CHAPTER ONE

1.1. Introduction
We had investigate on a company for the purpose of analyses the company how leadership
implemented within the organization? , what looks like leadership in the organization? , what
leaders behavior exercises within the organization? , how leader communicate and motivate
with its follower and subordinates for the accomplishment of organizational or common
goals.

In order to address the above issue we have select an organization is termed as millennium
share association school.

It was established in 1999 E.C by its share member. It has 305 share members who have
establish the association.

This association provides a quality of educational service to the community. Its educational
service includes from KG up to preparatory school. Now a day the association has 82
employees in order to provide a quality of educational service.

In 2008 E.C 128 student take grade 10 national examination. From those student 30 students
scores 9A and 45 students score 7A and 8A. Generally 75 students from the total of 128
students score 4 point. It shows that there is a quality of education with in millennium
educational association.

Furthermore the organization has two big goals, those are:-

1. Provide a quality educational service to the community and

2. Maximize its profit without affecting social welfare by any means

But the main goal of the association was providing quality education to the community
without any discrimination.

In addition of this the association highly involving to solve a problem arose from educational
quality by providing quality access like reference book with good and attractive library,
internet access, equality of education and so on.

Generally millennium share association play a great role in educational sector to improve
quality and run one step.

1 | Page
Mission and vision of millennium share association school

Vision
See organization reach competitive and eminent level

Mission
Create competent and competitive citizen

1.2. Objective of the investigation

1.2.1 General objective
The general objective of this investigation is to assess how leadership implemented and
practiced in millennium share association school.

1.2.2. Specific objective

The specific objectives of this investigation are

To know what leadership style practiced in millennium share association school.

To know how millennium share association school motivate its worker.
To understand how millennium share association school communicate though out the
organization.
To give some possible suggestions about leadership, motivation and communication.

2 | Page
CHAPTER TWO

2. THE CONCEPT OF LEADERSHIP

2.1. Definition of Leadership (LP)

LP would mean different things to different people. There is no universally

accepted or a standard definition for leadership. Some say: it is a process, and
some say its ability and others say the ability to obtain followers through
INFLUENCE. Because of such factors as growing global influences and
generational differences, leadership will continue to have different meanings for
different people.

Leadership is a dynamic relationship based on mutual influence and

common purpose between leaders and collaborators in which both are
moved to higher levels of motivation and moral development as they
affect real, intended change (Freiber, 1996). Leadership is the process of
getting the cooperation of others in accomplishing a desired goal.

The process of influencing the activities of an organized group in its

efforts toward goal setting and goal achievement (Stogdill, 1950:3).

Leadership as the art or process of influencing people so that they will

strive willingly and enthusiastically towards the achievement of the
organizational goals (Koontz, et al; 1984:507). It includes making
peoples perform near to their full capacity.

Three key components to this definition:

- Influence & Inspiring

- Cant have leaders without followers

- goal achievement

3 | Page
 Based on these components, the following definition of leadership can be
made: Leadership is a process whereby an individual influences a group
of individuals to achieve a common goal.

The following points are an important implication of our definition.

1. Leadership involves other people employees or followers by their

williningness to accept direction from the leader, group members help
define the leaders status and make the leadership process possible
without people to lead all the leadership qualitative of manager would
irrelevant.
2. Leadership involves an equal distribution of power between leaders and
group members, Group members are not powerless they can and do shape
group activities in a number of ways still the leaders will usually have
more power.
3. Thus the third aspect of leadership is the ability to use the different forms
of power of influence follower behavior to skills and leaders have
influenced employees to make influence bring us to the fourth aspect of
leadership.
In short speaking leadership means
The process of directing and influencing the task-related
activities of group members
The ability to exert influence that is to chance the attitudes or
behaviors of individuals or groups (power)
Any action or examples of behaviors that case a change in
attitude or behavior of on the person.

2.1.1. The need of leadership

4 | Page
In different situation leadership is needed. The following are some situation that
needs leadership.

