Evaluation Of The Leadership Style And Its Effect On The Employees Attitude
(A Case Study Of Nike Report Hotel, Enugu)
Leadership style plays a fundamental role in shaping the attitudes and behaviors of employees within an organization. It encompasses the manner in which leaders interact with their teams, make decisions, and inspire others towards shared goals. A leader’s approach can range from autocratic, where authority is centralized and directives are rigidly enforced, to democratic, fostering collaboration and participation among team members. The impact of leadership style on employee attitude is profound, influencing factors such as job satisfaction, motivation, and organizational commitment. Transformational leadership, characterized by visionary thinking and individualized consideration, tends to cultivate a positive work environment, fostering innovation and employee engagement. Conversely, laissez-faire leadership, marked by a hands-off approach, may lead to ambiguity and frustration among employees, impacting morale and productivity negatively. Therefore, the leadership style adopted within an organization significantly shapes the attitudes and behaviors of its workforce, ultimately influencing its overall performance and success.
The theme of the study is an evaluation of leadership style and its effects on employee; attitude (a case study of Nike report hotel).
Inadequate information and misconception about leadership style that is appropriate in organizational structure parse have lead to several ugly consequences strike actions, creation of informal group etc.
In order to achieve the above aims, research question ere used. The findings of the researcher were presented in tabular form and analyzed using simple percentage. The findings of the study revealed the following:
That employees attitude to greatly affected by leadership style adopted by their.
That employee react to leadership style by creating informal group. Base on the above findings, the following recommendations were made;
When formulating organization policy, it is necessary that employee needs and aspirations are integrated.
The management should also endeavors to establish and maintain a nice conflict resolving devices.
It is the therefore believed that if the afore mentioned recommendation suggested be seriously taken into consideration, it will go a long way in offering solution to some of the problems faced by organizational goal.
Title page
Approval page
Dedication
Acknowledge
Abstract
Table of content
CHAPTER ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of problem
1.3 Purpose of the study
1.4 Research questions
1.5 Significant of study
1.6 Scope of study
1.7 Limitation of the study
1.8 Definition of terms.
CHAPTER TWO
2.0 Review of related literature
2.1 The concept of leadership
2.2 Nature of leadership
2.3 Leadership as a process of management
2.4 The concept of power as it related to leadership
2.5 Leadership styles
2.6 Approaches to leadership theory
CHAPTER THREE
3.0 Research design and methodology
3.1 Source of data collection
3.2 Procedure in gathering data
3.3 Population of the study
3.4 Data treatment technique
3.5 Research method used
3.6 Administration and retrieval of questionnaire
CHAPTER FOUR
4.0 Presentation of data
4.1 Analysis of data
4.2 Interpretation of data
CHAPTER FIVE
5.0 Summary of findings, conclusion and recommendation
5.1 Summary of findings
5.2 Conclusion
5.3 Area of further study
5.4 Recommendation
5.5 Bibliography
5.6 Appendix
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Leadership is an area of managerial responsibility that is needed to develop plans; set objectives that help the organization cope with the future and to meet the demand of the environment. The technical, economic, social and political characteristic of organization brings about continuing need for the innovation, creativity and imagination of a leader. Leadership ability therefore is a valuable skill and those who posses or have it reap high rewards. The universal dearth of effective leaders causes organization to scout constantly for them and fosters development and better utilization of existing leaders.
Leadership is generally defined as influence, the act or process of influencing people so that they will strive willingly towards the achievement of group goals. To lead is to guide, conduct and direct. Leadership has an affect on the performance of any organization. It affects both the employee’s attitude and productivity of the organization. Research findings however suggested that leadership effectiveness is not depending on the source of power alone but with situational factors, climate or any particular style.
From then foregoing, the question is that how effective is the leadership style in bringing abut a good reaction n employee’s towards organization, work and their environment. It is aim of the research to give due to the question.
