1.1 Background of
the Study

Civil service leadership has never been so challenging or complex.
Public service leaders work across Organizational boundaries and jurisdictions
to tackle ongoing and emergent policy challenges and improve the impact of
civil services. They have to make space for innovation while managing risk and
being accountable for results. They must support fast-moving political agendas,
manage and transform vast public organizations, motivate and inspire their
workforces and be trusted partners to citizens and an ever-growing list of
partners and stakeholders. All of this while promoting the highest level of
personal and professional ethics and integrity (Davis, J., 2005).

 

Leadership is the
process of influencing people and providing an environment to achieve and organizational
objectives (Awamleh, R., 2004). In the process
there are practices of planning, work allocation, organizing controlling and
decision making. In the progress to the modern word business companies’
government, organizations and public enterprises regardless of their size and
nature are facing challenges in computing for existence; much business
leadership is welded to the performance, leadership is the process of
influencing, employees people and providing an environment for them the
activities teamed the organization.

 

Organizations are
social frameworks where human resources are the most essential components for
effectiveness and proficiency. Organizations need powerful supervisors and
employees to accomplish their goals. As an issue of regular contentions, the
achievement or disappointment of an association is subject to the styles and
aptitudes of a leader. A leader can be considered as the person who expect
hierarchical presence and the person who protect the lastingness and the
perseverance of the organization in the objectives it was set up for. By
practicing certain authority capabilities and abilities, a leader ought to have
the capacity to create clear leadership styles and practices to fulfill
authoritative objectives (Ababneh, 2009). The leader has this capacity to
guarantee that workers are upbeat and beneficial.

 

 

Leadership
as a subject has increased expanding consideration by numerous scholars,
researchers and specialists in the course of the most recent decades or
somewhere in the vicinity. Given numerous organizations are in turmoil because
of various crisis, leaders are regularly considered as somebody who is equipped
for moving the boat in the midst of solid tides and streams, and thus it is not
amazing this idea has drawn scholarly considerations (Fernandes,
C., 2004). Leadership is characterized as the
capacity to impact a gathering towards the accomplishment of objectives. It is
a procedure by which a man impacts others to fulfil a target and coordinates
the association in a way that makes it more durable and cognizant.

 

Leadership
plays a critical role in creating clear vision, mission, determination and
establishment of objectives, designing strategies, policies, and methods to
achieve organizational objectives effectively and efficiently along with
directing and coordinating the efforts and organizational activities. As
(Khajeh, 2018) noted a leadership to be best, it needs to comply with internal
and external changes to meet organizational mission and vision. Recently, lots of
companies are facing different challenges like organizational misconduct, high
rate of employee turnover and poor financial performance. Leadership is a very
important factor in the formulation and realization of organizational goal.
Even the break up and success of any organization, nation or other social
entity has largely been attributed to the nature of its leadership style (Iqbal
N, Anwar S and Haider 2015). Leadership’s role is a necessary
condition to coordinate all activities and aspirations of a given group.
Leadership cannot be live alone without a group and a group cannot be sustained
without a leader as well.

In
fact, the term leadership has different definitions by different people. The
practices of influencing a social phenomenon also described as leadership. A
special kind of guidance that motivates and affects an individual in the
organization all kinds of social situation especially actual claim that makes
people work together to achieve common goals and objectives is also known as
leadership (Sakiru, et al 2013). Performance refers to the proportion between
product and all factors of production to achieve the required output. It is the
efficiency of an individual productivity and multinational elements in
companies, in which it mostly upgraded by employees’ diligence. Relationships
among leaders’ behavior or style and employees have gained bigger focus from
different communities.

Hence,
the type of leadership style has positive or negative impact on how
organizations cope with improving productivity by strategic vision of the
organization (Sougui et al, 2015). Leadership
style impacts the whole operating performance of efficiency, effectiveness,
income, market share and as well as the company. Therefore, this study was to assess
the effect of leadership on performance of employees: in case of Maji town
civil service administration

 

1.2 Statement of the Problem

Leadership
style cultivated itself as a significant determinant of workers’ job
performance together with normal skills familiar by supervisors at various
level of progressive system (Wexley &Yukl, 2004).
Target reaction of individuals to leaders for the most part is identified with
the worker’s attributes and leader’s qualities and demonstrated skills.

 

Employee
performance which includes implementing, defined duties, meeting deadlines,
team work and achieving departmental goals. In different institutions and
organizations such as Ethiopian Railways Corporation, they need to have a sound
leadership styles which includes transformative approaches, democratic and
laissez-faire approaches to leadership. Different researches conducted by
Abdullahi (2013) and Narges (2013) tied with findings, identified that lots of
authoritative leadership tendencies existed and thus this works for as a background
for low innovation and declined commitment that greatly affects employee
performance as was indeed observed through the study findings.