1. Inspires and motivation other

2. Displays high integrity and honesty
3. Solve problems and analysis issues
4. Drive for result
5. Communicators powerfully and prolifically.
6. Builds relationships
7. Displays technical or professional expertise
8. Display a strategic perspective
9. Develops other
10.Innovator

2.2. Concept and meaning of leadership theories

Leadership theories have been the sources of numerous studies. In reality as well as in
proactive many have tried to define what allows authentic leaders to stand partly from the
mass, hence, there as many theories on leadership as there are philosophers, researchers and
professors that have studied and untimely published their leadership theory. So there are
commonly categorized by which aspect is beloved to define the leaders. The most common
one are Great man theory, trait theory, behavioral theory, contingency theory, transactional
theory and transformational theory.

2.2.1 Great man theory

The great man theory evolved around themed 19th century. Eventhough no one was able to
identify. With any scientific certainty which human characteristic or combination for
identifying great leaders- Everyone recognized that just as the name suggests only a man
could have the characteristics of a great leader

5 | Page
 The great man theory assumes that the traits of leadership are intrinsic that simply
means that great leaders are born. They are not made this theory sees great leaders as those
who are destined by birth to become will rise when furthermore, the belief was that great
leaders will rise when conformed with the appropriate situation the theory was popularized
by thoms carly writer and teacher. Just like time the great man theory was inspired by the
study of influential heroes there worship and the heroic in history he compared a wide arroy
of heroes, in 1860; herberyt Spencer an English philosopher disputed the great man theory by
affair that these heroes are simply the product of their times and their actions the result of
social conditions.

2.2.2. Trait theory (1930s 1940s)

The trait leadership theory believes that people are either born or are made with certain
qualities that will make them excel in leadership roles that is certain qualities such as
intelligence, sense of responsibility, creativity and other values pyts any one in the shoes of a
good leader, in fact Gordon Allport personality relevant terms (mohrews, deory white man,
2003, p.s)

The trait theory of leadership focused on analyzing mental, physical and social
characteristic order to gain more understanding of what is the characteristic or the
combination of characteristics that are common among leaders;

There are many short fauns with the trait leadership theory however-form a psychology of
personalitys approach, Gordon allports studies are among the first ones and have brought the
study of leadership the behavioral approach

Psycho metrics was in its early years- personality traits measurement werent reliable
across studies, study samples were of low level managers, explanation we arent afraid as to
the relation between each characteristics and its impact on to the leadership, the context of the
leader wasnt considered. Many studies have analyzed the traits among existing leaders in the
hope of incurring those resonation for ones leadership a abilities in vain the only
characteristics that were identify among these individuals were those that slightly taller and
slightly more intelligent

2.2.3. Behavioral, theory (1940s 1950s)

6 | Page
In reaction to the trait leadership theory the behavioral theory are offering a new
perspective one that focuses on the behaviors of the leaders as opposed to their
mental physical or social characteristic. Thus with the evolutions in
psychometrics, notably, the factors analysis, researchers were able to measure
the cause an affects. Relationship of specific human behaviors from leaders
from this point for word any one with the right conditioning could have access
to the once before eite club of naturally gifted leaders. In the words, leaders are
made not born.

The behavioral theories first divided leader in two categories. Those

that were concerned with the people through the literature these are referred to
as d/t names, but the essence are identical

2.2.4. Contingency theories (1960s)

The contingency leadership theory argues that there is no sing way of leading
and that every leadership style should be based on certain situation, which
signifies that there are certain people who per format the maximum level in
certain places but at minimal performance when taken out of their element.

To a certain extent contingency leadership theory are an extension of the

trait theory in the sense that human traits are related to the leaders exercise their
leadership it is generally accepted within the contingency theories that leaders
are more likely to exercises their leadership when they feel that their follows
will be responsive.

2.2.5. Transactional leadership theories (1970s)

Transactional theories, also known as exchange theories of leadership are

characterized by a transaction made be/n the leader and the follower in fact the
theory values a positive and mutually beneficial relationship. For the transaction
theories to be effective and as a result have motivational value. The leader must

7 | Page
find a means to align to adequately rewarded (or punish) his follower for
performing leader- assigned task in other words transactional leaders are most
efficient when they develop a mutual rein forcing environment, for which the
individual and the organizational goals are in sync.

