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LEADERSHIP AND THE PERFORMANCE OF AN ORGANIZATION (A CASE STUDY OF RITE FOOD LIMITED, OSOSA, IJEBU-ODE)

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RESEARCH INFORMATION

[icon type=”icon-pencil”]: LEADERSHIP AND THE PERFORMANCE OF AN ORGANIZATION (A CASE STUDY OF RITE FOOD LIMITED, OSOSA, IJEBU-ODE)
[icon type=”icon-book”]: Chapter 1 – 5
[icon type=”icon-book-open”]: 74 Pages
[icon type=”icon-basket”]: #3, 000
[icon type=”icon-doc-line”]: Ms Word format

This study, LEADERSHIP AND THE PERFORMANCE OF AN ORGANIZATION (A CASE STUDY OF RITE FOOD LIMITED, OSOSA, IJEBU-ODE) contains concise information that will serve as a framework or guide for your project work. The project study is well-researched for academic purposes and are usually provided in complete chapters with adequate References.

Keywords: LEADERSHIP AND THE PERFORMANCE OF AN ORGANIZATION (A CASE STUDY OF RITE FOOD LIMITED, OSOSA, IJEBU-ODE)




RESEARCH BODY

ABSTRACT

This research examine the effect of leadership style on Performance of an Organization (a study of RITE food limited Ososa, Ijebu Ode, Ogun state).  The objectives of the study was to assess the relationship between Leadership and Performance of an Organization, to examine the effect of leadership style on Performance of an Organization and too examine the challenges faced by the leadership of RITE food limited OsosaIjebu Ode, Ogun state.

            This study employs a descriptive survey research design to examine the effect of leadership style on Performance of an Organization (a study of RITE food limited Ososa, Ijebu Ode, Ogun state). The instrument for the collection of data is a self-constructed questionnaire used in this research to examine the effect of leadership style on Performance of an Organization.

Findings showed there is no significant relationship between Leadership and Performance of an Organization. There is a significant effect of Leadership style on performance of an organization.

The study concludes that there is no significant relationship between Leadership and Performance of an Organization and there is a significant effect of Leadership style on performance of an organization. The study thus recommends that Proper and adequate combination of human a material resources of the organization is put in place the organization will achieve its objectives.  Therefore, that leadership in RITE food Limited Ososa should ensure that those behaviour and attitude to non- provision of conducive environment for workers to perform should be seriously addressed.

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION

1.1 Background to the Study

1.2 Statement of Problem

1.3 Objectives of the study

1.4 Research Question

1.5 Research Hypothesis

1.6 Significance of the study

1.7 Scope of the study

1.8 Methodology

1.9 Operational Definition of Terms

CHAPTER TWO: LITERATURE REVIEW

2.1 literature review

2.1.2 Concept of Organization Performance

2.1.3 Motivation and Job Performance

2.1.4 Leadership Styles                                                                                                        

2.1.5 The concept of Commitment

2.1.6 Leadership and Communication

2.2 Theoretical Framework

CHAPTER THREE: RESEARCH METHODOLOGY                                              

3.1 Introduction

3.2 Study Area

3.3 Research Design                                                                                                                                                   37

3.4 Population of the Study                                                                                                                                                38

3.5 Sampling techniques and procedure                                                                                                                  38

3.6 Method and Instrument of Data Collection

3.7 Validity and reliability of the Instrument

3.8 Method of Data Analysis

CHAPTER FOUR: DATA, PRESENTATION OF ANALYSIS AND INTERPRETATION

4.0 Introduction

4.1 Data Analysis

4.2 Test of Research Hypotheses

4.3 Discussion of findings

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1  Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendation

REFERENCES                                                                                                                

APPENDIX  1      

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Leadership can simply be refer as the process of social influence, which maximizes the efforts of others, towards the achievement of a written/specific goal/objective, it has nothing to do with seniority or one’s position in the hierarchy of a company. Warren Bennis (1985) defines: “Leadership as the capacity to translate vision into reality, which simply means bringing the paper work into existence. Leadership can be defined as the leader’s ability to influence other people, either positively or negative. It is a methods and manner in which leaders lead. The two word “leadership and leader”has an intrinsic relationship, it is inseparable.

Effective leadership also involves motivation, management, inspiration, remuneration and analytical skills. When all these are present, the organizations record increased employee satisfaction that positively that positively influences the productivity and the profits. The positive effect of leadership on organizational performance was measured by some researchers (Sila, Ebrahimpour, 2005) through human resources (turnover rate and job performance), organizational effectiveness (cost and quality) and financial performance (market share, profit, and return on asset).

