From the immemorial, the role of
leaders in ensuring excellence organizational performance cannot be
emphasized. The need for adequate motivation suitable working
environment, compensations efficient communication between employers and
employees are important to promoting excellent organization
performance. Though studies on motivation and leadership role amongst
employees are well studied in financial organization in developed
countries, less could be said of in financial organization in developing
countries like Nigerian. Therefore, it was important to evaluate
leadership and organizational performance in financial intuitions in
Nigeria. The evaluation was done through the use of questionnaires with
questions tailored towards determining: the relationship between
leadership and organizational performance, pattern of leadership and the
extent of factors for worker’s low performance and leadership style
affected labour management relations and productivity in two selected
branches of United Bank for Africa being the study area. After analyzing
the result with chi-square, it was concluded that to attain the
objectives of business establishment, it was necessary that leadership
recognizes the needs of workers, employ appropriate motivational tool
such as promotion of staff based on merit and skills, provide suitable
working environment and provide an appropriate leadership style that
will encourage free flow of information among employee superior officers
and other employers.
TABLE OF CONTENTS
Title page 1
Table of contents 3
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study
5 1.2 Statement
of the Problems 7
1.3 Objective of the study 9
1.4 Significance of the Study 9
1.5 Statement of Hypothesis 10
1.6 Scope and Limitation of the Study 11
1.7 Organization of the Study 11
1.8 Definition of Terms
CHAPTER TWO: LITERATURE REVIEW
2.1 Concept of Leadership 14
2.2 Level of Leadership 16
2.3 Leadership Ability 20
2.4 Trait Theory 24
2.5 Behavioural Theory 26
2.6 Likert Leadership Theory 34
2.7 Situational Theory 36
2.8 Fielder’s Contingency Theory 36
2.9 Qualities of a Good Leaders 38
2.10 Leaders in Nigeria 44
2.11 Leadership and Employees / Organization
2.12 Leadership Roles; Its Functions and Responsibilities
to Employees Performance 48
2.13 Function and Responsibilities 50
2.14 Employees Motivation 51
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction 53
3.1 Research Design 53
3.2 Population of Study 53
3.3 Sample and Sampling technique 54
3.4 Source of Data 54
3.5 Research Instrument 54
3.6 Validation of Research Instrument 54
3.7 Reliability Test 55
3.8 Method of Data Analysis 55
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION OF RESULTS
4.1 Introduction 57
4.2 Data analysis 57
4.3 Data Presentation 57
4.4 Questionnaires Classification 61
4.5 Hypothesis testing 62
4.6 Hypothesis one 62
4.7 Hypothesis two 64
CHAPTER FIVE: SUMMARY RECOMMENDATION AND CONCLUSION
5.1 Summary of finding 67
5.2 Recommendations 70
5.3 Conclusions 71
1.1 BACKGROUND OF THE STUDY
An organization is a social set up,
which has a boundary that separates it from its environment, pursues its
own collective goals, and controls its own performance (Kick and
Gullet, 1995)., in a formal organization, interactions are rationally
coordinated and directed through time on a common basis.
The person at the helm of affairs is usually the leaders.
Kraines (2011) stressed that the word
leadership has been used by most discipline: political science, business
executives, social workers and educationist. However, there is large
disagreement as regards the exact meaning.
This view was also supported by
Taffinder (2006), who gave different definitions to leadership: “a
simple meaning leadership is getting people to do things they are never
thought of doing, do not believe are possible or that they do not want
to do. With reference to an organization, he defined leadership as “the
action of commitment employees to contribute their best to the purpose
of the organization”. While on a complex and more accurate view, he
explains that you only know leadership by it consequences – from the
fact that individuals or a group of people start to behave in a
particular ways as a result of the actions of someone else”.
Thus in many situations, “leadership
ability” may only become apparent when a person has a formal role and
hence has a power over reward and punishments or when at least such
power is relatively weak among other group members. The failure to make
this distinction has caused some confusion in the discussion of
Effective management is described as a
means of getting things done by other people. It can further be
described as a social process entailing responsibility for the
effective and economic planning and regulation of the operators of an
organization in fulfillment of a given purpose or task.
Employees performance is been described
as the work rate of individual that make upon the department, unit and
ministries that actually carry out the goals and objectives of the
organization and it is through their performance each and every unit
determines vis-à-vis the set goals of the
Employees have to be rewarded /
motivated in terms of their effective performance and thus having to do
with performance appraisal, which is defined as a systematic evaluation
of employee’s past and present behaviour on the job based on standard
format for use of the employee and employers.
