THE CAUSES OF FAILURES AMONG SOME MANAGERS IN BUSINESS ORGANIZATION.

A CASE STUDY OF FIRST BANK NIG. PLC ENUGU.

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form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 2 HOURS

How to transfer from your bank account to All  Nigeriabanks

1. Access Bank:
—-*901#

2. EcoBank:
—-*326#

3. Fidelity Bank:
—-*770#

4. FCMB:
—-*389*214#

5. First Bank
—-*894#

6. GTB:
—-*737#

7. Heritage Bank:
—-*322*030#

8. Keystone Bank:
—-*322*082#

9. Sky Bank:
—-*389*076*1#

10. Stanbic IBTC:
—-*909#

11. Sterling Bank:
—-*822#

12. UBA:
—-*389*033*1#

13. Unity Bank:
—-*322*215#

14. Zenith Bank:
—-*966#

15. Diamond Bank
—-*710*555#

To know your BVN, dial
—-*565*0#.

E.g for First bank…   *894 *Amount *Acct. No. #

Please dail d code from d number u used to register d account from the bank

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ABSTRACT

In many organization today managers failed because of lack of managerial skills, and lack of communication between managements and workers.

They cannot escape the trend. Research and development gives the clew on how best to give final solution to any failure that arises in business organization today.

However, I ensure that failures amongst managers can be eradicated and making possible solutions to the problems. While I introduced the importance of tackling any rising problems.

 

 

 

 

 

 

 

 

 

TABLE OF CONTENT

CHAPTER ONE

INTRODUCTION

1.1     General background to the subject matter

1.2     Problems associated with the subject matter

1.3     Problems that the study will be concerted with

1.4     The importance of study the area

1.5     Definition of important terms

1.6     Chapter reference /using APA method

 

CHAPTER TWO

LITERATURE REVIEW

2.1     The origin of the subject area.

2.2     School of thought within the subject area.

2.3     The school of thought relevant to the problem of study.

2.4     Different method studying the problem.

2.5     Summary.

2.6     Reference.

CHAPTER THREE

3.CONCLUSION

3.1     Data presentation /highlights of the study.

3.2     Analysis of the data.

3.3     Recommendation.

3.4     Conclusion.

3.5     References.

 

 

 

 

 

 

CHAPTER ONE

INTRODUCTION

1.1     GENERAL BACKGROUND TO THE SUBJECT MATTER

The purpose of this project is nothing short of what organization is all about and possible ways of achieving our goals or objectives.

In this aspect therefore it will be wise for us to know what is an organization. The “organization” is the act of putting into systematic relationship those elements and activities essential to the satisfaction of purpose of organization; this aids the achievement of a given purpose by facilitating and fostering co-operation. Co-ordination and interaction between people, between functions and between department.

Sometimes we try to ask who is a manager?

Most of us direct our attention to a company or to any organization.

A Manager from my view could be a man with his family.  In another aspect, a manager could be a person who can control those in his company since he has the knowledge of controlling both skilled and unskilled staff to achieve the set goals of the company.

However, in any organization therefore which concern in this topic that a manager is a person who attempts to achieve certain objectives by directing human activities in production for goods and services. He utilizes the land, factory, office machinery and offer facilities at his disposal in the most effective manner. Denyer d. c (1976) defined management as the act and science of achieving the objectives of a business in most efficient way. The act of carrying out his functions, which goes to make up his job, is described as management.

Management therefore, is the process of getting things done through people by certain objectives examples, formulation, plans, organizing, directing, staffing, controlling and innovating people. It has been observed that the British government that colonized us merely taught us Arts subject without getting into other aspect of education, what would have been of educational important were neglected such as: Business and Science Education. This have affected our country in general, most of the managers read Arts subjects and they only got to that managerial position by promotion. This then reveals that they lack knowledge or training for the post they hold.

The second aspect which militate against the progress of managers is that most of them in the position got there as a result of their numerous experience, with this they are deemed fit for this position. There is what I may call “Job incompatibility” (conflict) among managers just imagine a situation where the Junior staff who received the managerial skills are made to work with senior staff managers. This will automatically bring conflict to the organization because each and everyone of them will try to make sure that the workers carries out his and only his instruction.

