MANAGING INDUSTRIAL DISPUTES IN THE NIGERIAN UNIVERSITY SYSTEM. STUDY OF ENUGU STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY AND UNIVERSITY OF NIGERIA, NSUKKA

MANAGING INDUSTRIAL DISPUTES IN THE NIGERIAN UNIVERSITY SYSTEM. STUDY OF ENUGU STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY AND UNIVERSITY OF NIGERIA, NSUKKA

CHAPTER ONE

INTRODUCTION

1.0 BACKGROUND OF THE STUDY

University worldwide is regarded as the citadel of knowledge, the fountain of intellectualism the most appropriate ground for the incubation of leaders of tomorrow. According to Ike (1999:1) a university fulfills, one major function it is a knowledge and value provider it stand or fails in its ability or inability to deliver on this criteria. According to magna carta universitatum, “the university is an autonomous institution at the heart of societies differently organized because of geographically and historical heritage; it produces, examines, appraises and hands down culture by research and is an enterprise that serves multi disciplinary purposes. This according to Nwankwo (2000:25) explains why merit has been the watchword in the university system – a system a student must first be certified worthy in character and learning before being admitted into the Honours Degree Hall. Universities are key author in national development, more so in Africa than in other regions. Their roles in research and this explains why the Federal Government of Nigeria is acknowledging the university as a fulcrum for national development, set up a commission headed by Chief Gray Longe 1992 to review higher education in Nigeria with particular reference to universities in Nigeria. The commission was given terms of reference amongst which were;

i. To re-examine the developmental roles of universities in developing countries such as Nigeria.
ii. Determine the middle and higher level manpower supply and demand of the country, and advice in the area of under / over population and under/ over utilization of the same.
Examine the availability and adequacy of academic staff in universities.
Investigate the nature, sources and criteria of funding in higher educational institutions. (Especially universities) with a view to improving the situation and guaranteeing steady source of funds for optimal functional of these institutions.
v. Review the general condition of staff in higher educational institutions such as salaries, pensions and retirement benefit, housing of the public service and private sector and particularly to stemming the brain drain phenomenon.
Review the criteria for appointment of administration, including the vice-chancellor, provosts, rector, registrars and other principal officers, their terms of office and the process of renewal of their appointment.

The commission held special sessions with a number of eminent personalities and educationist from whose knowledge and experience of the educational system in Nigeria it benefited immensely.

Finally, the commission defined higher education as the type of education in higher educational institution especially in universities (conventional and specialized), which produce high level and middle level manpower, but not specialized set up by professional bodies.

The commission also noted that the goals and objectives among others include; teaching, research and public service. The commission observed that Nigeria universities had established standard comparable to the best in other parts of the world. The commission, however, frowned at the discovery that the following physical conditions are still the trade – marks of the Nigerian universities;

i. Dilapidated workshops equipment in most of the higher institutions.
ii. Inadequate facilities such as libraries, lecture rooms, laboratories and work farms.

The commission was also appalled by the fact that universities have not achieved much in terms of the goals and objectives for which they were set up, owing to incessant disruption in the academic flow chart caused by strike actions, industrial unrest, students hooliganism, political instability etc.

Based on these discoveries, the commission recommended among others, that;

i. The university education as the apex of the system of higher education should play a leadership role in the nation providing people of special qualification and motivation.
ii. Universities education is not a means to earn a living. It should also equip the individual to the highest level of his ability with the intellectual and physical skill which he requires to be an innovative, creative and self-reliant member of the society.
The university, because of its key role in the overall economy should always encourage and facilitate industrial harmony and provide a conducive atmosphere for learning and attainment of other goals and objectives.

The government on its part accepted these recommendations and thus, commented as follows:

i. That university should undertake periodic reviews of programmes and activities to meet national priority goals as defined from time to time.
ii. In order to develop closer academic / industrial relationship and also ensure that the programmes of tertiary institutions are relevant to the needs of the industry and the national economy, there should be regular interaction between the institutions, the employers of their products, and the National Manpower Board.
The government on its own pat should render its lawful obligations to the universities by providing funds, research grants, the required infrastructure (roads, laboratories , electricity, telephone), a conducive learning environment and allowing universities to operate autonomously by ensuring that government does not interfere with the university administration.
To encourage industrial harmony in the higher educational institutions by passing laws that will preserve the rights of various interest groups within the university system, especially organized trade unions and employers associated.

This is however, the general picture of the events that surrounds the university system in Nigeria. We shall examine at the appropriate chapters of this work how far these major actors in industrial disputes have discharge their respective obligations in order to reduce the rate of industrial disputes in the Nigeria universities.

1.2 STATEMENT OF THE PROBLEM

Over the last thirty years in Nigeria, the educational system has witnessed an unprecedented industrial unrest and so many official assaults than other social institution. According to Onuoha (2001:8), this is so perhaps, because of its strategic place both in the nation’s hierarchy of priorities and its considered role as a veritable machine for development. In his own contribution, Nwankwo (2000:37) opined that Nigeria educational institutions, characterized by military intervention in governance have witnessed untold negative political interference and a seeming calculated moves to submerge it in the river of irrelevances. He further argued that those in authorities see universities as a burden and as institutions to be exploited and left desolate. Consequent upon this ures, non-payment development, our universities he posited, have become aberrations of themselves. The manifestation are in form of cultism, brain drain, under funding by government, erosion of academic freedom, general insecurity, dilapidated he structures, non-payment of university staff salaries. These are indications that all is not well with the Nigeria university system.

ASUU went on strike on 27^th June, 2009 in protest against non implementation of agreement against signed with the federal government of Nigeria.

In a press briefing on 30^th August in Calabar, ASUU president, Prof. Ukachukwu Awuzie accused the Minister of Education of not presenting the true facts concerning government’s handling of the issues that led to the strike. He expressed regret that the minister claimed in his reaction to the strike, that there was no agreement between the federal government and the union (ASUU) and that the government needed to review the agreement because of the global economic meltdown. He said the minister also claimed that government was not properly briefed during the negotiations and that the strike action by ASUU would further reduce the quality of education, which the union claimed that it was fighting to improve.

Awuzie described the minister’s remarks as “particularly vexatious and unfortunate” as the federal government was responsible for the strike action, which has thrown the university system into another turmoil. He said contrary to the minister’s assertion, there was an agreement reached between the federal government and the union (ASUU). On May 12, 20009 and government invitation, they assembled at the NUC to sign the agreement between the federal government of Nigeria (FGN) and ASUU. He said the union is on strike “to persuade government to be serious for once and take the interest of its citizens seriously by signing the agreement already reached.” According to him, the much touted sum of N78 billion is actually the shortfall in the amount needed to fund personnel emoluments arising from the various agreements which government has reached with hall federal tertiary institution in the country.

He said it was therefore not true that N78 billion was needed to fund the FGN/ASUU agreement as claimed by the minister. “It was an assertion meant to politicize the issues, deceive and hoodwink the Nigerian people. By the way, is it not a crying shame that our government finds the same N78 billion too much to spend over a period of time to revamp t the educational system? Yet, the same government wastes millions of Naira on frivolities”, he said.

He added that even though the present government touts education as one of the issues in the seen-point agenda, the allocation to education in the 2009 budget betrayed its lack commitment to the education of Nigerians. The ASUU president further argued, “ASUU believes that with an average of N120 billion earned from oil each day, government should be able to fund education effectively. If it considers this impossible, the money should be enough to increase access to education by a greater majority of our people. We cannot aspire to being one of the developed economies by 2020, if the bulk of our citizenry remain uneducated as is the case today.” He however, assured that the union will call off the strike as soon as the federal government signs the agreement reached with the lecturers.

