LEADERSHIP STYLES AS CORRELATE OF ORGANIZATIONAL PRODUCTIVITY; AN ASSESSMENT OF EMPLOYEES IN THE BANKING SECTOR OF GHANA.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

One essential leadership function is inspiration, which involves motivating a group of individuals toward a shared goal. According to Klein et al. (2018), leadership is centered on the development, expectations, and capacity building of followers / employees.Leadership is a form of advice that an individual can provide to a specific group. It involves managing relationships in a way that influences the behavior of another individual or group. In order to achieve organizational goals, leaders and superiors influence one another through a reciprocal social power structure called leadership. However, leadership is often depicted as a specific behavior demonstrated by a manager to motivate subordinates in accomplishing objectives and enhancing productivity and satisfaction at work (Halaychik, 2018; Trivellas & Drimoussis, 2020). The influence of leadership on employee productivity is profound, resulting in favorable outcomes for an organization (Skeepers & Mbohwa, 2018). Nevertheless, the interaction between leaders and followers holds significant importance in shaping the trajectory of an organization in the corporate realm (Wu, Fang, & Li, 2018). Furthermore, the process of using social influence to achieve objectives is known as leadership. It involves inspiring subordinates to boldly and ardently pursue their own as well as the group's objectives. On the other hand, leadership entails accepting responsibility for the accomplishments of the team. Leadership plays a pivotal role in shaping organizational culture, values, tolerance for change, and employee motivation, directly influencing organizational performance. However, leaders, who can be found at any level within an organization, impact everyone in their pursuit of team and corporate objectives (Igbaekemen, 2019). he choice of leadership style at any given time serves as a crucial factor in organizational performance. Leadership constitutes the heart and soul of any company, and its significance cannot be overstated. Armstrong Sofi (2018) defines leadership style as the approach managers employ to fulfill their leadership responsibilities, involving specific behaviors aimed at empowering staff to achieve organizational goals. The manner in which a director or boss interacts with their staff or colleagues, and how they exercise their leadership role, defines their leadership style (Xenikou, 2017). Beyond that, effective leadership stands as a crucial element for the prosperity of organizations across diverse sectors, particularly banking sectors (Tyssen, Wald, & Spieth, 2019). According to Cao & Wang (2018), inadequate leadership styles has the potential to undermine an organization's integrity and financial performance. 

Studies have identified several factors that influence organizational productivity, including compensation, work environment, individual goals, productivity and intrinsic motivations. However, across various schools of behavioral theories, scholars generally concur that employee perceived that leadership and leadership styles significantly impact both performance and productivity in an organization. Similarly, leadership consistently emerges as a central concern in management discussions and has garnered prolonged attention ( Moses, 2018). Leadership is basically the management functions of goal-setting, directing, and influencing. It emphasizes the importance of an organization's human resources, positioning them as the main determinant of employee attitudes, perceptions, and motivation. Three distinct leadership philosophies are described by Burns (2018) and Bass and Avolio (2019) as transformative, transactional, and laissez-faire leadership. The research covered in this dissertation, which includes numerous facets of organizational effectiveness, performance, and productivity as well as how employees view leadership, was based on these styles and related ideas. Although there are many more types of leadership, these three are widely addressed in the literature and provide the theoretical foundation for this study. Employee actions require the backing and direction of a leader in order for the group's efforts to succeed.Based on this, a survey will be conducted on leadership styles as correlate of organizational productivity; an assessment of employees in the banking sector of Ghana.

1.2 Statement of the Problem

A general feeling is that workers exhibit a negative and less responsible attitude to work as a result of the low level of leadership influence open to them (Perrow, 2019). However, various leadership styles in organizations can impede the progress, growth, and efficiency of employees. Some leaders overlook the crucial responsibilities of arranging, supporting, and nurturing their team members. Dealing with individuals with diverse attitudes necessitates tailored approaches corresponding to their motivation levels. Although, effective leadership fundamentally relies on understanding human nature, needs, emotions, and motivation. Unfortunately, some organizations overlook the importance of employing trait-based methods in selecting managers through tests and interviews.

Furthermore, Bran suggests that the term "leadership style" includes all the strategies utilized by decision-makers to maintain continuous and optimal productivity in organizational decision-making processes. Nevertheless, certain leadership styles can provoke resistance among workers, potentially leading to oppression. Consequently, more progressive styles tend to persist over time, yielding favorable outcomes in organizational decision-making. Hence, it is in the light of these that the study seeks to  assess leadership styles as correlate of organizational productivity; an assessment of employees in the banking sector of Ghana.

1.3 Objectives of the Study

The main purpose of this study is to assess leadership styles as correlate of organizational productivity; an assessment of employees in the banking sector of Ghana. Specifically, the study will;

Assess employee perception on the various leadership styles adopted in  banking sector of Ghana

Assess employee perception whether there is a significant relationship between leadership style and organizational productivity  of  banking sector in Ghana

Assess employee perception on the leadership styles which significantly enhances organizational productivity  of banking sector in Ghana

Assess employee perception on the influence of leadership styles on organizational productivity  of banking sector in Ghana

1.4 Research Questions

The following questions have been prepared for the study:

What are employees' perceptions regarding the different leadership styles adopted in banking sector in Ghana?

Do employees perceive a significant relationship between leadership style and organizational productivity in banking sector in Ghana?

Which leadership styles, according to employee perception, significantly enhance organizational productivity in banking sector in Ghana?

How do employees perceive the influence of leadership styles on organizational productivity in banking sector in Ghana?

1.5 Research Hypotheses

Ho: There is no significant relationship between leadership styles and employee perception of their effects on productivity.

Ha: There is a significant relationship between leadership styles and employee perception of their effects on productivity.

1.6 Significance of the Study

Organizations in Cameroon, as well as their workforce, will greatly benefit from this research. It will enable them to identify the most productive strategies for leadership to employ. Additionally, it will teach their employees the value of effective communication and leadership.

 Furthermore, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to employee perception on the effects of leadership styles on productivity.

1.7 Scope of the study

The scope of this study is boarded on employee perception on the effects of leadership styles on performance and productivity. Empirically, this study will assess employee perception on the various leadership styles adopted in banking sector in Ghana, assess employee perception whether there is a significant relationship between leadership style and organizational productivity  of in banking sector in Ghana, assess employee perception on the leadership styles which significantly enhances organizational productivity  of banking sector in Ghana and employee perception on the influence of leadership styles on organizational productivity  of banking sector in Ghana.

Geographically, the study will be delimited to employees of s banking sector in Accra, Ghana.

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.9 Definition of Terms

Leadership styles: the diverse approaches and methods that leaders or managers use to guide and influence their teams or organizations.

Productivity:  is often assessed by the amount of goods or services produced per unit of time or per unit of input (such as labor or capital)

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