In conclusion, when a man marries his trouble begins, and when he marries twice his troubles are bigger. In some way as well, for a manager in an organization his problems become complex when he is unaware of the cause of his failure. Our manager should be aware of their loop- holes and make necessary adjustment to avoid failure.

• PROBLEMS OF THE STUDY

Lack of communication between the workers and co-operation, excessive overtime, errors, lack of staff, poor supervision, poor selection, lack of promotion possibilities, poor salary and poor managerial skill. If all these are not

THE NEED FOR THE DEVELOPMENT OF ENTREPRENEURSHIP IN A DEPRESSED ECONOMY

(A CASE STUDY OF NIGERIAN ASSOCIATION OF SMALL-SCALE INDUSTRIALISTS (NASSI) ENUGU STATE CHAPTER)

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ABSTRACT

 

This research work tired to evaluate the extent of development in Entrepreneurship in a depressed economy like Nigeria.  A closer and pragmatic approach was used by using Nigerian Association of Small-Scale Industrialists (NASSI) Enugu State Chapter.  NASSI has been seen as one of the nations governmental agency involved in manpower development and training and financing small-scale industrialists.

A lot of literature by different authors were consulted in reviewing the related literature based on these subheadings.

1. Meaning and history of entrepreneurship development in Nigeria.
2. Meaning and functions of an entrepreneurship
3. Qualities of an entrepreneur
4. Activities of NASSI
5. Problems of NASSI

Nevertheless, Nigerian Association of Small-Scale Industrialists (NASSI) is faced by some problems such as:

1. Poor funding
2. Poor means of transportation and communication

• No accommodation

1. Bad road network in Enugu
2. Poor business activities etc

Looking at this the following is being recommended for improving this developmental objective.

1. Government commitment it developing the sector, this giving the much desired self-reliance a priority by investing in the project.
2. The entire citizenry are enjoined to be creative thus being involved in creation of opportunities for self-reliance rather than relying on government and other big companies for their jobs.
3. The provision of an organized loan-revolving scheme, thus making it mandatory for benefactors to repay in time.
4. Nassi should as well try and organize their curricular towards giving trainings that are practical and not theory so as to feel the impact soonest. And finally the need to inculcate into our psych and schema the need to be technologically self-reliant.

However therefore, the research is suggesting that further studies could be done on this by evaluating the impact of small-scale enterprises in the economy.  And the prospects of the Nigerian Entrepreneur in a depressed economy.

Consequently, the research solicits for NASSI to be more pragmatic in their operation vis-à-vis the decree of which they were established and then government in its own effort to try and create an enabling environment for entrepreneurship development.  In this words Abrahim Maslow (A psychologist known for his theories regarding human needs) “indicated that the most valuable 100 people to bring into deteriorating society would not be economists, or politicians or engineer rather 100 entrepreneurs.”

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION

• Background of the study
• History background of the case study
• Statement of the problem
• Objective of the study
• Significance of the study
• Formulation of hypothesis
• The scope of the study
• Limitations of the study
• Definition of terms

CHAPTER TWO

• Meaning and history of entrepreneurship development in Nigeria
• History of entrepreneurship development in Nigeria
• Meaning and functions of an entrepreneur
• Functions of an entrepreneur
• Activities of the Nigeria Association of Small-scale Industrialists (NASSI) in the development of entrepreneurship
• Problem of NASSI in the discharge of entrepreneurship development in Enugu
• Comments
• Reference

CHAPTER THREE

• Method of data collection
• Population of the study
• Sample and sample techniques
• Research instruments
• Method of data analysis

CHAPTER FOUR:        DATA PRESENTATION AND ANALYSIS

• Test of hypothesis

 

CHAPTER FIVE:         

DISCUSSION OF FINDINGS AND RECOMMENDATION

• Discussion of findings
• Summary and conclusion
• Recommendation
• Suggestion for further studies

CHAPTER ONE

 

• INTRODUCTION

BACKGROUND OF THE STUDY

The need to incorporate in our system the need to be technologically self-reliant cannot be over-emphasized.  The first step is to develop our human and natural resources, thus increasing our per capital income.  In the past even years, or more, especially during the administration of Ibrahim Babangida, Nigeria has constantly pursued an economic policy that is geared towards self-reliance for the individual as show by such programmes as the National Directorate of Employment (NDE) which is a graduate assistance scheme aimed at helping young school leavers to acquire necessary skills and funds that will help them to start their own business, other programmes with such mission include the people bank, Family Economic Advancement Programme (FEAP) and Nigerian Association of Small-scale Industrialists (NASSI).

