INFLUENCE OF STAFF TRAINING AND DEVELOPMENT ON OPERATIONS OF NON GOVERNMENTAL ORGANIZATION. (A CASE STUDY OF ANAMMCO ENUGU.

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CHAPTER ONE – INTRODUCTION

1. 1. Background to the study
   2. Statement of the problem
   3. The objective or purpose of study
   4. Scope of the study
   5. Research questions
   6. Significance /Rational of the study

CHAPTER TWO

1. Review of literature

CHAPTER THREE
3.0   Discussion, Implication

1. 1. Recommendation
   2. Discussion of results
   3. Conclusions
   4. Implications of results
   5. Recommendations
   6. Suggestions for further research
   7. Limitation of the study
   8. References
   9. 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
3. commencement of official production January, 1981
4. Installed production capacity on one shift per-annum 7,500 commercial vehicles (Truck assembly).
5. Present capacity utilization approve 15% of installed capacity.
6. 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 31st 1990 is 794 (expateriates 12) (service map).

THE IMPACT OF APPRENTICESHIP ON THE MANPOWER NEEDS IN NIGERIA.

(A CASE STUDY OF ENUGU METROPOLIS)

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ABSTRACT
“The Impact of Apprenticeship on the Development of Manpower Needs in Nigeria” underscores greater number of points which needed to be grasped.
In reality, during this work, a look is taken to correct bad impression and misconception problem that apprenticeship programme is meant for the illiterates. It is against this background that extensive discussion is made on the formal apprenticeship system. The in-plant or in-house training programme is a worthwhile venture which almost every company and institution embark upon so as to meet the new demands, new problems and new challenges. Also, on-the-job training. A conjectural hypothesis is also formulated to identify, ascertain and analyse research problems and means devised to test it is Chi-square which determines the association between nominal variables.

 

Meanwhile, the research approach or method investigation applied is face to face interaction with the personalities concerned that is through interviews, instrument used is structured questionnaire and this is made possible by a letter of introduction from the Head of Department.
On the other hand, the major findings are based on the fact that theory and practice are indispensable. The two must go hand in hand to ensure efficiency and effectiveness. The major purpose of training and development do cause a change in employee, trainee or apprentice behaviour on job and ultimately improves the effectiveness of the organization / company / institution. Growth and individual career objectives are achieved through effective training and apprentice can therefore reach their potentials without much ado.
On a very serious note, Nigeria government should restructure the curriculum of the apprenticeship system through some of its programmes.
National Manpower Board (NMB) should be reactivated and allowed to fully utilize its responsibilities. Then the final research report is highly formalized and cuts across every sphere of ones life.

TABLE OF CONTENT

CHAPTER ONE

Introduction

1. 1. Background of the study
   2. Statement of the problem
   3. Purpose of the study
   4. Scope of the study
   5. Research hypothesis
   6. Significance of the study
   7. Limitations of the study
   8. Definition of the terms

References

CHAPTER TWO

Literature review

Literature review.

1. 1. The problems and prospects of apprenticeship system in Nigeria
   2. Manpower analysis, training and auditing
   3. The contribution of apprenticeship to development and manpower needs IN NIGERIA.

Reference

CHAPTER THREE.

Research design and methodology

1. 1. Research design
   2. Area of the study
   3. Population of the study.
   4. Sample and sampling procedure
   5. Instrument for data collection
   6. Validation and reliability of the instrument
   7. Method of data collection
   8. Method of data analysis

Reference.

CHAPTER FOUR.

Data presentation and analysis

1. 1. Distribution and return of questionnaires
   2. Presentation and analysis of data.
   3. Testing of hypothesis

Reference.

CHAPTER FIVE
Findings, conclusion and recommendations.

1. 1. Discussion of findings.
   2. Conclusions.
   3. Implications of research findings.
   4. Recommendations.
   5. Suggestions for further research.

