INFLUENCE OF LEADERSHIP STYLE ON EMPLOYEES PERFORMANCE IN GOVERNMENT ESTABLISHMENTS
ABSTRACT
The study examined the influence of leadership style on employees’ performance in government establishments; with particular reference to Ebonyi State Ministry of Finance, Abakaliki. The study intends to examine the relationship
between democratic leadership style and employees’ performance in government establishments and to examine the
relationship between autocratic leadership style and employee’s performance in government establishments. Two
research hypotheses were formulated in line with the research objectives to guide the study. The survey design was
employed. The population of study consisted of 280 staff members of Ebonyi State Ministry of Finance, Abakaliki. The
sample size is 164 which was arrived at by applying the Yaro Yamane technique of sample size determination. The
instrument for data collection was the questionnaire. The statistical tool of Chi-square was used to test the hypothesis
stated. The results of the study showed that both democratic and autocratic leadership style has significant influence
on employee’s performance in government establishments. Based on the results, it was recommended that since the
variables of leadership style have a strong positive relationship with organizational performance, managers should
strive to become role models to their subordinates; inspire subordinates by providing meaning and challenge to work;
stimulate subordinate efforts to become innovative & creative; and pay attention to each individual’s need for
achievement and growth. Public managers should also consider formulating and implementing effective reward and
recognition systems as well as encouraging greater managerial supervision.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Leadership style is a determinant of the success or failure of any organization (Bass, 1999). A leader is person
who influences, directs and motivates others to perform specific tasks and also inspire his subordinates for efficient
performance towards the accomplishment of the stated corporate objectives (Sashkin, 2006). Leadership style is the
manner and approach of providing direction, implementing plans and motivating people.
According to Ngambi (2010) and Ngambi (2011) cited in Jeremy (2011), Leadership is a process of influencing
other’s commitment towards realizing their full, potential in achieving a value-added, shared vision, with passion and
integrity. The nature of this influence is such that the members of the organization voluntarily with each other in order
to achieve the objectives which the leader has set for each member, as well as for the group. The relationships
between the leader and employees, as well as the quality of employees’ performance, are significantly influenced by
the leadership style adopted by the leader (Jeremy, 2011).
Leadership style in an organization is one of the factors that plat significant role in enhancing or retarding the
interest and commitment of the individuals the organization (Obiwuru, 2011). According to Michael (2011) Leadership
has a direct cause and effect relationship upon organizations and their success. Leaders determine values, culture,
change tolerance and employee motivation. They shape institutional strategies including their execution and
effectiveness. Leaders can appear at any level of an institution and are not exclusive to management. Successful
leaders do, however have one thing in common. They influence those around them in order to reap maximum benefit
from the organization’s resources.
Leadership style is viewed as the combination of traits, characteristics, skills, and behaviours that leaders use
when interacting with their subordinates (Marturano and Goshing, 2008). Flippo and Musinger (2009) see leadership
as a pattern of managerial behviaour designed to integrate personal or organizational interest and effect, in pursuit of some objectives. Fielder (1969) postulates that leadership style refers to a kind or relationship whereby someone
uses his ways and methods to make many people work together for a common task.
In modern leadership theories, five leadership style have been presented including, transformational leadership,
transactional leadership, Charismatic leadership style, culture-based leadership and visionary leadership style (Yuki,
2014, Sashkin, 2006). Trannenbanum and Schmidt (1958) also identify four different of leadership which have been
most widely accepted and used. These leadership styles, centers on McGregor’s Theory ‘X and Y’ assumptions and
are: democratic, autocratic, dictatorial and laissez fair leadership styles.
Leadership styles have diverse effect on various such as flexibility, standards, rewards, clarity and commitment
and in some cases on organizational climates as the behaviour of the leader produce motivation mechanisms which
have effect on the conduct of individual’s performance in the organization (Shamir, 2012). Thus, the essence of
leadership is followership. Effective leadership is the extent to which a leader constantly and progressively leads and
direct his followers, towards organizational performance.
However, swift changes in the business environment, organization structure, technology and lifestyle are
introducing a considerable rethinking of leadership development, Leadership concerns the ability to influence the
behaviour of others to move in accordance with the desire of the leader and pursuit of goals (low and Jiang, 2014). In
several instances, people use the term “Manager” and leader in the same context. Therefore, a clear difference
should be recognized between leadership and management and more specifically, leaders and managers. Mowson
(2011) believes that leaders may not excel at management and what is more often the case, managers do not
necessarily make great leaders.
Our the years, scholars and researchers have been unanimous on the most appropriate style of leadership in
organization and these has led to the formulation of several, theories that could bring about organizational efficiency
and effectiveness.
Though some scholars have argued that no particular leadership style in the best, the level of participation of
workers in the decision that affect them or the organization as a whole will spur them to better commitment to the
realization of set goals. Comparatively, participation provides outstanding long-term results which are by no means far
better than effective short term results. The present study contribute to the literature on leaders by examining the
effectiveness of leadership style on employee’s productivity in government establishments with the focus on Ebonyi
State Ministry of Finance, Abakaliki.
Ebonyi state Ministry of Finance and Economic development was created as soon as the state was created in 1996
during the late General Sanni Abacha’s regime with Mr. Oko Udo Oko and Mrs. Ngozi Nwankwo as the pioneer
commissioner and accountant general respectively. Dr. Ekuma Nkama is the current political Head of the ministry.
The Ministry of finance and Economic Development is a service ministry in Ebonyi State. The ministry is charged with
the enormous responsibilities and functions of overseeing the financial and development policies and objectives of
the state Government. The vision of the Ministry is the integration and implementation of fiscal and developmental
policies and programmes of the state.
1.2 Statement of the Problem
The problem of decrease output, low performance and decayedness in the operation of public establishments
in Nigeria often call one into questioning the type of leadership in our government establishments. Ebonyi State
ministry of finance is not exempted from the problems of poor performance of employees, absentism, a lateness to
work and other vices often seen in public sector organizations Nigeria.
Moreover, interest in transforming the public sector is expected to help remedy the situation in public sector as
leadership and leadership styles are seen as the key elements that made private companies more effective than the
public sector.
Another problem affecting leadership style in public sector is the competence of the leaders appointed. In most cases,
some of their appointments lack merits. What becomes of such organization is having competence leaders who lack
the abilities and capacities to use the appropriate leadership style to lead the members to attain the organization’s set
goals or objectives. Thus, what are usually found in some of these organizations are “round pegs in a square holes”
rather than “round pegs in round holes”. Once this situation arises, there will be utterances in the way such leaders
behave or administer the organization and these will in-turn affect employees’ morale, commitment and productivity
and most importantly, the attainment of the organization’s set goals.
The present study on these backdrops examines the influence of leadership style on employees’ performance in
government establishments with particular reference to Ebonyi State ministry of finance Abakaliki.
1.3 Objective of the Study
The main objective of the study is to examine the influence of leadership style on employee’s performance in government establishments. The specific objectives are:
(a) To determine the relationship between democratic leadership style and employees’ performance in government establishments.
(b) To determine the relationship between autocratic leadership style and employee’s performance in government establishments.
1.4 Research Questions
The following research questions were formulated to guide to study:
(i) How effective is the democratic style of leadership in enhancing employee’s performance in government
establishments?
(ii) How does autocratic leadership style affect employee’s performance in government establishments?
INFLUENCE OF LEADERSHIP STYLE ON EMPLOYEES PERFORMANCE IN GOVERNMENT ESTABLISHMENTS