THE IMPACT OF LEADERSHIP AND ORGANIZATIONAL BEHAVIOR ON EMPLOYEES PRODUCTIVITY IN ACCESS BANK ABUJA

THE IMPACT OF LEADERSHIP AND ORGANIZATIONAL BEHAVIOR ON EMPLOYEES PRODUCTIVITY IN ACCESS BANK ABUJA

ABSTRACT

This study examined the impact of leadership and organizational behavior on employees productivity in access Bank Garki, Abuja. Specifically the study sought to evaluate the leadership style in Access Bank Abuja, determine the effect of leadership style on employee productivity and evaluate the impact of leadership and organizational behavior on organizational performance.  The survey design was adopted for this study which involves collecting relevant data through the use of questionnaires, interview and personal observation. The population of interest in this study consists of 30 staff of Access Bank Garki, Abuja, who forms the respondents for the study, a copy of thirty (30) questionnaires were distributed to the staffs and twenty seven (27) were correctly filled and returned. The data gotten from the respondents through the use of questionnaires were analyzed using simple percentage technique while the hypotheses were tested using chi-square statistical tool. The findings of the study show that there is significant relationship between leadership, organizational behaviour and employee’s productivity in Access Bank Garki, Abuja branch. Based on the findings of this study, it is recommended that the management of Access Bank Plc Graki Abuja branch should adopt a leadership style that will carry all staff along and thus increased their productivity; the management staff of the bank at all level should ensure that the leadership style adopted do not negatively affect staff and organizational productivity. Finally, the study recommend that the management team should create a conducive atmosphere and organizational behavior that will enhance workers participation in the day to day running of the bank and always have the welfare of the workers at heart to ensure that they put in their best towards enhancing organizational performance.

CHAPTER ONE

INTRODUTION

1.1 Background to the study

Leadership is conceived as a process where one or more persons influence a group of person to move in a certain direction. The word leadership has been used in various aspects of human endeavor such as politics, business, academics and social works. Messick and Krammer (2014) argue that the degree to which the individual exhibits leadership traits depends not only on his characteristics and personal abilities, but also on the characteristics of the situation and environment in which he finds himself. Therefore, an individual will support the organization if he believes that through it his personal objective and goals could be met, if not, the person’s interest will decline.

Organisational behaviour is concerned with people’s thoughts, feelings, emotions and actions in setting up a work. Understanding an individual behaviour is in itself a challenge, but understanding group behaviour in an organisational environment is a monumental managerial task. As Nadler and Tushman put it, “Understanding one individual’s behaviour is challenging in and of itself; understanding a group that is made up of different individuals and comprehending the many relationships among those individuals is even more complex. Ultimately, the organisation’s work gets done through people, individually or collectively, on their, own or in collaboration with technology. Therefore, the management of organizational behaviour is central to the management task – a task that involves the capacity to “understand” the behaviour patterns of individuals, groups and organisations, to ”predict'” what behavioural responses will be elicited by various managerial actions and finally to use this understanding and these predictions to achieve “control”.

Effective’s leader in an organization is the fact that leadership that’s competent, skilled, capable, innovative, competitive, motivating and target oriented. It’s indicated by innovative and explorative management, accommodation of shades of opinion especially individuals from the proper stakeholders, understanding concerning the techniques and process for quality items and services and knowledge concerning the organization‘s proper constituencies and competing values, (Mbogu, 2011). Organizational leadership is competent enough to become applied being an art, a science so that as a method. It’s motivating and embodied with understanding, values and values of both organization and also the stakeholders similarly along with a practical activity- based oriented competencies, resourcefulness, innovativeness and managing capabilities. It is based on this backdrop that this research study seeks to investigate the impact of leadership and organizational behavior on employee’s productivity.

1.2 Statement of the problem

In the recent past years, leadership has engaged as a new effective approach for managing the employees and organization at large. The traditional concept of personnel administration has gradually replaced with the human resource management. This give importance to the strategic integration of new leadership styles into effective management of employees and to improve the employee productivity (Gong, 2009). Leaders are accountable for the performance of their organization or the success of the government, which is dependent on employee‘s productivity. Leadership is an indispensable requisite for the success of any organization (Lewis, 2013). Since an organization requires a leader to shape the behavior of employees and lead them to the desired direction. Research into leadership and employee productivity is becoming more important because some researchers have examined the relationship between them and also the relationship between leadership, motivation and productivity (Koopman, 2005). There is however, still some debate over leadership on whether it facilitates in employee productivity that further leads to organizational performance. Research reveals that what seems to be blind spot among company planners about their own leadership and management skills. You might look at this and say that leadership is just about being nice to people, however, it’s far more complex that what people see; coercive leaders can have a slightly positive impact on standards and pacesetters on responsibility. A lot of people think that one need to pay people more money to motivate them, wrong there are plenty of low and no-cost strategies you can use to motivate staff, executives who want to improve performance will bring in tough managers or promote the most productive staff member as a pacesetter.

