THE IMPACT OF HUMAN RELATIONS SKILL ON THE EFFECTIVENESS OF THE OFFICE MANAGER

THE IMPACT OF HUMAN RELATIONS SKILL ON THE EFFECTIVENESS OF THE OFFICE MANAGER

ABSTRACT

Management in every endeavour of life cannot be practiced in isolation with human elements. It is therefore pertinent that a manager, particularly an office manager be skilled in handling human elements in and outside the organisation. The aim of this research is to ascertain the impact possession of human relations skill has on the effectiveness of an office manager.

The population was office managers and administrative managers of business organizations in Enugu metropolis. Data were collected from office managers and staffs through the use of questionnaires, other data that are being used were observations of visits and researcher’s personal experience.

The data were carefully analyzed and interpreted. Based on this summary, conclusions were made. The findings revealed that possession of human relations skills makes an office manager generally more effective.

The researcher recommends that office managers and all other managers should avoid being tribalistic and nepotic for they destroy human relations and bring distrust and hatred. Rather they should treat all with equal objectivity. By so doing, management by objective is practiced which in turn enhances human relations.

Title page

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

1.0 INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Objective of the study

1.4 Research question

1.5 Research hypothesis

1.6 Scope and limitation of the study

1.7 Significance of the study

1.8 Definition of terms

1.9 Reference

CHAPTER TWO

2.0 REVIEW OF LITERATURE

2.1 Management and its functions

2.2 Evolution of management theory

2.3 Office management

2.4 The office manager

2.5 Effect of human relation

2.6 Personnel manager

2.7 Information manager

2.8 Record manager

2.9 Office environment manager

2.10 Reference

CHAPTER THREE

3.0 RESEARCH DESIGN AND METHODOLOGY

3.1 Research design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and sampling procedure

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Method of data collection

3.9 Method of data analysis

CHAPTER FOUR

4.0 DATA PRESENTATION AND ANALYSIS

4.1 Presentation and analysis of data

4.2 Testing of hypothesis

4.3 Summary of results.

CHAPTER FIVE

5.0 DISCUSSION, CONCLUSION AND RECOMMENDATION

5.1 Discussion of results / findings

5.2 Conclusion

5.3 Implication of the research findings

5.4 Suggestion for further research

5.5 Recommendations

Bibliography

Appendix

CHAPTER ONE

1.0 INTRODUCTION

The efficiency and effectiveness of office workers depend on the effectiveness of the office manager in relating to them as asserted by Mills et al (1981) that “the office manager is responsible for the efficiency and effectiveness of his subordinates”. The motivation of office workers requires more human relations skill than it demands monetary and physical incentives. This is exemplified in the statement of Afolayan (1982) that “human factors of administration have greater motivational strength on workers than monetary rewards and physical emphasized.

1.1 BACKGROUND OF THE STUDY

It is quite unfortunate that that personnel department could not undergo a uniformity of the workers, to enable the execution of reasonable and effective productivity of their desired objectives. Each department of the organization extend on carrying out their functions or activities in a way that is not comprehensive to the public. Due to this effect, no sharing of idea, no communication network, job design and description, job analysis and specification, job enlargement and rotation and job enrichment, that could or may ensure effective and efficient productivity for production expansion and growth.

Human et al (1990) comment in more complex view of organizational behaviour, that these three elements are concerned with what a person actually does in order to synergize the office manager, interactions, interpersonal contact and relationship that one has with others. It is through this commendation that the human relation skills would be developed for effective business operations. Before the invention of the personnel management principals, workers basically stagnant in their field of specialization without interfering to a relative field or go beyond that. No circulation of skills, no maximum quantity of production, as the stoppage of one worker hinder the process of division of labour, and if the case rise for some days, production will be reluctantly improved.

These effects engulf on the opportunities of adopting change in an organization because everybody stand different that one attitude doesn’t affect the other which ordinarily entangled conflicts in the organizational environment. All these effects subdue the strength of training and development as were defined by Denyer J. C. (1985) as the adapting of a person to increase his fitness for a specific activity and the improvement given to the technical, conceptual and human relation skill of managers. Today, these have created a tremendous positive impacts on human relation skill which every organization tries to possibilities to adopt for an effective productivity.

1.2 STATEMENT OF THE PROBLEM

Human relation have a numerous problem on its effectiveness of the managers of an organization, the top executives upgraded themselves on the impossibilities of making decisions with the low level employees. There are shortcoming of fund to enroll on oversea’s training and development of human skills. Hierarchy of authorities of some organizations are not well structured to the delegation of responsibilities to the employee or the lowest level. The manager operate an autocratic style or leadership which enable the employees to embark on informal group. Lack of competency on the employees thereby expect an elephant remunerations and other incentives. Intra, interpersonal and departmental conflicts among the employees tend to stick a remarkable dent on the totality of their business operations by the public.

Frequent dismissal of the employees for others tends to weaken the strength of others to execute their specified duties on a limited performance.

Lack of provision of basic amenities to encourage the workers apply their experience and technical knowledge on the various job specifications.

1.3 OBJECTIVE OF THE STUDY

The objectives of this study are:

1. To ascertain if the impact of human relation skills on the effectiveness of the office manager would be a step to improve collective decision making.

2. To find out the reasons by which the top executives should put them selves in the position of class discriminations.

3. To identify various possible ways of sending their workers abroad for a greater change in business operations and for training and development.

4. To determine on the effects of operating participative leadership by their managers thereby encourage employees to air their opinions among the decision makers.

5. To find out the competent workers among them and reward them accordingly for effective and efficient productivity.

6. To identify the key issues of the organizational conflicts thereby apply more effort to curb the problem once and for all.

7. To ascertain, whether a structured organigram of the organization would be a good impacts on the execution of effective delegation of responsibilities.

Finally, to determine the degree of their SWOT analysis growth and expansion, and to provide all the necessary amenities that could be conducive in the course of the employment.

THE APPLICATION OF ACCOUNTING PRINCIPLES IN INSURANCE COMPANIES

TABLE OF CONTENT:

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

1.2 Statement of the Research Problem

1.3 Objectives of the Study

1.4 Significance of the Study

1.5 Research Questions

1.6 Research Hypothesis

1.7 Conceptual and Operational Definition

1.8 Assumptions

1.9 Limitations of the Study

CHAPTER TWO

LITERATURE REVIEW

2.1 Sources of Literature

2.2 The Review

2.3 Summary of Literature Review

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Research Method

3.2 Research Design

3.3 Research Sample

3.4 Measuring Instrument

3.5 Data Collection

3.6 Data Analysis

3.7 Expected Result

CHAPTER FOUR

DATA ANALYSIS AND RESULTS

4.1 Data Analysis

4.2 Results

4.3 Discussion

CHAPTER FIVE

SUMMARY AND RECOMMENDATIONS

5.1 Summary

5.2 Recommendations for Further Study

Bibliography

CHAPTER ONE

1.0 INTRODUCTION

Accounting is very essential in every profit making

organization that has economic resource such as money, machinery and building, while it has bee called the language of business. It has serves as a language to provides financial information about non profit oriental businesses organization such as churches, government, charities, hospital, club etc.

In addition once role or objectives in life as a manager. Politician, investor, student he wile find the knowledge of accounting as one of his needs.

Many people have try to answer two importance questions about organization such lie:

Now will if it doing a given period and where does the organization stand one a given day. Nevertheless accounting ads in answering these question by showing where and when money has been spent and how committed it has been made by evaluating performance and indicating the financial implication fractions of choosing once plan verse another.

The accounting fractions are govern by money concepts and principles on accounting.

2.1 BACKGROUND OF STUDY

The background of the study implies on the rules that govern

how accountant measure process and communicate financial information fall under the heading “General Accepted Accounting Principles (GAAP).

Managers and accountants of difference insurance companies like National Insurance Corporation of Nigeria (NICON) Niger Insurance Company, African Prudent Insurance Company etc.

Share the same view as regard to this problem study. All the rules and ethics that are used in accounting are applied by insurance companies and they equally keep receipt and payment accounts, cash book, bank reconciliation statement, balance sheet etc.

Although some companies that don’t keep their accounts with the Central bank of Nigeria (CBN), meaning that they have and registered with the registrar of companies and not recognized to be in existence yet they operate.

Ikoku defines insurance business as an investment that protects the insured from national and man made disaster for which the essence is to be place the insured on the position he was immediately before the less”, while Joged defined insurance as a transfer of risk be the insured to the insurer for a consideration called premises; however, Horngren also defines “accounting as the system that measure business activities, process that information into report and communication these findings to decision maker”.

Ikoku went further to classify insurance business into life insurance and non life insurance business, companies are divided into two classes namely; proprietary companies and mutual companies. Non-life insurances business are categorized into five; accident motor vehicles, workman’s compensation, marine aviation and transport and miscellaneous insurance business. At this point, one can be justified to assert that the proper functioning of the accounting aspect of an organization is dependent on how well the accounting principle are being applied, therefore the proper applications of accounting principles is important to insurance companies, policy holders funds are made up of premium received on all policies. In this opinion Jejede said that prudent management of this fund are vital in order to prevent its diversion into irrelevant areas thereby having in adequate cash to settle claims promptly.

The need therefore is to curb this diversion informed the idea of accounting. This can only be effective if the principle of accounting are applied to the later.

2.2 STATEMENT OF PROBLEM

In managing the resource of the public, the accountant has to

achieve to certain basic laid down rules. As mentioned earlier these rules are referred to as accounting principles and concepts.

If financial records are not put strength analyzed and interpreted correctly, there will be bound to be total financial break down in the organization. Lack of proper accounting is one of the factors that precipitated the incidence is one of acquisitions, mergers, takeovers and even failure in the financial industry in recent. Against this backdrop, the researchers wishes to address this work to the following”

What are the accounting procedures in insurance companies
Are the procedures adequate or inadequate
Are they in compliance with the generally accepted accounting principles.

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7 years ago 0 Comments Short URL

THE IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING AND ORGANISATIONAL PRODUCTIVITY (A CASE STUDY OF ANAMMCO COMPANY ENUGU)

THE IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING AND ORGANISATIONAL PRODUCTIVITY (A CASE STUDY OF ANAMMCO COMPANY ENUGU)

ABSTRACT

Decision is the point at which plans, policies and objectives are translated into concrete action. It is noted that Managers, do consider decision making to be the heart of their job in that they must always choose what is to be done, they influences the ordinary employees in decision making.

The objective of the research is to know the impact of employees participation in decision making on organizational productivity in Nigerian public sector organizations.

Structural questionnaires were administered to 210 respondents which include the management (senior) and intermediate staff of the company, through the employees participating in the decision making will result to high productivity in the organization.

Data collected are analysed in a tabular form using a simple percentage of formular to get the findings. The results were discussed in terms of the need for the employee to participate in the decision making in an organization to boost productivity.

TABLE OF CONTENTS

Cover page

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of contents

List of Tables

CHAPTER ONE:

1.0 Introduction

1.1 Background of study

1.2 Statement of problems

1.3 Purpose of the study

1.4 Scope of the study

1.5 Research Hypothesis

1.6 Significance of the study

1.7 Limitation of the study

1.8 Definition of Terms

CHAPTER TWO

2.0 Review of Related Literature

2.1 The Concept of participation

2.2 Factors that influence participation

2.3 Prerequisites for participation

2.4 Forms of Employees participation

2.5 Different needs for participation

2.6 View Expressed

2.7 Constraints to participate

2.8 Argument for participation

2.9 Argument against participation

References

CHAPTER THREE

3.0 Research Design and Methodology

3.1 Research Design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and Sampling procedure

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Method of data collection

3.9 Method of data analysis

References

CHAPTER FOUR

4.0 Data Presentation and Analysis

4.1 Presentation and Analysis of Data

4.2 Testing of Hypothesis

4.3 Summary of Results

References

CHAPTER FIVE

5.0 Discussion, Recommendation and Conclusion

5.1 Discussion of Result/Findings

5.2 Conclusion

5.3 Implications of Result/Findings

5.4 Recommendations

5.5 Suggestions for further research

Bibliography

Appendix

CHAPTER ONE

1.1 BACKGROUND OF THE STUDY:

It should be known first that a decision is a choice whereby a person forms a conclusion about a situation Costello, I Wand Zalkind, S.S. (1963 p. 334), confined the term decision making, to a choice process, choosing one from among several possibilities. However, election theory in Costello, T.W. et al (1963, p. 387) largely considers decision as asking the process of making a single choice among course of action at a particular point in time. This depicts a course of behaviour about what must be done or vice versa.

Decision, however, is the point at which plans, policies and objectives are translated into concrete actions. Planning engenders decision guided by company policy and objectives, policies, procedures and programmes. The aim of decision making is to channel human behaviour towards a future goal.

Decision making is one of the most germane activities of management. It has been the preoccupation of all the management of multifarious organization ranging from small-scale organization to multinational corporations.

Managers many at times consider decision making to be the heart of their job in that they must always choose what is to be done, who will do it, when, where and most of the time how it will be done.

Traditionally, managers influence the ordinary employees and specifically, their immediate subordinate in the organization. This has resulted in managers making natural decision even in area affecting their subordinates. In Germany, around 1951, a law enacted which provides for code termination and requires labour membership in the supervisory board and executive committee of certain large corporations. However, the participation of labour in decision making process results to relatively and peacefully labour management relations.

Additionally, the Japanese management WSES decision making by concensus in which lower – level employee initiate the reaches the desk of the top executive. If the proposal is approved, it is returned to the initiator for implementation.

It is in this context, that the researcher wishes to assess the impact of employees participation in decision making on organisational productivity in Nigerian Public Sector organization, using Anammco Company as a case study.

1.2 STATEMENTOF THE PROBLEM:

There has been a lot of controversy as to whether an employee should participate in managerial decision making or not. Some writers argued that employees where it affects them or their jobs, it is expected that such participation will serve as training and testing ground for future members of upper management.

In Nigeria, experts that refuted the above assertion see the arrangement as a symptom of malorganisation. They maintained that, qualified, reasonably, honest and company oriented individuals are not available at these lower organizational level. But the big question is, are qualified individuals really available? All these underlay the need for investigation study.

