Effects of Leadership Style on Employee Motivation (a Case Study of Access Bank Ibadan, Oyo State)
Chapter One
Objective of the Study
The general objective of this study is to seek the improvement of leadership on employee motivation, specifically the project is aimed at.
The objectives of this study are:
– To determine the impact leadership style has on employee motivation.
– To determine the relationship between leadership style and motivation of employees.
– To ascertain the hindrances to effective leadership style.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Concept of Leadership
According to Naile, et al. (2014) the complexity of the concept of leadership can be found in the disparity which is evident in the attempts at coming to a comprehensive definition of the term. Achua and Lussier (2013) defined it as the process in which ideas are communicated, institutional visions accepted and followers encouraged to support and apply ideas by means of delegation. However, Naile et al. (2014) posit that a leader is not necessarily a manager, but one who naturally has the ability to influence others. He also adds, by way of a caveat, that it is possible for one individual to possess both the skills of a leader and a manager, thereby effectively highlighting an unmistakable nexus between the two. According to Peter Drucker (1999), leadership entails the quality of appraising work in order to ensure that time and resources are not expended on an area from which benefits cannot accrue. This definition suggests that leadership consists of skills that aids in the setting of priorities and the management of scarce resources to achieve reasonable objectives. Although several scholars disagree with this definition, none has been able to submit that the view is insensible. Meanwhile, Faeth (2010) identified three types of Managerial-Leadership skills: Technical skills, which has to do with the ability to employ methods and techniques to see to the performance of a given task; inter-personal skills which is concerned about being able to comprehend, communicate and work with and within groups and/or alongside individuals, by means of effective relationships; and decision making skills which focuses on the ability to conceptualize situations and make a choice among a set of alternatives, while employing these options to solve problems and also benefit from opportunities. In an organizational setup, supervisors are saddled with the challenging responsibility of determining what is and what is not important within their sphere of influence. It is Drucker’s (1999) belief that these set of managers ought to disregard previous services, prioritize the income provider of the day and being managers, to sharpen focus and lay much emphasis on future objectives. One important leadership rule is to delegate the past and prepare for the challenges of the future. Policies which analyses have shown to be irredeemable failures must be done away with. This is what leadership is all about: being able to recognize shortcomings, failures, even if personal; and setting it aright before it begins to have adverse effects on the institution itself. Furthermore, the leader is someone who must hold himself and every member of his team to account and constantly rededicate them to redefining the purpose, as well as the role of their institutions. Drucker (1999) claims a leader must comprehensively present the institution’s goals and objectives and stress the benefits of the end results to members of his team. In order to ensure success, the leader must make sure that his team is not just aware of the goals, but also conscious of the strategy to be employed. Drucker’s definition of leadership presents the leader as a team player. Autocratic executives who are given to making unilateral decisions meant to affect a huge number of people are rarely at the forefront of the corporate business world of today. The task of being a manager has become too complex to allow for the success of such an autonomous style of management. Also, to Bolden (2004) the concept of leadership has formed a topic of interest for many scholars since the days of Plato and Socrates up to contemporary times of present-day, Leadership and Management intellectuals. He also believes that the concept holds the key to the success of individuals, institutions, regions as well as nations in an evolving global world (Bolden, 2004). A host of academicians and writers have attempted to provide a satisfactory definition of Leadership (Yukl, 2014). but as previously noted by Naile, et al. (2014) above, these efforts have created a multiplicity of definitions which has, in turn, created a level of ambiguity. As per Bolden (2004) notions like “happiness”, “freedom”, “love” and “leadership” are all terms that are too complex and subjective for interpretation. Furthermore, additional confusion has been created by the employment and use of words such as “authority”, “management”, “administration” and “supervision”, which addresses similar phenomena in the organizational context. Also, Yukl (2014) went on to point out that researchers usually define leadership according to their individual perspectives.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to effects of leadership style on employee motivation.
Sources of data collection
Data were collected from two main sources namely:
- Primary source and
- Secondary source
- Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in gathering information effects of leadership style on employee motivation. Two hundred (200) staffs of access bank Ibadan, Oyo were selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain effect of leadership style on employee motivation
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of leadership style on employee motivation
Summary
This study was on effect of leadership style on employee motivation. Three objectives were raised which included: To determine the impact leadership style has on employee motivation, to determine the relationship between leadership style and motivation of employees and to ascertain the hindrances to effective leadership style. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of access bank in Ibadan. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up human resource managers, accountants, customer care officers and marketers were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
. In order to be able to totally influence the workforce, leaders must be seen to do just as they preach. They need to be able to articulate their vision in a way that compels. It is of utmost importance for a leader of any organization to regularly communicate his/her aims/objectives to make sure that no mistake is made as regards the general direction the organization may be heading. It is the sole reason why a good number of leading brands that are better known for how well maintain values of leadership, tend to take issues that have to do with engaging their employees very seriously. They do this through commitment and discretionary efforts as well as enabling the employee for optimized performance. This ultimately leads to financial success improved employee motivation, customer satisfaction and by extension, a higher organizational performance overall.
Recommendation
It indicates that a fair pay package along with reasonable benefits is very important for not just the relationships between employees and leaders, but for motivation also. Managers should endeavor to establish an incorporative and fair rewards system with the employees. Expectations should be clarified and whenever goals are achieved, arrangements must be made for the employee to be recognized in exchange for the efforts they have put into the job. This would ensure that employees are open to taking on more responsibilities knowing that their efforts are likely to come back to them in the form of one reward or another. Also, when mistakes are made during work, leaders should pay attention to the errors and standards required, keep track of the mistakes, and take the right actions as soon as practicable
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