Influence Of Leadership Style In Subordinate Job Effectiveness (A Case Study Of PZ Industry Aba, Abia State)

Project and Seminar Material for Business Administration and Management (BAM)

Influence Of Leadership Style In Subordinate Job Effectiveness (A Case Study Of PZ Industry Aba, Abia State)


Abstract


This project work is written in order to know the influence of leadership style on subordinate job effectiveness. A case study of PZ industry Aba. The study worked into the influence of leadership style in industries. Questionnaire was distributed to the entire management and staffs of PZ industry Aba. This project work was able to identify the various types of leadership style, it’s merit and demerits situation where they are applicable i.e autocratic leadership style, democratic leadership style and lassies faire leadership style. Autocratic: adopts the use of threats and coercion to get work done, here the leaders does not entertain any suggestion from his subordinate.

Democratic is in contact with the autocratic, the leader takes into consideration the wishes and suggestion of members as well as those of the leader in decision making and taking. Laissez faire: Passes his responsibilities to his subordinate especially in decision making. The researcher has been able to proffer the following recommendations that is to select the most effective leadership style for a given situation emphasis should be laid on flexibility and sensibility to the situation in which the leader and the group finds themselves and such situation should be analyzed as forces within the leader forces in the followers, forces in the situation.


Table Of Contents


Preliminary Page(s)

  • Title page
  • Approval page
  • Dedication
  • Acknowledgement
  • Table of contents
  • Abstract

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of problem
  • 1.3 Purpose of the Study
  • 1.4 Research Question
  • 1.5 Significance of the study
  • 1.6 Scope/ Delimitation of the study
  • 1.7 Limitation of the study
  • 1.8 Definition of terms

Chapter Two

2.0 Literature Review

  • 2.1 Meaning of a leader
  • 2.2 Types of leaders
  • 2.3 The importance of the study
  • 2.4 Function of the study
  • 2.5 Leadership styles
  • 2.6 Leadership theories

Chapter Three

3.0 Research Methodology and Design

  • 3.1 Introduction
  • 3.2 Research design method
  • 3.4 Method of data collection
  • 3.5 Population of the study and sample size determination
  • 3.6 Sampling techniques/procedures
  • 3.7 Validity and reliability of measuring
  • 3.8 Method of data / statistical analysis

Chapter Four

4.0 Presentation, Analysis and Interpretation of Data

  • 4.1 Data presentation
  • 4.2 Analysis and interpretation

Chapter Five

5.0 Summary of Findings, Conclusion and Recommendation

  • 5.1 Summary of findings
  • 5.2 Conclusion
  • 5.3 Recommendations
  • 5.4 For further research
  • Bibliography / references
  • Appendix

Chapter One


1.0 Introduction

1.1 Background Of The Study

A leader is a person who has the ability to influence, to motivate and to direct others in order to attain desired objectives.

Agu (2003:248) A leader has the responsibility to mobilize those under him to carryout their respective function to achieve the objevtives of the organization. He is the catalyst required to activate latent human resources to achieve, the leader creates the conditions in which mental as well as physical efforts are applied by members to achieve organizational goals, and in effect attempts to close the relationship between the organization success and personal success.

Nwaogwugwu (2007:204) the leader influences his group and vice versa because the leader listens also to the group and modifies his position accordingly. To lead is to show the way, to inspire, to energize. He stays in front and lead by example so that others will follow him.

ILE (1999:208) asserts that a leader is one who influences his or her followers or group to achieve an objective in a given situation. A person with power over others who exercise the power for the purpose of influencing the group behaviour. It is the duty of the leader to ensure that followers are individually rewarded hence. Alugbuo (2003:219) maintains a leader is concerened with monitoring, clarifying and influencing the role and task performance of individual so as to maximize their personal reward as they simultaneously contribute to group goal attainment. The style a leader uses goes a long way in determining subordinates job satisfaction and dissatisfaction, looking at the three leadership style and identifying in which situations each style works better.

The Authoritarian Leadership Style

For example is approved in periods of crisis but fails to win the “heart and minds” of their followers in the day to day management.

The Laissez Faire Leadership Style:

Is appreciated by the degree of freedom it provides, writing on the behavioural approach to leadership.
Akanooa (200:96 – 98) identified according to his, a leader with Authoritarian style does not consider the opinion of structure, control, authority in his management of people”.

The Democratic Leadership Style:

Is more adequate in the situation that requires more consensus building. He consults his subordinates on proposed actions, he allows and encourages participation from them.

Gaian, he sees from styled leaders as those whose subordinates have high degree of independence. It is however, the nature of an organization that should determine the leadership style to be used. Indeed, the right of those subordinates to enjoy job effectiveness is sacrified at the after of leadership misbehaviour. A leader should behave in such a way as to the subordinate job effectiveness.

Awoju (1997: 192) believes that effectiveness is derived from the extent of which actual reward fall short, meet or exceed the persons perceived equitable reward, then the individual will be satisfied but if actual reward are below what is perceives to be equitable, then the individual, will be dissatisfied.