1.3 PURPOSE OF THE STUDY:

The general purpose of this empirical study is to assess the impact of employees participation in managerial decision making in public sector organization in Nigeria with reference to Anammco Company Limited.

1. To assess the impact of employees participation in management decision making.

2. To ascertain the impact of employees participation or non-participation in management decision on productivity of the organization.

3. To make recommendation based on the research findings.

1.4 SCOPE OF THE STUDY:

This research work focuses particularly on the impact of employees participation in decision making and organizational productivity using Anammco Company, Enugu as a case study.

1.5 RESEARCH QUESTIONS:

In a view to accomplishing this research work effectively, the research poses the following:

1. Do management staff make decision without per and post discussion and consultation with employees?

2. Do management change decision when rejected by employees?

3. To what extent do employees participate in decision making?

4. How often do employees meet to discuss without managers?

1.6 RESEARCH HYPOTHESIS:

The researcher formulates the following hypothesis base on the objectives and problems of this research work.

H_o: Management staff makes decision without per and post discussion and consultation with employees.

1.7 SIGNIFICANCE OF THE STUDY:

This research work will be relevant to the managers and employees of Anammco Company.

It will also be beneficial to other public sector organization in Nigeria – it will also be of prodigious importance to government, academically, potentially and future researches on the issue of employee participation in managerial decision making. This empirical study is also germane to the researcher since it is a partial requirement for the award of Higher National Diploma in Business Administration and Management.

1.8 LIMITATION OF THE STUDY:

A work of this nature is not easy to consummate or accomplish. And, as a result, financial problem, time constriaints, apathy on the part of the respondents and bureaucratic procedures involved in releasing data seriously affected the study.

1.9 DEFINITION OF TERMS:

1. Decision Making: The selection from among alternative of

a course of action.

2. Management: Management is made up of top and middle level

management. Top management include shareholder, Board of Directors, Managing Director, or Chief Executive/General Manager (i.e management above departmental level), middle management includes Heads of Department, Managers, Deputy and Assistant Managers.

3. Productivity: A measure of how well resources are brought

together in organization and utilized for accomplish a set of results.

4. Germane: Relevant, important, pertinent.

5. Heart of their job: As it is used in the research work means

their main job.

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7 years ago 0 Comments Short URL

THE IMPACT OF BUSINESS ENVIRONMENT ON ENTREPRENEURSHIP DEVELOPMENT

THE IMPACT OF BUSINESS ENVIRONMENT ON

ENTREPRENEURSHIP DEVELOPMENT

TABLE OF CONTENT

CHAPTER ONE:

1.0 Introduction

1.1 Background of study

1.2 Statement of problems

1.3 Purpose of the study

1.4 Scope of the study

1.5 Research Hypothesis

1.6 Significance of the study

1.7 Limitation of the study

1.8 Definition of Terms

CHAPTER TWO

2.0 Review of Related Literature

2.1 The Concept of Enterpreneurship Development

2.2 Business environment and entrepreneurship development in Nigeria

CHAPTER THREE

3.0 Research Design and Methodology

3.1 Research Design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and Sampling procedure

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Method of data collection

3.9 Method of data analysis

References

CHAPTER FOUR

4.0 Data Presentation and Analysis

4.1 Presentation and Analysis of Data

4.2 Testing of Hypothesis

4.3 Summary of Results

References

CHAPTER FIVE

5.0 Discussion, Recommendation and Conclusion

5.1 Discussion of Result/Findings

5.2 Conclusion

5.3 Implications of Result/Findings

5.4 Recommendations

5.5 Suggestions for further research

Bibliography

THE IMPACT OF BUSINESS ENVIRONMENT ON

ENTREPRENEURSHIP DEVELOPMENT

ABSTRACT

This research presents an analytical and evaluative study of the impact of business environment on entrepreneurship development. The research is based on theoretical survey of the characteristics of Nigerian business environment and its major sub-societies; and their roles in the emergence of entrepreneurs.

The analysis of the relationship of business environment and its influence on entrepreneurial development is built on a blend of scattered observations and some qualified reasoning about the distribution of business ownership amongst Nigerian ethnic groups, and gender.

Primarily, the study reveals that business environment significantly impact, both negatively and positively, on entrepreneurial

Development in a society. It is revealed that beyond the negative or adverse economic circumstance of individuals, the value

system of a people is a great determinant of the desire and capacity of people becoming entrepreneurs. Specifically, in

Nigeria the study reveals that the prevalent socio-cultural characteristics, particularly the value system has enormous

negative influence on the emergence of entrepreneurs.

However, the findings also indicate that it is not all a negative

influence but in some ways the Nigerian business environment has positively influenced the emergence of Nigerian entrepreneurs. This disproves the general notion that the Nigerian society absolutely does not provide opportunities for entrepreneurial emergence. It is noted that although the Nigerian business environment consists more of negative features, these features can be turned around and tapped as motivation for business ownership by potential entrepreneurs. Many

Nigerians are entrepreneurs today through this approach.

The research however, recommends that certain traditions and

values in Nigerian global and sub-cultural systems which have remained barriers to people becoming entrepreneurs must be dropped or modified to pave way for the emergence of entrepreneurs among Nigerian men and women.

It is also recommended that there is need for a socio-cultural environmental management based on value reengineering and reorientation approach by government through its relevant agencies to help change and redirect the attitude and behavior of Nigerians positively towards entrepreneurial involvement.

Finally, Nigeria and similar societies should learn from the earlier and newly industrialized societies what socio-cultural characteristics and features make them thick as entrepreneurial societies, and modify their socio-cultural situations along such path.

CHAPTER ONE:

1.1 Background of the study

Since the period of the industrial revolution in 18th century when the French economist, Richard Cantillon, first used the word entrepreneurship to describe the ‘risk bearing’ activity and highlighted its role in the transformation of resources in an economy, the concept of entrepreneurship has continued to gain recognition as a great force for the economic advancement of individuals and nations’ economic growth and development. The economic realities of many nations with

experiences of economic hardship, unemployment and poverty in much recent time has made the role of entrepreneurs much more recognized and the need for entrepreneurship development much more emphasized in all nations, particularly in the developing world.

However, it is obvious that in-spite of the emphasis and effort by all nations to turn out entrepreneurs in their mass, entrepreneurial motivation have never been the same for all countries. Great disparities exist among nations and even among sub-societies in nations, in terms of entrepreneurial emergence.

The causal factors for the emergence of entrepreneurs have been at the front burner of entrepreneurial thoughts and theories, over the years, since the concept of entrepreneurship became popular as a means of wealth creation and economic growth and development. There have been many theories on entrepreneurial emergence and the disparities among societies. Apparently, in all of the theories, the environment has been implicated as playing a great role in the

emergence of entrepreneurs and entrepreneurship development in general.

Simply, the entrepreneurial phenomenon has been linked to environmental influence and impact. The disparities among nations in developing entrepreneurial societies have also been attributed to environmental differences between societies both in time and space. It is against this that this research examines the impact of business environment on the entrepreneurship development in Nigeria.

The Nigerian environment has been widely and greatly discussed with regards to entrepreneurship. The common view is that entrepreneurship situation in Nigeria is a function of the environment. Specifically, it is argued that the Nigerian environment has great influence and impact on the emergence of entrepreneurs and their behavior. This view, however, has relied greatly on conjecture, with no verifiable evidence to support it. Also, the concept of environment has been narrowed in most cases to infrastructures of physical and economic/financial nature which are based on political and National economic decisions by government. It is very common that the influence and impact of environment on entrepreneurship is linked to physical and economic structures and conditions only, without considering the role of socio-cultural forces.

Essentially, the concept of business environment is much more than economic, political and physical conditions of a nation. It includes the socio-cultural characteristics of the people. This very important aspect of the business environment is often neglected or overlooked when environmental issues are discussed in relation to entrepreneurship

development. This accounts for the reason that government is often blamed for low entrepreneurial motivation and entrepreneurship development in Nigeria.

Furthermore, the view on the influence of business environment on entrepreneurship is one dimensional (lopsided), focusing on only the negative impact on entrepreneurship. The fact that the environment has influenced and impacted on entrepreneurship positively in many countries has never been explored. Evidences of the positive impact of environment on entrepreneurial development abound in many countries. Such evidences can also be found in Nigeria. Unfortunately, no interest or attention is given in this direction. It is against this background, that this research attempts to present an analytical

and holistic view of the concept of environment and to critically examine in particular, the Nigerian socio-cultural environment and its influence/impact on the emergence of entrepreneurs in Nigeria and on entrepreneurship development.

1.2. OBJECTIVE OF THE STUDY

The Paper seeks to:

i Examine theoretically the impact of business environment on entrepreneurship development.

ii Analyze the specific ways which the Nigerian business environment is impacting on entrepreneurship development in Nigeria.

iii Promote an understanding of the enormous opportunities for entrepreneurship development (entrepreneurship) which the

Nigerian environment provides, while recognizing its limiting factors.

iv. Provide a window for scholars and nations’ economic managers to view and examine the many theories and controversies surrounding the role of environment with respect to entrepreneurship, industrialization and economic development in societies, drawing inferences from Nigeria.

v. Suggest approaches and methods to optimize the realities of the Nigerian environment by potential entrepreneurs and also to highlight the need for government to look more critically into the issue of the Nigerian environment and devise approaches and methods to make it more entrepreneurship friendly and attractive.

IMPACT OF THE NDE ON GRADUATE EMPLOYMENT IN NIGERIA

TABLE OF CONTENT:

CHAPTER ONE:

1.1. Background Of The Study:

1.2. Statement Of The Problem:

1.3. Research Questions:

1.4. Hypothesis:

1.5. Objectives Of The Study:

1.6. Scope And Limitation Of The Study:

CHAPTER TWO

6.0 Review of Related Literature

CHAPTER THREE

7.0 Research Design and Methodology

3.1 Research Design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and Sampling procedure

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

CHAPTER THREE:

3.10 Method of data collection

3.11 Method of data analysis

References

CHAPTER FOUR

8.0 Data Presentation and Analysis

4.1 Presentation and Analysis of Data

4.2 Testing of Hypothesis

4.3 Summary of Results

References

CHAPTER FIVE

9.0 Discussion, Recommendation and Conclusion

5.1 Discussion of Result/Findings

5.2 Conclusion

5.3 Implications of Result/Findings

5.4 Recommendations

Bibliography

ABSTRACT:

The seriousness and gravity of the issue of employment in Nigeria informed this study which was to appraise the impact of the activities of the National Directorate of Employment on graduate employment and job creation in Nigeria.

The study was aimed at determining the various programs of the directorate and assessing the level of its success with respect to graduate employment creation in Nigeria.

Secondary data were collected as well as oral interview of personnel in the course of the study.

It was found that the impact of the NDE on graduate employment in Nigeria has not been particularly positive and much still needs to be done.

Only modest achievement in the areas of generation of graduate employment has so far been recorded.

A thorough re-appraisal of its program in order to overhaul the system is desirable

CHAPTER ONE:

1.1. BACKGROUND OF THE STUDY:

The Kuru Declaration of 2001 indicated the vision for Nigeria as to build a truly great African Democratic country, politically united, integrated and stable, economically prosperous, socially organized with equal opportunity for all and responsibility from all, to become the catalyst of African Renaissance and making adequate all-embracing contribution, sub-regionally, regionally and globally.

The task of achieving an economically prosperous country is a process which can only be achieved as part of the developmental process. Hence, Seers (1969) in his explanation of what constitutes development wrote that the questions to ask about a country’s development are therefore what has been happening to poverty? What has been happening to unemployment and what has been happening to inequality? If all these three have declined from high levels to low levels, then without doubt, this has been a period of development for the country concerned.

If one or two of these problems have been growing worse, especially if the entire three have ,then it would be inappropriate to call the result development, even if per capital income has doubled.

National Bureau of Statistics (2006)reported that the demand for employment opportunities in the country is ever-increasing with demand clearly outstripping supply.

Policies and programs that help to increase employment opportunities will therefore assist in alleviating poverty since the issue of unemployment has been linked directly to poverty.

The importance of the issue of job creation in National Development in Nigeria was underscored by the fact Achegbulu undertook an appraisal of enterprises and development program of National Directorate of Employment in the country

1.2. STATEMENT OF THE PROBLEM:

The average rates of unemployment in Nigeria for the 1960’s and 1970’s were about 2.0 and 4.5% respectively (National Bureau of Statistics 2006). Since the early 1980’s, unemployment in Nigeria has been one of the most menacing social and economic problems the country has had to contend with. For instance in 1985, the national unemployment rate was 8.5%(National Bureau of Statistics 2006).Hardly can one find a family(whether rural or urban) in which nobody is either unemployed or threatened by unemployment.

Unemployment is partly responsible for social ills such as armed robbery, destitution, prostitution and other social vices. The latest unemployment figure in Nigeria according to the National Bureau for Statistics is 13.2% which when translated into labor, means that >13million able-bodied Nigerians are unemployed. The >70% of the unemployed persons were relatively unskilled primary and secondary school leavers between the ages of 13 and 25years.Graduate unemployment which hitherto was unnoticed, emerged and began to grow very rapidly.

This situation was extremely disturbing for the government, considering its socio-political implications as well as the economic wastage that cold result

Consequently, in March 1986, the federal government of Nigeria constituted a committee to come up with a strategy for dealing with the problem of unemployment, most especially among the youths. The acceptance of that committee’s report by the federal government led to the establishment of the National Directorate of Employment, an agency that was inaugurated on November 19,1986 with the task of implementing the committees’ recommendations by articulating programs for combating mass unemployment in Nigeria.

The problem being investigated in this study is the effects which National Directorate of Employment has on graduate employment and unemployment in Nigeria.

1.3. RESEARCH QUESTIONS:

A number of research questions arose from the problem under investigation here and this were considered in the study:

What problem does the NDE have in place for unemployed graduates?

Have such programs impacted on the rate of unemployment positively in Nigeria?

