THE IMPACT OF LEADERSHIP STYLES ON THE ORGANIZATIONAL PERFORMANCE OF CIVIL SERVANTS IN BÉLABO CITY, CAMEROON

CHAPTER ONE INTRODUCTION 1.1 Background of the Study Leadership plays a vital role in shaping the success and overall effectiveness of any organization. It is often described as the ability to influence and inspire others to work diligently towards achieving shared goals (Alghazo & Al-Anazi, 2016). A strong and effective leadership presence helps in fostering a positive organizational culture and mindset (Alghazo & Al-Anazi, 2016). According to Hurduzue (2015), leadership styles that are well-implemented have the power to drive personal and professional development among employees, contributing to organizational excellence. Field (2015) notes that leadership has consistently been a pivotal element throughout human history. When organizations fail to adopt sustainable leadership approaches—especially in instances where leaders are chosen based on criteria other than merit—it can create serious challenges. Leadership that lacks merit-based legitimacy often struggles to gain the trust of followers, leading to low employee morale and weakening the organization’s overall performance (Glantz, 2020). Inappropriate leadership styles tend to widen the communication gap across different levels of management and among staff. The absence of meritocratic leadership combined with a lack of strategic leadership vision often causes organizations to perform below expectations. Igbal (2015) points out that while some argue that it is unrealistic to expect outstanding results from leaders in environments lacking established structures, many individuals are simply unfit for leadership roles and are thus unlikely to produce exceptional outcomes. In other words, when clear leadership principles are missing and leaders are poorly equipped for their roles, organizations risk experiencing setbacks rather than progress. Cameroon, situated in Central Africa, faces several public administration challenges, including limited resources, bureaucratic inefficiencies, and governance concerns (Foyou, 2019). One of the cities affected by these issues is Bélabo, located in the eastern part of the country. Despite the critical need for effective leadership to address these difficulties, there is a noticeable lack of localized research focused on how different leadership styles influence the performance of public officials in Bélabo. Previous studies conducted in various contexts have identified several leadership styles—such as transformational, transactional, autocratic, democratic, and laissez-faire—each of which can impact organizational outcomes differently (Inyang, 2019). For instance, transformational leadership is typically linked to higher levels of employee satisfaction and engagement, whereas transactional leadership is more focused on setting clear goals and using rewards to achieve them (Knies, 2016). However, how these leadership styles play out in the unique cultural, economic, and administrative environment of Bélabo remains underexplored. Understanding how different leadership approaches influence public administration in this context is essential for improving service delivery and government performance in the area. This research intends to address this knowledge gap by exploring how leadership styles impact the organizational performance of civil servants in Bélabo City (Nongo, 2025). Specifically, the study aims to examine how different leadership techniques affect public servant productivity and job satisfaction. The findings are expected to offer practical guidance on adopting the most suitable leadership strategies within Bélabo's local government system. Therefore, the study will investigate the influence of leadership styles on the organizational performance of civil servants in Bélabo City, Cameroon. 1.2 Statement of the Problem In recent years, there has been growing recognition of the crucial role leadership plays in shaping organizational performance, particularly in the public sector. Effective leadership has the potential to greatly influence both the productivity and job satisfaction of civil servants, as well as the quality of public service delivery (Northouse, 2018). Like many cities in Cameroon, Bélabo faces its own unique challenges in the area of public administration. However, there is limited comprehensive research on how different leadership styles affect the performance of public servants within this specific context. To truly understand the relationship between leadership styles and government worker performance in Bélabo City, it is important to acknowledge the complexity of managing public sector institutions and the wide variety of leadership approaches currently in use. While earlier studies have emphasized the importance of transformational and transactional leadership in other regions (Pallant, 2015), the specific dynamics in Cameroon—and Bélabo in particular—require closer examination. Gaining a deeper understanding of these leadership dynamics in the Bélabo context could offer valuable insights for developing better leadership practices that enhance public sector effectiveness. This study aims to address this gap by exploring how various leadership styles influence the operational efficiency of government employees in Bélabo. It seeks to add to the existing body of knowledge on leadership’s impact on public administration and generate findings that can guide policy and practice in Bélabo's civil service. Hence, the focus of this research is on examining how leadership styles affect the organizational performance of civil servants in Bélabo City, Cameroon. 