THE IMPACT OF LEADERSHIP STYLE ON EMPLOYEES’ PERFORMANCE, IN KADUNA REFINING AND PETROCHEMICAL COMPANY

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ABSTRACT

The title of this project is “The Impact of Leadership Style on Employees Performance in Kaduna Refining and Petrochemical Company”. The researcher examined the problems of the study such as wrong placement of employees affect their performance and lack of the use of good leadership style affect employees performance. The main objectives among others was to identify the different leadership styles and their relationship with employees performance. In the attempt to achieve this noble objectives, research questions was formulated to examine the effectiveness leadership style process.

The instrument used for data collection was questionnaire method. The Likest 5 point scale and mean statistical methods were used to analyze the data. One of the findings was that the leadership style of a leader to a large extent determines the survival of the organization. In conclusion, strategic leadership style on employees facilitate effective performance.

Therefore, it was strongly recommended that leaders in organizations should adopt leadership styles that will create and foster good relationship between them and the subordinates so that they can relate well, work collectively and understandingly towards achieving their organizational objectives.

 

 

 

TABLE OF CONTENTS

CHAPTER ONE
1.0 Introduction – – – – – – – – 1
1.1 Background of the Study – – – – – – 3
1.2 Statement of the Problem – – – – – – 6
1.3 Objective of the Study – – – – – – – 7
1.4 Significance of the Study – – – – – – 7
1.5 Research Questions – – – – – – – 9
1.6 Scope of the Study – – – – – – – 10
1.7 Limitation of the Study – – – – – – 11
1.8 Definition of Terms – – – – – – – 12

CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction – – – – – – – – 13
2.2 Definition of Leadership – – – – – – 14
2.3 Leadership Styles – – – – – – – 15
2.3 Fielder’s Situational Approach to Leadership – – 21
2.4 Factors to Consider in Selecting Leadership Style – – 23
2.5 Relationship between Leadership and Performance – 25
2.6 Relationship between Leader and Employees – – 27
2.7 The Role of an Effective Leadership in an Organization – 29
2.8 The Impact of Leadership Style and Emotion on Subordinate Performance – – – – – – – – 32
2.9 Impact of Transformational Leadership Style on Organizational Outcome – – – – – – – – – 35
2.10 The Influence of Leadership Styles on Employees Performance 36
2.11 Who is a Leader? – – – – – – – 38
2.12 Characteristics of a Good Leader – – – – – 38
2.13 The Difference between a Leader and a Manager – – 40
2.14 Summary – – – – – – – – – 44

CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction – – – – – – – – 46
3.2 Research Design – – – – – – – 46
3.3 Area of Study – – – – – – – – 47
3.4 Population of the Study – – – – – – 47
3.5 Sample Size and Sampling Techniques – – – – 47
3.6 Instruments of Data Collection – – – – – 48
3.7 Validation of the Instrument – – – – – 48
3.8 Reliability of the Instrument – – – – – 48
3.9 Method of Data Collection – – – – – – 49
3.10 Method of Data Analysis – – – – – – 49

CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Introduction – – – – – – – – 51
4.2 Characteristics of Respondents – – – – – 51
4.3 Data Presentation and Analysis – – – – – 54
4.4 Summary of Findings – – – – – – 62
4.5 Discussion of Findings – – – – – – 64

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary – – – – – – – – – 66
5.2 Conclusion – – – – – – – – – 67
5.3 Recommendations – – – – – – – 77
References – – – – – – – – – 71
Appendix – – – – – – – – 73
Questionnaire – – – – – – – – 74

 

 

CHAPTER ONE
1.0 Introduction
The importance of leadership in an organization can not be overemphasized. Leadership is a major element that sets successful and unsuccessful organizations and government apart. It plays central role in offering direction and purpose towards achieving goals of the organization. It is also an important element in the social relationship of groups at work. Leadership is the main factor that determines and shape group behaviour. When it is correctly applied, each employee enjoys a feeling of strong commitment towards achieving organizational goals. Regardless of equality of its members, every group will tend to have a system in which it will have a leader.