Has employment been generated through the NDE program in Nigeria

Is such employment that is generated among graduates sustainable.

1.4. HYPOTHESIS:

In order to answer the research questions, the following hypothesis were tested in the course of the study:

H0. The establishment of NDE in Nigeria has reduced graduate unemployment in the country.

H1. NDE has generated jobs to increase graduate employment in Nigeria

H3. The jobs created by the NDE for graduates in Nigeria have been sustainable?

1.5. OBJECTIVES OF THE STUDY:

1.The study was conducted to appraise the activities of the National Directorate of Employment in Nigeria

2 . The study was conducted to assess the impact of those activities on the generation of graduate employment.

1.6. SCOPE AND LIMITATION OF THE STUDY:

The study focused on the impact of National Directorate of Employment in Nigeria. The areas of concentration were:

The aims and objectives of the National Directorate of Employment

Programs developed by the NDE to combat graduate unemployment in Nigeria

Job creation programs embarked upon by the NDE

The mechanism put in place by the NDE to ensure sustainability of employment generated for graduates.

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7 years ago 0 Comments Short URL

THE EMPLOYMENT CREATION POTENTIALS OF SMALL SCALE BUSINESS IN ANOCHA LOCAL GOVERNMENT AREA, ANAMBRA STATE

THE EMPLOYMENT CREATION POTENTIALS OF SMALL SCALE BUSINESS IN ANOCHA LOCAL GOVERNMENT AREA, ANAMBRA STATE

ABSTRACT

Unemployment situation in Nigeria has regarded economic development and growth ever since 1981 after the declaration of Austeinsy measure. The evil effects of unemployment is a visions circle that cripples and economy.

It is against this background that I was motivated to choose this topic to identify how small scale business can provide the necessary solution with particular reference to Aniocha geo political territory.

I believe that unemployment is a major problem in Nigeria especially in Aniocha local government area and that this problem can only be solved by the establishment of small scale business. This study is embarked upon with qualitatively that employment potentials of small scale business is the necessary solution to our employment and economic malaise.

The researcher while embarking on this study intends to make use of primary data through the use of questionnaire to be distributed to some selected small business operating in Aniocha.

This data had been analysed using Test Hypothesis to show whether a relationship exist between increase in small scale business and employment in Aniocha local government area.

Also secondary method of data collection through the use of information from small scale business in Aniocha area; and federal office of statistics would be employed with a view of showing the number of and increase in small scale industry and increase or decrease in unemployment in Aniocha. Besides, there are journals news papers and delivered papers would be examined as they relate to this topic.

The analysis and testing of the data would suggest whether the null or alternative hypothesis would be accepted. The writer intend to draw an inference from the conclusion given by the result and on that basis recommend to the government, especially Aniocha local government area, on what direction she is expected to follow and direct her policies, this is because this study is particularly significant to the locality.

TABLE OF CONTENTS

Title page

Certification

Abstract

Dedication

Acknowledgement

Table of contents

CHAPTER ONE

1.0 Introduction

1.2 Statement of problem k

1.3 Scope of the study

1.4 Objective of the study

1.5 Statement of hypothesis

1.6 Significant of the study

1.7 Limitation of the study

1.8 Definition of terms

Reference

CHAPTER TWO

2.0 Review of related literature

2.1 The role of business in society

2.2 The important of employment to national economic well being

2.3 The classification of employment into self employment and paid employment

2.4 Small scale business as a source of self employment and paid employment

2.5 Aniocha L.G.A and employment in Nigeria

Reference

CHAPTER THREE

3.0 Research Methodology

3.1 Research design

3.2 Population of study

3.3 Sampling sign and design

3.4 Method of analysis

Reference

CHAPTER FOUR

4.0 Data Presentation

4.1 Data analysis

4.2 Test of hypothesis

Reference

CHAPTER FIVE

5.0 Conclusion

5.1 Summary of findings

5.2 Recommendations

5.3 References

5.4 Bibliography

5.5 Appendix A

5.6 Appendix B

CHAPTER ONE

1.0 INTRODUCTION

There is no doubt whatever that small scale and medium scale enterprises constitute the real public of a nations economy. And to say that the present and future economic advancement of this our great country (Nigeria) and Aniocha local government area (which is the topic of this study). Lies in the dynamism and growth of small scale business is not an overstatement. At least this is the unanimous is opinion of an economic conference at the instance of two bodies.

A – The Nigeria institute of social and economic research

(NISER)

B – The National Association of small scale industries (NASSI) and Riedrich Allber foundation held in Lagos in 1989.

In other words, small scale business constitute a vital engine to economic growth and development. Hwoever, the environment in which this sector operates in Nigeria is both challenging and rewarding it is challenging because it is fraught with the dangers of risks ensuring from having in the first place to invest money in small-scale business in Nigeria and the problems of managing it in the country recessed economy. Nevertheless, this study shows that, there is, the smiling countenance of success should the small scale business be given dynamic leadership and be properly managed in the present economically recessive climate in the country.

This introductory chapter will attempt to highlight the basic facts the reader should know about small scale business in Nigeria and Aniocha local government Area in general.

1.2 STATEMENT OF PROBLEMS

At this time and age, being a paid employee is a very risky business, because the state of economic well being of the Nigeria economy is in the least stable. This has motivated both the government and individuals, to focus their interest on small scale industrial development etc. least to solve the problems of unemployments for owners and create some employment opportunities for others.

This enthusiasm not withstanding only very few individuals in the final analysis succeed in establishing their own small scale business. This further delays our desire t attain to great economic heights. The dynamic role of small scale business in our national economic progress and the motivation of entrepreneurs are into being realized to the great disadvantages of the whole economy.

The problem that now arises are if encouragement of small scale business has the potential of solving the nations unemployment problems. This major problems crops up a number of question as follows:

(a) Does small scale business have enough employment potentials for the over growing Nigeria.

(b) What favour constraints the growth of small scale business

(c) How significant are lack of capital and infrastructure in the establishment of small scale business as it relates to Aniocha Local government area

(d) What role does government policy play to encourage small scale business in Aniocha local government area.

With all these challenges, this study intends to reveal how the low productivity of small scale business in Aniocha Local government area caused by the prevailing economic recession has affected their performance.

1.3 SCOPE OF THE STUDY

The study’s area of coverage is Aniocha local government area but due to some other limiting factors small scale how to be shortened to some selected small scale business firms in Aniocha. Also this study will show how small scale business help to build up management skills in the local populace. The study will also show the basic characteristics of small scale business in the country.

1.4 OBJECTIVE OF THE STUDY

Realizing the employment and other prospects of small scale industrial development in any up and coming economy such as ours, the fundamental question that arise is, how can the dynamic role of this sub-sector be more effective and economically enhanced.

Infact, there are two ways about it other than, by creating serious awareness among be people emphasizing more on small scale Monday as best alternative to our more towards industrialization and all talk about technology transfer.

Most importantly, if we believers economists that then half of our total economic problems area over when we have full employment than there is need to see if small scale business among all sectors can help us attain full employment of human and material resources. Thus, the reed for this study,

Consequently, upon the above, this research is armed at identifying the core problems that hinder people from establishing and operating their own small scale business, find out what remedial actions that have taken to ameliorate the problems it is also armed at finding possible suggestions as to show the problem can be solved.

1.5 STATEMENT OF HYPOTHESIS

Ho: Small business holds no employment creation potentials in Aniocha

H_I: Small business holds no employment creation potentials in Aniocha

Ho: There is no relationship between the establishment of small scale business and increased employment opportunities in Aniocha.

H_I: There is no relationship between the establishment of small scale business and increased employment opportunities in Aniocha

Ho: Besides other problems lack of capital and infraturctural facilities do hinder the establishment of small scale business in Aniocha.

H_I. Besides other problems lack of capital and infrasturctural facilities do hinder the establishment of small scale business in Aniocha.

1.6 SIGNIFICANCE OF STUDY

Small scale industry ownership is the route to the ownership of capital and of course participation or contribution towards, the economic and industrial growth of the nation. Therefore, “people are beginning to see a blind alley in purely distributed trade and are exploiting possibilities in the small scale sector”.

Based on the problems and objective of this research the following questions have to asked: –

(a) Does small scale business hold any employment potential in Aniocha?

(b) Is there any relationship between the establishment of small scale business and increase in employment in Aniocha?

(c) Besides other problems, are lack of capital and infrastructure hinder the establishment and growth of small scale business in Aniocha?

All these questions are very important as it provides an opportunity to person who may read it to appreciate what constitute a small scale business expected problems to be encountered by new entrants. This study is particularly significant to the Nigeria government as it afford the government an opportunity to appreciate the problems facing the establishment of small scale business in Aniocha.

However, only very few have actually realized their aspirations in this direction thereby cutting short too soon their enthusiasm and aspirations. On the other hand there has been a negative perception on the part of most indigenous citizens for having business their own. The practice for themselves is to work for others for payment. It then becomes apparent to note that existing business and up and coming ones are owned and operated by setters.

This research is particularly of importance to this group of people as it provides an opportunity to person who may read it to appreciate what constitute a small scale business and the expected problems to be encountered by new entrants, their profit and employment potentials among others.

1.7 LIMITATIONS OF THE STUDY

There was numerous problems and limitations faced by the researcher, but out of all, time and finance imposed great limitation to the work as enough time and money had to be made available to travel to Aniocha as often as necessary in order to successfully accomplish the set goals. And as a poor students still striving to find a career, these are what I do not have.

Again the unco-operative attitude of the owners and makers of small scale business who despite the researchers elaborate explanation will believe that the study in are way or the other will jeopardize their business and therefore with holding information imposed another constraint to this work. There was even the year that they would be unwilling to fill the questionnaires when given. Given the use of the questionnaire was discouraging because may only of the respondents are either illiterates or semi literates, so the researcher was forced to adopt empirical observation interview and documentation to obtain the necessary and available data for the study.

1.8 DEFINITIONS OF TERMS

1) WHAT IS BUSINESS: For the purpose of this study, business is taken to mean an organized efforts of individuals to produce and sell goods and services geared at profit oriented. .

2) ENTREPRENUERS: They are the risk take, who create business, the people who assemble all the other factors of production in an effort to start and operate a business and to make profit.

3) PRODUCTIVITY: This is the measurement of efficiency by company how much is produced with the resources used.

4) WHAT IS SMALL BUSINESS: A small business is one that is independently owned and operated for a profit and is not dominant in its filed.

5) MANAGEMENT: Working with and through people and other organizational resources to achieve the organizational goals and objectives.

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Tags: ANAMBRA STATE, THE EMPLOYMENT CREATION POTENTIALS OF SMALL SCALE BUSINESS IN ANOCHA LOCAL GOVERNMENT AREA

7 years ago 0 Comments Short URL

EFFECTS OF PENSION SCHEMES ON THE NIGERIAN WORKERS (A CASE STUDY OF ENUGU STATE)

EFFECTS OF PENSION SCHEMES ON THE NIGERIAN WORKERS

(A CASE STUDY OF ENUGU STATE)

CHAPTER ONE

INTRODUCTION

1.1 Background of Study

1.2 Statement of Problem

1.3 Objectives of Problem

1.4 Significance of Study

1.5 Scope and Study Limitation

1.6 Research Questions

1.7 Definitions of Terms

Reference

CHAPTER TWO

LITERATURE REVIEW

2.1 Concept of Retirement

2.2 Retirement Benefits

2.3 Methods of Providing Benefits

2.4 Establishing Retirement Benefit Scheme

2.4.1 Creation of the Legal Frame Work

2.4.2 Informing the Employees

2.5 Qualifications for Membership

2.51 Circumstance in which Gratuity and Pension may be granted

2.5.2 Computation of Pension and Gratuity

2.5.3 Non-Reckonable Services

2.6 Types of Benefits

2.7 Problems Associated with Scheme Administration

2.7.1 Public/ Civil Service Scheme

2.7.2 Self Administration Scheme

2.7.3 Insured Scheme

References

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Sources of Data

3.2 Research Instrument Used

3.2 Research Population

3.4 Data Analysis Technique

References

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

4.1 Analysis of Data Collected from Employees in Active Service

4.2 Analyses of Data Collected from Retired Employees

4.3 Analysis of Data Interview Conducted.

CHAPTER FIVE

FINDING, CONCLUSION AND RECOMMENDATIONS

5.1 Findings

5.2 Recommendations

5.3 Conclusion

Bibliography

Appendix

Questionnaire

ABSTRACT

No man is an island; collectively we have been able to make a thorough research on how effective pension scheme in both the civil and public sectors of the Nigerian economy has been beneficial or just a mirage to the Nigerian workers; thus a case study of Enugu state.

In the first case, the purpose of the stuffy shall be looked at. As an overview, the aim of this study as to look at the impact of pension schemes on a sector of Nigerian workers of this public servants and how effectively this pension arrangement would be made so as to cover every sphere of there problem in relation to this. So, the purpose stretches from the important of a proper pension arrangement and how best it shall be implemented to affect a proper working of the plan.

The method of study is purely on both qualitative and quantitative basis. But in particularity, the table analysis was used for the analysis of the data collection.

The third part of the project, death on method of data collection which was purely on interview; so the response from the interview as used a data per analysis for the research work.

The last part deals with basically the major pounding. This shall be merit viewed as follows the factors which militate against the effective administration of pension scheme in the country which may include: irregular payment of benefits lack of enlightmentprogramme etc. in our findings, the following recommendation could ensure a need for regular review of prisoners the manpower needed making the scheme to be contributory etc.

CHAPTER ONE

INTRODUCTION

1.0 BACKGROUND OF STUDY

In the traditional Nigerian society, aged parents look up to their children for support and this is one reason that the average numbers of children in Nigeria home are usually more than those of their counterparts in more developed countries. The home is therefore the bedrock of provision for the old. This arrangement therefore instates the role of a pension scheme on a less final setting.

It would be appropriate at this junctures to briefly give the meaning of a pension.

