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1. PROJECT TOPIC: THE ROLE OF EXECUTIVE LEADERSHIP ON JOB PERFORMANCE: A CASE STUDY OF MADUKA AND SONS COMPANY LIMITED PRESENTED BY ZAKARIA UMAR BABANGIDA WIUC/03/765 & JACOB MADUKU REXFORD WIUC/03/7648 SUPERVISED BY: MR. HARRY BAMPOE

2. CONTENT INTRODUCTION PROBLEM STATEMENT STUDY OBJECTIVES RESEARCH QUESTIONS METHODOLOGY RESEARCH DESIGN TARGET POPULATION SAMPLING METHOD SOURCE OF DATA DATA ANALYSIS CONCLUSION REFERENCE

3. INTRODUCTION Leadership is the process of influencing the views, attitudes, and behaviors of others. Leaders determine the firm's direction; they help see what lies ahead; they imagine what they might achieve and how they might achieve it; and they motivate and inspire subordinates. Nowadays, leadership has emerged as a fresh, efficient method for overseeing both the individual employees and the entire firm. Human resource management has progressively supplanted the old idea of personnel administration. This emphasizes the strategic integration of innovative leadership philosophies into efficient personnel management and enhancement of employee performance. (Kenneth, 2019). Executive leadership plays a crucial role in job performance within organizations.

4. Problem Statement Despite the acknowledged importance of executive leadership in job performance, research indicates that there are still gaps in understanding the mechanisms through which executive leadership impacts employee performance. While some studies have focused on the impact of leadership style on employee outcomes (Judge & Piccolo, 2004; Yukl , 2013), others have examined the role of specific leadership behaviors such as communication (Gardner & Stough , 2017) and accountability (Kouzes & Posner, 2012). Furthermore, there is a need to examine how the context in which leadership takes place may influence the impact of executive leadership on job performance. For example, the characteristics of the industry, organizational culture, and employee demographics may all play a role in determining the effectiveness of executive leadership behaviors (Schein, 2010).

5. Specific Objectives The specific objectives of this study are the following: 1. To identify the specific executive leadership behaviors that are most strongly associated with employee job performance, including communication, accountability, strategic direction setting, and culture building. 2. To examine the impact of executive leadership on employee job satisfaction and engagement. 3. To explore the role of organizational culture in mediating the relationship between executive leadership and employee job performance.

6. Research Questions 1. What are the specific executive leadership behaviors that are most strongly associated with employee job performance? 2. What is the impact of executive leadership on employee job satisfaction and engagement.? 3. How does the role of organizational culture in mediating the relationship between executive leadership and employee job performance?

7. Literature Review Theoretical Review Transformational Leadership Theory in Executive Leadership • Inspires and motivates followers to achieve higher performance. • Creates a vision, sets high expectations, and provides support. • Enhances employee motivation, commitment, and satisfaction. Empirical review "Judge and Piccolo's Meta-Analysis in 2014 on Transformational Leadership" • Found a significant positive relationship between transformational leadership and job performance. • Transformational leaders inspire, and motivate, leading to higher job performance.

8. Methodology Research Design For this study, a quantitative research design was employed. Study Population Population refers to the complete set of individuals or items from whom samples can be selected and to which study findings can be applied ( Mabila , 2017). The study population was 50 employees from Maduka and Sons Company Limited. The focus was on employees at different hierarchical levels, including executives, managers, and non-managerial employees. Sampling Size/ Sampling Method The sample size constituted 60% of the entire population, equivalent to 30 employees. The 30 respondents were a sample that accurately represents the entire population. Due to time and expense limitations, as well as challenges in gathering reliable and accurate data, it was not feasible to include the entire population in the study. Therefore, the researcher opted to pick 30 respondents as a representative sample of the overall population.

9. Cont. Methodology Sources of Data The study data will be extracted from primary sources. Data Analysis The collected data was analyzed using appropriate statistical techniques. Descriptive statistics, such as means, standard deviations, and frequencies, were used to summarize the data and examine the findings of the study. Inferential statistics, such as correlation analysis and regression analysis, were employed to examine the relationship between executive leadership and job performance. Statistical software, such as SPSS v 23 was used for data analysis.

10. Demographic Characteristics of Respondents Gender Frequency Percentage (%) Male 20 66.7 Female 10 33.3 Total 30 100 The distribution of the respondents by gender is presented in the table below: Gender of the Respondents

11. Demographic Characteristics of Respond Age of Respondent The distribution of the respondents by age is presented in the table below: Age Range Frequency Percentage (%) 18-25 9 30. 0 26-35 10 33.3 36-45 11 36. 7 Total 30 100.0

12. Impact on Employee Satisfaction and Engagement

13. Role of Organizational Culture Description of organizational culture Frequency Percent (%)   Collaborative and Inclusive 5 16.6 Results-Driven 10 33.3 Hierarchical and Structured 6 20 Innovative and Adaptive 9 30 Total 30 100.0

14. CONCLUSION In conclusion, the study on the role of effective leadership on employees' job performance at Maduka and Sons Company Limited revealed that effective leadership has a positive impact on job performance. The majority of respondents rated executive leadership as very good, indicating their belief in the influence of effective leadership on their performance. Furthermore, the study emphasized the significance of organizational culture in shaping job performance. Overall, these findings highlight the importance of effective leadership and a positive organizational culture in fostering employee satisfaction, engagement, and overall job performance.

15. Recommendations Based on the findings of the study the following recommendations can be made: Enhance leadership development programs: The organization should invest in leadership development programs to further enhance the skills and competencies of its leaders. Providing training and resources can help leaders effectively motivate and guide employees, ultimately improving job performance. Foster a positive organizational culture: The study highlighted the significant impact of organizational culture on job performance. The organization should focus on creating a positive and supportive culture that values employee well-being, collaboration, and innovation. This can be achieved through open communication, recognition programs, and opportunities for growth and development.

16. REFERENCE Kenneth Chukwujioke Agbim , K. C. A. (2019). The Impact of Organizational Structure and Leadership Styles on Innovation. IOSR Journal of Business and Management, 6(6), 56–63. https://doi.org/10.9790/487x-0665663 Kouzes J.M and B.L Posner, (2005), The Leadership Challenge; How to Get Extraordinary things done in the Organization. Yukl Gary (2005). Leadership in Organizations (7th edition) by Gary Yukl . Personnel Psychology, 64(4), 1056–1059. https://doi.org/10.1111/j.1744-6570.2011.01228_3.x

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