The Effect of Leadership Style on Subordinates’ Productivity
Chapter One
OBJECTIVE OF THE STUDY
The major objective of this study is to examine the effect of leadership style on subordinate productivity in Nigeria with respect to United Bank for Africa. The specific objective of the study include:
- To determine the pattern of leadership and the extent it has affected organizational performance in the United Bank for Africa (UBA)
- To identify the factors that is responsible for worker’s low performance in the United Bank for African (UBA).
- To find out how leadership style affected labour management relations and productivity in the United Bank for Africa (UBA).
- To examine the roles a leader plays in an organization.
CHAPTER TWO
REVIEW OF LITERATURE
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
Precisely, the chapter will be considered in three sub-headings:
- Conceptual Framework
- Theoretical Framework
- Empirical framework
CONCEPTUAL FRAMEWORK
Concept Of Leadership
According to Northouse (2010), leadership is a process whereby an individual influences a group of people into achieving a common goal for the overall good of both the individual and the group of people. Leadership is the use of leading strategies to motivate and enhance the employee’s potential for growth and inspire them to bring out their best or contribute their best to better the organization (Fry, 2013). As posited by Rosenboom (2011), leadership is the act of influencing subordinates so they will be willing to give their best to achieve organizational goals. Research by Peretomode (2015) in defining leadership outlined four aspects of leadership which include:
- The ability to enthusiastically persuade others to work towards a definite objective, the motivation and the human factor keep a group organized.
- Introduction of new procedures and structures for achieving or changing organizational set goals or objectives
- Personal influence directed through communication processes with the sole aim of achieving the goals of the organization.
- Influencing the behaviors, actions, beliefs, and goals of the person involved. From this, one can deduce that leadership is not an isolated activity; rather, it is a collective effort to better the organization.
Leadership Styles
The behavioral pattern or methodology that a leader adopts to manage his subordinates is termed leadership style (Wahab, 2010). Different leaders relate and communicate with their subordinates in a certain way to get them to perform exceedingly to a specific task for the overall welfare of the organization (Hersey & Blanchard, 2013). A leader’s method to bring out the best from his subordinates to perform beyond their capacity is the tagged leadership style. Different leaders have different ways or methodology that works for them. However, scholars have argued that leadership style can either hinder or promote subordinates’ job performance and organizational commitments, so scholars have warned that leaders should be careful when 18 administering their style of leadership to the subordinates as it can it make or mare their performance (Marturano & Gosling, 2016). The combination of characters and skills that leaders use in their interaction with subordinates is termed leadership style (Jeremy et al., 2011). The relationship where one uses his influence and ways to bring people to work together for a common task to promote organizational goals is termed leadership style (Fiedler, 2011). According to Newstrom & Davis (2013), leadership style is the approach and manner of implementing plans, motivating people, and providing direction for subordinates to bring out their best and commit to the promotion of the organizational goals.
Factors Affecting Leadership Styles
Mullins’s (2014) research on leadership style argued that attention to managers’ leadership style was brought to light due to greater comprehension of the expectations and needs of people at the workplace. He argued that certain factors influence leadership style, which includes:
- The recognition of efficient human resources and increasing business competitiveness
- The change in the societal value system
- The broader standard of training and education
- The advancement of technical and scientific knowledge
- The change in the organizational nature of work
- The urge for a more social responsibility towards subordinates, for example, inclusion and participation in the organization’s decision making and life balance
- Government legislation.
Mullin (2014) states that all these factors helped to create resistance towards a purely autocratic leadership style by some managers.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description.
This study was carried out on the effect of leadership style on subordinates’ productivity, using united bank for Africa (UBA) as a case study. staff of united bank for Africa (UBA) form the population of the study.
CHAPTER FOUR
PRESENTATION OF RESULT USNG TABLES AND FIGURES
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of thirty-six (36) questionnaires were administered to respondents of which only thirty (30) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 30 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
SUMMARY
In this study, our focus was on the effect of leadership style on subordinates’ productivity using united bank for Africa( UBA) state as a case study. The study specifically was aimed at highlighting the pattern of leadership and the extent it has affected organizational performance in the United Bank for Africa (UBA), identify the factors that is responsible for worker’s low performance in the United Bank for African (UBA), find out how leadership style affected labour management relations and productivity in the United Bank for Africa (UBA) and examine the roles a leader plays in an organization. A total of 30 responses were validated from the enrolled participants where all respondent are drawn from staff of UBA.
CONCLUSION
Based on the finding of this study, the following conclusions were made:
- Leadership function and pattern in United Bank of Africa (UBA) significantly affect the overall performance of the business outfit (organization).
- Positive responses of the leader to higher performance variables promotes maximization of the objectives of the organization in the United Bank for Africa (UBA)
RECOMMENDATION
Based on the responses obtained, the researcher proffers the following recommendations:
- Organizations should organize teaching and training for the supervisors and managers to help them develop different necessary leadership skills that will boost and help them become good and better leaders. Leadership should be prioritized.
2, Supervisors should act as mentors to the subordinates and help develop their skills to boost their confidence and increase performance. Supervisors should create an enabling environment not to discourage work performance. If needs be, supervisors should make expectations clear and give rewards when necessary to get the employees to perform very well.
REFERENCES
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