A pension can be defined as a series of regular payments provided by government or former employer for a person who has come to the end of his normal working life. It is an income during retirement at it’s most basic level. Such an income will assist the retired person to survive and depending on the amount and on any other means he may have, it may also enable him continue to enjoy some of the luxuries which he could afford during his working life. As earlier indicated, it is evident now that the Nigerian traditional society simply substitutes the large extended family as a pension scheme. Members of the family collectively make every provision required by the retired for his/her upkeep until death.

This method of course is crude and not very effective one which can be illustrated as thus: Assuming the retired has an infirmity this would mean double trouble for the supporting family and where the loss by accidental means one can retire only imagine the plight of such a retiree and dependents.

In order not to dabble much into that aspect, we will now examine the background of the pension scheme itself. Accordingly, pension dates back to the twelfth century and in those time, it was only through local manors or boroughs that protection was obtained from hardship and also within the confines of the community that guilds distributed relief. At that time though it was only regarded as relief for the old and poor and not necessary as a benefit for service rendered during one’s working days. These guilds were founded on religious or charitable basis and as time want on, merchants and craft guild were also founded. Gradually as strong central government emerged, caring of the poor because a national issue rather than a local responsibility so legislature concerning the poor because common.

As time wants on, the occupational pension scheme which established a right to a pension as a result of previous employment was also introduced and this is where, we are most concerned with in this research work.

In Nigeria generally, pension scheme does not import much meaning to the workers, not to mention it’s usefulness. It still has not rested it’s full weight on the Nigerian populace because all they see and know about is that it is some sort of income which one is supposed to be entitled to after retirement but never gets.

This is the present position of what the average Nigerian worker feels and knows of pension, which is pathetic.

What is the cause of this situation? How do we go about correcting the system? All these and other questions will enable us straighten out the present position of pension schemes in Nigeria using Enugu state as a case study.

Many Nigerian workers after retirement from active service whether voluntary or otherwise are not aware of what entitlements they are entitled to as pension or where there is awareness, those in authority seen to be up to one thing or the other in order to delay the commencement and safe of the retiring employee’s pension.

Experts in Nigeria agree that due to the fact that most workers become dejected and worn-out after retirement, not a few of them (workers) look up to their retirement period with optimism.

While the retired civil servants could be slightly better if as they are entitled to monthly stipends in the firm of pensions their counterparts in the private sector are not so lucky. They receive theirs en-bulk at the initial time of retirement and no more. Therefore it becomes difficult for them to plan and carry out their obligations which they still carry along with them regardless of their fresh status, as retried workers.

Another area where this research would tend to examine are the reasons being given for the delay in payments of gratuities and pensions which range from structural defects in payment arrangement in relation to bureaucracy, fraud and mismanagement of pension funds, though the Nigerian constitution on the protection of pensioners safe “The right of a pension in all the public service of the federation to receive pension or gratuity shall be regulated by law. Any benefit to which a person is entitled shall not be withheld to his disadvantage it however, is salient on when payments should be made and penalties for delay.

It is against this background that this research work will be established and recommendation made curb the present disheartening situation as regards pension schemes in Nigeria.

1.2 STATEMENT OF PROBLEM

This study will aim at examining the problems associated with pension scheme effectiveness and efficiency, the administration of pension funds and criteria for setting up such schemes in Nigeria. It intends to finds out why it is near impossible for retirees to receive their pensions, the employees’ role in pension’s arrangement and the administration of the pension funds. Another problem that would be considered would be that of managing the retirees in such a way that they are given adequate opportunity which would enable them to prepare very well or their new lives after their disengagement from active service as well as rehabilitating them so as to prevent the social menace in the society.

1.3 OBJECTIVE OF STUDY

The objectives of the study are enumerated as follows:

Examine the effects of pension schemes on the average Nigerian workers
Ascertain difficulties associated with the administration of the scheme
Cross check methods in which schemes are run
Recommendation on row to solve difficulties.

1.4 SIGNIFICANCE OF THE STUDY

The significance or import of this study is such that would be a useful parameter in the following ways:

i. Reward for loyal service
ii. Promote efficiency within an organization by making it possible for older employees to retiree without fear of poverty and wretchedness.
Help employers attract the right types of staff and retain them
Encourage good employer/employee relationship

The study will also be an invaluable contribution to the following groups:

Employers of labour
Slate and local government Authorities
Management and staff of the Nigerian social insurance trust fund
Federal government
Insurance and brokerage companies

1.5 SCOPE AND LIMITATION

The scope of this study will be limited to Enugu State and focus on two public limited companies Nigerian Railway Corporation (NRC) and NNPC but focusing mainly on Nigerian Nationally Petroleum Corporation (NNPC). It is anticipated that the result of this research would provide valuable insight for a possible re-valuation of not only the target companies but other companies administration of pension scheme.

Time constraint was a major limitations in presenting this research work as the incessant disruption of academic would not encouraged one to carry on with school chores and finally when academic eventually began, only a short period was set aside before examinations would commence, with the present economic for more than 5 years.

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7 years ago 0 Comments Short URL

THE EFFECTS OF DIFFERENT PROCESSIGN TECHNIQUIES ON THE ORGANOLEPTIC QUALITY OF SOYMILK PROCESSING AND STORAGE

THE EFFECTS OF DIFFERENT PROCESSIGN TECHNIQUIES ON THE ORGANOLEPTIC QUALITY OF SOYMILK PROCESSING AND STORAGE

ABSTRACT

Soymilk was processed from soymilk (Glycine Max) seed using that different processing techniques:

A Hot extraction method

B. Cold extraction method

C. Soaking before hot extraction method.

The soymilk samples were subjected to sensory evaluation using 9 point hedonic scale and proximate analysis.

Result obtained showed that sample A was significantly different (P < 0.05) between sample B had a more acceptable colour (P < 0.05) than samples A and C this was no significant difference between sample A and C in terms of colour.

The general acceptability of the sample showed that all the samples were acceptable.

TABLE OF CONTENTS

Title Page

Approval Page

Dedication

Acknowledgement

Abstract

Table of Content

CHAPTER ONE

1.1 History of Soybeans

1.2 Uses of Soybeans

1.3 Composition of Soybeans

1.4 Nutritional Quality of Soybeans

1.5 Antinutritional Factors

1.6 Trypsin Inhibitor

1.7 Haemagluttins

1.8 Soybeans Saponings

1.9 Protein Quality of Soubeans

1.10 Aims and Objectives

CHAPTER TWO

Literature Review

2.1 Milk from Soybeans

2.2 Nutritional Value of Soybeans

2.3 Essential Amino Acid Content of Soybeans

2.4 Undesirable Components of Soybeans

2.4.1 Trypsin Inhibitor

2.4.2 Clrease

2.4.3 Haemagluttuis

2.4.4 Gioterogens

2.4.5 Phytic acid

2.4.6 Bitter and Beeany Flavour

2.4.7 Flatus

2.4.8 Soymilk Flavour

2.4.9 Soymilk and Lipoxidase Activity

2.6.1 Nutritional Aspect of Soymilk

2.6.2 Proteins

2.6.3 Vitamins and Minerals

2.6.4 Fats

CHAPTER THREE

3.1 Materials

3.2 Methods I Hot Extraction Method

3.3 Method II Cold Extraction Method

3.4 Method III Soaking Before Hot Extraction Method

3.5 Method of Analysis

CHAPTER FOUR

Result and Discussion

4.1 Effect of Soaking Time on the Organoptic Qualities of Soymilk

4.2 Effect of Soaking Time on the Protein Recovery and Total Solids

4.3 Effect of Blanching Time on the Organoleptic Qualities of Soymilk

4.4 Effect of Blanching Time on Protein Recovery and Total Solids

CHAPTER FIVE

Conclusion and Recommendation

Conclusion

Recommendation

REFERENCES

CHAPTER ONE

1.0 INTRODUCTION

His of Soymilk: Soybeans belongs to the family leguminous, subfamily papiliondase and the genus Glycine Max. (Ricker and Morse, 1984), other normendatures which have been used include phaseolus Max, Soja Max Piper and Soja hispide moech.

It is not known when this remarkable legume, soybean was first cultivated in China. However as the first legume of which a written record was made. This was in the books of the Emperor Shen hung, dated 1800BC which describes the five principal and sacred crops of China, rice, bean, wheat barely and millet, lafter in his milliohm there were chinses writing, giving expert advice on growing soybean which was cultivated more extensively in North than in Southern China, it reached Hapan and other countries in East Asia at an early date.

Soybean contain about 46% protein and 18% fat, characteristics which have influenced it’s history: the ancient Chinese evolved methods of making from it’s preparations with high protein content for example, Curd and Shoyu, Shoyu is a dark brown liquid made by fermentation of a combination of soybeans and cereals (F.A.O. 1970). The Chinese also ate soybeans as a vegetable after it ahs sprouted.

The soybean was first heard of in Europe in 1712 through the German Botanist Egelbant Kalmpfer who had visited Japan. In the 18^th century, it was grown in some European botanical gardens (F.A.O, 1970), it is first appearance in the United States in 1804, when Commander Perry brought home two varieties from Japan (F.A.O, 1970).

What was called the second stage in the history of soybeans did not begin until the first decade of the present century, when it become an important export from East – Asia at first mainly to Europe and alter to the importing countries was as a source of oil for soap making and other purposes and for the manufacture of livestock feed.

Then the third stage began in the early nineteen thirties, it is silent feature has been the large stage cultivation of the soybean in the United States, combined with the application of Modern Technology which enable it to be put to a variety of uses both as food and folder and as raw materials for manufacturing processes, while soybean has to a considerable extent becomes an industrial crop in the United States, it continues to be grown in East Asia as a food crop processed for consumption by time honoured methods. (FAO, 1970).

The fourth stage began during the first decade of the 20^th century A.D. at the period in which this crop was first introduced of soybeans in Nigeria shows that middle belt of the country to be the best producer of soybean production (Ezedinmma, 1964). In Nigeria, nearly all of the soybean production estimated at 30,000 tons is used for human food. A response to increase in demand for soybean for soybean as a source of protein and vegetable oil, national programme in Nigeria have explained their research on the crop. Since 1987 (IITA; Annual Report 1985) currently more feather have been added to the number of products that can be obtained from soybeans in Nigeria, such products like soymilk as it had been recently demonstrated at the food investigation centuries in Enugu.

Soymilk in the traditional sense is simply an aqueous extract of whole soybean, A detailed description of the technique used for the preparation of the soymilk as well as its composition will be found in chapter 3.

Soymilk according to the nutritionist a possible substitute for cow or human milk particularly in the feeding of infant who are allegic to animal milk or where cows milk may be found to be two expensive or unavailable. Miller, (1962) soybean or vegetable milk or flu-changin chinse is reported to have been developed and used in china before the Christian era (paker and Morse 1943) by the philosopher who was credited with the first step in the processing of tofu and yuba. Then, the traditional milk is made by soaking the bean in water overnight, wet milling the bean, heating the wet mash to improve flavour and nutritional value and filtration. The milk produce is sold to the public in streets and canteens in china in 1984.

In recent years large scale production ha evolved along with commercial marketing of soymilk in Hongkong, Taiwan, Thailand, South Korea, Sinapere, Malaysiaa and not the United States (Babara, 1984).

Uses of Soybeans

Soybeans are a native crop of Eastern Asia where they have `served as an important part of the diet for centuries. The Japanese for example obtain 12 – 13% of their dietary protein from soybean product, for many of their traditional soy foods, the oriental people soak soybeans in water and then grind or cook them.

Hot water extraction of ground beans yields soybean milk which is consumed as such or is treated with calcium salts to precipitate the protein plus oil in the form of bean curd or tofu, fermentation of cooked soybeans yield products including soy sauce, misso, notto and tempheh.

Except for soy sauce, one of the traditional oriental foods is consumed in significant amounts in this country. Soybeans are a relative new corner to the American scene. They have only been gown in quantity since the late 1920’s when soybean processing become an established industry, the two major products were oil and defaulted meals.

In the mid – 1`930’s large portion of the oil began to be used for foods such as shortening, margarine, cooking oil mayonnaise and salad dressing, because of its high protein content and good nutritional value, when properly processed, the meal was used primarily for animal feeds.

Soybeans have expanded in the last 30 year from a minor crop to a major cash crops. Indeed in value to the farmer soybeans now rank second to corn and above wheat, potatoes, oats, cotton and a variety of other crops better known to the consumers, only within the last ten years however, have every many edible products. Containing soybean derivatives been directly associated with their source. In shortening their presence was “hidden” by statements similar to the followings. ‘A blend of hydrogenated vegetable oils or in salad dressing, merely “vegetable oil or a blend of vegetable oil”. Today a long list of foods containing soybean derived product can be prepared by careful reading of the labels in the supermarket, yet most of these are even not specifically identified as soybean. Product from corn, wheat, oats and many other commodities are so labeled for example corn flakes, wheat, garn, oatmeal, but not soybean. There are several reasons for this an enmity, soybean have a short history of sue in the U.S.A. the flavour and texture of soybean products are comparatively strange to people outside the orient.

Although the Chinese and Japanese have covered soybeans into a variety of products most of these foods have little physical or flavour identity with the original bean. Some people agree that green soybean are a delicious dish when properly harvested and cooked but their sale and the sale and the ale of mature beans for baking are extremely small. Soybean products have problems related to their flavour and flavour stability to their ruction in foods and to their physiological effects. Despite these problems soybean oils have become a major material in our food industry. Soybean now supply more than half of the total visible fits and oils consumed in the U.S.A

Soybean composition (PREXIMATE), commercial soybean constitute and 2% hypocotyls and phumule. Proximate composition for whole beans and fractions are given in Table 1

TABLE 1: PROXIMATE COMPOSITION OF SOYBEANS AND SEED PARTS

Fraction	Protein (N^x 6.25)	Fat %	Carbohydrate %	Ash %
Whole bean	40	21	34	4.9
Cotyledon	43	23	29	5.0
Hall	8.8	1	86	4.3
Hypocotyls	41	11	43	4.4

The constituents of major interest oil and protein make-up about 60% of the bean, but about one third consist of carbohydrates including polysaccharides, stachyose (3.8%), raffinese 1.1% phosphatides, sterols, ash and other minor constituents are also depend on variety, soil fertility and weather conditions.

