THE EFFECT OF QUALITY CONTROL IN THE MANUFACTURING COMPANIES

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CHAPTER ONE

1.0 INTRODUCTION

The ultimate aim of any manufacturing organization is the production of quality good and service and the satisfaction of it consumer and the maximization profit.

The textile industries for example are concerned with the manufacturing of various fabric being used by almost every member of the society. Despite the fact that textile production, is being used by a wide range of the member of the society. Therefore is need for individual textiles industry to market it product at optimum profit. To be able to accomplish this aims, the quality of the product must be given adequate concerned. Therefore, for any product to service the competitive nature of the market depends on the value attached to the products by the consumers. Such values may include quality, durability, utility etc it is in the cognition of these, that most manufacturing, industries have control department to take up full responsibility of quality control.

 

1.1 BACKGROUND OF THE STUDY
The main and objective of this study is to highlight the effect of quality control in the manufacturing companies

. The study is specifically, designed to achieves the following.

– To clearly explain the quality control techniques on consumer product.
– To identify and explain the quality control function in an organization. To explain the importance of quality control to the society.
– to make useful recommendation towards the society.
– To make useful or develop the strength of company. Its efficiency and means of production.
– To identify the process of setting standard of output and how company determines it market level of quality.

 

1.2 SCOPE OF THE ESSAY
The scope of this essay is quality on consumer product…

 

 

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THE IMPACT OF HUMAN RESOURCE PLANNING ON PRODUCTIVITY IN SSABML NIGERIA LIMITED, KADUNA

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ABSTRACT

This research is designed to cover Human Resources Planning in relation to Productivity in Private Sector. As a Human Resource Manager, Human Resources Planning are relevant function of management in an organization for the purpose of actualizing set goals and objectives. Human Resources Planning is a process of analyzing an organization Human Resources needs under changing condition and developing the activities necessary to satisfy this needs. Human Resources Planning to aid to find out actual problem affecting management of Nigerian Sonal System Social Business Management Limited using primary and secondary data as a source of information. Good human resources planning is responsible for higher productivity in the private section. There should be regular and adequate personnel planning in organization to cater for lapses or inadequacies were they exist.

 

CHAPTER ONE: Introduction
1.1 Background of the Study – – – – – – 1
1.2 Statement of the Problem – – – – – – 4
1.3 Objectives of the Study – – – – – – 4
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

 

CHAPTER TWO: Literature Review
2.1 Introduction – – – – – – – – 9
2.2 Conceptual Framework – – – – – – 9
2.3 Human Resources Planning in SSABML – – – 12
2.4 Factors Affecting Human Resources Planning – – 13
2.5 Productivity in Organization – – – – – 14
2.6 Productivity Measurement – – – – – – 16
2.7 Problems of Productivity Measurement – – – 17
2.8 Factors Influencing Productivity – – – – – 19
2.9 Human Resources Planning and Manpower Planning Similarities and Dissimilarities – – – – – 20

 

CHAPTER THREE: Research Methodology
3.1 Introduction – – – – – – – – 23
3.2 Research Design – – – – – – – 23
3.3 Area of Study – – – – – – – – 24
3.4 Population of Study – – – – – – – 24
3.5 Sample Size and Sampling Technique – – – – 24
3.6 Instruments of Data Collection – – – – – 25
3.7 Validation of Instrument – – – – – – 25
3.8 Reliability of Instrument – – – – – – 26
3.9 Method of Data Collection – – – – – – 26
3.10 Method of Data Analysis – – – – – – 27

 

CHAPTER FOUR: Data Presentation and Analysis
4.1 Introduction – – – – – – – – 28
4.2 Characteristics of Respondents – – – – – 28
4.3 Data Presentation and Analysis – – – – – 31
4.4 Summary of Findings – – – – – – – 34
4.5 Discussion of Findings – – – – – – 35

 

CHAPTER FIVE: Summary, Conclusion and Recommendation
5.1 Summary – – – – – – – – – 37
5.2 Conclusion – – – – – – – – – 40
5.3 Recommendations – – – – – – – 42
Bibliography – – – – – – – – 44
Appendix – – – – – – – – – 46

 

 

 

CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The history of planning is old as man himself planning had started from the ancient era during the primitive period when there were no industries or firms. Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance.

Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives. Planning provide answers to what? How? When? And their relationship to organization activities.

In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time. To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure.

Productivity means rate of output, degree of result and success which is directly related to profitability and turnover. This research study concentrates on the possible impact of human resources planning on workers productivity.