ASUU strike ended on October 22^nd, 2009 by 8:10pm.

The incessant strikes closures and boycotts of lectures on work by academic and non- academic staff in our universities are also evidences that there is strained industrial relations in the Nigerian university system. In the light of the above facts, the management of these universities has been confronted with the following problems.

i. To find ways of improving such deteriorated relationship in order to move the education industry forward.
ii. To find the causes of the deterioration in relationship between the labour and management.

The sources of discontent in our university system are in exhaustive. According to Akpala (1982:56) it has bearing with present economic situation in the country, our political history and inheritances authoritarian attitudes of both the government and university. Management towards labour issues, the presence of obsolete labour laws, corruption in all segments of the society, mal administration, class conflict and struggle, struggle for survival etc. Also in the list of the problems is the inability of the Nigerian universities to actualize the objectives for which they were established, such as a training of high caliber manpower etc. it was on the basis of the above problems that the researcher was motivated to conduct this research work to find out the true position of things in the Nigerian University system and to state the facts as they are without any bias and to proffer some solutions.

1.3 OBJECTIVES OF THE STUDY

This study had the following objectives:

i. The determination of the causes of industrial disputes.
ii. The determination of ways of ensuring industrial harmony in the future.
To find out the consequences/implications of industrial unrest in the Nigerian university system
The determination of factors stalling workers participation in decision making.
v. To know the strategies used by:
The university management
The trade union
The government in solving industrial disputes in the Nigerian university system.
To determine the frequency of industrial disputes in the Nigerian university system.
To know how industrial disputes could be managed.

1.4 RESEARCH QUESTIONS

This research work will enable the researcher to come up with answers to the following research questions namely:

i. What are the likely causes of industrial disputes in the Nigerian university system?
ii. What are the ways of ensuring industrial harmony in the future?
What are the consequences / implications of industrial unrest in the Nigerian university system?
What are the factors that militate against worker’s participation in decision making?
v. What are the strategies used by:
The university management
The worker’s union (trade union)
The government in settling industrial disputes in the Nigerian university system?
How often does a trade dispute arise in the Nigerian university system?
How can industrial disputes be managed?

1.5 FORMULATION OF HYPOTHESES

The following hypothesis related to the study:

i. H0: There is no difference I the proportion of staff of ESUT and UNN who are of the opinion that industrial crisis is independent of university management.

H1: There is difference in the proportion of staff of ESUT and UNN who are of the opinion that industrial crisis is independence of university management.

(2) H0: There is no difference in the proportion of the staff of both ESUT and UNN who are of the opinion that industrial disputes in the Nigerian university system are dependent on management indifference to union needs.

H1: There is difference in the proportion of the staff of both ESUT and UNN who is of the opinion that industrial disputes in the Nigerian university system are not dependent on management indifference to union needs.

(3) H0: There is no difference in the proportion of staff of ESUT and UNN who are of the opinion that trade unions contribute to industrial disputes.

H1: There is difference in the proportion of staff of ESUT and UNN who are of the opinion that trade unions contribute to industrial disputes.

1.6 SIGNIFICANCE OF THE STUDY.

A study on industrial relations would not only be beneficial to the state, employers of labour and employees but to the society as a whole. Labour issues have bearing with integrated national planning. It contributes to manpower development and harmonized industrial relations, which promotes rapid economic development. Besides, a peaceful industrial atmosphere is required to actualize the noble objectives for which universities were set or established to achieve.

The research work is significant in a number of ways, which include:

With the introduction of the concept of management in industrial disputes, the research has contributed to the pod of knowledge already available and therefore adding to the existing literature.
Following the discovery of a fault in the process of collective bargaining, it will spur and support other researchers in the area of collective bargaining.
The study is significant to the state and federal governments who will appreciate that the inability to implement the joint decisions reached has been a source of dispute in the university system
The study is significant to university management who are now in vantage position to apply management by consultation in all issues involving labour.
The study would also benefit labour union that in the course of this research would understand that even though their demands are imperative in line with the economic realities, must consider the lean resources of the state and the position of management before embarking on strike. Under a democratic setting, industrial relations is a different issue.

Democracy promoter’s freedom and guarantees conducive atmosphere for expression of feelings. But such rights should not be abused or suppressed into witch hunting for selfish interests. We must demand for what is right so long as it is within the labour laws and what is right so long as it is within the labour laws and what is right must be done so long as it within the labour laws and what is right must be done so long as it is within the state resources. This research work will also be beneficial to the researcher as it is a requirement for award at a higher degree to the researcher.

1.7 SCOPE OF THE STUDY

The scope of the study is the research boundary. This research focuses on industrial disputes in the Nigerian university system. Emphasis is laid on the management of industrial disputes with a view to identifying the causes, the dimension and socio-economic implications of industrial disputes in our society.

The scope also revolves on the machinery of reaching collective bargain and identification of parties and their objectives as it relates to tripartism in labour relations.

The scope of the study will be limited to universities in Enugu state. The research work will pay attention to Enugu state university of Science and Technology (ESUT) and university of Nigeria Nsukka (UNN).

1.8 LIMITATION OF THE STUDY

Hardly would a research study be concluded without constraints. In a country such as ours where bureaucracy in the flow of information and where there is inaccurate data and statistics, there really has to be a problem. Specific instances of constraints related to the data system would include:

Low quality data and inadequate recording devices.
Lack of standardization in data recording and formats.
Inadequate data collection and handling procedure.
Lack of research skills.
Privacy of information considerations.
Budgetary limitations.
Lack of incentives and motivation.

Researcher from carrying out an in-depth research work.

1.9 DEFINITION OF TERMS

Bouycott – This means refusal of wage earners to have dealing with or to Patronize, a business organization when there is an organized labour grievance.

Collective Bargaining – This simply means all methods by which groups of workers and relevant employers come together to attempt to

Employee/worker – This is any person who is not a manager and who works for another in any organization for fixed wages.

Employer – This means the owner(s) of work. This can be business owners, organization, partnership, sole proprietorship, private or public limited company, government etc.

Industrial Relations: A tripartite relationship involving three parties namely, the owners of work, the employees or their representatives and government agency for the purpose of setting job rules and regulations.

Industrial Disputes: – When there is inability among the participating parties in industrial relations to reach peaceful agreements as it affects job rules and conditions of work generally.

Lock-out: – This is the employer’s action of closing a business enterprise for the purpose of enforcing a demand on the employees by causing them to be thrown out of work.

Picketing:- This means the action of striking workers to prevent other persons from taking their places in the plant or establishment and induce their colleagues who have not joined the strike action to do so.

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

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Tags: MANAGING INDUSTRIAL DISPUTES IN THE NIGERIAN UNIVERSITY SYSTEM. STUDY OF ENUGU STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY AND UNIVERSITY OF NIGERIA, NSUKKA

7 years ago 0 Comments Short URL

MOTIVATION AS A MEANS OF STAFF PERFORMANCE (A CASE STUDY OF DELTA GLAS PT)

MOTIVATION AS A MEANS OF STAFF PERFORMANCE

(A CASE STUDY OF DELTA GLAS PT)

TABLE OF CONTENTS

CHAPTER ONE

1.1 INTRODUCTION

1.2 Purpose of the study

1.3 Statement of the problem

1.4 Research hypothesis

1.5 Significance of the study

1.6 Limitations / scope of the study

1.7 Operational definition of terms

Reference

CHAPTER TWO

2.0 LITERATURE REVIEW

2.1 Definition and concept

2.2 Classical theories of motivation

2.3 Other motivation theories

2.4 Financial incentives

References

CHAPTER THREE

3.0 RESEARCH METHODOLOGY

3.1 Research design

3.2 Idendification of variables

3.3 Population of the study

3.4 Sample procedure

3.5 Data collection instrument

3.6 Data collection procedure

3.7 Method of data analysis

3.8 Problems encountered

References

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 Data analysis, findings and interpretation

4.2 Personal interview

4.3 Testing and interpretation of hypothesis

References

CHAPTER FIVE

SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION

5.1 Summary of findings

5.2 Recommendations

5.3 Conclusions

Bibliography

Appendix / glossary

CHAPTER ONE

1.1 INTRODUCTION

Human beings are the most important components of an organization and without understanding their nature and behaviour, it may be absolutely difficult to design organization and formulate appropriate management strategies to achieve their objectives. The central argument in the literature of organisation theory when studying human beings is focused on the question. Do organizations really act on do human beings in them? Ajobon R.T (1998:33).

