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LEADERSHIP
AND ITS EFFECT ON PERFORMANCE, ACHIEVEMENT AND GOAL REALIZATION
CHAPTER
ONE
1.1 INTRODUCTION
Out of the twenty three
(23) local government councils in Kaduna State none has met the expectations
and aspirations of the electorate who voted them into office. Some people blamed
the disappointment on the council leaders. Studies in leadership is as
controversial as the concept itself. At the local government level there are
numerous leaders. The Local government chairman is a leader, just as the Director
of Human Resources. The Treasurer is a leader just as the Director of works.
Nobody will declare the Head Driver, the Head of security, the Head Messenger
etc as non-leaders. They are all leaders in their own rights.
Even if this research
is concerned mainly with political leaders it may seek to find out if leaders
are born or made. In other worlds, is good leadership a product of appropriate
training or talent from God? For instance, is Muritala Mohammed good leadership
a product of his training? Is Obafemi Awolowo’s credible leadership as premier
of the defunct Western Region a reflection of his training? President Nelson
Mandela spend 22 years in prison. After was this the outcome of his training
while in detention?
This research will try
to establish the role of fund, personnel, cooperation, fellowship and of
course, leadership in the delivery of dividends of democracy at the gross roots
level.
1.2 BACKGROUND
OF THE STUDY
This study on the
relationship between LEADERSHIP AND ITS EFFECTS ON PERFORMANCE, ACHIEVEMENT AND
GOAL REALIZATION is carried on at the Kaduna South Local government as a case
study. There are many theories and principles on leadership styles and their
application in organized private set like banking, manufacturing, industry etc.
Can these also apply and work out the same way in a politically influenced and
controlled like the local government particularly in a federation such as
Nigeria?
In carrying out any
collective task leadership is a major element which bring about either success
or failure leadership plays central role in offering direction and purpose
towards achieving set goals of an organization including Kaduna South Local
;government. It is also an important element in the social relationship of
groups of work. Leadership is the main factor that determines and sharpens
group behaviour especially when it is correctly applied. In his approach, each
employee enjoys a feeling of strong commitment and dedication towards achieving
organizational goals. Regardless of inequality of members of staff appropriate
leadership style can serve as a maginet drawing every body to the centre there
by providing a formidable workforce. As the saying goods unity is strength.
However, Kaduna South
Local government goals can never be achieved without proper leadership style in
place. It is important not that the effective performance of an individual
employee is a function of both his personal characteristics and the individual
environment. A careful consideration of knowledge, skills, experience, attitude
and motivation of an employee enhance maximum productivity and efficiency in
the job. Since leadership deals with the human resource element, it provides
the basis for effective utilization of material resources in an organization
through individual skills, know ledge and ability.
According to Merenu
(1988) Leadership is the most influential person in an organization who
provides direction, guides, group activities and ensure that group objectives
are obtained. Leadership is the life wire of an organization. Douglas Mc Gregor
theory X and theory Y is of the view that leaders, attitude towards
subordinates has a large influence on how such workers behave both on the job
and towards their leader. It is how ever important to note that no single
leadership style is likely to be effective in all circumstances. Leadership styles
vary based on social political environment and other circumstances.
Finally, an effective
leader is measured by his ability to manage and withstand forces around him and
how to effectively utilize human and material resources to ATTAIN
ORGANIZATIONAL OBJECTIVE. DOUGAS MCGREGOR, put it clear that there is a close
relationship between leaders’ expectation and the resulting performances of the
subordinates.
A pertinent question
which this research seeks to answer is “can leadership style enhance or hinder
the delivery of dividends of democracy at the local government level.”
1.3 STATEMENT
OF THE PROBLEM
The problem identified
by the researcher is the perceived poor service delivery by the various Local
Government councils in Nigeria.
Many Nigerians are
dissatisfied with performances of Local Governments in the country. It could be
assessed that more than 80% of the 774 Local government councils in Nigeria
have nothing to show for their existence in terms of executing public policies
within their areas of jurisdiction, especially from 1999 to 2011. This research
is therefore set out to investigate factors which are responsible for poor or
low productivity in Kaduna south local government area.
Several factors are
suspected to be responsible for this political factor such as shortage of fund
and qualified staff, state government interference etc. however this study
picked one of the factors, leadership. One thinks that of all the factors
promoting high productivity or satisfactory delivery of dividends of democracy,
leadership is the most important.
