IMPACT OF COMMUNICATION ON EFFECTIVE LEADERSHIP IN AN ORGANISATION
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IMPACT OF COMMUNICATION ON EFFECTIVE LEADERSHIP IN AN ORGANISATION
Chapter one
1.1 Background of the Study
(UNION BANK OF NIGERIA PLC OGOJA BRANCH).
The history of Union Bank of Nigeria plc began with the establishment of colonial bank offices in Lagos, Jos, and Port Harcourt in 1917. In 1925, the bank was bought by Barclays Bank and renamed Barclays Bank Doc-Dominion colonial and overseas.
The bank expanded and evolved rapidly over time. By 1957, branches had been established in nearly every section of the country. For example, Kano, Zaria, Ibadan, and Ebuta meta branches were opened in 1988, Aba in 1926, Ijebuode in 1931, Bida in 1953, Katsina in 1955, Sapele in 1957, Calabar in 1958, and Ogoja in 1973.
In 1968, the government issued an order requiring all firms, including banks, to be formed domestically in Nigeria. Barclays Bank Dco was formed in Nigeria in 1969, and its name was later changed to Barclays Bank of Nigeria Limited, with its registered headquarters at 40 Marina Lagos.
As a consequence of the Nigeria Enterprise Promotion Degree (NEPA) of 1972 and 1977, the federal government of Nigeria bought 52% of the bank’s shares, leaving 40% for Barclays Bank International Limited (now Barclay Bank Plc), and the remaining 8% for Nigerian nationals. In 1979, Barclays Bank Plc sold 50% of its shares to Nigeria, lowering them by 90%.
As a result, the bank name was changed to Union Bank of Nigeria Limited to reflect the new ownership structure, which is the federal government of Nigeria. 52%
Private Nigerian investors: 28%
Barclays bank plc 20%
With this new name, Union Bank became an indigenous bank rather than a subsidiary of Barclays Bank Plc. However, Barclay Bank Plc continues to provide technical and correspondent services as before.
In 1989, Barclays Bank plc sold the remaining 20% of its shares to Nigeria, and the new structure has been 52% federal government and 48% private investors.
Today, the bank has over 100 branches around the country, as well as a branch in London, as well as five training centres in Yaba, Jos, Zaira, and Port Harcourt, with a total workforce of over 11,600 people.
1.2 Statement of the Problem:
The administration of Union Bank has enormous and critical tasks that can only be delegated to the appropriate person or group of people. As a result, the language used in an organisation that requires expert knowledge must be carefully chosen because it can either have a negative impact or increase productivity.
This intricacy prompted the researcher to investigate whether the communication flow chart in the union bank Ogaja branch was able to improve the bank’s efficiency.
1.3 OBJECTIVE OF THE STUDY
The goal of this study is to investigate the effects of communication on effective leadership in an organisation, using the following variables:
1. Emphasis on how to lead, direct, motivate, and create an environment in which people desire to contribute to attaining the organization’s goals.
2. To help reduce the banking industry’s inability to control itself.
3 To expand the communication gap within the bank.
1.4 Significance of the Study:
The significance and necessity for this study stems from the importance of communication, which is often overlooked as the foundation of organisational success, because achieving a specified goal is dependent on successful communication.
It cannot be overemphasised because the completion of this study would improve communication for successful leadership in the Union Bank Ogoja branch.
Ineffective communication in any commercial organisation, particularly government parastatals, results in continual change in leadership, insolvency, and employee attitudes towards work.
The study will serve to raise the government’s and boards of directors’ attention to the identified problems. The study is also significant because it will help to promote a sense of brotherhood, create understanding and a deeper sense of belonging among employees in order to treat customers in a pleasant manner
drawing them closer to management, and project the organisation in an acceptable mirror of their customers and the general public. Of course, the study will also encourage communication consciousness and the interpretation of ideas for the present and future.
1.5 Research Question:
1. How important is communication to the success of an organisation?
2. How important is management to the organization’s image?
3. What role does good leadership play in achieving organisational goals?
4 What impact does communication have on good leadership?
1.6 Research Hypothesis:
H(1) There is a significant link between communication and good leadership in an organisation.
H(0): There is no significant association between communication and effective leadership in an organisation.
H(1): There is a significant association between communication and organisational effectiveness.
H(0): There is no significant association between communication and organisational success.
1.7 SCOPE OF THE STUDY:
It is clear that there are several more relevant problems that could be written about as a* study topic. There are many issues of communication.
As a result, for the sake of clarity, precision, and understanding, the researcher was limited to the impact of communication on an organization’s effective leadership, as demonstrated by the case study of the Union Bank Ogoja Branch.
1.8 Assumption of the Study:
It was believed that responders will collaborate with the researcher within one week, allowing the researcher to complete and submit the project on time. That at least 60% of the questionnaires distributed would be returned to the researcher to justify the creation of the study.
It was also believed that when approached for information, the manager and staff of Union Bank Ogoja would be willing and able to provide the researcher with the information required to facilitate the conduct of this study.
1.9 Limitations of the Study:
It should be noted that conducting this research was not a simple task. One of the most pressing issues was the inaccessibility of the resources to be used by the researcher. Another issue that the researcher encountered while working on this project was a lack of funds to carry out the research.
Finally, distributing and collecting questionnaires from responders was not straightforward.
1.10 Definition of Terms:
As this study will be examined by other researchers, it is necessary to define the following terminology as they are used in this research.
COMMUNICATION:
According to Karts and Klan, communication is defined as the exchange of information and the transmission of meaning, as well as the very essence of a social system or organisation. Contests define communication as the transfer of information from the sender to the receiver, with the information understood by the receiver.
COMMUNICATION FLOW CHARTS:
It is an object that demonstrates how different levels or departments interact with one another. Through efficient communication. It can be defined as an organisational chat that depicts the hierarchy of power as well as the tasks or functions associated with each position.
ORGANISATION:
This is the framework within which business, managerial, and other activities are carried out; it provides the necessary channels, points of origin, and flow of management direction and controls.
Organisation Structure:
This involves determining and specifying acceptable operational and functional roles, as well as the relationships that result.
LEADER (MANAGER)
A leader collaborates and works with people at all levels of an organisation to achieve goals.
P. Drucker (managing for results) emphasised the ability to select appropriate objectives or methods to attain an objective.
Leader/managers follow a broader set of rules in order to achieve the organization’s goals; they are held accountable for the actions of others as well as their own; they assume responsibility for ensuring that work is completed effectively; and they must balance competing goals and needs that require limited resources.
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