ENEMS MICROSYSTEMS RESEARCH SPOT: Public Administration

Showing posts with label Public Administration. Show all posts

Saturday 29 April 2023

IMPACT OF EMPLOYEES ATTITUDINAL & BEHAVIORAL PROBLEMS ON PERFORMANCE AMONG LOCAL GOVERNMENT WORKER’S

IMPACT OF EMPLOYEES ATTITUDINAL & BEHAVIORAL PROBLEMS ON PERFORMANCE AMONG LOCAL GOVERNMENT WORKER’S

ABSTRACT

This study set out to find out the impact of employees attitudinal and behavioral problems on performance among local government workers. It was guided by three research objectives as follows: To find out the relationship between employee attitudinal / behavioural problems and performance among Irepo Local Government workers; to establish the correlation between employee attitudinal / behavioral problems and service delivery in Irepo local government workers and to find out the relationship between employee attitudes and revenue collection in the local government . The study used a descriptive cross section research design which involved establishing the relationship between the independent variable and the dependent variable. The quantitative data was obtained using structured questionnaires from different categories of people such as respondents from the Irepo Local Government, while the qualitative data was obtained from key informants, interviews and observations. The study was based on a population of 600 individual members with more than half of’ it constituting women where a sample size of 100 was selected. Quantitative data from questionnaires were analysed by use of figures, and frequency tables. After the data was collected, hand written notes were assembled and typed into word processing program-MS word. The findings on the study revealed that there is a positive significant relationship between employee attitudes and productivity in Local Governments with(r = 0.723, sig. = 0,000). The result implies that as employees improve on attitudes towards work, their productivity in the local government will increase. Since the (sig. = 0.000 <0.005), this leads to the rejection of the null hypothesis that there is no relationship between employee attitudes and productivity in Local Governments. there is a Pearson Correlation coefficient of 0.851 between employee attitudes and Service delivery. This finding was subjected to verification to test the hypothesis; there is a significant relationship between employee attitudes and Service delivery. “by comparing the significance of the correlation (P.000) to the recommended significance of 0.05 and that employee attitudes have a strong and positive relationship with revenue collection in Irepo Local Governments (r 0.690, N 100, p < 0.05). This means that increased adherence to employee attitudes is expected to improve on revenue collection within Irepo Local Government. The study concluded that job satisfaction, performance, Involvement, staff commitment and Performance are associated and inter-related and together lead to the realization of organizational objectives. Some other factors which influence on the performance should be explored by further study. The study recommended that Performance standards should be established and communicated to the employees by the local government in Nigeria and Oyo state in particular. This will help employees to achieve the standards and perform well. Employees who are reaching standards and or above standard should be appreciated and rewarded, Fair pay, benefits, promotion opportunities and good supervision should be in the organization to satisfy the employees in order to enhance the performance, Good leadership styles as to fit for the organizational conditions may be satisfied the workers and Identifying weaknesses of employees may be the best one to improve the Worker’s performance because it indicates the area which training should be Provided.

CHAPTER ONE

1.0 Introduction

In this chapter, the researcher intends to explain the background of the study, statement of the problem, General objective, specific objectives of the study, research questions. Significance of the study, Scope of the study and definition of key terms. This is intended to give the reader a summary of the research issues and what surrounds them.

1.1 Background of the Study

In many organisations, it is expected that employees exhibit a wide range of work behaviours that would impact positively on organisational well-being and performance among workers. Yet, this is not always the case as some employees also have the tendency to indulge in attitude and work behaviours that are inimical to organisational interest and wellbeing. This type of workplace behaviours had at various times been described using terms such as workplace deviance, antisocial behaviour, organisational misbehaviour and dysfunctional behavior (Robinson and Bennett, 2016).

Employees have attitudes or viewpoints about several aspects of their jobs, their careers, and their organisation. Attitude describes an employee’s feelings toward his employer, co-workers, job, and position within the organisation. It is a psychological action expressed through evaluation of a particular entity, with some degree of disfavour or favour. In organisational settings, attitudes are essential for the achievement of goals and objectives. Employees’ behaviour at their workplaces often largely depends on their feelings about being there. Employees’ attitude basically involves characteristics such as having an interest in the job, having a positive, cheerful disposition, working without supervision, and willingness to contribute (Chatterjee & Kulakli, 2015).

Employees’ work-related attitudes can directly affect the atmosphere and significantly impact a workplace, including productivity levels and morale. It is essentially either negative or positive, depending on the degree of like or dislike for the matter in question. A positive attitude refers to having a positive mind-set and thinking about the greater good, irrespective of the situation on ground. Positive attitudes are excellent and contagious. Everyone feels like teammates, effort is collective, and everyone’s ideas are valued and welcomed. A positive attitude gives a feeling that everything is achievable. Colleagues support each other and work in tandem. Positive employees’ attitudes lead to numerous other positive outcomes, such as improved morale, willingness to be creative and attempt new things, willingness to share ideas and information, ability to overcome challenges, a greater probability of teamwork and collaboration, better customer service, low employees’ turnover and increased productivity.

