CHAPTER ONE

1.1 INTRODUCTION GENERAL IDEA OF 

 is a process in which a leader attempts to influence his or her followers to establish and accomplish a goal or goals. The capacity to lead others: command, lead. An act or instance of guiding: direction, guidance, lead, management. See affect/ineffectiveness.  is the process through which an individual tries to influence another individual or a group of individuals to accomplish a goal.  is valued in our culture, especially when it helps to achieve goals that are beneficial to the population, such as the enactment of effective preventive   health policies. An individual with  qualities can also improve an organization and the individuals in it, whether it be a teacher who works to get better teaching materials and after   school programs or an employee who develops new ideas and products and influences others to invest in them.  can be exhibited in a variety of ways and circumstances. Mothers and fathers show  in raising their children with good values and encouraging them to develop to their potential. Teachers show it in inspiring students to learn and to develop their intellectual capacity. Health care workers can be leaders and develop services that meet the needs of the communities they serve, or work in collaboration with other organizations to create cost   effective, prevention   oriented programs and services. Many studies have been done and many books and articles have been published on this subject. Through this work a consistent set of  attributes has emerged. An effective leader does most, if not all, of the following: Challenge the Process—search out challenging opportunities, take risks, and learn from mistakes.  Inspire others to come together and agree on a future direction or goal— create a shared vision by thinking about the future, having a strong positive vision, and encouraging others to participate.  Help others to act—help others to work together, to cooperate and collaborate by developing shared goals and building trust, and help to make others stronger by encouraging them to develop their skills and talents.  Set an example—behave in ways that are consistent with professed values and help others to achieve small gains that keep them motivated, especially when a goal will not be achieved quickly.  Encourage others—recognize each individual's contributions to the success of a project. Another way of defining  is to acknowledge what people value in individuals that are recognized as leaders. Most people can think of individuals they consider being leaders. Research conducted in the 1980s by James Kouzes and Barry Posner found that a majority of people admire, and willingly follow, people who are honest, forward   looking, inspiring, and competent An individual who would like to develop  skills can profit from the knowledge that  is not just a set of exceptional skills and attributes possessed by only a few very special people. Rather,  is a process and a set of skills that can be learned. The word  can refer to: the process of leading. Those entities that perform one or more acts of leading.  Kouzes (2002) states that " is not a place, it‘s not a position,and it‘s not a secret code that can‘t be deciphered by ordinary people.  is an observable set of skills and abilities. Of course some people are better at it than others." In general terms,  can be defined as the ability to influence the behaviour of others. This definition can be expanded when considering  in organizations to include the fact that the leader exerts influence within a working group in order that the group may achieve group tasks or objectives. (T .Lucy 1997)  is an everyday art involving the skill of leading and dealing with people. The success in ruling new dominions is contingent upon both his ability to wield power effectively, and the existence of an opportunistic situation. Problems, which result within organizational members, disagree on both the natures of the goals of which people disagree on both the natures of the goals of which people aspire, and the act of . , as we use the term refers to behaviour, undertaken within the context of an organisational members behave.  It could be observed that  and management envisages deeply into what the organization can achieve if the quality of recognition is accorded to them.  has been propounded to include the sources of influence that are built into a position in an organizational hierarchy. These include organizationally sanctioned rewards, and punishments, authority, as well as referent and expert power katz and kahn 1966, p.32. It could be seen however, that subordinates within the organization, through not all seem to enjoy the influence that exists all over and above the organization.                                             is very essential organization and greatly influences the whole organization because achievements and results occur corollary to the traits being projected by the leader.  includes the ultimate source of power but has that positive ability in persuading other individuals and to be innovative in decision making. According to Bennis and Nanus, many organizations are over managed and under led. The difference is crucial, managed are people who do things right, but leaders are people who do the right things always.                                            Problems are bound to occur within every noted organisation and decision making is bound to generate conflicts while initiating policies.                                                  