1 CHAPTER ONE (INTRODUCTION) 1.1 Background of the study Chapter one provides a background on effective leadership, various characteristics of effective leadership and its role in actualization of organizational goals and objectives. It also states the research problem, research objectives and research question that the study looks forward to answering, the purpose of the study. Effective leaders lead by example and merely invite other to come along with them. Effective leadership is a key element in the success of an organization and virtually anyone can be a great leader since leaders are made not born. Every organization is led by goals and objectives and among the key resources in achieving them is manpower which only works through motivation and effective leadership. Research can be classified on various bases according to the design methodology used which includes: - case study design method, survey design method, experimental design method, historical design method. The study took they survey design approach since it looked at effective leadership on a broader spectrum and how it affected achievement of the organizational goals and objectives. 1.2 Statement of the problem Along the history and development of the business world in Kenya, various organizations have collapsed with some being put under receivership management, these include:- KCC, KMC, Rivatex, Pan paper mills, Uchumi just to mention but a few. Various reasons were attributed to the collapse of this organizations but whichever the reason it still involved poor and ineffective management in these companies. Other organizations are underperforming as a result of the same reason. The study looked at ineffective leadership as the prime cause of the collapse and underperformance of any organization 1.3 Purpose of the study The purpose of the study was to show how effective leadership is important in organization attainment of goals and objectives. The study also sought to prove that failure of an organization to meet its goals went hand in hand with poor and ineffective leadership. 1.4 Objectives of the study. This study was guided by the following objectives;
Transcript
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CHAPTER ONE
(INTRODUCTION)
1.1 Background of the study
Chapter one provides a background on effective leadership, various characteristics of effective
leadership and its role in actualization of organizational goals and objectives. It also states the research
problem, research objectives and research question that the study looks forward to answering, the
purpose of the study. Effective leaders lead by example and merely invite other to come along with
them. Effective leadership is a key element in the success of an organization and virtually anyone can
be a great leader since leaders are made not born. Every organization is led by goals and objectives and
among the key resources in achieving them is manpower which only works through motivation and
effective leadership. Research can be classified on various bases according to the design methodology
used which includes: - case study design method, survey design method, experimental design method,
historical design method. The study took they survey design approach since it looked at effective
leadership on a broader spectrum and how it affected achievement of the organizational goals and
objectives.
1.2 Statement of the problem
Along the history and development of the business world in Kenya, various organizations have
collapsed with some being put under receivership management, these include:- KCC, KMC, Rivatex,
Pan paper mills, Uchumi just to mention but a few. Various reasons were attributed to the collapse of
this organizations but whichever the reason it still involved poor and ineffective management in these
companies. Other organizations are underperforming as a result of the same reason. The study looked
at ineffective leadership as the prime cause of the collapse and underperformance of any organization
1.3 Purpose of the study
The purpose of the study was to show how effective leadership is important in organization attainment
of goals and objectives. The study also sought to prove that failure of an organization to meet its goals
went hand in hand with poor and ineffective leadership.
1.4 Objectives of the study.
This study was guided by the following objectives;
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o To determine what is effective leadership.
o To determine the characteristics of effective leadership.
o To determine the role of effective leadership in implementing change in an organization.
o To determine what is ineffective leadership
o To make a comparison between effective leadership and ineffective leadership.
o To determine the relationship between corporate goals and effective leadership.
o To show the results of both effective and ineffective leadership.
1.5 Research questions.
The study was guided by the following questions;
What is effective leadership?
Who is an effective leader?
What are the characteristics of effective leadership?
What are the effects of effective leadership in the growth and performance of an organization?
What is ineffective leadership?
Who is an ineffective leader?
What are the causes or consequences of ineffective leadership?
1.6 Significance of the study.
The study sought to find ways of improving growth of an organization through effective leadership.
The study also sought to outline the characteristics of an effective leader and their importance to
achieving the goals of an organization.