Bibliography
Appendix

                          CHAPTER ONE

INTRODUCTION.
1.1     BACKGROUND OF THE STUDY.
Let it be pointed out that the full research report on the topic under discussion would show how apprenticeship system and manpower needs contribute to Nigerian economy.
Again, an in-depth look has been taken to explore and identify whether the topic is research worthy and consequently to meet up with the challenges of time. Once more, the trend of business, economy, politic, technology and other special values of expertise in various fields of endeavour cannot be kept in isolation.
Therefore, several attempts should be made to write in detail some of the activities been embarked upon by different organizations, institutions, corporate bodies and what have we. They contribute immensely in the development of apprenticeship of manpower needs in Nigeria. This contribution would be found out in the course of research work.
It is against this and more background that this work might be made a daily companion by researching students, scholars, entrepreneurs and trainees.
In a nutshell, one is expected to know how the impact of apprenticeship development of manpower needs were to apprentices; be encouraged and welcomed by Nigerian Citizens. Some of the trends enumerated above would be a thing of past. Later all, the essence of acquiring knowledge is to impart it to one another.
It means that putting interest on this apprenticeship system would in no doubt be of great advantage to the government and populace who are desirous to make both ends meet. At a time, non-challant attitude of some people under the illusion that apprenticeship system is meant for the illiterates or people of low status should henceforth disillusioned. In large, apprentice does not mean those who did not know how to read and write but the literate ones. This will later be discussed in detail in the subsequent chapter.
To this end, the easiest way forward to achieve and maintain the impact of apprenticeship and its manpower needs is by all and sundry placing hands on deck, not to be seen in a wrong perspective to be of great importance to certain individuals but of a mutual advantage of all. Even if you are not an apprentice, it should never be discouraged.
We than God that n the contemporary institutions of higher learning that apprenticeship system is encouraged in the course termed “Entrepreneurial Development”
Lastly, to cope with the new demands, new problems and new challenges.

1.2     STATEMENT OF THE PROBLEM.
One should not fail to acknowledge some of the specific aspects which give the researcher a great concern during the course of this research. To buttress up points, as it is often said in research methodology, be it in business, education, political science, to mention but a few that; “A problem well defined is half-solved”. Let it be made clear that there are many of them but the prominent ones would be given rapt attention.
It is however imperative to note that this research topic is believed to be varying or changing in nature. The question is why is it so? In this light, programmes undertaken in the name of apprenticeship scheme are numerous, mismanaged and unstable.
Oftenly, a new government, which has new resolution, comes into power, most of the times have different ideology or idiosyncratic approach to issues to affect the already established programmes and schemes. Today, some of the schemes run by National Directorate of Employment (NDE) are not operational as it was before due to fraudulent activities and other vices. Let us categorically state that some of the problems encountered do not arise from only government-established enterprise.

On the other hand, why is that greater number of apprentices is illiterates? The attributable factor could be an alternative source of acquiring formal education. It specifies the learning period depending on the nature of the trade usually at the shortest possible time. Lets say one month, three months, one year, two years and so on. At times regarded as not time consuming.
For better comprehension, formal apprenticeship system would be the focal point of the study which is the basis of manpower training and development in Nigeria with particular reference to Enugu metropolis. The informal apprenticeship system should not be given attention.

EFFECTIVE MOTIVATIONAL PROGRAMMES AND PRODUCTIVITY IN GOVERNMENT PARASTATALS

 

(A CASE STUDY OF IMO STATE HEALTH MANAGEMENT BOARD)

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ABSTRACT

The continued decline in productivity government  parastatals despite huge financial and material resources invested in them has been a matter of concern to all  well meaning Nigerians. This has in its part contributed to  the economic crisis which the country is currently facing. This research work is designed to look into the motivational aspect of the work environment and its relative effect on productivity  in these parastatals.

Some how workers in the public sectors of the economy are no effectively motivated into increasing their productivity and this has a major factor in contributing  to the decline in productivity and subsequently to the present condition of the economy. these it is the purpose of the study  to investigate the     assumptions as stated in the hypothesis.