 

As Abdullahi,
Aishat;             Agbana, Narges Kia,
(2013) indicated that there have been continuous downward trends the
performance of employees registered in public institutions in Ethiopia. These
may be happening as a result of numerous factors such as inadequate funding,
lack of motivation, work climate, leadership and leadership’s styles among
others. They have explored intensively other factors except leadership style as
a factor that influence impacts of job performance of staff. In
business, leadership is welded to performance. Effective leaders     is increase their company’s bottom lines
leadership is also the art of motivating a group of people to act towards
achieving a common goal, a good leader is the one who has made a lasting impact
on people who is not commanding.

Where bad
leader is a person in leadership that lacks the necessary skill, ability and
overall quantities to effectively,
now a day every organization has its own objectives one of the activity that is
influencing people to corporate toward some goals is good leadership, most
organization have problems such as lack of transparency, practice of
corruption, lack of effective communication among employees and leaders as well
as poor performance. Therefore, this study wants to assess the effect of
leadership on performance of employees: in case of Jimma town civil service administration.

 

1.3 Basic
Research Questions

1.    
What are the features
of leadership in your organization?

2.    
What are the features of Employmen performance in the organization?

3.    
What are effects of
leadership on features of your in the organization?

1.4
Objectives of the Study

1.4.1 General Objective
of the study

The main objective of study is to assess the effect of leadership on
performance of employees: in case of Maji town civil service administration.

 

1.4.2 Specific Objectives of the study

Ø  To
identify the features of leadership in your organization

Ø  To examine the features of
employment  performance in the organization

Ø  To identify the leadership style that the
organization leadership follow

 

1.5 Significance of the Study

Leadership is an important function
of management which helps to maximize efficiency of managements and achieve
organizational goals. Thus, this study will be helpful knowing the effect of
leadership on employees and will explore the ways to find out how can employees
work together and improve leadership structure of the organization.

 

 

 

This study will be the ground spring
for the new coming researchers. The policy maker, community, public service
customers and other stakeholders will be beneficiary on getting knowledge, experience
and advantage on conducting the different data about this study and have some
the knowledge about effect of leadership on the performance of employee for any
business, also the study will be used for other organizations which are similar
by taking this study and they can check themselves with problem to be
researched.

 

1.6 Scope of the Study

Geographically
this study is delimited to Maji town. Maji town is well known in, southwest Ethiopia extends from 5°
12′0″ to 6°25′30″°N latitude and 35° 15′0″ to 36° 18′0″° E longitude. The
capital city of the town is, Tum, which located 737 km southwest of Addis
Ababa, the capital of Ethiopia.

1.7 Limitation of the study

While writing this study the researchers faced different challenges. Few
of the challenges are shortage of time, lack of computer typing skills, poor
internet services and personal related problems but all the researchers used
different copying mechanism to deal with the limitation and conducted this
research proposal.

 

1.8 Organization of the paper

The study has five chapters: those are; the first chapter contains
introduction, back ground of the study, statement of the problem and objective
of the study. The second chapter consists of a review of theoretical and
empirical literature that is related to the area concerned. The third chapter
encompasses research method, the data type and source, research sampling
technique, study population, study sample size, data collection instrument. The
fourth chapter present discussions of results and encompass descriptive
statistics analysis of data to be collected. The last chapter of this study
represent summary of finding, conclusion and recommendation.

 

 

 

CHAPTE TWO

2. REVIEW of RELATED LITERATURE

2.1 Theoretical Concept

Leadership
is the practice of influencing others to work willingly to achieve
organizational goal with self-assurance. 
It is usually well-defined basically as the process of influencing
people to use their effort utmost to achieve a particular goals. Leadership is
the art of inducing people to strive willingly towards the attainment of group
goals. This concept also expanded to include not only willingness to work but
with passion and confidence. Leadership can be defined as a dynamic process
whereby one man impacts others to contribute willingly to the realization and
attainment of objectives with the aspiration of common organizational values of
the group that who are representing the spirit of Leadership in assisting a
group or an Organization to attain everlasting growth (Berson, Y., Shamir, B.,
2001).

Leadership
styles defined as a preferred manner of who can tackle duties and personnel
cases in carrying out goals set for their teams. Different leadership styles
practiced by any management have big impact on employees’ job performance
(Mullins, 2004). Leadership style is also the manner or approach of providing,
directing, enforcing plans and motivating people which includes the overall
outline of explicit and implicit supervisions and actions taken by leaders
(Davis, 2005).