1.7 Basic assumptions of the study
The study assumed that all companies that fail are as a result of ineffective leadership and without
good leadership an organization will always fail. The study also assumed that all successful
organizations are in that state due to effective leadership only. The study assumed all other possible
causes of organizational failure.
1.8 Limitations of the study
The study was accompanied by various short comings which included;
1.8.1 Time constraint
The study was conducted over a short period of time (one week) which was insufficient to
gather enough information.
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1.8.2 Availability of funds.
A major part of the research was conducted over the internet and with the high cost of internet
bundles there was limitation of funds.
1.8.3 Limited information resources
Most of the data collected was through secondary sources since no first hand sources were
available within the scope of the research.
1.9 Delimitation of the study.
Due to time shortage the scope of the research was limited to research over the internet and books
from the library. It did not involve any visiting of actual organizations to get firsthand information.
1.10 Definition of terms.
KCC – Kenya Cooperative Creameries.
KMC – Kenya Meat Commission.
Receivership – A situation in which an organization is held by a receiver manager.
Corporate goal – Clear and unambiguous articulation of what needs to be done.
Underperformance – performance below target of expectation.
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CHAPTER TWO
(LITERATURE REVIEW)
2.1 Introduction.
This chapter outlines the various schools of thought on what constitutes effective leadership as
a key in the success and growth of an organization. It also highlights the characteristics of
effective leadership, key elements of effective leadership, poor leadership its characteristics
and consequences, comparison of effective versus ineffective leadership, significance of
effective leadership, and how to measure a good leader.
2.2 Definition of effective leadership.
Globally there is no commonly accepted definition of the term “leader” because leadership is
complex and is studied in different ways that require different definitions. The study however
went by the definition from a book by Christopher F. Achua and Robert N. Lussier (2010),
Effective leadership, LEAP publishing services, New Zealand which defined leadership as
“The influencing process of leaders and followers to achieve organizational objectives through
change”. Therefore effective leadership is facilitation of the process of leadership effectively
and efficiently to the success of an organization. The success of an organization is measured
through its accomplishment of set targets or goals or objectives.
2.3 Characteristics of effective leadership.
Effective leadership maybe looked at from the perspective of an effective leader who has the
following traits.
2.3.1 Dominance
Effective leaders take charge but are not overly bossy nor do they use bullying style of
administration.
2.3.2 High energy
They are optimistic, positive and have high stamina which shapes their decision to lead.
2.3.3 Self confidence
On a continuum from strong to weak they are self-assured in their judgment, decision making,
ideas and capabilities.
2.3.4 Locus of control
They are internalizers and believe that they control their fate and that their behavior directly
affects performance of their organization.
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2.3.5 Stability
They are emotionally in control of themselves and don’t let their anger have negative
outcomes.
2.3.6 Integrity
They are honest, ethical and trustworthy which is essential in running a successful business.
2.3.7 intelligence (general mental ability)
They have a cognitive ability to think critically solve problems and make decisions.
2.3.8 Flexibility
They have the ability to adjust to different situations.
2.3.9 sensitivity to others
They have an understanding of group members as individuals, what their position on issues are
and how best to communicate with and influence them.
2.4 key elements of effective leadership.
The key elements of effective leadership are;
2.4.1 leaders-followers
The influencing process is between leaders and followers not just leaders influencing
followers. It is a two way street knowing how to lead and developing leadership skills will
make you a better leader and follower.
2.4.2 Influence
Is the process of a leader communicating ideas, gaining acceptance of them and motivating
followers to support and implement the ideas through change.
2.4.3 Organizational objectives
Effective leaders influence followers to think not only of their own interest but also of the
interest of the organization through a shared vision.
2.4.4 People.
Effective leaders and followers enjoy working together with people and helping them succeed,
they are able to get along with people
2.4.5 Change
Influencing and setting objectives is about change. Effective leaders are able to continually
change the organization in adapting to the rapidly changing global environment.
