ABSTRACT
This research work titled Leadership Styles and their
Impact on Organizational Productivity using Obajana
Cement Factory as a case study. The research work is
divided into five chapters with the first chapter focusing
problems which necessitate the exercise as well as the
objectives and the significant impact of study. The chapter
two which is normally termed as review of literature has to
do with discussion of where relevant to the field being
researcher into. Thus, attempt was made by the researcher
at reviewing books, journals or prevails and attracts
relevant to the topic in particular and Obajana cement
factory Plc in general. In chapter three, the research
methods employed by the researchers in gathering data
1
sampling
techniques
for
analyzing
response
(30)
human
elements
drawn
from
both
the
summarized.
Finally,
the
last
chapter
is
re-emphasized
thereafter
recommending
possible
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1
1.2
1.3
1.4
1.5
1.6
1.7
1.8
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1
3
5
6
7
8
9
11
14
2.2
Leadership definition
16
2.3
Leadership style
19
2.4
Leadership theories .
22
2.5
Leadership types
28
31
2.7
35
2.8
2.9
40
41
37
44
3.2
Research methodology
53
3.3
53
3.4
54
3.5
55
3.6
56
3.7
58
3.8
Validity of instrument
58
3.9
59
Introduction
60
4.2
60
4.3
Summary of findings.
66
Introduction
72
5.1
Summary .
72
5.2
Conclusion
5.3
Recommendation
74
75
Bibliography
Appendix.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The success or failure of any organization be it at home
level, private company, government or an educational
institution depend on how it is managed. This means that
there must be capable hands at the top to coordinate the
efforts of the subordinates towards the attainment of the
individual and for organizational goods. The coordination of
efforts based on an effective system of communication
which has to flow freely within and between all sectors of
the organization.
However, the ones is on the organizations leadership to
ensure that these objectives are achieved. One of the most
leadership. Important roles to be played are that of
leadership. Although, the people at the top are addressed by
different
names
like
managers,
directors,
sole
By
implication,
there,
the
success
or
there
is
lack
of
seriousness
towards
official
right
calibres
of
staff
are
occupying
the
right
or
dialogue
organization
thus
constituting
undoubtedly,
the
challenge
outcome
of
to
the
such
2.
and
efficiently
coordinate
in
your
organization
3.
4.
subjected
to
situational
factor
in
your
organization?
1.4 OBJECTIVES OF THE STUDY
The objective of the study amongst other is to critically
look into the authority structure of the organization
leadership, in other words, the study is aimed at finding out
whether the style of leadership at the said organization
constitutes to the efficiency and effectiveness of the
5
research
study
is
of
importance
to
all
effective
leadership
within
the
hierarchical
structures of an organization.
Finally, it will also helps in correcting some anomalies
and imbalances in the leadership styles and suggesting
ways of improving on them. Consequently, by so doing, it
helps in inculcating in them the ability to identify what it
takes to be a leader and the ideal theories of leadership,
roles, qualities and behaviours/styles to be adapted. Lastly,
7
evaluate
their
inputs
on
the
organization
productivity.
As an academic exercise, the study especially sampled
the organization leadership and staff as population to be
considered in the course of the study. This is made so n the
order to enable the researcher narrow down the study
within a controllable or limit. More so, the study is made
more relevant not because the company relies mostly on
expatriates and firms like Dumex and Julius Berger in the
construction and operation of the cement factory but how
their on the departure of these expatriate will affect the
organization productive capacity. (2007 to date).
1.7 LIMITATIONS OF THE STUDY
8
researcher
is
particularly
saddled
with
the
particular
period
of
time
and
in
particular
This
is
systematic
manner/way
of
doing
The
resultant
consequences
of
any
10
11
12
CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION AND THEORETICAL FRAMEWORK
In this chapter (research) intends to review some of the
existing intertexture on the subject matter (leadership styles
and it implication on organization productivity).
Theories of leadership trait or so-called great man
theory, this theory assumes that leaders are born and not
made leaders such as Alexander the Great Malcom X,
Gregor, Washington, Obafemi Awolowo, were said to have
been blessed with an inborn ability to lead. Thus so-called
great man approach to leadership gave birth to trait theory
those traits are of acquired but are inherent personal
qualities in short, it emphasis that leadership is a function
of the inborn trait.
1.
2.
3.
4.
5.
6.
when
his
personal
traits
complement
the
situational characteristics.
Contingency theory: Are based on the belief that there is
no single style of leadership appropriate to all situations. A
number of different situational leadership theories have
been developed, major contingency models of leadership
include:
a.
b.
c.
d.
place
within
the
hierarchical
structure
of
the
16
17
which
leaders
uses
in
influencing
the
are
responsibility
they
indolent
should
lack
be
abilities
compelled
and
in
dislike
order
to
implemented
whole
heartedly
which
organizational
stabilized as well.
