THE IMPACT OF TOTAL QUALITY MANAGEMENT ON CORPORATE PRODUCTIVITY IN NIGERIAN BOTTLING COMPANY

 

 

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ABSTRACT

This research work topic is Impact of Total Quality Management on corporate productivity in Nigerian Bottling Company, Kaduna. This begin with a brief background of the study that introduce the subject matter, also statement of the problem is also highlighted which is the reason why the researcher undertook the study to exploit such problems and come up with solutions, the objective of the study is discuss to see how total quality is important in the organization, in chapter two which is aimed in discussing the main body of the study which is review of literature. It consists of quality, quality determinants, the benefit of total quality management to the organization, and the challenges of total quality management, the researcher also employs the use of research methodology to collect data fro m sample size of 80, in Nigerian Bottling Company, the research work adopt is survey method of research using questionnaire designed with likert rating scale to gather and analyzed the data. The data were presented, analyzed and tested in chapter four of the project in conclusion and recommended some ways to improve on quality in the organization.

 

 

 
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 5
1.4 Significance of the Study 5
1.5 Research Questions 6
1.6 Scope of the Study 7
1.7 Limitation of the Study 7
1.8 Definition of Terms 8

 
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction 10
2.2 Quality 10
2.3 Quality Determinants 12
2.4 Total Quality Management 14
2.5 Principles of Total Quality Management 18
2.6 Circumstances of Total Quality Management 20
2.7 Benefit of Total Quality Management 21
2.8 Application of Total Quality Management 22
2.9 Challenges of Implementing Total Quality Management 25
2.10 Quality Management System Audit/Review 27
2.11 Tools and Techniques for Quality Improvement 28
2.12 Chapter Summary 31

 
CHAPTER THREE: METHODOLOGY
3.1 Introduction 32
3.2 Research Design 33
3.3 Area of Study 33
3.4 Population of the Study 33
3.5 Sample Size and Sampling Technique 34
3.6 Instrument of Data Collection 34
3.7 Validation of the Instrument 35
3.8 Reliability of Instrument 35
3.9 Method of Data Collection 35
3.10 Method of Data Analysis 36

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 37
4.2 Characteristics of Respondents 38
4.3 Data Presentation and Analysis 39
4.4 Summary of Findings 48
4.5 Discussion of Findings 51
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary 53
5.2 Conclusion 54
5.3 Recommendations 55
Bibliography 58
Appendix I

 

 

 
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Total quality management can be defined as a strategy for improving business performance through the commitment of all employees to fully satisfying agreed customer requirements at the lowest cost through the continuous improvement of products and services, business processes and the people involved.

 

Deleforge (2000) also pointed out that total quality management is concerned with the management of all aspects of quality services provided to the customer. This includes quality of goods delivery price of services, quality of promotion and merchandising. The importance quality to an organization cannot be overemphasized because of it attribute to the fact that quality determines to a large extent, productivity, customer satisfaction, profit and other key performance element to an organization.

 

Total Quality Management (TQM) is one of the approaches used to enforce quality in the system and process of and organization as a concept, it sees the participation of all and sundry. Organization in the pursuit of quality so as to ensure customer satisfaction and organizational and societal benefit. The rationale behind the total quality management (TQM) concept is that, since a major objective of most corporate organizations (especially the profit concerns) is to gain and maintain competitive advantage every key elements that has a direct bearing on the achievements of that goal is to be accorded priority attention, among these elements is a quality as it is central to the organization’s competitiveness.

 

The concept of TQM view that, to achieve and sustain competitive advantage. A firm has to be at the best (optimum productivity) and on the other hand, the expectation of customers has to be met or satisfied. For the reasons quality which is true fundamental element in the productivity index assessment has therefore become and remain a business of all within the firm as it has direct linkages to both productivity and customers satisfaction problem surrounding the status of a company’s competitiveness cannot be in connected with it product performance that how well a product deliver to expectation, largely determines how competitive the company become.

 

 

1.2 Statement of the Problems
The continued effort of firm to grow and improve their performance, both internally and in the market place is constantly being challenged by a number of fundamental issues, for firm to perform credibly important key elements of its internally processes has to be looked into in relation to its market role and relevance, crucial among these basic is the subject of quality.

