<p> </p><p>Title page</p><p>Certification</p><p>Dedication</p><p>Acknowledgement</p><p>Table of contents</p><p>List of tables</p><p>Abstract</p><p>

Chapter ONE

</p><p><strong>INTRODUCTION</strong></p><p>1.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Background of study</p><p>1.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Historical background of MPNU</p><p>1.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Statement of problems</p><p>1.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Purpose of study</p><p>1.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The scope of the study/ delimitation</p><p>1.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Significance of the study</p><p>1.7 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Research questions</p><p>1.8 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Definition of terms</p><p>

Chapter TWO

</p><p><strong>REVIEW OF RELATED LITERATURE</strong></p><p>2.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Conceptual meaning and function of leadership</p><p>2.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Evolution of study of leadership</p><p>2.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The trait approach to leadership</p><p>2.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The contingency approach to leadership</p><p>2.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Leadership style</p><p>2.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Participatory or democratic leadership</p><p>2.7 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Autocratic leadership</p><p>2.8 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Applying mc Gregor theory X and Y to the job</p><p>2.9 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Effect of leadership style on the secretary productivity</p><p>2.10 &nbsp; &nbsp; &nbsp; Summary of related literature</p><p>

Chapter THREE

</p><p><strong>RESEARCH DESIGN AND METHODOLOGY</strong></p><p>3.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; The design of the study</p><p>3.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Research instrument</p><p>3.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Area of the study</p><p>3.4 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Population sampling</p><p>3.5 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Method of investigation</p><p>3.6 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Procedure for data analysis</p><p>3.7 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Decision rult</p><p>3.8 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Validity and reliability</p><p>

Chapter FOUR

</p><p><strong>ANALYSIS OF DATA, RESULTS AND INTERPRETATION</strong></p><p>3.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Summary of findings</p><p>

Chapter FIVE

</p><p>5.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Conclusion</p><p>5.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Recommendation</p><p>5.3 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Suggested area for further research</p><p>Appendix</p><p>References</p><p>LIST OF TABLES</p><p><strong>TABLE NUMBER</strong></p><p>DISTRIBUTION OF TARGET POPULATION</p><p>1. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Response on working environment</p><p>2. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on workers on the productivity level of their job</p><p>3. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response to how leadership style can motivate worker to work</p><p>4. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; worker response to how their performance</p><p>5. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on the qualities exhibited by the office manager</p><p>6. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on how the supervisor has contributed to the organisation’s achievment</p><p>7. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on recommadations from the boss</p><p>8. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on how workers feel when they are given good appraisal.</p><p>9. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on how management staffs solve their problems at work</p><p>10. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on how workers feel when they are transferred to another section / department</p><p>11. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on relationship between the supervisor and his subordinates</p><p>12. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on the level of interaction between the supervisor and his subordinates.</p><p>13. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response on how workers feels when their opinion is sought on matters attesting their unit / department</p><p>14. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; the table sought to know from the company staff if they have been rewarded excellently for a good performance in the job</p><p>15. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response to know whether workers satisfied working in the company</p><p>16. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; response below shows reasons why workers are satisfied with the company.</p> <br><p></p>