To me, this is not a controversial question and at the some time, it is not a difficult question to answer.

To answer the above question, we need to increase our level of objectivity. The psychological forces motivating the action of individual in an organisation, is quit different from the intentions of the organizational action. Organisation act as collectivities directing their action towards are overriding goal but human being act as individuals who are motivated by certain psychological factor.

Human beings decide to work in certain organisation because they want to satisfy certain needs. So, their behaviour in the organisation will be dependent on to what extent they satisfy the needs that motivated their entry into the organisation.

On the other hand, organization, whether profit on non-profit motives, exist to provide goods and services from the satisfaction of the public and it’s members. Given this perspective, quality and quantity of outputs of goods and services coupled with profit motive becomes the underlying factors. Therefore, the ability of the organization to attain high performance in terms of these quality, quality and level of profitability depends greatly on the managerial leadership qualities and the incentives strategies.

A managerial leadership must therefore poses the empathy for intelligence, initiative, the feelings of others and the responsibility to motivate for effective result.

1.2 PURPOSE OF STUDY

Today, many organizations suffer ineffectiveness or have packed up due to defective managerial leadership. Whatever the size of an organization in terms of capital base on the number of people working in it, as well as machinery and materials have to be managed properly in order to achieves predetermined goals.

Thus, in order to achieve at the solution as to whether organizational defectiveness can be connected, the researcher proposes to determine whether:-

– Motivation can present organization depressiveness in terms of performance.

– To determine the whether motivation without good leadership could level to the desired performance.

– To determine which motivation techniques is best for employee and organizational effectiveness in terms of performance.

– To determine the level of productivity as regard to employee performance with a range of time.

– To determine whether leadership could be meaningful without the ability and keenness to motivate employee for performance.

– And finally suggest ways of improving motivational techniques to enhance performance.

1.3 STATEMENT OF PROBLEMS

For decades, behavioral scientists have focused attention on the study of motivation. The inclination and in the studies emanates from the problems as to whether motivation or not is responsible for organizational performance. While some, especially those who believe in technological sophistication argue that given that level of goods and modern machines, organization can perform optimally. Others are of the view that organizational performance will depend fundamentally on the managerial leadership and the way they motivate their employees.

This schools content that the machine and equipment connate entirely work on their own that human factors in terms of management will impact greatly on performance. To what extent can this be held? This constitutes the central problem of the research.

1.4 RESEARCH HYPOTHESIS

A hypothesis is a statement of production about a relationship between two or more variables and subject for verification. The hypothesis to be tested in the project are:-

H0: Employees can perform effectively and efficiently even without leadership and motivation strategic.

H1: Employees may not perform effectively if the incentive criteria are poor.

H2: Motivate of employee’s determines their performance.

H3: Leadership determines employee’s productivity and performance.

1.5 SIGNIFICANCE OF STUDY

The research is designed to example the extent to which motivation can go in eliciting optimum performance on the employee. The field of management today has been so devoted to changes and progress. Consequently, many organizations are now aware that people need to be well directed managed and motivated in order to get the best out of them.

Ordinarily many people find work to be two unpleasant and will do evenly thing possible to avoid it.

The significance of study therefore is to highlight the importance of properly directing, controlling, inducing and inspiring employees to achieve desired results.

Organization must have managers, who can play the figurehead role, the interpersonal relationship as well as the potential power to define the guidelines to follow, allocate resources and stimulate employees to attain high business objectives.

1.6 LIMITATION/SCOPE OF STUDY

The aim purpose of the research is to examine the impact of motivation on employee performance. Despite the seemingly broad scope of study stated above, the research has chosen to limit the study to Delta Glass Company Limited.

Lack of adequate finance coupled with time leg within which the study has to be completed underscores the choice of Delta Glass Company Limited. More also, the choice of Delta Glass company limited was informed by indisputable fact that it has been competing favourably in the glass industry.

Could the leadership and motivational strategies of the glass company be responsible for it’s astnanomical progress over the years? Hence the choice of the glass company as my case study.

1.7 OPERATIONAL DEFINITION OF TERMS

Motivation:- This refers to an aspect of management concerned with industry people to work to the best of this ability.

Performance:– This refers to actual results obtained sometimes used to devote the achievement of positive result.

Incentives:- This refers to strengthening drive designed to motivate workers or employees to greater performance e.g. money security, recognition, justice, praise and opportunity, etc.

Efficiency:- Output divided by input on the extent to which the result produced was at the least cost.

Leadership:- This is the exercise of authority in a social group, and the qualities upon which such exercise depends, vanities with the nature of the social group. It is responsibility and authority to direct, co-ordinate and motive subordinates to ensure that the goals and objectives of the organization as well as those of employees are in agreement.

Communication:- Refers to the process of transmitting information and understanding between two on more people so as to execute the meaning(s) in the information message.

Effectiveness:- This is the extent to which the designed result is realized and it is frequently compared with efficiency.

Organization:- Organization is systematic may of arranging people so that the subordinate and superseding structure of authority are to utilized the available resources to achieve their goals.

Job satisfaction: This refers to these variables, which employees consider to be yielding maximum benefit, and which enables him to develop positive attitude towards his on her job.

Productivity:- This is the achievement target pen period of time pen person on the relative output for a given level of input for a given level of input, especially the production per productive employee.

D.G.C Delta Glass Company Limited.

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7 years ago 0 Comments Short URL

THE IMPACT OF INCENTIVE (WELFARE SCHEME) ON THE PERFORMANCE OF WORKERS: A CASE STUDY OF NEPA PLC ENUGU, ENUGU STATE

THE IMPACT OF INCENTIVE (WELFARE SCHEME) ON THE PERFORMANCE OF WORKERS: A CASE STUDY OF NEPA PLC ENUGU, ENUGU STATE

ABSTRACT

Since the day of Abraham Maslow’s hierarchy of needs and Douglass Mcgregor’s hygiene factors, a lot of management intellectual have been carrying out research, and writing on good management of staff welfare schemes and ways of motivating workers and increasing productivity. but the good ideas suggested by these searchers (authors) have not been fully realized by the employee of out time in general and the good workers of NEPA Plc, Enugu Zone in particular.

Although the colonial history of Nigeria there has been employer/employee unrest at different time due to financial s malfeasance, administrative malversation, neglect of and imposition of inhuman workers welfare scheme and consequent negative results on labour productivity. The killing of many coal miners in Enugu in 1949 by the an autocratic white regime is a case to mention here, since then, many organized labour unions have sprung-up in many organizations and governments at different times at different parts of this country of fight for the right of workers, workers motivational incentives, and society. Responsibilities of employers of labour to the employees in particular, and society at large.

