EFFECTIVE COMMUNICATION AS A TOOL FOR ACHIEVING ORGANIZATIONAL GOAL AND OBJECTIVES IN NTA

(CASE STUDY OF NIGERIA TELEVISION AUTHORITY KADUNA)

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ABSTRACT

 

 

 

 

CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

Basically, communication touch every sphere of human activity, it informs or better still disseminate information/message to target audience. One of the peculiarities of the human race is communication among the members of the society. Communication is an essential attribute of human behaviour . In deed, communication is perhaps man’s most important singular activity because every other human activity  revolves around communication.

Animals and trees also communicate, but it is man’s ability to create symbol, ascribe meanings and interpret messages that elevate him above the status of the lower animals and gives form and character to his existence. All organizations encourage effective communication by having established channels (formal and informal) of transmitting information to people. In all enterprises, effective organization channel is required to transmit company policies, programmes, rules and regulations. It is also required in dealing with customers, regulatory agencies and the generals public. It is through good communication with business owners, board of directors, management, peers and subordinates that an organization maintains goodwill, grows and waxes.

Communication also serves as an instrument of social interrelation. It help us understand ourselves, to keep in touch with other people, to understand them and to  predict their response to situation, its means by which power is acquired, exercised and sustained. It is the medium through which relationship are established, extended and maintained, it provides a means by which people in business policies make decision and management and materials. In business and industry, communication helps to orient workers to work with one another and to achieve the good goals of the organization, and it is the means by which such goals can be pursued, attained sustained and improved.

It is the lubricant that keep the machinery of an organization functioning. It is the means through which roles are identified and assigned, it is the life blood of an organization.

The above brief historical consideration of communication emphasize its importance in human existence. To organize is to communicate; thus, no organization can survive without communication.

The effect of marketing communication is an organization can be measured in terms of attitude and performance for it affects the morale of the employees, and their attitude towards the organizational productivity.

 

 

1. STATEMENT OF THE PROBLEM

Most business organization today have failed in their bid to satisfy their potential customers not in quality or quantity of such goods and services provided but in terms of creating adequate awareness and enlightenment to its customers.

Before a product is made available for its market, organizations should determine which methods to be used to communicate it to the potential customers. The task involves the use of effective communication between marketing firm and it target audience. It is through communication that marketers are able to inform the target audience about their product, it price, performance, where it can be purchased e.t.c.

In communicating a product, marketers are faced with both controllable and uncontrollable problems such as the product, price, promotion, competitors, economy of the nation e.t.c. To solve these problems, organization should put up a communication message that will

 

 

 

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Effect SMEs on Nigeria Economy

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CHAPTER ONE

INTRODUCTION

1.1       Background to the Study

It is a matter of fact that there are a lot of things in which large companies are experts while the small firms can better do some things also. If both, small and large firms do their business in which they get advantage, the welfare of the economy can be maximized and the state of specialization can be attained. When we focus on the impact of small as well as medium firms on the whole economy, it is difficult rather impossible for us to segregate their impacts from the impact of large corporations.

This issue remained a hot topic for centuries. Economists were of the view that it is a large firm, which participates actively in the economy and also shares a large amount of foreign exchange earnings. But their point of view changes when the countries like Taiwan, Japan and Korea developed on their small and medium based business. It is the crystal clear that these economies developed through the grass root level as small and medium enterprises belong to grass root.

Those who believe that the large firms are only responsible for economic growth should keep in mind that the small vendors and small suppliers contribute heavily in the production of large firms. The reality on ground is that small firms are held responsible for making large firms to attain their targets.

The progress and prosperity, which take place from the lower level, benefit all the classes of the society. The spill over impacts of SMEs proves to be ever lasting on the world’s economy.

The situation differs in Pakistan. It is not more that 10 years that Govt. of Pakistan has established an institution named small and Medium Enterprise Authority (SMEDA) which is considered responsible to promote small and medium enterprises. SME sector is being neglected in Pakistan and so as the impacts of small and medium firms of Pakistan’s economy.

Pakistan is very potential market for SMEs and if undertaken in systematic way can prosper economy within no time. Pakistan has a considerable advantage in some areas which needs to be explained quickly to reap the benefits of exports. Such benefits can increase foreign exchange rates very positively to develop a favorable framework in all areas of progress.

The awareness like fishing, education, fruit, crops, garments, cotton, sugar cane, dates ginning, wood, auto and many other areas are the basic startups for many people. This research explains the potentialities of some areas and knowledge of how these areas can contribute towards Pakistan’s economy by increasing the foreign exchange rates with reference to Sindh province.

The high authorities and ministry of development and product should formulate some strategies to design practical policies with the cooperation of stakeholders, such policies will be flexible in enhancing the SMEDA plans and flourish SMEs activities at the larger scale. This will give a big boost to startup ideas and create cordial atmosphere of businesses. This will aid a lot more in understanding the export of Pakistan specially Sindh sector and improve our foreign exchange earnings.