2.5 Poor leadership and its characteristics.
Poor/ineffective leadership is the exact opposite of good/effective leadership. Ineffective
leaders lack the courage to tackle difficult problems, often shifting blame to others.
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Characteristics of poor leadership.
2.5.1 Complacency-Ineffective leaders feel that all the work is done. They do not think that
improvements can or should be made.
2.5.2 Poor Communication- Ineffective leaders make orders and give instructions that are
enigmatic and misguided.
2.5.3 Distrust- lack the proper communication skills to achieve success, they often have
difficulty establishing trust with their followers.
2.5.4 Culpability- Ineffective leaders do not own up to their own mistakes. They feel that
they can commit serious mistakes and either shift the blame to innocent followers or
hide the gravity of their mistakes.
2.6 Effective vs. ineffective leadership.
Effective leadership Ineffective leadership
Effective leaders listen and speak when
necessary
Ineffective leaders talk non stop
Effective leaders are specific about their
objectives
Ineffective leaders speak in circles and often
tangent into side bars which spiral out of context
Effective leaders delegate while still maintaining
authority/control of the overall end product
Ineffective leaders give away authority arbitrarily
Effective leaders respect the expertise and
experience of those around them
Ineffective leaders think they know it all and
micro-manage
Effective leaders energize their team to become
excited about the work ahead
Ineffective leaders kill the energy by exhausting
and overwhelming the team with superfluous
information/duties/tasks.
Effective leaders maximize time Ineffective leaders waste time
2.7 significance/ importance of effective leadership.
Every organization faces challenge that is specific to them that threaten their survival or
obstruct their growth and success. Strategies are worked out to deal with such challenges.
Effective leadership is critical for both setting the right direction and implementing strategies
effectively to drive business or organizations in the right direction. If there are two equally
competent teams, one have an effective leadership and the other lacks effective leadership, the
one that has effective leadership more often comes out as winner over the other. That is the
difference an effective leadership can make in a business / organization. A
business/organization that has effective leadership at all levels is more likely to survive in
times of challenges, sustain its growth momentum, and reach greatness that no one has thought
it could achieve. Different individuals play different key leadership roles at the different levels
of the organization. They all combined together create the leadership synergy that results in
visioning, strategy building, and effective implementations, individually and collectively they
contribute to business /organization survival and success. At the heart of every successful
business/organization are dynamic leaders who inspire, direct, enable, and empower
individuals to do more with less and achieve business/organization objectives.
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2.8 How can effective leadership be measured.
Criteria to measure effectiveness of leaders
2.8.1 Why is it so difficult to measure the effectiveness of leadership in an organization?
According to J.T. Wren (1995) there is no possible way to measure the effectiveness of leadership for
the reason that an individual's leadership style varies from person-to-person and is determined by the
methodology in which he/she handles the situation. Leadership is often measured by an individual's
ability to motivate and influence change within an organization or community. Consequently,
leadership effectiveness is primarily predicated upon a leader's ability to receive adequate results
whether the leader is a positive influence or a negative influence on followers.
2.8.2 What criteria do you use to determine the effectiveness of leaders?
In determining a leader's effectiveness I would assess whether he/she is a transformational or
transactional leader. According to Bass (1990), "transformational leaders inspire employees to exceed
the expected by embracing a vision and striving to achieve that vision. Transformational leaders
demonstrate specific behaviors and actions: attributed charisma, inspirational motivation, intellectual
stimulation, and individualized consideration (Conger, 1999). Attributed charisma occurs when leaders
demonstrate behaviors that engender respect and trust. Leaders who display charisma demonstrate
interest in the well-being of others, stay calm in crisis situations, formulate decisions that benefit the
group as a whole, demonstrate competence, and earn followers' respect" (Bass & Avolio, 1994).