It is against this background that this research work was conducted to investigate the problems militating against the full realization of the benefits of a good workers welfare scheme by the employees of NEPA Plc, Enugu Zone in particular. The method of data collection employed in this study was primary and secondary sources. Simple percentage was used in the analysis of data to generated in the course of this research.

It is expected that this work would assist the corporate/business level strategic planners and mangers of NEPA Plc, Enugu zone in particular and those of other companies, industries, corporations and government in productivity as they are in constant search for practical approaches to the solution of the problems hindering improvement of NEPA performance (in supply of power) in the Enugu zone, and workers productivity in the economy.

It is also hope that all the other employer of labour whose business are so small to be classified under the entrepreneurial code such as all small/medium scale enterprises vis-visa, those other bigger business discussed above which classed under the adaptative and planning code shall as well benefit motivate workers, provide workers participation in decision making process, and lead to eventual increase in labour productivity.

TABLE OF CONTENTS

Title Page ii

Approval Page iii

Dedication iv

Acknowledgement v

Abstract vii

Table of Contents ix

CHAPTER ONE

1.0 Introduction 1

1.1 Background of the Study 1

1.2 Statement of the Problem 4

1.3 Purpose of the Study 6

1.4 Scope of the Study 7

1.5 Limitation of the Study 7

1.6 Significance of the Study 8

1.7 Definition of Terms 9

References 10

CHAPTER TWO

2.1 Literature Review 11

2.2 Nature of Scope of Staff Welfare 13

2.3 Growth of Staff Welfare 13

2.4 Purpose of Staff Welfare Scheme 20

2.5 Categories of Staff Welfare Services/Types of Fringe Benefits 22

2.6 Disadvantages of Staff Welfare Provision 38

2.7 Summary of Literature Review 43

References 46

CHAPTER THREE

3.1 Research Design and Methodology 48

3.2 Area of the Study 48

3.3 Population of the Study 49

3.4 Sample and Sampling Procedure/Technique 49

3.5 Instrument for Data Collection 50

3.6 Validation of the Instrument 52

3.7 Reliability of the Instrument 52

References 55

CHAPTER FOUR

4.0 Data Presentation and Analysis 56

4.1 Introduction 56

4.2 Testing of Hypothesis 73

4.3 Summary of Result 78

CHAPTER FIVE

Discussions, Recommendation And Conclusions 80

5.1 Discussion of Result/Findings 80

5.2 Conclusion 82

5.3 Implication(s) of the Research Findings 84

5.4 Recommendations 85

5.5 Suggestions for Further Research 87

Bibliography 94

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The administration of staff incentives scheme has now become a popular phenomenon of the total personnel policy of any organization. The scheme involves these 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 time and which are at most times geared purposely towards the enhancement of workers performance in the organization.

This scheme, is very important to both the organization and the employees, from the employer’s point of view, it is anticipated that a good staff employee incentive scheme will induce the employees to work hard and improve their general attitude toward 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 require any additional effort.

In business organizations, employers of labour have seen in staff welfare services the ability to invoke commitment and co-operation of the subordinates to contribute more to the achievement of the organizational goals and aspiration. 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 will induce staff to work hard and improve the general staff morale.

The situation remains relatively the same but for the difference in methods of payment and apparent change in emphasis. The appraisal of the staff welfare scheme are defined as “something of value apart 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 culture and in all organization and had existed at all times. They take different shapes and forms and attracts different names. In recognition of their worker need fulfillment functions, they are variously called “welfare services” “welfare benefits employees” “income” or simply “supplementary, compensation or “pay and non wage remuneration. As non taxable income and expenses, they are beginning to be called “indirect compensation and non tax benefit”.

In the past, they used to be tiny bits and pieces of goodies that occasionally full from the high tables of paternalistic employer i.e when the top management play a fatherly role of the staff.

It should be noted that for the company to achieve its objective her welfare service should be adequate, competitive and tailored towards the real need of the staff. Staff are directly influenced by nature, quality and quality of welfare services offered because they compare themselves with their counterparts in other organizations.

In this research work, workers do prefer increase in welfare services to increases 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.

Welfare scheme, is a kind of incentives given in cash or kind aimed at getting the best out of an employee or group of employees. Motivation aims at optimum performance of employees. Many factors have to do with characteristics of the individuals, different people are endorsed with different potentials, training, skills and receptions ability to change. Employees attitude and behaviour are also influenced by their remuneration and other incentive such as prestige, special allowance and retirement benefits. Conditions and environment of work also affect productivity.

Incentive (welfare scheme) can also be a compensation package, reward for performance, staff prefer cash items such as salary, allowances, Christians bonus, or in non cash items such which we call fringe benefits such as giving the product of the organization to the workers, protective clothing, cars with or without driver.

1.2 STATEMENT OF THE PROBLEMS

Often workers or employees are attracted to certain organization not only because of the pay packets that are stated in the advert but also because of the benefits attached to them. Those benefits usually include, housing, transport and medical allowances together with pension or retirement benefits to mention but a few.

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

CORRECTION FROM STATEMENT OF PROBLEM

These dissatisfaction expressed by the staff either on the provision or administration to staff welfare service activities become some serious problem which demand for proper investigation and examination in order to find lasting solution to them, are as follows:

(i) The implementation of staff welfare scheme in the company is not too effective.

(ii) Workers welfare is not taken care of their salary structure or payment is nothing to write home about.

(iii) The management function is not effective as workers or employees show a negative attitude towards their job, that is inadequate responsibility, high rate of absenteeism and indiscipline.

(iv) Also, the flow of communication between the workers and management is inadequate.

(v) Measure to be used in making sue this problems are tackled to enhance productivity.

1.3 OBJECTIVE OF THE STUDY

The objective of this study are as follow:

(a) To determine if any incentive welfare scheme exist in NEPA.

(b) To ascertain whether any of the service rendered by the staff in the company has been withdrawn due to withdrawal of some incentives.

(d) To ascertain whether there are other benefits which the staff demanded for effective performance of their job that are not yet provided.

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

(f) To determine the effectiveness of staff welfare programme in National Electric Power Authority as perceived by the staff.

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

1.4 SCOPE OF THE STUDY

The scope of this study covers only a large spectrum of government owned enterprises 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 LIMITATION OF THE STUDY

A study of this nature cannot be completed without encountering some constraints or limitations, in the course of this research, these constraints range from time, duration posed a limitation, finance, cost to get these materials. Another notable limitation as experienced by the researcher was the unco-operative and uncompromising respondents.

1.6 SIGNIFICANCE OF THE STUDY

In view of this research work, the beneficiaries are as follows, management, staff and other organization.

MANAGEMENT: The management tends to benefit when this incentives such as special allowance and retirement benefits, prestige, condition and environment of work are provided. Workers are committed to give off their best to the achievement of the company’s objective.

STAFF: – The staff will also benefit when welfare services are introduced in the organization due to the employers sincere belief that a good staff/employee service activity will induce them to work hard and improve general staff morale.

Other organization thus, try as much as possible to attain their corporate objectives by helping their staffs to accomplish their own personal objectives. This they do by setting ups ideal welfare scheme for the benefit of their staff.

1.7 DEFINITION OF TERMS

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

STAFF: Any person who enters into a (employer in return for wages, salary or other valuable consideration.

ORGANIZATION: It is an act of organizing a body of people, company, school. It is also the structure of relations that exist between positives in a group.

MORAL: This means the moral condition of workers regarding discipline and confidence.

INCENTIVES: These are wages and salaries.

EMPLOYEE: Those employed to work in an organization.

WORK: A task which employee is assigned to perform.

PERFORMANCE: This refers to the execution of carrying out notable worker.