However, organizational goals can never be achieved without proper leadership style in play. It is important to note 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, knowledge and ability.

Leadership can simply be defined as a process of influencing the activities of an individual or a group towards attainment of set goals. Leadership is the life wire of an organization. Douglas McGregor theory X and theory Y is to the view that leaders attitude towards human nature as a large influence on how that person behaves as a leader and how it affects the employee under the leader. It is however important to note that no single leadership style is likely to be effective in all circumstances, leadership style vary based on surroundings and circumstances.

However, instead of concentrating on a single leadership style, leaders can vary their approaches depending on three factors: forces in the leader, forces in the subordinate and forces in the situation. 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 objectives. Douglas McGregor put it clear that there is a close relationship between leaders’ expectation and the resulting performance of subordinates. He further explains that if leaders’ expectations are high, productivity is likely to be high.
1.1 Background of the Study
This study is on “The Impact of Leadership Style on Employees’ Job Performance in Kaduna Refining and Petrochemical Company (KRPC).
Leadership as defined by Armstrong (2001) “Is the process of directing and inspiring employees to perform task and oriented activities of the organization”.
Edward (2002) in stressing the importance of leadership style, says the style adopted by the leader in every organizations especially in a manufacturing…

 

 

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THE IMPACT OF MANAGEMENT CHALLENGES ON THE PRODUCTIVITY OF INTEGRATED BUILDING TECHNOLOGY AND SERVICES LTD

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ABSTRACT

The research is an explanatory attempt to study and analyses “the impact of management challenges on the productivity” with special references to integrated Building Technology and Services Limited. The objective of this project is to determine various ways through which these challenges can be faced and checked, recommend at the end of the study the best way to counter such challenges. The method of data collection is through personal interview, questionnaires and observation methods. The findings of the study are people refuse to recognized such enterprises by not patronizing their product in large market due to some reasons and similarly inadequate funding by the appropriate authority which hinder the activities of the organization. The major conclusion is that government should realize that small and medium scale industries have made a lot of contribution to the Nigeria economy and reducing the rate of unemployment and over dependence on government jobs. Based on the findings and conclusion the researcher recommends that the government should provide adequate financial assistance to the organization to face challenges that may occur to their productivity.

 

 

TABLE OF CONTENT

CHAPTER ONE
Introduction – – – – – – – – 1
1.1 Background of the study – – – – – 1
1.2 Statement of the problem – – – – – 4
1.3 Objective of the study – – – – – – 5
1.4 Significance of the study – – – – – 5
1.5 Research question and hypothesis – – – – 7
1.6 Scope of the study – – – – – – 8
1.7 Limitation of the study – – – – – – 8
1.8 Definition of the terms – – – – – – 9

 

CHAPTER TWO
Literature Review
2.1 Introduction- – – – – – – – 10
2.2 Management and administration in a small
and medium scale enterprises – – – – 12
2.3 Management profile in a small and medium
scale enterprises – – – – – – – 13
2.4 Problems of marketing management in a small
and medium scale enterprises – – – – – 19
2.5 Operations management in a small and
medium scale enterprise – – – – – 27

 

CHAPTER THREE
3.1 Introduction – – – – – – – 32
3.2 Research design – – – – – – – 33
3.3 Area of study – – – – – – – 33
3.4 Population of study- – – – – – – 33
3.5 Sample size and sampling techniques- – – – 34
3.6 Instruments for data collection – – – – 34
3.7 Validation of instrument – – – – – 35
3.8 Reliability of instrument – – – – – 35
3.9 Method of data collection – – – – – 36
3.10 Method of data analysis – – – – – 36

 

CHAPTER FOUR
Data Presentation and Analysis
4.1 Introduction – – – – – – – 37
4.2 Characteristics of respondents – – – – 37
4.3 Data presentation and analysis – – – – 40
4.4 Test of hypothesis – – – – – – 46
4.5 Summary of discussion of findings – – – – 50

 

CHAPTER FIVE
Summary, Conclusions and Recommendations
5.1 Summary – – – – – – – – 52
5.2 Conclusion – – – – – – – – 54
5.3 Recommendations – – – – – – 55
Reference – – – – – – – – 57
Appendix – – – – – – – – 58

