LEADERSHIP STYLES AND WORKERS PERFORMANCE IN AN ORGANISATION (A CASE STUDY OF UNILEVER PLC, LAGOS)
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- 1-5 Chapters
- Quantitative
- Chi-Square
- Abstract : Available
- Table of Content: Available
- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
Background Of The Study
In modern-day Nigeria, it is almost impossible to have a discussion that does not start with the term "leadership." Leadership at all levels of organization, including the government, organizations, mosques and churches, and even families and schools. There are also problems with leadership that are being discussed in many different regions of the globe today. Because to poor leadership, both the government and companies have experienced failure. Leadership is impossible to achieve without the support of followers. Leadership styles may either encourage or discourage employees (workers), which can, in turn, lead employees' levels of performance to either rise or decline. That is, a certain method of leading has a direct impact or effect on the amount of work that is accomplished by an employee or by a leadership of workers. According to Schyns and Sanders (2007), the factors that contribute to employee dissatisfaction on the job include a lack of advancement opportunities, an insufficient compensation, and contradictory job expectations that come from leadership.
A style of leadership that is successful, in the sense that it has a favorable impact on the contentment of workers and leads to improved performances, effectiveness, and productivity, is obviously desired for the purposes of increasing efficiency (Muller, 2005). Employing the services of capable leaders is essential for every organization that hopes to survive in today's more competitive global market climate and become stronger over time. Productivity among workers and in organizations may unquestionably be raised by adopting an effective leadership style. According to Ojokuku, Odetayo, and Sajuiygbe (2012), the leadership style of an organization is the primary factor in determining its level of success. This is particularly true in Nigerian banks. According to Williams (2009), leadership generates an awareness and acknowledgment of a group's enterprise and goal, and it enables the workers of the group to see beyond their personal desires and needs for the benefit of the cluster as a whole. "Leadership is expressed or demonstrated by contact between individuals," writes Jago (2012). "This interaction unavoidably implies its counterpart, followership." In order for one person to influence another, the person being influenced must first allow himself to be influenced. " He made the observation that different leaders have their own unique leadership styles, which have been shown to be closely associated with the performances and outputs of their organizational organizations.
According to Hartog, Muijen, and Koopman (2017), both transactional and transformational leadership have gained leadership and attention over the course of the previous several decades. They stated that both transformational leadership and transactional leadership had direct connections with a variety of outcomes in the workplace, including job satisfaction, group performance, employee performance, and organizational commitment. It was also agreed upon by Abdul, Ausnain, and Munawar (2012) that both transformational and transactional leadership styles had a positive substantial influence on organizational commitment. According to studies (Luchak and Gellatly, 2007; and Paré and Tremblay, 2007), organizational commitment is inversely connected to absenteeism and employee turnover, and it is favorably correlated with work efforts and organizational performance. According to Bass (2015), a transformational leadership style is one in which subordinates or peers compliment and thank their leaders in a methodical and organized manner. As a consequence of this, a higher level of motivation is achieved among them, which ultimately results in increased organizational productivity. Despite the fact that Ivey and Kline (2010) stated that "transactional leadership is characterized by leader-follower exchanges, whereby leaders exchange things of value with followers to advance both the leaders' own and the followers' agendas," this definition does not adequately describe the nature of the relationship between a leader and a follower. The manufacturing industry is one of the primary drivers of economic expansion and development around the globe, including in Nigeria.
Bennis and Nanus (2010) claim that a significant number of businesses are excessively managed while simultaneously being inadequately led. There is a significant distinction between managed and led leaders; managed are those who do things correctly, whereas led individuals always do what is correct. Problems are certain to arise inside each and every notable organisation, and the process of making decisions and implementing policies is certain to give rise to disputes. According to Adair J. (2002), individuals are expected to coordinate whatever it is that they are doing to ensure that organizational objectives are met. When seen in this context, the actions that are considered to be examples of leadership are those that contribute to a group fulfilling its stated goals. In basic terms, the actions of managing other people consist of reducing uncertainty. This involves making the sort of decision that enables the organization to continue moving towards its goal despite many forms of internal and external factors. According to Kourdi J. (2009), the purpose of this research is to investigate the relationship between different styles of leadership and the level of performance achieved by workers working in an organisation.
1.2 Statement Of The Problem
The organizations face an overwhelming number of challenges, all of which work against them in their efforts to realize their goals and fulfill their missions. These issues stem from the fundamentals of management, which include planning—widely recognized as one of the most important aspects of the chief executives' responsibilities in terms of administrative duties—and have their roots in the principles of management. When there is strong leadership in place, businesses are able to have management that is both efficient and effective, allowing them to meet or exceed objectives (Hersey and Blanchard, 2008). Effective leadership styles, like the majority of other instruments for accomplishing organizational goals, are confronted with specific limits that hinder some businesses from reaching their typical aims and objectives. These constraints include: In addition, the majority of managers is not even aware of the specific limitations that the successful leadership style imposes. According to Katz and Kahn (2009), the urgency of the situation that is produced by a successful leadership style motivates study on the problem of "leadership styles on worker's performance." [Citation needed] This can only be accomplished via an effective and efficient leadership style, and it is on account of this that this work is being launched upon. The goal of every organization is to reduce costs while simultaneously increasing profits.
The ineffective leadership style of the management team of many organizations and institutions has led to the failure of those organizations. In such a situation, the workers in such organizations and institutions are not well organized, controlled, or co-ordinated. The effect of this attitude arises from ineffective leadership style, low productivity, high operating costs, unco-operative attitude of employees- etc., all of which, in the long run, leads to the closure of the organization. Some businesses struggle to find capable leaders who possess the personality, expertise, intellect, and experience necessary to steer their subordinates toward the accomplishment of the organization's goals. This is a challenge that affects many businesses today.
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