THE ROLE OF LEADERSHIP IN PROMOTING CREATIVITY AND INNOVATION(A CASE STUDY OF NIGERIAN BREWERIES PLC ENUGU)

ABSTRACT

This project work is focused on the role of leadership in promoting creativity and innovation (the case study of NBL).   The project work  is  aimed  at  examining the effects of leadership role on creativity and innovation, the factors and challenges expected by leaders and employees during creative process. The writer employed the use of historical research method.   In review of related literature in chapter two of this work. In chapter three, the researcher made use of survey research plan in which questionnaire were split into two sections: questionnaire on leadership and employees opinion concerning creativity and innovation process.  Furthermore, the writer employed the use of stratified random sampling in selecting the sample size for the study.   The writer formulated four hypotheses in line with the problems and objectives of the study. However, the researcher adopted the use of chi-square statistical test in testing the hypothesis which the following results emerged: that motivational incentives for creativity and innovation have encouraged the exploration of hidden talents in the workplace, there is significant relationship between managers/leaders and employees in promoting  creativity  and  innovation,  leaders  setting  ambitious tasks on employees have reduced stress and hypotheses four indicate validates by concluding that leaders involving their subordinates in decision making process encourage the spirit of team  work.  Data  collected were analyzed and presented  with tables  and  percentages.    In  view  of  the  findings  made,  the following  recommendations  accrued  from  the  result  of  the research work: that leaders be democratic in their leadership styles as to create enabling environment to improve employees creative ability, leaders should consult their staff in taking key decisions, team members as to achieve set objectives and finally, leaders should give adequate support to their employees when embarking on creative process.

CHAPTER ONE INTRODUCTION

1.1    BACKGROUND OF THE STUDY

It is obvious that by “creative”, we generally mean the words and pictures, the sound and the music, the models that are projected and maybe, even associations with such like supports, films and other personalities who typify such role model. This is understandable, after all, these are the most visible element of improving growth and development in organization.

Creativity is an asset impossible to financially quantify a prior in  an  organization  (Amabile,  2002:52).  Before  a  product  or services is available to the market, and sales number are unveiled. No one can tell  whether or not the money   will be spent or completely wanted (Sutton; 2004:10).

Creativity, as generally understood is only one, ever, if a very important component of generating and designing of the service development. What is more at the very beginning, must point that all the talent that creative young aspirants needs   for jobs for manufacturing industries are not sufficient

for this highly demanding work (Cannon, 2005:98).

On the other hand, the opportunities that professional offers are more  varied  and creativity, more challenging  in the wider sense of the term. In the context, it is necessary to be clear about what  creativity really means.  “To  create”  according  to  Oxford Advanced Dictionary means “Bring into existence, give rise to originate. The word “creation” means “creating, able to create, inventive, imaginative, showing imagination as well as routine skill. Of course even the Dictionary defining refers to it to an act of creating a part or a product created by a designer. The essential elements of creativity are really disciplined by routine skills.

Huge sum of capital are not put into creativity (OECD, 2008). The reason for this is as a result of the outwork of many markets today, not only are they highly competitive but they are also very transmorphic. New demand appears continuously, replacing old ones. New technology generate new problems as well as opportunities to fix them. The ability to anticipate change by all means, or to do something about it has more than ever became a critical factor for survival (Boehlke, 2008:87).

So then, once you established that motivation is a necessity, the next question is, how do you do it? After collecting bright minds and states of the art technology the trick now is to maximize creativity as if it were a product. A leader who is the industry of innovation, has it means of production as people and their ability to think out brilliant ideas. But because creativity is a complex matter, it is intimately connected with human reflection and communication.

Innovation  has  been  found  to  be  linchpin  of  economic growth and lies behind improvements in every aspects of modern life (Tushan and Aderson, 1996:613). As Chang (2001:64) rightly point out, while size, scale and cost position are important aspect of defining competitiveness especially when it boils down to innovation. An organization’s ability to complete in a fast changing world is defined by its programme for continuous quick and inexpensive innovation. Regrettably, it is observed that many organizations due to short term pressure or lack of understanding about how  to innovate, rely instead on past development. Among all organizational outputs, innovation is fundamental not only in view of its

direct impact on the viability of firms but because of the profound effects on the paths of social and economic change (Sorenson,

2000:94).