1.2 STATEMENT OF THE PROBLEMS
One of the most researchers’ and let understood variables of the management process is leadership. For centuries scholars have been speculating on the nature of leadership to adopt only in the recent years have researchers conducted systematic investigations that have yielded useful insight into dimensions of leading. Even with this, there is still an increasing difficulty to establish the fact that leaders achieve the desired result as and when is need.
The prosperity, if not the survival of any organization depends on the performance of its leader and their styles. Theoretically, in appropriate usage of some style result to workers negative attitude to work, absenteeism, conflict, unrest and confrontation. All these are rampant in most of the organization today.
This research work aims at evaluating the types of leadership in existence and why they vary in there method of operation.
On the whole the research will critically assess the reaction of employees to the styles used by their leaders.
1.3 PURPOSE OF THE STUDY
Leadership role is said to be very useful tool in the life of an organization which has influence on both employees attitude and organization productivity. In spite of this fact leader themselves seem to overlook its importance. The purpose of this research therefore is to evaluate and have in depth knowledge of the leadership styles practiced in the organization selected and their effect on employee’s attitude.
This evaluation will be done by the following ways:
i. Determine whether the type of style used by the leaders in the organization affects employee’s.
ii. Determine the problem facing the term of these leadership styles.
iii. Recommend possible solution to the problem identified.
1.4 RESEARCH QUESTION
This is an attempt by the searchers to reflect the general purpose of the research work. Most often, it grows out of the general management question of which its successful answering provide the researcher the derived research information and this end, the following research question were asked:
b. Do you recognize leadership as a factor that affects the employee attitude to work?
c. Are the employee attitude dependants on the leadership style?
d. Does the employee in this organization react to the leadership style by creating information group?
e. What leadership problems often result from the improper implementation of the conditions of the service?
f. Does the employee base their loyalty to the organization on the basis of leadership style the management is using?
1.5 SIGNIFICANT OF STUDY
The existence of a good leadership style in any organization is crucial and will ultimately affect everybody either directly or indirectly. This study will of the greater significance to the management team of NIKE REPORT HOTEL LIMITED in particular.
This research work will also be helpful to future researcher at reference purpose or academic literature and in a particular to students of management as well.
1.6 SCOPE AND LIMITATION OF THE STUDY
This research is meant to cover many organizations in Enugu metropolis, but because it is not easy for the researcher to visit all the organization due to certain constraints such as lack of time and money.
The study has been limited to one selected organization which is the case study NIKE REPORT HOTEL. It s critical analysis and evaluation of leadership style and effects on the employee attitude in the company with regards to effective and efficient management and productivity.
In this case, therefore many things to investigate on by the researcher namely, the concept of leadership, nature of leadership, leadership as a process of management, the concept of power as it relates to leadership, leadership style and finally approaches to leadership theories.
1.7 DEFINITION OF TERMS
In order to facilitate effective understanding of the content of this study, the following important terms have to be defined.
LEADERSHIP
The act or process of influencing people so that they will strive willing towards achievement of group goals.
EVALUATION
This is a method of appraising the value of a particular thing in the course of study. It is a situation where the authenticity of study is examined and logical conclusion drawn.
OBJECTIVE
This is refers to the end target set to be achieved by the organization in the course of operation.
STYLE
These are various approaches leaders adopts in dealing with subordinates for accomplishing the set objectives of the organization.
ORGANIZATION
This means a purposeful social unit. It is defined establishment or cooperate entity public, private or service or produce goods and set up to render services or produce goods and to carryout more precisely policies and program inspired.
INFLUENCE
This is the power to effect subordinates character, beliefs or action through example, fear or admiration with or without force.
POWER
This refers to one who applies sanction that requires commission of an act.
EMPLOYEE
Employee is a general term referring to one who work for ages and salary and perform service for an employer.
ATTITUDE
Attitude is referred to as manner of placing or holding the body and way of feeling, thinking or behaving.
