CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The power of leadership cannot be ignored as it is amongst the factors of the success and failure of an organization. When an organization has efficient management, it is most likely to experience improved worker productivity; great leaders offer purpose and direction for accomplishing business objectives. Furthermore, leadership is a considerable aspect of teamwork and interrelationship amongst employees and shapes organizational behavior. When an organization delights in strong leadership, employees are most likely to achieve organizational goals. When a company has leadership that depicts social and emotional intelligence and interpersonal and technical skills, it enhances employee productivity (Aqqad et al., 2019; Abdeldayem et al., 2021); for that reason, it is not likely to accomplish organizational objectives without effective and dependable leadership.
To this degree, leadership is deemed the substantial element in the planning and initiation of the transformations in the organizations. On the other hand, Yahaya et al (2014) thought that organizational transformations and developments are triggered by interventions such as overall high-quality management and business process reengineering. Scholars such as Girgin, (2005) and Gooderham et al., (2004) thought that leadership goes parallel with fast technological developments, worldwide competition and changing nature of the labor force. It is likewise considered that leadership is the art of persuading people and creating an environment for people to recognize the organizational objectives (McShane and Van Glinow (2000). According to Brown (2007), leadership is power based essentially on individual traits, typically normative in nature. This implies that leaders should exhibit different skills in order to influence their tactical strategies.
However, other scholars are of the opinion that leadership skills alone are meaningless if leaders will not accept innovation to remain ahead of their rivals. According to Lewis and Gilman (2013), leadership skills such as emotional intelligence, technological skills, individual abilities and conceptual skills have excellent effect on the increase of productivity of employees within an organization. Employee's productivity refers to the assessment of reliable and efficient of employees within a particular organization. Employee's production can be assessed/determined by the result of employees within a specific period of time. According to Mathias and John (2007), the organizational productivity is determined by quantity and quality of work in connection with the resource used. If the organization produces higher, it will result in a much better affordable benefit because of that the cost used for production of goods and services are reduced. Additionally, McNamara (2009) suggested that the outcomes/productivity in addition to the output are what an organization want from employees. The productivity of an organization includes the time that employees have to create or generate a specific level of production. Likewise, organizations consider productivity by looking as their employee spends on doing a certain job such as production for industry.
According to Anderson (2006), leaders should incorporate their skills with different styles of leadership in order to increase creativity and enhance the productivity of their organizations. As a result, it is maintained that the importance of leadership styles within any organization have been an area of arguments amongst scholars. Presently the importance of leadership styles has been recognized by lots of scholars worldwide. Jing and Avery's (2008) disclosed that there is close relationship between leadership styles and organizational efficiency. According to Eze (2010), the growth and development of any type of company depends much on the leadership styles of the organization. The study proved that a leadership style adopted by an organization is crucial in meeting the expectations of the organizational objectives, since leaders always induce spirit of performance amongst their subordinates.
There are a number of methods to improve employee productivity and realize organizational goals. According to Tang (2019), effective leadership enhances employee mindset, morale, and imagination by improving teamwork, effective communication, and eliminating potential conflicts that may delay production. According to Johnson and Hackman (2018), leadership is challenging to define. It is when a group, an organization, or an individual guides a team, other people, or a company and their activities to achieving the set objectives. Tang (2019) mentions that leadership style directly impacts employee job satisfaction and motivation, where good leadership and desirable behaviors enhance the organization's success.
1.2 Statement of the Problem
Many organizations style of leadership opposes the development and growth of the employee. Some leaders do not concentrate on organizing, supporting and developing individuals in the leader's team. An individual with a bad attitude needs a different method compared to one with a high level of motivation. The essential starting point is having actually a mutual understanding of human nature: needs, emotions, and motivation. Some organizations do not know the application trait method for test and interviews in the choosing managers.
Leadership style as it is used earlier describes all strategies embraced by those that influence decision to guarantee a constant optimal productivity in regards to decision making within an organization context.
Nevertheless, some styles are oppressive, and the employees are most likely to respond against the oppressive ones. Therefore, the more progressive styles for a wider amount of time and yield a desiring result in organization decision making.
1.3 Objectives of the Study
The main aim of this study is to examine quality leadership style as a tool for effective productivity in Nasarawa state. The specific objectives include:
i) To determine the effect of quality leadership on the performance of workers in Nasarawa
ii) To understand the impact of leadership style on the productivity of workers in Nasarawa
iii) To investigate the influence of quality leadership styles on the achievement of organizational goals.
1.4 Research Questions
The following are the research questions for this study:
i) What is the effect of quality leadership on the performance of workers in Nasarawa?
ii) Does leadership style have any impact on the productivity of workers in Nasarawa?
iii) What is the influence of quality leadership styles on the achievement of organizational goals?
1.5 Research Hypotheses
The followings are the research hypotheses for this study:
i) There is a significant relationship between quality leadership and the performance of workers in Nasarawa
ii) There is no significant correlation between leadership style and the productivity of workers in Nasarawa
iii) There is a significant influence of quality leadership styles on the achievement of organizational goals.
1.6 Significance of the Study
This study will be useful to the following institutions:
It will help leaders in different organizations to identify which leadership style is relevant to different challenges in their organizations. The study will serve as a guideline to other researchers, as it will lay down foundations for future studies. The study will provide a starting point for researchers as well as academicians due to the fact that the findings of the study will be used as a reference point to other studies and thereby reduce the literature gaps on the area of the effect of leadership styles on workers’ productivity. The study will also be of importance to the Civil Service and profit-oriented institutions as it will critically provide the best leadership style that will encourage the productivity of workers especially in any organisation.
Employees or workers would also benefit from this research work as a preparation towards achieving their dreams when they establish a firm of their own thereby making them a successful entrepreneur in future. Organizations as well would not be left out in achieving greater productivity from this research work by coordinating the heads and subheads of all departments of the organization, which in return would yield positive result.
Finally, this research work would be useful scholars and researchers by extracting the materials and developing it even into a more standardized way for the usefulness of organizations and individuals. Also, researchers can use this research work as a reference in making further and deeper research in gaining more knowledge thereby making their research better than this.
1.7 Scope of the Study
The scope of study is exclusively restricted to workers at Keffi Local Government Area of Nasarawa State. However, it should not be misconceived that the study has no relevance to other organizations in Nigeria they are bound to face such problem considering the globalized nature of organizational environment. The theoretical issues to be discuss are leadership style and productivity.
1.8 Limitations of the Study
Some of the constraints encountered in carrying out this research work are:
Finance: the study is one that requires money to enable the researcher to browse more information and also to carry out the research work effectively but due to this financial constraint, the researcher could not get everything required for this project thereby hampering the best work on the study.
Time: this study is one that required longer time to enable the researcher get the necessary and quality data for effective work but since it is project research of student which takes only three months that is a semester work as required by the school, the researcher is less of valid information to use.
Attitude of respondents: to make this study a very viable one, some vital information is requested from workers at Keffi Local Government Area of Nasarawa State, which the management are not willing to release, workers inability to identify their leadership style of the organization.
1.9 Limitations of the Study
Some terms used in the study are defined to avoid misinterpretation of the objectives of the study. These terms include the following:
Leader: is an appointed individual with the ability to organize other subordinate.
Leadership: is the act of getting things done through people.
Leadership style: refer to a kind of relationship that someone uses his rights and methods to make many people work together for a common task.
Productivity: the rate at which a company produces goods and the amount produced, compared with how much time, work and money is needed to produce them.
Organization: an organized group of people with a particular purpose, such as a business or government department
Performance: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
