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.

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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