Management Style And Demographic Factors As Predictors Of Managerial Efficiency In Work Organizations In Nigeria

Abstract

This study investigated the influence of management style and demographic characteristics (gender, educational achievement and work experience) on managerial efficiency in work organizations in Nigeria. The adopted research design is the descriptive survey method. A set of questionnaire titled “Management Style and Managerial Effectiveness Scale (MSMES)” which was developed by Jordan (1997) was utilized for data collection. The questionnaire was modified by the researcher for the purpose of the study. The author reported reliability coefficient of 0.87. But for the present study, Cronbach’s alpha of 0.88 was obtained. Out of 260 copies of the questionnaires that were administered, 243 were duly completed and utilized for analysis using the Statistical Package for Social Sciences (SPSS) software. The findings reveal that management style was found to have significantly influenced managerial efficiency, F (1,136) =22.61; P<0.05). Besides, the finding shows that there was no significant relationship between gender and perceived managerial efficiency, F (1,136) =3.11; P>0.05). Also, there was a significant relationship between educational achievement and perceived managerial efficiency of the respondents, F (1,136) =28.81; P<0.05). It was also found that work experience has been found to have significantly influenced managerial efficiency of the respondents, F (1,136) =30.26; P<.05). Based on the findings of the study, it is recommended that participatory management style should be adopted with appropriate communication structure in order to enhance workers participation in decision making process vis-à-vis managerial efficiency. Also, promotion of workers, both male and female, to managerial positions should be based on number of years of experience and educational qualification. Finally, since knowledge and skills are strong determinants of managerial competence and efficiency, workers at all levels of management (lower, middle and top management cadres) should be motivated by the employers to participate in continuing education and training programmes in order to afford them to acquire necessary knowledge and skill required for effective and efficient management of organizational resources.