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LEADERSHIP AND STAFF PERFORMANCE IN LOCAL GOVERNMENT AREA IN ENUGU STATE. STUDY OF NSUKKA LOCAL GOVERNMENT,2018-2023
Abstract
This study examines the impact of leadership on staff performance in local government areas, focusing on Nsukka Local Government in Enugu State from 2018 to 2023. The research aims to understand how leadership styles and practices influence the effectiveness, motivation, and productivity of local government employees. Utilizing a mixed-methods approach, the study combines quantitative data from performance records and qualitative insights from interviews and surveys with staff and leaders within the local government.
The findings reveal a significant correlation between leadership styles and staff performance. Transformational leadership, characterized by inspirational motivation, individualized consideration, and intellectual stimulation, was found to positively impact staff morale and productivity. Conversely, transactional leadership, which focuses on routine transactions and compliance, had a more variable impact, often leading to short-term gains but not necessarily long-term improvements in performance.
Key factors influencing the effectiveness of leadership included communication practices, the provision of professional development opportunities, and the recognition and reward of staff achievements. The study also identified several challenges, such as political interference, resource constraints, and inadequate training, which hindered effective leadership and staff performance.
Based on these findings, the study recommends the adoption of more transformational leadership practices, continuous professional development for staff, and the implementation of systems that foster open communication and reward excellence. These strategies are essential for enhancing staff performance and ensuring the efficient delivery of services in Nsukka Local Government.
This research contributes to the broader understanding of public sector management and provides practical recommendations for local government leaders seeking to improve staff performance and service delivery
Table of Contents
Chapter One: Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Scope and Limitations of the Study
1.7 Definition of Key Terms
1.8 Structure of the Study
Chapter Two: Literature Review
2.1 Theoretical Framework
2.1.1 Leadership Theories
2.1.2 Theories of Employee Performance
2.2 Concept of Leadership in Local Government
2.3 Leadership Styles and Their Impact on Performance
2.3.1 Transformational Leadership
2.3.2 Transactional Leadership
2.3.3 Laissez-faire Leadership
2.4 Factors Influencing Staff Performance in Local Government
2.5 Empirical Studies on Leadership and Staff Performance
2.6 Summary of Literature Review
Chapter Three: Research Methodology
3.1 Research Design
3.2 Study Area: Nsukka Local Government
3.3 Population and Sample Size
3.4 Sampling Technique
3.5 Data Collection Methods
3.5.1 Primary Data: Surveys and Interviews
3.5.2 Secondary Data: Official Records and Documents
3.6 Data Analysis Techniques
3.7 Ethical Considerations
3.8 Limitations of the Methodology
Chapter Four: Data Analysis and Interpretation
4.1 Introduction
4.2 Demographic Profile of Respondents
4.3 Analysis of Leadership Styles in Nsukka Local Government
4.3.1 Prevalence of Different Leadership Styles
4.3.2 Impact of Leadership Styles on Staff Performance
4.4 Staff Performance Metrics (2018-2023)
4.4.1 Task Completion Rates
4.4.2 Staff Satisfaction Levels
4.4.3 Absenteeism Rates
4.4.4 Professional Development and Training Attendance
4.5 Correlation between Leadership Styles and Performance Metrics
4.6 Qualitative Insights from Interviews
4.7 Discussion of Key Findings
Chapter Five: Conclusion and Recommendations
5.1 Summary of Findings
5.2 Implications for Policy and Practice
5.3 Recommendations for Nsukka Local Government
5.3.1 Enhancing Transformational Leadership Practices
5.3.2 Improving Professional Development Opportunities
5.3.3 Strengthening Communication and Feedback Mechanisms
5.4 Areas for Further Research
5.5 Conclusion
References
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