This is so, because, he
has to combine, control and direct all other factors to achieve the set
objectives. In other worlds, this work wishes to isolate concentrate on local
government political leader and his administrative style with the view to
identifying the degree or level of his contribution to the delivery or non-delivery
of dividend of democracy from year 2000 to 2010 in Kaduna south local government
area of Kaduna state.
1.4 OBJECTIVES
OF THE STUDY
The purpose of the
study is to find out how leadership styles are being used in Kaduna South local
government. In this aspect specific objectives include.
i. To identify the different leadership styles
and their relationship with employee productivity
ii. To determine the relationship between
leadership style and employee motivation.
iii. To ascertain the effects of leadership
styles on community cooperation and good will.
iv. To examine the contribution of leadership
styles to dividend of democracy delivery.
v. To investigate the contribution of
leadership style to industry harmony and esprit decors in Kaduna South Local
Government area.
1.5 HYPOTHESES
Ho:
There
is no significant relationship between leadership and level of delivery of
dividend of democracy at the local government level.
Hi: There is significant
relationship between leadership and level of delivery of budget implementation
(estimate) at the local government.
1.6 SIGNIFICANCE
OF THE STUDY
In the words of Asika (1991).A
project of this nature is to give opportunity to the local government to assess
itself on their leadership style and their impact on employee productivity in
its area. The research work is aimed at improving employee productivity
thorough the adoption of various leadership styles.
In addition this study
will also provide basis for workers to enjoy a feeling of strong commitment and
dedication towards achieving dividend of democracy through close relationship
between leadership expectation and the resulting performances of the workers in
Kaduna South Local Government.
There study will also
be of immense benefit to various stockholders in the field of leadership which
includes students, government agencies, organizations and individuals by
serving as point of references in the course of their study and work.
The finding will also
old to the knowledge of the problems militating against local government
performances including inter-government relationship that is to say the state
leader (Governor) and the local government leader (Chairman).
Finally it will prove
to the local government chairman that as a political leader at the grassroots
level he was elected to carryout public policies at the local government at the
local government level within available human and material resources.
1.7 SCOPE
OF THE STUDY
According to Yusuf
(1996) one aspect in research study that gives beginners problems is how to
decide the scope of the study.
The scope is the extent
of work the research intends to carryout: that is the margin of the coverage of
the research work in terms of phenomena to be examined and the number of
subject required to provide useful information about object of the study.
The scope of this
research is one local government out of 23 local governments in Kaduna state.
The time frame covers the period 2000 to 2010. The study centers in the concept
of leadership style and their impact on public service delivery. The study
covers ten (10) years of democratic local government rule.
If excludes the period
of military administration, but it covers political leader who were elected as
well as those who were appointed as caretaker chairman by the state governor.
Since leadership also
affects the happiness and morale of workers the researcher will examine the
condition of service of the local government staff.
The research
concentrates on political leaders with little reference to other traditional,
religious, social leaders in the area of study.
1.8 LIMITATION
OF THE STUDY
(i). Kaduna
South Local Government: The limitation of this research in the 22 local
governments which are not covered in this study. The study does not cover all
the years since the creation of Kaduna South Local Government.
(ii). Time:
There is inadequacy of time due to assignments and tests giving to the
researcher.
(iii). Finance:
There is shortage of fund because the researcher is self sponsored and after
paying all other fees there is no sufficient money to finance work adequately.
(iv). Chairmen:
It is also limited to the various local government Chairmen that have manage
the affair of the Local government within the ten years under study.
1.9 HISTORICAL
BACKGROUND
Kaduna south local
government is located in Kaduna metropolis. It was carve out of the former
Kaduna Local Government in September 1991. The headquarters is in Makera.
Kaduna South Local Government has fourteen (14) districts namely: Makera,
Tuduwada SaboGari, Ungwan Sanusi, Mado, Kurmi Mashi, Ungwan Muazu, Kinkinan,
Badiko, Kakuri Hausa, Kakuri Gwari, Bannawa, and Television.
The northern boundary
is river Kaduna and the rail way line from river Kaduna to Kawo, the southern boundary
is Chikun Local Government and Igabi Local Government boundary is in Rigasa.
