THE IMPACT OF LEADERSHIP ON EMPLOYEE PERFORMANCE:

A STUDY OF KADUNA STATE POLYTECHNIC

BY
BOSEDE LYDIA AFOLABI
FMS/18/PAD/00013

PROJRCT SUPERVISOR
DR. ABUBAKAR TABIU

MARCH, 2024.
 CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

In an organization, there are two discernable groups of workers - the

superiors and the subordinates. The superiors or managers are require to guide

and at the same time motivate the subordinates by raising their zeal to carry out

their assigned tasks. This is the managerial function of directing which is

concerned with the human factor of the organization and whose process is to

initiate and move subordinates to act in accordance with the planned mission of

the organization. It involves guiding and supervising the on-the-job

performance and responsibilities of subordinates. Management authors see

directing as involving three (3) elements namely leadership, motivation and

communication. Therefore, leadership is a factor in the managerial function of

directing aimed at organizational performance.

To lead means to guide, conduct, direct, proceed and to show the way, by

doing what you want others to do first. Conceptually leadership can be defined

as the ability to lead. Copper and William (1990), leadership is the act of

process of influencing people so that they will strive willingly and

enthusiastically toward the achievement of group goals. It is also the process of

influencing others to work willingly and to the best of their capabilities towards

the goals of the leader. Leadership involves the ability to use different forms of

power to influence employee behaviours in a number of ways either positively

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or negatively. Leadership involves others, in other words, leadership involves

followers. The followers may be superior, peers as well as subordinates. By

their willingness to follow, accept direction from the leader, group members

help define the leader's status and make the leadership process possible.

Leadership is a narrower activity, a tool of management and a technique for

influencing people in an organization. Managerial ability is always an asset to

the leader who can acquire it.

Employee performance is an important building block of an organization.

Organization cannot progress by one or two individual's efforts but by the

collective efforts of all members of the organization performance is a multi-

dimensional construct aimed to achieve results and have a strong link to

strategic goals of the organization. (Mwita, 2000). Performance is a vital feature

of an organization. Leaders at all the level have to input their efforts and make

maximum use of the abilities which sometimes are produced under supervision

or without it. Latest studies provide that organizations invest heavily in Human

Resource Development interventions to updates and skill employees in order to

attain job performance. Currently leadership is widely recognized and verified

through research. Leaders can influence the people and motivate them (Popper,

2005). Effective leadership increases human capability and ensures competitive

advantages. Leadership helps in identifying and managing team where group

development and specifically personal development and growth of managers

also take place.

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 Leadership is a core issue in Nigeria both at the Federal, State and Local

Government. It transcends every level. Bad leadership leads to disintegration,

anarchy and chaos. Leadership is essential to the prosperity, productivity,

survival and performance or otherwise of any organization.

1.2 Statement of the Problem

One extensive practical issue related to leadership and employee performance at

Kaduna Polytechnic is the lack of clear communication and transparency from

top leadership. When leaders fail to effectively communicate goals, objectives,

and expectations to employees, it can lead to confusion, misunderstandings, and

a lack of alignment within the institution. This lack of clarity can result in

employees feeling demotivated, unsure of their roles, and unable to effectively

contribute to the overall mission and vision of the polytechnic. The absence of

transparent decision-making processes and communication channels can breed

mistrust among employees towards the leadership team. This lack of trust can

negatively impact morale, teamwork, and organizational culture, ultimately

leading to a decrease in employee engagement and performance.

Another significant issue is the inadequate training and development

opportunities provided to employees by the institution's leadership. Without

access to ongoing professional development, employees may struggle to acquire

the necessary skills and knowledge to perform their roles effectively. This lack

of investment in employee growth and development can ultimately hinder

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overall performance and limit the potential for innovation and progress within

Kaduna Polytechnic.

Addressing these extensive practical issues related to leadership and employee

performance at Kaduna Polytechnic will require a concerted effort from the

institution's leadership team to prioritize clear communication, transparency,

trust-building, and investment in employee development. By fostering a culture

of open communication, providing regular feedback, and offering opportunities

for growth and learning, Kaduna Polytechnic can enhance employee

performance, morale, and ultimately achieve its goals more effectively.

This work seeks to investigate why Kaduna State Polytechnic (KSP) has

suffered low productivity, inefficiency and lack of growth for decades now

which has hamper the attainment of its set goal.

1.3 Research Questions

1. Is there any relationship between autocratic leadership and employee

performance?

2. Does democratic leadership relate with employee performance in Kaduna

Polytechnic?

3. Does laissez-fair leadership relate with employee performance?

1.4 Objectives of the Study

1. To identify the relationship between autocratic leadership and employee

performance.

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 2 To examine the democratic leadership related with employee performance in

Kaduna Polytechnic.

3 To examine the laissez fair leadership related with employee performance?

1.6 Significance of the Study

Leadership is central to the effectiveness of an organization. Employees

at all levels of an organization can exercise leadership which can exercise

leadership which can take any forms. Numerous studies have been conducted in

attempts to understand its nature but the findings of this study will help

government and policy makers to choose and make policies that will ensure an

effective leadership program that will help identify and build leadership

qualities among individuals within an organization. This work will encourage

professionals in the field of management to take advantage of findings on why

the Nigeria public service does not perform excellently the objectives of

establishing it and develop and establish models and management ethics which

our leaders will use to enhance employee performance. The study will be of

utmost help to other students and people who might wish to carry out other

research work in this field.

1.7 Scope and Limitation of Study

1.7.1 Scope of the Study

The scope of this research is limited to determining the impact of leadership

(autocratic, democratic and laissez) on employee performance in Kaduna State

Polytechnic, Kaduna, Nigeria.

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1.7.2 Limitation of this Study

In the course of carrying out this research the following constraint were

encountered.

1. Financial limitation

Due to the high financial involvement of this research work, the researcher has

narrowed the study to just Kaduna State Polytechnic, Kaduna, Nigeria.

2. Inadequate Time

This constitute the major limitation of this research study. It is because of the

fact that this research work must be combined with studying, lectures and

examination.

3. Information

Some of the information required by the researcher could not be revealed by the

staff because of its sensitivity.

1.8 Definition of Terms

1. Effectiveness

The degree to which an organization attains its goals or the ability of a system

as a whole to effect intended result. Hallreigel et al (2001).

2. Efficiency

Doing the right thing with the minimum cost.

3. Employee

A person who is employed in her productive activity for a remuneration.

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4. Management

Management is defined as the process of combining and utilizing of, or

allocating an organization's input (men, materials, money) by planning,

organizing, directing and controlling for the purpose of producing output

(tangible/intangible) desired by consumers so that the organizational objectives

are accomplished (Akpala, 1990).

5. Performance

The degree of an accomplishment of a notable action.

6. Productivity

A measure of the efficiency of production. A ratio of output to input.

7. Public Policy

Government programme of action which shows the various degree of goal

articulation and normative regulation of government activities.

1.9 Chapterlization

In order to achieve the objectives of the study, this research survey will be

divided into five chapters. Chapter one will deal with the background to the

study, statement of the problem, research questions, objectives of the study,

significance of the study, scope and limitation of the study as well as definition

of key terms.

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Chapter two will critically review related literature in line with the present

study. Chapter three will concern with the methodology that will be used to

carry out the study.

Chapter four will deal with the data presentation and analysis of data collected

from the field survey.

Finally, chapter will summarize, draw conclusion and suggest recommendations

for the study.