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This study used three (3) selected organizations in Eti-Osa LGA of Lagos State as case studies to explore the importance of competent leadership in accomplishing organizational goals. For this study, a total of 82 respondents were validated and used. According to the findings, organizations with complex systems and numerous divisions require a leader who can handle all of the organization’s intricacies. Leadership and organization have become inextricably linked. Organizations require a leader to direct organizational members inside the organization so that organizational goals can be achieved quickly and effectively, and leadership requires an organization to exhibit self-actualization.

Nonetheless, there are several intriguing ways in which leadership might assist a business in achieving its objectives. To begin, develop a leadership style that is compatible with the organization’s culture in order to make people feel at ease. Second, a leader can effectively achieve organizational goals through organizing organizational members by coordinating all parties inside the organization. Last but not least, inspiring organizational members by identifying issues that can demotivate them and encouraging them to have a positive mindset can have an impact on their performance.



Background of the Study

It is impossible to overstate the importance of leaders in accomplishing outstanding organizational goals. Appropriate motivation, an appropriate work environment, enough compensation, and effective communication between managers and subordinates all help to achieve this goal. Work planning and organization are also critical to organizational success. Some academics say that the most common challenges affecting the achievement of organizational goals in Nigerian businesses and other institutions include low employee attitudes, inefficiency, and inadequate leadership in most areas, while others disagree. This school of thought holds that organizations in Nigeria are led by leadership styles that are foreign to normal Nigerian culture. In the wake of the alarm, Some researchers discovered that effective leadership styles are linked to accomplishing organizational goals, whereas others disagree. There is yet no scientific evidence to illustrate how effective leadership styles affect organizational goal achievement. Given our cultural backgrounds, educational credentials, and environmental conditions, it’s still unclear how effective a leader can be if he must blend the three types of leadership styles in order to reach high organizational goals (Usoro 2000). Given this situation, this research will be significant in that it attempts to close the gap. The extent to which all members of an organization use their abilities and influence in the efficient use of resources is determined by how well the organization’s leaders comprehend and perform.

Despite the foregoing, it is important to remember that individuals have needs to meet, which is why they offered their labor to become organizational members. The extent to which they are committed to the organization is determined by their belief that their membership will enable them to achieve their predetermined goals. Individuals’ support for an organization will be predicated on the awareness that by doing so, his personal aspirations and goals will be realized, and his interest in the organization will decrease as a result. Based on this, if the organization wants to fulfill its goals, it should pay close attention to leadership effectiveness.

As a result, management researchers agree that the success or failure of an organization is largely a function of leadership and leadership styles.

Effective leadership, according to Iyang, is a unique way of integrating employees with the organization to achieve its vision or objectives, and that a large part of a leader’s effectiveness is largely dependent on the styles adopted by managers, which he claims is central in the management of organizations. In a similar spirit, Edem observes that an organization’s failure or success affects its subordinates, consumers, and agencies both inside and beyond the organization. Although there is no one-size-fits-all method for a leader to achieve high goals, there are some guidelines to follow.

Statement of the ProblemĀ 

People management is an integral aspect of the management process in organizations. As a result, managers must acknowledge that people are the most important components of organizations and that they must be seen as identical with the organization. But the question is how much do managers understand that people are synonymous with organizations and that they must be appropriately motivated in order to fulfill the organization’s objectives. Again, the leadership behavior/style in most organizations, which believes that workers can be treated however they want as a result of the country’s unemployment situation, which makes job switching difficult, has resulted in the hardships workers face in Nigeria. This leadership style has an impact on organizational culture reform and/or creation, which has an impact on organizational performance and commitment. So, how effective can a leader be in eliciting the best response from subordinates and ensuring the highest or best performance in this situation? (Usoro, 2000).

Furthermore, some researchers believe that the most common problems affecting organizational performance in Nigerian businesses and other institutions are poor worker attitudes, inefficiency, and ineffective leadership in most places, while others believe that organizations in Nigeria are managed through leadership styles and behaviors that are alien to typical Nigerian culture.

In light of the aforementioned conflicting concerns, it was required to investigate the role of good leadership in accomplishing organizational goals in Nigeria, utilizing Eti-Osa Local Government Area in Lagos State as a case study.

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