NUTRIENTIONAL PROPERTIES OF SOYBEAN

Over 50 years ago Osborne and Mendel (1980) found that rates grew poorly when feed with raw soybean meal and that dry head did not improve the nutritional value of the meal.

Rates grew normally, however when the meal was cooked on a steam for 3hrs. In the past 50yrs a vast literature was developed on the nutritive properties of soybean protein, but moist heat is still used to improve the nutritional quality of soybean protein product for foods and feeds.

The literature on this subject is often confusing and contradictory ; two recent reviews gives concise summaries of pertinent work for the last 30yrs. Alleged antinutritional factors and protein quality therefore are discussed only briefly.

Antinutritional factors

Since moist heat readily inactivates the anti-growth factors raw soybean meal, many workers believe that the factors are proteininhibitors and hemagluthins, non protein components such as sapynins have b suggested as anti-nutritional factors but recent work does not support this view.

TRYPSIN INHIBITORS

More than five trysin inhibitors are reported for soybeans but only two-the kenitz and the Bowman Birk inhibitors have been purified and studied in details Kaw soybean meal contains 1.4% kunity inhibitor and 0.6^ Bowman-Birk inhibitor.

Although both inhibitors are active against boline trypsin the kunity inhibitor has any how activity the esterase activity of human trypsin. The activity of human trypsin however is inhibited to a significant extent by kunity inhibition when case is sued as a substrate to measure proteolytic activity. It is not known whether ingestion of the inhibiters affects the presence in humans.

From the practical standpoint, Trypsin inhibitors do not appear to be a serious problem in feeds and food since they are largely inactivated by moist heat. Condition of heating time, temperature, moisture content and particle size influence the rate and extent of trypsin inhibitors inactivation for example, atmospheric steaming (100⁰C) inactivates more than 95% of the trypsin inhibitor activity of raw, defatted soybean flakes in 15mins. Protein efficiency shows an accompanying increase in this same time and flakes of 19% moisture gave a higher protein efficiency ratio than flakes of 5% moisture. In contrast, steaming whole soybeans chips, or cotyledons for 20mins only partially inactivated trypsin inhibitors apparently because of the large particle size. Atmospheric steaming inactivates most of the trypsin inhibitor in whole soybeans in 15mins. In initial moisture content is 20%. If the beans are soaked in water overnight 60% moisture 25mins. In boiling water sufficient to inactivate the inhibitors. Small but measurable trypsin inhibitors activity can often be deflected after heating the known stability of Bowman-kirk inhibitor suggested that the residual inhibitor may be of this types. Measurements of residual chymotrypsin inhibitor activity would clarify this point because the Bowman-kirk inhibitor is a strong inhibitor of chymotrtpsin.

At recent study reports trypsin inhibitor activity commercial protein isolate but no inhibitor was detected in canned frankfurters containing 1.5% isolate. The heat treatment during canning inactivated the residual inhibitor.

Many of the conclusion drawn from studies on kunity inhibitor must be viewed with some reservations because of the heterogeneity of certain commercial preparation even when crystallized five times. The possibility that a protein impurities or a tightly bound non-protein impurity is responsible for some of the biological properties of the inhibitor has received slight consideration until recently.

Hemagglatinins –Soybean contain at least four proteins capable of causing clumping of red blood cells of rabbits and rates in invitrotests. These proteins are designated haemagluttinins; these proteins are in many legumes. Defected soy flour contains about 3% lemaglutinins. The major hemagluttinin in soybeans has been insolated and characterized. It is a glycoprotein containing 4.5% mannose and 1% glucesanine and has a molecular weight of 110,00 and appear to contain two polypeptide chains. The ability of hemaggluttinins to cause clumping of red blood cells in a test tube serves as a useful assay procedure but there is no evidence that agglutination of red cells occurs when hemagluttinins are ingested. Hemagglutinins is readily inactivated by pepsin; thus it probably does not service passage through the stomach. Furthermore, undigested hemagglutinin would have to be absorbed from the intestine to come into contact with red blood cells an occurrence which seems unliky because of the high molecular weight of the hemagglutinin.

Soybean hemagglutinins are readily inactivated when maximum growth response is obtain. Hemagglutinins this ;present no known problems in foods of preparation includes proper heating of the soy ingredient at some step of processing.

Soybean saponings – saponins are complex glycosides of triterpenoid alcohols and occur in soybeans to the extent of 0.5% and because of their polarity, the saponins are insoluble in hexane and remain in defatted meal; defatted meal contains 0.6^ saponins. Although antinutritional properties have been ascribed to soybean saponins, recent studies show t hem to be harmless when ingested by chicks rates and nice aft 0.5 to 3% of the diet. At the highest level the saponins content was about three fold higher than in a 50% soybean meal supplemented diet. Neither saponings nor sapogenine were found in blood of rates, mice or chicks kept in diet containing 20% soybean seed, thus the saponins are not absorbed thy remain intact until they leave the enzymes in the colon. The saponin inhibit various enzymes including cholinesterase and chymotrypsin but inhibition is not specific. Soyprotein and other dietary protein will also bind saponins. Approximately 0.4% saponins were obtained from a laboratory preparation of soyprotein isolate when isolates where ehated in dilate and solutions crystalline bit apparently modified. Saponins were obtained. The effect of interaction of the saponins with soy protein is still unknown, the saponins are an extremely complex mixture and only limited separations have been obtained to date.

Protein quality of soybean.

Until the 1960’s information on the nutritive value of soybean protein was largely limited to defatted flakes, meals and flours. Moreover most of the studied were concerned with use of soybean means as an animals feed. Since commercial introduction of concentrates and isolates in 1959 and their increasing use in foods, these fractions have received considerably more attention studies with human, however, are still limited. The quality of soy protein depends on several factors:-

a) Amino acids composition

b) Presence of anti-nutritional factors

c) Digestibility

d) Overall composition of the diet

e) Nutrient requirement of the species involves. Item a, b, and c are of primary importance in considering the various soy protein forms as protein sources.

In the preparation of isolates for example fractionation occurs; this results in a change in amino acid composition as well as in removal of the antinutritional factors occurring in the whey, items of and e are of greater importance when a specific food is being considered i.e. an infant food dietary item or a soack food nutritional requirements for an infant differ greatly from the needs of an adult who may be trying too loose weight.

Aims and objectives of the project

The processing of soybeans into soymilk is aimed at gaining consumer acceptance of the legume by removal of the toxicants that contain and also improving organoleptic qualities of soymilk with special consideration to some adverse effect of these operation in soymilk quality.

This project re views the effects of different methods used in the processing of soybeans into soymilk on the quality of the milk produced during processing and storage.

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7 years ago 0 Comments Short URL

STRATEGIES FOR IMPROVING WORKERS MORALE AND PRODUCTIVITY IN AN ORGANIZATION [A CASE OF STUDY OF ENUGU STATE TRANSPORT COMPANY (ENTRACO)]

STRATEGIES FOR IMPROVING WORKERS MORALE AND PRODUCTIVITY IN AN ORGANIZATION

[A CASE OF STUDY OF ENUGU STATE TRANSPORT COMPANY (ENTRACO)]

ABSTRACT

Improving workers morale and productivity. It is very pertinent to improve the workers morale to enhance greater level of productivity. Any organization that has no consideration on how the morale of the workers can be improved is liable to fale a lower level of productivity.

This strategy is adopted to increase the employer/employee relationship and if it can be achieved it is by giving incentives like free port allowance and in fact make them have a sense of belonging.

Improving workers morale has been one of the main strategies adopted in most of our organizations in Nigerian because it is a process by which workers get motivated in order to enhance productivity services effectively.

This prospect has been a broad area of concern to most of our existing firms or organization who do not know how to get workers motivated thereby improving their morale and productivity.

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

1.2 Statement of problem

1.3 Objective of the study

1.4 Statement of hypothesis

1.5 Significance of the study

1.6 Scope and limitation of the study

1.7 Research question

1.8 Definition of terms

Reference

CHAPTER TWO

2.0 Literature review

2.1 Extent of workers relationship with top management

2.2 The type of leadership in an organization that could enhance workers morale and productivity.

2.3 Evaluation and recognition of performance

2.4 Effects of goods management appraisal in organizational productivity.

Reference

CHAPTER THREE

3.0 Design of the study

3.1 population of the study

3.2 Sample size and sampling technique.

3.3 Instrumentation.

3.4 Method and sources of data collection.

3.5 Limitations of the study

Reference

CHAPTER FOUR

4.1 PRESENTATION AND ANALYSIS OF DATA

4.2 TEST OF HYPOTHESIS

CHAPTER FIVE

SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION.

5.1 Summary of findings

5.2 Recommendations

5.3 Conclusions

Bibliography

Appendices.

CHAPTER ONE

INTORDUCTION

1.1 BACKGROUND OF THE STUDY

In every organization set-up, indispensable groups are discernible. These groups are known as the employees and the employers. They both constitute the point upon which the activities of the organization revolves.

It is said that area of the most common mutual interest where employees and employers may co-operate consciously the advantage of them consist of improving the morale of the worker, promoting efficiency and productivity, eliminating waste, reducing cost of maintenance.

Every organization is set u to attain in some definite and defined objectives. These objectives, which have to be accomplished through the instrumentality of the above, mentioned groups often include high productivity. To do this management has to organize it’s resources to achieve maximum performance.

One of this resource is of course. Human beings, whilst the out put of some factors like machine. May be predetermined activities involving people are not calculated precisely for even if they are, the result may vary, due to what is known as human element. How well a job is done depends on the rewards attached to the work fore the word reward in it’s own stresses has complete meaning. But due to the result of research on human behaviour in work situation, we are able to realize that wage or salary is mainly one of the important needs of the workers.

Every works at work requires the organizations to treat him not just like a community but like a human being of high reasoning.

Beloc (1964) once wrote that workers have certain inalienable right as important as those of their employer and it is the duty of the organization to recognize these rights.

It is obvious that the workers have needs, which the work situation may or may not satisfy. The degree of satisfaction and dissatisfaction will be reflected not only in measured work but also in the morale of workers. The maximization of personnel contribution of the entire human element in an organization is the major objectives of the organization, which is implemented, not only through the whole management process itself. How those people are organized directly influence their morale.

1.2 STAEMENT OF PROBLEM.

Improving workers moral and productive in an organization has been the main study or way to increase the shareholders wealth. The workers are forced with lots of problems concerning the strategies for improving workers morale and productivity in the organization and with regards to these problems; the researcher wants to find answers to the following problems.

1. What are the ways of improving the workers moral?

2. How can efficiency and productivity be increased in the organization?

3. How can waste and redundancy be eliminated in the organization?

4. What are the ways of reducing cost of maintenance at the same time improve the quality of services?

1.3 OBJECTIVE OF THE STUDY

The rational for conducing this research work lies in the suspected high degree of dissatisfaction , which reduce the workers moral towards productivity and it’s effects on the productivity which

1.4 STATEMENT OF HYPOTHESIS

H0: Workers do not have job satisfaction from their routine job.

H0: Their boss gives Workers more knowledge when they are confused on what is expected from them.

H1: Workers do not have job satisfaction from their routine job.

H1: Their boss gives Workers more knowledge when they are confused on what is expected from them.

1.5 SIGNIFICANCE OF STUDY

The importance of the study is that of the end of the investigation into the strategies for improving workers and productivity. It is very important to both an organization and employees as well as government.

It is a very sensitive issue to an organization it is important to an organization in the sense that if an employee’s moral is well improved, there will be increase in the productivity thereby meeting the set goals, with good strategies in improving workers moral. There will be high productivity. The researcher would have thrown more light on the problems caused by low moral among the workers and also level the motivational strategies that would be adopted to increase workers moral and productivity.

Secondly, the managers would know the management techniques they would employ to pull their workers forward achieving organizational objectives and facilities mutual understanding between the manages, supervisor and his subordinates.

Thirdly, the workers should also understand that should set goals for themselves if there are to win the love and benefits from the organization.

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7 years ago 0 Comments Short URL

The Role of Strategic Management in an Organisation’s Growth (A Study of Selected Manufacturing Firms in Nasarawa State)

The Role of Strategic Management in an Organisation’s Growth

(A Study of Selected Manufacturing Firms in Nasarawa State)

Abstract:

The study investigated the role of strategic management in an organization’s growth. The study used descriptive statistics (frequencies, mean, and percentages) to answer the four research questions posed for the study.

The Chi-Square was used to test the three hypotheses that guided the study. Results from the analysis indicated that strategic management is not common among the manufacturing firms in Nasarawa State; that the

adoption of strategic management has significant effect on competitiveness and also influences manufacturing

firms; that strategic management has effect on employee’s performance and that its adoption has significantly increased organizational productivity of manufacturing firms; also, it enhances structural development of manufacturing firms.

The study thus concluded that though strategic management is not yet a common business practice among manufacturing firms in Nasarawa State, it has been identified as veritable tool for improving the

competitiveness, performance levels, and structural development of manufacturing firms in Nasarawa State in particular and Nigeria in general.

The researcher recommended that entrepreneurial centre and business

schools in Nigeria should incorporate strategic management principles into their curricula. This will engender sound managerial know-how and boost the performance and competiveness of firms in Nigeria. Also, further studies should be carried out in Nigeria to investigate the causes of non-adoption of strategic management in Nasarawa State in particular and Nigeria in general. The causes of this when known and curbed, will enable small and medium scale industries in Nigerian to become more competitive in boosting the development of Nigerian economy.

I. Introduction

Background to the study

Economic environment is changing rapidly and this change is characterized by such phenomena as the globalization, changing customer and investor demands, ever-increasing product-market competition. To compete successfully in this environment, organizations continually need to improve their performance by reducing cost, innovating products and processes and improving quality, productivity and speed to market.