Messick and Kramer (2008) further
explained since human beings could become members of an organization in
order to achieve certain personal objectives, the extent to which they
are active members depends on how they are convinced that their
predetermine objectives. Therefore, an individual will support an
organization if he believes that though it, his personal objectives and
goals could be met. If not the person’s interest in the organization
The extent (degree) to which all members
of an organization user their abilities and influences in the effective
utilization of resources depends upon how well the managers (leaders)
of the organization understood and perform their jobs. Maddock and
Fulton (2008) explained that leadership and other processes of the
organization must be such that can ensure maximum probability within all
interactions and relationships with the organizations, each member will
be in the light of his background, values and expectations, view the
expenses as supportive and one which can build and maintain his sense of
personal worth and importance.
1.2 STATEMENT OF THE PROBLEM
Leadership management in the
organization is moving towards the trend transformational leadership.
The question is whether transformation leaders do make a difference in
leadership development as well as subordinate job satisfaction and
Bass, Bennis and Nanies, Conger and
Kanungo; Rouche, Baker and Rose; Tichy and Devanna (as cited in Pawar
and Eastman, (2007) studied transformational leadership’s behavioural
aspects and their effects on subordinates productivity / performance and
According to Hater and Bass (2008),
considerable research has been done in the exchange relationship between
leaders and subordinate. However, the concept of effective leadership
is based on strong personal identification and going beyond a
self-interested exchange of rewards between leader and subordinate.
By considering the present study; the effectiveness and ineffectiveness lies on the leadership and organization of the study.
According to Akpala (2008) some common
problems were mentioned to affect organizational performance in Nigeria
business and institutions. Among these problems faced by economic and
government institutions in Nigeria are bad attitude to work among
Nigerian workforce, poor organizational performance, inefficiency and
ineffectiveness in most places. The author further stated that most
organizations in Nigeria are managed by management systems that are
strange to the typical Nigerian culture. However, it was suggested that
the right type of leadership and motivation were not applied in managing
1.3 OBJECTIVE OF THE STUDY
The major objective of this study is to
examine the effect of leadership style on subordinate productivity in
Nigeria with respect to United Bank for Africa. The specific objective
of the study include:
- To determine the pattern of leadership and the extent it has
affected organizational performance in the United Bank for Africa (UBA)
- To identify the factors that is responsible for worker’s low performance in the United Bank for African (UBA).
- To find out how leadership style affected labour management relations and productivity in the United Bank for Africa (UBA).
- To examine the roles a leader plays in an organization.
1.4 SIGNIFICANCE OF THE STUDY
Nigeria as a nation is currently faced
with a sharp increase on number of entrepreneurs who form business in
common areas relating to maintenance, wholesales and production to
industries. The running of theses business units necessitates frequently
interactions and expectations between the entrepreneur and the
Based on this, this study will be of immense significance in a number of ways:
- It will help to reveals the relationship between leadership and
organizational performance and how leadership style could be applied to.
- It will be of importance for students of business administration who
might become future managers leaders and
- This study will also help management and leaders of organizations to
become aware of the factors that actually motivate their employees to
low and high productivity in their work.
1.5 RESEARCH HYPOTHESES
The followings hypotheses were posited to guide the study in achieving the research objectives.
Leadership function and pattern in United Bank of Africa (UBA) does not
significantly affect the overall performance of the business outfit
Leadership function and pattern in United Bank of Africa (UBA)
significantly affect the overall performance of the business outfit
Positive responses of the leader to higher performance variables does
not promote maximization of the objectives o f the organization in the
United Bank for Africa (UBA)
Positive responses of the leader to higher performance variables
promotes maximization of the objectives of the organization in the
United Bank for Africa (UBA)
1.6 SCOPE AND LIMITATION OF STUDY
This study covers the relationship
between leadership style and organizational performance in Nigeria with a
view of highlighting the consequences of effective leadership quality
in subordinate productivity.
The major limitation is time and
financial constraints. This type of research requires adequate time and
financial resources to visiting the case study frequently.
However, the scope of the study will be limited to United Bank for Africa, Lagos.
1.7 ORGANIZATION OF STUDY
This research will be organized into five chapters as follows:
Chapter one will focus on the background
of the study, statement of problems, objectives of the study, statement
of hypothesis, significance of the study, scope and limitation of the
study organization of the study and definition of terms.
Chapter two will contain literature review and theoretical framework.
Chapter three will focus on the research methodology and method of data analysis.
Chapter four includes the presentation and analysis of data and discussion of results.
Chapter five will focus on the summary, recommendation and conclusion.
1.8 DEFINITION OF TERMS
Leadership: Getting people to do things they have never thought of doing, do not believe are possible or that they do not want to do.
Employer: An employer can be defined as a person or institution that hires people.
Employee: This refers to the person being hired (supplier of labour).
Management: The act of
controlling a directing people so as to coordinate and harmonize the
group thereby accomplishing goal(s) within and beyond the capacity of
people being directed.
Corporate Image: This depicts the attributes people give to an organization.
Organizational Performance: This is the performance of the product of all interactions taking place in the organization.
Motivation: A conscious act aimed at spurring better results from individuals who may ordinary not ready to go beyond their capacity.