ABSTRACT
Leadership is a very important aspect of
management. Effective and efficient management enterprise in any country plays
a very important role in the prosperity of the economy of that country.
However, this is not the case in Nigeria because it has been less than
fortunate in both national and industrial leadership. Leadership has been
considered as one of the most important factors influencing organizational
performance and achievement of goals. The ability to lead effectively is one of
the key requirements of a manager. Based on this, a study was carried out on
the role of firms and organizations. This study sought to compare the
leadership styles of expatriates and Nigerians is different firms. In this
regard, the researcher studied three multinational firms – manufacturing,
construction and drilling in nature. Questionnaire was used in collecting the
relevant data. On the other hand, percentages and tables were used in analyzing
the data while the Chi-square was used in testing the hypothesis. It was
discovered that both expatriates and Nigerians adopt the same styles of
leadership. In effect there are no significant differences in the leadership
styles adopted by expatriates and their indigenous counter paths. It was also
established that employees working under expatriate managers are not more
satisfied than those working under indigenous managers. Equally of note is the
fact there is no significant difference in the performance of expatriates. Finally,
it was discovered that the leadership style adopted was determined by
organizational structure, personality, attitude, values and competence of
subordinates. The above notwithstanding, the firm’s managers were advice to
improve their performance through the following recommendations. First of all,
the managers should ensure employee satisfaction by providing good motivational
measures and compensation packages. Secondly, the contingency leadership
approach should be adopted by managers so as to enable them use the best style
at any given time. Finally lower level employees should be involved in decision
making and authority should also be delegated to them when the need
arises. Organizations are shifting from
hierarchical structures to more open networks of people cooperating to achieve
interrelated goals. A major role of leadership in this context is to engage
participants in the works of identifying and employing a foundation of values
that are responsive and accountable to participants, stakeholders, and
professionals to develop an understanding of the role of leadership across the
organization. The project provides a framework for examining and integrating
issues pertaining to organizational leadership and helps prepare the student
and professional for leading and participating in these new era organizations.
TABLE OF
CONTENTS
Approval – – – – – – – – – i
Certification – – – – – – – – – ii
Dedication – – – – – – – – –
iii
Acknowledgements — – – – – – – – iv
Abstract – – – – – – – – – – v
CHAPTER ONE
INTRODUCTION – – – – – – – 1
- Background
of the Study – – – – – – 1
1.2 Statement
o f Problems – – – – – – 3
1.3 Objectives
of the Study – – – – – – 4
1.4 Research
Questions – – – – – – – 4
1.5 Hypotheses of the Study – – – – – – 5
1.6 Significance
of the Research – – – – – 5
1.7 Scope
of the Research – – – – –
– 6
1.8 Definitions
of Terms – – – – – – –
7
References – – – – – – – – 9
CHAPTER TWO
REVIEW OF RELATED LITERATURE – – – 10
2.1 Introduction – – – – – – – – 10
2.2 Conceptual Framework – – – – – – 10
2.3 Theoretical
Framework – – – – – – 11
2.4 Empirical
Review of Leadership Style – – – – 23
2.5 Leadership
and Organizations – – – – – 30
References – – – – – – – – 36
CHAPTER THREE
RESEARCH METHODOLOGY – – – – – 38
- Introduction- – — – – – – – 38
- Research Design – – – – – – – 38
- Nature And Sources of Data – – – – – 38
- Collection of Data – – – – – – – 39
- Design and Administration of Questionnaire – – 39
3.6 Sample Size
Determination – – – – – 40
3.7 Operational
Measures of Variables – – – – 41
3.8 Technique
of Analysis- – – – – – 41
3.9 Validity
and Reliability of Data – – – – – 42
References – – – – – – – – – – – – 43
CHAPTER
FOUR
PRESENTATION
AND ANALYSIS OF DATA – –
44
4.1 Presentation
and Analysis of Data – – – – 44
4.2 Data
Analysis – – – – – – – 44
4.3 Exercise
of Control by Superior – – – – 46
4.4 Academic
Background of Respondents – – 48
4.5 Subordinates
Assessment of the State
of Working Condition – – – – – – 50
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATIONS – – – – – – 58
INTRODUCTION – – – – – – – 58
5.1 Summary of Findings – – – – – – 58
5.2 Conclusion – – – – – – – 59
5.3 Recommendations – – – – – – 60
5.4 Area for further study – – – – – – 61
Bibliography – – – – – – – 63
Appendix 1 — – – – – – – 67
Appendix II – – – – – – – 69
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Leadership is “organizing a group
of people to achieve a common goal”. The leader may or may not have any formal
authority, students of leadership across the world have produced theories
involving traits, situation interaction, function, behavior, power, vision and
value charisma and intelligence ,among others.
The search for the characteristic
or traits of leaders has been ongoing for centuries. History’s greatest
philosophical writings from Plato’s Republic to Plutrach’s lives have explored
the question “what qualities distinguished an individual as a leader?”.
Underlying this search was the early recognition of the importance of
leadership and the assumption that leadership is rooted in the characteristics
that certain individuals possess. This idea that leadership is based on
individual attributes is known as the “trait theory of leadership”.
The trait theory was explored at
length in a number in the 19th century. Most notable are the Thomas
Carlyle and Francis Galton, whose works have prompted decades of research. In
Heroes and Hero worship (1841) Cartyle identified the talents, skills and
physical characteristics of men who rose to power. In Galton’s Hereditary
Genius (1869), he examined leadership qualities in the families of powerful
men. After showing that the numbers of eminent relatives dropped off when
moving from first degree to second degree relatives Galton concluded that
leadership was inherited. In other words, leaders were born, not developed.
Both of these notable works lent great initial support for the notion that is
rooted in characteristic of the leader.
Over the years the philosophical
terminology of “management” and “leadership” have in the organizational
context, been used both as synonyms and with clearly differential meanings.
Debate is fairly common about whether the use of these terms should be
restricted and generally rejects an awareness of the distinction make by Burns
(1978) between “transactional” leadership (characterized by e.g. emphasis on
procedures, contingent reward, management by exception) and “transformational”
leadership (characterized by e.g. charisma, personal relationships, creativity).
However, leaders and leadership
style are two aspects that both profitable and non profitable ventures analyze
critically before adopting. In business particularly, the effect of management
decision to a successful business cannot be over emphasis. To a certain extent,
this affects the entire organization either directly or indirectly, everybody
through strategic decision that the undertake.
The topic herein will be examined
within the context of multinational firms in Nigeria and the ability of
managers to influence the members of their organization through leadership that
will go a long way in determining the extent to which both individuals and the
organization as a whole accomplish their goals. Different leadership styles can
be employed by different managers. A leadership style here refers to a leader’s
behavior. It is the result of the philosophy, personality, and experience of
the leader. Rhetoric specialists have also developed models for understanding
leadership (Robert 1995).
Historically, various dimension of
behavior have been identified as important leader behavior towards the group.
In view of this an attempt to make a statement regarding the best style would
be misleading. However every leader adopts a style peculiar to him though may
be change when the need arises.
1.2 STATEMENT OF PROBLEM
The problem with most leadership styles
especially that association with have been how to identifying and adopt the
suitable leadership styles to overcome its difficulties and attain its goals
and objectives. However, three major problems prompted the urge to carry out
this research.
COMPARATIVE STUDY OF THE LEADERSHIP STYLE OF EXPATRIATE AND INDIGENOUS MANAGERS