FREE REIN LEADERSHIP: Free rein or laissez fair style of
leadership is the practice by which organizational leaders
uses their power very little it at all, given subordinates a
high degree of independent and freedom in their operation
such leaders depend largely on subordinate to set goals and
the means of achieving them and they perceive their role as
one of facilitating the operation of followers by furnishing
them with necessary information and acting primarily with
the group external environment.
The assumption of this type of leadership is that
people can exercise self direction and control to achieve
objective to which they are committed by seeking and
accepting responsibility. One significant effect of this style is
that organizational goals might not be achieved as some
people will set goals below standard because of their
selfishness thus, uniform goals and decision can never be
attained. Goleman, D. (2000), Leadership that get result
Vol 18, March P. 78-90.
2.4 LEADERSHIP THEORY
Leadership has probably been written about formally
researched and in formally discussed more than any other
20
analyst.
They
provided
some
insight
of
realistic
approach
to
leadership
behaviouralist
Fieldlers
contingency
theory
of
leadership
identified
these
factor
or
condition
as:
(L.P.C)
and
assumed
similarity
between
since
favourableness
or
otherwise
of
or
relationship
oriented
to
ensure
optional
leaders
and
the
group
adjust
their
behaviours
of
acceptable
exception
psychological
charisma
etc.
These
attitudes
in
an
individual
qualification
and
promotion
etc.
This
type
of
achievement
e. The skill to participate socially and adapt to various
group and
f. A desire for status and socio-economic position.
In an attempt to answer the question of what leader
really do, different observational studies have been carried
out. Henry Mintzberg, H. (1990) tries to provide empirical
evidence of the role and activities of leaders in the
organization on the basis of his direct observational studies.
He possess the three types of leadership role to show below:
29
INTERPERSONAL ROLE
Figure head
INFORMATIONAL ROLE
MONITOR
DISSEMINATOR
SPOKES PERSON
DECISION ROLES
Entrepreneur
Disturbance handle
Resources allocation
Negotiator
SOURCE: Mintzberg H. (1990:31) The Leader Roles Folklore and fact, Harvard Press.
30
for
information,
as
disseminator
the
leader
time
with
all
levels
in
the
dialoguing
with
for
organizational
leadership
to
be
production
role,
production
requirements,
34
organization
manages
by
production
leaders
and
his
people
that
engage
in
the
36
38
REFERENCES
Akowe, J. (2010) Theories of Administration and Workers
Productivity in the Nigeria Public Sector, Lokoja Onairi
Printing and Publishing Company Ltd.
Bolumi, S.S. et al (2009), Principles of Management, Lokoja
Chrises Prints.
Mcfarland,
O.E.
(1997),
Management
Foundation
and
39
CHAPTER THREE
RESEARCH METHODOLOGY AND DESIGN
3.0 HISTORY OF OBAJANA CEMENT COMPANY
Dangote Group is one of Nigerias diversified business
conglomerates with a hard earned reputation for excellent
business practices and products quality with its operation
headquarters in the hustling metropolis of Lagos, Nigeria in
West Africa.
Since
inception,
the
group
has
experienced
competing
with
itself
to
better
the
post
across
Africa,
manufacturing
the
capacity
group
to
build
is
focused
local
on
local
manufacturing
business
with
an
initial
focus
on
Cement
time in to a
the
group
commissioned
the
Obajana
Cement
41
of
company
cleric
their
finance/resources
through
shares,
EXECUTIVE DIRECTOR
43
SERVICES
OPERATIONS
GENERAL MANAGER
GENERAL MANAGER
COMMERCIAL
COMMERCIAL
MANAGER MATERIAL
HEAD OF INTERNAL
MANAGEMENT
AUDIT
COMPANY SECRETARY
SOURCE: Obajana Cement Company Annual Report and Account 2012.
44
company/organization
he
make
sure
that
all
of
DIRECTORS:
each
department
These
not
are
the
within
the
director
(MD)
of
the
company
their
(MATERIAL
MANAGEMENT):
These
the
purchasing
and
the
supplying
of
material
management
department
and
the
heave
section
manufacturing
are
under
the
MANAGER
(FINANCE/ACCOUNT):
This
to
Akpa
and
Angahar.
P.
(1998-24)
48
population.
This
is
case
study
using
one
selected
through
stratified
random
sampling
1,610
25% of 1,610
25/100
x 1,610 = 403
50
INTERVIEW:
oral
The
interview
research
held
with
the
52
strategy
each stratum
each
stratum
10
479
2.5
25% of 479 = 25/100 x 1121
1121
= 280.25
25% of 1121 = 25/100 x
1610
280.25
Total number of staff that
level
Middle
cadre
Total
of
Top management
management level
Manipulative
members
returned questionnaire
cadre
filed
and
returned
their
own
data
for
this
research
was
collected
by
54
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.0 INTRODUCTION
Before any definitive inference can be arrived at the
data allocated and used be presented and analyze for the
presentation to properly be discussed by users of the project
work,
statistical
methodology
using
diagrammatical
to
William
play
flair;
diagrammatical
55
Sex
Male
No of respondents
303
Percentage
75.2%
Female
100
Total
403
SOURCE: Field survey, 2013.
