The Impact of Leadership Style on Employees’ Productivity
CHAPTER ONE
Objectives of the Study
The main objective of the study is to establish the impact of leadership style on employees’ productivity among the employees of Cadbury Nigeria Plc, Lagos State. However, to achieve this main objective, the following sub-objectives will be considered;
- To assess the impact of autocratic leadership style on employee work quality in Cadbury Nigeria Plc, Lagos State.
- To investigate the impact of democratic leadership style on employee efficiency in Cadbury Nigeria Plc, Lagos State.
- To explore the impact of laissez-faire leadership style on employee effectiveness in Cadbury Nigeria Plc, Lagos State.
- To evaluate the impact of bureaucratic leadership style on employee motivation in Cadbury Nigeria Plc, Lagos State.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
CONCEPTS OF LEADERSHIP
According to Lawal,A.A.(1993) Leadership is the process of influencing others to work willingly toward an organizational goal with confidence. According to Asika,N.(2004), “Leadership is generally defined simply as the process of influencing people to direct their efforts towards achievement of some particular goal or goals”. According to Koontz et,al (1982). “Leadership is generally defined simply as the art of influencing people so that they will strive willingly towards the achievement of group goals”. ‘This concept can be seen to include not only willingness to work but with zeal and confidence. Sikula,A.F.(1996), sees “Leadership simply as an act that involves influencing others to act toward the attainment of a goal”. According to Akpala,A. (1990) “leadership has been defined in terms of’ functions performance by executives as ‘individuals and as a group”. ‘This concept clarify that the responsibility of the superior is to direct behaviour into channels that promote the achievement of organization and departmental goals. Further studies have been carried out by researchers to examine the issue of leadership In the view of Eze (1982), he sees Leadership as a relational concept involving both the influencing agent and the person being influenced. This he claimed means that without followers there can be no Leader. He further indicated that the factor which interact to produce an effective leader include not only the abilities and characteristics of the group he is leading, but also the characteristics of the situation in which his leadership takes place. To round it up, Eze (1982) described the Nigeria leader as having authoritarian leadership characteristics and practices. They seem to maintain a rigid dictatorial approach to management as well as a master—servant. rider horse relationship with subordinates. A Nigeria by nature and training is autocratic and demands nothing hut respect and obedience from his is subordinates.. Eze (1982), posited further that leadership particularly in the public sector becomes the ‘cradle of influence to rule enforcement and productivity, shoddiness and inefficiency, double standards, lack of seriousness and indiscipline. Okafor (1981) asserts that Nigeria leaders are tight lipped, egg head, who clogged up the nation’s wheel of’ progress.
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 investigate the impact of leadership style on employee’s productivity.
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 the impact of leadership style on employee’s 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 of leadership style on employee’s productivity
Summary
This study was on the impact of leadership style on employee’s productivity. Four objectives were raised which included: To assess the impact of autocratic leadership style on employee work quality in Cadbury Nigeria Plc, Lagos State, to investigate the impact of democratic leadership style on employee efficiency in Cadbury Nigeria Plc, Lagos State, to explore the impact of laissez-faire leadership style on employee effectiveness in Cadbury Nigeria Plc, Lagos State and to evaluate the impact of bureaucratic leadership style on employee motivation in Cadbury Nigeria Plc, Lagos State. 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 Cadbury Nigeria Plc, Lagos State. 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, production managers, senior staff and marketers were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The study concludes that leadership style of the organization greatly influence the performance and organizational output. Organization will function effectively when management employs a proper leadership styled. Therefore, harmony should be created between workers, management and the task environment.
Recommendation
We recommend that democratic, participatory and supportive leadership should exist within the organization, leaders should set vibrant high performance organizational culture through interpersonal relation, dialogues and transparency. Leaders should adopt effective communication pattern to produce enthusiasm and foster an atmosphere of confidence within the organization. It should note that the aforementioned as indices and indexes of democratic leadership style which culminated to high performance.
References
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- Asika N. (1991) Research Methodology in the Behavioural Sciences Longman Nigeria Ltd)
- Eze. N.A (1982): Psychological Approach to Leadership in Nigerian Organization Paper Presented at Annual conference of the Nigerian Psychological society Ibadan .
- Folayan Ojo (I999): Personnel Management and Practice Panaf Publishing Inc. 31 lIaje Road, Bariga, Lagos State. Nigeria
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