 

 

 

CHAPTER ONE
INTRODUCTION
1.1 BACK GROUND OF THE STUDY
Modern man’s aims and aspirations call for unprecedented co-operative effort out capacity to build the smiles to incriminate pollution, to give individuals an opportunity for self expression to raise the standard of living, and to achieve our many other social and personal objectives rest on joint activity if individuals or even-tribes attempt to be self sufficient producing their own food, clothing and shelter subsistence is a meager at best. But when men join together in various enterprises, pooling their resources and exchanging their outputs with many other people or enterprises, the gap the means to flourish.

 

The job of management is to make such cooperatives endeavours function properly. Managers are needed to convert disorganized resources of men, machines, and money into useful enterprises can render mobilize the required means of production, and the outside would, and inspire people associated with the enterprise to work toward the common objective. The fact the government of Nigeria can not provide employment to its citizens makes it necessary for many people to come up with the idea of being self employed.
This trend is a welcome development in Nigeria considering the level of our population. Integrated building product and service limit Liability Company in 1988 with a 100% Nigeria participation.

 

At inception it had a normal share capital of N 1000,000.00 (one million naira) the company was set up basically to produce building product and services that with industrialize the nation and create employment opportunity. The setting of the company in Kaduna was based on the need to establish it new Abuja the federal capital where lot of construction is going on. Beside for a growing the initial cash of setting up in Abuja was on high side.

 

Kaduna right now is live a satellite town for many resident of Abuja especially those in the building industry and so marketing the organization product was done during the weekend when the professionals who serve as a link between the prospective client of the organization are around.
The organization started full operation in 1989 with an office accommodation on Ahmadu Bello way a factory accommodation in Sabo a suburb in Kaduna, three official car twelve permanent staff (which includes four management staff) and about thirty contract staff. The company act inception had an installed capacity to produce 160 windows and 78 doors in a week. The staff strength has also grown the 47 permanent staff and over 500 contract staff, the organization has also gone into consultancy construction (renovation, remodeling) wood and mental fabrication.
The product ranges of the organization are:
Integrated sliding windows
Integrated projected windows
Integrated sliding doors
Integrated curtain willing system
Integrated rooting system
Integrated sky lighting
Wood work and mental construction.

 

 

1.2 STATEMENT OF THE PROBLEM
Many organizations are faced with management challenges especially small and medium scale enterprises. These challenges are both form within and outside the organization. These are some of the problems to assume.

1. People refuse to recognized such enterprises by not patronizing their product not because they are of less quality but because they are made by small or medium scale enterprises, considering brand names, and unacceptability of the product in large market etc.

2. The financial institutions are very weak in assisting small and medium scale enterprise challenges of running the…

 

 

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THE IMPACT OF MATERIAL REQUIREMENT PLANNING IN MANUFACTURING INDUSTRY
(A Case Study of Peugeot Automobile Nigeria Plc, Kakuri Branch Kaduna)

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TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION
1.1 Background of the Study. – – – – – – 1
1.2 Statement of the Problems- – – – – – – 4
1.3 Objectives of the Study – – – – – – – 4
1.4 Statement of Hypothesis – – – – – – – 5
1.5 Significance of the Study – – – – – – 5
1.6 Scope of the Study – – – – – – – 6
1.7 Limitations of the study – – – – – – – 6
1.8 Historical Background of PAN – – – – – 7
1.9 Definition of Terms – – – – – – – 10

 

CHAPTER TWO: LITERATURE REVIEW2.1 The Concept of Materials Requirement Planning – – – 12
2.2 Materials Requirement Planning (MRP) objectives – – – 15
2.3 Materials Requirement Planning (MRP) as a Planning Tool – 16
2.4 Methodology of a MRP project implementation/Alternative
Techniques – – – – – – – – 19
2.5 Material Requirement Planning (MRP) Inputs – – – 20
2.6 Organizational Measures for Effective Material Requirement Planning Implementation – – – – – – – – 22
2.7 Master Production Scheduling (PP-MP-MPS) and MRP – – 25
2.8 Benefits of Material Requirement Planning (MRP) – – 28