24.8%
100%
No of respondents
100
Percentage
24.8%
26-35
50
12.4%
36-45
190
47.15%
46-55
49
12.25%
56-65
0.7%
66 and above
11
Total
403
SOURCE: Field survey, 2013.
2.7%
100%
the
range
of
16-25
years,
50
respondents
No of respondents
50
Percentage
12.4%
Married
340
84.7%
Divorced
10
2.5%
Widower
2
Total
403
SOURCE: Field survey, 2013.
07%
100%
representing
12.4%
were
single,
340
are
more
married
respondents
than
single
respondents.
TABLE 4:4: Distribution of respondents according to
educational qualification
57
Education
Primary
No of respondents
15
Percentage
3.7%
Secondary
205
50.9%
Tertiary
170
42.2%
Vocation
0.70%
Other
10
Total
403
SOURCE: Field survey, 2013.
2.5%
100%
No of respondents
253
No
150
Total
403
SOURCE: Field survey, 2013.
Percentage
62
38
100%
58
No of respondents
203
Percentage
51
No
200
Total
403
SOURCE: Field survey, 2013.
49
100%
that
the
top
management
staff
greatly
No of respondents
203
No
200
Total
403
SOURCE: Field survey, 2013.
Percentage
51
49
100%
TABLE
4.8:
Does
autocratic
leadership
style
have
No of respondents
253
No
150
Total
403
SOURCE: Field survey, 2013.
Percentage
62
38
100%
No of respondents
303
No
100
Total
403
SOURCE: Field survey, 2013.
Percentage
75
25
100%
60
Discussion
from
the
above
analysis
enable
the
towards
the
growth
Consequently,
the
or
otherwise
researcher
was
of
an
made
62
APPENDIX
School of Management Studies,
Department of Public Administration,
Kogi State Polytechnic,
Lokoja.
Dear respondents,
QUESTIONNAIRE ADMINISTRATION
I am a higher National Diploma (HND) student of the
above department and institution undergoing a Higher
National Diploma Programme. However I have designed this
questionnaire in order to collect information for research
project titled LEADERSHIP STYLES AND ITS IMPLICATION
ON ORGANIZATIONAL PRODUCTIVITY.
It is purely an academic exercise in fulfilment of the
requirements for the award of Higher National Diploma
Certificate in Public Administration. All information would
be treated confidentially.
Your prompt cooperation is highly appreciate as it will
equally contribute to the success of this research work
which is aimed towards increased in knowledge.
63
Yours faithfully,
QUESTIONNAIRE
INSTRUCTION: Indicate your response by ticking--------- in
the appropriate box and fill in that which best
describes your feeling against each question.
PART 1: PERSONAL DATA
Status:---------------------------------------------------------------Age:------------------------------------------------------------------Sex:-----------------------------------------------------------------Educational qualification:---------------------------------------Occupation:--------------------------------------------------------Religion:------------------------------------------------------------(Muslim)
(Christian)
(Other religion)
PART 2: QUESTION
1.
2.
and
efficiently
coordinate
in
your
organization?
a. Yes ---------------------- b. No --------------------------3.
Does
growth
prospects
have
directly
link
with
the
5.
6.
7.
8.
65
9.
10.
66
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.0 INTRODUCTION
This is the last chapter of the project work to provide
this is the last chapter of the project which was done from
chapter one to chapter four.
Conclusion will also be drawn in the chapter based on
the finding made and recommendations will finally be made
which will help organization participants particularly for
management staff in human resources management.
5.1 SUMMARY
A brief study of the made result obtained from the
analyzed data through the administration of questionnaire
indicated that leadership style play a very important role in
organization. In other words, the researcher strongly
believes that in every organization there exist a system of
leadership which act as the guiding prudence for both the
staff and management of the organization. Thus, the
researcher was made to understand that leadership style in
an organization can help to direct, guide and coordinate the
affairs/ towards actualizing the aims and objectives for
which it was established.
67
researcher
was
optimistic
about
the
democratic
recruitment,
selection,
placement,
motivation
and
style
is
necessary
pre-requisite
towards
69
From
all
indications,
the
researcher
stands
to
c.
the
d.
e.
ii.
The
Role
of
Women
in
the
Socio-Economic
71
BIBLIOGRAPHY
ADEOYE, M.L (2000), A Journal on An Assessment of
Technological Transfer as Nigeria Strategy
for Technological Development, Vol. 2, 2000
P. 8.22.
AKOWE, J. (2010) Theories of Administration and Workers
Productivity in the Nigeria Public Sector,
Lokoja,
Oravivi Printing
and
Publishing
Company Limited.
BOLUROMI, S.S. et al (2009) Principles of Management,
Lokoja, Chrisco Printer.
COLEMAN,
D.
(2000),
Leadership
that
Get
Result
Management
of
Public
Enterprises,
73