Organizational Leadership and Public Sector Productivity
CHAPTER ONE
AIM AND OBJECTIVES OF THE STUDY
As earlier stated, the main aim of the work is to evaluate organization leadership and public sector on its productivity. The specific purpose include the following:
- To critically evaluate the nature of Lagos State TV organizational leadership styles as it affects public sector productivity.
- To ascertain the relationship between leadership of an organization (Lagos TV) and productivity
- To ascertain the various factor which affect leadership and productivity of the public sector.
- To recommend to the public sector an organizational leadership style that will improve the public sector productivity.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Introduction
This study is concerned about leadership style particularly on job performance. A lot have been written on leadership style and their import on employee productivity that is why this study focuses on leadership style and job performance. Leadership is derived from leading, which is a central part of the manager’s or leader’s role that involves working with and through others in utilizing the material resources of the local government to achieve its objectives. To manage and utilize both human and physical resource of the local government will to obtain and acceptable level of performance depend on the leaders ability to lead, motivate build team spirit and to maintain open and effective communication with workers in Kaduna south local government in general. Leadership is one with the most dynamic effects during individual and organizational interaction. In other words, ability of management to execute “collaborated effort” depends on leadership capability. Lee and Chuang (2009), explain that the excellent leader not only inspires subordinate’s potential to enhance efficiency but also meets their requirements in the process of achieving organizational goals. Stogdill (1957), defined leadership as the individual behaviour to guide a group to achieve the common target. Fry (2003), explains leadership as use of leading strategy to offer inspiring motive and to enhance the staff potential for growth and development. Several reasons indicate that there should be a relationship between leadership style and organizational performance. The first is that today’s intensive and dynamic markets feature innovation-based competition, price/performance rivalry, decreasing returns, and the creative destruction of existing competencies (Santora et al., 1999; Venkataraman, 1997). Studies have suggested that effective leadership behaviors can facilitate the improvement of performance when organizations face these new challenges (McGrath and MacMillan, 2000; Teece, Pisano and Shuen, 1997). On the other hand, organizational performance refers to ability of an enterprise to achieve such objectives as high profit, quality product, large market share, good financial results, and survival at pre-determined time using relevant strategy for action (Koontz and Donnell, 1993). Organizational performance can also be used to view how an enterprise is doing in terms of level of profit, market share and product quality in relation to other enterprises in the same industry. Consequently, it is a reflection of productivity of members of an enterprise measured in terms of revenue, profit, growth, development and expansion of the organization.
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 examine organizational leadership and public sector productivity
SOURCES OF DATA COLLECTION
Data were collected from two main sources namely:
- Primary source and
- Secondary source
Primary source: Personal interview was conducted with banks various financial institutions in Rivers State metropolis.
Secondary source: The secondary formed the major theoretical part that was derived through critical review of library and also other related literature (material written by others researchers).
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 pertinent to note that this research was aimed at examining organizational leadership and public sector productivity”.
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 with organizational leadership and public sector productivity.
SUMMARY
The study on the impact of leadership style on job performance and almost every organization is very vital toward the achievement of organizational objectives. Because good, proper and effective leadership brings about qualitative, high productivity and effective performance of duty in the organization and job satisfaction. As a result of effective leadership organizations has a standard workforce that has dedicated and committed itself to the efficiency and effective achievement of its objectives.
Conclusion
This study has evaluated the effect of leadership styles and it’s impact on organizational performance. The analysis has shown that each of charisma and intellectual stimulation/individual consideration traits of transformational leadership style exerts positive but insignificant effect on followers and performance. The other trait, inspirational motivation, exerts negative but insignificant effect on performance, and. The traits are weak in explaining variations in performance. On the other hand, each trait of transactional leadership style considered in this study, constructive/contingent reward and corrective and management by exception has significant positive effect on followers and performance, and both jointly explain very high proportion of variations in performance. The study concludes that transactional leadership style is more appropriate in inducing performance in small scale enterprises than transformational leadership style. Consequently, the study recommends that small scale enterprises should adopt transactional leadership style but strategize to transit to transformational leadership style as their enterprises develop, grow and mature.
Recommendation
In order to ensure steady and predictable leadership in organization, the following recommendations are hereby advanced.
Democratic leadership style: The researches recommended that all organization should adopt democratic leadership styles, as it is the best and will carry everybody in the organization, furthermore, this style of leadership enhance quick achievement of organizational objectives.
Cordial Relationship among management, staff, and student the researcher are calling on both the management staff and student to have sound relationship that will help to move the organization forward. The researcher also recommend for effective leadership both in public and private sector as it is the only yardstick for the achievement at organizational objectives.
Reference
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