The human resources means the human that are in the organization. Without them there cannot be production. So there is need for the organization to plan well for its human resource. Proper planning enhances the productivity of an organization. How?
• Planning helps to resolve problem of shortage of staff in organization
• It also helps in determining and planning whatever capital, material, equipment and personnel required in an organization in order to achieve organization objectives
• Human resource planning defining the duties and responsibilities of the personnel employed and determining the manner in which their activities are to be interrelated
• Human resource use planning to assess external forces to help the firm deal with environmental uncertainty by mobilizing scare or limited resources to neutralize potential threats.
• Planning make control possible, which is, comparing actual outcome with performance standards and taking corrective action if variance exists
• Human resource planning management development by helping managers to take proactive role in moving the organization toward a future desired state.

Lastly, human resource planning function include staffing, that is acquiring qualified and appropriate number of workers for an organization, to determining and acquiring other resources and proper allocation of these resources. In addition, co-ordination of activities of all members and parts of an organization is another major purpose of human resource planning in order to boost production.
1.2 Statement of the Problem
One of the most serious problems facing SSABML is the acute shortage of qualified resources. The problem of inadequate skilled manpower in Nigeria Limited sector could be traced to a number of factors which include the colonial administrative policies which gave the local population more opportunity to develop. Some of the problem faced by…

 

 

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EVALUATION OF THE CONTRIBUTION OF ENTREPRENEURIAL DEVELOPMENT OF THE NIGERIAN ECONOMY

 

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ABSTRACT

With the current trend in Nigeria micro and macro-economics policies towards a dynamic private sector led economy. The indispensability of entrepreneurial development thus becomes of paramount importance. This study assesses the contribution of entrepreneurial activities to the growth and development of the Nigerian Economy.

Questionnaires and ministration and interviews have been carried out on entrepreneurs to obtain primary data and related literature have also been used. Data have been analyses using tables and percentages and hypothesis have been tested using chi-square. Based on the findings, entrepreneurs were found to be innovative but still find the growth of their company difficult to handle because of inadequate capital, high costs of input and government policies. To this end the study recommended that Government should establish specialize banks that will offer loan to entrepreneurs, develop industrial estate with adequate and reliable infrastructure and provide subsidy on vital raw materials for industrial growth which in-turn develops the economy.

 

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The word entrepreneur was first used in the early 18th century by an Irish man named Cantillon who was then living in France. The word therefore originated from the French word, entrepreneur, which means to start a business. It was used broadly in connection with the innovative modern individual business leaders.

The entrepreneur has been described as the person who perceives business opportunities and takes advantage of the scarce resources to use them. He bears the non-insurable risk in his enterprise and directs human business.

According to Ndechukwu (2001), an entrepreneur is an individual who takes upon him-self the risk of going into business with the expectation of earning all the profits or losses. He is, in economics, regarded as a special type of labour that assembles all the other factors of production namely, capital, land and labour and endeavor to ensure optimal combination of these resources to maximize profit.

 

The world as we know is becoming a global village; great forces are pursuing the nations to have a dynamic and sound economy. Economic competition and intimidation has become the era of the day, so one is justified if one becomes interested in one of the important factors of a strong and virile economy, the entrepreneur and the entrepreneurship. Many societies placed great values on the entrepreneur.

To encourage their activity, they may be offered access to in-expensive capital, tax exception and management advice. An entrepreneur has the greatest chance of success by focusing on a market niche either too small or too new to have been noticed by established business.

The practice of entrepreneurship promotes self-reliance. Entrepreneurial skills are translated into practical business activities in the form of both small and medium scale enterprises in private and public enterprises. With this close relationship, entrepreneurial development relates to and also embraces the activities and role of small and medium scale enterprise particularly in the area of reducing the level of unemployment, provision of goods and services and their combination of national economic welfare.

The dynamic role of private and public enterprises in Nigerian economy as a mechanism for growth has recognized its effect in achieving macro economic objective such as full employment, income distribution, development of local technology as well as diffusion of management skills and stimulation of indigenous entrepreneurship cannot be over emphasized. At the emerging of a modern day Nigeria in the early 60’s and 70’s, white collar jobs were at the disposal of every fresh graduate, with this idea in mind, the issue of self resourcefulness tending towards entrepreneurial development was at the ebb.

 

The introduction of Structural Adjustment Programme (SAP) in 1986 has a lot of effects in the private and public enterprises of the Nigerian economy which lay off a large number of their work force. This consequently led to economic hardship coupled with unemployment.

