LEADERSHIP AND ORGANISATIONAL PERFORMANCE
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
LEADERSHIP AND ORGANISATIONAL PERFORMANCE
ABSTRACT
This research investigates the impact of leadership and the contribution of organisational success in our society. Nowadays, an organization’s human resources are one of its primary types for changing intention into reality in an efficient and effective manner, resulting in the realisation of the organization’s goals.
Employees in any organisation are unproductive, and their performance as a group falls short of expectations when leadership is not carried out properly and efficiently.
As a result, the organisation’s performance suffers. My project study is primarily concerned with the factors that contribute to organisational success and the identification of leadership issues.
My findings from the study will be made available. For future learning activities, particularly those that excite and motivate people to attain results. This is simply the secret to great productivity in organisational leadership and performance.
It also seeks to build performance indicators for social responsibility functions as a critical aspect in corporate or organisational success in the developing world.
Chapter one
1.0 Introduction
Human resource management relies heavily on leadership, and organisational performance determines an organization’s growth and progress. One of the most pressing issues in our society is how to motivate people to do their tasks successfully. It is not easy because many people gain little satisfaction from their work in numerous organisations.
Understanding the concept of leadership is crucial. Many employees depart for other organisations or leave their place of employment due to disagreements, low self-esteem, insufficient communication between leaders and followers, and poor management.
These observations are universal. As a result, there is a need to comprehend the subject in order to identify difficulties and make solutions.
To attain his goal, a leader must first complete a specific assignment. A good leader should be interested in people. He must spend time with people rather than goods. He must take an interest in his subordinates’ careers and success. When his team’s excitement goes too far, he should hold them back sympathetically.
Only until each member of staff has been sufficiently motivated can he give his all. Consequently, the organization’s performance will improve. House defines leadership organizationally and narrowly as an individual’s ability to influence, motivate, and empower others to contribute to the effectiveness and success of the organisation to which they belong.
Organisational leadership has an impact on cost effectiveness, revenue creation, service satisfaction, market value share price, social capital motivation, engagement, and sustainability.
Leadership is an individual’s capacity to set an example for others and lead from the front. It is a characteristic that affects the environment. (Wikipedia.org)
Leadership is also the process of learning to know oneself and one or more others, as well as building a relationship of mutual trust and awareness in order to collaborate to achieve a common goal. Susan Wright and Carol Mackinna, 2003.
Organisational performance can be defined as an establishment’s achievement, product, characteristic, or behaviour. Concerning what is intended for or the goals and objectives of such establishment in relation to the enabling environment.
To comprehend this, we must first recognise that the organisation is a work environment in which people from all backgrounds work together as a team to achieve a common goal.
However, organisational effectiveness can be determined by how its people act, i.e. the conduct of its human resources. The jobs of leaders and employees are growing more complex.
Instead than just following orders, many leaders are now encouraging employees to contribute their thoughts to decision-making processes. Need for higher achievement. (Organisational Behaviour, Stephen Robbins & N. Langtin).
McClland learnt. Needs Theory is also known as ACHIEVEMENT NEED, POWER NEED, and AFFILIATION NEED. He says that one distinguishing feature of achievers is their ability to think, as they spend a significant amount of time thinking.
Rennis Likert (The Human Organisation). He advocated for the perfect organisation and created a structure that emphasised employee morale and the need to communicate within work groups.
Chris Argyris: (The Psychology of the Individual) His theory focuses on the “matured individual” and the integration of the individual and the organisation.
Elton Mayor, one of the fathers of humanistic organisations, is the intellectual starting point of the humanistic view of the organisation through his work known as the Hawthrone studies, Burns, and Stalker. Gartt, H.L. (Task and Bonus System) and others.
The notion is that leadership determines the effectiveness of an organisation’s performance. The purpose of research is to demonstrate the function of leadership in an organisation, as well as to examine the behaviour and elements that contribute to organisational success, identify leadership problems, and propose solutions.
1.2 Statement of the Problem
It has been seen and established that the major problem with many organisations is that leaders fail to carry out their duties efficiently in order to protect the interests of the. Human Resource requirements.
Many CEOs appear to have little regard for their employees’ interests in their organisation, as seen by a lack of motivation. Workers receive little or no training and development to keep their skills up to date and handle new challenges.
Adequate human resource maintenance is not implemented, and there is an inability to set indicators to monitor the process and provide feedback to those involved in achieving the goals and objectives.
Most organisations encounter challenges such as determining the best strategy to developing a suitable leadership style, motivational technique, effective communication, compensation, and adequate recompense for employee and labour relations.
Because of the bad working connection between employees and management, these are the areas to prioritise. Effective and efficient organisational performance was not possible.
1.3 The purpose of the study
True, various efforts have been made to improve employee effectiveness in order to boast about the organization’s growth and progress. However, all of these attempts have proven futile and have not yielded results.
As a result, the purpose of this research is to shed more light on the courses, their impact, and how to motivate and lead employees in an organisation. To investigate the impact of leadership and its contribution to organisational performance in modern society.
For these reasons, the study aims to:
1. How to demonstrate the importance of leadership as a tool for good organisational performance.
2. How to choose which leadership style is more acceptable or necessary in a company.
3. How to check concerns related to administration and the leadership style used in a company.
4. How to determine whether motivation affects worker performance.
5. How frequently may training be carried out for workers in the organisation?
6. Are there cordial relationships, effective communication, and adequate recompense for workers?
1.4 Hypothesis.
1. H0: A cordial relationship between subordinates and superiors improves organisational performance.
H1: Cordial relationships between subordinates and superiors do not promote organisational effectiveness.
2. H0: Leadership style has a beneficial impact on performance.
H1: Leadership style does not have good effects on performance.
3. H0: Staff training improves organisational performance.
H1: Staff training does not boost organisational performance.
4. H0: Open supervision in an organisation motivates employees.
H1: Open supervision in an organisation does not drive employees.
5. H0: The provision of history and travel amenities motivates employees.
H1: Providing history and transport facilities does not motivate employees.
1.5 SCOPE AND LIMITATION.
Although the purpose of this research study is to reflect the situation in various organisations in order to improve leadership efficiency and productivity and promote good labour relations as a result of organisational performance.
The study population is supposed to include all private organisations, corporate individuals, and government parastatals, however due to time constraints. This is only for employees and management representatives of the West African Examination Council Yaba, Lagos WAEC.
Need help with a related project topic or New topic? Send Us Your Topic