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Evaluation Of The Leadership Style And Its Effect On The Employees Attitude:
Evaluating leadership styles and their effects on employee attitudes is crucial for understanding how leadership impacts organizational culture, morale, and performance. This evaluation typically involves assessing leadership styles, such as transformational, transactional, and servant leadership, and their influence on employee attitudes, including job satisfaction, motivation, and engagement. Here’s a step-by-step guide on how to evaluate leadership styles and their effects on employee attitudes:
Identify the Leadership Style:
Start by identifying the leadership style(s) prevalent within your organization or the specific leader you want to evaluate. Common leadership styles include:
Transformational Leadership: Inspires and motivates employees, fosters creativity and innovation, and focuses on long-term vision.
Transactional Leadership: Emphasizes clear roles and expectations, rewards and punishes based on performance, and maintains routine operations.
Servant Leadership: Prioritizes serving and empowering employees, focuses on their well-being, and emphasizes collaboration and empathy.
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Leadership Style And Its Effect On The Employees Attitude
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Assessing the leadership style and its impact on employee attitudes is a critical aspect of organizational management and employee engagement. Here’s a comprehensive guide on evaluating leadership styles and their effects on employee attitudes:
1. Identify the Leadership Style:
Begin by identifying the leadership style being exhibited by the leader or leaders in your organization. Common leadership styles include:
Transformational Leadership: These leaders inspire and motivate their employees through a compelling vision and charismatic influence. They encourage creativity and innovation.
Transactional Leadership: These leaders focus on establishing clear roles, responsibilities, and expectations. They use rewards and punishments to manage performance.
Servant Leadership: These leaders prioritize the needs and development of their employees. They emphasize empathy, collaboration, and a commitment to serving others.
Autocratic Leadership: These leaders make decisions unilaterally, with little input from employees. They often control every aspect of their team’s work.
Laissez-Faire Leadership: These leaders take a hands-off approach, providing minimal guidance or direction, and letting employees make most decisions.
2. Collect Data:
Use surveys, interviews, and other feedback mechanisms to gather data on employee attitudes. Key factors to assess include job satisfaction, motivation, engagement, and morale.
3. Analyze the Data:
Examine the collected data to identify patterns and correlations between leadership styles and employee attitudes. Look for any trends or significant relationships.
4. Assess Employee Satisfaction:
Determine the overall level of job satisfaction among employees. Are they generally content with their work, or are there widespread concerns or complaints?
5. Evaluate Employee Motivation:
Measure employee motivation levels. Are employees driven to perform well and achieve their goals? Are they enthusiastic about their work?
6. Examine Employee Engagement:
Assess the level of employee engagement within the organization. Are employees actively involved in their work, committed to the company’s goals, and willing to go the extra mile?
7. Consider Employee Morale:
Analyze employee morale to gauge their emotional well-being and overall outlook. High morale often correlates with positive leadership.
8. Connect Leadership Style to Employee Attitudes:
Evaluate the relationship between the identified leadership style(s) and employee attitudes. For example:
Transformational leadership tends to positively impact job satisfaction, motivation, and engagement due to its inspirational and supportive nature.
Transactional leadership may influence motivation and performance through its reward and punishment system.
Servant leadership often leads to higher employee morale and job satisfaction because of its focus on employee well-being and development.
Autocratic leadership can result in lower morale and job satisfaction due to the lack of employee empowerment and decision-making authority.
Laissez-faire leadership may lead to mixed results, with some employees appreciating autonomy and others feeling lost without guidance.
9. Identify Areas for Improvement:
Based on the assessment, identify areas where leadership styles may need adjustment to improve employee attitudes. Consider implementing leadership development programs or providing coaching and feedback to leaders.
10. Implement Changes:
If necessary, work with leaders to implement changes in their leadership style to better align with employee needs and preferences.
11. Monitor Progress:
Continuously monitor employee attitudes and leadership style to ensure that improvements are sustained over time.
Evaluating leadership styles and their effects on employee attitudes is an ongoing process that requires attention and adaptation to the evolving needs of the organization and its workforce. Effective leadership should ultimately lead to positive employee attitudes, which in turn contribute to higher productivity, better retention rates, and a healthier organizational culture.