Negative attitudes, however, are counter-productive and would always have a profound adverse impact on an organisation’s morale. These include dull performance, unwillingness to be a team player or collaborate, be creative and attempt new things, reduced energy levels, dismal outlook, depressed feelings, reduced quality of job output, low customer engagement, and difficulty overcoming obstacles. A negative attitude breeds contempt and creates a situation of low motivation to make an effort to achieve success, distrusts among teammates, and employees merely struggle to complete their work-hours rather than flourish, take the initiative, and succeed. All these will drag down the morale of co-workers and create stress for fellow workers (Ilahi & Masood, 2016).

Work-related attitudes include job satisfaction, job involvement, and employee commitment. Job satisfaction basically is the extent to which an individual is comfortable and pleased with their job. It is the pleasant emotional state arising from evaluating one’s job or job experiences; It is the positive (or negative) evaluative judgment an employee makes about their jobs or its situation (Mahdi, Sakat, Zin, Nor & Naim, 2017). It is the extent to which employees gain enjoyment from their efforts at the workplace. According to Ndulue and Chinonso (2016), it has two major components – intrinsic (that is, job satisfaction on features associated with the job itself) and extrinsic job (that is, job satisfaction on various features associated with the job environment).

Job involvement, on the other hand, is the measure of how much employees are psychologically engaged in their daily work. It is the extent that a person psychologically identifies himself with his job, participates actively, and considers his performance level significant to self-worth (Singh & Gupta, 2015). Job-involved employees usually believe in work ethics; they find work meaningful and challenging; they are willing to work long hours. They complete given tasks, work at complex tasks employing various skills, and attempt to be high performers (Pardeep & Kumar, 2017).

In this competitive world, the global landscape is changing; the current dynamics of the market, economic situations, and competition make companies radically change how business is being done. Organisations are restructuring to operate better; businesses are moving to explore new markets. Every organisation strives to achieve its competitive advantage by establishing a decent workplace environment so that human resources can improve jobs and organizational performances through new innovative ideas. Organisations must continually change to remain ahead of others, remain profitable, and relevant. The extent to which an organisation has been able to deliver benefits of businesses linked to the substantial portfolio investments depends primarily on its ability to manage the process of organisational change and carry along its employees with strategic initiatives in such a way to reflect that every employee is working together towards a common objective. The extent that an organisation can engage its employees, build an on-going and sound capacity to gain commitment of and engage employees optimally, to ensure profitable and timely delivery of service is the extent that the organisation is successful, would gain competitive advantage and be better than its competitions. It is against this backdrop, therefore, this current study examined the impact of employees attitudinal and behavioral problems on performance among local government workers.

1.2 Statement of the Problem

Nigeria local governments in Nigeria have witness different attempt to improve on the capacity of their employee through staff training and development plan, in which career paths are designed to improve the attitudes and therefore performance of members of staff. Annually, staffs are invited for seminars, counselling sessions and other careers guidance efforts. Elected leaders are trained on their roles and responsibilities etc; all geared towards improving the employee attitudes to work, for better organisational performance. Nonetheless, this has not yielded positive results, for example, even after the training needs are met and sometimes sponsored by the district local government, employees opt for greener pasture elsewhere instead of bettering their work attitudes. This is an issue that requires to be investigated. It is due to the aforementioned that the researcher has decided to carry out an indepth investigation to establish the relationship between employee attitudes and organisational performance in Local Governments of Nigeria, a case study of Irepo Local Government and find out the solutions to those factors affecting employee attitudes and behavior in the organization.

1.3. Objective of the Study

The general objective of the study is to examine the impact of employees attitudinal and behavioral problems on performance among local government workers – a case study of Irepo local government area of Oyo state.

Specific Objectives

To find out the relationship between employee attitudinal / behavioural problems and performance among Irepo Local Government workers
To establish the correlation between employee attitudinal / behavioral problems and service delivery in Irepo local government workers
To find out the relationship between employee attitudes and revenue collection in the local government

1.4 Research Questions

What is the relationship between employee attitudinal / behavioural problems and performance among Irepo Local Government workers?
What is the correlation between employee attitudinal / behavioral problems and service delivery in Irepo local government workers
What is the relationship between employee attitudes and revenue collection in the local government

1.5 Significance of the Study

The findings of the study will act as a baseline in the related interventions and for possible modifications in order to find relevant solutions to other specific interventions needed in improving employee attitudes and organizational overall performance.

The research findings will be useful to investigators in the field of Human Resource and they will refer to these findings in their researches.

The research will be of great importance to the government especially Local Governments and of Human Resource department.

The study shall also provide good lessons that can be used to improve the performance of the Ministries, Departments and Agencies both states and nationally level.

The research will be of advantage to the student in fulfilling the partial requirement for the award of the Degree in the field human resources development.

1.6 Scope of the Study

Content Scope

The study’s general interest was the examination of the impact of employee attitudinal and behavioural problems on performance among local government workers.

Geographical Scope

The study was carried out in Irepo Local Government of Oyo state, which keeps records in vouchers, ledgers and other transaction records. Personnel department which keeps Human Resource records as well as communication records were included in the study. This local government has been selected because many complaints have been raised about low turnover of workers, low employee morale, lack of commitment and low productivity of the employees.

