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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THE IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING IN NIGERIAN PUBLIC SECTORS.

(A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) ENUGU)

 

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ABSTRACT

 

In a centralized organization, employees are not allowed to participate in decision making. This is because it is feared that they are not competent and as a result will not contribute meaningfully in decision of the organization.

 

The essence of this project research is to assess the impact of employees participation in decision making in Nigerian public sector. The study was designed with descriptive survey method. Questionnaire interview including library materials were also used in collecting data. A test technique was used in testing for reliability of instrument.

 

Research questions were posed and the understated hypothesis tested with chi-square method. Employees participation serves as a training and testing ground for future members of upper management, lack of qualified and company oriented individuals

 

undermine employees‟ participation in de availability of skilled individuals in organizational decision making

 

promotes productivity.

 

However, it was concluded accordingly, that employee‟s participation serves as a training and testing ground for future members of upper management. Lack of qualified and company-oriented individuals undermine employees participation in decision making. Availability of skilled individuals in organizational decision making promotes productivity.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5

 

 

			TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.0	Introduction		–	–	–	–	–	–	–	1
1.1	Background of the Study				–	–	–	–	–	2
1.2	Statement of the Problems				–	–	–	–	–	4
1.3	Objectives of the Study				–	–	–	–	–	4
1.4	Significance of the Study				–	–	–	–	–	5
1.5	Scope of the Study			–	–	–	–	–	–	6
1.6	Limitations of the Study				–	–	–	–	–	6
1.7	Research Questions			–	–	–	–	–	–	7
1.8	Research Hypothesis			–	–	–	–	–	–	8
1.9	Definition of Terms			–	–	–	–	–	–	9
1.10	Theoretical Framework				–	–	–	–	–	10
CHAPTER TWO: LITERATURE REVIEW
2.0	Introduction		–	–	–	–	–	–	–	14
2.1	The Concept of Employee Participation						–	–	–	15
2.2	Factors that Influence Participation						–	–	–	20

 

 

 

 

 

6

 

 

2.3	Prerequisites for Participation				–	–	–	–	23
2.4	Forms of Employee Participation				–	–	–	–	25
2.5	Different needs for Participation				–	–	–	–	33
2.6	Views Expressed Concerning Participation						–	–	34
2.7	Constraints to Participation			–	–	–	–	–	37
2.8	The Range of Options for Employee Participation							–	39
2.9	Arguments for Participation			–	–	–	–	–	43
2.10	Arguments against Participation				–	–	–	–	44
2.11	Historical Background			–	–	–	–	–	45
CHAPTER THREE: RESEARCH DESIGN METHODOLOGY
3.0	Introduction	–	–	–	–	–	–	–	49
3.1	Design of the Study		–	–	–	–	–	–	49
3.2	Area of the Study		–	–	–	–	–	–	50
3.3	Population of the Study			–	–	–	–	–	50
3.4	Sample and Sampling Technique				–	–	–	–	51
3.5	Instrument for Data Collection				–	–	–	–	52
3.6	Validation of the Research Instrument					–	–	–	53
3.7	Reliability of the Research Instrument					–	–	–	54
3.8	Method of Data Collection			–	–	–	–	–	54
3.9	Method of Data Analysis			–	–	–	–	–	55
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0	Introduction	–	–	–	–	–	–	–	56
4.1	Presentation and Analysis of Data				–	–	–	–	56
4.2	Testing of Hypothesis		–	–	–	–	–	–	76

 

 

 

7

 

 

CHAPTER FIVE: SUMMARY OF FINDINGS
5.0	Introduction	–	–	–	–	–	–	–	82
5.1	Summary of Findings		–	–	–	–	–	–	82
5.2	Conclusion	–	–	–	–	–	–	–	84
5.3	Recommendations		–	–	–	–	–	–	85
5.4	Implications of Research Findings				–	–	–	–	88
5.5	Limitations	–	–	–	–	–	–	–	89
5.6	Suggestions for Further Study				–	–	–	–	90
	Bibliography	–	–	–	–	–	–	–	91
	Appendix	–	–	–	–	–	–	–	93

 

8

 

 

CHAPTER ONE

 

• INTRODUCTION

 

Employee participation is creating an environment in which people have an impact on decision and actions that affect their jobs. Employee participation is not the goal nor is it a tool, as practiced in Nigerian Public sectors. Rather, employee participation is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the on going success of the public sectors.