 

Quality represent a key component of the productivity index and even so the external performance or position of the firm in the market place.
The problems or challenges associated to quality for a firm…

 

 

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

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ABSTRACT

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

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

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

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

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

TABLE OF CONTENTS

CHAPTER ONE

• Introduction 1
  • Background of the Study 1
  • Statement of the Problem 4
  • Purpose of the Study 6
  • Scope of the Study 7
  • Limitation of the Study 7
  • Significance of the Study 8
  • Definition of Terms           9

References                                                                                   10

CHAPTER TWO

• Literature Review 11
• Nature of Scope of Staff Welfare 13
• Growth of Staff Welfare 13
• Purpose of Staff Welfare Scheme 20
• Categories of Staff Welfare Services/Types of Fringe Benefits 22
• Disadvantages of Staff Welfare Provision 38
• Summary of Literature Review 43

References                                                                                   46

CHAPTER THREE                                    

• Research Design and Methodology 48
• Area of the Study 48
• Population of the Study 49
• Sample and Sampling Procedure/Technique 49
• Instrument for Data Collection 50
• Validation of the Instrument 52
• Reliability of the Instrument 52

References                                                                                   55

CHAPTER FOUR

• Data Presentation and Analysis 56
  • Introduction 56
  • Testing of Hypothesis 73
  • Summary of Result 78

CHAPTER FIVE

Discussions, Recommendation And Conclusions                                  80

• Discussion of Result/Findings 80
• Conclusion 82
• Implication(s) of the Research Findings 84
• Recommendations 85
• Suggestions for Further Research 87

Bibliography

94

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

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

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

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

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

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

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

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

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

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

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

1.2     STATEMENT OF THE PROBLEMS

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

 

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THE MANAGEMENT PROBLEMS OF GOVERNMENT PARASTATALS IN NIGERIA

(A CASE STUDY OF HOTEL PRESIDENTIAL ENUGU)

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ABSTRACT

 

The growth and development of any nation is always the major concern of every government, many policies and programme with matching strategies are put in place especially in government owned establishment. All these are with a view to improving the economic were being both nation and its general populace.

However a visit of any of government owned establishment will conscience that there is room for improvement as there is a lot of existing problem ranging from race of managerial know how to general discipline birth at higher and cover levels of management.

Resources are poorly utilized while organizational policies act as determination they than facilitators of decision mating. In most cases delegation of responsible with commiserate authority been with is observed. Therefore, in the well foreign that arouses the interest of researcher to embark on this study with view of finding out the causes of problems effect and suggest solution there to with Hotel presidential, Enugu as a case study.

 

TABLE OF CONTENTS

1.0     Introduction

• Background of the Study
• Statement of the Problem
• Purpose of the Study
• Scope of the Study
• Research Hypothesis
• Significance of the Study
• Definition of Terms
• Limitation of Study

References

 

CHAPTER TWO

2.0     Literature Review

• Meaning of Management
• Various School of Thought
• Functions of Management
• Managerial Role
• Problem Encountered in Management Practices
• Management of Hotel Presidential, Enugu

Reference

 

CHAPTER THREE

• Research Design and Methodology

3.1     Research Design

3.2     Scope of Study

• Population of the Study
• Sample Size and Sampling Procedure
• Instrument for Data Collection
• Method of Data Collection/ Analysis

Reference

 

CHAPTER FOUR

• Presentation and Analysis
  • Presentation for Data Collection
  • Testing of Hypothesis

 

CHAPTER FIVE

5.o     Discussion of Finding, Recommendation and Conclusion

• Discussion of Findings
• Conclusion
• Recommendations
• Implication of the research Finding Suggestion for Further Studies

BIBLIOGRAPHY

APPENDIX I

APPENDIX II

 

 

 

CHAPTER ONE

• INTRODUCTION

The aim of writing this chapter introduces the research work and state the chapter with the following headings.