The role of Small and Medium-Scale Enterprise (SMEs) in the national economy cannot be underestimated. These enterprises are being given increasing policy attention in recent years, particularly in third world countries partly because of growing disappointment with results of development strategies focusing on large scale capital intensive and high import dependent industrial plants.

The impact of SMEs is felt in the following ways: Greater utilization of local raw materials, employment generation, encouragement of rural development, development of entrepreneurship, mobilisation of local savings, linkages with bigger industries, provision of regional balance by spreading investments more evenly, provision of avenue for self-employment and provision of opportunity for training managers and semi-skilled workers.

The vast majority of developed and developing countries rely on dynamism, resourcefulness and risk tasking of small and medium enterprises to trigger and sustain process of economic growth. In overall economic development, a critically important role is played by the small and medium enterprises.

Small and medium enterprises advocates, firstly, it endurance competition and entrepreneurship and hence have external benefits on economy wide efficient, and productivity growth. At this level, perspectives are directed towards government support and involvement in exploiting countries social benefits from greater completion and entrepreneurship.

Secondly, proponents of SME support frequent claim that SMEs are generally more productive than large firms but financial market and other institutional improvements, direct government financial support to SMEs can boost economic growth and development.

Some argued that SMEs expansion boosts employment more than large firm growth because SMEs are more labour intensive thereby subsidizing SMEs may represent a poverty alleviation tools, by promoting SMEs and individual countries and the international community at large can make progress towards the main goal of halving poverty level by year 2020 i.e to reduce poverty by half and becoming among 20 largest World Economies (Nigeria Vision 20:2020). Entrepreneurial development is therefore important in the Nigeria economy which is characterized by the following heavy dependence on oil, low agricultural production, high unemployment, low utilization of industrial capacity, high inflation rate, and lack of industrial infrastructural base. These constraints limit the rate of growth of entrepreneurial activities in Nigeria. Hence, this paper seeks to investigate Small and Medium Enterprises as a veritable tool in Economic Growth and Development. This paper seeks to investigate Small and Medium Enterprises as a veritable tool in Economic Growth and Development in Nigeria.

1.2       Statement of Problem

Many scholars have written widely on entrepreneurship and its potency to generate employment, thus, underscoring the quintessence, significance and relevance of this sub-sector in the development of any given economy. The experiences of developed economies in relation to the roles played by entrepreneurship buttresses the fact that the importance of entrepreneurship cannot be overemphasized especially among the Developing Countries.

In order to highlight its significance in relation to the growth and development of a given economy, entrepreneurship has been variously referred to as a “source of employment generation”. This is because Entrepreneurial activities have been found to be capable of making positive impacts on the economy of a nation and the quality of life of the people (Adejumo, 2000).

Studies have established its positive relationship with stimulation of economic growth; employment generation; and empowerment of the disadvantaged segment of the population, which include women and the poor (Oluremi and Gbenga, 2011; Thomas and Mueller, 2000; Reynolds, 1987).

Given the importance of entrepreneurship in this regard, it is somewhat surprising that in recent times few researches are carried out about practical approaches in developing entrepreneurship in Nigeria inspite of the fact that entrepreneurship is the engine that entrepreneurship remains the main engine that will push Nigeria economy to it destination.

However, the challenge confronting entrepreneurship in the field of entrepreneurship is that of finding an appropriate and effective entrepreneurial approach that could produce and assist in the nurturing and achieving a called for change in the current approach in addressing the problems of entrepreneurial development in Kaduna State, Nigeria.

In addition to the comparative lack of attention given to entrepreneurship in emerging economics, particularly those in Sub-Saharan Africa, there is also a relative lack of diversity. In theoretical and practical approach to African entrepreneurship previous research that has explored the variation in entrepreneurial activities in Nigeria has focus on the standard economic

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EFFECTIVE RECRUITMENT AND SELECTION AS A TOOL  FOR ACHIEVING HIGHER EMPLOYEE PRODUCTIVITY IN AN ORGANIZATION

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CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

It is no doubt that the achievement of the corporate objectives largely depends on the caliber of human resources or personnel factors that make up such organization. Since, the survival of any ideal organization is a function of the nature and quality composition of such venture. This crucial fact influenced the recruitment and selection practices with special emphasis to first Banks Plc.

 

In many organizations, the reasonability for the choice of new employee is shared between line management and human resource department. The human resource department should be competent to advice on the most modern and best techniques and practices as well as provide a professional support and monitoring service, while line management is involved in the final decision as to who does or does not work in their department. It is therefore very glaring that line managements must be trained, and advised in selection matters especially interviewing.

