THE EFFECT OF ORGANIZATIONAL BEHAVIOUR ON LEADERSHIP STYLE

Introduction

1.1 Background Of The Study

According to Sulaiman (2009) organizational behaviour is an outcome of relationship between all the human elements in an organization. In work place, management and staff relate. Staff relates with one another, and all these interplay of human interaction take place as the organizational objectives are pursued. Thus, the human element in any organization plays is veritable role in the pursuit of organizational objective.

Management has the responsibility of creating a suitable and favourable work environment that will ensure smooth and good interpersonal relationship in the work environment if the purpose of the organization must be achieved. Hence, the need to recognize and understand the human factor in organization.

Behaviour involves attitude and manners and treatment shown to others. The type of behaviour which management shows or exhibits include the relationship between it and the rest of the staff on one hand, and among the staff on the other hand.

According to Davis (2003) organizational behaviour is the study of human behaviour in organizational settings, how human behaviour interacts with the organization, and the organization itself.

Although we can focus on any one of these three areas independently we must remember that all the three are ultimately connected and necessary for a comprehensive understanding of organizational behviour.

Organizational behaviour is nothing more than developing out understanding and development of people skill. A multidisciplinary filed devoted to understanding individual and group behaviour, interpersonal processes, and organizational dynamics. Organizational behaviour is a study of human behaviour in organization.

There two words-

1. Organization
2. Behaviour.

Organization:

An organization is a collection of people working together in a division of labour to achieve a common purpose. The study of organizational behaviour is very interesting and challenging too. It is related to individual group of people working together in team. The study of organizational behaviour relates to the expected behaviour of an individual in the organization. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual.

According to Nwala (2000), organizational behaviour is concerned with the study of what people do in an organization (social system) and how that behaviour affects the performance of the organization, individual behaviour and group behaviour and organizational structure. Organizational behaviour is a field of study that investigates the impact that individual, groups and organizational structure have on behaviour within the organization for the purpose of applying such knowledge towards improving an organizational effectiveness. Therefore, organizational behaviour helps managers in controlling and directing in different areas such as use of power and sanction, leadership, communication, and building of organizational climate favourite for better interaction.

In the same vein, leadership can conceptually be seen as the ability to lead. It is generally defined as influence. it is the art or process of influencing people so that they will strive willingly towards the achievement of group goals. In other words, leadership involves one person trying to get others do something that he wants them to do. Leadership is a display of ability to motivate and to integrate followers to achieve determined organizational goals. Therefore, leadership is seen as the process of directly and influencing the task related activities of group members. It is also the process of influencing others to work willingly and to the best of their capabilities towards the goals of the leader.

Organmisatinal behaviour bears directly or indirectly leadership styles. There is a strong and direct correlation between organizational behavior and leadership style. Three basic ideas support this relationship and they are goal alignment, motivation and structure.

Where organizational behvaiours is well – define in an established future, employees usually align with the culture. Again, share value and behaviours, creates motivation in employees and these make them appreciate the organization by working hander and giving in their best.

While there is no generic set of good organizational behaviour or best practice, there are certain practices that characterize companies that perform very well planning, customer free communications, interdependently, etc.

The relationship between leadership and organizational behaviour refers to the manners in which the type of leadership in an organization affects the behaviour of the individual working within the organization. There are several leadership styles, and the particular one in place in an organization may affect the way employees that organization behaviour examples of the various types of leadership includes.

1. Autocratic leadership
2. Collaboration leadership
3. Negotiative leadership
4. Delegative leadership

In other word, there are various leadership styles that are popularly in use in various organizations namely

1. Autocratic leadership style
2. Democratic leadership style
3. Laisses – faire leadership style and
4. Paternalistic leadership style.

Leadership and organizational behaviour are intertwined because the type of leadership in place in an organization may mean the difference between the success of the organization and the inability of the organization to make an impact on its environment.

Examples of the link between leadership and organizational behaviour can be seen in the following various leadership styles:

Autocratic Leadership Style:

This style of leadership is typical a one way street with the chain of command flowing from the top, down the hierarchy in the organization. Employees in a company where this type of leadership is the norm may only be expected to obey directives instead of trying to display individual assertiveness.

