LEADERSHIP STYLES AND ITS EFFECT IN ORGANIZATIONAL PERFORMANCE
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LEADERSHIP STYLES AND ITS EFFECT IN ORGANIZATIONAL PERFORMANCE
Chapter one
Background of the study
1.0 Introduction
Leadership is a method of guiding a group to achieve its goals. Leadership is management’s ability to inspire subordinates to work confidently and enthusiastically towards group goals.
Leadership also entails that the leader bears responsibility for achieving the group’s objectives, therefore trust and collaboration from both sides must be present at all times.
It should be mentioned that leadership is not synonymous with administrative skill, and that several attempts have been made to study the nature of leadership, one of which is to distinguish between authoritarian and democratic leadership.
Many people believe that the Nigerian economy, particularly the public sector, is suffering from a lack of leadership. It is not that the country lacks qualified leaders and administrators.
The majority of the problem stems from leaders’ and administrators’ attitudes when faced with the obligation of managing public (government) enterprises for the benefit of taxpayers and the nation as a whole.
Although the talent and aptitude to manage correctly and profitably may exist, public office holders frequently fail to display intrinsic interests and dedication to the success and survival of the business or project.
This is why so many government organisations are being liquidated, and public firms such as banks have been declared bankrupt and distressed. It is common known that when these firms are properly privatised, they spring up and begin to function successfully.
In contrast, leadership is a management tool as well as a technique for influencing individuals inside an organisation. Effective leaders are not always effective managers. A successful leader has the ability to influence people.
An effective leader can occasionally be a barrier to the organisation, such as when a strong informal leader persuades the work group to reduce output or manufacture high-quality goods.
Adolf Hiltor is an example of a tremendously effective leader who ultimately proved to be a terrible manager; while he persuaded millions to follow him, he could not manage well enough to achieve his organisational goals of world domination for Germany.
Finally, the managerial human resources planning, organising, and human resources are reduced in the absence of competent management.
1.1 Statement of the Problem
The Akwa Ibom State civil service, like that of most other states in the nation, is overburdened. While unemployment remains a serious issue in the state, many of those who work are vastly underutilised.
A visit to the offices reveals that many federal servants, particularly freshly recruited ones, do not have seats, let alone duty schedules. Some departments do not provide adequate supervision for those with duty schedules.
Everybody is obsessed with money at the expense of service. However, the service is designed to be result-oriented. The researcher does not feel that all government officials employed by the state are ineffective. The problem, as noticed, is that public service directors and administrators provide weak leadership.
They are more interested with personal gain than with effectively managing the service’s human and material resources.
The problem of inadequate leadership and ineffectiveness in the civil service is what propels the inquiry into an investigation of the leadership relationship between administration leadership styles and subordinate work attitudes.
1.2 PURPOSE OF STUDY
This study seeks to determine leadership styles and their influence on organisational performance.
To investigate how the leadership styles used by a certain organisation affect its effectiveness.
To determine whether the selected parastatal (organisation) in Akwa Ibom State’s ineffectiveness was due to their leadership styles.
To determine how education level influences leadership style in an organisation.
To identify the issues arising from diverse leadership styles and give recommendations for their resolution.
1.3 Significance of the Study
The researcher’s goal is to provide reliable information about organisational behaviour in terms of the impact of leadership styles. It will help managers (Directors) and supervisors understand their role as leaders in creating and modifying the organisation to meet its goals.
It will also help the organization’s management by providing a foundation for selecting and developing employees for various leadership positions.
It will disclose the challenges that management may face during the course of leadership, as well as potential solutions to these problems for good leaders.
Finally, it will serve as a baseline for additional study material for students, policymakers, and other researchers, as well as a reference and materials for future studies.
1.4 RESEARCH QUESTIONS.
The following research questions were developed to help guide the investigation.
Do different degrees of education affect leadership styles in terms of organisational effectiveness and performance?
Would any leadership style employed by a firm have an impact on the organization’s objectives?
Is the efficacy and performance of an organisation determined by its leadership styles?
HO: There is no positive or substantial association between educational levels and leadership styles in terms of organisational success.
Hi: There is a positive and negligible association between education level and leadership styles and organisational success.
HO: There is no positive or substantial association between organisational effectiveness and leadership style.
Hi, there is a favourable and strong association between organisational effectiveness and leadership styles.
Limitations of the Style
The researcher had some challenges while doing this research; it was tough to locate all of the respondents in order to administer and collect the questionnaire from them. To overcome the impediment, the call had to be repeated numerous times.
Furthermore, time was an issue, and finances hampered the progress of this project. However, the researcher had to work really hard to overcome these limits. They did not jeopardise the veracity of the researcher’s findings.
1.6 Historical Development of Akwa Ibom State Water Company Limited
Akwa Ibom State Water business Limited (AKWL) Uyo was established as a limited liability business in February 2001 with the primary goal of producing, storing, distributing, and marketing water to all types of water users throughout the state.
Following the acquisition of the previous Akwa Ibom State Water Corporation, the state government now owns the whole enterprise. Its origins may be traced back to the board of the South Eastern State Ministry of Works, formerly known as the Public Works Department (PWD), which was inherited and renamed the Cross River State Water Board in the early 1970s.
Following the 1987 State Creation Exercise that gave birth to Akwa Ibom State, the Company became a state establishment. With the state decree No.9 on May 1, 1988
the firm has all the rights of a limited liability company, with a managing director (CEO) in charge of its affairs and reporting to a board of directors nominated by the state government.
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