For this reason, the need for self reliance and resourcefulness and development of new initiative for economic survival has led individuals to set up enterprises of various sizes and structure to meet up with the trend in the economy and to earn a living. This has indeed led to entrepreneurship development in Nigeria.

 

To qualify as an entrepreneur, it is not sufficient to be just managing an enterprise; one has to be an originator of profitable business ideas. According to Schumpeter (1911), the single function, which constitute entrepreneurship is innovation and indeed it creates a resource (the business entrepreneur). It should be noted that, nothing should be considered as resource until man finds a use for it.

These resources must be combined, recognized and efficiently utilized by entrepreneurship to achieve a desirable satisfaction for human needs which entrepreneurship readily provides.

Entrepreneurial development hold a lot for economic growth and development. A typical example of what it has to offer is seen in the case of Dangote Group of Companies, which grew from a small enterprise into a large conglomerate. Today, it is with several lines of business and diverse product, it is making a tremendous contribution to the development and growth of the Nigerian economy.

 

For a nation to say it is independent, it must be economically independent and these is based upon the development of entrepreneurship spirit. The establishment of a new business involves a thorough understanding of entrepreneurial process. This process does not just involve problem solving but also an entrepreneur must find, evaluate and develop opportunity by overcoming the strong forces that every new ventures faces.

 

Entrepreneurial process has four distinct phases which include ability to identify business opportunities, ability to be able to harness the necessary resources to utilize opportunities identified, ability and the willingness to initiate and sustain appropriate actions towards the actualization of business objectives and managing the resulting enterprise. Some useful sources of business opportunity are consumers existing companies, distribution channels, research and development, as well as the Federal government involvement in promoting entrepreneurship.

 

 

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THE IMPACT OF INDUSTRIAL RELATIONS ON EMPLOYEE PERFORMANCE IN BANK OF AGRICULTURE, KADUNA (BOA)

 

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ABSTRACT

This research work title “The Impact of industrial relations on employee performance in bank of Agriculture (BOA) Kaduna was undertaken to find out whether good industrial relations system enhances employees productivity with various authors were consulted to cover the problems raised for the study and the research question. To achieve the benefits of the research work survey research method refers to as ex-post factor was used. The researchers used the sampling size of 150 population of the study as respondents this is due to the size of the populations. Areas that were covered include; meaning of industrial relations, collective bargaining, industrial conflicts, charters of employees as well as employee’s participation in management set of 150 questionnaires were administered to the respondents while 120 were returned.

 

The data collected were analyzed using the mean score of 2.50, five questionnaire questions were administered to the executives and employees of bank of agriculture Kaduna, where (1) How does industrial relationship between management and employees increases efforts on organizational productivity (2) Does good understanding with the union by the management contribute to the success of your organizational operation? (3) what are the factors that influences good industrial relation between the management and the employees (4) what are the factors that hinder industrial relations bad industrial relation between the management and the employees avoid industrial action and unrest in your organization? The findings from the study revealed that good industrial relations system enhance employee productivity. The research ahs also made recommendation that if the organizations of bank of Agriculture follow, it will achieve industrial harmony and work performance.

 

 

TABLE OF CONTENTS

CHAPTER ONE
1.1 Background of the study- – – – — – 1
1.2 statement of the study – – – – – – 3
1.3 objective of the study – – – – – – 4
1.4 Significance of the study – – – – – 5
1.5 Research Question – – – – – – 6
1.6 Scope of the study- – – – – – – – 6
1.7 Limitation of the study – – – – – – – 7

 

CHAPTER TWO- Literature Review
2.1 Meaning of industrial relations- – – – – – 8
2.2 The trade union and its functions- – – – – – 10
2.3 Functions of trade unions- – – – – – – 11
2.4 Types of trade union- – – – — – – – 12
2.5 Collective bargaining- – – – – – – – 12
2.6 The process of collective bargaining- – – – – 13
2.7 Industrial conflict- – – – – – – – 14
2.8 Causes of industrial conflict – – – – – – 15
2.9 Ways of settlement of industrial conflict- – – – – 17
2.9 The characteristics of employees- – – – – – 18
2.10 The characters of employees- – – – – – 18
2.11 Employees participation in management – – – – 20
2.12 Summary of the chapter- – – – – – – 21

 

CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction – – – – – – – 22
3.2 Research Design – – – – – – – 22
3.3 Area of the study – – – – – – – 23
3.4 population of the study – – – – – – 23
3.5 sample size and sampling technique- – – – 24
3.6 instrument of data collection – – – – – 24
3.7 validation of the instrument- – – – – – 25
3.8 reliability of the instrument- – – – – – 25
3.9 method of data collection- – – – – – 25
3.10 method of data analysis- – – – – – 27
3.9 Method of data collection- – – – – – 28
3.10 Method of data analysis- – – – – – 29

