Abstract

This study was on Leadership styles and the performance of state corporations with the case study being the National Refinery Corporation (SONARA) Limbe. It was divided into five chapters with each one covering a particular area.

This study investigated the role of leadership styles on employee performance in Cameroon. It was anchored on the premise that leaders exhibit a series of leadership behaviours with remarkable influence on the output of employees.

Specifically, the study identified the leadership behaviours exhibited by leaders at the national refinery corporation, enhancing employee performance and the specific behaviours that affect the performance of these employees. Methodologically, the study employed a quantitative approach which benefited from a descriptive survey design. Data were gleaned from the administration of questionnaires to 100 personnel at the national refinery corporation via simple random sampling. The public service motivation theory was used to analyse this work.

The data were analyzed using statistical package. From the regression analysis, this study found that autocratic and laissez-fair leadership styles had a significant positive effect on performance at 95% confidence level. Autocratic and laissez-fair leadership styles were the most predominantly used styles and did not differ significantly with respect to sex. Authoritative leadership had the least impact on performance proven by its insignificant and negative beta coefficient.

The conclusions of this study commend the leadership of the national refinery corporation for the use of transformational and ethical leadership styles which help build trust, inspire shared vision and encourage creativity. Hence it was recommended that leaders of this institution should pay more attention to developing efficient team work and express warm concern and trust to co-workers through transformational leadership behavior. Nevertheless, other leadership styles could be implemented occasionally for better performance.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

An organization is a social setup, which has a boundary that separates it from its environment, pursues its own collective goals, and controls its own performance (Hicks and Gullet, 1975:63). In a formal organization, interactions are rationally coordinated and directed through time on a continuous basis. The person at the helm of affairs is usually the leader.

Kraines (2001:209) stressed that the word leadership has been used by most disciplines: political science, business executives, social workers and educationist. However, there is large disagreement as regards the exact meaning. This view was also supported by Taffinder (2006:6), who gave different definitions to leadership: “a simple meaning: leadership is getting people to do things they have never thought of doing, do not believe are possible or that they do not want to do”. With reference to an organization, he defined leadership as “the action of committing employees to contribute their best to the purpose of the organization”.

While on a complex and more accurate view, he explains that you only know leadership by its consequences from the fact that individuals or a group of people start to behave in a particular way as a result of the actions of someone else”.

It is important to distinguish between leadership as an organization function and as a personal quality. According to Bowery (2004:24) the later entails special combination of personal characteristics, which brings to light qualities and abilities of individuals. The former refers to the distribution of power throughout an organization and it brings to focus the pattern of power and authority in the organization.

Defining leadership in it various reflections is very important. However, it is necessary to buttress what our focus is when any of its definition is referred to and under what condition.

Previous views about leadership show that it is seen as a personal ability However, Messick and Kramer (2004:24) were of the opinion that the degree to which individual’s exhibits leadership depends not only on his characteristics and personal abilities, but also on the characteristics of the situation and environment in which he finds himself.

Messick and Kramer (2004:24) further explained that since human beings could become members of an organization in order to achieve certain personal objectives, the extent to which they are active members depends on how they are convinced that their membership will enable them to achieve their predetermined objectives. Therefore an individual will support an organization if he believes that through it, his personal objectives and goals could be met, if not the person’s interest in the organization will decline.

Employees are an indispensable component in organizations, especially in order to fulfill organizational goals. Therefore, it is necessary that employees perform in a highly efficient and productive way. The importance of people is often taken for granted but it is a necessity to be aware of the fact that organizations are made of people and it is people who provide leadership, stewardship and follower-ship.

They also constantly learn new and innovative things that help to support organizations to achieve great goals (Warigon, 2012:1). Employees are supposed to contribute to the goals of an organization and there is a high significance of understanding how employee’s behavior influences an organization.

It is a matter of fact that the performance of employees is generally influenced by their motivation and there are several reasons why motivation is such an important issue in public management. In general, managers have the task of achieving organizational goals by increasing the efficiency and effectiveness of their employees (Re’em, 2011, : 8).

In order to perform well, employees do not only have to be skilled for their job but they also have to understand what they are required to do (Re’ em, 2011: 8). That means that motivation is needed to make employees perform more effectively and efficiently because if the motivation of an employee is equal to zero, even the most talented worker will not be a supportive part of an organization.

Another meaningful aspect of motivation is that motivated employees are more committed to the organization they work for and they show less grievance and insubordination which is supportive for the atmosphere at the workplace but also important according to the contact between clients and the employees of an organization. Furthermore, energized and highly motivated workers can reach good performance even though there could be some knowledge gaps Thus, motivated employees are the greatest asset that an organization can have (Re’em, 2011:9).

1.2 Statement of the Problem

Every organization has a structure that begins from top to bottom. The organization is particularly concerned about it’s leadership style and potentials. The success or failure of an organization is usually linked to its leadership style. The type of leadership style used by SONARA affects the life of Cameroonians all across the country.

The leadership style of the National Refinery Corporation (SONARA) Limbe affects or determines the performance of its workers taking into consideration the autocratic and the laissez-faire leadership style at SONARA Limbe.

Autocratic leadership style is that type of leadership style that decision making is been done by one person who takes little or no input from others. In as much as autocratic leadership style has  been a long standing debate of good leadership style it also has its own default.

Autocratic leadership if used by SONARA will higher stress to the manager because they do not consult employees for any decision making in the company. It will also discourage team spirit because employees do not work together most especially in decision making of important ones. It lowers motivation of employees.

Laissez-faire Leadership style is when leaders give their subordinate a lot of freedom on how they do their work. It may lead to high job satisfaction but can be very damaging if team member do not manage their time well and if they do not have the skills to do their job effectively.

The laissez-fair leadership style if adopted by SONARA can cause the organization to lose its important opportunities. The damages caused by the laissez-faire leadership style can be very costly when market environment is unstable and changing fast because workers have been given freedom on how to do their job. It also result to poor results to poor crisis management since all team members are been given freedom to do whatever they like without getting any help from their managers.

1.3 Research Questions

1.3.1 Main Research Question

To examine the effects of Leadership styles and its performance at the national refinery corporation SONARA Limbe.

1.3.2 Specific Research Questions

1. What are the gains of an autocratic leadership style and how does it affect performance at the National Refinery Corporation in Limbe?
2. How does the Laissez-faire Leadership style affect the performance of its human resource at SONARA Limbe?
3. What is the relationship between leadership and performance at the National Refinery Corporation Limbe?

Check out: Public Administration Project Topics with Materials