The data used for this research were collected mainly through the use of questionnaire. These questionnaires were positioned in various cadres of workers in the Imo State hospital manageemnt board in all the three (3) zones of the state. The data collected were analyzed by percentage and chi-square statistical methods the findings of the research are:

1. That a fairly good majority of  workers in these parastatals are happy with  their job
2. That the management of these parastatals does not pay worker nor reward staff for putting more effort in their job
3. That majority of the workers opted for promotion salaries  recognition high payment of wages/salaries as the major conditions for them to increase their productivity
4. The management of the parastatals virtually make no effort to recognize and compensate workers.
5. That sponsored training programme in the parastatals are few
6. That very good inter-relationship exist among the worker.
7. That 96 percent of workers affirmed to the fact that if they are compensated affectively they will increase their productivity.
8. That the inherent problem of financial benefits and welfare especially has covered the standard of living of the workers.

Finally the recommendations suggested to help alleviate the problem areas are:

1. The employers should device an effective and efficient means of paying the worker the various benefits and care fro welfare
2. The motivational  factors like promotion increase in salaries and recognition should be used as means of gingering the workers into increase performance.
3. That recognition and appropriate financial reward should be given to workers who put in more effort on the job
4. That the management of the parastatals should increase their sponsored training programme as its tool of increasing productivity
5. That the management of the parastalats should do everything possible to maintain the work environment

CHAPTER ONE

1.0            INTRODUCTION

1.1     A brief historical background of the Imo state health management board

1.2              Statements of problem.

1.3              Research questions

1.4                Purpose/ significant  of the  study

1.5              Assumptions  of the study

1.6     limitation of the study

1.6              Definition of terms

 

CHAPTER TWO

2.0     Literature review

2.1            The concept of motivation

2.2            What is motivation

2.3            Definition of motivation

2.4            The importance of motivation

2.5            Theories of motivation

2.6            The concept theories

i.        Douglas H. gregor’s theories x and Y

ii.       Abraham H Maslow’s need of hierarchy theory

iii.      Fredrick Herzberg’s two factor theory

iv.      David Mc cleland needs theory of motivation

v.       C.P Alerfer’s era theory of motivation

vi       Elton mayo’s human relations theory of motivation

vii.     The equity theory

2.5.2  other motivation factor

i.        The expectancy theory

ii.       Summary of literature review

Reference

CHAPTER THREE

3.0     Research design & methodology

3.1 Data selection

3.2            Determination of sample size

3.3            Sources of data

3.4            Methods of data analysis

CHAPTER FOUR

4.0     Finding and analysis of data

CHAPTER FIVE

5.0     Summary of research finding

5.1     Recommendation

5.2     Conclusions

Appendix

Appendix I letter of authority

Appendix II questionnaires

CHAPTER ONE

1.0  INTRODUCTION.

There is clearly and widely accepted belief that the economy of this counting is weak. This has in effect caused such as untold economic hardship to the populace, such that has never been experienced in the history of Nigeria since its independence. It is an acknowledged view that the economy of the entire world is undergoing recessional period. This is much noticeable and hard- feet in the third world countries of which Nigeria is one.

Nigeria is much up of thirty- six  (36) state and Abuja as the federal Capital territory (FTC) and she practices mixed economy ideology system. This is an inheritance from her colonial masters. This resulted to her economic structure in relation to ownership of factors of production being divided into sectors.  Earlier before the outset of the third commendable and the standard of living was fairly high, as the purchasing power of our currency was also high. The factors that led into the buoyancy were the revenue that was constantly earned from the sales of crude oil.

The second factor was that the nation’s agricultural productivity was also higher than what is obtainable now. Some of the resultant effect of high flow of revenue from crude oil was that people became reluctant to work and displayed a great deal of non- chalet attitude towards the continuation of their agriculture and small sale industrial operations. This subsequently led to a decrease in productivity of goods and services. It further resulted in an increased dependence on imported oil. Thus, there existed a great disparity between our foreign exchange earnings and our expenditure of which the later was greater.

