CHAPTER ONE
INTRODUCTION
Background of the study
Productivity is a measure of a person's, machine's, factory's, system's, or other entity's efficiency in transforming inputs into usable outputs. Productivity is calculated by dividing average production per period by total expenditures spent or resources utilized in that period (capital, energy, material, and staff). Productivity is a key factor in determining cost effectiveness (Business Dictionary). Increased productivity leads to a greater trend rate of economic growth and greater living standards for a country (Bitran, Gabriel & Chang, 1984). Productivity is seen to be one of the most important elements influencing total organizational success. It is described as a tool for determining the link between the physical amount of products and services produced and the resources utilized in the economy's production processes. The efficiency with which capital, natural resources, and employees are integrated in the economy is measured by productivity (Kazaz & Ulubeyli, 2007). The highest-performing, most productive firms have a culture that encourages employee participation. As a consequence, workers are more inclined to participate in decision-making, goal-setting, and problem-solving activities, resulting in improved employee performance at work (Qureshi, 2007). Leadership is required in every organization, just as it is in every team. Managers have the ability to influence employee behavior in the workplace through leadership. As a result, one of the most significant outcomes of great leadership is motivated personnel. Successful managers are also successful leaders, according to (Abbas & Asgar 2010:9), since they encourage personnel to assist achieve organizational goals. However, achieving organizational goals is not sufficient to keep people motivated; instead, assisting individuals in achieving their own personal and professional objectives is a key aspect of their motivation. Leadership and motivation are two sides of the same coin. Shamir, Zakay, Breinin, and Popper (1998) describe leadership effectiveness in terms of a leader's capacity to drive followers toward common objectives or a common purpose or vision (Shamir, Zakay, Breinin, & Popper 1998:390). The more enthusiastic supporters, the more effective the leader; the more enthusiastic followers, the more effective the leader. Leadership is a "social influence mechanism that is required for the achievement of societal and organizational goals; it is both obvious in its absence and enigmatic in its existence, recognizable yet difficult to grasp." (Faeth 2010, p. 2) Leaders are aware of their power and are aware of where it comes from: their position, their capacity to reward and coerce, their knowledge, and their personal appeal and charm. Communication, group dynamics, training, incentives, and punishment are all used to affect the behavior of their followers. Transformational, situational, autocratic, visionary, and charismatic leadership are examples of different leadership styles. While the purpose of this research is to use the autocratic and transformational leadership styles to get a better knowledge of the underlying processes that allow leaders to act in an autocratic or transformational manner, and so change employee motivation, behavior, and, as a result, their organizational focused endeavors.
Statement of the problem
Employee productivity, which includes output amount, output quality, output period, attendance at work, and cooperative attitude, has an impact on how much they give to the firm (Mathis and Jackson, 2002). Performance, according to Prawirosentono (2012: 120), is the outcome of work that a person or group of individuals in an organization may do in line with their different duties and authority in order to fulfill organizational goals. Employees are at a lost if they don't have a clear direction. They have no idea what the company's objectives are, or why they are working with certain procedures. They will work towards a single objective merely mechanically, not with any cognitive guidance. Poor company/departmental leadership stifles the growth of synergy and may lead to disjointed departments and job functions. This implies that each employee overlooks the significance of his or her labor in reaching organizational goals. A competent leader would interact with staff on a frequent basis in order to deliver a variety of information and foster collaboration. Employees that are encouraged to share ideas and participate in open conversations help the organization and guarantee that everyone is working toward the same objectives. Employees may feel misled or unsure about their positions and the organization, this problem is exacerbated by a lack of communication. Failure to handle negative personnel or poor performance may result in low morale, since excellent workers are often forced to pick up the slack. Employee-manager conflict may have a negative impact on productivity, performance, and well-being. Employees who believe they are being let down or criticized by their managers may become disillusioned and demoralized.
Objective of the study
The following are the objective of this study
1. To examine the role of leadership on employees motivation.
2. To investigate the relationship between leadership and employees productivity.
3. To determine the influence of leadership in enhancing employees enthusiasm and productivity.
Research questions
1. What is the role of leadership on employees motivation?
2. What is the relationship between leadership and employees productivity?
3. What is the influence of leadership in enhancing employees enthusiasm and productivity?
Significance of the study
The importance of this study to Nigerian organization and labor in general cannot be over emphasized. What operates in an environment is dictated by the circumstances. People behave differently according to their individual peculiarities. The interpersonal contact between leaders and employees will increase team spirit and productivity in an organizational setting because they will be able to discern the wants and desires of the employees.
Scope of the study
The purpose of this research is to examine the role of leadership in increasing employees motivation and productivity.the sample respondent will be the senior and junior staff of data plus interactive limited
Limitation of the study
Finance, lack of research material and time factor were challenges the researcher encountered during the course of this study
Definition of terms
Leadership:Leadership is a practical skill encompassing the ability of an individual, group or organization to "lead", influence or guide other individuals, teams, or entire organizations
Employee:An employee is an individual who was hired by an employer to do a specific job. The employee is hired by the employer after an application and interview process results in his or her selection as an employee.
Motivation:Motivation is a driving factor for actions, willingness, and goals. These needs, wants or desires may be acquired through influence of culture, society, lifestyle, or may be generally innate
Productivity:Productivity is the efficiency of production of goods or services expressed by some measure
References
1. Idah, N. , Jacob, M.S(2014) The role of Leadership in Employee Motivation. Mediterranean journal of social sciences. 2039-9340
2. DR. Khatijah, B.O , Abdulaziz, S.A (2019) The role of Leadership in increasing Employees Motivation and Productivity. International e-journal of advances in social science
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