1.3 Objectives of the Study

The general objective of this study is to examine the impact of leadership and organizational behavior on employee’s productivity in Access Bank Abuja.

The specific objectives of this study include:

1. To evaluate the leadership style in Access Bank Abuja.
2. To determine the effect of leadership style on employee productivity
3. To evaluate the impact of leadership and organizational behavior on organizational performance.  

1.4 Research Questions

1. What are the leadership styles adopted in Access Bank Abuja?
2. What are the effects of leadership style and organizational behaviour on employee productivity
3. What are impacts of leadership and organizational behavior on organizational performance? 

1.5 Statement of Hypothesis

This study will test the following hypotheses to ascertain the levels of Relationships/significance that exist between leadership, organizational behaviour and employee’s productivity in an organization.

Ho: There is no significant relationship between leadership, organizational behaviour and employee’s productivity in Access Bank Abuja.

H1: There is no significant relationship between leadership, organizational behaviour and employee’s productivity in Access Bank Abuja.

1.6 Scope and  Limitation of the study

This study on the impact of leadership and organizational behavior on employee’s productivity will be limited to Access Bank Plc Enugu Branch.

Limitations of the Study

The researcher encountered problems at the time of carrying out this research. The following limitations are inherent in the study:

1. Time: Since there is no time set aside for writing this project, researcher has to combine the writing of the project with her normal academic and other commitment in the academic environment.
2. Finance: Finance hinder the researcher from expanding the scope of this study beyond Access Bank Abuja as this will involve more money which is not at the disposal of the researcher.
3. Lack of adequate materials: Arising from inadequate reading materials and uncooperative attitude of a few respondents.

1.7 Significance of the study

The findings of this study benefit businesses in the banking industry in appreciating the critical role played by sound Leadership and Governance structures in improving organization‘s employee productivity both at national and international fronts. Lately the banking sector has been experiencing some turbulence emanating from leadership and Governance gaps and this study assist management of commercial banks to evaluate how employees and regulator perception of top leadership impacts employee productivity of the respective bank. The finding from the study is important because they have the capacity of being used to formulate policy guidelines which are relevant and sensitive to the forces that influence the banking sector productivity in Nigeria.

To the academicians the study contributes to the existing literature in the field of Leadership and Governance. It should also act as a stimulus for further research to refine and extend the present study especially in Nigeria. Findings of the study is useful to researchers and scholars as it contributes to the body of knowledge in the area of Leadership and Governance. It also assists other researchers to further their studies on areas of interest not yet exploited.

1.8 Historical Background of Access Bank

Access Bank plc, commonly known as Access Bank, is a Nigerian multinational commercial bank, owned by Access Bank Group. It is licensed by the Central Bank of Nigeria, the national banking regulator.

Originally a corporate bank, the organization acquired personal and business banking platforms from Nigeria’s International Commercial bank in 2012. Access Bank is presently one of the five largest banks in Nigeria in terms of assets, loans, deposits and branch network. The merger of Access Bank and Diamond Bank on 1 April 2019 has made Access Bank the largest bank in Africa. In conclusion of its merger with Diamond Bank, Access Bank Plc, unveiled its new logo, signalling the commencement of a new enlarged banking entity.

1.9 Definition of Terms

Leadership Style: Leadership style is the combination of traits, skills, and behaviors leaders use as they interact with followers. Although a leadership style is based on traits and skills, the important component is the behavior, because it is relatively consistent pattern of behavior that characterizes a leader.

Leadership: Leadership is shaping beliefs, desires and priorities. It is about achieving influence, not securing compliance

Performance Appraisal: It is an annual or semi-annual meeting in which the employee and the supervisor meet to discuss the employee’s past, present and the near future performance and expectations

Leader: A leader is an appointed individual with the ability to organize other subordinates.

Performance: The accomplishment of a given task measured against preset known standard of accuracy, completeness, cost and speed.

Organizational Performance: This comprises the actual output or results of an organization as measured against its intended outputs(or goals) and objectives.

REFERENCES

Koopman B. Z. (2005). The leadership challenge: The most trusted source on becoming a better leader: San Francisco, CA: Jossey-Bass/Pfeiffer.

Gong, K. (2009). Human Behaviour at work, 4th Edition. New York: Mc-Graw Hill Book Company.

Messick C. and Krammer D. I. (2014). Predicting unit performance by assessing transformational and transactional leadership. Journal of Applied Psychology, 88(2), 207.

Mbogu , A.. (2011). The leadership challenge: The most trusted source on becoming a better leader: San Francisco, CA: Jossey-Bass/Pfeiffer.

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