Time Scope

The study based data covered on employee attitudinal and behavioral problems and its impact on performance among Irepo local government workers for the last 10 years and this from 2012-2022.

1.7 Limitations and delimitations of the study

The researcher faced a number of challenges in the due course of the research. First and foremost, time was not always on the side of the researchers. The research needs more time, However, the researcher had to employ research assistants to assist in the completion of the work on time.

Secondly, the researcher was limited by funds as there are a lot of costs to be met. In order to address this challenge the researcher had to borrow some money in order to complete the research activities.

During the research, there was also a challenge of uncooperative behavior of some respondents, unapproachable respondents and those who were reluctant to give in information. This was overcome through getting good relationships with the respondents so as to easily collaborate with them in filling up the questionnaires and some of them never trusted the researcher with confidential information.

1.8 Operational Definitions of Terms

Employee Behavior: The term employee behavior, refers to the way in which employees respond to specific circumstances or situations in the workplace.

Job satisfaction: An evaluative state that expresses contentment with and positive feelings about one’s job. The most-used research definition ofjob satisfaction is by Locke (2016). Who defined it as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences.

Job attitudes: evaluation of one’s job that express one’s feelings towards beliefs about and attachment to one’s job.

Organizational commitment: An individual’s psychological bond with the organization. As represented by an affective attachment to the organization, a Feeling of loyalty toward it, and an intention to remain as part of it.

Attitude: A psychological tendency that is expressed by evaluating a particular entity with some degree of favour or disfavour (of which job attitudes are examples). ‘Despite the long history of research on attitudes, there is no universally agreed upon definition.” Perhaps the most widely accepted definition of an attitude, however, was provided by Eagly & Chaiken (2016).

Performance: A performance is an act of staging or presenting a play, concert, or other form of entertainment. It is also defined as the action or process of carrying out or accomplishing an action, task, or function.

Sunday 16 April 2023

IMPACT OF EMPLOYEES ATTITUDINAL & BEHAVIORAL PROBLEMS ON PERFORMANCE AMONG LOCAL GOVERNMENT WORKER’S

IMPACT OF EMPLOYEES ATTITUDINAL & BEHAVIORAL PROBLEMS ON PERFORMANCE AMONG LOCAL GOVERNMENT WORKER’S

ABSTRACT

CHAPTER ONE

1.0 Introduction

1.1 Background of the Study

1.2 Statement of the Problem

1.3. Objective of the Study

Specific Objectives

To find out the relationship between employee attitudinal / behavioural problems and performance among Irepo Local Government workers
To establish the correlation between employee attitudinal / behavioral problems and service delivery in Irepo local government workers
To find out the relationship between employee attitudes and revenue collection in the local government

1.4 Research Questions

What is the relationship between employee attitudinal / behavioural problems and performance among Irepo Local Government workers?
What is the correlation between employee attitudinal / behavioral problems and service delivery in Irepo local government workers
What is the relationship between employee attitudes and revenue collection in the local government

1.5 Significance of the Study

The research findings will be useful to investigators in the field of Human Resource and they will refer to these findings in their researches.

The research will be of great importance to the government especially Local Governments and of Human Resource department.

The study shall also provide good lessons that can be used to improve the performance of the Ministries, Departments and Agencies both states and nationally level.

The research will be of advantage to the student in fulfilling the partial requirement for the award of the Degree in the field human resources development.

1.6 Scope of the Study

Content Scope

The study’s general interest was the examination of the impact of employee attitudinal and behavioural problems on performance among local government workers.

Geographical Scope

Time Scope

The study based data covered on employee attitudinal and behavioral problems and its impact on performance among Irepo local government workers for the last 10 years and this from 2012-2022.

1.7 Limitations and delimitations of the study

1.8 Operational Definitions of Terms

Employee Behavior: The term employee behavior, refers to the way in which employees respond to specific circumstances or situations in the workplace.

Job satisfaction: An evaluative state that expresses contentment with and positive feelings about one’s job. The most-used research definition of job satisfaction is by Locke (2016). Who defined it as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences.

Job attitudes: evaluation of one’s job that express one’s feelings towards beliefs about and attachment to one’s job.

Saturday 18 March 2023

EFFECTIVE PLANNING AND CONTROL AS PREREQUISITE FOR ORGANIZATIONAL SUCCESS

EFFECTIVE PLANNING AND CONTROL AS PREREQUISITE FOR ORGANIZATIONAL SUCCESS

(A CASE STUDY OF ACCESS BANK PLC BIDA BRANCH)

ABSTRACT

The research topic is effective planning and control as prerequisite for organizational success (A case study of access bank plc Bida branch). In the course of this project, effort was made to understand the effects of planning and controlling and their importance in an organization. The research discussed the historical background of the case study. The research tried to highlight how planning can make an organization to achieve its objectives with proper controlling process of the set plans. The major objective of this study is to suggest possible solutions to the problem of ineffective planning and control in the organization. The project work also gives analysis of available relevant facts about planning and controlling process that will be useful to a manager. The project contains the logical steps in planning and emphasizes that control should be tailored to plan and positioned in the organizational structure to specify the needs and effectiveness. Primary source of date was used to collect necessary information for the project work which are questionnaires and interview. It was discovered from finding that qualitative decision making depends on effective planning and control and that planning alone cannot work best for any organization without control. The project work also spelt out profitable recommendations to how group decision on planning and control can assist the organization towards attaining organizational goals or success and that the top management should not be too autocratic so that the best suggestions and decisions relating to planning and control could yield the best results . The researcher arrived at a logical conclusion after the hypothesis were been tested to show the significance of effective planning and control for organizational success that qualitative decision making depends largely on effective planning and control and that the planning and control processes in the organization are very effective.