 

2.2 Problems Related to leadership that Affect
Employees

Some of the common problems that
related to leadership’ are: – it is not clear exactly what behaviors are
indicative of leadership. Leader in organizational may have only small effects
on organizational performance because there are selected from individuals very
similar to each other because there are many situational constraints on their
actions and because organizational performance is affected by many factors that
are not side the leader strip control. Organizational members can promoted to
leadership positions not based on their performance or ability but on relevant
factors such as social status (Richard, 2009, p72).  Many problems occur because of people
failing to communicate effectively-faulty communication cause problems in
organizations and can cause a good plan to fail. 

Less motivation for employees such
as, not enough of monetary growth, little or no appreciation, less work or too
over loaded, late working hours, groupies and sometimes even ragging which
cause the employee de-motivated and feel like quitting or reduce productivity
the organization (Boston & Harvard, 2001).

 

2.3 Empirical Review

Leaders
and their leadership styles is one among the mostly researched topics within
the recent past. A number of studies are conducted on the consequences of
leadership styles on employee performance. Rassol et al (2015) researched
leadership styles and its effect on workers’ productivity in the health sector
of Pakistan and generalized that transformational leadership styles have more
positive impact on employee productivity than transactional leadership. They
found out that transformational leadership can achieve better in highly
organized working environment where focus is on competitive returns. Results of
their study also explored that the impact of transactional leadership wasn’t
much stronger as compared to transformational leadership on job performance.
According to Pradeep and Prabhu (2011), leadership is positively connected with
workers productivity for both transformational and transactional contingent
reward leadership’s manners. The managers, who are seemed to demonstrate strong
leadership behaviors, whether transformational or transactional, are seen to be
engaging in increasing the employees’ performance.

In
giving their summary it had been found that the transformational leadership
style has significant relationships with performance outcomes vs. effectiveness
in work, satisfaction, extra effort and dependability. Their study added some
additional knowledge for a far better understanding of the well-connected
leadership approach and proper method for employing follower in different
professional hierarchies. By using their results, leaders can adjust their
behaviors in practical ways to reinforce subordinates’ job performance, thereby
reaping increased productivity for his or her organizations as a consequence.
They emphasize on the necessity of leaders to possess the ability to draw in /
influence their subordinates, be ready to set clear standards of performance to
their peers and act as a best model to the subordinates.

 

 

 

A research conducted by
Aboshaiqah et al (2015) on nurses’ opinion of managers’ leadership styles and
its connected outcomes verified that staffs a parented that transformational
leadership and its aspects are exploited than transactional and laissez-faire
leadership styles, and again, additional analysis indicated that there was a
positive correlation between output factors such as (effectiveness, extra
efforts and satisfaction) and transformational and transactional leadership
styles and negative correlation with laissez-faire leadership styles. It also
generalized that a mixture of transformational style and manners contributed to
augment in more effort, pleasure and in general employee productivity and
professed leader efficiency among nurses. Ipas (2012) conducted a research on
the alleged leadership style and employee productivity in hotel industry; he
found that autocratic leadership style is perceived as being the widely
practiced style by the managers that ensure likely outcomes.

Different companies are
facing lots of challenges because of lacking efficient leadership. In fact,
most companies are dreaming to achieve the objectives they stand for. Hence, a
leader who can point of fact bring together and stimulate employee to use their
endeavor at greatest is required (Vigoda-Gadot, 2012). A researcher Khajeh
(2018) in his article entitled “Impact of Leadership Styles on Organizational
Performance” articulated that leadership plays an important role for the
success and failure of such organization. In its finding indicated that there
is either positive or negative connect on among leadership styles and
organization performance. In the meantime another researcher Kalsoon et al
(2018) on their article named “Impact of Transactional Leadership and
Transformational Leadership on Employee Performance: a case of FMCG Industry of
Pakistan” found out that both of transactional and transformational leadership
styles have a positive correlation with employee performance. To reach in this
finding, the researchers have collected data from 318 employees of the
industry. The above mentioned researchers have been examined leadership manners
and found out that leadership styles have different impacts on employee’s
productivity. In fact; they revealed that effective leadership has a positive
impact on employee performance.

 

 

 

 

2.4 Conceptual Framework

The
conceptual framework points out the vital course which is very valuable to give
you an idea about the direction of the study. The study shows the relationship
between employee performance and leadership styles. Also the study focuses on
gaps which represent the difference between employee’s expectation and
perceptions which are referred to as the perceived leadership styles. The
difference between expectations and perceptions is called the gap which is the
determinant of employee’s perception of leadership styles. The practiced
leadership styles by the corporation, effects of these leadership styles and
strategies taken by the organization are considered as independent variables
while employee performance can be taken as dependent variable.