 

The need for recruitment and selection in any organization depends upon the number of existing vacancies to be filled or new post to be created. Generally speaking, the conducts of recruitment and selection processes are cost involved and such could be advertising cost, testing cost, interviewing, placement and event employment cost.

 

In view of these, there is much need for any ideal organization to exhibit the concept of seriousness, commitment, merit selection and organizational diplomacy in the conduct of recruitment and selection exercises. Once organizational yield to these facts, it would go along way to influence the velocity of the attainment of corporate objectives and also reduce the rate of labour turnover drastically, First Bank Plc would be not be exemption.

Recruitment according to “Thomas H. Stone” is a systematic and organized procedure where potential employees are obtained for selection and placement in the organization through a variety of sources.

The sources can be from the following:

1. Institutions e.g. universities, polytechnics, colleges of education
2. Recruitment agencies, such as Author Andrew, Omoloye and Associate etc.
3. relative and friends
4. labor exchange e.g. labour minisry i.e. ministry of labour and productivity.
5. Internal labour market

After recruitment, selecton is the next step in the employment process. The main purpose of selection is to choose individuals that are most likely to succeed on the job from these that are available or responded to the advertisement or limitation to apply for the  job vacancies.

The human element has been considered the most crucial in the attainment of any organizations objectives. Therefore, selection procedure involve the screening of candidates according to the progressive series of steps designed to eliminate those who in some says are unsuitable. It involves submitting a comprehensive information or data on the applicant and conducting physical or medical examination, aptitude test, interview and reference checks on the applicant.

Once an individual has been deemed fit to be employed, the person is offered an appointment letter and given the conditions of his/her appointment and responsibilities. The individuals acceptance of the appointment is implicitly a contract to seal and accept the obligation of his/her appointment and perform his/her duties that assigned to him/her for a certain remuneration.

 

 

1.2    STATEMENT OF THE PROBLEM

The recruitment and selection policies of first Bank Plc have been claimed to be inefficient and inefficient, hence the research intends to seek remedies to  this occurrence.

 

Crime such as fraud, human errors and time spend by customers in the bank before being attended to have become a major problem to the management. High labour turn-over as a result of the new generation banks has equally become a

 

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EFFECTIVE TIME MANAGEMENT AS A TOOL FOR ORGANIZATIONAL SURVIVAL

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Chapter One

1. Introduction                                                                1
   1. Background of the Essay                                                        1
   2. Statement of the Problem                                                      7
   3. Objective of the Essay                                                             8
   4. Significance of the Essay                                                        9
   5. Scope of the Essay                                                                   11
   6. Limitation of the Essay                                                          11
   7. Definition of Terms                                                                 12

 

Chapter Two

Literature Review

1. Management Defines                                                              15
2. Concept of Productivity                                                           16
3. Time Management                                                                   18
4. Time Saving/Management Instruments                              22
   1. Filling and Indexing                                                                22
   2. Determining Priorities                                                            22
   3. Delegating Work                                                                      23
   4. Desk Calendars                                                                        23
   5. Pocket Diary                                                                             24
   6. Year Planner                                                                            24
   7. Random Work Sampling                                                         25
   8. Stop-watch Method                                                                 26
5. General Management of Time for

Higher Productivity                                                                 26

 

Chapter Three

3.0     Summary of Findings, Conclusion & Recommendation

1. Summary of findings                                                               29
2. Conclusion                                                                                31
3. Recommendations                                                                   33

Bibliography                                                                             35

 

 

 

CHAPTER ONE

1. INTRODUCTION
   1. BACKGROUND OF THE ESSAY

Management study has revolved over long period of time and successive means of thought in industry and commerce have severely described it as the basic ingredient of administering a business.

In support of this view Yakubu (1989) defined management “as a social process entailing responsibility for effective and economical planning and regulation of the operation of an enterprise, in fulfillment of given purpose or tasks” while organization have been working hard to attaining the purpose for which they have been established, the issue of the time it takes to achieve this often neglected. This situation is unfortunate and need to be taken seriously by organizations if the attainment of set goals is to be at maximum profit.

In other words, organization have to properly manage the time it take to attain their goals so as to reduce costs to the bearest minimum.

Adamu (1974) has defined time management as “the art of planning a job, measuring such jobs through reducing such activities to time elements (expressed in terms of pieces per unit or time per piece) and monitoring it to determine efficiency and productivity.

This implies that work must be divided among and between specialist workers with at a time instead of the whole, thus minimum effort is applied by individual workers and maximum output achieved.

Despite the gaining advantage of time management or not attention is paid to it by organization.

This evident when one carefully leads individual workers exclaims that it is not my factors business are also find a lot of individual working hard over organization are meant of the theories of management.

At independence, the size of its armed forces were small and growth was to be a gradual process, and if the influence of the country was to be yet in the sub region, Africa and the world at large, a dynamic foreign policy was to be vigorously pursued.

