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Discuss about leadership and management in Nigeria and India.
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Leadership and management have always been a topic of discussion in all countries. The framework and elements of leadership have been developed using various collections from different theories. Good leaders are prepared when leaders continuously self-asses themselves, learn, guide and gain experiences (Dunkley, 1972). Proper management and leadership can help the companies to solve problems of high turnover, absenteeism, low morale, etc. The performance of an organization depends on how much the employees are motivated and how much they are satisfied with the job. Different countries adopt different management and leadership styles to gain success and run their organizations. In early times, leadership was explained as per the circumstances and situations. But the effective leader is the one who can match his skill level to the maturity of subordinates. Today the world is changing, and a single leadership style cannot be applied everywhere. Some techniques also depend on the culture, traditions of a country. Leadership is defined as a social influence wherein people takes help and support of others or leaders to accomplish some task (Stamp, 1986). Leadership and management are regarded as effective if it is able to successfully integrate the resources and is able to maximize it. Leadership helps people to succeed consistently in a given situation and meet expectations of a company. Leadership and proper management provides a vision to members of a team and develop path so that maximum output can be achieved. Leadership is about adapting to change, and this makes a leader effective (Carlisle, 1970). The complexity of leadership is divided into five different perspectives that are behavioral, competency, transformational, contingency and implicit. It persuades the followers to achieve the objective and makes people in the organization interconnected and coherent. There are various kinds of leadership, but transformational leadership is accepted widely. Here, the people prefer to become leaders in learning and education. Values, ethics, belief, knowledge, etc. makes an individual a good leader.
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Nigeria is an alignment of nations that is organized together by caprices of colonial boundaries. Here the state has followed nations. Before the people felt that they were Nigerians, the state of Nigeria came into existence (Sethuraman & Suresh, 2014). Earlier, they viewed themselves as Igbo, Bini, Fulani, etc. instead of Nigerians. Before the Britishers, there were different nations that were independent and were divided into kingdoms. These various kingdoms made present day Nigeria.
Nigeria is blessed in ramifications, but mostly all citizens languish in poverty due to the poor leadership styles adopted by leaders in the country. In this country, leadership is exhibited by contestants for whom the win in elections means a matter of life and death. The leaders view leadership as a way of making money and gaining wealth and nothing more than that. The leaders enjoy uncountable privileges. They earn such high salaries which don't even match their academic and professional qualifications. Nigeria has suffered from the problem of poor leadership for many years whenever the elections happen. The manifestos of elections seem to be people oriented, but when the time comes for the leaders to prove themselves, corruption enters into place. The leaders have looted the treasury of nation which has caused Nigerians to languish in poverty. The trade unions in Nigeria had gone developmental changes over a series of stages. During this turbulent time, the leaders needed to adopt situational leadership style at that point, but they did not. This style works best depending upon various situations. This genuine style of leadership can turn things around if it is supported by the cooperation of followership. The companies in Nigeria have realized over the years that to achieve the objectives of business, and to increase the performance of the organization and its effectiveness, they should give importance to management and leadership style. In this setting, the leaders use transformation leadership style so that they are able to create a vision for employees and help them to change as per the needs. A study conducted in Nigerian organizations showed that use of proper leadership style in Nigeria helped the leaders in increasing the performance of organizations.
There are two orientations which are instrumental and expressive that are related to the effectiveness of leadership. The direction of leadership depends on nature of the organization. This happens because different group need varied kind of leadership with the supervisors and managers. When the environment of the organization is isolated and segregated, informal and expressive leadership works the best.in instrumental orientation, the leaders are more task oriented, and they motivate team members to perform and maintain the quality of the product. In expressive orientation, the focus is on getting along with group members and be attentive so that goals of the organization are not disturbed. Effective leaders are good at endorsing ideas and concepts and in promoting ideologies. Leaders can shift attention towards goals of the organization by guiding them and making strategies that make people work towards the goals. But this is not the case in Nigeria. Nigeria practices self-acclaimed democracy and follows a democratic leadership style. In this style, the leaders are much open, they encourage participation and are pragmatic, but the essential attributes of this style lacks in Nigeria. Although it seems like democracy is practiced, in reality, it does not show. The followers term it as ‘crazy democracy'. It is found that instead of democracy, more elements of authoritarian exploitative are present in this state. The authoritarian-benevolent style is present only on papers and is not practiced in reality. There is a significant difference between the structure of leadership and in the way it operates. It has copied the democratic style of leadership, but it has failed in adopting the principles of democracy. The followers or the people in Nigeria believe that the country is run on a dis-functional civil rule style. This leadership style is used in a coercive manner in Nigeria, and it has brought together the diverse population of Nigeria (Solomon & Mathews, 2002). There is disunity in Nigeria because people there prefer primordial culture instead of civil culture (Kelly, 2006). Hence, it is necessary that leaders there follow a dictatorial style of leadership. In democratic style, the decision power is decentralized but in Nigeria, the state doesn't have the authority to manage the resources, people, and security. It affects the productivity of the country, their safety, the socioeconomic and political growth as well. Nigeria is no more a new state now, it has developed over time, and the current state of underdevelopment can be solved by decentralization and pragmatic style of leadership. In Nigeria, citizens are demanding results from government, and they believe that only a few people have the wealth.