The emergence of the oil, glut, made it clear that Nigerian’s economy is hanging on a balance. This situation led to the introduction of the structural Adjustment programmes other wise known as ‘SAP’ by the Babangide administration. This was designed to help bring the rumblings economy its shape. The main strategy here is to reduce the rush for foreign goods, increase production locally and to restructure the entire economy to operate at a greater degree of indecency from foreign influence. The role of effective management of financial, material and human resources cannot therefore be underestimated as one of the means of achieving these economic goals. The government is doing her best through viable policy plans and strategies to influxes substantial materials and financial resources of the two arms in production and ultimate economic stability.

On the note, its very important to recognize that for economic growth to be achieved, full and effective consideration must be given to the well being of the individual workers that required to carryout their respective activities in the economic system. When workers are being taken care of, there is the tendency for increased productivity. If productivity increases, there will be the urge for generating more revenue (that is profit) from taxes to the government. Undertaking higher motivational programmes on the individual workers can only do this as it effects human resources management among other factors of production.

It is the objectives of the study to examine the extent if positive effect that could be achieved through effective motivational programmes on productivity unique semi- independent government sector called prostates.

 

1.2     STATEMENT OF THE PROBLEM

There is an ‘Igbo’ adage which says that ‘a collectively owned goat starves to death’. But why? This adage goes to explain the differences that have been existing in efficiency, effectiveness and productivity between the private owned and government establishments.

The main functional area of these parastatals is centered on provision of services of various types such as healthcare, information dissemination, electricity supply and so on. Competition between these private organizations that offer the same services in the parastatals and the parastatals themselves therefore exists.

People seems to patrnize private sectors than the public sectors, Reasons, being that the private sectors that offer similar services are more efficient and also offer them with keen interest. Typical examples are a situation where people patronize private owned hospitals. The question now is ‘why do people drift away from patronizing public set up.’?

A caused interview confirmed some serious complaints by the members of the public over the uncaring and non-chalet attitudes of these government hospital workers.

Conversely, a very close fact finding investigation within the workers confirmed these allegation further questioning as to why workers behave that way, gave the investigator these impressions and they include the following;

 

–         High degree of frustration and stigma in the work place.

–         Wrong timing in administration of salaries, wages and fringe benefits and other various ills that have befallen the workers which involve bribery, corruption, inefficiency and ultimately downward plunging of productivity which would continue unless something is done to remedy these problems.

 

1.3                        RESEACH QUESTIONS.

-Is motivation really a means of achieving the desired result in an organization?

 

–    Dose it mean that effectiveness of production depends on the motivated factors of employees?

–         Has efficiency be improved since some motivated system was introduced?

EXPORTATION OF “MADE IN NIGERIA” GOODS AS A TOOL FOR THE DEVELOPMENT OF THE NIGERIA ECONOMY

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ABSTRACT

An investigation into exportation of “made in Nigeria” goods as a tool for the development of Nigeria economy is an interesting topic.

The population for this study consists of all the workers of the Nigeria export promotion council information was gathered using questionnaires from thirsty-one employees of which only twenty of them were returned.

Findings showed that exportation of made in Nigeria have much role to play in the development of the Nigeria economy.  It also shows that in order to achieve this purpose incentives should be provided for producer of exportable goods, stiff prohibitive measure restricting export of goods should not be adopted and also to manufacture exportable goods to meet international make goods enhances the standard of living of Nigeria.  The so much needed foreign exchange depends on exportation of goods made in Nigeria goods enhance the  standard of living of Nigeria they include prohibitive tariffs, lack of export market.

The Nigeria export is dominated by a particular product serving as a major foreign exchanges and revenue earner, the federal government has may roles to play in strengthening the export sector of the Nigeria economy.