Job effectiveness should be pursued bearing in mind that the individual gives to the organization only to the extent to which the exchange is seen as being relatively equal. Should subordinates derived job. A leader who behave in such a way as in arbitrating, suggesting, supplying, objective, catalyzing, providing security, representing, inspiring, praising and rewarding encourage job effectiveness.

Over the years, industry workers especially those of PZ industries Aba have been perceived as suffering from job ineffectiveness because of behaviour of their leaders against them, especially with regards to rewards. This has worsened leader subordinate relationship, effectively and productivity in the organization. The foregoing is over aggravated by the level of inconsistency in the payment of salaries and fringe benefits to the organization human resources.

Sequal to the foregoing, this research is geared towards analyzing the influences of leadership style on subordinated job effectiveness with a view to be making recommendations for improved performance and productivity in the firm.


1.2 Statement Of Problems

The problem associated with the effects of leadership behaviour on subordinate job satisfaction are as follows:

The inability of the leader in PZ industries to direct their subordinate will lend to poor performance or result into how productivity.

However the result is lack of group coercion and unity towards organization objective without the leaders direction, the group may have little direction and lack of control. The result can be inefficiency of even worse. The inability of PZ leadership to contently consulting the subordinate in decision making will result to ineffectiveness.

The authoritarian style of leadership exhibited by PZ leaders may have resulted to job ineffectiveness. This is because the leaders are heavily work-centered, with much emphasis given to fase accomplishment and little to the human elements. Such attitude to the human element is not encouraging rather tend to ineffectiveness. Leaders of PZ industry do not know how to determine whether employee participation will enhances organizational performance.


1.3 Objectives Of The Study

The essence of this research is to achieve the following objectives.

  1. To encourage leaders of PZ industries to evaluate organizational leadership style in relation to productivity.
  2. To make leaders in PZ industries to ascertain how subordinate high degree of independence enhances effective performance,.
  3. To make leaders of PZ industries to determine whether employee participation will enhance organizational performance.

1.4 Research Questions

In an attempt to proffer suitable solutions to the problem stated above, the following research question will be answered.

  1. What is the relationship between organizational leadership style and productivity?
  2. Does subordinates high degree of independence enhance effective performance?
  3. Does employee participation enhances organizational performance and productivity?

1.5 Significance Of Study

So many people will benefit from this research work in so many ways. Leaders of the organization will find this study useful as it will expose them to the consequences of abnormal behaviour against human resources thereby assisting them in choosing only those workers that aid them to achieve the organizational objectives effectively and efficiently.

To organizations, workers and subordinate, his research work will assist them know best on how to access the behaviour of their leader vice-visa, their welfare and satisfaction thereby know when and how to make demands, take actions and reason with their leaders.

To government officials, thus research work will help them develop positive behaviour towards civil and public servants under them and also help public sector fight job dissatisfaction.


1.6 Limitations Of The Study

The research encountered a lot of problem in the course of writing the project. She had the problem of managing time because she needed to attend to lectures where there is need to visit the case study firm for research purpose.

Finance was a major constraint as a lot of money was needed for transportation and other miscellaneous expenses to make a sound research. The bad road prevalent in our country were contributory to the suffering of the researcher passed through in making researches. The researcher could not get to libraries on time, much of the researchers time was spent on the roach each time. She embarked on such trip.


1.7 Scope Of The Study

Even through the researcher wishes to analyze the effect of leadership behaviour on subordinate job satisfaction in virtually all organizations, the impossibility of such has lead to the section of PZ industry, as a case study.


1.8 Definition Of Terms

Leader:

This is one who influence others to attain a stated objective.

Behaviour:

It is an action one takes given the application of stimuli, the way one behave especially towards other people.

Job:

This is the work that one does for which he receives regular payment.

Productivity:

It is ration of output and input.

Reward:

This is something tangible or intangible one is given for his work.

Motivation:

It is that which causes channel and sustains employees work behaviour.

Subordinate:

This is having less power on authority than somebody else in a group of organization.

Proffer:

This is to offer something to somebody by holding it out to them i.e to offer advice or explanation to somebody.


Chapter Five


5.0 Summary, Conclusion And Recommendation

5.1 Introduction

This chapter deals with the following introduction, summary of findings, conclusion and recommendation. In this chapter, an attempt will be made to summarize some of the important findings have critical bearing on the subject matter of the research work.


5.2 Summary Of Findings

Example in this chapter are the summary of the findings by the researcher and some recommendation. This study takes a look at various type of leadership style and their role on subordinate job effectiveness.

Chapter one is the introduction and general background of the study. Chapter two is the literature review while chapter three and four are research methodology and research methodology and research presentation analysis and interpretation.

With reference to the analysis and questionnaires distributed, it was discovered that the equitable level of consulting subordinate in decision making leads to job effectiveness in the organization. Also, subordinates satisfaction with their leader behaviors also lead to job effectiveness and increase in productivity of the organization. The subordinates high degree of independence enhances effective performance in the organization. Employees participation with also enhance organizational performance.


5.3 Conclusion

The study has attempted to deal on the influence of leadership style on subordinate job effectiveness of PZ industries. Focusing on PZ Aba as a case study. The research tried to answer the research questions posed on the study.

