INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE JOB COMMITMENT

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INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE JOB COMMITMENT

TABLE OF CONTENTS

Title Page – – – – – – – – – – i

Declaration – – – – – – – – – ii

Approval Page – – – – – – – – – iii

Dedication – – – – – – – – – – iv

Acknowledgement – – – – – – – – v

Abstract – – – – – – – – – – vii

Table of Contents – – – – – – – – viii

CHAPTER ONE – INTRODUCTION

1.1 Background of the Study – – – – – – 1

1.2 Statement of the General Problem – – – – 3

1.3 Objectives of the Study – – – – – – 5

1.4 Statement of Research Questions – – – – – 6

1.5 Justification of the Study – – – – – – 7

1.6 Scope and Limitation of the Study – – – – 8

1.7 Definition of Terms – – – – – – – 8

CHAPTER TWO – LITERATURE REVIEW

2.0 Introduction – – – – – – – – 9

2.1 Concept of Organizational Leadership – – – – 9

2.2 Elements of Organizational Leadership – – – 14

2.3 Major Conceptual Approaches to Leadership Styles – 17

2.4 Organizational Leadership Styles – – – – 28

2.5 Organizational Leadership Styles in Nigeria – – – 35

2.6 Organizational Leadership Theories & Styles – – 38

2.7 Management Styles – – – – – – 54

2.8 Management Leadership – – – – – – 58

2.9 Environmental Forces Affecting Leadership Styles – 60

2.10 Impact of Change on People – – – – – 69

2.11 Managing Organizational Changes – – – – 71

CHAPTER THREE – RESEARCH METHODOLOGY

3.0 Introduction – – – – – – – – 75

3.1 Research Design – – – – – – – 75

3.2 Research Population – – – – – – – 76

3.3 Sampling Size and Sampling Techniques – – – 76

3.4 Method of Gathering Data – – – – – – 76

3.5 Justification of Method Used – – – – – 79

3.6 Method of Data Collection – – – – – – 79

3.7 Justification of Instrument Used – – – – – 80

CHAPTER FOUR – DATA PRESENTATION AND ANALYSIS

4.1 Introduction – – – – – – – – 81

4.2 Presentation and Analysis of Data – – – – – 81

4.3 Discussion of Major Findings – – – – – 89

CHAPTER FIVE – SUMMARY OF FINDING, CONCLUSION & RECOMMENDATION

5.1 Summary of Findings – – – – – – – 92

5.2 Conclusion – – – – – – – – – 93

5.3 Recommendations – – – – – – – 95

References – – – – – – – – – 97

Appendix- – – – – – – – – – 98

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Organizational leadership style is a process, which allows management to be proactive rather than reactive in shaping its own future. A focused organizational leader provides and establishes visionary leadership to his organization. He understands and appreciates responsive options to the change in the management environment.

He develops viable styles based upon sustainable competitive advantages. A good organizational leader develops a proactive approach to strategic management, whereby management rather than just identifying and responding to change, anticipates is the bane of indigenous business organization in developing countries.

It is therefore, expected that the findings of this study will go a long way in improving the leadership class. Leadership is the ability to persuade other to seek defined objective enthusiastically. It is human fact, which binds a group together and motivates it toward it goals, (David 2003).

Robin, (2000) defined leadership as the ability of superiors to direct, guide and motivates people towards the attainment of given set of goals in an organization. The source of influence may be formal such as that provided by the possession of managing rank in an organization or informally outside the organization structure. Most organizational theorists agree that effective leadership is one of the most important contributors to overall organizational success.

Thus the quality of an organization’s determining the quality of the organization itself. The natural quality of an individual in the environment in which he operate on daily events are they unfold coupled with other factors do influence his leadership pattern. Leaders are not as such born, but are in fact made. A manager may be a boss but not necessarily a leader.