“Strategic management is an ongoing process that evaluates and controls the business and the industries in which the company is involved, assesses its competitors and set goals and strategies to meet all existing and potential competitors, and then reassess each strategy annually or quarterly (ie regularly) to determine how it has been implemented and whether it has succeeded or needs replacement by a new strategy to meet charged circumstances, new technology, new competitors, a new economic environment, or a new social, financial or political environment” (Lamb, 1984).

Achieving a competitive advantage position and enhancing firm

performance relative to their competitors are the main objectives that business organizations in particular should strive to attain. (Raduan, Jegak, Haslinda and Alimin, 2009).

Strategic management can depend upon the size of an organization, and the proclivity to change of its business environment. Therefore, a global trans-national organization may employ a more structured strategic

management model, due to its size, scope of operations, and need to encompass stakeholder views and requirement.

Major management theories such as those of Chandler (1962) and Child (1972), both cited in Meier, O’Toole, Boyne and Walker (2012) emphasized that private firm can exercise strategic choice, even in the face of external constraints. The way and manner they face strategic issues can affect the overall growth and development of the organization. It goes without saying that the strategic framework must also address fundamental issues such as resource base, infrastructure constrains, appropriate level of technology and raw materials input.

1.1 Statement of problem

The performance of organizations has been the focus of intensive research efforts in recent times. How well an organization implements its policies and programs and accomplishes its strategic intent in terms of its mission and vision is of paramount concern. Managers in both private and public organizations are becoming increasingly aware that a critical source of competitive advantage often come from indigenous product and services, best public relations strategy state-of-the-art technology and having an appropriate system of attracting

and managing the organizations human resources.

From the foregoing, and looking at today’s trend, it is evident that the space of change in our business environment presents fresh challenges daily. Therefore, a panacea must be found for the manufacturing subsector, if it must adequately meet its challenges. Various firms, therefore, need to come up with the applications of innovative ideas to create unique brands, customers-friendly products/services that will bring about competitive advantages in terms of brand preference and customer confidence. Despite these, no research work has targeted to investigate the impact of the broad subject of strategic management on organizational growth and development in Nigeria. Existing studies in Nigeria, aimed at human resource development (eg Oladipo and Abdulkadir, 2010; Oladipo and Abdulkadir, 2011; Abdulkadir, 2012).

Related studies on this study were on strategic planning (an off shoot of strategic management) (see Ilesanmi, 2011 and Akinyele & Fasogbo, 2007).

Of these studies in Nigeria, none accessed the role of strategic

management in an organization’s growth. To this effect, this study attempts to empirically analyze how strategic management can be used by manufacturing firms in Nasarawa State to effectively derive plans for growth and development.

1.2 Objectives of the study

The general objective of the study is to investigate the place of strategic management in improving corporative performances among the manufacturing firms in Nasarawa State of Nigeria. The specific objectives are to:

1. Determine the extent to which strategic management is practice by manufacturing firms in Nasarawa State of Nigeria.

2. Determine the relationship between the level of competition and adoption of strategic management.

3. Assessed the relationship adoption of strategic management and organizational performance.

1.3 Research question

1. Is strategic management practiced by manufacturing firms in Nasarawa State of Nigeria?

2. What is the effect of strategic management on level of competition?

3. What is the effect of strategic management on organizational performance?

1.4 Hypothesis

The following null hypotheses guided the study:

1. Adoption of strategic management does not have effect on the level of competition of manufacturing firms.

2. Adoption of strategic management does not have significant effect on organizational performance.

3. Adoption of strategic management does not have significant effect on structural development of an organization.

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7 years ago 0 Comments Short URL

EFFECT OF STAFF WELFARE AND MOTIVATION ON THE PRODUCTIVITY OF A SECRETARY (A CASE STUDY OF THE CENTRAL BANK OF NIGERIA, ENUGU ZONAL OFFICE)

ABSTRACT

The topic of this study is – Effect of Staff Welfare and Motivation on the Productivity of the Secretarial Staff – A case study of Central Bank of Nigeria, Enugu zonal office.

Primary and secondary sources of data were used to gather facts. The questionnaire which was structured as the major source of data collection. For research questions which were formulated were duly analyzed. The population of the study was 12. 12 were secretaries while 10 were management staff and managers. Frequencies and percentages formula were used to analyze the data.

It was discovered that to a large extent, the secretarial staff were provided with staff welfare facilities and motivation and that some of the tools the bank used were medical facilities, lunch allowances, funeral training of secretarial staff, retirement benefits etc.

However, while staff welfare and motivation increases the productivity of the secretarial staff, it was observed that there was need for the bank to work on improving on regular trainijng of secretaries, attractive retirement benefits etc. consequently with regard to the above, it was recommended that the bank review areas such as providing good working environment, improve on their work of providing staff welfare facilities and motivation, take adequate care of their secretarial staff for increase productivity.

LIST OF TABLES

TABLES LIST OF TABLES

1 Return rate of instrument

2 Staff welfare/motivation necessary for secretaries

3 Existence of staff welfare and motivation

4 Extent of staff welfare and motivation

5 Tools of staff welfare and motivation

6 Tools for motivation

7 Effects of staff welfare and motivation

8 Satisfaction with level of staff welfare and motivation

9 Improvement on staff welfare provisions and motivation

10 Staff welfare and motivation as a tool used by the bank

11 Staff welfare and motivation necessary for secretaries

12 Extent of provisions for staff welfare and motivation for secretaries

13 The bank flourishing in the area of staff welfare and motivation

14 Secretaries satisfaction with level of staff welfare and motivation

15 Effects of staff welfare and motivation on secretaries productivity

16 Enhancing of staff welfare and provision for secretaries.

TABLE OF CONTENT

Title page

Certification

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Purpose of the study

1.4 Significance of the study

1.5 Research questions

1.6 Scope and limitation of the study

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1 Brief History of the secretarial profession

2.2 Who is a secretary

2.3 What is motivation

2.4 What is staff welfare

2.5 Importance of staff welfare and motivation

2.6 Areas of staff welfare and motivation

2.7 Effects of staff welfare and motivation

2.8 Problems of staff welfare and motivation in the central Bank of Nigeria, Enugu Zonal office

2.9 Summary of review of related literature

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Design of the study

3.2 Are of study

3.3 Population of the study

3.4 Instrument for data collection

3.5 Method of data collection

3.6 Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

CHAPTER FIVE

SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION

5.1 Summary of findings

5.2 Recommendations

5.3 Conclusion

References

Appendixes 1,2,3

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Most organizations achieve remarkable success in their operations not only because they operate in good environments, or because they are capable of competing favorably with other organizations but most because the management (or those at the helm of affairs) of such organizations provide them with the incentives that make their work worth enjoying.

They appreciate the fact that no organization perform efficiently and effectively if the human elements are not adequately motivated. The provision of those things (incentives) that ginger workers to work in an organizations have helped organizations to create the enabling environment for better performance among the workforce.

As noted in Koontz (1982), managing involves the creation and maintenance of an environment for the performance of individuals working together in groups towards the accomplishment of a common objective, it is obvious that the manager cannot do this job without knowing what motivates people.

Koontz explained further that the necessity of building motivating factors into organizational roles, the staffing of those roles, and the entire process of directing and leading people must be built on knowledge of motivation so it is through adequate motivation of employees which in this study is the secretarial staff that organizations will enjoy increased productivity.

At this point however, it is necessary to find out exactly what is motivation.

According to Chruden and Sherman (1984), motivation is a general term applying to the entire class of driver needs, wishes and similar forces

Also Agbo (2003) sees motivation as a kind of incentives which is aimed at getting the best of an individual or group of workers.

It is imperative that secretaries be motivated so that they can be geared into discharging their duties confidently and the output of their productivity becomes high. They can be motivated in ways such as promotion, salary increment, transport allowances, medical services. When these thing are put in place the resultant effect of nit is positive in that recantation on the part of the secretaries is high output, which is a result of willingness to work, using their mental ability, they make sure that they put in their very best to the achievement of the aims and objectives of their employers.

Consequently, a public organization such as Central Bank of Nigeria, which in contemporary times provides for its secretaries those incentives that make them enjoy their work has been in the position to experience increased productivity when compared with their contemporaries. However, the question still remains to what extent does a public organization such as Central Bank of Nigeria, Enugu Branch office motivates for and provides staff welfare to its secretaries and what effect has this had on the productivity level in the organization? This in response to the these that this study examines the issue – Effect of staff welfare and motivation on the productivity of secretarial staff in the Banking Industry with particular reference to the Central Bank of Nigeria – Enugu Zonal office. At this juncture, it is imperative to talk about the establishment of the Central Bank of Nigeria and its core functions.

The earliest support for the establishment of a Central Bank of Nigeria goes back to the period of the banking failures of the early 1950’s following which the power of control of banking was vested in the financial secretary.

Many nationalists leaders at that time urged for the creation of a central bank to perform this and other traditional functions of a central bank. In April 1952, a private member propose a motion that as a practical means of consolidating the financial resources (including regulations of geld and currency) of the country for the purpose of rapid economic development in all its phrases as well as strengthening the existing African banks, that the government should initiate, organize and establish a central bank of the nation within to years from the panage of the motion.

In support of this motion, the honorable minister Honorable K.O Mbadiwe urged the creation of a central bank which principally would perform the following functions.

Undertake currency productions
Act as a leader of ‘idle resources’ to banks for whom the bank would also maintain reserves and undertake clearing.
Act as a monetary authority to determine economic stability
Float, buy and sell government bonds and also commercial paper and
Act as financial agent for the government .

To actualize this noble dream, the ordinance was passed by the house on 17^th march 1958 and was brought partially into force on 15^th September 1958 when those sections necessary for carrying out the initial functions became law.

The act was fully implemented on 1^st July 1959 when the Central Bank of Nigeria came into full operation.

THE MAIN PROVISION OF CENTRAL BANK ACT

The principal objective of the Central Bank of Nigeria remain as stated in the original Act.

Issuance of legal tender currency in Nigeria
Maintenance of external reserves in order to safeguard the international value of the currency
Promotion of monetary stability and sound financial structure
Banker and financial adviser to the federal government
Banker to other banks in Nigeria and abroad.

Broadly, those functions may be classified into

Those relating to the domestic economy
Those affecting external economic and monetary relations.

1.2 STATEMENT OF THE PROBLEMS

In any establishment the secretary plays a vital role in the affairs of the establishment he or she works in. the secretary is the pivotal point on which all activities revolve upon. In most cases secretaries are the first to report to work and the last to leave the office. Sad to say, the secretary may be regarded as a functional entity in some establishments and as a result may not be well motivated or not motivated at all.

In the course of this study the following will be looked into.

Inadequate provision of resources due to secretaries
Lack of motivating factors such as delegation of authority, adequate recognition, training programme, good working environment
Inconsistency in application of policies made by the organization.

1.3 PURPOSE OF THE STUDY

The main purpose of this study is to find out the effect of staff welfare and motivation on the productivity of secretarial staff in the banking industry.

Specifically the study is aimed at

Ascertaining if the secretarial staff are really motivated
Identify ways through which the Central Bank Nigeria Enugu Zonal office motivates its secretarial staff
Determine the effect of staff welfare and motivation on the productivity of the secretarial staff
Find out if the secretarial staff are satisfied with the level of motivation in the bank.

1.4 SIGNIFICANCE OF THE STUDY

The significance or importance of this study is to highlight the need for secretaries to be motivated alongside with provision of staff welfare which will affect the level of their output.

Therefore, this study will benefit the Central Bank of Nigeria Enugu zonal office as this study would help in updating their knowledge on the issue of staff welfare and motivation and effect change in its attitude towards its secretarial staff.

Still to benefit will be administrators in public organizations because the study would provide an in-depth knowledge of how to overcome present and future problems associated with the motivation and provision of staff welfare of its secretarial staff.

It would be significant to students in the secretarial profession as the study would indicate areas covered and areas not covered so that they can undertake further researches on those area not covered.

1.5 RESEARCH QUESTIONS

What are the provisions for staff welfare provided by the Bank for the secretaries?
What tools are used in motivating the secretaries.
To what extent does motivation of secretaries increase job productivity.
What can be done to enhance motivation and staff welfare for the secretarial staff.

1.6 SCOPE AND LIMITATION OF THE STUDY

This study covers only the Enugu zonal office of the Central Bank of Nigeria because of constraints such as lack of time, inadequate funds and the expected incorporative attitude of the respondents.

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Tags: EFFECT OF STAFF WELFARE AND MOTIVATION ON THE PRODUCTIVITY OF A SECRETARY (A CASE STUDY OF THE CENTRAL BANK OF NIGERIA, ENUGU ZONAL OFFICE)

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THE IMPACT OF INCENTIVE / WELFARE SCHEMES ON THE PERFORMANCE OF WORKERS (A CASE STUDY OF NEPA ENUUG)

THE IMPACT OF INCENTIVE / WELFARE SCHEMES ON THE PERFORMANCE OF WORKERS

(A CASE STUDY OF NEPA ENUUG)

TABLE OF CONTENT

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

1.2 STATEMENT OF THE PROBLEM

1.3 PURPOSE OF THE STUDY

1.4 SCOPE OF THE STUDY

1.5 SIGNIFICANT OF THE STUDY

1.6 DEFINITION OF TERMS

REFERENCES

CHAPTER TWO

2.1 LITERATURE REVIEW

2.2 NATURE OF SCOPE OF STAFF WELFARE

2.3 GROWTH OF STAFF WELFARE

2.4 PURPOSE OF STAFF WELFARE

2.5 CATEGORIES OF STAFF WELFARE SERVICE / TYPE OF FRINGE BENEFITS

2.6 DISADVANTAGES OF STAFF WELFARE PROVISION

2.7 INCENTIVES / WELFARE SCHEMES OF NEPA

CHAPTER THREE

3.1 DATA PRESENTATION AND ANALYSIS

3.2 DISCUSSION OF RESULTS / FINDINGS

3.3 CONCLUSIONS

3.4 RECOMMENDATIONS

REFERENCES

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The administration of staff incentive scheme has now become a popular phenomenon of the total personnel policy of nay organization. The scheme involves those extra benefits which may not necessarily be money, which emanate from the kind relationship of the employer to the employees, to supplement their usual wages, from the to time which are at most times geared purposely towards the enhancement of worker performance in the organization.