TABLE OF CONTENT

 

CHAPTER ONE

1.0            INTRODUCTION

1.1     Background of the study

1.2            Problem associate with the subject.

1.3            Purpose of the study

1.4            Research question

1.5            Signification of the study

1.6            Delimitation

1.7            Limitation

1.8            Definition of terms used

Reference

 

CHAPTER TWO

2.0            REVIEW OF RELATED LITERATURE.

2.1     Export and exportation

2.2            Constituent of export

2.3            Causes of non-affectation of made in Nigeria good

2.4            Factors leading to effective exportation.

2.5            Barriers to effective exportation

2.6            Export and the Nigeria economy

2.7            Scope of the study

2.8            Population size

References

 

CHAPTER THREE

3.0            Research methodology

3.1     Sources of data

3.2            Sample size determination

3.3            Research instrument used.

3.4            Presentation of data

3.5            Analysis of data

3.6            Summary of finding

3.7            Conclusion

3.8            Bibliography

 

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

The issue of exportation of good in Nigeria dates back to the beginning of this country.

Its importance cannot be over emphasized because it contributed immensely, to the development of the Nigeria economy.

After the Amalgamation of the two protectorates that formed Nigeria in 1914, exportation of goods because an economy element but mainly agricultural materials which were semi-finished.  After independence, expectation because the  main stay of the Nigeria economy.  If stood the only sources of foreign, exchange to a very great extent that if because a development stimuli of the economy exportation is the act of making available goods produce in one nation to another nations.  It is an international trade variable.  It is an international trade variable. It is difficult to write a detailed descriptions of export, its importance and implications because writers have not been interested in this field.

The exportation of made in Nigeria goods is in its infancy.  This study tends to emphasize the importance of exportation of made in Nigeria goods in order to ensure a fast growing economy.

 

1.2     STATEMENT OF PROBLEMS

Nigeria has been marketed as one of the industries state in Africa exporting  some of her goods.  If has also been showed that agriculture, products, constituted export in the early stage.  From the 1970’s, Nigeria has been know to be endowed abundant natural resources industrial institution has taken the economy sphere of Nigeria.  Despite this great achievement in the years that most made in Nigeria goods are not exported.  This project tends to emphasize the importance of exported of made “in Nigeria” goods as a tool for the development of the Nigeria economy.

 

To find out what constitutes Nigeria export and its economic effect.

To find out what reasons account for the non exportation of Nigeria goods  that is to say can the goods be exported and how, there are problems a researcher is faced with and for which this study will by to solve.

1.3     PURPOSE OF THE STUDY

motivation and interest for this study is stimulated goods dwindling exports and continued under development of the Nigeria economy.

Specifically, the purpose of this study are:

1.       To ascertain how “made in Nigeria” good can be exported.

2.       To ascertain what should constitute export in Nigeria

3.       To know what caused the non-exportation of goods in Nigeria.

4.       To know the effect of export on the economy.

1. To ascertain the factory leading to effective exportation

 

1.4     RESEARCH QUESTION

The study is faced with the following question.

1.       What constitutes export in Nigeria?

2.       Can their goods be exported?

3.       How can they be exported?

4.       Can Nigeria  export all her goods?

5.       Which do you think is not liable to be exported?

6.       Should Nigeria satisfy all her citizen before exporting ? why

7.       Do you referee Nigeria exporting only one for her goods to two or more?

8.       Is export regulated, how?

9.       Who is responsible for export regulation of goods in Nigeria.

10.     what are the factors that retain export of goods in Nigeria.

11.     why the need for Nigeria to export?

 

1.5     SIGNIFICANCE OF THE STUDY

This study when completed will emphasize the importance of exportation to exporters, manufacture and government.

They will be familiar to the economic effect of exportation of goods produced or manufactured by them.  They will come to know how, they can go into production of goods suitable for export.  Finally the importance of export will be exposed to every individual as a result of its impact on the general economy.

