EFFECTIVE LEADERSHIP AS A TOOL OF ACHIEVING ORGANISATIONAL OBJECTIVES

CHAPTER ONE

INTRODUCTION

For one to be a leader in any given organization in the modern society, such a person must be literate and a reasonable knowledge which must be put to use. A leader most possesses good qualities of communication and techniques of persuasion, he should have knowledge of negotiation and peaceful settlement of dispute, and he must be familiar with the problem areas as well as potentialities of those being lead.

1.1     BACKGROUND OF STUDY

          One can be successful by the recognition of two basic facts, that men are dynamic, and are entirely different from each other. Human being respond not only to the carrot and stick but also to ambition and patriotism .a good, desirable, commendable, popularly acceptable leader is the one who lead by example, has integrity, simplicity, accountability, companion, the ability to listen to it subordinate ‘s complain or need.

          The person who occupies leadership possession should has human feels and exhortation to his followers by the process called communication since leadership involve influencing others in a group. This emerges in a group to pursue a common goal or objective due to certain quality or qualities by the group. Leaders play crucial and critical roles in helping groups, organizations, and societies to achieve their goals; for instance, the governor at the state level or president of a country, traditional rulers in their respective domains. However, leadership in this context will be discussed in relation to business organization development.

          The theory  of leadership, the trait approach traced back to the ancient Greek philosopher; Plato, who concluded that Greek men who were born with some certain traits that distinguish them from non-leaders, primary , exercised leadership potential in other words, leaders were born and not made, given the disenchantments with the trait approach to leadership. Researchers in the late 1940s began to shift attention to examine the relationship between leader’s behavior and subordinate satisfaction and performance. This is known as behavioral approach.

          The current approach to leadership style is to inferences the particular style to the situation faced by the leaders most current workers view leadership style as a continuation from extreme employee’s orientation to extreme tasks orientation. The above approaches, leadership style, however, must develop their own viewpoints after considering their assumptions and inclinations. Effective leadership set great value on participation, mutual goal setting and opens link communication system confronting rather than avoiding problems, tern building and trust.

1.2     HISTORITICAL VIEW POINT OF THE CASE STUDY

          The history of First Bank can be traced back to 1894 and the Bank of British West Africa. The Bank originally served the British shipping and trading agencies in Nigeria. The founder, Alfred Lewis Jones, was a shipping magnate who originally have a monopoly on importing silver currency into West Africa through his Elder Dumpster Shipping Company.  According to its founders, without a Bank, Economist were reduced to using batter and a wide variety of mediums of exchange, leading to unsound practices. A bank could provide a secured room for deposit and also a uniform medium of exchange. The bank primarily financed foreign trade, but did little lending to indigenous Nigerians, who had little to offer as collateral for loans.

          In 1957 bank of British West Africa changed its name to Bank of West Africa(B.W.A). After Nigeria’s independent in 1960, the bank began to extend more credit to indigenous Nigerians. At the same time, Citizens began to trust British Banks since there was an independent financial control mechanism and more citizens began to patronize the new Bank of West Africa.

          In 1965 Standard Bank acquired Bank of West Africa and changed its acquisitions name to Standard Bank of Africa. In 1969, Standard Bank of West Africa incorporated its Nigerian operations under the name Standard Bank of Nigeria. In 1971, Standard Bank of Nigeria listed its shares on the Nigerian Stock Exchange and placed 13% of its shares capital with Nigerian investors. After the end of Nigerian civil War, Nigeria’s Military Government sought to increase Local Control of the retail banking sector. In response, now Standard chartered bank reduced its stake in Standard Bank Nigeria to 38%.  Once it had lost majority control, Standard Chartered Wished to signal that it was no longer responsible for the bank and the bank changed its name to First Bank of Nigeria in 1979. By then, the bank had recognize and had more Nigerian Directors than Ever.