The
conceptual framework for this study assumed performance indicators which
contained employee activities like executing clear duties, meeting deadlines,
team work and achieving work unit goals referred as dependent variable, are
determined by the following independent variables which include types of
leadership styles. Organizational strategy of the corporation is also taken as
an independent variable to check its impact on the mentioned dependent
variables.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

CHAPTER THREE

3. RESEARCH METHODOLOGY

3.1
Research Design

The researchers used
descriptive research design which is intended to assess the effect of
leadership on employee performance in case of Maji town public service. A
descriptive research intends to present facts concerning the nature and status
of a situation, as it exists at the time of the study and to describe present
conditions, events or systems based on the impressions or reactions of the
respondents of the research (Creswell, 1994). In other words, the quantitative method allows the researcher to
establish a relationship between variables, but it is often weak when it comes
to exploring the reasons for those relationships among variables. So, the
qualitative method will be used to explain the factors underlying the broad
relationships that will be established (Punch, 2005) or qualitative procedures
provide means of accessing non-numeric facts about the actual people the
researcher observes and talks; qualitative techniques allow researchers to
share the understanding and perceptions of others and to explore how people
learn about and make sense of themselves and others (Creswell, 1998).

3.2 Source of Data

To accomplish this study,
the researchers used both primary and secondary source of data. The primary
source is consisting information gathered through structured questionnaires
from the sample chosen. The secondary sources of data include; books or other
published materials.

3.3 Sample Size and Sampling Technique

The target population of
this study will be Maji town public service internal employees. There are 2
leaderships and 43 employees in town public service with total 45. The sample
size of this is limited in size. Therefore, the researcher used all the
population to distribute questionnaire and interview.

 

3.4
Data Gathering Techniques

The researchers used
survey method (questionnaires and interview) to gather the primary data from
Maji town public service internal employees. The questionnaire will be
constructed based on three basic research questions. Questionnaire will be
administered to employees in the department and interview was conducted with 2
leaderships in the department.

3.5
Method of Data Analysis

The researcher collected both quantitative and qualitative
data from sample respondents. The quantitative data will be collected through a
close-ended questionnaire. While analyzing data, quantitative data will be
statistically organized and imported into SPSS V.20.0 to obtain frequency and
percentage. In addition, percentages was also used to interpret the background
information of the respondents and the data that to be gathered through a
close-ended questionnaire. Finally, the data to be gathered through interview
and open-ended questions in the questionnaire will be presented and analyzed
qualitatively based on themes to supplement the data gathered through
close-ended questions in the questionnaire, and triangulation of the data was
made side by side.

 3.6
Ethical Consideration

The completion of the study will be based on based on the
consent of participants and willingness of the target respondents. The researcher should tell subjects
the full detail of the purpose of the study based on effects of leadership on
employees’ performance. As a result of the genuine information they provide for
the accomplishment of the study. In addition, informed to the subjects that
they have the right to remain anonymous for providing any information. The
researcher also get official letter from the department head in order to
formally approach the respective respondents whom the researcher sought the
right information. Then, researcher also behaved ethically and morally in a way
that the subjects trusted him as result of which he expected to get genuine
information. General the researcher should use and bounded to the ethical
consideration and let them informed consent signed to ensure anonymity and
confidentiality.

 

 

 

 

References

Aboshaiqah,
A. E., Hamdan-Mansour, A. M., Sherrod, D. R. Alkhaibary, A. &Alkhaibary, S.     (2015). Nurses’ Perception
of Managers’ Leadership Styles and Its Associated Outcomes”
American Journal of Nursing Research, 2 (4), 57-62.ity Printery

Berson, Y., Shamir, B.,
Avolio, B. J., & Popper, M. (2001). The relationship between vision    strength, leadership style, context The
Leadership Quarterly, 12, 53–73

Bushra, F., Usman, A.,
&Naveed, A. (2011). Effect of transformational leadership on   employees’ job satisfaction and organizational
commitment in banking sector of Lahore       (Pakistan)
International Journal of Business and Social Science, 2(18), 261-267

Davis, J., F. Schoorman
and L. Donaldson (2005), “Toward a stewardship theory of          management”, in Business Ethics and Strategy, Volumes I and II

Fernandes,
C., &Awamleh, R. (2004). The impact of transformational and transactional

            leadership
styles on employee’s satisfaction and performance: An empirical test in a
      multicultural environment.