CHAPTER ONE

INTRODUCTION

Background of the Study

Organizations sometimes fails to achieve their goals, in order to eliminate or minimize these problems, such organizations have to develop a result oriented controlling system. Control is the monitoring of plans and pin pointing the significant deviation from the plan. Hence planning and controlling are intimately related, they are very vital elements any organization must adopt to be able to achieve or actualize its objectives. Without planning there can be no control. But even thus, if an organization does not plan wisely, it may run into difficulties and if the control system is not able to identify the significant deviations from the plan, the control system is as good as ineffective or dormant.

Planning gives work a clear purpose, it carries management forward, predetermines result just like road may guide a tourist. Plans answers the following questions: – what will be done, how it is to be done, where to do it, when to do it and likewise whom to do it, on the other hand, control involves two basic issues i.e. what is happening and what should be happening, if the answers to both questions are not compatible, then the organization should take corrective actions or measures.

In most organizations today, ineffective planning usually emanates from mismanagement (bad management) of human resources of the organization which in turn hinders the achievement of the firm’s goals and objectives. Nigerian banks are therefore not left out in this case when viewed from both perspectives, planning must cover all aspect of the organization both internal and external factors in other to avoid organization’s failure as a result of mismanagement of resources due to lack of effective planning. Therefore, for this to be ratified, the management of the firm must set up control measures to monitor these areas and to take corrective actions were necessary, doing these will help the firm to gain a better stand and more chances to excel and to smoothly attain set objectives of the organization.

Effective planning which is process chart involves analyzing the opportunities and threats in the market place, while building the strengths and correcting the weaknesses within the firm, also involves setting goals for specific product market and for the firm.

Bernett and Wilsted (2012) and since it is perceived as a mediating force between the organization and its environment it has become highly imperative for business organization to adopt it so as to enhance productivity. This is sequel to that fact chart business enterprises under the prevailing economic environment of today, have to be up and doing so as to be efficient to survive.

High price due to increasing production costs coupled with severe liquidity squeeze necessitated by the dwindling external value of our national currency, have had a serious dampening effect on consumer demand.

Having been faced, therefore, with a high costs of production, diminishing markets and environmental uncertainties, business organization have had to compete move aggressively with one another to attain acceptable volumes of production, sales and a good market share. Suffice it to say, therefore, that the complexity of today’s business, coupled with the turbulence in the economic waters of the nation, makes it very turbulence in the economic waters of the nation, makes it very doubtful if any modern business organization of reasonable size can survive this competitive environment without adequate strategic planning. Therefore, that effective planning has become increasing important to managers in recent years.

All business organizations need to plan ahead whatever the kind of market, competitive, oligopolistic or monopolistic in which they operate an organization operating in a competitive market needs to plan and design strategies such as will ensure first, its survival and when its continued profitability. A firm operating in an oligopolistic market has move critical reason for planning because of the fierceness of the competition in such market and even the monopolist organization has to continually develop new strategies to maintain its position or else it will soon be faced with competition.

A wrong investment decision in today’s business would likely to entail a huge financial loss. It is against this background that this study intended to assess the effects of effective planning on the productivity of Dangote Cement. It is hoped that this study will in the long run afford the rare opportunity of understanding and appreciating the significance of effective planning in today’s organizational restructuring, planning and improvement.

Statement of the Problem

Planning and policy is very important to administration. Problem may be ambiguity in definition of objectives where so many organizations does not streamline their objectives thereby causing the process of policy implementation to be slow thereby reducing growth and development process; ineffective leadership implementation of policy make some managers in an organization problem to the organization from their leadership pattern or styles; lack of required reserves like finance may affect effective planning and policy in an organization thereby reducing organizational development; inappropriate planning and policies make most business owners lack necessary managerial skills, especially interpersonal or human relation skills thereby making inappropriate decision policy and too much level of management may create for policy undergoing many stages before implementation this may lead to distortion.

1.3 Objectives of the Study

The main objective of the study is to examine the effective planning on organizational success of Dangote Cement.

The objectives of this study are as follows;

To examine the effects of setting objectives on organizational growth
To determine the effects of organization structure on organizational growth.
To analyze the effects of performance review on organizational growth.

1.4 Research Questions

What is the effect of setting objectives on organizational growth?
What is the effect of organizational structure on organizational growth?
What is the effect of performance review on organizational growth?

1.5 Statement of Hypothesis

Hypothesis is defined as a guide to research or investigation in the entire process of research endeavor. It keeps the researcher on the main line of his or her study.

Hypothesis One

H_O: Organization structure has no significant effect on organization growth.

H_I: Organization structure has significant effect on organization growth.

Hypothesis Two

H_O: Setting organization objectives has no significant effect on organization growth.

