The Effect Of Leadership Style On Employee Performance In An Organization

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The Effect Of Leadership Style On Employee Performance In An Organization


This study aims to assess the Leadership Styles and its impact on organizational performance. It was carried out in Akwa Ibom State water Company Limited. The population for this study is comprised of civil servant in the State Civil Service. However, this was delimited to the Akwa Ibom State water Company Limited. From the population specified above, a total of 120 respondent were randomly drawn to constitute the sample. This was made up of civil servants randomly selected from all classes of the service. The result of the hypothesis proved that there is a significant relationship between Leadership style and organizational performance. It was revealed that the effectiveness and performance of organisation is base on their leadership styles. In conclusions, No single leadership style is suitable at all situations. The manager should be situational, idiographic and nomothetic oriented in his style of leadership.

Chapter One


1.1 Background of the Study

Human beings are the most precious part of civilization. His is because of all created beings, man is the most important organize and co – ordinate himself and other resources logically and by so doing give positive meaning to life and the world.

Without leadership, our families, communities, institutions, organization, businesses and society generally would become a conglomeration of confused, rudderless, directionless, wasteful and detailed collection of peoples, machines and materials.

According to Stoner et al (2005), defined leadership as “the process of directing and influencing the task oriented activities of group members”.

Weihrich and Koontz (2009). Defined it as “The art or process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals. Allan and Robert (2006), defined leadership as a process where one person exerts a social influence over the members of a group. Appleby (2005), viewed it as the ability of management to induce subordinates to work towards group goals with confidence and keenness. Mullins (2007), is of the view that leadership involves “getting others to follow” or getting others to do things willingly”.

Akanwa (2003), described leadership as a process of influence on a group in a particular situation at a given point in time, and in a specific set of circumstances that stimulates people to strive willingly to attain organizational objectives.

Leadership is the ability to persuade others to seek defined objectives enthusiastically. It is that human activity that binds a group together and motivates it towards goals. It is the ultimate act that brings to success all the potentials that are in organizations and their people.

Ingredients of leadership, also according to Weihrich and Koontz (2008), I identified four major ingredient of leadership:

Power, that is, the ability to use power effectively and in a responsible manner.
A fundamental understanding of people that is, the ability to comprehend that human beings have different motivation forces at different times and in different situations.

Inspiration, that is, the rare ability to inspire followers to apply their full capabilities to a project, making people to give unselfish support to a chose champion.

Style of the leader and climate he develops, that is, the ability to act in a manner that will respond to and arousing motivation.

According to Normala and Syed (2009), high quality leaders and followers relationships have been found to have impact, on employees performance and organization commitment.

1.2 Statement of Problems

Although the qualities of leaders are obviously important especially in team work in particular, leaders need the skills to engage followers in productive and satisfying mutual pursuits. The problem is base on the topic, the impact of leadership styles on employees performance in an organization, therefore my goals is to reveal what it is that motivate all leaders to perform at their best and to achieves optimal business result at all time because the researcher, the inherent problem I have identified is that many managers in organization have attempted into several different incentive programs to motivate their employees, yet they have not worked for everyone in the organization, this is a major problem facing by managers these days, due to the fact that each managers in organization is founded on the strength of its employees performance.

The problem also arises out of improper management of human resources. Also poor and reluctant services as compared to the need generation with and timely service.

1.3 Objectives of the Study

The general objective of the study is to examine the overall effect of leadership style on workers’ performance of organization.

The following are the objective of the study.

  1. To determine the relationship between leadership style and the organizational performance.
  2. To examine the importance and relevance of leadership style in an organization.
  3. To make recommendation to the leadership and organization base on research finding.
  4. To ascertain how leaders can satisfy the need of it workers.
  5. To evaluate whether the worker are productive or not.

1.4 Research Questions

The following research question would be examined in the study.

  1. Is there any relationship between leadership style and the organizational performance?
  2. What are the important and relevance of leadership style in an organization?
  3. What recommendation can be made to the leaders and organization based on research findings?
  4. How Can leadership satisfy the need of it workers?
  5. Does leadership style has effect on organizational performance?
  6. What does worker motivation got to do with the organizational performance?
  7. What are those leadership styles that affect the organizational performance?
  8. Does leadership styles contribute positively to the growth and development of any organization?

1.5 Research Hypothesis

The following hypotheses were drawn to guide my research work.

We have Null Hypothesis (Ho) and the Alternative Hypothesis (H1).

Hypothesis One
  • Ho: Leadership style has no relationship with the organizational performance.
  • H1: Leadership style have a relationship with the organizational performance

1.6 Significance of the Study

The study will be of great benefit to managements, employees and to all actors in the organizations as whole. This will enable the manager to know the types of leadership style to adopt in their effort to achieve organizational set goals as well us how the style will influence productivity in their organization. Also this study is important/essential because it will enable the coordinator in organizing, to know the style of leadership preferred by their employee.

This research focused on the styles that will use for effective job performance in an organization.

This study well serve as a stepping-stone to any individual who may be willing to go into business, but for the fear of how to make an effective and efficient use of human resources that they employ.

1.7 Scope of the Study

This research study will be delimited to identifying the leadership effect on productive employees in the work-place. The study will be carried out in Akwa-ibom civil service Uyo. Questionnaires will be used in collecting data from managers and their subordinates in the selected firms.

1.8 Limitations of the Study

Some difficulties were encountered by the researcher while working on this research, it was not very easy to track down all the respondents in order to administer and get back the questionnaire from them. Repeated call had to be made several times in order to overcome the obstacle. Besides, time was not friendly and finance also posed some constraint in the process of this work. However, the researcher had to work extra hard in order to overcome these constraints. They did not in anyway jeopardize the validity of the researcher results.

Chapter Five

Summary, Conclusion and Recommendation

5.1 Introduction

This chapter presents the summary of the research study besides, the conclusions arising there are presented and conclusions of the study.

5.2 Summary

The study is aimed at investigating the leadership styles and effect inn organizational performance. The study population was Akwa Ibom State civil servants. However, the study centered around the sample population which comprised of civil servant of the Akwa Ibom State Water Company Limited, Uyo. The research design was the survey descriptive and simple percentage was the statistics used in testing the only hypothesis of the study.

The finding revealed a positive and significant relationship between the level of education and leadership styles in organizational effectiveness. The leadership styles adopted by a company and achievement of organizational objectives, and effectiveness and performance of organisation and leadership styles.

5.3 Conclusion

Having studied the rule of effective leadership styles in organsiational performance. The study revealed that the staff performance in any organisation be it informal or formal depends largely on how effective a leader is, and the leadership can be thoroughly felt when there is favourable situation for the leader.

Any director, permanent secretary, manager who adopt a problem solving, democratic leadership style get the best from the employees.

No single leadership style is suitable at all situations. The manager should be situational, idiographic and nomothetic oriented in his style of leadership.

5.4 Recommendation

Based on the finding and the conclusions drawn, the following recommendations are made.

  1. Managers should carry along every employee in their organisation by involving them in both the decision and implementation processes of the system.
  2. In view of the postulates of the contingency theory of leadership, the best way to enhance leadership effectiveness in an organisation is the modified favourableness of specific situation which is conducive to effective organizational performance.
  3. The Managing Director of Akwa Ibom State Water Company Limited should be of tasks to subordinates without bias.
  4. Staff transfers as an instrument of productivity should be intelligently and fairly arrived out from time to time. This will always inject fresh blood into the system.
  5. While selecting managers, the government should take into consideration both the seniority (merit) and professional training of the individual.

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