CHAPTER THREE:
RESEARCH METHODOLOGY
3.1 Research Design – – – – – – – – 31
3.2 Research Population – – – – – – – 32
3.3 Sample Size and Sampling Techniques – – – – 32
3.4 Methods of Data Collection – – – – – – 33
3.5 Justification for the Instrument Used – – – – – 34
3.6 Method of Data Analysis – – – – – – 34
3.7 Justification of Method Used – – – – – – 34

 

 

 

 

CHAPTER ONE
INTRODUCTION

1.1 BACKGROUND OF THE STUDY
Production is the transformation of one set of resources into a second set. In order to describe the constraints and opportunities for production, different methods have been developed through the years both in the practical engineering context and from an academic point of view (Grubbström, 1995). For the multi-level, multi-stage production-inventory system, an analysis applying the combined methodology of input-output analysis and the place transform has proven to be useful.

 

In practice, the managerial information system dealing with multi-level, multi-stage production-inventory systems is referred to as Material Requirements Planning (MRP). Here, product complexity as well as lead times are essential ingredients. In this research we allow these terms to be used in a synonymous way both for the theoretical analysis and as a name for the corresponding practical information system.

 

In a multi-level manufacturing system finished products, sub assemblies, components, raw materials, etc., (items), are distinguished. MRP reduces a master production schedule of finished products into a time-phased suggested schedule of requirements of intermediate items to be manufactured and purchased, based on the estimated external demand for finished products. This “parts explosion” determining requirements from higher levels down to lower levels (upstream to downstream) traces the product structures.
Material Requirements Planning (MRP) is a computer-based inventory management system designed to assist production managers in scheduling and placing orders for dependent demand items. Dependent demand items are components of finished goods—such as raw materials, component parts, and s

subassemblies—for which the amount of inventory needed depends on the level of production of the final product. For example, in a plant that manufactures bicycles; dependent demand inventory items might include aluminium, tires, seats, and derailleurs.

The first MRP systems of inventory management evolved in the 1940s and 1950s. They used mainframe computers to explode information from a bill of materials for a certain finished product into a production and purchasing plan for components. Before long, MRP was expanded to include information feedback loops so that production personnel could change and update the inputs into the system as needed. The next generation of MRP, known as manufacturing resources planning or MRP II, also incorporated marketing, finance, accounting, engineering, and human resources aspects into the planning process. A related concept that expands on MRP is enterprise resources planning (ERP), which uses computer technology to link the various functional areas across an entire business enterprise.

 

MRP works backward from a production plan for finished goods to develop requirements for components and raw materials. “MRP begins with a schedule for finished goods that is converted into a schedule of requirements for the sub-assemblies, component parts, and raw materials needed to produce the finished items in the specified time frame,” William J. Stevenson wrote in his book Production/Operations Management. MRP breaks down inventory requirements into planning periods so that production can be completed in a timely manner while inventory levels—and related carrying costs—are kept to a minimum.

 

Theoretically, it is often asserted that, when implemented and used properly, MRP can help production manager’s plan for capacity needs and allocate production time. However, it is also argued that MRP systems can be time consuming and costly to implement, which may put them out of range for some small businesses. In addition, the information that comes out of an MRP system is only as good as the information that goes into it. Thus, for MRP to be successfully implemented and sustained, current accurate bills of materials, part numbers, and inventory records must be maintained. These and similar, issues relating to the concept and practice of MRP is what this research work intends to examine.

 

 

1.2 STATEMENT OF THE PROBLEMS
As stated earlier, MRP is a planning technique designed to assist production manager in scheduling and placing orders for dependent demand items such as raw materials, component parts and sub-assemblies relative to the desired level of production. However, it has been observed that the technique is not yet very popular among organization. Not only that, it is also argued that the system is so time consuming and costly that not every organization can adopt it.

In this research work, attempts have been made to critically assess the possible contribution of the MRP technique to the…

 

 

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THE IMPACT OF ORGANIZATION AND METHOD ON OFFICE MANAGEMENT” CASE STUDY OF YOUR OFFICE.