          In 1982 First Bank Opened a branch in London, then in 2002 it converted to a subsidiary, FBN Bank (UK). Its most recent international expansion was the opening in 2004 of a representative office in Johannesburg, South Africa. In 2005 it acquired NBC international Bank Limited and FBN (Merchant Bank) Ltd. Paribas and a group of Nigerian investors Had founded NBC in 1982 as a Merchant bank; it became a commercial Bank in 2002.

          In June 2009, Stephen Olabisi Onasanya was appointed group Managing Director and chief executive officer, placing Sanusi Lamido Sanusi, who had been appointed Governor of the Central Bank of Nigeria. Onasanya was formerly Director of banking operations and services. In 2014 First Bank marked 120yrs from when it was founded as the |Bank of British West Africa. The Bank reviled the rational for the refresh as part of a wider strategic plan to ensure that as a group,  FBN holding was delivering more efficient service that were closer in line with the need of their customer. The refreshed identity was reviled on Jan 27, 2014 in Lagos at two separate events for Staff, Partners, Suppliers and friends.

1.3     STATEMENT OF THE PROBLEM

          There is a grouping awareness that the problems currently experienced by most Organizations or Leaders encountered is with respect to lack of motivation, communication, improper organizational hierarchy, recruitment, promotion and discipline in relation to job trait. Also lack of good and quality leadership causes lots of organizational lost, and such organization may become subordinate work force to other organizations for lack of leadership.

          First Bank Plc. Jos Farin-Gada Branch, for instance intended to tackle that problem and also try to bring leadership style that will affect employees toward achieving organization objectives and goal. In spite of the intensive research, it appears that our knowledge of what it takes an effective leader and what effective leader does is still a faraway cry.

          In this hard and dwindling economic condition experienced in the country, many business organizations are facing lots of problems and hardship, having leaders who possess effective managerial quality will go a long way to develop organizations if the qualities that are associated with leadership could be identified and our ability to select effective leaders.

          If we would identify effective leadership behavior and techniques, the leaders should be taught these technicalities there by improving organizational growth and development.

1.4     RESEARCH  QUESTION

       i.            Can effective leadership lead to achieving organizational objectives?

     ii.            What factor motivate or bring about effective leadership?

  iii.            Are there factors other than effective leadership that can also bring         about achieving organizational objectives?

  iv.            Are there type of leadership type?

     v.            What are the communication techniques employed in order to achieve organizational objectives?

  vi.            What are the motivated method use in achieving motivational objective?

vii.            Is an effective leader a person who influence others for the purpose  of achieving organizational objectives?

1.5     RESEARCH OBJECTIVES

       i.            To examine whether effective leadership can lead to achieving organizational objectives

     ii.            To determine the courses of effective leadership

  iii.            To find out whether or not there are other factors besides effective leadership that can lead to achieving organizational objective

  iv.            To analyses  factors that motivate effective leadership

     v.            To find out the type of leadership style used in order to achieve organizational objectives

  vi.            To access the motivational method used in achieving organizational objectives

vii.            To find out the communication techniques employed  in achieving organizational objectives

viii.            To find out if an effective leader is a person who influence others for the purpose of achieving organizational  objectives

1.6     SIGNIFICANCE  OF THE  STUDY

          The  significance of this project work is to showcase  how effective leadership  can bring about achieving organizational goals. This research work goes a long way to aid the organization goals, due to the fact that it strengths and weakness will be revealed through the recommendation

1.7     STATEMENT OF THE HYPOTHESES:

          In the course of this research work, hypotheses were formulated base on the findings that are contained in the interpretation and analyses on the findings as they relate to the variables in operation.

          For the purpose of this study, the following hypotheses are formulated

HO: Null state that there is no relationship between effective leadership and organizational objectives (rejected).

H1: There is relationship between effective leadership and organization objective.

1.8     SCOPE AND LIMITATIONS OF THE STUDY

          This research work is restricted to the study of effective leadership as a tool of achieving organizational objective with a particular reference to first bank Plc. Farin-Gada Branch, Jos.

Due to lack of sufficient time the study will be limited to all level of the employees, meaning within the junior, middle and managerial or senior staff that have been in the job for the past ten years