IMPACT OF LAISSEZ-FAIRE LEADERSHIP STYLE ON EMPLOYEE PRODUCTIVITY IN PRIVATE ORGANIZATIONS IN NIGERIA
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IMPACT OF LAISSEZ-FAIRE LEADERSHIP STYLE ON EMPLOYEE PRODUCTIVITY IN PRIVATE ORGANIZATIONS IN NIGERIA
Chapter one
INTRODUCTION
1.1 Background of the Study
Leadership is a concept that has emerged in productive connections between organisations and society as a whole. Leadership is defined as the process by which an individual motivates a group of individuals to achieve a common goal, or the key to trust that stems from others’ respect (Northouse, 2004).
It is typically associated with the use of a leadership strategy to motivate individuals and maximise their potential for growth and development.
Effective leadership is regarded as a key source of management development and a long-term competitive advantage in increasing organisational performance (Rowe, 2001).
Leadership is at the heart of effective organisational management. The significance of a manager developing his or her own leadership style is highlighted by (Glantz, 2002).
In today’s dynamic global workplace, there is growing evidence that organisations are becoming more aware of the impact leadership styles have on employee well-being and organisational outcomes. Leadership is a critical factor that influences the overall health of organisations and nations (Odumeru and Ifeanyi, 2013).
Employees are driven by their leaders’ encouragement to contribute ideas and inventions, which results in a happy and rewarding work environment (Khaliq, 2001).
According to Buelens, Broeck, Vanderheyden, Kreitner, and Kinicki (2006), effective leadership behaviour is based on both the manager’s willingness to assist subordinates and the subordinates’ need for support.
Building a positive relationship between a leader and his or her followers requires the leader to recognise the personal values of those who are willing to offer their time and abilities to achieving common goals. Leadership is vital in organisational performance because organisations require motivated personnel to succeed.
Leadership style is one of the factors that impact whether or not employees are engaged in and dedicated to their organisation (Timothy et al., 2011). According to Belonio (2010), leadership styles can either inspire or discourage workers, resulting in improved or decreased employee performance.
Leadership style, among other things, has an impact on the efficiency of resource mobilisation, allocation, and utilisation, as well as the development of organisational performance. Some of the factors that have a negative impact on organisational performance in Nigeria include a lack of appropriate leadership style and motivation.
Clearly, an organization’s ability to fulfil its aims is decided by the direct inducement of the organisation. Leaders are people who must be hired in order to direct the organisation towards the achievement of its goals, and organisations exist to deliver services in society for the benefit of everybody.
To coordinate the operations of the people and the organisation, he must be communicative. In reality, leaders ensure that subordinates’ actions are directed towards attaining the organization’s goal.
This can only be accomplished by providing an environment in which the subordinate can meet their needs. A competent leader can energise and motivate his people to perform better.
According to Chiang and Wang (2012) and Clark, Hartline, and Jones (2009), leaders have created a variety of techniques to leading individuals within their organisations.
It is critical to remember that different leadership styles are suited for various situations, people, cultures, jobs, and organisational goals. Transformational, transactional, laissez-faire, and authoritarian leadership styles have all been applied in private organisations.
None of these leadership styles are erroneous or unsuitable for a leader to utilise; but, how he or she uses them is determined by the context in which he or she operates, which can have an impact on staff productivity and organisational performance.
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