The entrepreneur and his activities forms an integral part in the development of our economy.  At this point, it becomes pertinent to define who is an entrepreneur and why we are having an insight into his plight to actualize the aims and objectives of its existence. Nwana, L.E. (1995:32) defined an entrepreneur as an individual who is willing and able to take business risks for gainful purpose”.

Despite the aspirations of many, only a few people in this country and indeed Enugu our place of concentration has carried out their intention of having business established by them.  Studies have been shown that 90% of these who seriously decided to incorporate a company five or more years ago have not yet done so.  In Enugu state our emphasis will concentrate on the Nigerian Association of Small-Scale Industrialists (NASSI) Enugu State chapter, formed in 1978 owing to the creation of Enugu State in 1991, the Enugu office was established, to represent the organized small-scale industrialists in the state, thus tries to uplift the status of this sector.

The NASSI has its chapter in all the seventeen (17) local government areas of the state aimed at inculcating into our society, the spirit of owing and controlling business at the grass root level, to facilitate the much desired self-reliance on our locally made goods and services, self-reliance on the national economy as show in the policies of banning the importation of certain goods into this country, the Structural Adjustment Programme (SAP) which among other things aims at sourcing of our own raw materials for the industries locally, though many see it as backward integration the maintenance culture is also part of our attempts so self-reliance.

Based on the indeginisation policy that brought into existence, the Nigerian Enterprise promotion decree of 1972, which aims at encouraging and giving Nigerians the skill and knowledge to own and control their own business.  Although all the aims and objectives of this dream has not come to fruition, since about 75% of Nigerians and indeed in Enugu has not realized their dream of owning and controlling a business of their choice (Igboeli J. 1995).

• HISTORY BACKGROUND OF CASE STUDY

The Nigerian Association of Small-Scale Industrialists (NASSI) was found in 1978 by the Federal Military Government of Nigeria through the Centre for Management Development (CMD) to represent the organized small-scale industrialists in the country and thus uplift the status of the industrial sector.

In 1979, the Anambra State chapter was constituted, owing to the creation of Enugu State out of former Anambra State the Enugu State Chapter came into being in 1991.  this association has its office situated at 30 Zik Avenue, Enugu to oversee the affairs of the members in Enugu State.  The Nigerian Association of small-scale industrialists has chapters in all the 17 local governments of Enugu State.  The person at the helm of affairs at the state level is called the state chairman while local government chapters are manned by local government coordinators.

NASSI is on the vanguard of Industry Development to enlighten from the grassroots, entrepreneurs and to articulate them for gainful purpose.  It also collaborates with foreign bodies to formulate business plan for members.

• STATEMENT OF THE PROBLEM

The statement of this research work include the following:

1. How developed is the Enugu Entrepreneur, even at the emergence of NASSI?

2.         With what government has done so far

Continue reading THE NEED FOR THE DEVELOPMENT OF ENTREPRENEURSHIP IN A DEPRESSED ECONOMY →

COMMUNICATION AS INDISPENSABLE TOOL FOR EFFECTIVE ADMINISTRATION

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ABSTRACT

 

This research work is a part of the requirement for award of National Diploma in Public Administration. This research studies “Communication as an Indispensable tool for an effect administration”. The essay contains three chapters, chapter one discusses the objective of the essay. Scope and background of the study. Chapter two reviewed, the related literature on the subject matter of communication, different experts opinions were discussed and summary was made, while chapter three summarizes, conclude and the recommendation were made.

 

 

 

TABLE OF CONTENT

 

Title page                                                                                             i

Approval page                                                                                     ii

Declaration                                                                                          iii

Dedication                                                                                            iv

Acknowledgement                                                                              v

Abstract                                                                                                vi

Table of contents                                                                                vii

 

 

CHAPTER ONE

1. Introduction
   1.  Historical Background
   2. Statement of the problem
   3. Objective of the study
   4. Significance of the study
   5. Definition of terms

 

CHAPTER TWO

LITERATURE REVIEW

 

2. Introduction
   1. Communication element transmitter
   2. Development of organizational communication
   3. Method of communication
   4. Flow of communication system
   5. Importance of communication
   6. Written and oral communication system
   7. Barriers to effective communication in an organization
   8. Overcoming barriers to communication
   9. Organization and its meaning
   10. Types of organization
   11. The organizational charts

 

CHAPTER THREE

3. Summary
   1. Conclusion
   2. Recommendation

Bibliography

 

 

 

CHAPTER ONE

1. INTRODUCTION

As long as human being need each other in behaviour and action economic activities as well as administration are becoming more and more complex, organizations are lending towards grouping together, while in sit of organizations are globally.