People are expected to coordinate. Whatever they are doing to achieve organizational goals. In this light, the notion of  act are those which help a grouping meeting those stated objectives (Bavelas 1960:p491).in general terms the acts of controlling other people consists uncertainty reduction ,which entails making the kind of choice that permits the organization to proceed towards its objective despite various kinds of internal and external variables. The effectiveness of  has some characteristics, which include forceful threats, a complete assertion of authority to the subordinates, and a derived, and situational responsibility. Note that in the society today, not only the presence of rewards (positive and negative), or the incentive appraisal could induce productivity but the feeling of belongingness. Improper  qualities within the organization have a negative impact on the subordinates as well as the achievement of the organizational objective. An organization that has growth and forward looking has a good  and vis   a   vis a bad or deteriorating organization has a bad .  is always related to the situation. There is a growing awareness that is a continuous interaction between the factors presents in any given situation, including for example, the personal characteristics of the leader, the tasks, the environment, the technology, the attitudes, motivation and behaviour of the followers and so on. 1.2  BRIEF HISTORY OF ECO-BANK Eco-bank Nigeria Plc, commonly referred to as Eco-bank Nigeria, is a commercial bank in Nigeria. It is one of the commercial banks licensed by the Central Bank of Nigeria, the national banking regulator Eco-bank Corporate Banking, well know for business success depends on more than just access to money. Eco-bank understand the broader needs of enterprises, multinationals or entrepreneurial start-ups. unrivaled presence across Africa and experience of helping businesses grow means that can provide customer with practical financing solutions and ongoing support.  Ecobank Nigeria Plc, Eco-bank operates as a universal bank, providing wholesale, retail, corporate, investment and transaction banking services to its customers in the Nigerian market. The bank divides its operations into three major divisions: (a) Retail Banking (b) Wholesale Banking and (c) Treasury & Financial Institutions. The bank also offers capital markets and investment banking services. During the fourth quarter of 2011, Eco-bank Nigeria acquired 100% of the shareholding in Oceanic Bank, creating the expanded Eco-bank Nigeria Plc. As of December 2011, the expanded Eco-bank Nigeria controlled total assets valued at approximately US$8.1 billion (NGN:1.32 trillion), making it one of the five largest banks in Nigeria at the time. At that time the bank had 610 free-standing branches, making it the second-largest bank in the country by branch network. Ecobank Nigeria is a member of the leading independent pan-African bank, headquartered in Lomé, Togo, with affiliates in West, Central and East Africa. Eco-bank a public limited liability company, was established as a bank holding company in 1985 under a private sector initiative spearheaded by the Federation of West African Chambers of Commerce and Industry with the support of ECOWAS. In the early 1980’s the banking industry in West Africa was dominated by foreign and state-owned banks. There were hardly any commercial banks in West Africa owned and managed by the African private sector. Eco-bank was founded with the objective of filling this vacuum. The Federation of West African Chambers of Commerce promoted and initiated a project for the creation of a private regional banking institution in West Africa. In 1984, Eco-promotions S.A. was incorporated. Its founding shareholders raised the seed capital for the feasibility studies and the promotional activities leading to the creation of Eco-bank. In October 1985,Ecobank was incorporated with an authorized capital of US$100 million. The initial paid up capital of US$32 million was raised from over 1,500 individuals and institutions from West African countries. The largest shareholder was the ECOWAS Fund for Cooperation, Compensation and Development (ECOWAS Fund), the development finance arm of ECOWAS. A Headquarters’ Agreement was signed with the government of Togo in 1985 which granted Ecobank the status of an international organization with the rights and privileges necessary for it to operate as a regional institution, including the status of a non-resident financial institution. Ecobankcommenced operations with its first subsidiary in Togo in March 1988.Ecobank network Ecobank Nigeria is a member of Ecobank, the leading independent pan-African bank, headquartered in Lomé, Togo, with affiliates in West, Central and East Africa. Ecobank, which was established in 1985, has grown to a network of over 1,000 branches, employing over 10,000 people, with offices in 32 countries including Benin, Burkina Faso, Burundi, Cameroon, Cape Verde, the Central African Republic, Chad, the Republic of Congo, the Democratic Republic of Congo, Côte d'Ivoire, Gambia, Ghana, Guinea, Guinea Bissau, Kenya, Liberia, Mali, Malawi, Niger, Nigeria, Rwanda, Sao Tome, Senegal, Sierra Leone, Togo, Uganda, Zambia and Zimbabwe.[7]Ecobank also maintains a banking subsidiary in Paris and representative offices in Johannesburg, Dubai and London. Parent company Ecobank Transnational Inc. (ETI) is the parent company of the Ecobank Group, which includes the following specialized subsidiaries:

