CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND OF THE STUDY
The word "leadership" in modern organization did not appear until about 1800. Leadership as a concept effect all of us in the sense that it guarantees a great deal of interest due to day activities. We have in situation where we may serve as leaders or be faced with others who are leaders.
Leaders are usually at the center of activities therefore, the qualities are often the focus of attention. But looking at a leaders as a process means that many questions must be considered about how and why some people become leaders and how well they perform relative to followers expectation.
There are many traditional ideas about leadership that have proved questionable. Perhaps, the most common one is the notion that leaders are born but not made. It maintains that there are many certain in born qualities such as initiative courage, intelligence and honour which together predestine a man to be a leader, by the exercise of will power it self services on important leadership trait or by the rough tutorship of experience, some of those qualities might be developed,
In activity, the behaviours as "leadership" must include the reactions of the followers therefore, leadership is not confined to a single person in a group but depend upon there member as well.
Although leadership IS not just one person, it is easier, of course, to see it embodied in an individual. This is because leaders are usually more active and their actions, attention make things happen.
In addition to the leader and the group, the situation began to increased attention in leadership theory, The situation approach to was initially called zeitgeist (a German word meaning "Spirit of the times") the leader is viewed as a product of the time and the situation. The person, with the particular qualities or traits that a situation requires will emerge as the leader such a view has much historical
support as a 'theoretical basis for leadership and serves as basis for today's situational and now contingency theories of leadership in general, the leader is therefore the most influential member or his or her group.
1.2    OBJECTIVES OF THE STUDY
*    One of the objectives of this study IS to investigate into the problems facing the organization that ignored the fundamental impact of leadership.
*    It is also intended to highlight the impact of leadership on business.
*    This style is equally aimed at examining the tediousness of the task and reduce the high risk accompanying the project which can be suitably applied in today's dynamic business word, especially the technological advancement
*    As part of requirement for the award of national diploma in Business studies in the department of Business studies, Kwara state polytechnic, Ilorin.
1.3    STATEMENT OF THE RESEARCH PROBLEMS
There is no society or organization be it private or public that dose not have a leader.
If a leader and indeed, leadership is so important to that extent, then who is a leaders? Is leadership necessary? If necessary then, in what ways? How many style of leadership do we have? what is an organization? Does leadership have anything to do with organization?
1.4    SCOPE AND UMITATION OF THE STUDY
The scope of the study shall be based on the impact of leadership styles in an organization a case study of Kwara State Polytechnic, Ilorin.
The type of leadership style 'under study include among other exploitative autocracy benevolent autocracy, consultative leadership participate group leadership.
There are also limitations to this study that the course of the study
TIME: There is also the problem of time constraint and research to find out the detail from different textbooks.
ATTITUDE: Another limitation to the research work is the indifferent attitudes of finding information in books and gathering them together.
Leadership, then, is something more than just personality or accident or appointment. It is intimately linked with behaviour. It is essentially a human process at work in organization. As a working definition, leadership can be described as a dynamic process in a group where by one individual influence the others to contribute voluntarily to the achievement of group tasks in a given situation.