THE IMPACT OF EFFICIENT LEADERSHIP IN PERFORMANCE OF EMPLOYEES IN THE PUBLIC SECTOR

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THE IMPACT OF EFFICIENT LEADERSHIP IN PERFORMANCE OF EMPLOYEES IN THE PUBLIC SECTOR

CHAPTER ONE

1.0 INTRODUCTION

An element of directing as a managerial function which gives motivation as well as discouragement to workers is leadership. No organization can function effectively with efficient leadership because it is the leader that directs the activities of the organization (Aka 2005). A leader shows the way that others would follow so that the objectives of the organization will be realized.

The efficiency of management on any corporate organization is measured in terms of achievement of the organization objectives. To achieve these objective management needs to corporate effectively with the various activities of the workers and this can be achieved when there is effective leadership (Ugbaje 2004). An effective leader is visionary courageous and dedicated to the services of an organization effective leadership requires that the manager or supervisor should communicates effectively with his/her subordinate. Effective leader communicate with all workers at all times. He reviews instructions from the top management on organizational policy and passes information to the supervisor who now oversees the activities of the subordinates. In the same way the leader receives feedback from thee subordinates and send the information to top management for necessary actions.

Another important factor of leadership in the public sector is motivation an effective leader is on who is able to motivate his followers to perform, to motivate means to induce or cause an individual to act and work towards achieving a set objectives.

Motivating the workers means that the leader is making them achieve their aspiration in the work place or that the reward system has led to the satisfaction of their needs. Thus the absence of motivation means poor leadership and under this circumstance, it is difficult to carry subordinates along, attaining the set objectives with therefore be a fleeting illusion to be pursued.

The public sector has earned the disrepute of performing poorly and this phenomenon is attributed to poor leadership the government ministries, parastatals and agencies are filled with leaders that lack vision, initiative innovativeness and are rigid, consequently they fail to produce the ingredients for effective leadership. To be effective and efficient these leaders have to adopt measure that will facilitate communication, provide motivation and enhance labour relation in these establishment.

1.1 BACKGROUND OF THE STUDY

The feedback ministry of labour and productivity has been in existence, (with different names) since 1939 with the central purpose of ensuring cordial relationship between management and employees in public and privates sector. The body created after the start of second world war to coordinate resources for the war efforts with and first and second labour inspector attached to the governor’s office with growling water agitation over cost of living allowance. The department of labour was establish on 1st Oct. 1942 it has headed by commissioner and two labour officer and was charged with responsibility of labour movement, issues ensuring the orderly development of industrial relation and enforcing protective legislations. The organization grew in the industrial center of Enugu, Kaduna and Lagos. Later a ministry of labour we created in addition to the development of labour and this two were emerged of first April 1958. After independence in 1960, the ministry of employment of labor and productivity in 1979 and the ministry of labour and productivity 2007, however, 1979, the federal government had ensure that many establishment of this important ministry is established in some state o the federation.

1.2 STATEMENT OF PROBLEM

The Nigeria public sector is reputed as lacking effective leadership and this has adversely affected the performance of the comporation organization. The leadership problem leading to this phenomenon may be related to the following: –

Lack of vision, initiative and willingness as well as commitment .

Poor and ineffective communication with subordinates.

Lack of motivation on the subordinates.

Poor management employee relation and

Poor working conditions and physical work environment.

1.3 OBJECTIVES OF THE STUDY

The objectives of the study are: –

To examiner the nature of leadership public sector.

To examine the factors affecting leadership.

To examiner the role of leadership in the public sector.

To identify leadership problems in the public sector.

To suggest ways of ensuring effective leadership in the public sector.

1.4 RESEARCH QUESTIONS

What type of leadership exist in the public sector?

What is the role of leadership in the public sector?

What factors militate against effective leadership in the public sector?

What factors effects leadership in the public sector?

How can effective leadership be ensure in the public sector?

1.5 STATEMENT OF HYPOTHESIS

Ho: Most leaders in the public sector are not democratic.

Hi: Most leaders in the public sector are democratic.

Ho: Ineffective leader system is not responsible for poor leadership.

Hi: Ineffective leader system is responsible for poor leadership.

1.6 SIGNIFICANCE OF THE STUDY

The significance of this study derived from its usefulness to government management and students firstly, the government with understand from the study why there is poor leadership performance in Nigeria public sector. This by identifying and revealing all the factors leading to poor leadership performance in the public organizations the government can be the information to adopt policies and programme that will ensure effective and efficient leadership in the public sector. The recommendations will go a long way be useful in this regards.

Similarly, management of private enterprise will benefit from the study. They can understand the reason for poor leadership in their establishment. They can then provide remedies.

Finally, student and other general public will wish to carry out related studies in the future will also benefit from the study. This is because the project report will serve as data bank for them. Furthermore, the research findings can provide the basis for further studies.

1.7 SCOPE OF THE STUDY

The scope of this study covers types of leadership factors militating against leadership problems determinant of leadership quality and leadership role in the public sector especially in the federal ministry of labour and productivity.

1.8 LIMITATION OF THE STUDY

In carrying out this study the following limitation were experienced.

Uncooperative attitude of the individuals: This factor arising from the fact that many workers interview in ministry were afraid of official reprisals, if they give information on the types of leadership they have. It was therefore difficult for the researcher to get adequate primary data for the study.

Lack of fund: The study could have been expanded to the private sectors and other areas of public sector, but the researcher did not have adequate fund to cover all additional expenses that would have arisen consequently, the study was restrict to fled department in the federal ministry of labour and productivity.

Time: Finally, the study was carried out within a limited period of time. this is because of the demand placed on the researcher by other academic work, the researcher did not have ample time to the study.

1.9 DEFINITIONS OF TERMS

LEADERSHIP: This is an abstract quality in human beings to induced his followers to do what ever he is directed to do with zeal and confidence. Also leadership is the activity of influencing people willingly for group objectives.

ORGANIZATION: It is defined as a method of coordinating activities aimed at achieving an objective. An organization is cohesive body established for a specified purpose such like government owned organ, which means in itself and organization established or financed through public fund.

MOTIVATION: Is the need or drive with an individual that drives him or her towards goal oriented action. The extent of drive depends on the perceived level of satisfaction that can be achieve by the goal.

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