ABSTRACT
Leadership will necessarily force an examination into the unresolved subject of the definition of “leaders’’ and leaderships in the olden days, various acknowledged leaders had attempted a comprehensive definition of the concepts but such definitions became inadequate because of factions such as time, space and perhaps least of all fate or luck.
The elusiveness of the definition becomes more obvious when people who are pronounced messiah today are sentenced to crucification, what further complicates the subject definition can therefore be attributed to the people sitting in judgment over those we call leaders or those assuming the role of the subject remains.
Who then is responsible for the shifts in the evaluation of leaders and leadership, self-assume leaders or weakling? In any case a leader is remembered through good or bad, leadership of a people, a village or town, a state or country. Global leadership is something that is in doubt as at now and such pre-eminent title is contestable for a leader of a country to pronounce himself as the foremost among leaders. Such egotism will lack acceptability by leaders of other countries.
The purpose of this essay is to examine the concept of leadership and tries to give an acceptable definition of leadership. Effort will be made to highlight all the ingredients of leadership qualities in other to establish that the qualities are unversed. The exploration of the subject will also attempt to answer the distinction between leaders and leadership in peace and crisis.
Leadership implies the ability to influence people to contribute willingly towards the achievement of the set goals and objectives. Leadership though is the various activities aimed at presiding, inspiring, inducing and energizing rather than by direct or implied threat of coercion.
The dynamic and complexity might dictate. In organizational dynamics there must exist a well-coordinated work environment made possible by the leader. These could be in the form of creating conclusive work environment, well-articulated channel of communication, provision of basic inceptive to motivate the employee if only the organization is to attain its primary objectives.
Hence, the Nigerian-navy must imbibe the culture of good leadership if only the primary objective of satisfying customers service and set a good relationship between the workers and clients. The leaders play a vital role in achieving all of these, however, the main styles are limited as follows:
(a) Authority based on unlimited power, and not guarded by laid down rule. That is, it is dictated and imposes decisions on the subordinates or subjects.
(b) Democratic; Decision resides on the group participate fully in the decision making process.
Lacey faire or Abdication: The leader sees himself as a figure head and symbol of authority. They are not willing to accept full responsibility.
The leadership style in application are situations rays and the approach differs circumstantially. The main purpose of leadership are
(i) Contingency/situational that conditions the leader effectiveness with the application of any or all of the leadership styles based on experience of the leader.
(ii) Life cycle theory: That leaders varies with maturity and the desire to achieve and willingness to accept responsibility.
(iii) The path-goal theory: that leadership is based on the pre-determined degree of the leaders reward power (motivation)
(iv) The continue theory: This postulates that leadership through the use of delegated authority by the leader by permitting the group to function within the limit of the superior.
This research project work has six chapters, (leadership styles and their effect on workers performance) chapter one will highlight the introduction/background history, statement of problem, the research hypothesis used, it will also embrace the scope and limitation of the study, definition etc.
Chapter two will dwell intensively with literature review on contribution made by various authors on the subject. Chapter three deals with the research methodology, while chapter four will view leadership styles in Nigeria and problems associated with leadership. Chapter five shows the data analysis and the interpretation of the data. Chapter six is the summary/conclusions and recommendations.
TABLE OF CONTENTS
Title page … … ….. …. …. …. …. …. … … … i
Declaration … … ….. …. …. …. …. …. … … … ii
Approval Page… … ….. …. …. …. …. …. … … … iii
Dedication … … ….. …. …. …. …. …. … … iv
Acknowledgement ….. …. …. …. …. …. … … … v
Abstract … … ….. …. …. …. …. …. … … vi-ix
Table of contents… … ….. …. …. …. …. …. … … … vii
CHAPTER ONE: Introduction
1.1 Background of the Study… … ….. …. …. …. …. …. … 1-2
1.2 Statement of the Problem… … ….. …. …. …. …. …. … 3-5
1.3 Research Question ---- ---------- --- --- --- ---- --- --- --- --- --- --- -----5-5
1.4 Aims and Objectives of the Study ---- ----- --- --- --- --- --- --- --- --- ---5-6
1.5 Significance of the Study --- --- --- --- --- --- --- --- --- --- --- --- --- -- 6-7
1.6 Scope of the Study --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 7-8
1.7 Assumptions --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 8-8
1.8 Limitations of the Study--- --- --- --- --- --- --- --- --- --- --- --- --- --- 8-9
1.9 Definitions of key terms --- --- --- --- --- --- --- --- --- --- --- --- --- --- 9-15
CHAPTER TWO: Literature Review
2.1 Introduction --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- ---- 17-20
2.2 Critical Review of Literature--- --- --- --- --- --- --- --- --- --- --- ---20-22
2.3 Identification of Gaps in Literature--- --- --- --- --- --- ---- --- --- --- 23-33
2.4 Management, Administration or Leadership--- --- --- --- --- --- --- --- 34-37
2.5 Leadership Theories--- --- --- --- --- --- --- --- --- --- --- --- --- --- 37-59
2.6 Effects of Leadership Style on Workers Performance --- --- --- --- --- --- -59-65
2.7.0 Theoretical Framework --- --- --- --- --- --- --- --- --- --- --- --- --- 65-65
2.7.1 The Systems Theory of Organisation--- --- --- --- --- --- --- --- --- --- 65-67
2.8 Relevance of Theory/Theories---- --- --- --- --- --- --- --- --- --- --- 67-69
CHAPTER THREE: Research Methodology
3.1 Introduction--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- -- 73-73
3.2 Research Method/Design--- --- --- --- --- --- --- --- --- --- --- --- ---73-74
3.3 Sources of Data Collection--- --- --- --- --- --- --- --- --- --- --- --- 74-75
3.4 Research Instrumentation --- --- --- --- --- --- --- --- --- --- --- --- --- 75-76
3.5 Oral Interviews--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 76-76
3.6 Sampling Techniques --- --- --- --- --- --- --- --- --- --- --- --- 76-78
3.7 Data Analysis--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 77-77
CHAPTER FOUR: Background to the Study Area.