 

CHAPTER FOUR: DATA PRESENTATION
4.1 Introduction- – – – – – – – 28
4.2 Respondents Characteristics and classification- – – 28
4.3 Data presentation table- – – – – – 31
4.4 Data analysis – – – – – – – – 34
4.5 Summary of findings – – – – – – 40
4.6 Discussion of finding- – – – – – – 41

 

CHAPTER FIVE – Summary, Conclusion Recommendation
5.0 Introduction- – – – – – – – 43
5.1 Summary – – – – – – – – – 43
5.2 Conclusion – – – – – – – – 45
5.3 Recommendation- – – – – – – 47
Bibliography – – – – – – – 50
Appendices – – – – – – – 51

 

 

 

CHAPTER ONE

1.1 BACKGROUND OF THE STUDY
One of the cardinal focus of the management is the application of management strategies that would bring about efficiency and high moral among which in turn result to high productivity. To make workers to be productive, there are certain condition to be met by employers of lbaours.

 

Cole (1989), Pg 13 is ever looking at ways of attaining such goals. This has led to carrying out of several studies with a view to harmonize both human and natural resources. One of the most vacant area now is industrial relations. Industrial relations which has to do with attaining maximum levels of production and has to share the economic reform of organization may not be realized by the management that is has influence on employees productivity.

 

Industrial relations can be said to be social political and economic condition that exist between the management and the employees. It is also fundamental concerned with a complex power relationship power sharing the economic and other decision which emanates from the employment, the condition of employment and employees at trade union and the government. Move importantly too is how the employees will formally be indentified with the purpose of the enterprise and how they, by effective participation both in the work effort and in the relevant decision making can find greater self fulfillment in the work place (David 1993) Pg. when the industrial relationship between the management and the employees is cordial, the organization will unquestionably be able to achieve it’s objective through collection and concerned efforts of motivated employment. When employees have negative feelings on job productivity is at stake. Despite this position of industrial relations, is an organization, there seems not be any study regarding how it influences the attainment of set goals by the various management of the organization hence there is need to look into this by the researcher.
It is also fundamental concerned with a complex power relationship power sharing the economic and other decisions which emanates from the employment, the condition of employment and remunerations between management and the employees of trade union and the government. More importantly too is how the employees will formally be indentified with the purpose of the enterprise and how they, by effective participation both in the work effort and in the relevant decision making can find greater self-fulfillment in the work place. (David 1993) pg. 17 when the industrial relation ship between the management and the employees is cordial, the organization will unquestionably be able to achieve its objectives through collection and concerned effort of motivated employment.

 

When employees have negative feelings on job productivity is at stake. Despite this position of industrial relations, is an organization, there seems not to be any study regarding how it influences the attainment of set goals by the various management of the organizations hence there is need to look into this by the researcher

 

 

1.2 STATEMENT OF THE STUDY

The industrial relationship between the management and the employees in work place is vital to the success of the organization. When employees work without any sort of grievance and are happy, productivity will subsequently increase as employees always put in their maximum effort. Unfortunately, from observation, some management seems not to recognize this fact. They seems not be give employees chances to participate in some decision making in the organization, which often sparks off conflict between them. The bank of Agriculture limited, Kaduna. Today also seem not to employ some basic management techniques in softening grievance among employees.

 

Catastrophic effects on organizational output. it appears that they are yet to realize the effect of trade union and their level of bargaining power of the company. Going by the above situation, the researcher will critically find out the influence of industrial relations on…

 

 

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THE IMPACT OF LEADERSHIP STYLE IN THE ACHIEVEMENT OF ORGANIZATIONAL PRODUCTIVITY GOAL IN MOUKA LIMITED
(A CASE STUDY OF MOUKA LIMITED, KADUNA)