PLEASE, print the following instructions and information if you will like to order/buy our complete written material(s).

HOW TO RECEIVE PROJECT MATERIAL(S)

After paying the appropriate amount (#5000) into our bank Account below, send the following information to 08139462710 or 08137701720

(1)Your project topics

(2) Email Address

(3) Payment Name

(4)Teller Number

We will send your material(s) immediately we receive bank alert

BANK ACCOUNTS

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 0046579864

Bank: GTBank.

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 2023350498

Bank: UBA.

HOW TO IDENTIFY SCAM/FRAUD

As a result of fraud in Nigeria, people don’t believe there are good online businesses in Nigeria.

But on this site, we have provided “table of content and chapter one” of all our project topics and materials in order to convince you that we have the complete materials.

Secondly, we have provided our Bank Account on this site. Our Bank Account contains all information about the owner of this website. For your own security, all payment should be made in the bank.

No Fraudulent company uses Bank Account as a means of payment, because Bank Account contains the overall information of the owner

CAUTION/WARNING

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Tags: ENUGU STATE, THE IMPACT OF INCENTIVE (WELFARE SCHEME) ON THE PERFORMANCE OF WORKERS: A CASE STUDY OF NEPA PLC ENUGU

7 years ago 0 Comments Short URL

THE IMPACT OF INCENTIVE SCHEMES ON EMPLOYEE PERFORMANCE IN AN ORGANIZATION

THE IMPACT OF INCENTIVE SCHEMES ON EMPLOYEE PERFORMANCE IN AN ORGANIZATION

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The administration of staff incentives scheme have now become a popular phenomenon of the total personnel policy of any organization. The scheme involves these 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 time and which are at most times geared purposely towards the enhancement of workers performance in the organization.

Incentive management for employee performance is very important to both the organization and the employees. From the employer’s point of view it is anticipated that a good employee incentive management will induce the employees to work hard and improve their general attitude toward the organization. But for the employee, these benefits represent some additional rights such as extra income, additional security or more desirable working conditions that should not require an additional effort.

In business organizations, employers of labor have seen in employee incentive services the ability to invoke commitment and co-operation of the subordinates to contribute more to the achievement of the organizational goals and aspirations. This discovery has led many employers of labor to the introduction of well packaged incentive management programs with the sincere belief that a good employee services will induce the employees to work hard and improve the general organizational morale.

The situation remains relatively the same but for the difference in methods of payment and apparent change in emphasis.The appraisal of the employee incentive management scheme are defined as “something of value apart from the agreed regular monetary payment of salaries and wages given to employees”. This will be used as the working definition for this research work.

Incentive management services exist in all culture and in all organization and had existed at all times. They take different shapes and forms and attract different names. In recognition of their worker need fulfillment functions, they are variously called “incentive services” “employee incentive benefits” or simply “supplementary, compensation or “pay and non wage remuneration. As non taxable income and expenses, they are beginning to be called “indirect compensation and non tax benefit”.

In the past they used to be tiny bits and pieces of goodies that occasionally fall from the high tables of paternalistic employer i.e when the top management play a fatherly role to the employee.

It should be noted that for the company to achieve its objective her incentive management service should be adequate, competitive and tailored towards the real need of the employee. Employees are directly influenced by nature, quality and quality of incentive services offered because they compare themselves with their counterparts in other organizations.

In this research work, workers do prefer increase in incentive services to increases in salaries especially during the period of inflation and rising prices, workers normally get frustrated and dissatisfied when incentive 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.

Incentive management is incentives given in cash or kind aimed at getting the best out of an employee or group of employees. Motivation aims at optimum performance of employees. Many factors have to do with characteristics of the individuals. Different people are endorsed with different potential, training, skills and receptions ability to change. Employee attitude and behavior are also influenced by their remuneration and other incentive such as prestige, special allowance and retirement benefits. Conditions and environment of work also affect productivity.

Incentive management can also be a compensation package, reward for performance. Employees prefer cash items such as salary, allowances, Christian bonus, or in non cash items which we call fringe benefits such as giving the product of the organization to the workers, protective clothing, cars with or without driver.

1.2 STATEMENT OF PROBLEMS

Often workers or employees are attracted to certain organizations not only because of the pay packages that are stated in the advert but also because of the benefits attached to them. Those benefits usually include, housing, transport and medical allowances together with pension or retirement benefits to mention but a few.

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

The dissatisfaction expressed by the employee either on the provision or administration to employee incentive service activities become some serious problem which demand for proper investigation and examination in order to find lasting solutions to them, are as follows:

(i) The implementation of employee incentive management in the company is not too effective.

(ii) Employee incentives are not taken care of, their salary structure or payment is poor.

(iii) The management function is not effective as workers or employees show a negative attitude towards their job, that is inadequate responsibility, high rate of absenteeism and indiscipline.

(iv) Also, the flow of communication between the workers and management is inadequate.

(v) There are weak measures used in making sure these problems are tackled to enhance productivity.

1.3 OBJECTIVES OF THE STUDY

The objectives of this study are as follow:

(a) To determine if incentive management exists in organizations.

(b) To ascertain whether any of the service rendered by the employees in the company has been withdrawn due to withdrawal of some incentives.

(d) To ascertain whether there are other benefits which the employees demanded for effective performance of their job that are not yet provided.

(e) To ascertain the problems if any that is encounter by the company in the administration of employee services.

(f) To determine the effectiveness of employee incentive management in organizations as perceived by the employees.

(g) To make recommendations based on this study on how to improve the provision and administration of employee incentives in organizations

1.4 SCOPE OF THE STUDY

The scope of this study covers a large spectrum of enterprises. It is hoped that the study of the management of incentives in organizations will serve as an eye opener to efficient management of employee services in other companies in Nigeria.

1.5 RESEARCH HYPOTHESIS:

H1: Incentives management will improve employee performance in organizations.

H2: Incentives management will not improve employee performance in organizations.

H3: There is a strong relationship between incentives management and employee performance in organizations

H4: There is a weak relationship between incentives management and employee performance in organizations.

1.6 RESEARCH QUESTIONS:

Will proper incentives management increase organizational productivity.
Will increase in incentives bring about a significant increase in employee performance
Do organizations in Nigeria practice incentive management programs
Are incentive management practices in Nigeria effective.
Does incentives management practice have a significant impact on the Nigeria economy
Will a reduction in incentive packages have a negative impact on employee morale and productivity

1.7 LIMITATIONS OF THE STUDY

A study of this nature cannot be completed without encountering some constraints or limitations. In the course of this research these constraints range from time. Duration posed a limitation, finance, cost to get these materials. Another notable limitation as experienced by the researcher was the uncooperative and uncompromising respondents. Companies are reluctant release very useful, comprehensive, accurate and relevant data.

Members of top management were usually not on seat or will only spare few minutes for an interview that requires more time. People air their views on the platform of biasis and prejudice, and this creates a blockage to well screened observations and conclusions

1.8. SIGNIFICANCE OF THE STUDY

In view of this research work, the beneficiaries are as follows: managements, employees and organizations.

MANAGEMENT: The management tends to benefit when these incentives such as special allowance and retirement benefits, prestige, condition and environment of work are provided. Workers are committed to give off their best to the achievement of the company’s objective.

EMPLOYEE: – The employee will also benefit when incentive services are introduced in the organization due to the employers sincere belief that a good employee incentive service activity will induce them to work hard and improve general employee morale.

Other organizations thus try as much as possible to attain their corporate objectives by helping their staffs to accomplish their own personal objectives. This they do by setting up ideal incentive management for the benefit of their employees.

