Organization is a social setup, which has a boundary that separates it from its environment, pursues its own collective goals, and controls its own performance (Hicks and Gullet, 1975). In a formal organization, interactions are rationally coordinated and directed through time on a continue basis.
Kraines (2001) stressed that the word leadership has been used by most disciplines; political science, business executive, social workers and educationist. However, there is large disagreement as regards the exact meaning. To Taffinder (2006) he conceived of leadership as getting people to do things they never thought of doing, do not believe are possible or that they do not want to do. It is pertinent to distinguish between leadership as an organization function and as a personal quality. In the work of Bowery (2004) he explained the later which further entails special combination of personal characteristics, which brings to light qualities and abilities of individuals. The former refers to the distribution of power throughout an organization and it to focus the patterns of power and authority in the organization.
Leadership is a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organization goals (Omolayo, 2000), a process whereby one person exerts social influence over other members of the group (Bamigboye, 2000), a process of influencing the activities of an individual or a group of individual towards goal achievement in given situations (Akanwa, 1997) and a relational concepts involving both the influencing agent and the person being influenced (Eze, 1995). Effective leadership is the extent to which a leader continually and progressively leading and directing his/ her followers to the agreed destination which is defined by the whole group.
Furthermore, leadership style is the pattern of behaviours engaged in by leader when dealing with employees. Lewin, Leppit, and White (1939) identified three leadership styles which are autocratic, democratic and lassie-faire. Autocratic leadership style involve the leader making all the decisions, wielding absolute power, assigning task to members of the group and maintaining a master-servant relationship with members of the group. On the other hand, democratic leadership style involves the use of consultative approach, encourages group participation in decision making and maintaining a master-servant relationship with group members. (Omolayo, 2007:1). The lassie-faire leadership style involves noninterference policy, allows complete freedom to all workers and has no particular way of attaining goals. However, there is no one best style of leadership. The effectiveness of particular style is dependent on the organizational situation (Omolayo, 2004). However, whichever way leadership and its pattern is defined, one thing that is certain and generally acknowledged among scholars is that from time immemorial, the role of leaders in ensuring excellent organizational performance and workers commitment to work cannot be over emphasized.
Similarly, common problems pronounced against organization performance, in Nigerian business and institutions, social, economic and particularly government establishments are poor organizational performance, bad attitude to work among Nigerian workers, un-efficiency in most circles. Some writers critically examine this aid pointed out that organizations in Nigeria are managed through a management system that is strange to the country's culture (Akpala, 1998). The number of small scale industries spring up yearly in Nigeria are so much but at the end of the dang, many of them go downhill because of a lot of factors militating against them and the problems have been attributed to the performance of leadership.
LEADERSHIP IN NIGERIA: AN OVERVIEW
Leadership in Nigeria varies from one area zone's to the other, but in the work of Akpala, he stressed out by focusing is work on Igbo organizational performance with focus on traditional social and political organizations. …