2.9 Chapter summary.
The chapter takes a thorough approach through the concept of effective leadership proves its
importance by focusing on the various attributes that encompass effective leadership and how they
impact an organization however according to various researchers in the past it is quite difficult to
measure effective leadership. According to J.T. Wren (1995) there is no possible way to measure the
effectiveness of leadership for the reason that an individual's leadership style varies from person-to-
person and is determined by the methodology in which he/she handles the situation. Leadership is
often measured by an individual's ability to motivate and influence change within an organization or
community. Consequently, leadership effectiveness is primarily predicated upon a leader's ability to
receive adequate results whether the leader is a positive influence or a negative influence on followers.
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CHAPTER THREE
(RESEARCH METHODOLOGY)
3.1 Introduction.
This chapter outlines the methodology used to conduct this research. It focuses on the following
topics; research design, target population, sampling method and procedure, data collection method and
instruments.
3.2 Research design.
A descriptive survey design was used in this cross sectional study. The survey design is well suited to
studies in which individual organizations are used as a unit of analysis in order to measure
generalizations (Borg and Gall, 1999). The survey design was best suited for this study because the
data required for analysis was to be collected from a large number of organizations, in which it might
be hard to observe the features of each individual organization. A descriptive research determines and
reports the way things are, and attempt to describe possible behavior, attitude, values and
characteristics of such things.
It was observed that descriptive studies are structured with clearly stated questions to be investigated.
Thus the descriptive design was selected in this study because it would allow the researcher to gather
numerical and descriptive data to assess the relationship between the variables which in this case were
effective leadership and organizational performance. This made it possible to produce statistical
information on how effective leadership affects organizational performance.
The research also included the use of the historical design process where a background was done on
the possible causes of collapse of various organizations in Kenya which included; Rivatex, KCC,
KMC and Pan paper mills. The study showed that the main cause of collapse of these organizations
was poor and ineffective leadership.
Fig 3.1 schematic representation of the research design.
Administration of questionnaires Research from secondary sources of data
Group discussion and brain storming of facts
Capturing of data and research of hypothesis
Testing the reliability of the data in relation to our topic
Discussion of results and Analysis of Data using descriptive
statistics and frequency tables
Preparation of report
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3.3 Target population.
The target population was 20, which mainly focused on the leadership fraternity of Mount Kenya
university at large. Due to the limited time provided, the research was only conducted within the
university which mainly sought information from secondary sources such as; the internet, text books,
previous reports by different authors but no actual corporate organizations were visited.
The whole target population was not met; however the study conducted interviews to 7 leaders in
various capacities such as student leaders, class representatives and departmental representatives.
These leaders gave various opinions on their understanding of effective leadership and its effect on an
organization.
3.4 sampling size and procedure.
The study sample target was about 20 but with the time available 7 were selected. The study
employed the simple random type of sampling where the samples were selected in such a manner that
all the individuals in the sample space had an equal chance of being drawn. This eliminated the
possibility of biasness in obtaining the representative sample(s).
The table below shows a comparison of the number targeted against the number realized;
Table 3.1
Department Target number Number realized
Sports 2 5
Academics 3 5
Accommodation 1 5
Finance 1 5
3.5 Methods of data collection.
Questionnaires and interviews were used for collecting information from the various leaders that were
interviewed. The questionnaires had structured open and closed ended questions. The open ended
questionnaires were used to collect qualitative data while the close ended ones were used to get
quantitative data. The questionnaires were divided into three sections. The first section of the
questionnaires sought to ask personal information about the respondents and their roles in leadership.
The Second sought information on their opinion about how effective leadership affects organizational
and institutional performance.
The variables in the questionnaires were mainly developed based on the themes in the literature review
section and research objectives. The researcher collected the questionnaires after two days from date of
issue in order to give enough time to the respondents to fill them.
Additional data was obtained from research in the library and also from the internet.
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3.6 Data Collection Procedure
The researcher collected both primary and secondary data for purpose of making conclusion and
recommendations. Primary data was collected using structured questionnaires, structured
interview guide and observation method. The questionnaires were administered to the respondents
directly by the researcher because most businesses in the study area were in close proximity to
each other.