Organizational performance may be defined as the transformation of inputs into outputs for achieving certain outcomes. With regard to its content, performance informs about the relation between minimal and effective cost (economy), between effective cost and realized output efficiency and between output and achieved outcome effectiveness (Chen, Barnes, 2006). There is no general agreement in the literature on the criteria to be used in assessing the organizational performance (Bolman, Deal 2003; DeClerk, 2008; La Rue et al, 2004; Scott, Davis, 2007). However, there are four main dominant approaches:

Goal Approach: People create organizations for a specific purpose which is determined by the stakeholders. The organizational performance is the ability of the organization to achieve its goals,

  • The System Resource Approach: This approach explores the relation between the organization and the environment. As Boman and Deal (2003) state an organization performance and effective when it takes advantage of its environment in the acquisition of high value and scarce resources to endorse its operations.
  • Constituency Approach: According to Agle (2006) an organization is effective when multiple stakeholders perceive the organization as effective. The organizations with more control over resources are likely to have the most influence on the performance (Scott, Davis, 2007).
  • Competing Values Approach:was developed by Cameron and Quinn (2006) and it states that organizational goals are created in different directions by the various expectations of multiple constituencies.

Therefore, organizations may have different criteria to measure performance. According to Cameron and Quinn (2006) stakeholders support the adaptability of their organizations, they want them to be flexible, stable and effective. A performant and effective organization has a high degree of collaboration and commitment among stakeholders through work groups, team projects and management (Cohen and Bradford, 2005).

For Scott, Davis (2007), the flexibility and the ability of the organization to take advantage of its environment in the acquisition of internal and external resources are indicators of performance, its value being measured by the stock market and it is the key metric to measuring organizational performance. Other means to increase organizational efficiency and effectiveness include strategic initiatives focused on organizational performance.

The role of leaders in ensuring excellent organisational performance cannot be over emphasized. Adequate motivation, suitable work environment, compensation, efficient communication between managers and subordinates play an important role in promoting this goal. Planning and organisation of work is also very crucial in organisational attainment. Some researchers have suggested that leaders motivate and help their employees to be competitive by using effective leadership styles (Bass, Rigio, 2006; Luftman, 2004). Therefore, the leader’s use of effective leadership styles is due to promote standards of excellence in the professional development of the members of the organization

(La Rue, Childs, Larson, 2004).

Prior literature suggests that role of leadership is critically important for achieving the performance of organizations (Peterson, Smith, Martorana& Owens 2003). However, the findings of prior studies about the role of leadership in increasing organizational performance are mixed. Some studies (Finkelstein &Hambrick, 2006; Katz & Kahn, 2008; Peterson, Smith, Martorana, & Owens 2003) suggest that the role of leadership is critically important for an organization to achieve a high level of performance. However, some other studies (Pfeffer,2004;Meindl, Ehrlich &Dukerich 2003) suggest that role of leadership is not so important in achieving the organizational performance.

A number of studies on leadership styles (Bass, Riggio, 2006; Kouzes, Posner, 2007, Yukl, 2009) suggest that the practices of the transformational leadership have a positive impact on the organizational performance Transformational leaders change their organization’s culture by inspiring a sense of mission and purpose about the importance of the group’s work and stimulating new ways of thinking and problem solving. They inspire the individuals within the organization to achieve high performance. Bass, Riggio (2006) and Dvir, Kass, Shamir (2004) consider that transformational leadership involves the concept of motivation, mutually beneficial goals, emotional bond, common values and vision.

Maddock and fullton 1998 in Iyang (2006) explain that leadership styles and other processes of the organisation must be such that can ensure maximum probability within all interactions and relationships with the Organisations, each member will in the light of his background, values and expectation view the expenses as supportive and one which can build and maintains his sense of personal worth and importance. Iyang on his part sees effective leadership as a unique ways and integrating employees with the organisation to achieve its vision or objectives and that to a large extent the effectiveness of a leader is largely dependent to the styles adopted by mangers which he says is central in the management of Organisations. Speaking in the same vein Edem, observes that failure or success of an organisation, which affect the subordinates, the customers and agencies within and outside the organisation.