Collaborative Leadership Style:

This is the opposite of an autocratic leadership style and the relationship between this type of leadership and organizational behaviour is apparent in the response of the employees. Employees in an organization where a collaborative style of leadership is the norm are encouraged to contribute to the running of the organization. The employees may be given challenges they are expected to solve by using their initiative rather than relaying on directives from management. A collaborative style of leadership is connected to organizational behaviour by the level of individualism that is exhibited in the organizational behaviour of the employees.

An organizational that is based on negotiation is the one where the employees are motivated by the leaders to strive for ever – increasing levels of excellence through a combination of bargaining and motivational approach. For instance the employers may be encouraged to be productive by the offer of certain benefits that will only accrue to the workers at the successful execution of stated assignments such leadership strategy also shows how leadership and organization behaviour are related.

The leader who uses the method of delegation may assign work to employees based an on assessments of their individual human capital.

Many organizations have failed to advices their aims because of their inability to develop good organizational behaviour and combing it with the leadership style that best suite the organization for maximum efficiency, hence the need to study the effect of organizational behaviour on the leadership style of Zenith Bank Nigeria Plc.

1.2 Statement Of The Problem

Organizational behaviour has not been effectively implemented on various leadership styles in different organizations thereby having an adverse effect on the productivity of different organization over the years.

1.3 Objectives Of The Study

In pursuant to the solution to the problem above, the study has the following objectives:

1. To know the level of commitment to the effectiveness of management/employee relations.
2. To know whether leadership style influences work effort
3. To know the impact of organizational behaviour on leadership styles.
4. To know the factors that militates against effective or goods organizational behaviour.

1.4 Research Question

In the course of the study, the researcher was posed with the following questions which were begging for answers and if properly answered would profer solution to the problems.

The research questions are as follows:

1. Does the level of commitment between management/ employee relations effective?
2. Does leadership style influence work efforts?
3. Does organizational behaviour have any impact on leadership style?
4. What are the factors that militate against effective or good organizational behaviour.

1.5 Research Hypothesis

In the course of the research work the researcher was able to formulate the following hypothesis after careful consideration of work that has direct or indirect relationship with the subject matter.

The hypothesis for the research work are as follows:

1. H0: The level of commitment between management employees is not effective.
   Hi: The level of commitment between management/employee is effective.
2. H0: Leadership style does not influence work effort.
   Hi: Leadership style does influence work effort.
3. H0: Organizational behaviour does not have any impact on leadership styles.
   Hi: Organizational behaviour has an impact on leadership styles.
4. H0: There are no factors that militate against effective or good organizational behaviour.
   Hi: There are factors that militate against effective or good organizational behaviour.

1.6 Significance Of The Study

The benefits arising from the research work include the following:

1. The study will be beneficiary to students of higher level especially Business Administration students in their research report work.
2. Management of organization will benefit from this study to further strengthen the relationship between management and employees through proper implementation of organizational behvaiour.
3. Government will also benefit from this study by applying the strategies of organizational behvaiour in their various leadership styles in order to improve their relationship with the workers thereby brining about high productivity in return.
4. The economy at large will similarly benefits from this study in the sense that when there is good relationship between management and employees the production rate will increase thereby creating more economic activity which will in turn boost the economy.

1.7 Scope Of The Study

The scope of this study evaluate the effect of organizational behaviour on leadership styles in Zenith Bank Nig plc, Presidential Road Branch.

1.8 Limitation Of The Study

In company out the study, the following constraints were encountered.

i. Uncooperative Attitude Of Employees:

Some of the staff of Zenith Bank Nig Plc refused to complete the questionnaires for fear of official reprisal if they diverge certain information. This affected the amount of information available to the researcher.

ii. Inadequate Finance:

The researcher could have made the study none extensive by including other big firms outside Enugu state in the study. But because of lack of finance to embark on travels the researcher restricted the study to zenith Bank Branch in Presidential Road.

iii. Time Constraint:

The study could not be completed within a record time because of the demand placed on the researcher by other academic work.

1.9 Definition Of Terms

Due to the technicality of some words and its terminologies in the course of the study, the researcher deemed it necessary to erase the confusion by defining some used in the study.

1. Organization:

An organization is a collection of people working together in a division of lablour to achieve a common purpose.

2. Behaviour:

This has to do with aptitudes manner and treatment shown to others.

3. Productivity:

This is a ratio that compares units of output with units of input. It is often measured in terms of economic input and outputs.

4. Motivation:

This is driving force that stimulates an individual to action. It is a process of stimulating people to action to achieve desired goals and accomplish designed tasks.