The interviews were also conducted by the researcher personally at a time and place convenient to
the respondents. The observation was carried out at the same day when the questionnaires were
administered to the respondents at their place of work or business premises. The secondary data
was collected from Business text books, economic surveys, reports, journals and periodicals.
3.6 Data Analysis
This began with pre-processing of collected data through editing to detect errors and omissions
and making of corrections where possible. This involved a careful analysis of the completed
questionnaires in order to ensure that collected data was accurate and consistent with other
information gathered. The collected data was coded by the researcher for efficiency in order to
reduce the replies given by the respondents to a small number of classes. After the coding was
completed, the data was classified on the basis of common characteristics and attributes. The data
was then prepared for the presentation on various charts and graphs to make the data easy to read,
analyze and make conclusions. The raw data was difficult to make conclusive inferences so
representation in various statistical diagrams made it easy for both the reader and the researcher to
make conclusions.
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CHAPTER FOUR.
DATA ANALYSIS, PRESENTATION AND ANALYSIS.
4.1 Introduction
The chapter represents the data analysis, presentation, and interpretation of findings on the data
collected from the various sources. The study sampled 7 leaders out of the target 20, the data was
interpreted as per the research questions and analysis was done through descriptive and inferential
statistics. The findings were presented in form of tables and graphs.
4.2 Questionnaire return rate
Out of the 10 questionnaires issued to the various leaders 7 were returned giving a 70% return rate
4.3 Composition of respondents by gender and age
The composition of respondents by gender and age was represented in the table below.
Table 4.1
Gender
Age Male Percentage Female Percentage Total Percentage
18-21 1 20 0 0 1 20
23-26 1 20 0 0 1 20
27-30 1 40 1 50 3 90
31-35 1 40 1 50 2 70
Pie Chart 4.1: shows relationship between the ages of respondents and their percentage response.
Percentage
18-21
23-26
27-30
31-35
Age
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line graph 4.1: comparing male and female respondents in percentage
4.4 Composition by level of education
Table 4.2: showing frequency of respondents and level of education
Level of education Frequency Percentage
None 0 0 Primary
0 0 Secondary 2 28.57142857 Tertiary
2 28.57142857 University
3 42.85714286
0
10
20
30
40
50
60
70
80
90
100
1 2 3 4
Percentage Percentage
PER
CEN
TAG
E
GENDER
FEMALE MALE
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Graph 4.2.
0
5
10
15
20
25
30
35
40
45
none Primary Secondary Tertially/Technical
University
clustered column showing percentage number of sampled individuals for each level of
education
percentage
level of education
pe
rce
nta
ge
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CHAPTER FIVE
(SUMMARY OF FINDINGS, DISCUSSION, CONCLUSION AND
RECOMMENDATION)
5.1. Introduction
This chapter presents summary of the findings, discussion, conclusions reached and recommendations
following the objectives of the study. The study has shown that Effective leadership has played a key
role in the success of various organizations. The study has On the other hand shown that ineffective
leadership is the major cause of failure and underperformance of various organizations. The study
sought to find the role of effective leadership in success of an organization, various characteristics of
an effective leader, the study also sought to find out the key differences between an effective leader
and an ineffective leader, causes and results of ineffective leadership, the study was guided by a
number of objectives namely; to determine what is effective leadership, to determine the
characteristics of effective leadership, to determine the role of effective leadership in implementing
change in an organization, to determine what is ineffective leadership, to make a comparison between
effective and ineffective leadership the chapter also answers the various questions that were on the first
chapter which included; what is effective leadership? Who is an effective leader? What are the
characteristics of effective leadership? What are the effects of effective leadership in the growth and
perfomance of an organization? What is ineffective leadership? Who is an ineffective leader? What are
the causes or consequences of ineffective leadership?
5.2 Summary of findings
The study sought to achieve various objectives which were accomplished successfully. The table
below shows a summary of the findings of the study compared with the various objectives of the
study.