4.1 Introduction--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 79-83
4.2 Responsibilities of the Nigerian Navy--- --- --- --- --- --- --- ---- --- --84-85
4.3 Organisation/Contextual Architecture of the Nigerian Navy ---- ---- --- --- --85-97
4.4 Statistical Review of Existing Trend--- --- --- --- --- --- --- --- --- --- 97-101
4.5 Establishment/Functions Aims and Objectives--- --- --- --- --- --- --- --101-111
4.6 Organisational Structure --- --- --- --- --- --- --- --- --- --- --- --- 111-122
4.7 Styles of Leadership in Nigeria--- --- --- --- --- --- --- --- --- --- --- 123-126
4.7.1 The Military in Government--- --- --- --- --- --- --- --- --- --- --- ---126-129
4.8 The Present Democratic Government--- --- --- --- --- --- --- --- --- - 129-135
4.9 The Problems of Leadership System in Nigeria--- --- --- --- --- --- --- 135-138
CHAPTER FIVE: DATA PRESENTATION AND INTERPRETATION
5.1 Data Presentation and Presentation--- --- --- --- --- --- --- --- --- --- 140-140
5.1.2 Respondents Education/Qualification--- --- --- --- --- --- --- --- --- ---140-140
5.1.3 Respondent Post Held/Rank--- --- --- --- --- --- --- --- --- --- --- --- 140-141
5.1.4 Respondent Age Distributions --- --- --- --- --- --- --- --- --- --- --141-141
5.1.5 Respondent Age Distributions --- --- ---- --- --- --- --- ---- --- ---- - 141-141
5.1.6 Subordinates are Motive for Higher Performance--- --- --- --- --- --- ---142-142
5.1.7 Boss Gives Directive and does not allow Subordinates to use Initiatives--- 142-142
5.1.8 Boss Encourage Subordinates for together as a team--- --- --- --- --- --- 142-143
5.1.9 How can you assess the Attitude of your Boss towards Subordinates--- --- 143-144?
5.2.0 Subordinates are Involved in Decision --- --- --- --- --- --- --- --- --- 144-144
5.2.1 Subordinates should take Order without Question--- --- --- --- --- --- 144-144
5.2.2 Subordinate should be encouraged to make input in decision making--- --- - 144-145
5.2.3 Workers are well Motivated--- --- --- --- --- --- --- --- --- --- --- 145-145
5.2.4 Boss Share the Goals and Vision of their department with the employees--- 145-145
5.2.5 Testing of Hypothesis--- --- --- --- --- --- --- --- --- --- --- --- --- 145-145
5.2.6 FINDINGS--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 149-151
CHAPTER SIX: Summary, Conclusion and Recommendations --- --- --- --- --- - 152-152
6.1 Summary … ….. …. …. …. …. …. … … 152-153
6.2 Conclusion … ….. …. …. …. …. …. … … 153-155
6.3 Recommendation … … ….. …. …. …. …. …. … 155-157
6.4 Appendix A --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- ---158-158
6.5 Appendix B Questionnaire--- --- --- --- --- --- --- --- --- --- --- --- --159-159
6.6 Questionnaires--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 160-161
6.7 Bio-data--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- --- ---163-164
6.4 Bibliography--- --- --- --- --- --- --- --- --- --- --- --- --- --- --- 165-169