Hence, it is the desire that leaders of PZ should pick up the coverage in consulting their subordinate in decision making, especially on issues concerning their job. They should also allow them to an extent to take decisions on their own. They should also encourage their subordinate by allowing them to participate in some challenging areas; as such opportunity could encourage them to get involved if more effort is given to do their best, use some new methods to show case effectiveness, competency, ability and otherwise.

Thus, following the research findings, it can be concluded that actually, effective leadership style enhance organizational performance in the organization.


5.4 Recommendation

Based on the findings and implications of this, it is recommended that future researchers should find out the best leadership style and why leadership style differ in every organization.


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Frequently Asked Questions


How does leadership style affect the job you lead?

Leadership style will have a positive and negative impact on the job they lead. According to Fernando, Juan and Phillip, leadership style is the way leaders influence others or their subordinates so that the person wants to fulfill the desire of the leader to achieve good organizational goals [2].

How does situational leadership style influence subordinate development?

Influence of Situational Leadership Styles on Subordinate Development. For a subordinate who is at a level D1, where he has low competence but high motivation, the leadership style could be Participative where the leader involves the subordinate and further motivates him to build on his competence to increase his/her effectiveness at tasks.

What is the leadership style for a D1 subordinate?

A manager as a leader has to partner in the developmental journey of his/her subordinate. For a subordinate who is at a level D1, where he has low competence but high motivation, the leadership style could be Participative where the leader involves the subordinate…

What is your leadership style?

According to Fernando, Juan and Phillip, leadership style is the way leaders influence others or their subordinates so that the person wants to fulfill the desire of the leader to achieve good organizational goals [2].

How does your leadership style affect the structure and effectiveness?

Your leadership style affects the structure and effectiveness of group communication. A leadership style that is open and encourages creativity, innovation, a free flow of ideas, and information encourages and improves overall group communications.

Do leadership styles affect job satisfaction and organizational commitment?

Identifying crucial factors that could affect the employees’ job satisfaction and organizational commitment. 3. Lastly, the future research may consider added measurement instrument for the leadership styles relation with job satisfaction and organizational commitment to contribute different outcomes through different organization’s culture.

How does leadership affect employee attitude towards their jobs?

Leadership has a stronger effect on the attitude of employees towards their jobs. The role of leaders in today’s organizations has changed and the success of any organization relies on the leadership styles practiced by the leaders.

How does leadership style affect group communication?

To answer the question how does leadership style affect group communication, the success of a leader depends largely on the leader’s communication style and the extent to which the leader promotes effective communications within the team, among other factors.

What is situational leadership theory?

As we know that the situational leadership theory proposes that a leader needs to change his/her leadership style as per the situation and environment. Leaders also need to consider the level of their followers; to decide on a particular leadership style.

What are the disadvantages of the situational model of leadership?

The disadvantages of the Situational Model of Leadership are that: The model doesn’t distinguish between leadership style and management style. There are several studies which show the models ineffectiveness at getting results.

How does a leader’s leadership style affect subordinates?

Leadership style affects subordinates by influencing the way the organization makes decisions, manages deadlines, promotes creativity and innovation, and deals with change. According to management experts Paul Hersey and Ken Blanchard, a successful leader chooses his leadership style based on the skill level…

Why is situation leadership important in management?

The leadership style practiced by managers greatly influences the performance and productivity at the work place. The situation leadership model encourages managers to flexibly use their leadership style based on the situation and thus achieve effective results.

What is the appropriate style of leadership for a D1 student?

So his readiness level can be seen as D1, so the appropriate style of leadership would be “Directing” (Telling what to do, how to do), which is very task-oriented and less relation-based, because he/she firstly needs to learn how to cope with.

What is a subordinate leadership style?

Subordinate leadership is indirect kind of leadership that emanates from the subjects rather than from the leader. Leaders involve their subjects to develop followership and influence by satisfying the needs of the followers. Click to see full answer. Keeping this in consideration, what is subordinate Centred leadership?

What is a D1 subordinate?

D1: The enthusiastic beginner. Your subordinate is low competence but high commitment. Your subordinate is inexperienced but enthusiastic. Here, your subordinate may show willing but they lack the specific skills the task requires.

What is the difference between S1 S2 and S4 leadership styles?

The leader works with the team, and shares decision-making responsibilities. Delegating (S4) – Leaders pass most of the responsibility onto the follower or group. The leaders still monitor progress, but they’re less involved in decisions. As you can see, styles S1 and S2 are focused on getting the task done.

How do you determine your leadership style?

To find your leadership style, take online personality tests to determine your dominant personality traits. Then, use this information to come up with a leadership style that suits you. For example, if you’re empathetic, open to input, and team-oriented, you may prefer a collaborative leadership style.

What your leadership style says about you?

The assessment was designed by William Marston. Marston was pretty smart and fascinated with the truth. In fact, he developed the lie detector, wrote a bunch of books and developed the comic Wonder Woman, featuring a character who has the lasso of truth. When it came to the DISC assessment, Marston figured there were four primary types of leaders. 

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