RELATIONS & PERSONNEL MANAGEMENT
ARE EXPECTED TO USE THIS PROJECT AS A GUIDE; HOWEVER,
IF YOU WISH TO USE IT WHOLLY, YOU WILL BE RESPONSIBLE
FOR ANY ADJUSTMENT YOUR SUPERVISOR MAY REQUIRE
WILL BE SENT TO YOUR E-MAIL AFTER PAYMENT SAME DAY
TOPIC : THE IMPACT OF LEADERSHIP STYLE ON WORKERS’ PERFORMANCE (CASE
STUDY OF ACCESS BANK PLC)
BACKGROUND OF THE STUDY
Leadership is one of those qualities that you know when
you see it, but is difficult to describe. There are
almost as many definitions as there are commentators.
Many associate leadership with one person leading. Four
things stand out in this respect. First, to lead involves
influencing others. Second, where there are leaders
there are followers. Third, leaders seem to come to
the fore when there is a crisis or special problem.
In other words, they often become visible when an innovative
response is needed. Fourth, leaders are people who have
a clear idea of what they want to achieve and why. Thus,
leaders are people who are able to think and act creatively
in non-routine situations – and who set out to
influence the actions, beliefs and feelings of others.
In this sense being a ‘leader’ is personal.
It flows from an individual’s qualities and actions.
However, it is also often linked to some other role
such as manager or expert. Here there can be a lot of
confusion. Not all managers, for example, are leaders;
and not all leaders are managers.
Leaders need a new mix of competencies to properly shape
their board and develop their subordinates to meet 21st-century
challenges. Shifting cultures, rapidly changing technology
and other factors will require new patterns of leadership.
The 21st-century leaders will need greater awareness
of diverse factors and new sets of competencies - characteristics
that lead to success on the job - to help them make
relevant, correct and timely decisions in the leadership
of change and leadership of people.
An important factor in the leadership process is the
relationship that a
leader has with individual followers. Previous researches
have shown that successful interaction between leaders
and their followers are central to the overall functioning
of a company (Noormala and Syed, (2009); Graen and Uhl-Bien,
(1995)). High-quality leader-follower relationships
have been found to have impact on employee performance,
organizational commitment, delegation, empowerment,
and job satisfaction (Noormala and Syed, (2009); Gerstner
and Day, (1997)). One rationale for this study is that
good leader-follower relationships are vital to ensure
the effective functional of any company.
STATEMENT OF RESEARCH PROBLEM
The interest in the influence of leadership on worker’s
performance represents an alternative to the traditional
focus on the leader as the center of attention and power,
as with the sun in the “solar system.” Although
the qualities of leaders are obviously important, especially
in teamwork in particular, leaders need the skills to
engage followers in productive and satisfying mutual
pursuits. However, this is a departure from the usual
way of seeing leader qualities as possessions, rather
than interpersonal links to others involved in shared
Because not all
leaders wish to be participative, understanding and
overcoming such reluctance to involve followers becomes
important. Not least as a source of resistance is the
problem of shared responsibility and who will be accountable.
It is on this background that this research work aims
to assess the extent to which leadership impacts on
the productivity of the workers.
OBJECTIVES OF THE STUDY
The objective of this study can be stated as follows:
1. To investigate the impact of leadership style on
workers' performance in the Nigerian business environment.
2. To evaluate the importance of leader-employee/follower
relations in organizational building.
3. To identify the problems associated with leader-employees
relationship in the business environment.
4. To make suggestions on leadership patterns with the
view of improving employees’ performance
The study would examine the following questions:
1. To what extent does leadership style influence employees’
2. How does leader-employee relations affect organisational
3. What are the factors that hinders cordial leader-employees
4. What leadership style could be adopted to improve
H0: That leadership style or pattern does not impact
on the performance of workers in an organisation.
H1: That leadership style or pattern impacts on the
performance of workers in an organisation.
RESEARCH METHODOLOGY AND SOURCES OF DATA
Primary data shall be used in the course of this research
work. It shall be sourced via the survey method i.e
the questionnaire designed by the researcher and distributed
to the respondents. The researcher would then collect
the filled questionnaire from the respondents in order
to analyse the data collected with the appropriate statistical
The data, which will be collected from the questionnaire,
will be analysed using the simple percentage method
and chi-square, goodness of fit. The simple percentages
will be calculated by dividing the total number of questions
answered by the total number of questions and then multiply
SCOPE OF THE STUDY
The scope of this study will be limited to the influence
of leadership and leadership styles on the performance
of employees in the banking industry in Nigeria. The
research work will focus mainly on leader-follower relations
and how it affects the performance of the workers. The
study also aims at using Access Bank Plc for the sampling
of opinions. The field survey shall be conducted in
Lagos because it is the commercial nerve of the country.
SIGNIFICANCE OF THE STUDY
The significance of this research work is that it would
explore the impact of leadership on the performance
of employees in organizations with special references
to Nigerian context. This particular industry was chosen
because of the rigour employees are made to go through
in the industry in the course of meeting the targets
of the management. This has affected the economic, social
and private lives of the employees. It is intended to
investigate whether employees’ performance is
related to the leadership style adopted by the management.
It is hoped that this study would contribute to the
promotion of the existing frontier or boundary between
human knowledge and strengthen the relationship between
the management/employer and the employee in the banking
industry of Nigeria.
PLAN OF THE STUDY
This research work will be divided into five chapters.
The first chapter will be introduction. Chapter two
will focus on the literature review and theoretical
framework of leadership.
The third Chapter will be based on the methodology stating
the sample design and the sampling method to be used.
Chapter four would comprise the interpretation and analysis
of responses from the questionnaire that would be collected
using the Chi-square (X2) statistical tool while the
final chapter, which is chapter five, comprises the
summary of findings, conclusion, and recommendation.
Akpala A. (1991) Principles of Management – A
Nigerian Approach. Lagos: Fourth Dimension Publishers
Drucker P. (1975)
Management. London: Heinemann Publishing Co. Ltd.
Graen G. and
Uhl-Bien, M. (1995) Relationship-based approach to leadership:
Development of leader-member exchange (LMX) theory of
leadership over 25 years: Applying a multi-level multi-domain
perspective. Leadership Quarterly. 6, pp. 219 –
and Day, D. (1997) Meta-analytic rview of leader-member
exchange theory: correlates and construct issues. Journal
of Applied Pyschology. 82(6), pp. 827 – 844.
Noormala A. I.
and Syed S. A. (2009) The Effects of Leader-Member Exchange
on Organizational Justice and Organizational Citizenship
Behaviour: Empirical Study. European Journal of Social
Sciences. 8(2), pp. 324-334.
and Sample of Questionnaire are included
performance, worker performance, leadership style assessment,
leadership style survey