CHAPTER
ONE
INTRODUCTION
1.1
Background to the Study
The
management styles that leaders adopt will have a major influence over all
activities in the organization, organizational climate and labour productivity.
It is therefore very important for the manager to be aware of the advantages
and disadvantages of management style, but also on how it is perceived by subordinates.
The management style is an essential element of life, a key factor in the efficiency
of organizations (Unamka & Ewurum, 2015).
Throughout
life, humans are part of an organization, therefore the need for a proper
management style in the organization is one of the most important factors in
gaining advantage on the market (Onwuchekwa, 2009). The
success of the organizations of the 21st century will largely depend on the
search for, discovery and efficient use of talented leaders, respectively of
those imaginative people, full of curiosity, perseverance, hard-working,
focused on ideas, qualified, capable of encouraging diversity, attention to
environmental challenges, with permanent availability to turn vision into
reality.
The problem of
management in effectiveness and bad attitude to work among Nigerians is
widespread in government owned companies.
There has been growing
concern among Nigerians on the poor organizational performance and managerial
ineffectiveness recorded in government owned organizations. This concern
perhaps is as a result of the size of economic and social influence of these
government institutions on Nigerian development (Akpala, 2007).
Inspite of the huge
capital investments in these companies, the results have been extremely poor. At the managerial and operative performance
levels, the problem is also a general one. In an attempt to explain and
subsequently liniment government owned companies, two schools of thought
emerge. One is of the opinion that the problem is from ill implication of the
known theories and principles of management in government
owned companies. The other holds that the problem stems from not applying
management philosophy that is based on Nigerian culture (Ukiwe, 2015).
This takes us to the
meaning of management. Management can be defined as the art or science of
working in an organization through being directed by and by directing and co-ordinating
the activities of people towards achieve the goals of organization (Ejiofor,2015). Management involves the performance of all
the managerial tasks and functions which include planning, organizing,
staffing, directing, controlling and co-ordinating of activities to attain
optimum result with organization resources.
Management is concerned
with the achievement of objectives, performances, result, success, efficiency and effectiveness. The survival of any company in realizing its
objectives, depend among other things in
proper management of its human and material resources. No company or organization
can attain or achieve its objectives without skillful managers. Managers and
company goes hand in glove. The need for managers arises because companies
exist. One cannot exist without the other (Nwabuzor, 2010).
Managers
have to perform many roles in an organization and how they handle various
situations will depend on their style of management. A management style is an
overall method of leadership used by a manager.
There are two sharply contrasting styles that will be broken down into
smaller subsets later (Gibbs, 2013).
(i)
Autocratic
(ii)
Permissive
Each style has
its own characteristics.
Autocratic: leaders make all decisions
unilaterally.
Permissive: leader
permits subordinate to take part in decision making and also gives them
a considerable degree of autonomy in completing routine work activities
combining those categories with democratic (subordinates are allowed to
participate in decision making) and directive (subordinates are told exactly
how to do their jobs) styles gives us four distinctive ways to manage.
a.
Directive democrat: makes
decisions participatively i.e. closely supervises subordinates.
b.
Directive autocratic:
makes
decisions unilaterally; closely supervises subordinates.
c.
Permissive democrat: makes
decisions participatively gives subordinates latitude in carrying out
their work.
d.
Permissive autocrat: makes
decisions unilaterally gives subordinates latitude in carrying out their
work.
Managers must also adjust their styles according to
the situation that they are presented with. The different
styles depend on the situation and the relationship behaviour (amount of
support required and task behaviour (amount of guidance required).
1.2
Statement of the Problem
The nonchalant attitude
of the Nigerian workers in the public sector is of a great concern to many.
Most workers feel that the public sector’s organization is no man’s job as for
that reason, they are careless about the management or efficiency of the
government owned organizations (Okeke, 2015).
The effect management
style on the efficiency of government owned companies cannot be discussed without
looking into the problems militating against these management styles.
These upsetting
difficulties and problems are:
a)
Poor
attitude to work/poor performance
b)
No
proper accountability
c)
Inefficiency
d)
Wrong
management style
e)
Poor
quality service
These problems have
attracted incessant criticisms from people. Some managers lack good management
capabilities and it is against this background that the researcher seeks to
investigate the impact of management style on the efficiency of government owned
companies.
The main objective of
the study is to investigate the impact of management style on the efficiency of
government owned companies. The specific objectives are:
1. To
know if there is a significant relationship between management style and
organizational efficiency.
2.
To proffer possible solution and recommendations
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