1.9 DEFINITION OF TERMS

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

EMPLOYEE: Any person who works for an employer in return for wages, salary or other valuable considerations.

ORGANIZATION: It is an act of coordinating a body of people. It is also the structure of relations that exist between positives in a group.

EMPLOYEE MORALE: This means the condition of workers regarding discipline and confidence.

INCENTIVE: These are extra benefits attached to wages and salaries, or given as separate packages.

WORK: A task which an employee is assigned to perform.

PERFORMANCE: This refers to the execution of duty by a worker.

MANAGEMENT: Management in all business and organizational activities is the act of coordinating the efforts of people to accomplish desired goals and objectives using available resources efficiently and effectively. Management comprises planning, organizing, staffing, leading or directing, and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal

RESOURCING: Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources.

EMPLOYEE WELFARE: Welfare is the provision of a minimal level of well-being and social support for all employees.

RECRUITMENT: Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an ’employee offering.

RETIREMENT: Retirement is the point where a person stops employment completely

ABSENTEEISM: Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer

PRODUCTIVITY: Productivity is the ratio of output to inputs in production; it is a measure of the efficiency of production.

HOW TO GET THE FULL PROJECT WORK

PLEASE, print the following instructions and information if you will like to order/buy our complete written material(s).

HOW TO RECEIVE PROJECT MATERIAL(S)

After paying the appropriate amount (#5000) into our bank Account below, send the following information to 08139462710 or 08137701720

(1)Your project topics

(2) Email Address

(3) Payment Name

(4)Teller Number

We will send your material(s) immediately we receive bank alert

BANK ACCOUNTS

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 0046579864

Bank: GTBank.

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 2023350498

Bank: UBA.

HOW TO IDENTIFY SCAM/FRAUD

As a result of fraud in Nigeria, people don’t believe there are good online businesses in Nigeria.

But on this site, we have provided “table of content and chapter one” of all our project topics and materials in order to convince you that we have the complete materials.

Secondly, we have provided our Bank Account on this site. Our Bank Account contains all information about the owner of this website. For your own security, all payment should be made in the bank.

No Fraudulent company uses Bank Account as a means of payment, because Bank Account contains the overall information of the owner

CAUTION/WARNING

That you ordered this material shows you have agreed not to copy word-to-word.

Tags: THE IMPACT OF INCENTIVE SCHEMES ON EMPLOYEE PERFORMANCE IN AN ORGANIZATION

7 years ago 0 Comments Short URL

DESIGN AND IMPLEMENTATION OF ONLINE CASH RECEIPT GENERATION SYSTEM FOR A SUPERMARKET. (A CASE STUDY OF ROBAN STORES LTD)

DESIGN AND IMPLEMENTATION OF ONLINE CASH RECEIPT GENERATION SYSTEM FOR A SUPERMARKET.

(A CASE STUDY OF ROBAN STORES LTD)

ABSTRACT

This project work, is a computerization of cash receipt system of an organization. It entails maintaining database files of different sources of receipt whose scope and limitation are based on.

Sales and purchases Receipts/Invoices inquiry on Total Balance and generation of report.

But before we venture into that, attention should be drawn to the introductory part, the literature review and later the analysis of the existing system and the design of the new system.

Since, there is constrain in time, this project will not go on exhaustive treatment of every expected module, rather will represent only sales and purchases receipt modules with two other operational modules subset of the broad menu.

Nevertheless, there is provision for onward development of those expected modules and for other sources of receipts and other operations to suit any organization.

It is not the intention here to treat each module separately hence the entire project is menu driven to cover some of the facilities present.

Lastly, it is an optimistic fact that after going through the text, one would be able to

Know what is achieved
Having a clear knowledge of the project organization in relation to other sources and problems.

TABLE OF CONTENTS

Title page ii

Approval iii

Dedication iv

Acknowledgement v

Abstract vi

Table of content. viii

CHAPTER ONE

Introduction 1

1.1 Justification of the project 2

1.2 Purpose of the study 3

1.3 Statement of the problem 3

1.4 Scope of the project 4

CHAPTER TWO

Literature Review 6

CHAPTER THREE

Description and analysis of the existing system 8

3.1 Introduction 8

3.2 Definition of System Analysis 8

3.3 Data Gathering 9

3.4 Preliminary Report 12

3.5 Analysis of Data 14

CHAPTER FOUR

Design of the new system 22

4.1 Design Phase 22

4.2 Top Down Approach 23

4.3 Design Particulars 23

4.4 System Specifications 26

CHAPTER FIVE

Implementation 32

Introduction 32

CHAPTER SIX

5.1 Documentation 35

5.2 Constraint (limitation) 35

CHAPTER SEVEN

Recommendation and Conclusion 37

CHAPTER ONE

1.0 INTRODUCTION

Cash receipt generating system is a viable source in any business organization and ventures and so on, its main purpose is to maintain a more reliable records of money coming into the organization firm and money going out from the firm. This is look upon the view that the business organization must have that exchange market with each other. It is a sore fact that the most have been a contract of which, there is an obligatory task that stands the terms of agreement it could be a payment to their client or partners or from their client who pays into their own account. Another thing matters weather it will be cash without remark balance or install mental and how many installment it is going to be.

This is clearly stated in the organization activities and manner of operation. When ever there is payment, there is also the issuing of receipts this is centered on the writing of what each party has in stock.

1.1 JUSTIFICATION OF THE PROJECT

For there to be a computerized business operation, the business most be look upon in new way of existence. No only being concerned with customers, prices output and so forth one should also consider the fact that data forms, information flows, procedures etc. it is momentous on the basic fact that computers are used as a coexisting element to information systems. This application is effective and productive because it enhances to process a more better information system (Automated)

On this work, we shall basically lok upon the possibility of making the outline orderly model of designing effect changes. The process of changing system is systematic such that it is a repetitive process. It is a fact to say that every system has what is called life cycle especially information system. By reviewing and modifying them, we say. It is a system development cycle. The routine is always cyclical. It is on the system development that the familiar input processing output feedback pattern of all systems. The system development contains the output which consist of various organization information systems. The feedback components helps evaluate the effectiveness of the system in terms of changing requirements.

IN THE PROCESSING COMPONENTS WE HAVE THREE PARTS

System Analysis

System Design

System Implementation.

None of these parts can be considered apart from the other two. To be courtesy, I would say that the activities involved in system development is interlinked set.

1.2 DEFINITION OF PURPOSE

The rate of accepting different sources of receipt by the topic of term paper into an organization keeping track of the files can at any time operates the organizations and clients financial report.

1.3 STATEMENT OF THE PROBLEM

Cash Receipt system of Rorban Stores LTD is to keep records of all receipts of purchases and sales made.

By so doing, they keep information concerning each transaction such as the name of client, address, data of transaction, description of goods. Quantity of goods, model number of the goods, the amount of the goods.

Inside this record the company can then know the financial reports of both the clients and the organization itself.

HOW TO GET THE FULL PROJECT WORK

PLEASE, print the following instructions and information if you will like to order/buy our complete written material(s).

HOW TO RECEIVE PROJECT MATERIAL(S)

After paying the appropriate amount (#5000) into our bank Account below, send the following information to 08139462710 or 08137701720

(1)Your project topics

(2) Email Address

(3) Payment Name

(4)Teller Number

We will send your material(s) immediately we receive bank alert

BANK ACCOUNTS

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 0046579864

Bank: GTBank.

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 2023350498

Bank: UBA.

HOW TO IDENTIFY SCAM/FRAUD

As a result of fraud in Nigeria, people don’t believe there are good online businesses in Nigeria.