Institutions in the same group or ministries may frequently be separated geographically by considerable distance. Often therefore, it is impossible for a public organization and administrators to hold effective meeting or to contact all interested parties.

Consequently a good communication becomes essential to the effective operation of any organization or administration and institutions.

Levis and Buker (1983) defined communication as the conveying of thought, opinions, desires and data to some one else but it more than just an exchange of evidence. For the receiver must understand, communication to effective whatever you say or write, thus, communication are concerned with the successful transfer of message from the sender to the receiver.

Communication can also be seen as the process by which one person (group) share and impact information to another person or (group) so that both people and group can clearly understand one another.

Communication is the passing of information, news etc. the various and felling from the person to another James etal (1990).

From there above therefore, it can be said that communication is not just the giving of understandable information and receiving and understanding the message thereby sent. Communication is the transmission of a message from a source through a channel to a destination.

PW Atkuns (1987), To him communication could be verbal, radio, written etc. He further stated that because human beings cannot survive without communication more especially administration of nowadays.

Communication therefore exists everywhere and it has now become an indispensable tool for effective administration.

According to Strams .G Sayles (1992) communication are concerned with the eructation, transmission, interpretation and use of information. Communication can be on a person to person basis, as when a boss tells, some one what to do and when a subordinate report back to his superior from this point.

Communication can also be on department/corporate basis in all organization. When the various department interchange information from one department to the other, reaction report, and comments that more or less effectively up again.

 

 

1. BACKGROUND OF THE STUDY

In a cross cultural study on communication involving the USA, Japan and Britain it was discovered that communication breakdown was the simple greatest barrier to corporate excellence. Inefficient communication in an organization is symptomatic of a fairly corporate, chain. When the administrators in an organization are friendly, and have a good working report, communication tends to be very good but when the numbers of the organization engaged to be mutual distrust, resentment, gossips or when there is a feeling of incompetence and insecurity there is bound to communication breakdown, and communication breakdown can lead to the downfall of every administrators, management as well as an organization in general.

However, all the key functions of administrators and organization such as planning,

 

 

 

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INFLUENCE OF STAFF TRAINING AND DEVELOPMENT ON OPERATIONS OF NON GOVERNMENTAL ORGANIZATION.

(A CASE STUDY OF ANAMMCO ENUGU.

COMPLETE PROJECT  MATERIAL COST 5000 NAIRA OR $10 , 

. A FRESH TOPIC NOT LISTED ON OUR WEBSITE COST 50,000 NAIRA ( UNDERGRADUATE) OR 100,000 FOR SECOND DEGREE STUDENTS. $500. PLUS  FREE SUPPORT UNTIL YOU FINISH YOUR PROJECT WORK. CONTACT US TODAY, WE MAKE A DIFFERENT. DESIGN AND WRITING IS OUR SKILLED.  DESIGN AND WRITING IS OUR SKILLED.

Note: our case study can be change to suit your desire location . we are here for your success.

                                   ORDER NOW

Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANKER SECURITY GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 2 HOURS

How to transfer from your bank account to All  Nigeriabanks

1. Access Bank:
—-*901#

2. EcoBank:
—-*326#

3. Fidelity Bank:
—-*770#

4. FCMB:
—-*389*214#

5. First Bank
—-*894#

6. GTB:
—-*737#

7. Heritage Bank:
—-*322*030#

8. Keystone Bank:
—-*322*082#

9. Sky Bank:
—-*389*076*1#

10. Stanbic IBTC:
—-*909#

11. Sterling Bank:
—-*822#

12. UBA:
—-*389*033*1#

13. Unity Bank:
—-*322*215#

14. Zenith Bank:
—-*966#

15. Diamond Bank
—-*710*555#

To know your BVN, dial
—-*565*0#.