 

Anyanwuocha (2003) explained that public sector are government or state owned business organizations, which are usually set up by act of legislation, with the main aim of maximizing public welfare.

 

Moving decision making power downward in public sector is at the core of what employee participation is all about. Teams are a potentially powerful way to move power downward. The employee participation have also been implemented in the Nigerian public sectors in order to motivate the employees by involving them with the management for taking serious decisions about the public sector.

 

Research on employee participation begun to provide information on the number and types of programmes that exist, their

 

 

 

 

 

9

 

 

 

structure and their effects on a variety of social-psychological, production and economic issues in the public sector.

 

To date, little is known about the financial condition of the Nigerian public sectors with employee participation in decision making. Although the popular literature suggest that employee participation in decision making has been implemented in the Nigerian public sector in distress and has been effective in restoring financial health.

 

 

• BACKGROUND OF THE STUDY

 

It should be recent that a decision is a choice whereby a person forms a conclusion about a situation. Gostell L. Wand Zalkind S.S. (1963) defined the term decision making as a choice process, choosing one from among several possibilities. This depicts a course of behaviour about what must be done or vice versa. Decision however translated into concrete action. Planning engenders decision guided by company policy and objectives, policies, procedures and programmes.

 

The aim of decision making is to channel human behaviour towards a future goal. Decision-making is however one of the most important activities of management. It has been the pre-occupation

 

 

 

 

 

10

 

 

 

of all management of multifarious organization to multi-national corporations.

 

Managers often consider decision making to be the heart of their job in that they must always choose what is done, who will do it, when, where and most of the time how it will be done.

 

Traditionally, managers influence the ordinary employers and specifically their immediate subordinate in the organization. This has

 

resulted in managers‟ unnatural decisionr e subordinates. In Germany around 1951 a law was enacted which

 

provides for code termination and requires labour membership in the supervisory board and executive committee of certain large corporation enabling subordinates to participate in decision making process resulted to relatively and peaceful labour management relations.

 

The basic concept involves any power-sharing arrangement in which workplace influence is shared among individuals who are otherwise hierarchical unequals. Such power-sharing arrangements may entail various employee involvement schemes resulting in co-determination of working conditions, problem solving and decision making.

 

It is in this context the researcher wishes to assess the “impact of employee participation in decision making in Nigerian public

 

 

11 sector”     using  Powers Company Holding of Nigeria(PHCN) Enugu as a

case study.

 

 

 

 

• STATEMENT OF THE PROBLEMS

 

There has been a lot of controversy as to whether an employee

 

should participate in management decision making or not. Some writers argued that employees should contribute in making decision more especially where it affects them or their jobs. It is expected that such participation will serve as training and testing ground for future members of upper management.

 

In Nigeria, experts that refuted the above assertion see the arrangement as a symptom of mal-organization. They maintained that qualified, reasonable, honest and company oriented individuals are not available at these lower organizational levels. But the big question is, are skilled individuals really available? All these underlay the need for an investigative study.

 

 

 

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THE IMPORTANCE OF ETHIC AND SOCIAL RESPONSIBILITIES TO BUSINESS ORGANIZATION

(A CASE STUDY OF UNION BANK PLC.)

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TABLE OF CONTENTS

CHAPTER ONE
1.0 Introduction
1.1 General background to the subject matter
1.2 Problems associated with the subject matter
1.3 Problems that search will be concerned with
1.4 The importance of studying the area
1.5 Definition of importance terms
1.6 (Chapter) reference (using APA method}
CHAPTER TWO
2.0 Lecture review
2.1 The origin of the subject area.
2.2 School of thought within the subject area
2.3 The school of thought relevance to the problem of the search.
2.4 Different method of studying the problem
2.5 Summary (2.6) references
CHAPTER THREE
3.0 Conclusion
3.1 Data presentation (highlights of the study)
3.2 Analysis of the data
3.3 Recommendation
3.4 Conclusion
3.5 References