H_I: Setting organization objectives has significant effect on organization growth.

Hypothesis Three

H_O: Performance review has no significant effect on organization growth.

H_I: Performance review has significant effect on organization growth.

1.6 Scope and Limitation of the Study

This study is focused on the effect of planning on organizational success and will be conducted in Dangote Cement.

A research of this nature is found to have a lot of limitation. Time factor was a serious problem, given the time period for the completion of this research work was share along with other academic, non-academic work which was necessary in relation with the completion of the school in general. Another limitation is that of material for the secondary data. Even though there are many existing textbooks and journal of strategic management which would have been used for the research work. Another limitation is financial constraint.

1.7 Significance of the Study

The study is of significance to business executives, managers and students in the following ways:

It enables the reader to know the effect of strategic planning in organization growth.

It will also help the reader to know the planning model to get an effective implementation of policy.

This project would also help student concern, directors, managers who would like to research on the same topic or a similar one in the future to expend on their horizon

1.8 Historical Background of Dangote Cement

Dangote Cement Plc Obajana is a subsidiary of Dangote group of companies a privately owned company that undertakes manufacturing function in Nigeria. The company has over 25,000 direct employees on its staff list and about 100,000 indirect employees and it is an important business concerns to Nigeria which cuts across production of various necessities but the major concern here is Dangote Cement Plc a Nigeria-based producer of cement which is engaged in the preparation, manufacture, control, research, sale and distribution of cement and related products. The production activities of the Company are undertaken at the Obajana Plant in Kogi State, Gboko Plant in Benue State and Ibese Plant in Ogun State, all in Nigeria. The Company has operations in West and Central Africa, and South and East Africa. The Company, through its subsidiaries, is also engaged in exploration and limestone mining operations. The Company owns other plants in Senegal, Zambia, Tanzania, South Africa, Congo, Ethiopia and Cameroun, and terminals in Ghana, Sierra Leone, Ivory Coast and Liberia. The Company’s subsidiaries include Sephaku Cement (Pty) Limited, Dangote Industries (Ethiopia) Plc, Dangote Industries (Zambia) Limited, Dangote Cement Senegal S.A, Dangote Cement Cameroon S. A., Dangote Industries Gabon S. A. and Dangote Quarries Kenya Limited, among others.

1.9 Definition of Terms

For the purpose of this research study, the following terms have been defined or briefly explained to help anyone who might come across this material to understand the work better.

Planning – this can be defined as decision in advance of action of which certain results are expected. It is also the process of setting objectives and putting up the necessary steps to achieve the objective.
Control – this can be defined as the monitoring of activities to ensure adherence to predetermined standard and taking corrective actions when outcomes differs from expectation or standard plan.
Process – it is a step by step series of activities or action.
Strategy – this involves decision as to how available resources will be used to achieve objectives.
Success: Accomplishment of an aim or purpose.
Organization – an organization is a formal setup that comprises or involves both physical and human resources geared towards the achievement of predetermined set goals and objectives.

Wednesday 15 March 2023

THE EFFECT OF STRATEGIC PLANNING AND POLICY ADMINISTRATION IN AN ORGANIZATION GROWTH AND DEVELOPMENT

THE EFFECT OF STRATEGIC PLANNING AND POLICY ADMINISTRATION IN AN ORGANIZATION GROWTH AND DEVELOPMENT

(a case study of the Federal Ministry of Finance, Abuja)

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

This project is concerned with the effect of strategic planning and policy administration in organization growth and development. For any organization to continue to exist for a very longtime, that organization must come out with policy and plans that will enable it meet the long run objectives.

As argued by Ogedengbe (2007) in one of his historic articles summarized strategy into five “1” of plan, play, pattern, position and perspectives. This five “P” should be apply in the formulation and implementation of plan and policy in an organization for speedily growth and development. Strategy may be applied in my goal oriented organization or establishment.

Strategic according to the oxford advanced learner’s dictionary defines strategic as part of a plan that is meant to achieve a particular purpose or to gain an advantage.

1.2 STATEMENT OF THE PROBLEM

Planning and policy is very important administration, planning and policy problem may be analyzed as follows

Ambiguity in definition of objectives – so many organizations does not streamline their objectives thereby causing the process of policy implementation to be slow thereby reducing growth and development process.
Ineffective leadership implementation of policy –some managers in an organization may be problem to the organization from their leadership pattern or styles.
Lack of required reserves-lack of finance may affect strategic planning and policy in an organization thereby reducing organizational development
Inappropriate planning and policies-since most business owners lack necessary managerial skills, especially interpersonal or human relation skills thereby making inappropriate decision and policy.
Too much level of management may create for policy undergoing many stages before implementation this may lead to distortion.

1.3 OBJECTIVE OF THE STUDY

The objectives of this study are as follows;

To formulate realistic and attainable policies that will enable organization growth and development.
To place effective strategy in an organization in growth plans and actions.
To bring to light the importance of strategic planning and policy formulation and implementation.
To ensure that policy statement are flexible.
To place effective integration of an organization in growth plans and actions, both current and for the future.