Although there is no standard method through which a leader can be effective in achieving high performance in an organisation but that what is required is the modification and the combination of the variables that make a leader effective if the goals and objectives of the organisation have to be realized (Edem 2002). Iyang on his part sees effective leadership as a unique ways and integrating employees with the organisation to achieve its vision or objectives and that to a large extent the effectiveness of a leader is largely dependent to the styles adopted by mangers which he says is central in the management of Organisations.

1.2 Statement of the problem

            Managing people in Organisations is parts and parcel of management Process. Therefore, managers should realize, that people are the critical elements in Organisations and that they should be recognized as being synonymous with the organisation. But the problem is to what extent do leaders recognize this fact that employees are synonymous with Organisations and that they should be adequately motivated so that they can give their best to ensure high performance. Again the leadership behaviour/style in most Organisations which believe that workers could be treated anyhow as a result of unemployment situation in the country which makes job switch difficult has resulted in the hardship workers face in their places of work in Nigeria.

This behaviour/style of leadership has an impact on reforming and/or creating organisational culture which in turn affects organisational performance and commitment. So given this situation, how effective can a leader be to elicit the best response from subordinates and make for the highest or best performance (Usoro, 2000). In view of the above contending issues, it was necessary to look at effective leadership and organisational performance in Nigeria.

1.3 Objectives of the Study

  • To assess the relationship between Leadership and Performance of an Organization
  • To examine the effect of leadership style on Performance of an Organization
  • To examine the challenges faced by the leadership of RITE food limited OsosaIjebu Ode, Ogun state.
  • To give recommendations on how to improve the role leadership and the performance of the organisation.

1.4 Research Questions

  • Is there a relationship between Leadership and performance of an organization?
  • What are the effects of leadership style on performance of an organization?
  • Is there any challenge faced by the leadership of RITE food limited OsosaIjebu Ode, Ogun state?

1.5 Research Hypothesis

  • Ho There is no significant relationship between Leadership and Performance of an Organization
  • H0: There is no significant effect of Leadership style on performance of an organization.

1.6 Significance of the Study

The major importance of this study, is to explore and understand the relationship, if any, between leadership and the performance of an Organization,  whose  outcome  would  help  in  strategically  resolving  the problems that this research would unfold, and thus help increase the company’s profitability and also help leader to choose the best leadership style.

This research will also uncover the dimensions of leadership style that employee considered as significant.  This will provide empirical support for leadership strategic decisions in several critical areas of their operations. This study will also stand as a means of help to leader of an Organization as to know which Leadership style they can subscribe to and also enlighten them on the possible ways through which they can improve their Organization output which lies on the input of the employee.

 

1.7 Scope of the Study

The scope of the study covers all employees of RITE food limited OsosaIjebu Ode, Ogun State. Thus, the focus of the study is on effective leadership and organisational performance. However, to facilitate a sound grasp of the subject matter within thethought framework of the objectives of the study, the scope of the study covered such issues as the concept of leadership, the relationship between effective leadership and organisational performance, leadership and motivation. Others include motivation and job performance, leadership effectiveness and job performance and leadership styles. It also includes organisational performance, how to measure organisational performance, leadership and communication, characteristics and qualities of good leadership and managing subordinates in organizations.

1.8 Methodology

Study Area

The study was undertaken in RITE food limited Ososa Ijebu Ode, Ogun State. The research designs under this methodology will be survey design, according to (Asika 1991), Research design is the structuring of investigation aimed at identifying variables and the relationship to one another. This is used for the purpose of obtaining data to enable the researcher to test hypothesis and answer the research question. The research population will comprise all employee of RITE food limited Ososa Ijebu Ode, Ogun State.

Instruments of Data Collection

Primary and secondary data were employed to carry out the findings of this research. The primary data was a self constructed questionnaire that was used as the research instrument for data collection and the secondary data constitute journals etc.

Data Analysis

Descriptive statistical techniques such as percentages, frequencies count and regression analysis was used.

1.9 Operational Definition of Terms

Organizational Performance: It comprises the actual output or results of an organization as measured against its intended outputs or goals. It is also an analysis of a company’s performance as compared to goals and objectives.

Leader: A person that holds a dominant or superior position within its field, and is able to exercise a high degree of control or influence over others

Leadership: It is the ability to set and achieve challenging goals, take swift and decisive action, outperform the competition, and inspire others to perform well.

Keywords: LEADERSHIP AND THE PERFORMANCE OF AN ORGANIZATION (A CASE STUDY OF RITE FOOD LIMITED, OSOSA, IJEBU-ODE)



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