1.1 Background to the Study
The role of leaders in ensuring excellent organisational performance can not be over emphasized. Adequate motivation, suitable work environment, compensation, efficient communication between managers and subordinates play an important role in promoting this goal. Planning and organisation of work is also very crucial in organisational attainment. Some researchers have argued that the most common problems affecting organisational performance in Nigeria business and other institutions are poor attitude to work among workforce, inefficiency as well as ineffectiveness of leaders in most places, though others share a contrary view. This second school of thought believes that organisations in Nigeria are manged through leadership styles that are strange to typical Nigerian are managed through leadership styles that are strange to typical Nigerian culture. In the wake-up call to address this issue, management practitioners in Nigeria have embarked on series of studies in an attempt to establish the relationship between effective leadership and organisational performance. Some found out that effective leadership styles are positively related to organisational performance while others have a different view. Still there is no empirical evidence to show how effective leadership styles impacts on organisational performance. Again given our cultural background, educational qualifications, environmental factors it is still not too clear how effective a leader can be if he must combine the three types of leadership styles to achieve high performance in Organisations Usoro 2000. Given this scenario, this study will be important in that it tries to fill this gap. The extent (degree) to which all members of an organisation use their abilities and influences in the effective utilization of resources depends upon how well the leaders of the organisation understand and perform their jobs. Maddock and fullton 1998 in Iyang (2006) explain that leadership styles and other processes of the organisation must be such that can ensure maximum probability within all interactions and relationships with the Organisations, each member will in the light of his background, values and expectation view the expenses as supportive and one which can build and maintains his sense of personal worth and importance. Despite the above, we should note that individuals have their needs to satisfy and that is why they offered their labours to become organisational members and the extent to which they are committed to the organisation depends on the degree of their conviction that their membership of the organisation will enable them realize their predetermined objectives. In this case, the support an organisation gets from the individuals will be based on the realization that by doing that, his personal objectives and goals will be met, otherwise his interest in the organisation will wane. Based on that, leadership effectiveness should be given adequate attention it the organisaiton intends to achieve it objectives. That is why it is a common agreement among management scholars that the success or failure of an organisation is largely a function of leadership and its styles. Iyang on his part sees effective leadership as a unique ways and integrating employees with the organisation to achieve its vision or objectives and that to a large extent the effectiveness of a leader is largely dependent to the styles adopted by mangers which he says is central in the management of Organisations. Speaking in the same vein Edem, observes that failure or success of an organisation, which affect the subordinates, the customers and agencies within and outside the organisation. Although there is no standard method through which a leader can be effective in achieving high performance in an organisation but that what is required is the modification and the combination of the variables that make a leader effective if the goals and objectives of the organisation have to be realized (Edem 2002).