 

1.1     BACKGROUND OF THE STUDY

To manage is not an easy task; hence management in many establishments is taught with problem. These affect the effectiveness of management of such establishment. A visit to any of the Nigeria organizations will convinces one if lack of managerial know-how in such establishment indiscipline, authoritarian leadership reline supreme so much that the situation get worst as one gets to lower level of organization tends to hierarchy.

In this case, the organization tends to deterrent rather than facilitator of decision-making delegation seems not existing and everywhere it exists responsibility is designated and commensurate authority is withheld.

In most government owned establishment the government stand has been that of entrepreneurial function instead of managerial. It is on this note therefore that this project became necessary to investigate causes effects and possible solution to problems associated with effectiveness of management in government owned establishment, using Hotel presidential, Enugu as the case study.

 

2.2     STATEMENT OF THE PROBLEM

However, a visit is any Nigeria establishment will give clear picture of an un-managerial know-how in such establishment indiscipline, authoritarian leadership style; resources are poorly utilized while organizational policies. Act as determent to facilitate of decision-making.

In most government owned establishment these appears to be more pronounced and their affects have always had untold hardship on the effectiveness an…

 

 

 

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MANPOWER PLANNING AND DEVELOPMENT AS AN EFFECTIVE TOOL FOR ACHIEVING ORGANIZATIONAL GOALS.

(A CASE STUDY OF STAR PAPER MILL LTD, ABA)

 

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ABSTRACT

This research focuses on Manpower Planning and Development as an effective fool for Achieving Original Goals, using star paper Mill Ltd Aba as the case study. The problems of this study are numerous, to which one is the absence of administrative control in achieving the overall approved programs. The objective of this study is to map out enough manpower planning time and skills that will help manager gather information that will help them after ascertaining the organization manpower planning resources. The findings of this study showed that adequate finance is needed mauled for field work, and also that previous manpower plan serves as a good basis in determining new manpower plan. Therefore, it is discovered through the data analysis which was questionnaire that manpower planning has an effect in achieving organizational goals and objectives. The descriptive approach of research design which was used enabled the researcher to gather analysis and interpret the set of data. The research made use of interview, observation and questionnaire as her instrument for data collection. Recommendations, conclusion and finding of this project state that management should be using their previous manpower plan as a point of contact while prepping for a new plan in order to avoid mistakes.

 

TABLE OF CONTENTS

 

 

 

 

 

 

CHAPTER ONE –	–
INTRODUCTION	–
Background of the Study –
Statement of the Problem –
Objective of the Study –
Research Questions	–
Research Hypothesis	–
Significance of the Study
Scope of the study	–
Limitations of the study
Definition of Terms	–

 

 

 

 

–	–	–	–	–	–	–	1
–	–	–	–	–	–	–	1
–	–	–	–	–	–	–	1
–	–	–	–	–	–	–	4
–	–	–	–	–	–	–	5
–	–	–	–	–	–	–	6
–	–	–	–	–	–	–	6
–	–	–	–	–	–	–	7
–	–	–	–	–	–	–	8
–	–	–	–	–	–	–	8
–	–	–	–	–	–	–	9

 

 

 

 

CHAPTER TWO	–	–	–	–	–	–	–	– 11
Literature Review	–	–	–	–	–	–	–	– 11
INTRODUCTION	–	–	–	–	–	–	–	– 11
Theoretical Review	–	–	–	–	–	–	–	– 11
Objective of manpower planning and Development –						–	–	– 19
Types of Manpower Planning Development					–	–	–	– 22

 

Objective of an Organization				–	–	–	–	–	–	23
Effect of Manpower Planning and Development –							–	–	– 23
Environmental Factors that Influence Manpower
Planning and Development in Nigeria-					–	–	–	–	–	24
Summary of Literature Reduced –				–	–	–	–	–	–
CHAPTER THREE –			–	–	–	–	–	–	–
Research Methodology-			–	–	–	–	–	–	–
Research Design		–	–	–	–	–	–	–	–
Area of Study –		–	–	–	–	–	–	–	–
Population of the Study			–	–	–	–	–	–	–
Sampling and Sampling Techniques					–	–	–	–	–
Instrument of Data Collection				–	–	–	–	–	–
Decision Rule of Chi-Square				–	–	–	–	–	–
CHAPTER FOUR		–	–	–	–	–	–	–	–
Presentation and Analysis of Data				–	–	–	–	–	–
Introduction	–	–	–	–	–	–	–	–	–
Testing of Hypothesis			–	–	–	–	–	–	–
Discussion of the Findings			–	–	–	–	–	–	–
Summary, conclusion and Recommendation						–	–	–	–
Discussion of the Findings			–	–	–	–	–	–	–
Recommendation		–	–	–	–	–	–	–	–
Limitations	–	–	–	–	–	–	–	–	–
Suggestion for Further Study				–	–	–	–	–	–
Bibliography	–	–	–	–	–	–	–	–	–

