Innovative Leadership as an Effective Tool of Achieving Organizational Goals
CHAPTER ONE
OBJECTIVES OF THE STUDY
- The aim of the study is to assess the effect of innovative leadership on organizational goals.
- To examine the effect of innovative leadership in achieving organizational goals.
- To examine the effective tools needed to achieve organizational goals.
- To examine the relationship between innovative leadership and good management
- To make appropriate suggestion.
CHAPTER TWO
LITERATURE REVIEW
The relationship between Innovative Leadership and achievement of organisational goal
Avery considering the views to several scholars states that during the past four decades, the impact of leadership styles on achievement of organisational goal has been a topic of interest among academics and practitioners working in the area of leadership. This according to him is due largely to the widespread belied that leadership can affect the performance of organisations and that the style of leadership adopted is considered by some researchers to be particularly important in achieving organisational goals, and in working performance among subordinates.
Several reasons he adds indicate that there should be a relationship between leadership and performance. The first reason he said relates to practice and that due to today’s intensive, dynamic markets feature innovation based competition, price performance, rivalry, decreasing returns, and the creative destruction of existing competence, scholars and practitioners in his view are of the opinion that Innovative Innovative Leaderships can facilitate the improvement of performance when organisations face these new challenges (Avery 2008).
Understanding the effects of leadership on performance (Zhu et al, 2005 in Avery 2008 is also important because leaders in their view is viewed by researchers as one of the key driving forces for improving a firm’s performance ; Innovative Leadership to them is seen as a potent source of management development and sustained competitive advantage for achievement of organisational goal improvement. In view of this relationships Avery (2008) presents the views of (Avolio 1999 Lado et al 1992, Rowe 2007) who state that transactional leadership helps orgnisations achieve their current objectives more efficiently by linking job performance to valued rewards and by ensuring that employees have the resources needed to get the job done. Visionary leaders Avery states creates a strategic vision of some factors, communicate that vision though framing and use of metaphor, model the vision by acting consistently, and build commitment towards the vision. (Zhu et al, 2005 in Avery 2008) suggest that visionary leadership will result in high levels of cohesion, commitment, trust, motivation, and hence performance in the organisational environments.
According to (Mehra et al 2006 in Avery 2008) when some organizations seek efficient ways to enable them to out perform others, a long’ standing approach is to focus on the effects of leadership. This is because team leaders are believed to play a pivotal role in shaping collective norms, helping teams cope with their environments and coordinating collective action. Theses leaders centered perspective has provided valuable insights into the relationship between leadership and team performance. (Avery 2008). International Business and Economics Research Journal 2008 vol 7. No. 5 Https://solution.Mckinsey.com
CHAPTER THREE
METHODOLOGY
Research Design
In studies of this nature, coherent and logical arrangement of materials is very vital. This section handles how data is collected for this study to buttress the initial statement, this section deals with the description of procedure adopted in carrying out the study. It describes the research design, source; of data, instruments for data collection, establishment of research questions, population of the study, sample size and technique of data analysis.
The research design embodies the blue print for the collection, measurement and analysis of data related to the research questions. Thus, the methodology used for the collection of data is mainly survey method based on secondary primary sources of data collection.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Presentation of Data
The methodology described the design used in this study. Also in that section we presented the procedure, population size and sample, source of data and rate at which questionnaires were returned. This chapter focused on collected data, analyses of the data, presentation and validation of hypothesis stated in chapter one. For the purpose of this study, A, represents Community Services and B represents Operations while A.D. represents Assistant director.
CHAPTER FIVE
CONCLUSION AND RECOMMENDATIONS
Conclusion
Organisations are established for specific purpose and objectives, people also join organisations to satisfy their needs, and in so doing they contribute to achievement of organisational goal to achieve the objectives of the organization. Therefore, it is the responsibility of every leader to build an organization that will function effectively because the extent to which he/she succeeds will depend considerably ion subordinates willingness to corporate with him/her among other things will depend on the degree of congruency between the leadership style adopted by the leader and the expectations and desires of the subordinates.
In view of the above therefore, to realize the objective of the Ministry of Works and Infrastructure in Lagos State, the leadership should be effective enough to recognize the needs of the workers, employ appropriate motivational tools such as promotion of staff based on merit, skills, provide suitable work environment and to ensure free flow of information, personal recognition as well as research and development.
Hence, arising from the findings of the hypotheses which were tested with chi-square statistical method, the study concludes that there is a positive relationship between Innovative Leadership and organization performance as perceived by the workers in the Ministry of Works and Infrastructure Lagos State. Again, that there is no leadership obstacles that hamper achievement of organisational goal in the Lagos State Ministry of Works and Infrastructure. But that factors such as good office accommodation insufficient funds and poor work environment are some of the factors which hamper the performance of the staff of the organization which many of the staff said is beyond the control of the leadership of Ministry of Works and Infrastructure in Lagos State.
Furthermore, that there are possible ways of enhancing the Ministry of Works and Infrastructure Lagos State. This can be made possible through the provision of the necessary tools, financial support office equipment, conducive work environment and the motivation of the staff by collaborating with the head office in Abuja so that all the supports he needs can be given to him.
Recommendations
As a result of the findings of the study, the following recommendations have been made.
Since it was discovered that organizational members show high level of commitment to their work if they discover that in doing that their needs will be realized, it then manes that the behaviour of the leadership towards execution and implementation of the Lagos State Ministry of Works and Infrastructure programmes is dependent on adequate provision of all the tools that the workers need to perform. In view of the above, if proper and adequate combination of human a material resources of the organization is put in place the organization will achieve its objectives.
Therefore, that Ministry of Works and Infrastructure leadership in Lagos State should ensure that those behaviour and attitude to non- provision of conducive environment for workers to perform should be seriously addressed.
Also we found out that there are no leadership obstacles that hamper achievement of organisational goal but rather we discovered that Innovative Leadership role is hampered in Lagos State Ministry of Works and Infrastructure due largely to factors beyond their control. Suh factors are non provision of adequate funds to run the office, poor work environment and lack of office equipment to enhance the workers performance if these facilities are put in place and the office enjoys adequate funding from the National Head-quarters then the office in Lagos will realize its set objectives. Therefore it is recommended that those factors that hamper effective leader roles in Lagos State Ministry of Works and Infrastructure should be removed to pave ways for Innovative Leadership role and the realization of organizational objectives.
Since scholars have stated that the failure or success of any organization to a large extent is determined by environmental factors. Managing Nigerian organizations quite different from the environmental factors will not promote the success of the organization. So the people’s culture, their value preferences, needs and other factor should be considered if the leadership intends to realize the set objectives for the Ministry of Works and Infrastructure in Lagos State. This is important because given that most organizational in Nigeria are established and follow similar administrative and management principles like organizations in other parts of the world but in terms of results, achievements and objective realization they are different due to environmental influences.
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