Armstrong (2001) laid out four main characteristics of transformational leadership when he discussed the

transformational leadership of sport term’s coaches. Emphasizing ethical behavior, sharing a vision goal, improving performance through charismatic leadership and leading by example. This shows a simplified version of the components of transformational leadership provided by Bass (2001), which also has four elements intellectual stimulation, individual consideration, inspirational leadership and idealized influence. Though, many leadership researchers have argued in support of effective leadership having a positive impact on behavior with in organizations, especially transformation leadership role in improving many factors of organization.

1.2 STATEMENT OF THE PROBLEM

An organization that has no good leadership is like a ship on the high sea without a captain. Resources both man and material will be bound to be wasted despite scare nature. If organization leaders are developed, economic development and growth in unending controversy as to the transferability of management principle and theories, Gonzales and Macmillan (2003), given the fact that most widely dispersed management theories and

techniques are based on western ideology and valve systems, their uncritical transfer to developing countries has in many ways contributed to organizational inefficiency and ineffectiveness Kanungo and Iaeger (1999).

In management, there is a consensus approach to leadership is not appropriate leadership style adopted should depend on the valves and personality of the leader the subordinate and the organization culture. The challenges of the study are to unearthen the role of culture in shaping the leadership styles in JAMB as organizational leaders in educational institute in Nigeria and their admission into various tertiary institutes.

In this sense, the joint admission and matriculation board (JAMB) lack the performance imperative in which the researcher highlight that can be construed as representing a cluster of defined discretionary problems or obligations requiring collective action for organizational success. For example, the nature and rate of technical change can pose a number of challenges to organizational leaders, how information is to be gathered and distributed, how to interpret the resulting flood of data, and how to gain comp active advantages from technological advances in both production and human resources system are just a few of these. In the same way, financial imperative challenges executive’s decisions.

Senior staffing imperatives follow these challenges as executives strive to create the right human resources combination for their strategic choices. Thus a functional or social problem solving perspective of leadership is necessarily grounded in a contextual framework that present fundamental performance imperatives demanding organizational choices. The researcher intends to find out the assessment of organizational leadership styles on organization changes in JAMB office Lagos.

1.3 OBJECTIVE OF THE STUDY

The general purpose of the study is to assess the contribution of organizational leadership styles and how its influence organization changes. The specifics objectives of the study are:

To identify the various6 types of leadership styles adopted by managers.
To ascertain the environment forces influencing the adoption of such styles.
To determine the predominant leadership strategic adopted by manager.
To determine the efficiency of such styles in achieving organizational objective in these organization.
To support alternative where necessary to improve leadership effectiveness.

1.4 STATEMENT OF RESEARCH QUESTION

Assessing and militates against effective of organizational growth and develop model for predicting the future organizational leadership styles need on organization changes.

The following research questions are also relevant to this study:

What are the various types of leadership styles adapted by managers?
Is there any] predominant leadership styles adopted by managers?
What are the environmental force which influence the adoption of such styles?
Is there any efficiency of such styles in achieving organizational objectives in this organization?
What are the support alternative styles where necessary to improve leadership effectiveness?

1.5 JUSTIFICATION OF THE STUDY

The study of organizational leadership styles on organization changes sees to be important both from the theoretical and practical perspective. The cause of organizational collapse might have wrong leadership styles, poor implementation of styles, wrong leadership styles and other elements. This study will assist to enhance the understanding of organizational leadership styles on environment as influence factor in organization changes. the result could be used as a guide for existing organization to adopt in order to survive and sustain growth.

Therefore, this study can help managers to correctly adopt leadership styles for decision making which can be used to achieve, control and coordinate their activities more effectively in any organization.

1.6 SCOPE AND LIMITATION OF THE STUDY

This study is intended to cover the assessment of organization leadership styles on origination changes in joint Admission Matriculation Board (JAMB) Lagos. This study is also constrained in terms of time, finance and logistics. Also lack of cooperation from the staff and most importantly, lack of encouragement by the management of the organization.

ORGANISATIONAL EFFECTIVENESS

Organizational effectiveness was succinctly defined by Daff (1999) as “the degree to which an organization realized its goals”. Organizations pursue multiple goals and such must be achieved in the face of competition limited resources, and disagreement among interest groups.

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