E.g for First bank…   *894 *Amount *Acct. No. #

Please dail d code from d number u used to register d account from the bank

CALL OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

08074466939 or 08063386834, YOUR PROJECT TITLE  YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

WE HAVE SECURITY IN OUR BUSINESS.   

MONEY BACK GUARANTEE

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

• Background of the study 1
• Statement of the problem 10
• Purpose of study 12
• Scope of the study 13
• Research questions 13
• Significance /Rationale of the study 14

CHAPTER TWO

• Review of literature 17

CHAPTER THREE

3.0     Discussion, Implication and Recommendation                             47

• Discussion of results 49
• Conclusions 52
• Implications of results 53
• Recommendations 55
• Suggestions for further research 55
• Limitation of the study 56

Bibliography                                                                                          58

Appendices

CHAPTER ONE

 

INTRODUCTION

Some years ago, the concept of training and development were widely misunderstood and not fully appreciated in most Nigerian organization. Today, the situation has dramatically changed such that many organizations, business and non business organization have come to appreciate the need for employee development and training as a very important instrument for organization development.

Training and development date back to the beginning of man. In our own families, our parents direct the children on what to do. A little baby is trained / taught to sit, crawl, stand and walk. All these efforts are geared towards developing the child to gain essential skills for adaptability in this  environment. It is this training and development that guides the child as he grows and matures into adulthood.

The above make it clear that although once is qualified to be employed in an office, to perform once duty or the other, yet the staff employed needs to be trained for adaptability in his office environment.

As can even be seen from the Biblical aspect of it, in the book of Samuel chapter 30, David the king of the Israelites realized the importance of training and development. By selecting his distinguished six hundred soldiers he gave the special training and sponsored their scientific and special reading to enable them to satisfy advisory roles in his palace and ultimately meet the nations needs in having a well trained army. It has become increasing apparent to more and more organization that life/long learning     must become a reality for them to remain competitive in an increasingly demanding environment. Such learning can take place through training courses offered by the firm themselves or by outside suppliers of training and education.

According to Buke (vol 41, 1988; 731) it can also take place informally through learning and development on the job. There has recent literature Morrison (1992: and Burke (1994:28 suggesting the impact of both the number of development activities undertaken and their pertinences usefulness on a variety of work attitude and outcomes, such as self reported future career prospects.

Furthermore, training and development is seen as a continuous process, believing that money spent on training and development is money well spent.

According to Ubeku (1975:270) employee who have not received adequate training before assigning them with responsibility lack of necessary confidence with which to  carry out the job. It is evident that the main objective of any organization is profit maximization, complimented with cost minimization. Hence, it is prudent for organizations to manage their resources in the best possible manner. One of such ways is through the manipulation of its labour force in such a way as to yield the highest attainable effective operations.

In the past, organization did not fully accept the benefits of employees’ training just because the results were not easily identified and clear.

The Federal Government of Nigeria recognized the benefit of training and manpower development when they established the Industrial Training Fund  (ITF). Through the promogation of Decree No. 47 of 1971, the objective of which were to “promote and encourage employee training and development as well as the acquisition of skills to industries with a view to generating a pool of indigenous training manpower sufficient to meet the needs of economy”. With these objectives in mind, one realizes that it is very necessary for organizations to expect high productivity in order to accomplish organizational goals and objectives.

It is a truism that without production, the organization will not survive and such survival is usually predicated on the quality, quantity and efficient use of resources.

All these cannot be achieved without the expertise knowledge and skill of the particular job coupled with the right attitudes acquired through training and development. Ogundele (1983:35) stresses that the success of an enterprise depends on the effectiveness of the human resources, the skill and the enthusiasm of the employees.

He observed that a set of objectives will not be achieved if there is no competent employees to effect such objectives. He argues that human development could be effected by the employees concerned through trial and error but error but better by the organization, through as well planned training scheme or programme.

He argued that the question should not be whether or not to train but the type of training to be employed. He concluded that human resources are rather scarce production factors which must be intelligently handled.

This brings us to be the importance of labour. Likert (1967:11) lie of taught is that “all activities of any enterprise are initiated and determined by the person who make up that institution”. The importance of labour force are two folds. First, its indispensability in the organization set up. Second is its unpredictable nature. Mainly because of the later, it is very necessary to take special care of this factor of production i.e labour.

