ASSESSING THE FACTORS INFLUENCING THE IMPLEMENTATION OF DEMOCRATIC LEADERSHIP STYLE IN IMPROVING ORGANIZATIONAL EFFECTIVENESS IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Leaders have a vital role in effectively guiding others to accomplish organization goals. In order to effectively manage their organization, it is crucial for leaders to establish strong connections with their employees (Sepdiningtyas & Santoso, 2018), effectively handle human resources (Kmecova, 2018), make intelligent decisions about financing (Fillol, Lohmann, Turcotte-Tremblay, Somé, & Ridde, 2019), and implement effective marketing strategies (Eriksson, Robertson, & Näppä, 2020). Leadership can be defined as the process by which an individual motivates or influences others to achieve the goals of an organization. The process of enhancing and fostering employees' self-esteem to carry out administrative responsibilities (Vila-Vázquez, Castro-Casal, Álvarez-Pérez, & Río-Araújo, 2018) and achieve goals (Chou & Ramser, 2019). Democratic leadership, also known as participative leadership, is a leadership style where group members actively participate in the decision-making process. According to Bhargavi & Yaseen (2018) and Puni et al. (2019), this leadership style focuses on both performance and people.  In addition, democratic leadership style promotes employee involvement in the organizational decision-making process (Nwokocha & Iheriohanma, 2018). On the other hand, Puni et al. (2019) argue that decision making in a democratic system is decentralized and that exceptional performance is acknowledged and incentivized. Nwokocha & Iheriohanma (2018) propose that subordinates may make poor decisions when leaders rely heavily on the input of employees or subordinates. This might be deemed as detrimental to the firm and may also provoke personnel to have a desire to leave. Therefore, it is anticipated that the process of generating ideas through brainstorming and making choices collectively will involve all individuals involved. democratic leadership style may appear appealing in theory, but it frequently becomes hindered by its sluggish decision-making process. Furthermore, the outcomes, although seemingly feasible, consistently demand a significant amount of time and effort (Nwokocha & Iheriohanma, 2018). The democratic leader facilitates the sharing of decision-making authority between themselves and the group. Objective criticisms and accolades are provided, fostering a sense of accountability within the group. Kotter (2020) asserted that this particular form of leadership is supposed to be the most ancient among all other styles of leadership. Prior to issuing comprehensive directives, the leader engages in discussions with subordinates, granting them the freedom to act upon them (Bhargavi & Yaseen, 2018). The superior grants subordinates the opportunity to use their initiative and make contributions. The leaders also provide assistance to the subordinates in achieving tasks. Additionally, the key features of democratic leadership are as follows: group members are actively encouraged to contribute their ideas and thoughts, although the leader ultimately has the authority to make final decisions; group members experience a greater sense of involvement in the decision-making process; and the leader promotes and rewards creativity (Kendra, 2022). The practice of democratic leadership offers numerous advantages. Employees are actively encouraged to express their opinions and ideas, as this can result in the generation of superior concepts and more innovative problem-solving approaches (Sadia & Aman, 2018). Furthermore, employees experience a heightened sense of engagement and dedication towards projects, hence increasing their propensity to demonstrate concern for the final outcomes. Hence, a survey will be conducted in order to assess the factors influencing the implementation of democratic leadership style in improving organizational effectiveness.

1.2 Statement of the Problem

The democratic leadership style is often believed to result in increased productivity among group members. Nevertheless, democratic leadership does have certain drawbacks. When there is ambiguity in positions or a need for quick decision-making, democratic leadership can result in communication breakdowns and unfinished initiatives. Occasionally, individuals within a group may lack the requisite knowledge or experience to provide valuable input throughout the decision-making process. Furthermore, Sougui, Bon, and Hassan (2018) found that the four leadership styles of the path-goal theory, namely directive, supporting, participative, and accomplishment, had a significant influence on workers' performance in businesses. Similarly, in a study conducted by Otieno (2019), it was discovered that the implementation of democratic leadership styles resulted in increased employee engagement, which subsequently led to enhanced organizational performance. Additionally, democratic leadership is most effective when group members possess expertise and are enthusiastic about contributing their knowledge. It is crucial to allocate ample time for individuals to make contributions, formulate a plan, and subsequently vote on the most optimal course of action. Thus, it is in the light of these that the study seeks to assess the factors influencing the implementation of democratic leadership style in improving organizational effectiveness.

1.3  Objectives of the Study

The main purpose of this study is to assess the factors influencing the implementation of democratic leadership style in improving organizational effectiveness. Specifically, the study will;

Determine whether there is a relationship between democratic leadership style and organizational effectiveness.

Examine the role of leadership training and development programs in facilitating the implementation of democratic leadership in Cameroonian organizations.

Identify the factors affecting the adoption of democratic leadership style in organizations in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

Is there a relationship between democratic leadership style and organizational effectiveness?

What are the role of leadership training and development programs in facilitating the implementation of democratic leadership in Cameroonian organizations?

What are the factors affecting the adoption of democratic leadership style in organizations in Cameroon?

1.5  Research Hypotheses

H0:  There is no significant relationship between the implementation of democratic leadership style and organizational effectiveness.

Ha: There is a significant relationship between the implementation of democratic leadership style and organizational effectiveness.

1.6  Significance of the Study

This research aims to reveal valuable insights into the impact of democratic leadership styles on the perspectives and behaviors of employees in Cameroon. Such insights will inform the development of leadership training programs, organizational policies, and management strategies geared towards enhancing employee commitment, job satisfaction, and overall company performance. Additionally, it has the potential to inspire organizations worldwide to reassess their leadership approaches and prioritize inclusive management methods. Furthermore, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the factors influencing the implementation of democratic leadership style in improving organizational effectiveness.

1.7 Scope of the study

The scope of this study is boarded on assess the factors influencing the implementation of democratic leadership style in improving organizational effectiveness. Empirically, the study will identify the factors affecting the adoption of democratic leadership style in organizations in Cameroon, examine the organizational culture and its alignment with democratic leadership styles in Cameroon and examine the role of leadership training and development programs in facilitating the implementation of democratic leadership in Cameroonian organizations.

Geographically, the study will be delimited to employees in service industries, Douala.

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

 1.9 Definition of Terms

Leadership: defined as the process by which an individual motivates or influences others to achieve the goals of an organization.

Leadership styles: the various approaches, behaviors, and attitudes that leaders adopt in guiding and influencing their team members or followers

Democratic leadership: also known as participative leadership, is a style where leaders involve team members or followers in the decision-making process.