Table 5.1 Comparison of objectives and a summary of findings
OBJECTIVES SUMMARY OF FINDINGS
To determine what is effective leadership The term effective leader encompasses the traits of a leader and the skills of efficiency.
To determine the characteristics of effective
leadership. honesty, ability to delegate, excellent communication, sense of Humor, confidence, commitment, dominance, high energy, stability, integrity, intelligence, flexibility, sensitivity to others.
To determine the role of effective leadership in
implementing change in an organization. Every organization faces challenge that is specific to them that threaten their growth and success. Strategies are worked out to deal with such challenges. Effective leadership is critical for both setting the right direction and implementing strategies effectively to drive
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business or organizations in the right direction.
To determine what is ineffective leadership The term ineffective leadership revolves around
lack of traits of a leader, and lack of skills of
efficiency.
To make a comparison between effective leadership and ineffective leadership
An ineffective leader was found to possess the
negative traits of a leader.
To determine the relationship between corporate
goals and effective leadership
Leadership is responsible for setting all
strategic, tactical and operational goals of an
organization. With the right leadership the goals
set are clear and achievable.
To show the results of both effective and
ineffective leadership
Effective leadership leads to success and growth
of the organization, on the other hand
ineffective leadership causes failure and under
performance of an organization.
5.3 Discussion of findings.
This section of the chapter was guided by the research questions of chapter one.
5.3.1 What is effective leadership?
Effective Leadership is about the process of influence. How leadership influences others and brings diverse people together to do purposeful things. This brings out three concerns, what is the influence for, how the influence happens and what is the experience of people who are part of such influence? Leadership Effectiveness must result in enabling and empowering the team of people to do what they ought to do. Effective Leadership is not about coercive and manipulative tactics that force people to act according to the wishes of the one who influences. Effective leadership accomplishes common goals but also helps people to connect with their immense potentials and enable them to accomplish purposeful things collectively that give the individual contributors sense of personal accomplishment and fulfillment. That's when business and organizations have the power of people working for and with others in an organization, rather than organizations trying hard to find ways to get what they want from people.
5.3.2 Who is an effective leader?
As a leader, you already know how to identify each of your team member’s strongest skills and assets.
Because you don’t expect each person on the team to excel in every area, you also know that it’s
important to create a diverse group of people who balance and complement one another. Similarly,
leaders have their own unique skills and specializations.
An effective leader contains two components - the traits of a leader and the skills of efficiency.
Therefore there is a notable difference between a leader and an effective leader. To be a leader requires
a strong personality and the ability to read people. An effective leader, however, combines these
qualities along with smart business practices as well as intelligent crafting of infrastructure to
successfully accomplish the goals and objectives of an organization.
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5.3.3 What are the characteristics of effective leadership?
An effective leader often possess the following key traits;
5.3.3.1 Focused
Though as leaders they are pulled in different directions simultaneously they always retain a clear
mind and focus on things that matter.
5.3.3.2 Passionate.
Effective leaders are very enthusiastic of what they do and their level of commitment inspires their
team members and motivates them to do even better work.
5.3.3.3 Assertive
Effective leaders are firm and bold and unafraid to go after what they want. They always go for what
they want.
5.3.3.4 Decisive
Effective leaders carefully weigh the potential effects of each option and chooses the opportunity that
works best for their team.
5.3.3.5 Empowering
Effective leaders are supportive of their team members and they give people the authority they need to
do their jobs well and show them an appropriate level of respect.
5.3.3.6 Confident
Effective leaders are confident in their own abilities and decisions. They believe in themselves and
their abilities.
5.3.3.7 Communicative
Effective leaders always keep their teams informed about what is going on. Lack of communication
leads to spread of false information.
5.3.3.8 Self aware
They consider their strengths and weaknesses as objectively as possible and are not afraid to ask for
feedback about their performance from their team members.
5.3.3.9 Humble
Effective leaders are down to earth and easy to relate with.
5.3.3.10 Honest
Effective leaders are upfront with their team members and trust them to communicate openly and
authentically together. They are sincere with what they communicate or say to their team members.
