsive, and appropriate placement of leaders inside an organization.  The lack of proficient leadership is a significant issue that is widespread in several organizations. The evident consequence is a decline in staff performance, lack of desire, and inadequate growth and development of the institutions. Hence, the study  investigate the influence of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon.

1.3 Objective of the study

The broad objective of the study is to investigate the influence of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon. The specific objectives is as follows

Identify the prevalent leadership styles adopted within civil service organizations in Bélabo City', Cameroon.

Assess the impact of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon

To examine the relationship between leadership styles and civil servant job satisfaction in Bélabo City', Cameroon

Proffer prospect for optimal leadership practices that could enhance organizational performance among civil servants in Bélabo City.

1.4 Research Questions

The following questions have been prepared for the following

What is the prevalent leadership styles adopted within civil service organizations in Bélabo City', Cameroon?

What is the impact of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon?

Is there a significant relationship between leadership styles and civil servant job satisfaction in Bélabo City', Cameroon?

What are the prospect for optimal leadership practices that could enhance organizational performance among civil servants in Bélabo City?

1.5 Significance of the study

The findings of the study will be significant to the following

This findings of the study will generate information on the roles leadership in an organization play in enhancing staff  performance, it would also reveal the challenges organizations face in terms of their management and recommend some alternatives measures for dealing with them to improve performance

In addition, findings of the study will be significant to the academic community as it will contribute to the academic discourse on leadership and organizational performance. It will also serve as a guide to future researchers. 

1.6 Scope of the study

The study focuses on the influence of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon. Empirically, the study will identify the prevalent leadership styles adopted within civil service organizations in Bélabo City', Cameroon, assess the impact of leadership styles on the organizational performance of civil servant in Bélabo city, Cameroon, examine the relationship between leadership styles and civil servant job satisfaction in Bélabo City', Cameroon and proffer prospect for optimal leadership practices that could enhance organizational performance among civil servants in Bélabo City.

.geographically, the study is delimited to Bélabo City, Cameroon.

1.7 Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection (internet, questionnaire, and interview), which is why the researcher resorted to a moderate choice of sample size. More so, the researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.8 Definition of terms

Leadership Styles: A range of approaches that leaders use to guide, motivate, and manage teams or individuals. Common leadership styles include transformational, transactional, autocratic, democratic, and laissez-faire, among others.

Organizational Performance: The ability of an organization to achieve its goals effectively and efficiently. This can be measured through various indicators such as productivity, employee satisfaction, service quality, and achievement of strategic objectives.

Civil Servants: Individuals employed by government agencies to carry out public administration duties. They work in various sectors such as health, education, public safety, and infrastructure.

Transformational Leadership: A leadership style that focuses on inspiring and motivating employees to exceed their own expectations and achieve organizational goals. Transformational leaders often foster a positive work environment and encourage personal development.

Transactional Leadership: A leadership style based on a system of rewards and penalties. Leaders set clear goals and expectations, and employees are rewarded for meeting them or penalized for failing to do so.

Autocratic Leadership: A leadership style where the leader makes decisions unilaterally without much input from team members. This style can lead to quick decision-making but may also result in dissatisfaction among employees.

Democratic Leadership: A leadership style that involves participatory decision-making. Leaders encourage team members to provide input and collaborate on decisions, which can foster a sense of ownership and engagement.

Laissez-faire Leadership: A hands-off leadership style where leaders provide minimal direction and allow team members to manage themselves. This approach can lead to high autonomy but may also result in a lack of structure.

Mediating Factors: Variables that influence the relationship between leadership styles and organizational performance, such as employee motivation, job satisfaction, and the work environment.