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.
- To encourage leaders of PZ industries to evaluate organizational leadership style in relation to productivity.
- To make leaders in PZ industries to ascertain how subordinate high degree of independence enhances effective performance.
- 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.
- What is the relationship between organizational leadership style and productivity?
- Does subordinates high degree of independence enhance effective performance?
- 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
This is one who influence others to attain a stated objective.
It is an action one takes given the application of stimuli, the way one behave especially towards other people.
This is the work that one does for which he receives regular payment.
It is ration of output and input.
This is something tangible or intangible one is given for his work.
It is that which causes channel and sustains employees work behaviour.
This is having less power on authority than somebody else in a group of organization.
This is to offer something to somebody by holding it out to them i.e to offer advice or explanation to somebody.