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ABSTRACT

The confined success enjoyed by many organizations is derived from balances that are achieved in terms of goals of both the employees and management of the organization through effective leadership. The major purpose of this study is to determine the impact of leadership qualities on growth and development of organizations especially the private sector. In order to accomplish this objective, research questions were formulated and data were collected through the use of questionnaires that were distributed to staff of Mouka Limited, Kaduna. The data was analyzed using statistical techniques such as percentage and chi-square that were interpreted. In work organization, the quality of top management often determines the quality of work output and margin profit. Effectiveness are achieved and sustained through effective leadership when the management of an organization harnesses the potential of available manpower, and also utilizing leadership principles. There are different leadership styles that are applicable to different work situations and sometimes, they vary with the nature of ownership of the organization.
CHAPTER ONE: Introduction
1.1 Background to the Study – – – – – – 1
1.2 Statement of the Problem – – – – – – 3
1.3 Objectives of the Study – – – – – – – 6
1.5 Significance of the Study – – – – – – 7
1.6 Scope of the Study – – – – – – – 8
1.7 Limitations of the Study – – – – – – 8
1.8 Historical Background of the Case Study – – – – 8
1.9 Definition of Terms – – – – – – – 9

CHAPTER TWO: Literature Review
2.0 Introduction – – – – – – – – 11
2.1 Concept of Leadership – – – – – – – 11
2.2 Factors of Leadership – – – – – – – 12
2.3 Theory of Leadership – – – – – – – 14
2.4 Boss Theory of Leadership – – – – – – 14
2.5 Managerial Grid – – – – – – – – 18
2.6 Leadership and Management – – – – – – 21
2.7 Evaluating Leadership Effectiveness – – – – 25
2.8 Developing Effective Leadership Behaviour – – – 29
2.9 The Need for Effective Leaders and Managers – – – 32
2.10 Organizational Structure/Chart of Mouka Limited – – 33
2.11 The Concept of Leadership – – – – – – 34

CHAPTER THREE: Research Methodology
3.1 Research Design – – – – – – – – 36
3.2 Research Population – – – – – – – 36
3.3 Sample Size and Sample Techniques – – – – 37
3.4 Method of Gathering Data – – – – – – 37
3.5 Justification for the Method Used – – – – – 39
3.6 Method of Data Analysis – – – – – – 39
3.7 Justification for the Instrument Use – – – – 40
Bibliography – – – – – – – – 42

CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Leadership is a very important management function that involves harnessing of human and material resources for the attainment of organizational goals. Leadership has been viewed by many authors as a process whereby an individual exerts influence upon others in an organizational context.

Bowler and Seashore (1996) enumerated the basic functions of leadership to include:
– Enhancing others feeling of self-esteem and support.
– Facilitating an interaction such that group members develop a close and mutually satisfying relationship.
– Goal emphasis for high performance and achievements.
– Work facilitation such that targets are achieved through such activities as scheduling, coordinating, planning and the effective application of knowledge.

It is expected therefore that in every organization, there should be a leader who will in addition to planning, organize and coordinate work, mobilize, inspire and utilize available human and material resources optimally for effective organizational growth and development. Leadership often emerges in a social context, in that it does not exist in a vacuum, but a phenomenon for people and by the people. The objectives of leadership are products of clear vision and its actions are dictated by great focus and a sense of mission. The way and manner leadership is conducted in any given situation, depends on the interplay of such factors as individual personality, work demand and the exigencies of the environment.

The extent to which any of these factors dominates one’s behavior determines to a large extent the person’s accumulation of natural or situational leadership traits.

Several arguments have been raised over time about the relationship between leadership and employee’s attitude. However, most scholars caution against tendencies to propose a cause-effective relationship because of the confounding effects of the interviewing variables.

For instance, a leadership characteristic determines leadership behavior, and consequently, the attitude of subordinates towards him and the work situation, Katz (1994).

And the view of Meornick (1991), democratic leader tend to affect employees more positively than authoritative leaders, while authoritative leaders tend to achieve production targets better than the former.

However, Petz (1952) theorized that what matters in the leader-subordinate relationship is not just the imposing attitudes of the leader, but also the enduring characteristics of the subordinates. He also advocated the principle of reciprocal influence and integration, according to him, subordinates expect their supervisors to exercise upward influence when dealing with problems which affects workers themselves, but when this is perceived as being limited, they develop unfavourable reactions.

Consequently, this will thwart the attainment of organizational objectives and effectiveness. However, organizational effectiveness depends to a great extent on the ways the various group in the organizational hierarchy are structured and integrated. Effective management should therefore develop effective group membership to which they owe loyalty. That is why effective leadership is necessary in any organization, as all activities that will promote organizational effectiveness are to a large extent measured by their productivity.

1.2 Statement of the Problem
Leadership is considered as the bane of development in Nigeria organization. In political circle for instance, the problem of leadership is described with despicable terms as corruption, ineptitude, red-tapism and nepotism etc.

There is no gain saying the fact that most of the socio-economic maladies which the nation faced currently are product of poor management and bad or ineffective leadership.

For over a decade now, the world bank…

 

 

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