SIGNIFICANCE OF STUDY

The study is of significance to business executives, managers and students in the following way

It enable the reader to know the relative role of strategic planning and policy administration in organization growth and development.
It will also help the reader to know the planning model to get an effective implementation of policy
This project would also help student concern, directors, managers who would like to research on the same topic or a similar one in the future to expend on their horizon

1.5 RESEARCH QUESTIONS

What is strategic planning?
What are the effect of strategic planning in organizational development and growth?
To what extent can strategic planning and policy administration affect organization development and growth?
Is strategic planning and policy administration statement flexible?
Can strategic planning and policy administration increase organizational growth and development?

RESEARCH HYPOTHESIS

Hypothesis is defined as a guide to research or investigation in the entire process of research endeavor. It keeps the researcher on the main line of his or her study.

H_O: Lack of effective strategic planning and policy administration may likely not affect policy formulation and implementation

H_I: Failure to recognize existing strategic planning and policy is likely to affect the performance in the federal ministry of finance.

1.7 SCOPE OF STUDY

This study is delimited to and will be conduct in Abuja; the study will be carried out in Federal Ministry of Finance, Abuja.

1.8 LIMITATION OF STUDY

A research of this nature is found to have a lot of limitation. Time factor was a serious problem, given the time period for the completion of this research work was share along with other academic, non-academic work which was necessary in relation with the completion of the school in general. Another limitation is that of material for the secondary data. Ever though there are many existing textbooks and journal of strategic management which would have been used for the research work. Another limitation is financial constraint.

1.9 DEFINITION OF TERMS

Administration: Is the activities that are done in order to plan, organize and run a business.

Association: having two things connected either two people coming together to do business.

Development: It is the gradual growth or process of advancing something.

Formulation: To create or prepare

Growth: The process of increasing or expanding

Implementation: To make that which has been officially decide to happen or use.

Organization: This is defined as any group of two or more people working together in a predetermined fashion to attain a set goal

Planning: Is the act or process of doing something that you intend to do or achieve.

Policy: can be defined as a guide to thinking in decision making.

Strategy: Is a unified, comprehensive and integrated plan designed to assure that the basic objectives of the enterprise or business are achieved.

Sunday 12 March 2023

EFFECT OF MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN THE HIGHER INSTITUTION OF LEARNING

EFFECT OF MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN THE HIGHER INSTITUTION OF LEARNING

(A case study of School of Business Studies Federal Polytechnic Nasarawa)

ABSTRACT

This project work explores the effect of motivation on the productivity of employees in the higher institution of learning. The study is to ascertain the motivational activities of Federal Polytechnic Nasarawa, the application of the motivational techniques by School of Business Studies Federal Polytechnic Nasarawa and to know the problems inhibiting the success of the employees’ motivation in the institution. The researcher used both primary and secondary source to collect data, questionnaire and personal interviews were used in getting some relevant data that can be of help during the course of the research. Chi-square method was adopted in analyzing the data collected, the researcher also present the data in a tabular form and test the hypothesis. The result of this study has shown that staff can be motivated to boast their productivity financially, through training and promotion, the institution provides staff welfare such as transportation and accommodation and motivation serves as a solution provider for some of the institutional problems such as low productivity. It was recommended that the institution should continuously embark on recruitment and training of staff in response to their needs and management of the institution should consider the employment of more female staff since naturally, it will serve as motivation for the male counterpart in interacting with opposite sex, producing social liveliness that also encourage efficiency and effectiveness in an institution.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Motivation is concerned with why people do what they do. It answers such questions as why do managers or workers go to work and do a good job. This tries to explain what motivates people to act the way they do, with primary focus on the work place. It is the primary task of the manager to create and maintain an environment in which employees can work efficiently to realize the objectives of the institution.

Employees differ not only in their ability to work but also in their will to do so (motivation). To motivate is to induce, persuade, stimulate, even compel, an employee to act in a manner which fulfills the objectives of an institution. The motivation of employees depends on the strength of their motives. Motives are needs, wants, drives, or impulses within the individual, and these determine human behaviour.

Motivation then is the process of:

Arousing behaviour
Sustaining behaviour in progress, and
Channeling behaviour into a specific course of action.

Thus, motives (needs, desires) induce employees to act. Motivation, therefore, is the inner state that energies, channels, and sustains human behaviour.
Since it has been established that all behaviour except involving responses are goals directed, manager can apply motivational theories of management in their attempt to direct the job behaviour of employees towards the goal of their establishment.

Inyang (1995) defined productivity as the output and input ratio within a given time frame and with special attention to quality and the efficient use of resources. The National Productivity Centre in the information booklet defines productivity as doing the right things the right way, getting more output within less input, getting more output with the same input, punctuality and promptness, elimination of wastes in all forms, justifying your pay, improvement in all aspects of life, producing more and more of better quality. The summary of all definitions of productivity is the balance between all factors of production that will give the greatest returns for the smallest efforts.

1.2 STATEMENT OF THE PROBLEM

Workers leave institution due to the fact that they are not motivated enough. Some are not willing to leave because they are enjoying some benefit in terms of promotion which leads to increase in salaries and wages, bonuses and some other incentives.

Institution must improve the work performance, productivity, skills and ability of its employees. This study seeks to fashion out how to motivate workers to achieving higher productivity.