At its inception, the
local government was Sabo Kabukuk at its temporary headquarters the No: 11
Babban Dodo Street Makera. The area within the local government is administered
under two area offices namely:-
No:
1 Samaru Road and
No:
5 Samaru Road
One of the offices
accommodates the works department and health department while the other one
accommodates the education department and non governmental organizations
representatives. When Hon Mohammed Lawal Ibrahim was elected under the zero
party he decided to affect rapid development of the permanent site of the
secretariat and on the 16th July 1996 the personnel management
Department moved into the building. The construction continued by Hon Garba
Attahiru who succeeded him then over to Mr Edward Sawok who was a caretaker
committee chairman whom under the construction went finally when the incumbent
chairman in person of Hon Alh Mahmud Ilu was democratically elected them he
continue until the finally completed the building. It accommodate well fence,
land scoping and built a covered drainage them with the Nigeria breweries.
Makera is the
industrial and commercial centre of the local government. Makera and Kakuri are
likely populated areas and are inhabited by different ethic groups that is
Hausa, Fulani, Gwari, Kanuri, Bajju, Jaba and Kataf, Kaninkon and Mungu.
The population of
Kaduna South Local government is 373, 576 as per 1999 census figures. It has a
mixture of high medium and low income citizens distributed in both the urban
and rural part of the local government. Kaduna south local government operates
six departments.
Each department is managed
by executive supervisions known as supervisory councilor, who gives political
direction to its activities of the department as well as to the Head of
Department who is professional and who coordinates the activities of the
department. The departments are:-
i. Personnel management
ii. Finance and supply
iii. Education and social development
iv. Health and environmental services
v. Works and Housing
vi. Agriculture and Natural resources.
These departments are
used to carry out public policies. Therefore in the year 2003 the sum of eight
hundred and ninety nine million eight hundred and forty thousand one hundred
and eighty nine (899,840,189) was the amount specified in the fourth column of
the schedule in respect of Kaduna South local government. The Director of
personnel management is the Head of service and the administrative head of
Kaduna South local government. This local government is one of the richest
local government in the country with our average revenue of seven million
(7000,000) a month, the recent chairman of Kaduna south local government is Mr
UNANA YASHM who was appointed as caretaker by the governor of Kaduna State sir,
Patrick Ibrahim Yakowa.
1.10 DEFINITION OF TERMS
Leadership:
According to planting partners international (2003) Leadership is a position of
authority, power and influence. In other words leadership is an effective means
of getting things done or achieved through people and proper management of
money and other resources.
Leader:
Every body uses the world leader in every day interaction to show position or
authority how ever Akapan (1982) put it more specific that a leader is an
individual either male or female who wields much influence and commands the
respect of other people because of the power and authority associated with his
or her position in the community or society.
Organization:
organization could be seen as cooperate entity which is legally recognized
registered. Dictionary of political science (2006) defined organization as
social systems in which power and authority flow from the top down word though
a hierarchy and accountability flows from the bottom upward.
Political leader:
To day in Nigeria, people see political leader as a threat and opportunity that
is to say it depends on the types of regime. In the worlds of Collin (2006)
political leader is an individual or person who is involved in influencing
public policy.
Morale:
This is a very important element constituting the power of local government or
the nation. According to Dictionary of political science (2006) moral can be
defined as the state in which the physical and mental powers of the individuals
are at their height, in which there is a moral justification for the exercise
of the powers and which is conducive to best results or success.
Leadership style:
A behaviour which should be adopted by a leader at al level of government to
coordinate their activities. Adamolekun (2002) says leadership style refers to
the various behavioural tendencies favoured by leaders during the process of
directing and influencing employees toward attaining the local government
objectives.
Management:
Today in the global world different meaning have been attributed to the word
management. Nwachukwu (1988) wrote that management is an act of getting things
done through others. In other words management is the coordination of all
resources through the process of planning, organizing, directing and
controlling in order to achieve the organization objectives.
Performance Appraisal
: A concept which could be seen as the measurement or evaluation of a workers
output was explained by Musa (2009) as a periodic assessment of worker
strengths and weakness in specific area for development purposes.
Public policy:
Public policy can be referred to as government decision. Currently in Nigeria
public means dividend of democracy Anifowose & Enemavo (1999) defined
public policy as what ever governments choose to do or not to do.
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