 

Appendix           –          –          –          –          –          –          –          –          –

 

 

Questionnaire        –          –          –          –          –          –          –          –

 

LISTS OF TABLES

 

 

 

 

 

1. Sex Distribution of Respondents

 

2. Educational Qualification of Respondents

 

3. Number of Years in Services of Respondents

 

4. Marital Status of Respondents

 

5. Department of Respondents

 

6. How Manpower Planning Operations are done.

 

7. How Workplace is Rated Generally.

 

8. Is Adequate time Frame needed in Manpower Planning.

 

9. How Previous Manpower Planning Serve is good Basis in Determining new Manpower Plan.

 

10. How Job Satisfaction is Rated

 

11. How Manpower Planning and Development Affect the Performance of the Organization.

 

12. How Manpower Planning aid Faster Attainment of Goals.

 

CHAPTER ONE

 

• INTRODUCTION:

 

• BACKGROUND OF THE STUDY:

 

Manpower planning and development is the first and the

 

most important function of management. The essence of manpower planning and development involves a critical analysis of the supply, demand, surplus, shortage and utilization of human resources. It is important to note that manpower planning is often taken as the most important resources of an organization because through it, other resources (material and financial) are harnessed to meet the need of man.

 

The economic development of a country depends on the quality and quantity of its resources, the state of technology and efficient deployment of resources in both production and consumption process.

 

Most organizations today is facing problems because they did not plan for their workforce neither do they have any systematic human resources management programs that consider organizational goals.

 

Planning is the first and most important function of management. The essence is to prepare for and predict future events. Planning goes beyond attempting to attain stated organizational objectives. It involves the

 

 

development of strategy and procedures required for effective realization of the entire plan.

 

One of the major problems confronting management in any organization is the most effective way of matching people with jobs. The process by which management attempt to provide for the human resources or

 

manpower                      to   accomplish   its   task   is   ca

 

The concept of manpower planning has been given different definition by different authors. Malthus and Jackson (1992) see manpower planning as the process of analyzing and identifying the need for the availability of human resources so that the organization can meet its human resources objectives.

 

Griffin (1997) sees human resources planning as a plan which involves accessing trends, forecasting the supply, demand for labour and the development of appropriate strategy for addressing any differences.

 

Ehegbunna (1992), sees manpower planning as having the right person in the right number, in the right place and at the right time.

 

Olutola (1986), when manpower planning is mentioned, it generally refers to the projection of future requirement for a given number of people with specific skill to meet the demand of various sector of the economy.

 

 

Ogunniyi (1992), in handling manpower planning said that it is a concept that involves critical analysis of supply, demand, surplus, shortage, wastage, and utilization of human resources.

 

Manpower planning is necessary in all organization because it is required for recruitment. Without it, it would be difficult to know the number of personnel’sdforrecruitment. require

 

Manpower planning and development helps measurement to determine:

 

• Number of employees

 

• The level of experience each must possess

 

• Their salary scale

 

• The best way to utilize them in an activity which practice increase

 

skills.

 

Star Paper Mill Ltd was incorporated as a paper connoting company in 1997. Now, the company operates thru (3) factories which includes stationary plant at Umungasi (Aba); the recycling and conversion plant at Owerrinta and the Ibadan conversion plant. It also has liaison offices in Lagos, Ibadan, Kaduna, Kano, Suleja and Onitsha.

 

The premier plant located at Aba, produces school exercise..

 

 

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