The transitional theories state that humans in general are seeking to maximize
pleasurable experiences and to diminish un-pleasurable experiences. Thus we
are more likely to associate ourselves with individual that add to our strengths.

2.2.6. Transformational leadership theories (1970s)

The transformational leadership theory states that this process is by which a person in tracts
with others and is able to create a solid relationship that result in high percentage of trust, that
will later in an increase of motivation both intrinsic and extrinsic in both leaders and follows

The essence of transformational theories is that leaders transform their followers through
their inspirational nature and characteristic personalities. And regulations are flexible, guided
by group norms. These attributes provide a sense of belonging for the follows as they can
easily identify with the leader and its purpose.

2.3. Concept and meaning of leadership styles

The behavior exhibited by a leader during supervision of subordinates is known as leadership

styles. There are probably as many different styles of leadership as there are leaders.
Basically or commonly known there are five types of leadership styles.

8 | Page
2.3.1. Autocratic style

Authoritarian leadership results when leaders make all the decisions and tell followers what
to do. Assumes workers are incapable of independent decisions.

A leader, who centralizes authority, dictates work methods, makes unilateral (independent)
decisions, and limits employee participation.

Authoritarian leadership works best when situations require rapid and efficient job
performance.

This style effective on Military does this perfectly.

2.3.2. Democratic leadership style

In the also known as participative leadership, is a style of the group take a more participative
role in the decision making process. Every one given the opportunity to participate, ideas, are
exchanged freely, and discussion is encouraged while the democratic process tends to focus
on group equality and the free flow of ideas, to lead of the group is still there to after
guidance and control.

The democratic leader is changed with deciding who is in the group and who gets to
contribute to the decisions that are made researchers have found that than democratic
leadership style is one of the most effective and leads to higher productivity better
contributions from group member and increased group moral.

2.3.3. Lassie faire

This leadership style is rather complete delegation of authority in to the hand of subordinators
so they must plan, motivate, control and otherwise be responsible for their own actions the
lassies fair manager avoids power and relinquishes the leadership position then the question
arise as way certain leaders opt out of the leadership roles? In general sense we can state that
leader perceives that the costs associated with leading are greater than the benefits more
especially the reasons may be lack of self-confidence, fear of failure etc...

Lassie faire style would seen to be appropriate under the condition.

1. The organizational goals have been communicated well and are acceptable to the
subordinators.

9 | Page
 2. The leader is interested in delegating decision making, fully
3. The subordinators themselves are well-trained and highly knowledgeable concurring
their task and are ready to assume responsibilities.

2.3.4. Situational Leadership Style

Leaders can utilize the combination of the above three styles depending on the
situation.

Manager choice may depend on:

Forces in the manager

Forces in the situation

Forces in subordinates

2.3.5. Bureaucratic Leadership

Assumes workers are externally motivated and relies on organizational rules and policies.
Inflexible approach that means all things are performed or done based on a seated rule and
regulation.

2.3.6. Transactional leadership style

Transactional leadership also known as managerial leadership focuses on supervision,

organization and performance

- Transactional leadership is a style of leadership in which leaders promote compliance

both rewarded and punishment- unlike transactional leaders those using the
transactional approach are not looking to change the future, they look to keep things
transactional leadership as a model pay attention to followers work in order to find
faults and deviations. This type of leadership is effective in crisis and emergency.
- Transactional leaders focus on increasing the efficiency of established routines and
procedure, and more contained with existing rules than with making change to the
structure of the organizational.
- Transactional leaders are concerned with processes rather than forward thinking ideas.
These types of leaders focus on counting reward (also known as contingent or negative
reinforcement)

10 | P a g e
2.3.7. Transformational leadership style

Transformational leadership is style of leadership where a leader works with subordinates to

indentify needed change creating a vision to guide the change through inspiration and
executing the change in tandem with committed members of a group.

Transformational leadership serves to enhance the motivation moral and job performance of
follows through variety of sense of identity and self to a project and to the organization, being
a role model for follower in order to inspire them and to raise their interest in the project
challenging follower to take greater ownership for their work and understanding the strengths
and weaknesses of followers allowing the leader to align followers with tasks that enhance
their performance. In short speaking transformational leadership focus on change.

