ABSTRACT
Leadership is a very important aspect of management. Effective and efficient management enterprise in any country plays a very important role in the prosperity of the economy of that country. However, this is not the case in Nigeria because it has been less than fortunate in both national and industrial leadership. Leadership has been considered as one of the most important factors influencing organizational performance and achievement of goals. The ability to lead effectively is one of the key requirements of a manager. Based on this, a study was carried out on the role of firms and organizations. This study sought to compare the leadership styles of expatriates and Nigerians is different firms. In this regard, the researcher studied three multinational firms – manufacturing, construction and drilling in nature. Questionnaire was used in collecting the relevant data. On the other hand, percentages and tables were used in analyzing the data while the Chi-square was used in testing the hypothesis. It was discovered that both expatriates and Nigerians adopt the same styles of leadership. In effect there are no significant differences in the leadership styles adopted by expatriates and their indigenous counter paths. It was also established that employees working under expatriate managers are not more satisfied than those working under indigenous managers. Equally of note is the fact there is no significant difference in the performance of expatriates. Finally, it was discovered that the leadership style adopted was determined by organizational structure, personality, attitude, values and competence of subordinates. The above notwithstanding, the firm’s managers were advice to improve their performance through the following recommendations. First of all, the managers should ensure employee satisfaction by providing good motivational measures and compensation packages. Secondly, the contingency leadership approach should be adopted by managers so as to enable them use the best style at any given time. Finally lower level employees should be involved in decision making and authority should also be delegated to them when the need arises. Organizations are shifting from hierarchical structures to more open networks of people cooperating to achieve interrelated goals. A major role of leadership in this context is to engage participants in the works of identifying and employing a foundation of values that are responsive and accountable to participants, stakeholders, and professionals to develop an understanding of the role of leadership across the organization. The project provides a framework for examining and integrating issues pertaining to organizational leadership and helps prepare the student and professional for leading and participating in these new era organizations.
TABLE OF CONTENTS
Approval – – – – – – – – – i
Certification – – – – – – – – – ii
Dedication – – – – – – – – – iii
Acknowledgements — – – – – – – – iv
Abstract – – – – – – – – – – v
CHAPTER ONE
INTRODUCTION – – – – – – – 1
- Background of the Study – – – – – – 1
1.2 Statement o f Problems – – – – – – 3
1.3 Objectives of the Study – – – – – – 4
1.4 Research Questions – – – – – – – 4
1.5 Hypotheses of the Study – – – – – – 5
1.6 Significance of the Research – – – – – 5
1.7 Scope of the Research – – – – – – 6
1.8 Definitions of Terms – – – – – – – 7
References – – – – – – – – 9
CHAPTER TWO
REVIEW OF RELATED LITERATURE – – – 10
2.1 Introduction – – – – – – – – 10
2.2 Conceptual Framework – – – – – – 10
2.3 Theoretical Framework – – – – – – 11
2.4 Empirical Review of Leadership Style – – – – 23
2.5 Leadership and Organizations – – – – – 30
References – – – – – – – – 36
CHAPTER THREE
RESEARCH METHODOLOGY – – – – – 38
- Introduction- – — – – – – – 38
- Research Design – – – – – – – 38
- Nature And Sources of Data – – – – – 38
- Collection of Data – – – – – – – 39
- Design and Administration of Questionnaire – – 39
3.6 Sample Size Determination – – – – – 40
3.7 Operational Measures of Variables – – – – 41
3.8 Technique of Analysis- – – – – – 41
3.9 Validity and Reliability of Data – – – – – 42
References – – – – – – – – – – – – 43
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA – – 44
4.1 Presentation and Analysis of Data – – – – 44
4.2 Data Analysis – – – – – – – 44
4.3 Exercise of Control by Superior – – – – 46
4.4 Academic Background of Respondents – – 48
4.5 Subordinates Assessment of the State
of Working Condition – – – – – – 50
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS – – – – – – 58
INTRODUCTION – – – – – – – 58
5.1 Summary of Findings – – – – – – 58
5.2 Conclusion – – – – – – – 59
5.3 Recommendations – – – – – – 60
5.4 Area for further study – – – – – – 61
Bibliography – – – – – – – 63
Appendix 1 — – – – – – – 67
Appendix II – – – – – – – 69
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Leadership is “organizing a group of people to achieve a common goal”. The leader may or may not have any formal authority, students of leadership across the world have produced theories involving traits, situation interaction, function, behavior, power, vision and value charisma and intelligence ,among others.
The search for the characteristic or traits of leaders has been ongoing for centuries. History’s greatest philosophical writings from Plato’s Republic to Plutrach’s lives have explored the question “what qualities distinguished an individual as a leader?”. Underlying this search was the early recognition of the importance of leadership and the assumption that leadership is rooted in the characteristics that certain individuals possess. This idea that leadership is based on individual attributes is known as the “trait theory of leadership”.
The trait theory was explored at length in a number in the 19th century. Most notable are the Thomas Carlyle and Francis Galton, whose works have prompted decades of research. In Heroes and Hero worship (1841) Cartyle identified the talents, skills and physical characteristics of men who rose to power. In Galton’s Hereditary Genius (1869), he examined leadership qualities in the families of powerful men. After showing that the numbers of eminent relatives dropped off when moving from first degree to second degree relatives Galton concluded that leadership was inherited. In other words, leaders were born, not developed. Both of these notable works lent great initial support for the notion that is rooted in characteristic of the leader.
Over the years the philosophical terminology of “management” and “leadership” have in the organizational context, been used both as synonyms and with clearly differential meanings. Debate is fairly common about whether the use of these terms should be restricted and generally rejects an awareness of the distinction make by Burns (1978) between “transactional” leadership (characterized by e.g. emphasis on procedures, contingent reward, management by exception) and “transformational” leadership (characterized by e.g. charisma, personal relationships, creativity).
However, leaders and leadership style are two aspects that both profitable and non profitable ventures analyze critically before adopting. In business particularly, the effect of management decision to a successful business cannot be over emphasis. To a certain extent, this affects the entire organization either directly or indirectly, everybody through strategic decision that the undertake.
The topic herein will be examined within the context of multinational firms in Nigeria and the ability of managers to influence the members of their organization through leadership that will go a long way in determining the extent to which both individuals and the organization as a whole accomplish their goals. Different leadership styles can be employed by different managers. A leadership style here refers to a leader’s behavior. It is the result of the philosophy, personality, and experience of the leader. Rhetoric specialists have also developed models for understanding leadership (Robert 1995).
Historically, various dimension of behavior have been identified as important leader behavior towards the group. In view of this an attempt to make a statement regarding the best style would be misleading. However every leader adopts a style peculiar to him though may be change when the need arises.
1.2 STATEMENT OF PROBLEM
The problem with most leadership styles especially that association with have been how to identifying and adopt the suitable leadership styles to overcome its difficulties and attain its goals and objectives. However, three major problems prompted the urge to carry out this research.