1.3 Objectives of the Study The primary objective of this research is to explore how different leadership styles influence the organizational performance of civil servants in Bélabo City, Cameroon. The specific objectives include: i. To examine the leadership styles currently practiced by leaders within civil service organizations in Bélabo City, Cameroon. ii. To assess the relationship between leadership styles and the performance of civil servants in Bélabo City. iii. To identify mediating factors that influence how leadership styles affect organizational performance in Bélabo City. iv. To propose practical recommendations for effective leadership practices that can improve organizational performance among civil servants in Bélabo City. 1.4 Research Questions This study seeks to answer the following research questions: i. What leadership styles are currently used by leaders within civil service organizations in Bélabo City, Cameroon? ii. What is the nature of the relationship between leadership styles and the performance levels of civil servants in Bélabo City? iii. What are the mediating factors that influence the link between leadership styles and organizational performance in Bélabo City, Cameroon? iv. What leadership practices can be recommended to improve organizational performance among civil servants in Bélabo City? 1.5 Significance of the Study This study will be valuable to the following stakeholders: Policymakers: The research findings can help guide policy decisions and management strategies by offering data-driven recommendations for developing leadership training programs and interventions that are tailored to the needs of Bélabo’s public service sector. Academic Contribution: The study contributes to scholarly work on leadership and organizational performance within public administration, especially in a localized context like Bélabo. It helps expand the research landscape and allows for comparative insights with findings from other regions or countries. 1.6 Scope of the Study The focus of this research is on the influence of leadership styles on the organizational performance of civil servants in Bélabo City, Cameroon. The study will explore leadership approaches adopted by public sector leaders, investigate the link between those leadership styles and the performance of civil servants, identify relevant mediating factors, and offer recommendations aimed at improving leadership effectiveness within Bélabo’s public administration. 1.7 Limitations of the Study As with many research projects, this study encountered some limitations. Financial constraints posed a challenge in accessing extensive literature, gathering data, and managing logistics such as distributing questionnaires or conducting interviews. These constraints influenced the decision to use a moderately sized sample. Additionally, the researcher had to balance this study with other academic responsibilities, which limited the amount of time dedicated exclusively to research activities. 1.8 Definition of Terms Leadership Styles: Various methods that leaders use to guide and motivate their teams. Examples include transformational, transactional, autocratic, democratic, and laissez-faire leadership. Organizational Performance: The effectiveness with which an organization achieves its goals. This includes productivity, employee satisfaction, service quality, and strategic success. Civil Servants: Government employees responsible for delivering public services in areas such as healthcare, education, infrastructure, and security. Transformational Leadership: A leadership style focused on inspiring and motivating staff to exceed expectations and strive for organizational success. These leaders often foster a positive and empowering work environment. Transactional Leadership: A structured leadership approach based on rewards and penalties. It involves setting clear goals and evaluating performance based on the achievement of those goals. Autocratic Leadership: A top-down leadership style where decisions are made solely by the leader with minimal input from subordinates. This can lead to faster decision-making but may affect employee morale. Democratic Leadership: A participative approach to leadership where input from team members is valued in the decision-making process, promoting engagement and shared responsibility. Laissez-faire Leadership: A hands-off leadership style where employees are given autonomy to make decisions. While this can encourage innovation, it may also result in a lack of structure. Mediating Factors: Elements that influence the relationship between leadership style and organizational performance, such as employee motivation, workplace culture, and job satisfaction REFERENCES Alghazo, U. and Al-Anazi (2016). The influence of leadership styles on organizational performance in Nigeria. Global Journal of Human Resource Management Vol.4, Published by European Centre for Research Training and Development UK. Hurduzue, T. J. (2015). Multivariate data analysis (6th Ed).Upper Saddle River, NJ: Pearson Qualification Inc. Field, P. 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