1.1 Introduction
Leadership covers a very conspicuous position of group or organizational conduct. It is the heart of an organization, which without; organization or group cannot properly function. It is obvious, that leadership ensures orderliness in an organization when an economic venture is undertaken by an organization with a view to maximizing economic opportunities it calls for person to supervise, direct, control, and co-operation to ensure effectives. Leadership cannot be completely delineated from management, though the former can be spoken of in relation to unorganized groups, while the later exist in an organized structure.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitations of the Study and Definition of technical terms.
1.2 Background of Study
Leadership is an essential tool in every human organization. It provides the guide and motivation necessary for the success of any organization. Thus, leadership exists even in the library. The Conceptual Review of Leadership has been variously defined. Each definition is field to the author’s educational and professional background.
In the words of cole (2001), the word “leadership” is a dynamic process in a group whereby an individual influences others to contribute voluntarily to the achievement of group tasks in a given situation.
According to “katz and Kalia” cited in Onwubiko (2004), “leadership is the act or process of influencing people so that they strive willingly towards an organizational objective.
Leadership, according to “Ifidon and Ifidon” (2007) is: The act or process of influencing staff so that they will willingly and enthusiastically work with zeal and confidence towards the accomplishment of the library's objectives.
Leadership has also been described as the process of motivating other people to act a participate way in order to achieve goals. From whatever point it is approached leadership entails influencing other people not only to willingly work, but also work with zeal and confidence. “Zeal” on the other hand, is the enthusiasm and intensively in the exaction of works, while “confidence” reflects expertise and experience.
Leadership in library setting entails that a librarian-manager influences and motivates his/her subordinates in a way that enhances goal achievement. Every librarian —manager adopts an appropriate style that will enable him to influence the subordinates towards achieving the goals and objectivity of the library. The style is referred to as “Leadership style” Leadership style therefore, is the way and manner in which a librarian manager influences and motivates his/her subordinates. Leadership style according to “Opaleke” (2012) is a powerful tool that can motivate subordinates to put in their best in any given establishment.
There are so many leadership styles available to managers, leaders and librarians managers across the globe. According to Onwubiko (2004) , the leadership styles available to a librarian manager include: The employee oriented style, the consultative style, the exploitative and authoritative style, the participative style and benevolent styles.
According to the above, “Ifidon and Ifidon” (2007) identified other leadership styles as: the traditional, experimental and human relations styles. There are several factors that influence the choice of leadership style. Onwubiko (2004) opines that the choice of leadership styles is influenced by the type of staff in the library, working environment in the library and suittional issues. Leadership styles adopted in a library context can motivate the staff, build on their confidence to work and draw up their zeal. It is a tool for encouragement to the staff of the library. Although, leadership style has both positive and negative influence on the staff and their productivity, the Impact of Leadership Styles on Employee Productivity in Private Organizations in Nigeria.
1.3 Statement of the Problem
Investigation revealed that leadership styles in the library in supposed to motivate the staff into been productive and perform optimally. Also, it is supposed to create a conclusive environment that enhances the productivity of the staff.
Personal observation has shown that the staff of the library has not performed effectively and their productivity has not been encouraging. So many fingers points to the leadership and the leadership style adopted in the library. It is on this not that the study is proposed to examine the Impact of Leadership Styles on Employee Productivity in Private Organizations in Nigeria.
1.4 Aim and Objective of the Study
The aim of the study is to examine the Impact of Leadership Styles on Employee Productivity in Private Organizations in Nigeria. In achieving this aim, the following specific objectives were laid out as follows:
- To examine the impact of leadership styles on employee’s productivity and performance in Private Organizations.
- To find out problems associated with choosing a leadership style in Private Organizations under study;
- To investigate out the factors responsible for the choice of leadership style in Private Organizations; and
- To proffer solutions to the identified problems affecting Leadership Styles on Employee Productivity.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- What are the leadership styles available to the Private Organizations in Nigeria?
- What are the factors responsible for the choice of leadership style in Private Organizations?
- What are the impact of Leadership styles on employee’s productivity and performance in Private Organizations?
- What are the problems associated with choosing a leadership style in the library under study?
- What are the preferable solutions to the identified problems affecting Leadership Styles on Employee Productivity?
1.6 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There is no relationship between transformational leadership style and employee attitude to work in Private Organizations
- H1: There is relationship between transformational leadership style and employee attitude to work in Private Organizations
Hypothesis Two
- H0: There is no relationship between transactional leadership style and employee attitude to work in Private Organizations
- H1: There is relationship between transactional leadership style and employee attitude to work in Private Organizations
Hypothesis Three
- H0: There is no relationship between transformational leadership style and employee commitment in Private Organizations
- H1: There is relationship between transformational leadership style and employee commitment in Private Organizations
Hypothesis Four
- H0: There is no relationship between transformational leadership style and employee attitude to work in Private Organizations
- H1: There is relationship between transformational leadership style and employee attitude to work in Private Organizations
1.7 Significance of Study
The study will increase the publications in leadership style as in the case of Private Organizations. Again, it will shed light on the impacts of closing Leadership Styles on the productivity and performance of employees in the Private Organizations.
This study will be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.
1.8 Scope of Study
The scope of this research is focused on the Impact of Leadership Styles on Employee Productivity in Private Organizations in Nigeria.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Research material: availability of research material is a major setback to the scope of the study.
- Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
1.10 Operational Definition of Terms
Leadership Style: As use in this study, implies the way which influence process is exercised. It is the characteristics ways in which the leadership relates to his subordinates or employees.
Effectiveness: This implies the ability of an organization in achieving its objective. It is doing the right thing.
Efficiency: This is the optimum level o9f a given resources which the organization may fully utilize to produce a given unit of output/ waste. However, it is act of doing things right.