5.3.4 What is the role of effective leadership in the growth and performance of an organization?
Effective leadership plays an important role in growth and performance of an organization. Effective
leaders have the right traits that can drive an organization to higher heights. These roles are listed as
follows;
1. Team motivation – with a good leader who understands their team mates or juniors everyone
is motivated to work hard. This motivation translates to great organizational performance since
people work with zeal.
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2. Proper decision making - with effective leadership good decisions are made by the leadership
which leads to success and growth of the organization.
3. Proper communication – with good communication of procedures and policy errors are
minimized and everything goes as planned which reduces time wastage trying to correct
mistakes.
4. Clear targets – effective leadership is focused on the right targets and are not carried away here
and there. With focus the rest of the team remains clear on what is important at that moment.
5. Great strategies - Effective leadership is critical for both setting the right direction and implementing strategies effectively to drive business or organizations in the right direction.
5.3.5 What is ineffective leadership and Who is an ineffective leader?
Ineffective leadership possesses traits that are opposite of the effective leadership. These
characteristics often lead the company to failure and underperformance. This is because ineffective
leadership reduces employee motivation and discourages growth and performance of an organization
as a result of poor and ineffective leaders. An ineffective leader is one that has the following attributes
which are the negative opposite of what an effective leader possesses.an ineffective leader is;
Unhonest.
Poor in delegating duties.
Poor in communication.
Not confident in what they say or do.
Not committed to their work.
Bossy and pushes people around disrespectfully.
Not motivated.
Unstable in their decision making.
Not intelligent.
Not flexible.
Not sensitive to others.
5.3.6 What are the causes or consequences of ineffective leadership?
The study took consideration of ineffective leadership in two main capacities namely what causes it?
And what are its consequences to an organization.
5.3.6.1 What causes ineffective leadership?
1. Lack of support – lack of support from those you lead. A leader cannot lead in a vacuum nor can
they lead without support from their juniors. When leaders are not supported they are
overburdened and fall under this weight leading to failure.
2.Leadership personality – once a leader lacks the image that people expect of them people will
often abandon the leader which will lead to their failure which also impacts the organization.
3. Indecisiveness – when a leader cannot make proper decisions people will not follow the leader
thus he will be left in his own bubble. This leads to lack of teamwork which will fail an
organization.
4. Poor education – without proper education a leader won’t possess the right skills to lead an
organization thus they can’t make strategic or tactical decisions.
5. Corruption in recruitment - when the right personnel are not selected during recruitment due to
racism, tribalism or nepotism this leads to ineffective leadership
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5.3.6.2 Consequences of ineffective leadership.
The study found out the following results/consequences of ineffective leadership.
a) Low morale of employees leading to their underperformance.
b) Underperformance of an organization.
c) Collapse of an organization.
d) Bad public perception which may lead to investors withdrawing their investments.
e) Resigning of employees who seek prospects on different companies for fear of organization
collapsing.
5.4 Recommendation.
The study showed that leadership is the most important part of an organization. Effective leadership
drives an organization high up the ladder of success which is measured by accomplishment of
objectives. When goals are met an organization is considered successful but when goals are not met
the organization is a failure. With this in mind the study came with the following recommendations.
1. Recruitment and selection in an organization should be transparent and fair to ensure the right
personnel are chosen for the right jobs.
2. Leadership in an organization should undergo regular training on interpersonal and
relationship skills to ensure they relate well with their teams for effective performance of the
organization.
3. Regular survey and audit of leadership should be conducted in an organization to ensure
performance of leaders in the organization is satisfactory.
5.5 Conclusion
Effective leadership is a core component in successfully running an organization. With effective
leadership the company will reap from its great fruits of success. On the other hand ineffective
leadership causes failure or underperformance of an organization. Therefore for organizational growth
and performance effective leadership is a must.
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REFERENCES.
Christopher F. Achua and Robert N. Lussier (2010), Effective leadership, LEAP publishing services,
