1.1 Introduction
Out of the twenty three (23) local government councils in Kaduna State none has met the expectations and aspirations of the electorate who voted them into office. Some people blamed the disappointment on the council leaders. Studies in leadership are as controversial as the concept itself. At the local government level there are numerous leaders. The Local government chairman is a leader, just as the Director of Human Resources. The Treasurer is a leader just as the Director of works. Nobody will declare the Head Driver, the Head of security, the Head Messenger etc as non-leaders. They are all leaders in their own rights. Even if this research is concerned mainly with political leaders it may seek to find out if leaders are born or made. This research will try to establish the role of fund, personnel, cooperation, fellowship and of course, leadership in the delivery of dividends of democracy at the grass roots level. 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
This study on the relationship between leadership and its effects on performance, achievement and goal realization is carried on at the Kaduna South Local government as a case study. There are many theories and principles on leadership styles and their application in organized private set like banking, manufacturing, industry etc. Can these also apply and work out the same way in a politically influenced and controlled like the local government particularly in a federation such as Nigeria?
In carrying out any collective task leadership is a major element which brings about either success or failure leadership plays central role in offering direction and purpose towards achieving set goals of an organization including Kaduna South Local government. It is also an important element in the social relationship of groups of work. Leadership is the main factor that determines and sharpens group behaviour especially when it is correctly applied. In his approach, each employee enjoys a feeling of strong commitment and dedication towards achieving organizational goals. Regardless of inequality of members of staff appropriate leadership style can serve as a maginet drawing every body to the centre there by providing a formidable workforce. As the saying goods unity is strength.
However, Kaduna South Local government goals can never be achieved without proper leadership style in place. It is important not that the effective performance of an individual employee is a function of both his personal characteristics and the individual environment. A careful consideration of knowledge, skills, experience, attitude and motivation of an employee enhance maximum productivity and efficiency in the job. Since leadership deals with the human resource element, it provides the basis for effective utilization of material resources in an organization through individual skills, know ledge and ability.
According to Merenu (1988) Leadership is the most influential person in an organization who provides direction, guides, group activities and ensure that group objectives are obtained. Leadership is the life wire of an organization. Douglas Mc Gregor theory X and theory Y is of the view that leaders, attitude towards subordinates has a large influence on how such workers behave both on the job and towards their leader. It is how ever important to note that no single leadership style is likely to be effective in all circumstances. Leadership styles vary based on social political environment and other circumstances.
Finally, an effective leader is measured by his ability to manage and withstand forces around him and how to effectively utilize human and material resources to ATTAIN ORGANIZATIONAL OBJECTIVE. DOUGAS MCGREGOR, put it clear that there is a close relationship between leaders’ expectation and the resulting performances of the subordinates.
A pertinent question which this research seeks to answer is “can leadership style enhance or hinder the delivery of dividends of democracy at the local government level”. Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Effects of Leadership Performance, Achievement and Goal Realization.
1.2.1 Historical Background of the Study Area
Kaduna south local government is located in Kaduna metropolis. It was carve out of the former Kaduna Local Government in September 1991. The headquarters is in Makera. Kaduna South Local Government has fourteen (14) districts namely: Makera, Tuduwada SaboGari, Ungwan Sanusi, Mado, Kurmi Mashi, Ungwan Muazu, Kinkinan, Badiko, Kakuri Hausa, Kakuri Gwari, Bannawa, and Television.
The northern boundary is river Kaduna and the rail way line from river Kaduna to Kawo, the southern boundary is Chikun Local Government and Igabi Local Government boundary is in Rigasa.
At its inception, the local government was Sabo Kabukuk at its temporary headquarters the No: 11 Babban Dodo Street Makera. The area within the local government is administered under two area offices namely:-
- No; 1 Samaru Road and
- No; 5 Samaru Road
One of the offices accommodates the works department and health department while the other one accommodates the education department and non-governmental organizations representatives. When Hon Mohammed Lawal Ibrahim was elected under the zero party he decided to affect rapid development of the permanent site of the secretariat and on the 16th July 1996 the personnel management Department moved into the building. The construction continued by Hon Garba Attahiru who succeeded him then over to Mr Edward Sawok who was a caretaker committee chairman whom under the construction went finally when the incumbent chairman in person of Hon Alh Mahmud Ilu was democratically elected them he continue until the finally completed the building. It accommodate well fence, land scoping and built a covered drainage them with the Nigeria breweries.
Makera is the industrial and commercial centre of the local government. Makera and Kakuri are likely populated areas and are inhabited by different ethnic groups that are Hausa, Fulani, Gwari, Kanuri, Bajju, Jaba and Kataf, Kaninkon and Mungu.