2.4. Concept and meaning of motivation

Motivation is during force which helps cause us to archive goals. Motivation is said to be
intrinsic or extrinsic the term is generally used for humans but theoretically . It can be used to
describe the cause for animal behavior as well this article refers to human motivation.
According to various theories motivation may be rooted in a basic need to minis physical
pain and maximize pleasure or desired object, goal state of being ideal, or it may be attributed
to less apparent reasons such as altruism, selfishness, morality, or avoiding morality-
conceptually motivation should not be confused with either volition or optimism.

Motivation is related to but distinct from emotion

Motivation is said to be intrinsic and extrinsic

Intrinsic motivation refers to motivation that driven by on interest or enjoyment in the task
itself , and exists within the individual rather than relying on any external pressure intrinsic
motivation has been studied by social and educational psychologists since the early 1970s.

- Extrinsic motivation comes from outside of the individual common extrinsic

motivations are rewards like many and grads coercion and threat of punishment.
Completion is in general extrinsic becomes it encourage the performers to win and beat
others, not to enjoy the intrinsic rewards of the activity.

2.4.1 Theories of motivation

2.4.1.1. Carrot and stick approach theory

11 | P a g e
 This motivation theory is based on the principals of reinforcement and is given by
philosopher Jermey Bentham during the industrial revolution. This theory is derived
from the old story of a donkey, the best way to move him is to behind. The carrot is a
reward for moving while the stick is the punishment-for not moving and hence making
him move force fully. Thus an individual is given carrot (i.e) reward when he performs
efficiently and is jabbed with a stick or is given a punishment in case of non
performance while giving the punishment; the following points need to be taken care of
1. Punishment is said to be effective in modifying the behavior if an individual
selects desirable alternative behavior.
2. If the above condition does not occur the behavior will be temporarily suppressed
and may reappear after the punishment is over.
3. The punishment is more effective when given at the time the undesirable behavior
is actually performed
4. The management should make sure, that punishment is properly administered and
does not become a reward for the undesirable behavior
Thus carrot and stick approach of motivation should be applied carefully such
that both have the positive motivational effect on the people in the organization.

2.4.1.2 Need of hierarchy

The hierarchy of needs theory was coined be psychologist Abraham Maslow in his 1943
paper 11 A theory of human motivation the crux of the theory is that individuals most basic
needs must be met before they become motivated to archive higher level; needs the hierarchy
is made up of 5 levels.

1. Physiological needs, these needs must be met in order to survive such as food, water
and shelter
2. Safety in including personal and financial security and health and wellbeing
3. Level belonging the need for friendships relationships and family.
4. Esteem the need to feel confident and be respected by others
5. Self-actualization- the desire to archive every things you possibly can and become the
most that you can be according to the hierarchy of needs you must be in good health
safe and secure with meaningful relationship and confidence before you are able to be
the most that you can be.

2.4.1.3 Hertzberg two factors theory

The two- factor theory of motivation (otherwise known as dual-factors or motivational

hygiene theory) was developed by psychologist Frederick Herzberg in the 1950s. Analyzing

12 | P a g e
the responses of 200 accountants and engineers who were asked about their positive and
negative feeling about their work; Herzberg found two factors that influence employee
motivation and satisfaction.

1. Motivation factors
Simply put these are factors that lead to satisfaction and motivation employees to work
harder. Example might include enjoying your work feeling recognized and cares
progression
2. Hygiene factors

The factors can lead to dissatisfaction and a lack of motivation if they are absent. Example
includes salary, company policies, and benefits relationships with manager and co-workers.
According to Herzbergs finding while motivator and hygiene factors both influenced
motivation, they appeal to work completely independently of each other while motivational,
the absence of these factors didnt necessarily cause dissatisfy faction likewise satisfaction
and motivation but their absence caused an increase in dissatisfaction

2.5. Concept and meaning of communication

Communication is the act of influencing and inducing others to interpret an idea in the
manner intended by the speaker or writer. The term communication is derived from the Latin
word communication which means common this stands for the shoring of idea in common.
Communication of ideas establishes a common ground for understanding. Management is
concerned with getting things done through others a task that people. In fact everything a
manager does involve communication. For instance to take a decision a manager need
information in short speaking communication means broadly defined as the process of
meaning full infraction among human being.

