Corporate Visioning as a Strategy for Organizational Transformation in the Nigerian Textile Industry.
ABSTRACT
The study investigated Corporate Visioning as a strategy for organizational transformation in the Nigerian textile industry. The study therefore had the following objectives among others: (i) to determine the relationship between corporate visioning and employee motivation.
To evaluate the extent of implementation of corporate visioning between the distressed and the non-distressed textile firms in the Nigerian Textile Industry, (iii) to determine the relationship between corporate visioning and organizational transformation.
To identify the impact of visionary leadership on organizational transformation. The study adopted the survey design. Three hundred and sixty-six randomly selected personnel of managerial cadre, senior staff and junior staff from a population of 7,787 participated in the study.
The personnel were made up of 3,022 from the distress operating textile firms and 4,765 from the non-distressed operating textile firms.
Seven instruments (Corporate Visioning Inventory, Employees Motivation Inventory, Implementation of Corporate Visioning Scale, Innovation Inventory, Organizational Transformation Inventory, Corporate Visioning Impact Scaleand Visionary Leadership Scale) were used for data collection.
Frequency, percentage, means, standard deviation, Person’s Product Moment Correlation, t-test and regression analysis were used for data analysis. Based on the results of the study, significant positive relationship exists between Corporate Visioning and employee motivation.
The study also found that there is no difference in the level of implementation of Corporate Visioning in both the distressed and non-distressed textile firms. The study further found that visionary leadership significantly impacts on the organizational transformation.
TABLE OF CONTENTS
PAGES
Title page ………………………………………………………………… ii
Approval page …………………………………………………………… iii
Certification page ……………………………………………………….. iv
Acknowledgements……………………………………………………… v
Abstract ………………………………………………………………… vii
Table of contents ……………………………………………………….. viii
CHAPTER ONE
INTRODUCTION
1.1 Background of the study ……………………………..1
1.2 Statement of the Problem…………………………………………………8
1.3 The Objectives of the Study………………………………………………9
1.4 Research Questions……………………………………………………….10
1.5 Research Hypotheses………………………………………………………11
1.6 Significance of the Study………………………………………………….12
1.7 The Scope of the Study…………………………………………………….13
1.8 Limitations of the Study……………………………………………………14
1.9 Operational Definitions of Terms……………………………………….15
References…………………………………17
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Conceptual Frame Work of Corporate Visioning………………………………..21
2.2 The Relationship between Corporate Visioning and Employee Motivation…….27
2.3 Implementation of Corporate Visioning……………………………………….31
2.4 The Relationship between Corporate Visioning and Innovation in Nigeria Textile Industry……….. 35
2.5 The Relationship between Corporate Visioning and Organizational Transformation………………40
2.6 The Impact of Corporate Visioning on Customer Satisfaction………………45
2.7 The Impact of Visioning Leadership on Organizational transformation………………………48
2.8 Summary of Review of Related Literature……………….57
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research Design……………………………………………………………..81
3.2 Sources of Data………………………………………………………………81
3.2.1 Primary Sources of Data…………………………………………………….81
3.2.2 Secondary Sources of Data………………………………………………….81
3.3 Population of the Study………………………………………………………82
3.4 Sample Size Determination………………………………………………….84
3.5 Sampling Techniques………………………………………………………..85
3.6 Research Instrument………………………………………………………….87
3.6.1 Validity of the Instrument……………………………………………………88
3.6.2 Reliability of the Instrument………………………………………………….89
3.7 Procedure for Data Analysis ………………………………………………..91
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
4.1 Data Presentation Based on Questionnaire Scores………………………….94
4.2 Hypothesis Testing…………………………………………………………..100
4.3 Discussion of Results…………………………………………………………112
4.3.1 Hypothesis I…………………………………………………………………113
4.3.2 Hypothesis II…………………………………………………………………114
4.3.3 Hypothesis III………………………………………………………………..116
4.3.4 Hypothesis IV……………………………………………………………….117
4.3.5 Hypothesis V…………………………………………………………………119
4.3.6 Hypothesis VI………………………………………………………………..120
CHAPTER FIVE
SUMMARY OF MAJOR FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Major Findings……………………………………………129
5.2 Conclusion………………………………………………………………130
5.3 Recommendations………………………………………………………..131
5.4 Contributions to Knowledge……………………………………………….133
5.4.1 Model Description…………………………………………………………134
5.4.2 Summary of the CVPM for the Nigerian Textile Industry…………………135
5.5 Suggestions for Further Research…………………………………………..137
Bibliography……………………………………………………………….139
INTRODUCTION
Vision was mostly a concept of researchers who studied political leadership and the leadership of social or religious movements before the 1980s (Kantabutra, 2008a:128). It was rarely considered within the leadership and corporate literature. Only in the past couple of decades has vision been extensively discussed in the corporate sector.
In this context, the use of vision has been widely exhorted as one of the main characteristics of effective leaders and organization (Bryman, 1992:31-45; Humphreys, 2004:96: Conger&Kanungo, 1987:637-647). Some theorists believe that vision reflects the company’s image of some future state, which will be the ideal achievement of the organization.
Organization sets this as its vision for example, to be a world -class manufacturing organization, a pace setter in the industry or a business leader. Having a vision means having knowledge of where to go and a greater control over the future. If an organization does not control its destiny, other outside forces will decide that for it (Mohtsham, 2004:247-249).
Not only is vision an idea or image of a desirable future, but the right vision can also actually jumpstart the future of the organization by mobilizing people into action toward achieving it (Nanus, 1992:44). E ffective vision provides a word picture of what the organization wants to become eventually which may be five, ten or fifteen years in the future.
This statement is not only an abstract but it contains a concrete image of the desired state and provides also foundations for future strategies and objectives. All organizations face problems in their lives but a well thought out vision together with effective operations, gets the organization out of these troubles (Tregoe, Zimmerman, Smith, Tobia, 1989:249).
BIBLIOGRAPHY
Ackerman, A., Anderson, D and Marquardt, M. (1997), ‘Development, Transition or Change Transformation: Bringing Leadership into the 21st century’, OD Practitioner, 28(4).
Alhassan, A. B. (1997), ‘Illiteracy and Truancy: Implications for Parents, Teachers and Government’, Ife Psychology, Vol. 5 no. 2.
All Pakistan textile Mills Association (APTMA) (2008), ‘Radical changes in textile sector sought’, http://www.dawn.com/2008/04/05/3br7.htm.
Aluko, M.A.O., Akinola, G.A. & Fatokun, S. (2004), ‘Globalization and the Manufacturing Sector: a Study of Selected Textile Firms in Nigeria’, Journal of Kamla-Raj Social Science, 9(2).
Amabile, T.M., Conti, R., Coon, H., Lazenby, J. and Herron, M. (1996), ‘Assessing the Work Environment for creativity’, Academy of Management Journal, 39(5).
StudentsandScholarship Team.
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