The population of Kaduna South Local government is 373, 576 as per 1999 census figures. It has a mixture of high medium and low income citizens distributed in both the urban and rural part of the local government. Kaduna south local government operates six departments.
Each department is managed by executive supervisions known as supervisory councilor, who gives political direction to its activities of the department as well as to the Head of Department who is professional and who coordinates the activities of the department. The departments are:-
- Personnel management
- Finance and supply
- Education and social development
- Health and environmental services
- Works and Housing
- Agriculture and Natural resources.
These departments are used to carry out public policies. Therefore in the year 2003 the sum of eight hundred and ninety nine million eight hundred and forty thousand one hundred and eighty nine (899,840,189) was the amount specified in the fourth column of the schedule in respect of Kaduna South local government. The Director of personnel management is the Head of service and the administrative head of Kaduna South local government. This local government is one of the richest local government in the country with our average revenue of seven million (7000,000) a month, the recent chairman of Kaduna south local government is Mr UNANA YASHM who was appointed as caretaker by the governor of Kaduna State sir, Patrick Ibrahim Yakowa.
1.3 Statement of Problems
The problem identified by the researcher is the perceived poor service delivery by the various Local Government councils in Nigeria.
Many Nigerians are dissatisfied with performances of Local Governments in the country. It could be assessed that more than 80% of the 774 Local government councils in Nigeria have nothing to show for their existence in terms of executing public policies within their areas of jurisdiction, especially from 1999 to 2011. This research is therefore set out to investigate factors which are responsible for poor or low productivity in Kaduna south local government area.
Several factors are suspected to be responsible for this political factor such as shortage of fund and qualified staff, state government interference etc. however this study picked one of the factors, leadership. One thinks that of all the factors promoting high productivity or satisfactory delivery of dividends of democracy, leadership is the most important.
This is so, because, he has to combine, control and direct all other factors to achieve the set objectives. In other worlds, this work wishes to isolate concentrate on local government political leader and his administrative style with the view to identifying the degree or level of his contribution to the delivery or non-delivery of dividend of democracy from year 2000 to 2010 in Kaduna south local government area of Kaduna state.
1.4 Aim and Objectives of Study
The aim of the study is to find out how leadership styles are being used in Kaduna South local government. In achieving this aim, the following specific objectives were laid out as follows:
To identify the different leadership styles and their relationship with employee productivity
- To determine the relationship between leadership style and employee motivation.
- To ascertain the effects of leadership styles on community cooperation and good will.
- To examine the contribution of leadership styles to dividend of democracy delivery.
- To investigate the contribution of leadership style to industry harmony and esprit decors in Kaduna South Local Government area.
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:
- Does the contribution of leadership style to industry harmonize decors in Kaduna South Local Government area?
- What are the different leadership styles and their relationship with employee productivity?
- What is the relationship between leadership style and employee motivation?
- What are the effects of leadership styles on community cooperation and good will?
- What is the contribution of leadership styles to dividend of democracy delivery?
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.
- H0: There is no significant relationship between leadership and level of delivery of dividend of democracy at the local government level.
- H1: There is significant relationship between leadership and level of delivery of budget implementation (estimate) at the local government.
1.7 Significance of Study
In the words of Asika (1991), a project of this nature is to give opportunity to the local government to assess itself on their leadership style and their impact on employee productivity in its area. The research work is aimed at improving employee productivity thorough the adoption of various leadership styles.
In addition this study will also provide basis for workers to enjoy a feeling of strong commitment and dedication towards achieving dividend of democracy through close relationship between leadership expectation and the resulting performances of the workers in Kaduna South Local Government.
1.8 Scope of Study
According to Yusuf (1996) one aspect in research study that gives beginners problems is how to decide the scope of the study. The scope is the extent of work the research intends to carryout that is the margin of the coverage of the research work in terms of phenomena to be examined and the number of subject required to provide useful information about object of the study.
The scope of this research is one local government out of 23 local governments in Kaduna state. The time frame covers the period 2000 to 2010. The study centers in the concept of leadership style and their impact on public service delivery. The study covers ten (10) years of democratic local government rule.
If excludes the period of military administration, but it covers political leader who were elected as well as those who were appointed as caretaker chairman by the state governor.
Since leadership also affects the happiness and morale of workers the researcher will examine the condition of service of the local government staff.
The research concentrates on political leaders with little reference to other traditional, religious, social leaders in the area of study.
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.
- 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 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.
Employee Performance: This is the employee's behavior directed towards the requirement of the job as well as productivity and profitability of the organization. It involves the employee utilized potentials towards attainment of the organizational goal.
Goal Congruence: This is as used in this work refers to the agreement of employer and employee towards the achieving the goal of the organization. It is harmonious activities between the organizational policy and the employee so as to obtain the required targets.