But on this site, we have provided “table of content and chapter one” of all our project topics and materials in order to convince you that we have the complete materials.

Secondly, we have provided our Bank Account on this site. Our Bank Account contains all information about the owner of this website. For your own security, all payment should be made in the bank.

No Fraudulent company uses Bank Account as a means of payment, because Bank Account contains the overall information of the owner

CAUTION/WARNING

That you ordered this material shows you have agreed not to copy word-to-word.

Tags: DESIGN AND IMPLEMENTATION OF ONLINE CASH RECEIPT GENERATION SYSTEM FOR A SUPERMARKET.(A CASE STUDY OF ROBAN STORES LTD)

7 years ago 0 Comments Short URL

THE IMPACT OF MANPOWER DEVELOPMENT AND TRAINING IN EFFICIENT MANAGEMENT OF PARASTATAL (A CASE STUDY OF NIGERIA RAILWAY CORPORATION EASTERN DIVISION ENUGU)

THE IMPACT OF MANPOWER DEVELOPMENT AND TRAINING IN EFFICIENT MANAGEMENT OF PARASTATAL

(A CASE STUDY OF NIGERIA RAILWAY CORPORATION EASTERN DIVISION ENUGU)

ABSTRACT

The growth and innovation in the field of science and technology and the complex nature of modern business activities and the need for the expert handling of modern equipment and budget I call for the urgent training and development of organization manpower resources in order to meet these challenges.

Today, we know that our problem is not how to avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle the increasing complexity in manpower and managerial activities.

The research work undertake a survey of the manpower development policies and programmes of the Nigeria Railway Corporation and found that though there exists an established policy and programmes for employee development there polices and programmes are deficient in content and complementation.

Based on the followings, we suggested an immediate review of the training and development policy and programme in order to make it more functional and adaptable to the present and future needs of corporations intended objectives.

In carrying out the research, oral interview and research questionnaire were used. The analysis of the questionnaire was done based on percentages. Allowing the greater or less than factor to influence the judgment either by mollified the oral interview responses gotten. The work is divided into five chapters. The first chapter contains the statements of problem and purposes of the study. Three assumptions were made as forming basis for the study.

In chapter two, relevant literature on manpower development and man power development problems, methods and strategies were reviewed. In chapter three, the research methodology and source of data are presented. Chapter four contains the presentation and analysis of data and test of hypothesis. The chapter five contains summary of the findings, conclusion and recommendation.

TABLE OF CONTENTS

CHAPTER ONE

1.0 INTRODUCTION

1.1 Background of the study

1.2 Statement of problem

1.3 Objective of the study

1.4 Significance of the study

1.5 Scope of the study

1.6 Limitation of the study

1.7 Research question

1.8 Hypothesis

1.9 Definition of terms

CHAPTER TWO

2.0 LITERATURE REVIEW

2.1 Defining manpower training and development

2.2 Areas and objectives of manpower development

2.3 Aims and objectives of manpower development

2.4 Methods and types of manpower development

2.5 Determination of development needs

2.6 Steps in designing a manpower development programmes

2.7 Manpower development problems

2.8 Manpower development in Nigeria

References

CHAPTER THREE

3.0 Research Design And Methodology

3.1 Introduction to the study

3.2 Area of study

3.3 Population of the study

3.4 Sample size determination

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Methods of data collection

3.9 Method of data analysis

CHAPTER FOUR

4.0 Presentation, analysis and interpretation of data

4.1 Testing of hypothesis

CHAPTER FIVE

5.0 Summary of findings, conclusion and recommendation

5.1 Summary of findings

5.2 Conclusion

5.3 Recommendation

5.4 Bibliography

5.5 Research questionnaire

CHAPTER ONE

INTRODUCTION

Contemporary thoughts on national development and growth emphasize the need for the training and retaining of the human resources and economic independence of the nations. The objectivity of this assertion becomes apparent when viewed against the background of the study. Damages wrecked on the socio-political and economic structure and integrity of most independent developing nations by foreign interest acting under pretension of assisting them in their development efforts.

The realization of complete independence is therefore a function of an effective development strategies and efficient utilization of a country’s potentials studies shows that most countries are blessed with abundant natural resources. They lock the basic technology for transforming and maximizing the benefits of these natural endowment resulting from the under development of the human portentous.

Since Nigeria gained her independence in 1960, we have been faced with the challenge of providing adequate and effective manpower need for the management of our economic resources.

Our inability to provide for the necessary manpower needs results in the inefficient and under utilization of the abundant economic resources. Most organization in Nigeria is so much concerned with the profits maximization, they ignore the need for training their workers, and instead, they consider the money they will spend on their training programme as waste rather than as an investment. The fail to foresee the desirability of continuous retaining and development of their workers in order to promote the efficiency and effectiveness of their organization. Consequently instead of growing, the business rather fails and much capital wasted.

Commenting on the general poor development of the Nigerian workers, W.R. Haires observed that the Nigerian workers are under used, under employed, frustrated and preventive from bringing their talents to bear on the well-being of their employers, organization and the nation at large.

Manpower development is a dynamic process, in other words, it is a response to change in the beliefs, attitudes and behaviour of individuals so that they can better adopt new techniques and challenges.

In recognition of the need for the training and development of the human potentials and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the Nigeria railway corporation established a training policy for her employee. In pursuance of this noble objective of manpower development and training by the organization, a lot of difficulties arises which affected the success of the programme. This research work is therefore directed towards an evaluation of the manpower development and training programme of the corporation with a view to identifying problem areas (where any) and making suggestions on ways of achieving greater successes in their manpower development efforts.

1.2 STATEMENT OF PROBLEMS

After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization. The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of worker’s skill and the sill he expected to have in order better fit into the new job demands is bridged by manpower training.

Many organizations have over the years established good manpower training and development programmes in order incite better employee performance at work and increased productivity. Good development programmes have not always been easy to attain in organization because of the forces that impede against the achievement of their objectives. Some of the impeding forces include selections or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation. The crucial problems this research will address include:

The problem of inadequate manpower resources in the Nigeria railway corporation.
The lack of functional manpower development programmes.
The under utilization of available manpower resources.

A critical analysis of these problems will be done with a view to determining their causes and consequences on the corporation. The researcher will also make contribution on ways of redressing the problems.

1.3 OBJECTIVE OF THE STUDY

The decision to research on this field of human development results from my interest in the areas of manpower planning and development as it occupies a strategic position in the effective and efficient realization of organization’s goal.

Apart from giving the reader a general idea of what manpower training and development entails, this study is designed to examine and clarify the following issues:-

1) To identify the manpower training and development programme of the Nigeria railway corporation.

2) To determine the impact of this programme on workers performance.

3) To identify the problem which negatively affect the successful implementation of the programme and achievement of the desires result?

4) Make recommendation on ways of ensuring greater successes in future.

1.4 SIGNIFICANT OF THE STYDY

We have noted earlier in this research the important role of manpower training and development in achieving organizational goal. We also noted the problem of lack of well-developed, specialized and dynamic management that will be capable of harnessing the development.

The significance of the study therefore in it’s potentiality in serving as a reference took for both individual organization and government policy makers who desire to eliminate all and avert obstacles associated with manpower planning.