- It is the act of making ones ideas and opining known to others

- It is the sum of all the things one person does when he wants to create understanding in
the mind of another.
- It is the inter-personal and inter-organization inter change of integral information.

2.5.1. The process of communication

13 | P a g e
To be effective communication should understand the basic from, work of
communication process. The basic elements of communicational are:-

1. The communicator
2. Encoding
3. The message
4. Medium
5. Decoding
6. The recover
7. The feed back

CHAPTER THREE
3. Presentation and analysis of date
In this chapter we are present and analysis of date gathered from the organization by using
interview.

We are gather date by using informal interview; mean that first we develop some
questionnaires then we proceed to develop other additional questionnaires at the time of
interview in order to make clarification of idea.

Questionnaires were prepared to both workers and employees. Because we can gather
sufficient date from both rather than we collect from manager or employee.

Those questionnaires help to us to know how leadership practiced within the company. How
they motivate its workers and how they communicate with in the organization.

Based on the date gathered by using questionnaires from the organization we proceed to
present and analysis the general circumstance of the organization about its leadership styles,
motivation and communication within millennium share association school we have presents
as follow as .

1. How the organizations control its employee?

14 | P a g e
We can ask some employee by using convenient sampling technique, those responses was
company use a check board in order to control employees presence nesses and absence
nesses at the working time.

The response of manager or director of the school was we control our employees activities
by using personal observation and check board.

Form the above presentation we can Analysis that the company control its worker by using

Prepare a check board .If that ticking name in older to insure they are present or
doesn't at work place at working time.

By directly observe the workers acclivity

2. Does the company participate employee into decision making at the time of decision
making?

This question helps us to know how company made proper decision.

The response of manager to this question was some time we allow employees participate at
decision making, but it is not always.

At this time we raise a question, i.e., when the company allows employees can participate in
decision making?

At the time of data needed from them we allow they participate in decision making ,for
example the management want to make a decision on the area of, how deliver quality of
education to student ,how we can increase the quality of education like those decision made
with employees.

Mostly decision are made by manger / director of the school at the time of decision making
board of director or committee are directly involved.

Form the above we can conclude that mostly decision made by manager but some time they
allow employees in order to participate a decision making by proving some are full
information those are relevant to decision making .

3. Does all staff needs a tight supervision?

15 | P a g e
The response of manager to this question is yes there are many employees need a tight
supervision but not all.

The company categorized its employee into three based on the need of supervision.

Employees that need a tight supervision

. employees that does not need a tight supervision

Employees that need some direction or supervision

I/ Employees need a tight supervision

Those employees who need high supervision or continuously direction. Those employees do
not work without direct supervision b/c of this the manager or director involves direct control
to employee who is need tight control.

Almost employee within the company need direct supervision, b/c of this the majority of
employee within the company need directly accept an order from their supervisor.

Lets we provide some example .who is require direct supervision.

Employees absent from work at work time b/c of the absence of attendance at this time
organization need daily an attendance.

II/ employee doesnt need a tight supervision

Those employee are highly qualified & skilled person .who are self initiated & they are high
passion to develop student in order to support the development of country and they doesnt
need a direct supervision from the manager .b/c they are self motivated employee, they are
small in number with in the origination and they are understanding organizational goal &
objective.

III/ employer need some direction /supervision

That employee needs some supervision or motivational factor in order to a chive

organizational goal.

They want to good work environment rather than tightest supervision .Then the company
tries to find good working conditions in order to optimize that efforts.

16 | P a g e
 From the above explanation we can concludes that there is three type of worker in the
school. Many of them are needs direct control in order to achieve organizational goal. But
some of them dont need tight supervision. From this we can concludes that the company
follow autocratic leader ship style.

4. Does the organization have rule & procedure those employees follow?

This quotation directly asks a student, workers, and managers the responses of them are:

From student : there is some rule & procedures we follow to got a service ,like at the time of
registration we are going to finance ,then go to registrar & finally go to other subdivision
registrar departments .but this procedures doesnt long ,but we consider a small
bureaucracy .