This scheme, where in existence is very important to both the organization and the employees. From the employer’s point of view, it is anticipated that a good staff employees incentive schemes will induce the employees to work hard and improve their general attitude towards the organization. But for the employee, these benefit represent some additional right such as extra income, additional security or more desirable working conditions that should not required any additional effort.

In business organization, employers of labour have seen in staff welfare services, as the ability to evoke commitment and co-operation of the subordinates to contribute more to the achievement of the organization goals and aspirations. This discovery has led many employers of labour to the introduction of well packaged welfare services, with the sincere belief that a good staff services, scheme will induce staff to work hard and improve the general staff moral.

The situation remains relatively the same but for the difference in methods of payment and apparent change in emphasis. The appraised of the staff welfare scheme are defined as “something of value, a part from the agreed regular monetary payment of salaries and wages given to staff”. This will be used as the working definition for this research work.

Staff welfare services exist, in all cultures and in all organization and had existed at all times. They like different shapes and forms and attract different names.

In recognition of their worker need fulfillment functions, they are variously called “welfare services” welfare benefit employees “income” or simply “supplementary compensation” pay and non wage remuneration”. As non-taxable income and expense, they are beginning to be called “indirect compensation and on tax benefit”.

In the past, they used to be tiny bits and pieces of goodies that occasionally fell from the light tables of paternalistic employers ie when the top management, play a fatherly role of the staff.

Its should be noted that for the company to achieve its objectives her welfare services should be adequate competitive who tailored towards the real need of the staff are directly influenced by nature quality and quantity of welfare services offered because they compare themselves with their counterparts in the organization.

In my research work and analysis I have found that workers do prefer increases in welfare services to increase in salaries especially during the period of inflation and rising prices. Workers normally get frustrated and dissatisfied when welfare services are inadequate. But if the opposite condition prevails, workers have been observed to be satisfied and more committed to give off their best to the achievement of the company’s objectives.

1.2 STATEMENT OF THE PROBLEM

Often workers or employees are attracted to certain organizations not only because of the pay packets that are stated in the advert but also because of the benefits attached to them: These benefits usually include housing, transports and medical allowances to mention but a few.

These attractions may constitute a considerable objective is which such individuals made up their mind to serve in such organization. The absence or reduction in these primary attractions of such individuals into the organization will certainly lower the morale as well as efficiency of such individual’s performance, which will in turn reflect on the organization’s productivity.

Examples a bound where organizations in recent times, have been faced with instant agitation from the workers union and staff association, poor administration of the existing ones or total withdrawal of these benefits. These dissatisfaction expressed by the staff either on the provision or administration to staff welfare service. Activities become same serious problems, which demand my proper investigation and examination in order to find lasting solution to them. These assetions will be examined with respect to a govenrmetn owned enterprise called “THE NATIONAL ELECTRIC POWER AUTHORITY PLC, ENUGU ZONE.

1.3 OBJECTIVE / PURPOSE OF THE STUDY

The objective or purpose of this study is as follows:

a) To ascertain whether any of the services formally by the staff in the company has been withdrawn and the reasons that necessitated they’re withdrawal.

b) To ascertain whether there is other benefit which the staff demanded for effective performance of their jobs that are not yet provided.

c) To ascertain the problems of any that is encounter by the company in the administration of welfare services.

d) To determine the effectiveness or otherwise of staff welfare program in national electric power authority as perceived by the staff.

e) To make recommendation based on this study on how to improve the provision and administration staff welfare scheme in NEPA Plc Enugu zone if need be.

1.4 SCOPE OF THE STUDY

In the nature of the research, students are often faced with many constraints. To evade some of these constraints, students are now required to carryout a case study where a small area will be selected for study sued as a reference point for large areas. So the scope of this study covers only a large spectrum of government owned enterprise in Nigeria called NEPA Plc Enugu zone.

It is hoped that the study of the administration of staff welfare scheme in NEPA will serve as an eye opener to efficient administration of welfare services in other government owned companies in Nigeria.

1.5 SIGNIFICANCES OF THE STUDY

The role that a comprehensive staff welfare scheme plays in the efficiency with which an average worker discharges his responsibilities and the achievement of the overall corporate of an organization cannot be under played. Organization thus, try as much as possible to attain their corporate objectives by helping their staff to accomplish their own personal objectives. This they do by setting up ideal welfare scheme for the benefit of their staff.

In another breadth, it is a matter of curiosity to observe who might be pondering on the new welfare scheme that I would be evolved by NEPA Plc Enugu zone, considering the circumstances in which the company as a new cooperate body is formed, leaving behind tow clearly distinct staff welfare scheme.

1.6 DEFINITION OF TERMS

For the purpose of this research work the following key works are defined as follows:

STAFF

Any person who enters into a company, through an (employers) in return for wages salary or other valuable consideration. In this research work, this embraces both those ordinarily involved with the execution of the assigned work and those involved in the day decision making of the firm.

WELFARE

Is a wide variety of services that is provided by companies for their staff, and in some cases for members of staff families. This word shall be used in this research interchangeable with fringes benefits, employee benefits, welfare services, supplementary benefits and supplementary compensation.

SCHEME

This refers to a predetermined agreement of programmes events or development planned to accrue to a given expected outcome.

REFERENCES

Armstrong. M. and Murus H. (1980); A hand book of

administration. London: Koran PCI Ltd P. 140

Dale Y. (1962): Personnel Management and Industrial

relations 5^th edition Englewood P. 213.

Ozo, J. C. et al (1999): Introduction to project writing for

Business and Financial studies. Enugu, Sunny Enterprise.

CHAPTER TWO

2.1 LITERATURE REVIEW

NATURE AND SCOPE OF STAFF WELFARE

DEFINITION

Staff welfare has been defined variously by various writers. Armstrong and murus defined it as “item in the total package offered to staff over and above salary which increase their wealth or well-being at the same cost to the employer. In the words of Youder Ethel, “it is wide variety of services produced by companies for staff families. But Nwachukwu from his own perspective see it as “additions entitlements given to staff by management to supplement their wages.

Staff welfare have been commonly referred to as staff benefits or services. This distinction here is that benefits are where direct monetary reward accrued to the individual workers eg. pension leave pay and salary advance, while service involve no direct and unidentifiable monetary benefits e.g staff clubs, recreation facilities arrangement of reception hall and Christmas parties etc. other yet refer it to as fringe benefits.

As mentioned earlier, staff welfare exists in all cultures, even during slave trade period, and in all organization and had existed at all time except that they take different shapes and forms and attract different names. It is in the recognition of their workers need fulfillment functions that they are variably called welfare benefit, welfare services, employee income, they are being referred to as supplementary benefits, supplementary compensation or pay, and expenses, they are beginning to be indirect compensation and non tax benefit.

2.2 NATURE AND SCOPE OF STAFF WELFARE

Although the term staff welfare, in itself implied a voluntary provision on the part of the employs, the administration of the state benefit schemes and certain legal requirement concerning other benefit upon the employer.

In addition to such obligations, however a large numbers of companies provide staff services for which there is no legal requirement in the past, they sued to be they bits and pieces of goodies that occasionally feel from the right table of atonalistic employers hence they are known to be fringes benefits (ie marginal).

2.3 GROWTH OF STAFF WELFARE

The growth of staff welfare scheme has been tremendous particularly since second world war, and apparently no end is in sight. The expansion is world wide and so frightening that the scheme has been “compared to the theological animal that immediately grew two heads when one was chopped off”. From nowhere, it was the wide spread adoption of such benefits as company housing and company stores. This era did not last long as it fell into disrupt, supposedly as a result of the employers / staff desire for “industrial adult hood” later it was a new era of new paternalism that developed after their depression of the 1930’s and the second world war/

a) REASON FOR GROWTH OF STAFF WELFARE

Filippo in his book summarized the sources of the rapid growth of such program such as:

i) Labour union demand

ii) Changed employee attitude

iii) Government requirement

iv) Competition that forces other employers to match benefits to attract and keep labour.

v) Period way control which freeze wages but permit the offering of services as a substitute for wage increment.

vi) High company income tax, deducted expense items of recent, the package has grown hydro headed in form and monstrous in relative size and in apprehension, that it is beginning to be called the “hidden pay roll”.

Managers and employers do not play dominant role in administering all benefits and services, and may not do little more than to comply with prescribed public regulation. So, public plays a leading role in expanding several important types of fringe provisions. It has long emphasized the advancement of economic security and qualified benefits such as public pension, pad vacations, industrial ill health and accident.

Staff union on the other hand has supported all of these public intentions and has in addition sought paid sick leave, health and welfare activities increased payment to workers etc. the unions has pursued these benefit with vigour for the best interest of their members.

Even though managers and employers may sometimes appear as apposed to all fringes, they have invented and advance on their own. This is in recognition of the fact that many benefits offer possibilities of implementing their policies to improve staff morale, to encourage wide participation an understanding, to reduce absenteeism and to assist staff in identifying their personal goals and interest with those of the organization. Hence, employers have come to regard fringe benefits as costs of production, which are charged along with other firms of remunerations.

a) THE COST OF STAFF WELFARE

In many companies today, a substantial proportion of the total labour cost concerns staff welfare, in addition to basic wages or salaries. These benefits in the staffs view represent an extra income, additional security or more desirable working conditions that require no additional effort. Even though the employer may not readily ascertain the return from them such benefits often satisfy staff needs and wants that are not satisfied by wages and thus have considerable value in promoting value and in promoting employee morale.

However, the cost of staff welfare especially in the area of housing, transportation and medical health care, in increasing and union are asking for more and more benefits. This is what was regarded in the past as a small proportion of the labour costs but has now become so enormous that employers are now putting it value in question.

The cost of staff welfare scheme is therefore by no means insignificant for instance, the united states chamber of commerce ahs collected data on a group of 79 companies every other years, since 1947. The data showed that the cost of welfare increased at every survey period.

In 1947, fringe cost were 22.1% per pay roll hour, a rise of 36.7% unfortunately comparable statistics are not yet available in Nigeria, despite annual directive of the activity, prices and income board to all establishments employing 50 or more persons to submit to the productivity scheme drawn up with fringe benefits paid to all categories of their staff “chambers of commerce of the united states, “Employee benefits” in the Zollistest and langter O P P. 661 see Ume O. Wleazu, “Productivity and national development.

There is no doubt therefore that these fringe benefits take a significant clunk of the expense of organizations, as they are almost all employing. They span a workers life from data of employment to life death. This situation is best expressed by Ejiofor” when he said that “Employers are not expected to house their workers, bring them to work, feed them during work, take them hence after work, provide recreational facilities for them, pay them when on leave, maintain them while on study leave, than them for passing examinations, care for them and their families in sickness provide transport for them when on transfer, pay them if they have to be sacked and comparable them for the inconvenience when they die ie maintain their survivors, and depending on their status, announce their death to the world. “with heavy heart” buries them decently, keep their memories evergreen in the world through annual.

“In memories” and even pray for the repose of their souls.

The implication of this testimony is clear to the employers. Hence, there is a need for ensuring that a fringe benefit program is making a maximal contribution to the total personnel activity of a company.

See P. M. D. Ejiofro, “employee welfare program dilemma. During depression, in U.A. Damachi and Tayo Fashiyin, ed contemporary problems in Nigeria industrial relations (Lagos development press Ltd) 1986 pp. 100-102.

2.4 PURPOSE OF STAFF WELFARE SCHEME

Staff welfare scheme, like any other phase of the personnel programme should be carefully planned and purposes established for use as guideline in the management of the programme. It has been suggested that management gives greater attention to determine the optimum combination of fringe benefits for it company that will maximize employee satisfaction and assure efficient production and thus serve as a standard against which to assess proposed addition and or changes to the package. “Staff welfare scheme may have on any or all of the following general purpose given by Yoder ethal.

a. FOR THE COMPANY

1) Increase output

2) Reduce turnover and absentness

3) Increase employee morale

4) Reduce grievances.

5) Improve public and community relations

6) Reduce influence of present or potential unions

7) Increase employee, loyalty towards the company

8) Increase employee participation in company affairs

9) Increaser welfare of staff in connection with his personnel and social needs.

10) Facilities recruitment and retention of staff.

2.5 CATEGORIES OF STAFF WELFARE SCHEME

Staff welfare services exists in many firms and have been categorized by different authors. One of such author is Flippo. He grouped staff welfare services into these categories.

a) Staff services

b) Hazard protection

c) Legal required payment

Yorder, Heniman Jr. Turnball and stone put another such category forward. These include

1) Extra payment for time not worked.

2) Payment for staff security

3) Non production awards and bonuses

4) Payments for staff services.

However, Yoder in his book personnel management and industrial relations seems to emphasize on more broad categories, which include.

– Health and welfare

– Added leisure and income

– Morale personal identification

– Old age and retirements.

In the above, there is no one best category since on items can successfully fit in any of the group.

2.5.1 BENEFITS FOR SAFETY, HEALTH AND WELFARE

It is often said that health is wealth and recognition of this, employers have developed more interest in the provision of health and welfare programmes for their staff some of these services are:

a) MEDICAL FACILITIES

Provision for physical security includes programme of industrial medicine. Industrial medical is intended to supplement regular medical practice, not to complete with it the programme of industrial includes: regular physical examination, health education, prompt care of the injured, sanitary in sector, elimination of health hazards, studies of fatigue providing visiting house, services to employee away from work because of illness and services of the company doctors or hospital facilities in the case of emergency operations due to the causes of outside the employment contract.

b) HOSPITALIZATION

Many firms has entered into agreement with insurance plans for their staff. Firms under which hospitalization and life insurance plans are made available to staff usually at reduced rate. The employer may pay the premium alone.

The plans provides a measure of security for staff by assuring them that in event of hospitalization, the major part of the cost will be borne by the plan and that in the event of death, and funds will be available to their dependents. According to Flippo “the returns of the company of this particular economic services causes from relieving the staff of their worry should enable a person to devote greater attention to the job and the company.

