LEADERSHIP STYLES AND EMPLOYEES’ PERFORMANCE IN THE FLOUR MILL INDUSTRY IN NIGERIA

Abstract

The study examined the impact of leadership styles on employees’ performance in the flour mill Industry in Nigeria.  The study employed the survey design and the stratified sampling technique to select 351 staff across management, senior and junior cadre. A well-structured questionnaire, which was adjudged valid and reliable, was used for the collection of data from the respondents. The data obtained through the administration of the questionnaire was analyzed using the Pearson Correlation Analysis. The result of the correlation analysis showed that there is no relationship between autocratic leadership style and employees’ performance in the flour mill industry in Nigeria. It implies that autocratic leadership approach does not significantly impact employees’ performance, and it was also discovered that there is no statistically significant relationship between democratic leadership style and employees’ performance in the flour mill industry in Nigeria. This findings suggested that the democratic approach to leadership does not have a meaningful impact on employees’ performance in the flour mill industry in Nigeria. It was therefore concluded that intricate interplay among these leadership styles underscores the necessity for a balanced approach. Organizations that strategically combine elements from various leadership styles can cultivate a more adaptable culture that meets diverse employees’ needs and drives performance. Embracing a multi-faceted leadership strategy enables organizations to leverage the strengths of each style, fostering an environment conducive to both stability and innovation. Based on this, the following recommendations were proffered that training programs should be developed to equip leaders with skills in multiple leadership styles; leaders should leverage on the diverse strength of their team members, encouraging collaboration on tasks, project, and strategic initiatives to achieve collective goals; organizations should establish channels for employees to provide feedback on leadership effectiveness and their experiences and leaders should prioritize clear communication of goals and expectations.