Analysis of Leadership Styles in the Administration of Public Service in Nigeria: A Case Study of the Kebbi State Universal Basic Education Board
Chapter One
Preamble of the Study
Public service is a concept that generally refers to services provided by the government to its citizens, aimed at promoting societal welfare and ensuring public order. These services cover various sectors such as healthcare, education, transportation, and infrastructure, all of which are essential for the well-being of the population. Public service is often viewed as the government’s responsibility to meet the fundamental needs of society, contributing to the overall functioning and stability of the state.
According to Alsabbagh and Khalil (2020), public service aims to enhance societal welfare and maintain public order through the effective management and delivery of services. This definition emphasizes the role of public administration in ensuring that essential services are provided efficiently to meet the needs of society. The management of public services is central to the functioning of a government, and its success depends on the ability of public administrators to effectively allocate resources, coordinate efforts, and deliver services to the public.
CHAPTER TWO
LITERATURE REVIEW
Conceptual Review
Leadership
Leadership is generally understood as the ability to guide individuals or groups toward the achievement of common goals. It involves influencing and motivating others to perform tasks efficiently, fostering a collective effort to reach organizational objectives. Alkhasawneh (2018) describes leadership as the art of motivating and guiding individuals to effectively perform tasks within an organization. This perspective highlights the practical application of leadership in encouraging employees to meet expectations while maintaining a harmonious working environment.
Adriansyah et al. (2020) define leadership as the ability to influence others to achieve organizational goals. They emphasize the role of leadership styles in improving work performance, suggesting that the right approach can significantly enhance productivity. This definition underscores the importance of adaptable leadership styles to motivate employees and drive success in an organization.
While leadership theories provide valuable insights, they also have their limitations. Transactional leadership, for example, is often praised for its ability to maintain order and ensure compliance, but it may not foster the creativity and innovation needed in fast-changing environments. Anderson and Sun (2023) critique transactional leadership for its potential to stifle innovation, suggesting that transformational leadership might be more effective in inspiring change and growth.
Leadership is particularly crucial in public service organizations, where it directly influences the efficiency of service delivery and the motivation of employees. Adriana et al. (2023) argue that strong leadership is necessary to create a positive organizational culture and ensure that public services meet the needs of citizens. Effective leadership fosters an environment where employees are motivated, committed, and focused on achieving organizational goals.
However, leadership theories often fail to fully address the complexities of public sector organizations. Mekonnen (2023) notes that these theories may not account for the unique challenges of public administration, such as navigating bureaucratic structures and adapting to evolving public demands. Thus, leaders in public service need to adopt more flexible and adaptive leadership approaches.
Leadership Style
Leadership style refers to the approach and manner in which leaders interact with their teams, including how they make decisions, communicate, and motivate their followers. It defines how leaders exercise authority, provide direction, and inspire others to achieve organizational goals. Leadership styles are crucial because they directly impact the dynamics of an organization, influencing how work is organized, how teams function, and how organizational objectives are pursued.
Al-Kahtani (2021) defines leadership style as the way leaders express their authority, make decisions, and interact with employees to achieve organizational goals. This definition highlights the importance of how leaders approach their role and the impact that this approach has on the workplace. A leader’s style of interaction can significantly influence the work environment, employee morale, and the overall effectiveness of an organization.
Adriansyah et al. (2020) emphasize the significance of leadership styles, particularly transactional and transformational leadership, in shaping work performance. Transactional leadership focuses on structured environments, with leaders maintaining authority and rewarding employees for meeting performance targets. On the other hand, transformational leadership is more focused on motivating employees through inspiration, fostering innovation, and leading change within the organization. These two styles of leadership can shape the organizational culture, influencing both individual and collective performance. According to Adriansyah et al. (2020), the appropriate leadership style can enhance motivation and commitment, directly improving overall performance.
Critiques of leadership style theories suggest that no single leadership style is universally effective. Hao (2024) notes that transactional leadership is well-suited to structured, routine environments where efficiency and order are essential. However, in dynamic and rapidly changing environments, transformational leadership may be more effective. Transformational leaders inspire change, encourage creativity, and adapt quickly to evolving circumstances, making them more suitable for industries or organizations that require innovation and flexibility.
References
- Adriansyah, M., Setiawan, M., & Yuniarinto, A. (2020). The influence of transactional leadership style and work culture on work performance mediated by work motivation. Jurnal Aplikasi Manajemen, 18(3), 563-571. https://doi.org/10.21776/ub.jam.2020.018.03.17
- Afrianda, R., Zainal, V., Siswanti, I., & Nawangsari, L. (2023). Strategic organizational performance in electric power company in Indonesia. Al Qalam Jurnal Ilmiah Keagamaan Dan Kemasyarakatan, 17(3), 2172. https://doi.org/10.35931/aq.v17i3.2153
- Ahmad, A., Majid, A., & Zin, L. (2023). The measurement of the effectiveness of leadership styles for organizational commitment in Pakistan. Asian Social Science. https://doi.org/10.5539/ass.v11n25p135
- Akparep, J., Jengre, E., & Mogre, A. (2019). The influence of leadership style on organizational performance at Tumakavi Development Association, Tamale, Northern Region of Ghana. Open Journal of Leadership, 8(01), 1-22. https://doi.org/10.4236/ojl.2019.81001
- Al-Kahtani, A. (2021). The influence of leadership styles on organizational commitment: The moderating effect of emotional intelligence. Business and Management Studies, 2(1), 23. https://doi.org/10.11114/bms.v2i1.1091
- Alkhasawneh, F. (2018). The effect of leadership styles of administrative leaders on job performance behaviour among the staff of Najran University. Journal of Studies in Education, 8(1), 107. https://doi.org/10.5296/jse.v8i1.12672
- Alsabbagh, M., & Khalil, A. (2020). The impact of leadership styles on organizational learning: An empirical study on the education sector in Damascus city. International Journal of Academic Research in Business and Social Sciences, 6(5). https://doi.org/10.6007/ijarbss/v6-i5/2126
- Anderson, M., & Sun, P. (2023). Reviewing leadership styles: Overlaps and the need for a new ‘full‐range’ theory. International Journal of Management Reviews, 19(1), 76-96. https://doi.org/10.1111/ijmr.12082
- Aras, R., & Jufri, M. (2022). The effects of leadership style on employees’ job satisfaction and organizational citizenship behaviour across hierarchical levels. https://doi.org/10.2991/assehr.k.220203.034
