Impact Of Leadership On Organizational Performance

LINCOLN UNIVERSITY COLLEGE

Thesis TITLE OF THE PROJECT PAPER:

IMPACT OF LEADERSHIP ON ORGANIZATIONAL PERFORMANCE

SUBMITED BY: AHMED IBRAHIM OSMAN

SUPERVISORED BY: PROF.ALI YASIN

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND TO STUDY

An outline of the study into the topic of leadership finds that the collected works of leadership and organizational performance can be broadly classified into number of significant phases. Early scholarships on leadership (regularly classified as trait studies on leadership) focused on recognizing the personality traits which considered successful leader (‘Argyris, 1955: Moheney et al, 1960’), trait theory adopt that successful leader are born and that they have assured native qualities which distinguish

Though, it could be reasoned this “effect, mobilization and struggle” is of tiny value in an organizational framework unless it finally yields a result in line with the “shared ambition” for leadership to be considered successful. Peter Drucker (‘quoted in Ulrich, Zenger& Smallwood, 1999’) captures this idea by simply declaring: “Leadership is all about results”. Creating results in today‟s ever changing and increasingly competitive world requires a very dissimilar kind of leadership from what was studied in the past. While leaders in the past accomplished possibly complex organizations, this was in a world of relation constancy and predictability. In today’s globalized world, with organizations managing with quickly changing environments, leaders face a new certainty. Working in flexible frameworks and linked by actual-time electronic communication, increasingly mobile workers have themselves become the serious resource of their organizations (Reger, 2001). What is currently desired are leaders who concurrently can be agents of change and centers of gravity, retain interior focus and allow people and organization to adapt and be successful, while at the same time never allowing go of the customer focus and external viewpoint (‘Alimo Metcalfe, 1998). Furnham (2002’) state that the suitable dimension result from leadership quality is effectiveness (‘reflecting the leader’s efficacy in achieving organizational outcomes, objectives, goals and subordinates‟ needs in their job’). Thus, the degree of organizational performance in the present research represents the point to which a company achieves its business purposes. The research model is illustrated