Iqbal
N, Anwar S and Haider N (2015).Effect of Leadership Style on Employee Performance.         Arabian
Journal of Business and Management Review

Hayward,
B. A., Davidson, A. J., Pascoe, J. B., Tasker, M. L., Amos, T. L., &Pearse,
N. J. (2003,        June). The Relationship between
Leadership and Employee Performance in a South    African Pharmaceutical
Company In Society for Industrial and Organizational             Psychology 6th Annual Conference (pp. 25-27)

Kelly
Okpamen (2017). The Influence of Leadership Styles on Work Performance Among Staff      of Federal University
Wukari, Taraba State, Nigeria.AASCIT Journal of Psychology

Mohamed
Esse Abdilahi (2016). Effects of Leadership style on employee performance in

            Dashen
Bank.Unity University, Addis Ababa, Ethiopia

Molero,
F., Cuadrado, I., Navas, M. & Morales, J. F. (2007). Relations and Effects
of        Transformational Leadership: A Comparative
Analysis with Traditional Leadership   Styles,” The Spanish Journal of
Psychology, vol. 10, pp. 358- 368

Oladipo
Kolapo; Abdullahi, Aishat;   Agbana, Narges Kia, & Nwosu Lucia Ndidi (2013).    Leadership styles and its effectiveness
on employees’ job commitment. Research
on     Humanities and Social Science
University Putra Malaysia

Appendix

Rift
Valley University

Jimma
Campus

Department
Of Business Management

Dear respondents,

This research questionnaire is designed
to collect data on the effect of leadership on performance of
employees: in case of Maji town civil service administration. The researchers believe that your responses are vital in determining
the success of this study. Hence, you are kindly requested to fill the
questionnaire completely and honestly. The researcher would like to assure you that the responses that you give will be kept confidential and used
only for the academic research. 

Thank you in advance for taking your
time to fill this questionnaire!

General
Instruction

Ø  No need of writing your name and others

Ø  Don’t tear any margin paper

Ø  Read all the questions before
attempting to answer

Part One: General Background
information of the respondents’

Indicate your response by using
“√” in the box provided

1.     Gender: 
Male □ Female
□

2.     Age: 
20-25 years □ 26-30 years □30-35 years □ above 35 years □

3.     Work experience: 1-5 years□ 6-10 years□ 11-15 years□ above years□

4.     Educational background:  Diploma□ First degree□ MA degree □

 

 

 

 

Part two: Features
of leadership in the Organization

NB: Indicate your responses for the following Likert
scale items using” √” or “X” mark to write in the box corresponding
to an action.

1 Strongly Disagree 2
Disagree 3 Neutral 4 Agree 5 Strongly Agree

no	Features of leadership in the Organization	alternatives for the scale
1	2	3	4	5
1	Your leaderships are allowed to bring new ideas in organization.
2	Your leaderships are motivated at work.
3	Your leadership lead the organization accordance to set vision.
4	Your leadership are receiving contingent rewards (money, other gifts) when he/she perform better.
5	Changes in an organization are discouraged.
6	Subordinates have little freedom of making suggestions.
7	Leaders have absolute power over their subordinates.
8	Subordinates are distrusted.

 

 

 

 

 

 

 

 

 

 

 

 

 

Part three: Features of Employment performance in the organization

Use the scale of 1 = “Strongly agree”; 2 = “Agree”; 3
= “Neutral”; 4 = “Disagree”; and 5 = “Strongly disagree”,
give your views on the prevailing situation your performance in your department
or organization by putting a tick [√] in the table below the number that best
describe your views.

no	Features of Employment performance in the organization	alternatives for the scale
1	2	3	4	5
1	I prepare work plan.
2	I submit report on performed duties in time
3	I diligently execute duties as per schedule
4	I collaborate with others to carry out duties
5	I Support members to accomplish their duties
6	I meet standards on me work assignments.
7	I report at work place in time.
8	My department meets set financial targets

 

 

 

 

 

 

 

 

 

 

Semi-Structured Interview Guide for the Leadership of the
Department

This interview aims at collecting data regarding; the
effect of leadership on performance of employees: in case of Maji town civil
service administration.  High level of
confidentiality will be observed when presenting the data. Please kindly answer
the following statements as understood or practiced by you to ensure attainment
of the expected objectives under this study. Please note that you are not
required to tell your name.

1.     What
are effects of leadership on features of your in the organization?

2.     How do you manage
decision making in your department?

3.     How do you manage
reward to your staff?

4.     How do you delegate
duties?

5.     How do you manage
performance of employees?