In actually, no man is indispensable but suffice it to say that there are costs associated with recruitment and orientation or new staff. The profit the organization would have reaped from having this in mind, my aim in this research paper is to highlight the influence of staff training and development on effective  operations and hence after make recommendations from the empirical findings.

THE IMPORTANCE OF STAFF TRAINING

After an employee has been selected, placed and inducted he should also be trained. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. No organization has a choice of whether to train or not, the only choice is that of method, if no planned training programme established this has not eliminated training costs. The employee will train himself by trail and error or by observing others.

The establishment of a sound training programme serves the interest of both the management and workers. Training is valuable to the employee in terms of better security and greater opportunity for advancement within or outside  the present organization.

Other values of training include: –

1. INCREASED PRODUCTIVITY: An increased in skill usually results in increase in quantity and quality output. The increasingly technical nature of modern job demands systematic training to enable even minimum, levels of accomplishment.
2. HEIGHTENED MORALE: The possession of needed skills helps to meet such basic needs as security and ego satisfaction. Elaborate personnel and human relations programme can make a contribution toward moral but they will be of little use of employees do not possess the necessary knowledge, skill aptitude and altitude to perform their job.
3. REDUCED SUPERVISOR: The trained employee is once who supervise himself. Both employee and supervisor want less supervision, but greater independence is not possible unless the employee is adequately trained.
4. REDUCED ACCIDENTS: More accidents are caused by deficiencies in people than in equipment and working conditions. Proper training in both job skills and safety attitudes should contribute towards reduction on the accident rate.

 

HISTORY OF ANAMCO LTD

Mercedes – Benz Anammco is a joint venture between the Federal Government of Nigeria and Daimler – Benz AG/Mercedes Benz AG of Germany. Anambra manufacturing company Anammaco with corporate headquarters at Emene industrial layout PM.B. 2523, Enugu was incorporated on January 17, 1977 comes up with other details as follows:

1. laying of foundation stone May 12, 1978
2. official commissioning of plant July 8, 1980

• commencement of official production January, 1981

1. Installed production capacity on one shift per-annum 7,500 commercial vehicles (Truck assembly).
2. Present capacity utilization approve 15% of installed capacity.
3. Total production to end of December, 199 approx. 20,000 (made up of trucks and buses)

MB – ANAMMCO manufactures commercial vehicles and leads in the commercial vehicle market in Nigeria with five tons pay load and above. The plant which occupies a sprawling 300,000 square meter sites at Emene, near Enugu is veritably and viable economic and technological co-operation between the government and people of Nigeria and Germany.

Training and Manpower Development:

The MB – ANAMMCO Training centre, which was commissioned in 1982, has lived up to its billing in producing high calibre middle – level technical manpower for the company, and the nation in general. The MB – ANAMMCO Training centre was conceived with the object – objective of providing training facilities not only for apprentices but also for on the job training for improvement in technical skills, work habits and leadership qualities of factory managers. Because of inadequacies in formal education. When measured against the background of the diverse needs of industries, training and retraining cannot but be accorded high priority in the scheme of things in MB – ANAMMCO.

 

 

Staff Welfare

MB – ANAMMCO continues to live up to its social responsibilities in all ramifications. It takes care of its over 800 employees by offering them highly subsidized food at its modern canteen, providing free medical services to its employees and their dependents and offering them recreational facilities, it has a football club and also cultural groups. In addition, it occasionally donates to charity and identify with the government in its socio-cultural endeavous and community development efforts.

The contribution of MB – ANAMMCO to the economic development of Nigeria cannot be over emphasized. The company has continued maintain a high level of resilience in its attempt to survive the harsh economic climate and live up to the confidence reposed in it as an extension of the most historical, traditional and successful auto company in the word. Mercedes Benz AG.

Their staff strength as at December 31^st 1990 is 794 (expateriates 12) (service map).

1.2   STATEMENT OF PROBLEMS

During the course of my investigations I discovered to my surprise that although MB – ANAMMCO is a congiomarate, it does not have a well defined training and retraining programmes for all cardes of employees expecially for those at the administration lines as well as those at stone house (management).

This lapse has resulted in many recorded cases of industrial accidents,                                                                                      60

TRADE FAIR AS AN INSTRUMENT OF INCREASING SALES IN BUSINESS ORGANIZATION.