1.3 OBJECTIVES OF THE STUDY

The study is to ascertain the motivational activities of School of Business Studies Federal Polytechnic Nasarawa

To ascertain the application of the motivational techniques by Federal Polytechnic Nasarawa.
To know the problem inhibiting the success of the employees’ motivation in School of Business Studies Federal Polytechnic Nasarawa.
To know the response of the employees to motivational techniques adopted by School of Business Studies Federal Polytechnic Nasarawa.
To provide solutions and recommendations where necessary on the best and effective motivational techniques used in School of Business Studies Federal Polytechnic Nasarawa.

1.4 SIGNIFICANCE OF THE STUDY

The significance of this study cannot be over-emphasized. It will be based on the examination of the motivation practice in Federal Polytechnic Nasarawa, and to know the extent to which it is being carried out, the effects on the workers, the institution and the country at large. More so, to acquaint the various managers and different categories of employees to the need to embrace motivation which will go a long way in achieving higher productivity.

Besides, those students in the field of administration will find it educative, interesting and challenging in that, the various activities and techniques of motivation are revealed and logically analyzed.

Lastly, this project will be of value to those who may want to carry out similar research in the nearest future.

1.5 RESEARCH QUESTIONS

Some of the research questions are:

To what extent does the personnel policy implemented by School of Business Studies Federal Polytechnic Nasarawa affect your productivity?
How often does School of Business Studies Federal Polytechnic Nasarawa embark on staff training and development?
Does School of Business Studies Federal Polytechnic Nasarawa clearly/respect staff union position of its employees?
Are there differences in the way staff and workers are treated in School of Business Studies Federal Polytechnic Nasarawa?
Is joint consultation practiced positively, as a method of obtaining employees views on problems and proposed charges before final decisions are taken?

1.6 RESEARCH HYPOTHESES

The research hypotheses are:

Hypothesis I:

H_O (Null Hypothesis): The more effective motivation, the less morale of employees.

H_I (Alternative Hypothesis): The more motivation, the more morale of employees.

Hypothesis II:

H_O (Null Hypothesis): Adoption of motivational techniques will automatically decrease the workers’ productivity.

H_I (Alternative Hypothesis): Adoption of motivational techniques will automatically increase the workers’ productivity.

1.7 SCOPE AND LIMITATIONS OF THE STUDY

This project covers the aspect of motivation in persuading, stimulating and compelling an employee to act in a manner which fulfills the objectives of the organization.

One cannot but say that data collection is the most tedious of writing the project.

Another limitation is that the researcher being a student who has to read other courses as well as to take normal lectures during the period of the research may be limited by time given for the study being too short.

Lastly, the fund constraint in carrying out this research project, the cost of getting materials and information as well as their adequacies will also constitute the limitation of the study.

1.8 DEFINITION OF TERMS

Motivation: This is the process of arousing behaviour, sustaining behaviour in progress, and channeling behaviour into a specific course of action.
Management: This is the process of getting things done through people. It involves planning, organizing, staff, directing, coordinating and controlling both human and material resources for the purpose of achieving a set goal.
Responsibility: This is the subordinate’s obligation to perform a duty which has been assigned to him.

Leadership: Is a process of using non-coercive influence to direct and coordinate the activities of group members towards goals’ accomplishment.

Manager: Is one who performs the functions of management (planning, organizing, staffing, etc.) and occupiers a formal position in an organization.
Organization: This has to do with determination and provision of capital, material, equipment and personnel that may be required in an enterprise in order to achieve the set goals.

Organizational Structure: This is the established pattern of relationships among the components of the organization.

Organizational Chart: It is a diagram that shows the arrangement, positions and interrelationship of various component parts of company.
Employee: This is a person who is paid to work for an organization or business enterprise.

Behaviour: Is the manner that someone, an animal, a plant etc. do things in a particular way.

Department: Any of the division or unit of a government, business, school or college and so on.

Employees’ Services: This is the maintaining of the general welfare of employees on the job and assisting with problems related to their security and personal wellbeing e.g. medical services and insurance protection.
REFERENCES

Ajayi Nelson (1991): Managerial Planning and Control, Ibadan: U.I. Press Limited.

Akintunde, A.D. (2005): How to Motivate Workers to Achieve Higher Productivity, Unpublished ND Business Studies Polytechnic Ibadan, Oyo State.

Donely Gibson (1984): Fundamental of Management Plan, New York: Texas Business Company.

