Full Project – The role and impact of democratic leadership style in employees performance in an organization

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CHAPTER ONE

1.0   INTRODUCTION

1.1   BACKGROUND OF THE STUDY

The special role o leaders in organization have for sometimes receives wide spread research attention.

Leadership is one of those elusive attributes that separate effective managers from less effective one. There are commentator. associate leadership with one person leading, from things stand out in this respect, first, to lead invo31

lves influencing others, secondly, are the followers when there is a crisis on a special problem .

In other words, they often become visible when an innovative response is needed. Lastly, democratic leaders are people who have a clear idea of what they want to achieve and why.

These leaders are people who are able to think and act creatively in non-routine situation and who set out to influence the actions, beliefs and feelings of other. In this sense, being a leader is personal. It flow from an individual’s is qualities, attempt to define the concept of democratic leadership style, the evidence regarding the personal characteristics of democratic leaders, the way they acquire and maintain authority etc. Recently, studies have shown that the ideas of attributing only physical traits to leadership quality is wrong, not all effective leaders have been healthy indeed, some people like, Franlkin Dalanmd Rosereilite and John F. kennedy have had physical disabilities strongly as quoted in lawless (1976), further confirmed this statement by postulating  that someone does not become a leader by virtue of the possession of personal characteristics of the leader must be some relevant relationship to the characteristics activities and goods of the followers.

However, democratic leadership style new a new mix of competences to properly shape their broad and develop the subordinated to meet the 21^st century challenges.

Shifting cultures, rapidly changing technology and other factors will require new patterns of leadership. The 21^st century leaders will need greater awareness of diverse factors and new states of competencies characteristics that lead to success on the job to help them make relevant, correct and timely decision in leadership of change and leadership of people.

• HISTORICAL BACKGROUND OF THE INSTITUTION

The federal Polytechnic Nekede Owerri started in 1978 as the college of Technology Owerri. It was established by the Imo State Government through Edict No 16 of April 1978. It took off at its temporary site at the premises of Government Technical College (GTC) Owerri along Egbu Road in the same year.

In 1981, the institution moved to its present and permanent site located in Nekede, Owerri” by Imo State Edict No. 6 of 1987, the name of the institution was changed to “The Polytechnic Nekede, Owerri”.  Six years after, and precisely on 7^th April, 1993, the federal Government took over the Institution and consequently, it was again renamed “The Federal Polytechnic Nekede Owerri”.

1.2   STATEMENT OF THE PROBLEM

The failure of institutions emanated   partly as a result of ineffective leadership style in a particular situation, environment, subordinates etc, it is often implied that there style that  make it possible for employees not to perform efficiently such as,

1. The problem of delayed and longer decision making process.
2. The problem of having a final decision on a democratic leader
3. The argument of taking the final decision since the leadership style does not get a positive/ good result on the group of the employees
4. The problem of attributes or activities noticeable in the organization can have a correlation with employees’ performance.
5. The problem of different school of through while same see it as a necessary style that is capable of improving employee performance into the organization.
6. The problem of different opinion of numerous or various people in an organization can bring situational factors that can bring situational factors that can affect the democratic leadership style.

1.3   OBJECTIVES OF THE STUDY

Based on the above, this study shall find out the following objectives.

1. To investigate the effect of democratic leadership style on employees performance in the institutional environment.
2. To evaluate the importance of leader employees relations in organization building.

iii.  To identify the problems associated with leader employees relationship in the institution environment

1. To examine whether the adoption of democratic leadership style has any correlation with employee’s performance.
2. To investigate the importance and function of a leader in an organization.
3. To investigate whether situational factor affect the democratic leadership style in federal polytechnic Nekede.

1.4   RESEARCH QUESTIONS

In view of the above problems, the questions that were asked within the organization are as follows:

1. In what extent does democratic leadership style influence employees performance?
2. How does a leader employee relation affect organizational growth?

iii.  Does the adoption of democratic leadership style have any correlation with employee’s performance?

1. To what extent are the problems associated with leader employee’s relationship in the institutional environment?
2. Does situational factors affect the democratic style in federal Polytechnic Nekede?

• RESEARCH HYPOTHESIS

Research hypothesis are prepositions about a research formulated for empirical testing. THEY are tentative statements of the expected relationship(s) between two or more variables. In other to test problems and objective of this research, the following hypothesis are formulated,

HYPOTHESIS ONE

Ho: Democratic leadership style has no significant influence on employee’s performance

Hi: Democratic leadership style has significant influence on employee’s performance.

HYPOTHESIS TWO

Ho: Leader- employee relations have no significant influence on organizational growth.

Hi: Leader- employee relations have significant influence on organizational growth.

HYPOTHESIS THREE

Ho: The adoption of democratic leadership style has no correlation with employee’s performance

Hi: The adoption of democratic leadership style has correlation with employee’s performance

HYPOTHESIS FOUR

Ho: The problems associated with leader-employees have no significant relation in the institutional environment

Hi: The problems associated with leader-employees have significant relation in the institutional environment

1.5   SIGNIFICANCE OF THE STUDY

In every input forwards achievement in any organization, there is always the need to ascertain the comparative advantages. It is hoped that this project will help the owners and management of organization in the private sector to know the vital role democratic leadership style played in the employee’s performance in the organization when properly applied. This study will comprehensively expose the factors imitating against the effective application of democratic leadership style in the private sector and its effect on employees and organizations performance. This research will also help the employee to adjust to the change of time. This work will go as far as to serve as an academic reference for students.

1.6   SCOPE OF THE STUDY

This study is limited to Federal Polytechnic Nekede Owerri. The institution is chosen as the case study, the study is also, style to the effect of democratic leadership style on employee’s performance. Interest would also be focused on directed towards the problems imitating against their effective application of democratic leadership style in the employees performance as a result of this leadership style.

1.7   LIMITATIONS OF THE STUDY

The limitative of this study lie in the under listed constraints.

1. There were insufficient journals and textbooks on this topic which led to scanty information that subsequently affected the interactive review. However, the researcher made use of the available ones.
2. There was non-existence of already made research work on this topic hence the researcher encountered difficulties in the course of carrying out this research work.

iii.  Time and duration of this project work was too short and this adversely the research work.

1. Lack of fiancé was also one of the limitations faced by the researcher during the time of conducting this research work.
2. Lastly, another major constraint was inadequate co-operation by the respondents which reduced the amount of data collected.

1.8   DEFINITION OF TERMS

The following terminologies used are hereby defined

1. EMPLOYEES: These refers to paid workers, employees are vital resources without which normal production cannot take place.
2. LEADERSHIP: This can be defined as the ability to influence, motivate and direct others in order to attain a desired goal.
3. DEMOCRATIC LEADERSHIP STYLE: The is a style of leadership where the leader shares the decision making activities with his subordinates without relinquishing his responsibility and authority.
4. LEADERS: Are people who have the ability to influence, motivate and direct `the activities of others towards goal attainment.
5. MANAGEMENT: This refers to the process by which the manager executes the functions of planning organizing, directing and controlling the organization activities through the co-ordination of the required human and material resources for the achievement of the organizational goals.
6. DECISION MAKING: This is the process of gathering and evaluate alternatives and making choice among them.

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Full Project – The role and impact of democratic leadership style in employees performance in an organization