Worker /teacher with in the school and manager are agreeing there is no more bureaucracy to
do their activities, but managers tall to us. There are some rule & regulation that guise them
to do its activities, like student must be dress a uniform, teacher were dresses a Gowon.

From the above presentation we can summarize that almost there is no bureaucratic activities
within the association. Generally we conclude there is no bureaucracy within the
organization.

5. Does the manager allow employee work without any supervision or totally delegate to
them?

The response of the manger is there is no totally delegation to the employee ,he give a reason
to us why the management doesnt delegate totally to employee .that lose organizational goal
.& the management fear totally give a power to employee that lead to other direction without
the organization goal because of the company doesnt delegate totally. .

Generally we summarize that there is no totally delegation in millennium share association

school.

6. Does the organization have any motivational factor?

There is some motivational factor in order to motivation employee to a chive organizational

goal i.e. to provide good quality of education

17 | P a g e
 Some of them motivational factors are announce a person who is performing effectively,
the announcement is by posting a notice board or talling at an organizational ceremony like
closing & opening day.

Other means of motivation are paying additional incentive a person who has unique talent but
not only incentive to he/she have a good performance and good relation with other employee
& its student.

7. Is there any punishment when the employee made a mistake or to other on wanted
activities?

Yes there is any punishment take into a count for example when one employee absent from
work at work time the company can punish this employee by charging or deducting his or her
salary based on the number of day he or she are absent .

8. How the employee &manager communicate in order to accomplish organizational goal?

Commonly they uses face to face way of communion, but sometimes they uses or
communicate by written materials , for instance manager want to a report from its
subordinate, the report is presented by paper .

From this we conclude that the company uses face to face way of communication.

18 | P a g e
 CHAPTER FOUR
4. SUMMARY, CONCLUSION & RECOMMENDATION

4.1. Summaries

The following are a short summary of data presented and analysis in chapter
three

Millennium share association Scholl control it employee by using a check

boar and directly personal observation or the activity workers at work
time.

Mostly decision decided or made by a manager. but same times the

managers want to relevant information that help to make a proper

19 | P a g e
 decision he/she allow the involvement of its subordinates /worker in
providing information but the final decision made by the manager .

Millennium share association have three type of worker based of the

degree of need supervision .those are.

I/ worker need tight supervision

II/ workers doesnt need tight supervision

III/ worker sometime need tight supervision from this employee the most
or majority of the worker are need first supervision.

The company has some processes from students view of point but
worker & mgr agree there is no procedure but it has some rule to guide
the activity of worker.

Organization gives an announcement or recognition to the employee who

is effectively performs its activity for the purpose of motivation.
Organization use other mechanism to motivate its worker by giving
incentive or compensation.

Face to face way of communication is the most common way of

communication in the school .but they are sometime written form of
communication.

4.2 conclusions
Based on the above paintings the following conclusion are concludes
/analyzed

Mostly the company practice autocratic leadership style but not always
sometimes they are democratic or participatory leadership styles war
partied

20 | P a g e
 Mostly decision made by tape manager /director of the school. These
show that this school directly implements autocratic leadership style.

Most employees in the organization needs direct supervision, so this leads

to autocratic leader ship style.

Organization colder motivate its employee by giving inventively

compensation and give a recognition or announcement & pinion
theme ,this approach directly lead to are carrot and stick motivation a
prewash .

Organization mostly uses face to face way of communication.

4.3 Recommendation
1. What I want to recommend to here is that the management should allow to
employee participate in decision making process. But not always, but in most
cause the allow them .b/c the participate in most case of decision they feel as
ownership & that perform its activity proficiently.

2. The management shouldnt closely control or supervise as them B/c the

company produce & deliver educational service ,at this time worker wants to do
free from any bias .b/c they are their own brain but not or material then they
want a mental motivational faster rather than physical motivation .

3. The management should work highly on the change of maid set or behavior
of workers rather d irectly supervises them.

4. organization should are other made of communities because now a day there
are so many technological output method of communication like E-mail,
communication the organization should be up grade itself with the change of
technology.

21 | P a g e
22 | P a g e