COMPLETE SCHOOL PROJECT TOPICS & MATERIALS :
CHAPTERS: Chapter 1-5
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CHAPTER ONE:
INTRODUCTION
1.1 Background of the study
Because a leader’s efficacy is a significant predictor of an organization’s, group’s, or even a country’s success or failure (Fiedler, 1996), the notion of leadership has gotten a lot of attention from managers to scholars all over the globe. Making and carrying out choices is one of the most important duties undertaken by leaders. Polston-Murdoch (2013) claims that CEOs who adopt the democratic style get greater employee performance than those who don’t. Northouse(2014) maintains that democratic leadership style leads to improved employee performance with high prots. Dess and Robinson share this viewpoint (2010). Malik (2013) found that participative leader behavior is effective for achieving high employee performance because the leader consults with subordinates in setting, clarifying, and achieving goals, and that all four path-goal leadership styles have a significant correlation with employee performance.
Democratic leadership stresses group and leader engagement in the development of policies that serve as operational guidelines for the organization. The followers provide the leader with power and authority. According to Hernon (2007), it takes more time in the near term but is better for the library in the long run since it increases group productivity and employees that follow this method are more mature, objective, and less aggressive. In university libraries, group cohesion may be best attained if university librarians and their staffs become aware of one another’s needs patterns. This symbiotic interaction might operate as a unifying force, encouraging mutual understanding, tolerance, and cooperation. It’s a form of leadership style in which group members take a more active participation in decision-making. According to Hernon and Rositer (2007), a democratic leadership atmosphere encourages employees to be more creative and imaginative, which boosts productivity. Allowing employees to participate in decision-making helps them feel more at ease, which leads to increased productivity and a pleasant work attitude. Democratic leadership, according to research on leadership styles, contributes to increased productivity among group members as a consequence of displaying a good work attitude. Workers are encouraged to contribute ideas and perspectives, even when the leader maintains ultimate say over choices, according to Eze (2011); staff feel more involved in the process; and innovation is fostered. Democratic leadership seems to be better at offering ideas and more innovative solutions to challenges since employees are encouraged to express their perspectives. Staff members are also more invested in and devoted to initiatives, making them more inclined to care about the final outcome. Though democratic leadership is often praised as the ideal form of leadership, it does have significant drawbacks (Olatunde, 2010). When roles are not defined and timelines are required, for example, these limitations may exist, and when staff are inexperienced, their input may not be required. Projects may be abandoned as a result of Democratic leadership. Democratic leadership thrives in environments where employees are well-trained and willing to share their expertise. It’s also important to allow enough time for staff to participate in the development of an action plan and, eventually, vote on issues before they’re implemented. It encourages employees to participate in decision-making.
1.2 Statement of the problem
The democratic leadership style, also known as shared leadership or participatory leadership, enables team members to take on decision-making tasks. It’s a leadership style that anybody in any business, from companies to educational institutions to government positions, may use ( Olatunde,2010). Everyone is encouraged to participate, which is a hallmark of democratic leadership. Ideas are openly exchanged and are not judged. Instead than relying on a single individual to determine what is best for everyone, the objective is to take use of a team’s variety and explore all views. However, democratic leadership styles have significant drawbacks, including the ability to elicit unpleasant emotions, procrastination, and a delay in achieving an agreement, among others. The problems of democratic leadership style in an organization are set against this backdrop (Rast,2012).
1.3 Objective of the study
The primary objective of the study is as follows
1. To evaluate reasons for the use of democratic Leadership Style in an organization.
2. To examine the challenges of democratic leadership style faced by an organization.
3. To examine if there is a relationship between democratic style of leadership growth of an organization.
4. To recommendation on how the democratic leadership style can be improved.
1.4 Research Questions
The following questions have been prepared for the study
1) What are the reasons for the use of democratic Leadership Style in an organization?
2) What are the challenges of democratic leadership style faced by an organization?
3) Is there a relationship between democratic style of leadership growth of an organization?
4) What are your recommendation on how the democratic leadership style can be improved?
1.5 Significance of the study
This study focuses on challenges of democratic leadership styles in an organization and how it promotes organizational commitment, job satisfaction etc. Hence this study will be beneficial to both private and public organizations as it will expose the need for an organization to practice the leadership style which will make the organization grow.
This study will be beneficial to the academic community as it will contribute to the existing literature on this topic.
1.6 Scope of the study
This study evaluate reasons for the use of democratic Leadership Style in an organization. This study also examine the challenges of democratic leadership style faced by an organization. Furthermore, this study examine if there is a relationship between democratic style of leadership growth of an organization. Lastly, this study will make recommendation on how the democratic leadership style can be improved. Hence this study will be delimited to NAFDAC Abuja.
1.7 Limitation of the study
This study was constrained by a number of factors which are as follows:
Just like any other research, ranging from unavailability of needed accurate materials on the topic under study, inability to get data.
Financial constraint , was faced by the researcher ,in getting relevant materials and in printing and collation of questionnaires.
Time factor: time factor pose another constraint since having to shuttle between writing of the research and also engaging in other academic work making it uneasy for the researcher.
1.8 Definition of terms
Democratic leadership style: a type of leadership style in which members of the group take a more participative role in the decision-making process