To meet the part of the increasing needs of armed forces, the Omimi shoes factory was producing boots for the whole army and local textile mills; rolled out materials for the working dressed of officers and men of the armed forces. In essence a good number of quarter master items were already being produced locally to ensure that military orders for annum action will be met without resorting to massive importation, the federal government set up the defence Industrial Corporation of Nigeria (DICON).

DICON came into being by act of parliament in 1964. it was charged with the responsibility of locally manufacturing of ammunitions for the armed forces, to reduce its over dependence on foreign countries for its ammunition requirements. It was charged with responsibilities of:

1. Operation, maintenance and control of ordinance factories for the manufacture, storage and disposal of ordinance and ancillary stores and materials intended for or capable of being used by the armed forces.
2. Operation of any ordinance factory under its control on a sound commercial basis so as to fill the normal defence requirements of the armed forces.
3. Utilization of any excess capacity for meeting civilian needs of Nigeria on the approval of council of ministers.
4. Inspection and testing or ordinance and materials for use by the armed forces and duty to recommend for adopting or rejection as the case may be.
5. Testing and inspection on behalf of any of the government of the federation any substance, material, machine or any other thing intended for capable of being used by the armed forces.

To speed up the achievement of the above goals, the federal invited a West German arm manufacturing firm of Frintzwerne to provide the technical expertise required to set up an ordinance factory in Kaduna, to produce rifles, sub-machine suns and pistols under license. It was also to produce hand grenades and ammunition for the above range of small arms.

Presently, DICON is running industries complex in the premises of the old ordinance factory in Kakuri Kaduna south. The constituent factories are:

A:      Armament Factory (ARMFAC)

B:      DICON Casting Company (DCC)

C:      DICON Furniture Company (DFC)

The headquarter of the corporation is in Kaduna and is structured to have

 

 

 

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EFFECT OF MOTIVATIONAL INCENTIVE ON EMPLOYEE PERFORMANCE

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CHAPTER ONE

INTRODUCTION

1.0     General Introduction

Most corporate executives in most public and private sectors organizations regarded materials and financial source as the most important assets in any given industry or organization. This, thinking as stated above, has dramatically changed. In most organizations, human resources are now given without priority. It is people that make organizations and unless they are recognized and treated, the result will be negative attitudes which can, by extension lead to negative result in the form of poor performance. Therefore, the first thing to communicate to the men you have to manage is the fact that they are important people.

You can achieve something with the most difficult individual if you realize and sincerely believe in his personal importance, dignity and potential. You can boost his morale so that his productivity will rise beyond your hopes. Output is as much dependent on morale as an incentive (financial or otherwise) or physical working conditions. People like to feel they matter as individuals to their management, that they are been consulted about things, that their work matter, that the superior really knows what they are doing and they are also compensated to do more (incentives).

1.1     Background of the Study

It is known fact that the principal motive of management of any organization is to make individual and people contribute positively towards the activities which it consists. So as to achieve the mission and goal of the enterprise employee motivated.

Hermann motivates are based on need such as psychological requirement for water, food, sleep and shelter while others needs may be regarded as secondary such as self esteem status, affiliation with others, compliment and self assertion or satisfaction (Daniel, 1982).

A motives as well as directs motivate their subordinated is to say why they do those thing, which they hope will satisfy, these drives and desires as to induce in the subordinate so as to act in desired manner if the motivation of employee is to be more productive and for it to produce at a higher level of quality often required what a variety of an incentive be used in varying proportion as can best be esteemed by Human Resource managers. Because of the differences in need patterns and their ever changing natures, the incentive that may be best for one group or an individual may not be effective for another of a particular time.

The use of incentive does not only involve the monetary aspect but also comprise non-financial incentive such as transportation facilities, accommodation facilities, welfare service etc.

It is usually the responsibility of the supervision to ensure that the employees feels that the up (the organization) came about their view and suggestions on work emplacement, income simplification and such other routine matter (Ibekwu, 1984).

It is described that job should be varied and given to employee accomplished which boost their age and gives them a feeling of pride and sense of achievement which includes some individuals to remain with an organization so as to reach individual satisfactory level of performance.

Hence incentive tend to be cost to their employers while it is a benefit or major source of income to employees. No organization can hopefully succeed without the effort of the employee performance with focus on Nigeria Brewery Plc as a case study.

1.2     Statement of the Problem

The failure of top management to appreciate the human element as the most crucial factor and the determinant of attainment of goals and objective have constituted serious eroding problem.

The employees are faced with unhealthy working environment and this have resulted in poor productivity.

The general relationship between the top management and the rank files are not cordial.

The employees are not send or given training as at when due.

The take home/incentive of the employees are not encouraging. These and many more are the problems face by employee and which in turns affect

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