• Ecobank Development Corporation (EDC) – Lomé, Togo
• EDC Investment Corporation – Abidjan, Ivory Coast
• EDC Investment Corporation – Douala, Cameroon
• EDC Securities Limited – Lagos, Nigeria
• EDC Stockbrokers Limited – Accra, Ghana
• Ecobank Asset Management – Abidjan, Ivory Coast
• e-Process International SA – Lomé, Togo
• ECV Servicios – Praia, Cape Verde

The stock of ETI is traded on three African stock exchanges: the Ghana Stock Exchange (GSE), the Nigerian Stock Exchange (NSE) and the BRVM stock exchange in Abidjan, Ivory Coast. Branch network As of December 2011, the expanded Ecobank Nigeria Plc. is projected to have in excess of 600 branches, in all parts of the Federal Republic of Nigeria, following the merger of Oceanic Bank.  

1.3       STATEMENT OF THE PROBLEM AND SUB PROBLEM  

The design of the investigation is to elicit the effect of the different  styles in finance oriented and services oriented organization in order to determine its distinct impact on the organizational behaviour of management and employees in the case organization. SUB PROBLEM I: The purpose of the study is to evaluate the factors of  (the traits: intelligence, initiative, imagination, communication, the skills, analytical, diagnostic, conceptual, the status, recognition and the situation) culture in the case organisation with the view to calculate their contribution in attaining organisational objective. (Contribution to efficiency and growth in profit). SUB PROBLEM II: The object on the inquiry is to ascertain the most favourable  style amongst autocratic, democratic, paternalistic, and laissez faire, used in the case organisation to determine its influence on management and employees. SUB PROBLEM III: The intention of the investigation is to compare the relationship (positive or negative) between  and organisational behaviour in the finance and service oriented organisation to identify the effect on work performance. SUB PROBLEM IV: The purpose of the study is to correlate the  style to organisational behaviour of management and employees in DIAMOND BANK to decide the trend and influence of  style on the organisational behaviour of management and employees.

1.4 RESEARCH PROBLEM ORIENTED HYPOTHESIS

In aiming to go on with the stated problem of study, the following research problem oriented hypotheses are revealed. HYPOTHSIS I:  style that display intelligence, initiative and communication traits, analytical, diagnostic and conceptual skills, recognition and situation, contributes certainly to attaining organisational efficiency and growth in point. HYPOTHESIS II: The  style that has no monopoly of authority improves interpersonal relationship that employee oriented determines positive reaction in form of contribution to decision making, punctuality and work to achieve company goals. HYPOTHSIS III: Positive relationship between  and organisational behaviour in the case of organisation will increase the work performance. HYPOTHESIS IV: Positive correlation between the  style and organisational behaviour in and ECOBANK will lead to increase performance to achieve organisational objectives and goals.

1.5     OBJECTIVE OF THE STUDY

Research is basically aimed at determining ones view of related studies at every time. In the course of studying the aforementioned subject on the  style: one will be able to determine those areas where the different types of  styles have contributed immensely to organisation goals. For the purpose of this study, the behaviour of the management and employees can be viewed as endogenous as well as exogenous. The researcher will therefore proceed to express and state those objectives which the study is expected to accomplish. They are as follows: a.     The value of the different factor of  (the leaders traits, skills and subordinates reaction, status, recognition and the prevailing situation) in finance oriented as well as service oriented organisation. b.     To critically evaluate the nature of  in affecting work performance c.      To determine the effect of  style and their basic relationship with organisational behaviour d.     To highlight the adoption of any best  style that will suit the organisation for effective productivity e.      To inquire the extent  has been affecting decision making and organisational effectiveness f.       To appraise any possible relationship and comparison on the effect of  styles on organisational behaviour Furthermore, the research will assist future researchers in finding possible solutions to the best  style after monitoring organisational behaviour found in management and employees in different organisation.  

1.6 SIGNIFICANCE OF THE STUDY

The significance of this study is basically a definite scope which will help elicit all the problems and effect of different  styles. Also, it will assist in highlighting how management and employees react under stereotyped condition. In addition, all the aforementioned and determined effects, problems and solutions will be critically viewed to serve as possible recommendations to today‘s manager who may be willing to employ a particular  style. It will forestall a better situation for the leader to select best type of  system.     

1.7 LIMITATIONS OF THE STUDY

In pursing this investigation and study, lots of impediments and obstruction were encountered as the research progressed. All these impediments brought about a conspicuous clause with the research work. They include, lack of relevant data due to poor respondent, time constraint and financial conditions. Lack of relevant data: The design of the study was negatively affected by the nature of respondent, which was projected by the workers within the case organisation. The non   challant attitude of most employees approached, sample of the studying population was discouraging relevant information needed for the research was not made available easily to the researcher while the available information were censored before being allowed to be used. A.   TIME CONSTRAINT: Time was also limited to the researcher in carrying out the study effectively and efficiently. Time constraint was experienced under dual stages. One was with the sample under population study. They either schedule appointment that they cannot meet up with or complain of limited time within their work though they are willing to respond. In addition, the other was with the researcher. The research is being carried out within limited semester time table, which include the understudy of other aspect of the course being read. This created a situation of not rescheduling meetings for more comprehensive interviews as may have been required. B.   FINANCIAL CONDITION: Financial condition prevailing within the economic system was a serious impediment. This includes transportation fare to and from school to the case organisations. Also that of extracting the essential information either through printing or photocopying of relevant materials. Finance, thus contributed immensely to limit the entire scope of the research. Although all these obstructions were envisaged and experienced, efforts were made to carry on with the research to achieve the expected and desired result.