It will also be of immense benefit particularly in the organizers and executors of manpower development and training programmes in the Nigeria railway corporation. This is because the clearly identified problem areas in the design and implementation of manpower development programmes. This research will also discuss various manpower development and training related issues and suggests ways that can be adopted to solve manpower training and development problems

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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

IMPACT OF THE NDE ON GRADUATE EMPLOYMENT IN NIGERIA

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

1.0 Review of Related Literature

CHAPTER THREE

2.0 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:

3.8 Method of data collection

3.9 Method of data analysis

References

CHAPTER FOUR

3.0 Data Presentation and Analysis

4.1 Presentation and Analysis of Data

4.2 Testing of Hypothesis

4.3 Summary of Results

References

CHAPTER FIVE

4.0 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

IMPACT OF GOVERNMENT EXPENDITURE ON ECONOMIC GROWTH IN NIGERIA

IMPACT OF GOVERNMENT EXPENDITURE ON ECONOMIC GROWTH IN NIGERIA

ABSTRACT

This study examines the impact of government expenditure on economy growth in Nigeria. In the light of the empirical review and other discussions, a number of questions arose as to whether there is significant relationship between government investment expenditure and economic growth of Nigeria, there is significant relationship between government consumption expenditure and economic growth of Nigeria as well as to determine if there is significant relationship between government health expenditure and economic growth of Nigeria. Using the Ordinary Least Square (OLS) regression technique with the aid of computer software, for a 1977 – 2010 time series data, the empirical findings revealed among other things, that government investment expenditure has a significant impact on Nigeria’s economic growth. The study recommends, that the government should ensure that government should encourage the education and health sectors through increase funding, as well as ensuring that the resources are properly managed and used for the development of education and health services.

CHAPTER ONE

1.1 BACKGROUND TO THE STUDY

Over the past decades, the public sector spending has been increasing in geometric term through government various activities and interactions with its Ministries, Departments and Agencies (MDA’s), (Niloy et al. 2003). Although, the general view is that public expenditure either recurrent or capital expenditure, notably on social and economic infrastructure can be growth-enhancing although the financing of such expenditure to provide essential infrastructural facilities-including transport, electricity, telecommunications, water and sanitation, waste disposal, education and health-can be growth-retarding (for example, the negative effect associated with taxation and excessive debt). The size and structure of public expenditure will determine the pattern and form of growth in output of the economy (Taiwo, and Abayomi, 2011).

The structure of Nigerian public expenditure can broadly be categorized into capital and recurrent expenditure. The recurrent expenditure are government expenses on administration such as wages, salaries, interest on loans, maintenance etc., whereas expenses on capital projects like roads, airports, education, telecommunication, electricity generation etc., are referred to as capital expenditure. One of the main purposes of government spending is to provide infrastructural facilities (Taiwo and Abayomi, 2011).

Nurudeen and Usman (2010), added that, in Nigeria, government expenditure has continued to rise due to the huge receipts from production and sales of crude oil, and the increased demand for public (utilities) goods like roads, communication, power, education and health. Besides, there is increasing need to provide both internal and external security for the people and the nation. Available statistics, according to Nurudeen and Usman (2010) show that total government expenditure (capital and recurrent) and its components have continued to rise in the last three decades. For instance, government total recurrent expenditure increased from N3, 819.20 million in 1977 to N4, 805.20 million in 1980 and further to N36, 219.60 million in 1990. Recurrent expenditure was N461, 600.00 million and N1, 589,270.00 million in 2000 and 2007, respectively. In the same manner, composition of government recurrent expenditure shows that expenditure on defense, internal security, education, health, agriculture, construction, and transport and communication increased during the period under review. Moreover, government capital expenditure rose from N5,004.60 million in 1977 to N10, 163.40 million in 1980 and further to N24,048.60 million in 1990. The value of capital expenditure stood at N239, 450.90 million and N759, 323.00 million in 2000 and 2007, respectively. Furthermore, the various components of capital expenditure (that is, defense, agriculture, transport and communication, education and health) also show a rising trend between 1977 and 2007.

The effect of government spending on economic growth is still an unresolved issue theoretically as well as empirically. Although the theoretical positions on the subject are quite diverse, the conventional wisdom is that a large government spending is a source of economic instability or stagnation. Empirical research, however, does not conclusively support the conventional wisdom. A few studies report positive and significant relation between government spending and economic growth while several others find significantly negative or no relation between an increase in government spending and growth in real output.

In the light of the above, this study intends to examine the impact of government expenditure on economic growth of Nigeria.

1.2 STATEMENT OF THE RESEARCH PROBLEM

In the last decade, Nigerian economy has metamorphosed from the level of million naira to billion naira and postulating to trillion naira on the expenditure side of the budget. This will not be surprising if the economy is experiencing surplus or equilibrium on the records of balance of payment. Better still, if there are infrastructures to improve commerce with the system or social amenities to raise the welfare of average citizen of the economy. All these are not there, yet we always have a very high estimated expenditure. This indicates that something is definitely wrong either with the way government expands budget or with the ways and manners it has always been computed.

Unfortunately, the rising government expenditure has not translated to meaningful growth and development, as Nigeria ranks among the poorest countries in the world. In addition, many Nigerians have continued to wallow in abject poverty, while more than 50 percent live on less than US$2 per day. Couple with this, is dilapidated infrastructure (especially roads and power supply) that has led to the collapse of many industries, including high level of unemployment (Nurudeen and Usman, 2010).

Moreover, macroeconomic indicators like balance of payments, import obligations, inflation rate, exchange rate, and national savings reveal that Nigeria has not fared well in the last couple of years.

Against this backdrop, the following research questions are raised:

1. Is there significant relationship between government investment expenditure and economic growth of Nigeria?

2. Is there significant relationship between government consumption expenditure and economic growth of Nigeria?

3. Is there significant relationship between government health expenditure and economic growth of Nigeria?

1.3 OBJECTIVES OF THE STUDY

The broad objective of the study is to examine the impact of government expenditure and economic growth of Nigeria.

The specific objectives are:

1. To determine if there is significant relationship between government investment expenditure and economic growth of Nigeria.

2. To examine if there is significant relationship between government consumption expenditure and economic growth of Nigeria.

3. To verify if there is significant relationship between government health expenditure and economic growth of Nigeria.

1.4 RESEARCH HYPOTHESES

The following hypotheses will be tested in the course of this study.

Hypothesis I

H_o: There is no significant relationship between government investment expenditure and economic growth of Nigeria.

H₁: There is a significant relationship between government investment expenditure and economic growth of Nigeria.

Hypothesis II

H_o: There is no significant relationship between government consumption expenditure and economic growth of Nigeria.

H₁: There is a significant relationship between federal government consumption expenditure and economic growth of Nigeria.

Hypothesis III

H_o: There is no significant relationship between government health expenditure and economic growth of Nigeria.

H₁: There is a significant relationship between government health expenditure and economic growth of Nigeria.

1.5 SCOPE OF THE STUDY

This study is undertaken to examine the impact of government expenditure on economic growth. In term of time series, a period of thirty-three years is used (i.e. 1977 to 2010) as means of assessing the impact of government expenditure on the growth of Nigerian economy. It is hoped that this will help to achieve the stated objective of the study.

1.6 SIGNIFICANCE OF THE STUDY

It is expected that this study would consolidate existing literature on the issues surrounding the relationship between government expenditure and economic growth. The study would also facilitate the examination of the effects of government expenditure and economic growth in Nigeria and thus boosting the empirical evidence from Nigeria.

Furthermore, given the empirical nature of the study, the outcome of this study would aid policy makers and regulatory bodies and policy simulation with respect to the selected variables examined in the study.

The result of the study would be of benefits to education analysts, and institutions in examining the effectiveness of government expenditure and economic growth. It will also be useful in stimulating public discourse given the dearth of empirical researchers in this areas from emerging economies like Nigeria.

Finally, it would also add to the available literature on the areas of study while also providing a platform for other researchers who may want to further this study.

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

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7 years ago 0 Comments Short URL

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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