Thursday 9 March 2023

THE IMPACTS OF GOVERNMENT PARTICIPATION IN THE DEVELOPMENT OF SMALL AND MEDIUM SCALE BUSINESS IN OUR SOCIETY

THE IMPACTS OF GOVERNMENT PARTICIPATION IN THE DEVELOPMENT OF SMALL AND MEDIUM SCALE BUSINESS IN OUR SOCIETY

(A case study of National Directorate of Employment Benue State)

ABSTRACT

This project title “The Impact of Government Participation in the Development of Small and Medium Scale Business in Nigeria” (a case study of National Directorate of Employment Benue State) is geared towards the evaluation of the role of government in the development of small and medium scale business, it views the difficulties involved in carrying out such task. This project is divided into five chapters, the first chapter comprise of introduction and Statement of problem. The second chapter comprises the concept of small and medium scale business, Impact of government policies in the promotion of small scale industries, The procedure and guideline for granting loans under small scale industries, Problems associated with small business operation in Nigeria, Motive for establishing small scale enterprises. The third chapter comprise of how the data is collected and the sample size. The fourth chapter comprises of data presentation and analysis and test of hypothesis. The final chapter is the conclusion of the study. Also appropriate recommendations were made as to how government participate in the development of small and medium scale business in Nigeria. This is an intellectual work and like all other intellectual work did not draw a final conclusion.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Nigeria is agrarian society with play culture economy dominated by foreign investors. The British colonial administration for it imperia convinces encourages external dominance and internal exploitation from colonialism to political independence. Government policies have strongly support and fostered the development and growth of small business operation.

A good measure of government assistance have taken the form of interest for or low interest soft loans, provision of infrastructure intensions services, than holdings and various form of granted and incentives to the small business industry.

The provision of financial facilities by government began as far back as 1954 with the establishment of the Nigeria development loans to the entrepreneurial. The board later decentralized and emerged as regional development bank.

In the 1974 the federal government established a small scale industry credit scheme in all the state of the federal and through this channel direct business operation and the scheme remained in existence until 1930. Also the second tier credit scheme programme was overseen through the ministry of commerce and industry while the federal government scheme programme was administered by the Nigerian bank for commerce and industry in 1981 performance.

The worldwide web economic depression of the early 80’sand 2008 caused a rapid deterioration in Nigeria economy. Industry output shrink to an all-time low and commercial activities were consequentially reduced leading to the loss of employment opportunities. The following are some of the problems facing small scale business today.

1.2 STATEMENT OF THE PROBLEM

i. Inadequate capital to start small business.

ii. Inadequate infrastructural facilities to support small scale sector.

Restricted market for product of small scale business.
Week input in terms of low materials machineries tool and labor.
Managerial problem due to literacy among entrepreneur.
Depth of technological law among small scale business managers.
Social-cultural and political factors inducing lack of small business ideology.

OBJECTIVES OF THE STUDY

The main objective of the study is to examine the impact of government participation in the development of small scale business in Nigeria.

Other objectives of the study include:

To examine the relevance of small scale business to both private sector and public sector.
1. To examine theoretically and carefully stages involved in establishing small scale business.
1. To examine the basic characteristic of small scale business.
1. To make recommendation for improving overall performance of small scale business.
1. To appraise the constraints facing small scale business in guide line of the commercial and merchant bank which stipulated that 16 percent of all lending should be extended to the small scale industries sub sector.

1.4 SIGNIFICANCE OF THE STUDY

This project report is very useful for industrialist engaging in (SMES) small and medium scale enterprise, also to government and prospective investors in small scale business etc. the write up will serve as a useful source of information and guideline to the above mentioned stakeholders and to the national directorate of employment in generating employment for small scale industries. Other significance of the study may include:

To enlighten small scale business owners on opportunities provided for them by government.
To educate foreigners or citizens wishing to invest in small scale industries on how feasible such could be.
To enable the three tiers of government to be aware of implementation; leastwise will as a loopholes in the execution of participation in small scale industries development in Nigeria.
Financial constraints, as a student, finance are always a constraint considering the fact that the researcher has to expand on transport fares from one point in search of information.

1.5 RESEARCH QUESTIONS

In the cause of this research work there are questions the researcher may not want to ask. They include:

Does small and medium scale enterprise determine their capital requirement before starting up?
Does government participation in small scale industries affected the business positively?
Is government providing enough infrastructures to support small and medium enterprise?
What is the entrepreneur’s level of education to be able to effectively manage a business enterprise?
Does the government provide conducive environment for small scale business to thrive?

1.6 RESEARCH HYPOTHESIS

Hypothesis are research tentative of assumption for solving a particular problem it is a proposal statement of fact that are yet to be treated for confirmation. They shall be classified into two forms. That is (H_o) and alternative (H_i) hypothesis the hypothesis shall be validated depending on the result of the field work to be carried out in the course of the research.

H_o: The impact of government participation in the development of small-scale business has contributed positively to the development of small scale business Nigeria.

1.7 SCOPE OF THE STUDY

The study is restricted to the impact of government participation in the development of small scale business using Benue state directorate of employment as a case study. This ministry is charged with the responsibility of formulating government industry policy and objectives with appropriate strategies.

1.8 LIMITATION OF THE STUDY

This study has been limited to Benue National directorate of employment (NDE) due to limited time and financial constraints in the course of writing the research work, the researcher is limited by the following factors.

Time Factor: the available time given for this research work stands as one of the limiting factor of the study considering the press attached to academies.
Financial constraints: As a student, finance is always has to spend on transport fares forms one point in search of information.

1.9 DEFINITION OF TERMS

i. Entrepreneur: A person who organizes and manages a commercial undertaking

ii. Working Capital: This is excess of current liabilities, it is calculated as current asset minus current liabilities.

iii. Cash flow: It is concerned with the cash phase of from cash asset such as plant equipment and inventory to receivable and cash bank.