India is such a country where there is the diversity of social, economic, cultural and lingual aspects. The organizations have large sizes and people who differ in backgrounds, mental abilities, capabilities. They are very heterogeneous (Hedrick-Wong, 2006). To influence this different group, using a distinct style of leadership is a challenge for the managers. In addition to this, there are changes happening in India rapidly. Mainly, India has witnessed directive style of leadership where the leader is in charge of an entire team, and he issue orders/ give instructions to people/followers to perform specific tasks. He focusses on getting the work done which will reap his benefits. By doing this, the entire workforce receives dependent on the leader. Employees don't think beyond the given orders, and they receive no motivation from the manager. No creativity is fostered as the leader is involved in performing the routine tasks of the organization. Due to all this, the future development of organization gets hindered. In order to steer the people, leaders practice domination in the India. Apart from this, there are other styles of leadership and management too practiced by people in India. There is action oriented leadership, where a leader is active, performance-oriented, energetic and keeps all members active and on their toes. Then dynamic leadership is followed too where the Indian leaders are confident and has quick grasping power. He can acquire the knowledge rapidly and can understand the environment so that he can adapt himself and can help his followers to adapt to the change quickly. In transactional leadership, the leader is clear about what the objectives are, and they fix the deadlines and adhere to them. The transformational leader helps in the transformation of the character of an organization. A transformational leader is committed, dedicated, and develops values for employees ("Leadership styles", 2011). A visionary leader is broad minded, knowledgeable, a good communicator, pragmatic, he leads his team by inspiring people, and he has the ability to evoke emotional commitment for the followers (Jenkins, 2005). An innovative leader creates, innovates, and he also encourages the people to give valuable suggestions and make improvements in the system.
In India, the leaders are also believed to be autocratic because in the Indian organizations, the subordinates are supervised by the leaders closely and they are not allowed to participate much in the decision making. Management styles are determined by various factors like peers, bosses, co-workers, etc. and hence a uniform style of leadership is not possible in this setting.
There are family managed organizations prevailing in India, where the sons and grandsons of the owner/entrepreneur take over the business (Shepperdson & Vidyarthi, 1968). Here all decision making is highly centralized, and style of leadership is authoritative. This style is not new in this kind of set ups; this is also inherited, and no change is made by the new leaders in this type of settings. But in other organizations that are owned privately or by multinationals, the leadership is participative, unlike Nigeria, it is not just on papers, but in practice too. The culture is more conducive towards applying the modern approach to management. The participation is greater in Indian organizations. In most of the public sector set up in India, the bureaucratic style is present. The result is status differentials, impersonal relations and class distinctions (Jogulu, 2010).
Since India is a multicultural country, the leader has to handle the diversity of communication, and he has to manage the varied functional styles of employees. He has to remain curious so that he can understand, respect and value the diversity of culture in India. The Indian leaders are more relationship oriented, and they have excellent communications and oration skills. They are expressive and receptive too. Due to the changing business needs, the leaders promotes open work environment and practices even directive style of leadership whenever the situation demands. Leaders and managers are friendly too so that the followers have a regard for them, and they follow them even in difficult times. Leaders are patient in India because many abnormal situations arise and here the disrespect for seniors or elders is regarded serious.
The leadership has emphasized on task orientation, following the orders and control of the leader so that more relationship oriented workplace cab be built and employees can be empowered, they can be developed properly, and teamwork can be made successful to a great extent. Through leadership, a leader can develop the skills of employees and his followers and thereby can improve the outcomes of their company or country because by effective leadership, the loyalty, commitment, and engagement of employees increases. The organizations in India, follow a servant leadership theory where more relationship oriented workplace can be created. Leadership in Nigeria is all about democracy which is fake. Basically, the authoritative style is followed, and people or the followers are not happy there. If it needs to develop more pleasant places or it wants to encourage effective organizations, it should create a bundle of practices that can be applied in organizations, and the leadership can be practiced accordingly. In India, a diverse culture prevails, and hence, a variety of leadership styles are practiced. Since global expansion is taking place, so leaders should try to make the environment-friendly and connect them to the organization emotionally.
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Carlisle, A. (1970). Leadership Styles for Foreign Operations. Relations Industrielles, 25(2), 256. http://dx.doi.org/10.7202/028127ar
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Dunkerley, D. (1972). Leadership Styles and Leadership Effectiveness. Personnel Review, 1(4), 57-62. http://dx.doi.org/10.1108/eb055217
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Hedrick-Wong, Y. (2006). The three paths: Meeting leadership challenges in China and India. Leadership In Action, 26(5), 3-6. http://dx.doi.org/10.1002/lia.1176
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Jenkins, J. (2005). On the rise: India looks for leaders to key its expansion. Leadership In Action, 25(5), 8-11. http://dx.doi.org/10.1002/lia.1133
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Jogulu, U. (2010). Culturally?linked leadership styles. Leadership & Organization Development Journal, 31(8), 705-719. http://dx.doi.org/10.1108/01437731011094766
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Kelly, S. (2006). Leadership Refrains: Patterns of Leadership. Leadership, 2(2), 181-201. http://dx.doi.org/10.1177/1742715006062934
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Sethuraman, K., & Suresh, J. (2014). Effective Leadership Styles. IBR, 7(9). http://dx.doi.org/10.5539/ibr.v7n9p165
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Shepperdson, M., & Vidyarthi, L. (1968). Leadership in India. Man, 3(3), 511. http://dx.doi.org/10.2307/2798927
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Solomon, H., & Mathews, S. (2002). Ethnic conflict management in Nigeria. Africa Insight, 32(2). http://dx.doi.org/10.4314/ai.v32i2.22282
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Stamp, G. (1986). Management Styles. Leadership & Organization Development Journal, 7(3), 27-32. http://dx.doi.org/10.1108/eb053600
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