CHAPTER ONE
1.1 Background To The Study
Transformational leadership style is
propelled by vision for positive change and creativity in the
environment. It boosts staff morale, motivates and facilitates high job
performance among followers. Transformational leaders present themselves
as role models to their followers; these endearing qualities inspire
the followers’ commitment to the group goals. Transformational
leadership style is regarded as the most effective in the Nigerian
universities system. Burns (1978) defined transforming leadership as a
process which facilitates mutual commitment of "leaders and followers to
assist boost the morale and motivate each other. Transformational
leadership constitutes a leadership strategy which reshapes the values,
expectations, perception and aspiration of employees and creates
significant change in the life of the people and of the organization.
The transforming approach is consistent with the leaders recognized
traits, ability and personality which influences change towards the
attainment of articulated goals. Consequently the research seek to
investigate Transformational Leadership Styles, decision making
techniques and lecturers Job Performance in Universities in South West
Nigeria –
1.2 Statement of the Problem
The university system constitute as
ivory tower of the nation’s citadel of learning required to produce
leaders to manage all sectors of the economy of the nation. Consequently
the university management envisages goals and objective for the
nation’s educational system. It is therefore the role of leadership
envisioned through the lecturers to develop and motivate young people to
successful future leadership in the nation. Saal & Knight (1988)
defined leadership as the social influence which leads to the attainment
of organizational goals and objectives. It involves the exercise of
human potentials to impact upon the attainment of organizational goals.
Udegbe (1999) also proffers an insight into leadership when he
postulated that leadership is a process of creating subordinates’
identification and desire to achieve the organizations mission and
goals. .The need for an effective leadership style cannot be over
emphasized in our university system inview .It is believed that
Transformational leadership style if employed will exact the much needed
change we need in the university system in Nigeria. Therefore the
problem confronting the research is to investigate Transformational
Leadership Styles, decision making techniques and lecturers Job
Performance in Universities in South West Nigeria –
1.3 Objectives of the Study
To determine the nature of Transformational Leadership Styles
To determine the impact of
transformational leadership style as a decision making techniques on
lecturers Job Performance in Universities in South West Nigeria –
Transformational leadership constitutes a
leadership strategy which reshapes the values, expectations, perception
and aspiration of employees
1.4 Research Questions
What is Transformational Leadership?
What is the impact of transformational leadership as a decision making techniques on lecturers’ job performance?
1.5 Significance of the Study
The study proffers the effectiveness of
the transformational leadership in decision making and enhancing
lecturers’ job performance
Transformational leadership style is
propelled by vision for positive change and creativity in the
environment. It boosts staff morale, motivates and facilitates high job
performance among followers. Transformational leaders present themselves
as role models to their followers; these endearing qualities inspire
the followers’ commitment to the group goals. Transformational
leadership style is regarded as the most effective in the Nigerian
universities system. Burns (1978) defined transforming leadership as a
process which facilitates mutual commitment of "leaders and followers to
assist boost the morale and motivate each other. Transformational
leadership constitutes a leadership strategy which reshapes the values,
expectations, perception and aspiration of employees and creates
significant change in the life of the people and of the organization.
1.6 Research Hypothesis
Ho The impact of Transformational
Leadership Styles, as a decision making techniques and enhancing
lecturers Job Performance in Universities in South West Nigeria is not
effective
Hi The impact of Transformational
Leadership Styles, as a decision making techniques and enhancing
lecturers Job Performance in Universities in South West Nigeria is
effective.
1.7 Scope of the Study
The study focuses on the appraisal of
Transformational Leadership Styles, decision making techniques and
lecturers Job Performance in Universities in South West Nigeria –
1.8 Limitations of the Study
The research was confronted by some constraints including logistics, and geographical factors
1.9 Definition of Terms
Transformational leadership
Transformational leadership style is
propelled by vision for positive change and creativity in the
environment. It boosts staff morale, motivates and facilitates high job
performance among followers. Transformational leaders present themselves
as role models to their followers; these endearing qualities inspire
the followers’ commitment to the group goals. Transformational
leadership style is regarded as the most effective in the Nigerian
universities system. Burns (1978) defined transforming leadership as a
process which facilitates mutual commitment of "leaders and followers to
assist boost the morale and motivate each other. Transformational
leadership constitutes a leadership strategy which reshapes the values,
expectations, perception and aspiration of employees and creates
significant change in the life of the people and of the organization.
LEADERSHAIP DEFINED
Saal & Knight (1988) defined
leadership as the social influence which leads to the attainment of
organizational goals and objectives. It involves the exercise of human
potentials to impact upon the attainment of organizational goals.
Udegbe (1999) also proffers an insight into leadership when he
postulated that leadership is a process of creating subordinates’
identification and desire to achieve the organizations mission and
goals.