2.5.2 BENEFITS FOR ADDED LEISURE AND INCOME

Majority of the staff welfare provisions are negotiated by management and union, while in others, the law places obligation on the employer to provide such benefits. Some of the benefits that are negotiated are reduction in what are usually described as normal hour of work, premium for second and third shifts, paid holiday and rest periods.

a) ANNUAL LEAVE

Staffs employees are entitled to a holiday with pay after twelve months of continuous services according to Knowles “majority of office workers receive a two weeks paid vacation annually in different organization.

Yoder asserts “most common current pattern rants 3 weeks annually 5 – 10 years, 4 weeks after 20 years of service. Arm strong open that most staff now receive at least 3 weeks pay, annual holiday, four weeks is increasing becoming the rule for staff paid over #2,000 a year and a growing proportion of senior executive receive five weeks.

b) MATERNITY LEAVE

This is usually granted to women for a period of six weeks following their confinements whereas for casual leave few days are granted to staff on compassionate ground. In some cases leave of absence could be granted to staff on military calls and civic duties.

c) OVER TIME AND HOLIDAY PAY

Once the normal hours of work have been agreed upon of fixed, any hour worked in excess by a worker is called overtime and is paid for usually, union and management bargain on such items regarding premium for weekend work such as double time for Sundays.

a) PREMIUM FOR NIGHT AND SHIFT WORK

Working in the night and shift work are not usually as attractive to staff as the normal day work on which basic salary is paid, so employees are less likely to agree to carry on the job without extra remuneration paid as an incentive unless it is mandatory that employers who do not consent to such an arrangement should resign.

f) LEAVE OF ABSENCE

It is becoming increasing, the norm in most enterprises to grant leave of absence to staff when certain situations that warrant such leave occurs.

2.5.3 BENEFITS FOR OLD AGE AND RETIREMENT

Often the employer recognizes the importance of long and dedicated services to the services to the organization. In view of this, they establish the company’s old age and retirement plan to carter for the staff when out of active services, one of such benefits is pension or retirement benefits.

a) PENSION AND RETIREMENT

Many of the companies are establishing retirement and pension plan for staff. These plans are unable to serve enough to provide for their support when they retire. Management recognizing a continuing obligation to the staff that has served the organization for many years ordinarily develops company.

In some plans, both the staff and the company contributes to the fund each month while in others, only the company contribute. However, the company contributing are not taxable to the staff until they collects the pension so that he is usually in lower tax bracket and pay less on the pension income.

According to Knowles “Most pension plans in effect today require the retirement of the staff at 6 years, usually at least twenty years of service or at most thirty five years of service. The amount of retirement / pension benefit is often about 50% of the average annual salary.

b) OBJECTIVE BEHIND THE PROVISION

In spite of some writers view about fringe benefit “hygiene factor that do not motivate. One cannot dismiss with a ware of hand the fact that welfare proviso offers a handsome returns to the staff especially when it is competitive attractive, and tailored towards the real needs of the staff. That is the reason why in spite of the increasing cost of these benefit companies still continue offering them.

Firms introduce these benefits for seven main reasons these include:

To assist in lowering unit cost of production

To fulfill requirement by governments

Improve morale

Help the organization keep peace with competition

Prevent unionization

To attract and hold staff, assist in meeting their better needs.

Increase staff security and blunt the sharp edges of managerial autocracy.

2.6 DISADVANTAGES OF STAFF WELFARE PROVISION

Some firms are to capable of provision the staff / employee with some of the organization welfare service lack of not providing any of these welfare may lead to the low turnover rate of productivity and so many other things that can lead to the break down of the company. In this case it would be encourage for staff to b provided with little tips of this services.

2.6.1 HIGH COST OF MAINTENANCE

Companies find it difficult to maintain their existing fringe benefits not to talk of providing new ones. Only few of these benefits can successfully of the staff while others are enjoyed by the privileged few and this makes the cost of their maintenance very high and sometimes not within the reach of many companies.

2.6.2 ONCE INTRODUCED WITHDRAWAL BECOMES DIFFICULT

One of the greatest disadvantage of staff welfare services is that once introduced they cannot be withdrawn; such more will be net with still resistance by the staff. For instance cash payment once regularly given at end of the month tend to loose their your in the eyes of the staff. The staff looses the appreciation and start regarding them as an obligation of the employers to promote or increase the salaries. This is why any attempt by the employers to reduce.

2.6.3 PRINCIPLES OF STAFF WELFARE ACTIVITIES

Businessmen need not to be concerned with the question of whether or not to provide benefits because the answer lies with the staff themselves and their desire to increase their real wages. It staff welfare activities are to yield the fullest return, they must be of value to both the company and the staff Flippo in his own line of thought suggest that the cardinal principle of staff benefits activities is that the benefit must make a contribution to the organization at least equal in the amount of its cost.

In addition to the basic guides, there are several other principle that have been suggested by various, authorities.

a) The first principles are what of satisfying a real need. This is to say that fringe benefit plans should never view from the paternalistic new point of being good for the staff. The question, which should always be asked, is “can the staff furnish the services for him as well or better than the company can provide? For instance he can, the company will receive the most benefit by paying the necessary money in take more pay.

b) Second fringe benefits plans should be operated in such way that the staff takes pride in them. Pride in the plans offered fosters company esprit be corps and builds staff loyalty.

c) The benefits selected should be those that can be best handled by a group approach. In other words as nearly as possible, plans should be structured so that the maximum numbers of staff loyalty.

d) And the last principle is that costs of the staff benefits selected that must be calculated and its financing be established on a sound basic. This is particularly important in the matte of staff. Adequate provisions for financing must be establishing before considering the services over the collective bargaining table

2.7 INCENTIVE / WELFARE SCHEMES OF NEPA

Many firms enter into agreements with insurance firms under which hospitalization and life insurance plans are made at reduced rates. It is hoped that the study o the administration of staff welfare scheme in NEPA will serve as an eye opener to efficient administration of welfare services in other government owned companies in Nigeria. The comprehensive staff welfare schemes plays in the efficiency with which an average worker discharges his responsibilities and the achievement of the overall corporate of the organization.

In another vain, it is a matter of curiosity to observe who might be pondering on the new welfare scheme that would be evolved by NEPA Plc. Enugu zone, considering the circumstances in which the company as a new corporate body is formed, leaving behind two clearly distinct staff welfare scheme.

NEPA provides some incentive / welfare schemes to the staff to mention but few:

a) Provision of staff security

b) Extra payment inform of bonuses

c) Provision of some recreational facilities which are slitting been introduced into part of the welfare services.

d) Cafeteria survives are also provided to prevent staff going outside the office premises to search for food and avoiding the staff not to spend unreasonable time beyond the break time.

REFERENCES

Armstrong M. and Murus H (1980): A hand book of salary

administration. London: Koran.

Blomstorm R. C. (1964): Competitive aspect of fringe

benefits” personal journal vol. 43 No1 1964.

Dale Y. (1962): Personnel Management and Industrial

relations. 5^th England: Cliff New Jersey Prentice.

Flippo E. B. (1971): Personnel Management New York, Mc

Graw Hill P. 549.

Floya F. (1961): Fringe benefit for all “Personnel Journal Taxes

39 pp. 871 – 880.

Naylon and Tornington (1974): Administration of Personnel

Polices great Britain. Cover press.

Ozo, J. C. et al (1999): Introduction to project writing for

business and financial studies, Enugu Sunny Enterprise.

CHAPTER THREE

3.1 CONCLUSION

DATA PRESENTATION AND ANALYSIS

Data becomes useful only after they are analyzed data analysis involves converting a series or recoded data into description statements and for references about relationships.

The analysis and interpretations of the raw data of an investigation are the means by which the research problems are answered.

According to Osueka E. O (1987) P. 18, Analysis is defined as the ordering and breaking down of data into constituent points.

RESEARCH QUESTIONS 1

Area workers dissatisfied with their present fringe benefit packaged?

Alternative	Response	Percentage %
Yes	37	82
Partially	–	–
No	8	18
Total	54	100

Table 1 in question A, reveals that 82% of the respondents are not satisfied with their present fringe benefit package?

RESEARCH QUESTIONS II

Does management conceal to workers the full range of workers fringe benefits available in the company

Alternative	Response	Percentage %
Yes	–	–
Partially	4	9
No	41	91
Total	45	100

Table 2 in question B, shows 9% of the respondent partially agree to the management disclosure of workers full range of fringe benefits, while 91% respondents respondent negatively while nobody agreed.

RESEARCH QUESTIONS III

Does workers felt that there are inadequacies in the provision and administration of their fringe benefit in the company.

Alternative	Response	Percentage %
Yes	37	82
No	8	18
Total	45	100

Table 3 in question C, above shows that 82% of the respondents indicated with strong feelings that there are inadequacy in the provision and administration of benefit in the company, while only 18% of the respondents indicated that there are inadequacy in the provision and administration of fringe benefits in the company.

3.2 DISCUSSION OF RESULT / FINDINGS

Welfare activities is indispensable elements in an organization whether profit or non-profit organization. The result shown earlier indicated that the company has a well-established procedure for administering its staff welfare scheme.

The company also offers a wide range of welfare activities to staff and in some case of their dependents. The company also offers most of the statutory welfare programme guaranteed by the government. Benefit offered by the company include medical facilities housing scheme, transportation service scheme, meal subsides, pension scheme, retirement benefit, redundancy benefits, leave earning service, annual leave allowance recreational welfare activities etc.

At least the qualities of these benefits will be attractive.

The management and the union, with the approval of board of directive, do determination of staff welfare activities in the company. the cost of welfare programme’s to the company is reasonably high.

The communication of staff welfare scheme in the company is not too effective, as the media used do not often reach all staff. The provision in the country had affected the provision and administration of staff welfare activities in the company. The effects had necessitated the strict control and administration of the schemes. The company has encountered several problems in the provision and administration welfare programs to staff.

Also, the study revealed that most of the staff did not have full knowledge of the entire welfare programmed in the company, most staff expressed their satisfaction over the present fringe benefits package of the company. It is show that staff preferred benefits in cash to payment in kind, and increase in their salaries then increase in fringe benefit.

Most of the staff acknowledges the regular receipt of benefits they are entitled to. Those who hold country view blamed it on administrative lapse and economic recession in the country and favoritism.

It was the view of many staff that some other government companies offer more attractive welfare activities than their own company.

Examples of such company maintained by the staff are guardian newspaper, vanguard newspaper, punch newspaper.

The study revealed that the union is often consulted on the adoption of welfare activities.

3.3 CONCLUSION

This study has given us an attempt to provide empirical evidence in support of the practice of staff incentive / welfare Scheme in National Electric Power Authority Plc (NEPA) we have identified problems and descried them criticized practices and prescribed solutions.

Welfare services are introduced in organization due to the employers sincere belief that a good staff employee services activity will induce them to work hard and improve general staff morale.

The importance of various welfare items has been pointed out and the criteria for their operation discussed at length. It is now left for the company to modify the structure or nature of administration of the activities where necessary.

The context of high cost of staff welfare scheme to companies as shown by this survey reveals that there is an urgent need to cultivate a commensurate pay of from this huge investment, by ensuring that the scheme are relevant to the staff need / satisfaction.

We have seen that unless a benefit is attractive and well administered to a workers, it would not motivate and been frustrated or encourage apathy.

Also program, he may not find the case to be motivated our organization should, therefore take note of these facts when operating its existed welfare activities and those to be introduced.

Further more, we need the important roles of the government in brining about equitable provision of benefits tow workers. Statutory benefit guaranteed by government (like have rent allowance paid holidays, paid sick leave, transportation allowance etc) and its intervention in fringe benefits issues. For instance justifies this assertion. More of such kind gestures will ever be welcomed.

Finally it is my sincere belief and also quite optimistic that the recommendations advanced in this study if cautiously followed will in variable make staff welfare scheme in Nigeria organization more efficient and effective

3.4 RECOMMEND ANTON

Sequel to the findings of this study, the following recommendations as to the effectiveness of the practice of staff welfare activities in NEPA Plc. are:

The company that should try a much as possible to make available its condition of services booklet and other information sources to all the time of employment. The criteria for the operation of the benefit should also be stressed and any changes by communicated to the staff promptly the staff could appreciate this program provide that the extent the company is concerned for their welfare

The company should have a well equipped medical centers in a situation where the staff has a serious accident. The company should be responsible for their hospital bill when the concerning clinic cannot threat the employment case.

The company should give adequate housing allowance to its staff, they should given them sufficient housing allowance or give them loans to build their own house, considering the tremendous increase in house rent. Transportation, the company should give adequate transport allowance in a situation that when the company bus is not on the road down.

The company should give study leave to the staff, and in service training backed up with promotion. They should also give scholarship to the children of the staff.

The company should provide canteen-selling food to the workers at subsidized rate. And also the workers at their zonal office should be given food subsidy.

The salary structure of the workers should be reviewed i.e. the company should increase their salaries. They should also pay their workers on sick leave.

The company should make adequate effort to implement the provision of all benefits stated on its policy statement e.g. Chrisman bonus. They should also give their staff holidays wherever there are public holidays or pay them for the quartile and incontinence allowance.

REFERENCES

Ejiofor. P. Employee welfare programmes Dilemma During

Depression in Ukandi.

Nwachukwu, C. C. “Personnel management Concept and

Situation: An unpublished Research project university of Nigeria Nuskka

Osuala (1987): Research and methodology

Ubeku A. K. (1975): Personnel management in Nigeria:

Benin Ethiopia Publishing corporation.

Uma O. E. (1980): “Productivity and National Development

the of Nigeria experience lecture at Annual dinner of the N. I. M. Anambra chapter.

Williams H. K. (1955): Personnel Management and A human

Relation approach (New York) American Book Co.

Tags: THE IMPACT OF INCENTIVE / WELFARE SCHEMES ON THE PERFORMANCE OF WORKERS (A CASE STUDY OF NEPA ENUUG)

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