EFFECTIVE LEADERSHIP AS A TOOL OF ACHIEVING ORGANISATIONAL OBJECTIVES: A CASE STUDY OF FIRST BANK PLC JOS, FARIN GADA BRANCHÂ
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CHAPTER ONE
INTRODUCTION
For one to be a leader in any given organization in the modern society, such a person must be literate and a reasonable knowledge which must be put to use. A leader most possesses good qualities of communication and techniques of persuasion, he should have knowledge of negotiation and peaceful settlement of dispute, and he must be familiar with the problem areas as well as potentialities of those being lead.
1.1Â Â Â Â BACKGROUND OF STUDY
One can be successful by the recognition of two basic facts, that men are dynamic, and are entirely different from each other. Human being respond not only to the carrot and stick but also to ambition and patriotism .a good, desirable, commendable, popularly acceptable leader is the one who lead by example, has integrity, simplicity, accountability, companion, the ability to listen to it subordinate ‘s complain or need.
The person who occupies leadership possession should has human feels and exhortation to his followers by the process called communication since leadership involve influencing others in a group. This emerges in a group to pursue a common goal or objective due to certain quality or qualities by the group. Leaders play crucial and critical roles in helping groups, organizations, and societies to achieve their goals; for instance, the governor at the state level or president of a country, traditional rulers in their respective domains. However, leadership in this context will be discussed in relation to business organization development.
The theory of leadership, the trait approach traced back to the ancient Greek philosopher; Plato, who concluded that Greek men who were born with some certain traits that distinguish them from non-leaders, primary , exercised leadership potential in other words, leaders were born and not made, given the disenchantments with the trait approach to leadership. Researchers in the late 1940s began to shift attention to examine the relationship between leader’s behavior and subordinate satisfaction and performance. This is known as behavioral approach.
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