An assessment of the role of Leadership And Organizational Behavior On Employees Productivity
ABSTRACT
This research titled, “Impact of Leadership and Organizational Behavior on Employees Productivity: A Case of Diamond Bank plc, Enugu Branch” was aimed at determining the impact of leadership on work performance in Diamond bank, Enugu Branch, to determine the relationship between leadership styles and organizational behaviour in Diamond Bank, Enugu Branch, to ascertain the extent leadership has been affecting decision making and organizational effectiveness in Diamond Bank, Enugu Branch. The researcher adopted a survey research method, data were collection and analyzed through questionnaire. The findings revealed that organizational productivity depend largely on leadership. Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. As seen by the employees, it includes the total pattern of explicit and implicit actions performed by their leader. Based on the analysis, the study, recommends that First, the party must develop a mass based, oriented and directed approach, there should improved inter-personal relationship between the staff and the management team to ensure increased productivity, there should be a free flow of information to ensure cohesion, the staff should be involved in the process of decision making to ensure strict compliance, the management team should always have the welfare of the workers at heart, the management team should create a conducive atmosphere that will enhance workers participation in the day to day running of the business.
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The growth of any organization depends upon the development and utilization of people in it. The efficiency of organization whether private or public depends to a large extent on how effective the human resources are utilized. For an organization to achieve the desired objectives it must seek and obtain the co-operation of the people it has to work with. The management should develop programmes and polices that will enable it to obtain its desired result from the employees.
Organizations are being forced to operate in an increasing competitive environment and this placed emphasis on the role of management in making the most effective use of human resources in order to meet its objectives. Development and management in technology and system of communication have added to the consequential need for efficient system for the management of information.
From the above, we can clearly understand that the goals of the establishment cannot be achieved only by providing and ensuring adequate supply of human resources. This is because the human resources that are not motivated will only be answering human resources of the establishment without giving their best. Human resources management is that part of the process that is concerned with the maintenance of human relationship and ensuring the physical well being of the employees so that they can give their maximum contribution to efficiency working in an organiaztion (Elegonye 2010).
It is obviously and closely related to the management process as a whole, and each functional manager and supervisor must apply its principles efficiently. According to Dessler (2001), human resources management is referred to as “the policies and practices one needs to carry out the people or personnel aspects of a management position, this includes: recruiting, screening, training, rewarding and appraising by conducting job analysis, providing incentives and benefit, appraising performance communicating (i.e. interviewing, counseling disciplining), training and developing, building employee commitment and finally what a manager should know about.
Furthermore, Batans Maby, (2009), views and described human resources as capacities of performing task, which is the meaning of the term manpower. He tried to define human resource in terms of the capacities of the employees to perform
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