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CHAPTER ONE

1.1 INTRODUCTION

Organization and methods was originated through the efforts of the pioneers of scientific management such as Taylor and Gilbert whose work influenced. The early approaches and establishment of the function in so many organization.

Organization and methods is simply the used of work study techniques to the structure and procedures of an organization in order to improve the efficiency of an organization.

Organization and methods has transformed into a very valuable component of an organization. In fact it become a specialized field with career prospects, especially for our teaming unemployment. It provide opportunities that are both challenging and satisfying to the average intellectual employee to prove his with in improving and processes.

The British standard 3188.1001 defines organization and methods as the systematic examination of activities in order to improve the effective use of human and other material resource.

According to Harzel (2001) defines organization and methods “is the application of work study techniques to the structure and procedures of an organization in order to improve the efficiency of an organization system.

Briscoe (1992) defined organization and methods “as a specialist function which has a primary objective of improving efficiency and control in organizations. It is thus seen as an essential function that should be part of the make u of any organization. Organization and method and it associated techniques can be seen to form the basis of business process re-engineering and business process improvement.

 

 

1.1 BACKGROUND OF THE STUDY
The must important reason of introducing organization and method is to improve administrative procedure and clerical practice in the office. Therefore its equally important to be familiar with the definition of office: –

Office can be deafen as a work area for handling information or process equipment.

Office can also be seen as a place of work on the other hand it has been seen as a place where business activities are carried out. In which ever way an office is defined, it is to be noted that the world of work bring about the existence of office.

Office does not derives it meaning from the size of any room where clerical functions are being carried out. On the other hand, it has no reference to size or nature of activities that are taking place in any Organization. For example; the room where lecturer attend to his student is called an office also, the room where the president of the federal Republic of Nigeria carried out is constitutional duties is also called an office.

Office management
This could be regarded as an act of putting into systematic relationship those elements and activities essential to the satisfaction of an office purpose.

In a nutshell Organization and the method is simple the w ay and manner organizational activities is put in the right and most orderly manner. On the other hand is a process of coordinating organizational structure and procedures in the most perfect way.

 

 

1.2 STATEMENT OF PROBLEM
When the employees of an Organization are not fully equipped with knowledge of organization and methods the way and…

 

 

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THE IMPACT OF PERFORMANCE EVALUATION ON WORKERS PRODUCTIVITY IN NIGERIA

 

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CHAPTER ONE

INTRODUCTION

• BACKGROUND OF THE STUDY

Performance according to oxford advanced learners dictionary (Hornby, 2000) is how well or how badly you do something (ABU 2004) has also described performance as the “effectiveness” and “efficiency” of the workers in achieving individual goods and organizational effectiveness.

 

Evaluation on the other hand is forming an opinion of the amount, value or quality of something after thinking about it carefully while productively is the rate at which a worker produces goods and the amount produced compared with hoe much time work and money is needed to produce them.

 

Performance evaluation is system which provides organizations with a means of identifying not only what people’s performances levels are but in which areas, such performance needs to improves, if the human resources utility is to maximized (Abu 2004).

 

Ebreo (2004) asserts that employee performance makes the greatest impact in any business. Failure to deliver expected results can greatly affect productivity, quality and profitability. Most managers attribute employee performance to knowledge, skills and attitude. There are however more factors that affect performance than these, which if not met may compromise effective performance.

He further viewed that the person to do the job should be able to understand and accept which and what kind of control are in place. Lack of control can lead to inadequate performance, lack of understanding can also lead to inadequate performance. At the unset, it should be agreed between both the employer and employee. What timeline to follow, how productivity and quality is going to be measured and how this will impact the persons performance. It should also be made clear how progress is going to be monitored and what to do if performance does not meet expectations.

 

 

1.2    STATEMENT OF THE PROBLEM

The essence of performance evaluation is to evaluate performance of employee and develop them for the present and future need, had been successful through with some problems which underlines its success and are stated as follows.

 

1. Can performance evaluation have impact on workers productivity?
2. Is the problem caused by the unrealistic methods of its approach?

Could it be traceable to incompetent appraisers involved in…

 

 

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