A CASE STUDY OF EMILY MILLIONAIRE INDUSTRY LIMITED, ENUGU.

COMPLETE PROJECT  MATERIAL COST 5000 NAIRA OR $10 , 

. A FRESH TOPIC NOT LISTED ON OUR WEBSITE COST 50,000 NAIRA ( UNDERGRADUATE) OR 100,000 FOR SECOND DEGREE STUDENTS. $500. PLUS  FREE SUPPORT UNTIL YOU FINISH YOUR PROJECT WORK. CONTACT US TODAY, WE MAKE A DIFFERENT. DESIGN AND WRITING IS OUR SKILLED.  DESIGN AND WRITING IS OUR SKILLED.

Note: our case study can be change to suit your desire location . we are here for your success.

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Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANKER SECURITY GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 2 HOURS

How to transfer from your bank account to All  Nigeriabanks

1. Access Bank:
—-*901#

2. EcoBank:
—-*326#

3. Fidelity Bank:
—-*770#

4. FCMB:
—-*389*214#

5. First Bank
—-*894#

6. GTB:
—-*737#

7. Heritage Bank:
—-*322*030#

8. Keystone Bank:
—-*322*082#

9. Sky Bank:
—-*389*076*1#

10. Stanbic IBTC:
—-*909#

11. Sterling Bank:
—-*822#

12. UBA:
—-*389*033*1#

13. Unity Bank:
—-*322*215#

14. Zenith Bank:
—-*966#

15. Diamond Bank
—-*710*555#

To know your BVN, dial
—-*565*0#.

E.g for First bank…   *894 *Amount *Acct. No. #

Please dail d code from d number u used to register d account from the bank

CALL OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

08074466939 or 08063386834, YOUR PROJECT TITLE  YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

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CHAPTER ONE

1.0     Introduction

• General background of the subject matter
• Problem Associated with the Subject Matter
• Problem that the Study will  be Concerned with
• The Importance of studying the area
• Definition of Important terms
• Reference

 

CHAPTER TWO

2.0     Literature Review

• The Origin of the Subject Area
• School of thought within the Subject Area
• The school of Thought Relevant to the Problem of Study
• Different method of Studying the Problem
• Summary
• Reference

 

CHAPTER THREE

• Data Presentation
• Analysis of the data
• Recommendation
• Conclusion
• Reference

 

CHAPTER ONE

 

1.0     INTRODUCTION

1.1     BACKGROUND TO THE SUBJECT MATTER

 

The introduction of this write up will not be complete without the knowledge or knowing some facts about the company in our case study that is Emily Millionaire Industry Limited. Their head office is at Lagos. The Industry commenced business by Late 1978 and they have successfully introduced their cosmetic products to the market.

The company’s management has made all necessary effort since its inception to improve and create quality of their products and also in the development of new products.

Emil Millionaire uses trade fair as an instrument in penetrating into the market and creating unawareness of their products in different parts of the  country. Thus, they participated at Enugu, Lagos, and Kaduna trade fairs. The company after their first participation in the Lagos International Trade Fair opened their Head office at Lagos and they proceeded in Enugu in the third Enugu International Trade Fair on the 11^th – 19^th April 1992 and their participation gave birth to their Enugu depot at Ogbete main market in Enugu.

However, the company recently opened Benin and Warri depot to serve their customers in the former Benedel State. The management is still nursing the hope. Aspiration and dream to be the market leader in the cosmetic industries in the nearest future as the are planning to open regional depot at Kaduna to serve their Northern customers in Nigeria.

Sales in business organization is a phase in marketing activities where by management compares the sales in business organization of one territory’s performance. The previous year of against expected performance.

The purpose of business in organization analysis is to improve operation so that the sales personnel or territory or other factor sharing poor business in organization can be identified so that detailed analysis and corrective action can be taken. Sometimes, out standing performance an be analysed to see if the successes can be explained and made a general one.

According to Mc Carty E.J. (1990 p. 264) “marketing analysis looks for different”. They went further to explain that for a good marketing strategy to be known or achieved, there are some basic requirements or roots used and these are very vital in knowing the performance an organization in the market.

The vital tools are:

• knowing the market demand of each and every product of the organization.
• The market potentials of the products
• The sales budget
• The sales report
• The sales

The mar