1.2    STATEMENT OF PROBLEM

The issue of creativity and innovation has posed a serious challenge  in  both  private  and  public  sector  organizations  in Nigeria, because leaders in these organizations have not embraced creative thinking. The complex nature of this subject matter  makes  it  too  difficult  for  many leaders  and  their  staff (employees) to tackle this problem very appropriately. Due to the continuously increase in competition and rapid change in the market share, product/services and customers taste in the globally competitive market, leaders are required to have competence and ability to create and innovate in order to survive in the next millennium.

It is against this background that the researcher envisaged the following problems militating against the leadership role in promoting creativity and innovation in Nigeria Breweries Plc (NBL).

-Shortage and inadequate funds

-Reluctant learners (in part of the staff) in organizations

-Shortage of scientific and technological manpower

1.3    OBJECTIVE OF THE STUDY

The objective of the study is to:

!Discover the various roles leaders play in promoting creativity and innovation in an organization.

!Find out if there are challenges faced by the employees of the organization during innovation and creative processes.

!To critically appraise  the effectiveness  or otherwise  of these methods.

!To evaluate how the hidden talents and potentials in the organizations can be exploited and managed to create value for shareholders.

!To,  on  the  basis  of  the study findings, recommend on how

leadership  role  can  improve  and  promote  creativity and innovation in an organization.

1.4    RESEARCH QUESTIONS

The research questions that the study is meant to address include:

1.What are those factors   affecting leadership role in promoting creativity and innovation in a work p lace?

2.How has the organizational design affected leaders in promoting creativity and innovation?

3.How can leaders manage the innovation process and barriers that prevent creativity and innovation in a work place?

4.What are the impact of communication and value trust relationship  between  leaders      and  employees  in encouraging  creativity  and  innovation  an   how  has  it improved  hidden  and  talented  employees  in  an organization?

1.5    HYPOTHESES FORMULATION

Based on the statement of problem and the objectives of the study, the following hypotheses have been formulated to guide the study:

Hypothesis I

Motivational incentives for creativity and innovation have not encouraged the exploration of hidden talents in the work place. Hypothesis II

There is no significant relationship between managers and employees in promoting creativity and innovation in an organization.

Hypothesis III

Leaders setting ambitious tasks on employees have not reduced stress and impact positively on creativity and innovation in an organization.

Hypothesis IV

Involvement of employees participation in decision making will not encourage spirit of teamwork in promoting creativity and innovation.

1.6    SCOPE AND LIMITATIONS OF THE STUDY

A lot of factors will militate against her research work. The first limitation in carrying out the study would be time. As a full-time student carrying out a research study and coupled

with the researchers other involvement in her other activities, time has been found to be insufficient.

Moreover, there has been no much literature in this area and based on the fact that writer made use of both direct and indirect adapted materials for the study.

Another constraint in carrying   out the study would be inadequate  and incomplete information    from  the respondents including the respondents’ unwillingness to release information to the researcher even when they exist, thereby making the researcher to be so objective as possible in analyzing the data gathered.

The fund needed to cover the cost of transportation, typing and photocopying of materials would be another militating factor that will hinder the scope of the study.

However, none of the limitations are considered so serious as to affect its validity.

1.7    SIGNIFICANCE OF THE STUDY

The study has a number of significant dimensions to it. The result of this study should provide information to the industrialists on the progress so far made in enhancing

growth,   sustaining   competitiveness   by   leaders   encouraging creativity and innovation in their work place.

The result should served as a review of further literature for those academicians who want to embark on related work of study. The study should also help government planners, top managers of manufacturing and service industries and even those in the banking sector on  how to redesign their product to meet the current competitive surge to avoid lost of market shares.

The policy makers, the students through this study will know how creativity and innovation create impact of growth in the industries and other organisation.

1.8    DEFINITION OF TERMS

!Creativity

This  is the appreciation  of imaginative though which result in innovative solutions to many problems.

!Directive Leader

This involves letting subordinates know exactly what is expected of them and getting specific directions.

!Empowerment

Is a situation where employees are allowed greater freedom autonomy  and  self  control  over  their  work  and responsibilities for decision making.

!Motivation

The driving force within individuals by which they attempt to achieve some goals in order to fulfil some need to expectations.

!Managerial Role

Organized set of behaviour associated with manager which arises as a result of the formal authority states and activities of the leader.

!Participation Leadership This involves consulting with subordinates and evaluation of their opinions and suggestions before the leader makes decision.

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