TEAM PERFORMANCE

Background: Effective nursing leadership is pivotal in healthcare, significantly influencing team dynamics, job satisfaction, and the quality of patient care. The leadership styles adopted by nurse managers can either enhance or impede team performance, yet the specific dynamics within the context of Nigerian tertiary hospitals remain underexplored. Aim: This study aimed to evaluate leadership styles in nursing and their impact on team performance among nurses at the University of Benin Teaching Hospital (UBTH), Benin City. Methods: A correlational survey design was employed, with a sample of 272 nurses selected from a population of 850 using stratified and convenience sampling. Data were collected using a validated, self-structured questionnaire and analyzed with descriptive statistics (frequencies, percentages) and inferential statistics (Chi-square test) via SPSS version 25. Results: The findings revealed that transactional (50.8%) and laissez-faire (46.0%) leadership styles were predominant among nurse managers, with minimal evidence of transformational leadership. These styles were perceived negatively and were significantly associated with low team performance, including confusion (54.4%) and poor coordination (51.1%). Key factors influencing leadership style adoption included personal traits (69.5%), availability of resources (65.1%), and the nature of the clinical unit (62.9%). A significant relationship was found between leadership styles and team performance (p=0.026). Conclusion: The study concludes that the prevalent leadership styles at UBTH are largely ineffective, adversely affecting team cohesion and performance. There is a critical need for leadership development programs focused on transformational and participatory approaches to foster a more supportive and efficient work environment for nurses

This study examines the relationship between workplace diversity and team performance among academic staff of the University of Benin. Workplace diversity, which encompasses differences in gender, age, ethnicity, academic discipline, and professional experience, has become a key factor influencing organizational effectiveness in higher education institutions. The research investigates how these diverse attributes shape collaboration, communication, and productivity within academic teams. Using a descriptive survey design, data will be collected from academic staff across faculties to assess perceptions of diversity and its impact on teamwork outcomes such as innovation, decision-making quality, conflict management, and overall performance. The findings are
expected to reveal whether diversity enhances or constrains team effectiveness in the university context, providing insights into the role of inclusivity in fostering academic excellence. The study contributes to the understanding of diversity management in Nigerian universities and offers practical recommendations for creating an inclusive work environment that maximizes the strengths of diverse academic teams.