 

 

EFFICIENT CORPORATE IMAGE MANAGEMENT AS A STRATEGY FOR ENHANCING PROFITABILITY(A CASE STUDY OF PHINOMAR NIGERIA LIMITED NGWO)

 

 

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ABSTRACT

Business organizations in Nigeria have failed to realize the role a good corporate image policy has in business dealings. This is probably because they do not understand the concept of corporate image and the necessary tools for promoting them. Corporate image, in fact goes beyond attractive products or rending quality service, advertising paying good salary and so on. It pervades every aspect of a business concern from the least worker’s personality to the dealing within the organization and with the larger society. In the face of the dynamics of our society, especially in the business world, brought about by technology, companies are faced with stiff competition that maintaining a competitive edge requires aggressive strategies. One of such strategies as efficient corporate image management and promotion.

The focus of this research work was to determine the strategies that could be employed to build and promote corporate image efficiently and enhance profit margins of an organization. A case study of Phinomar Nigeria Limited, Ngwo  was therefore undertaken.

The findings revealed that:

1. Phinomar Nigeria Limited has a laid down corporate image policy though not effectively managed.
2. Strategies employed to promote corporate image are limited.
3. Response to Phinomar products is fairly high, hence it can be said to be profitable.
4. Employee welfare and work environment need improvement.
5. Phinomar needs to increase the scope of its social responsibility.
6. Phinomar needs a well-managed corporate image, which should be reviewed periodically for improvement.
7. Customers’ response to Phinomar product is high.
8. Communication among workers in Phinomar Nigeria Limited is not adequate.
9. Phinomar Nigeria Limited lays emphasis on public relations.

LIST OF TABLES

 

1.       Return of questionnaires

2.       Determination of the qualities Phinomar possesses.

3.       Determination of strategies Phinomar adopts to communicate its products.

4.       Summary of tables on Phinomar corporate image records

5.       Customers response to Phinomar products.

6.       Computed theoretical frequencies in respect of customers response to Phinomar product

7.       Communication with Phinomar

8.       Computed theoretical frequencies in respect of communication within Phinomar

9        The emphasis laid on public relations by business organization in Nigeria.

10.     Computed theoretical frequencies in respect of the emphasis laid on public relations by business organization in Nigeria.

 

TABLE OF CONTENTS

CHAPTER ONE – INTRODUCTION

1.1            Background of the study

1.2            Statement of the study

1.3            Purpose of the study

1.4            Scope of the study

1.5            Research question

1.6            Research Hypothesis

1.7            Significance of the study

1.8            Limitations of the study

1.9            Definition of terms

References

CHAPTER TWO – REVIEW OF RELATED LITERATURE

2.1            Meaning and history of corporate image management

2.2            Different views and opinions about corporate image management and organizational profitability

2.3            Different approach to corporate image management

2.4            Corporate image management at Phinomar Nig. Ltd.

References

 

CHAPTER THREE – RESEARCH DESIGN AND METHODOLOGY

3.1            Research design

3.2            Area of the study

3.3            Population of the study

3.4            Sample and sampling procedure/ technique

3.5            Instrument for data collection

3.6            Validity of the instrument

3.7            Reliability of the instrument

3.8            Methods of data collection

3.9            Method of data analyses

CHAPTER FOUR – DATA PRESENTATION AND ANALYSIS

4.1            Presentation and analysis of data

4.2            Testing of Hypothesis

4.3            Summary of Results

CHAPTER FIVE – DISCUSSION, RECOMMENDATION AND

CONCLUSIONS

5.1            Discussion of result findings

5.2            Conclusions

5.3            Implications of the research findings

5.4            Recommendations

5.5            Suggestions for further research

Bibliography

CHAPTER ONE

1.0            INTRODUCTION

1.1     BACKGROUND OF THE STUDY

“A company’s product as such is no longer the chief media projecting its image”. What counts more today is the public postures of management. Its concern for consumer welfare and its visible response to imperative social and economic needs. In short, management must concern itself as much with protection as it does with profit” (Harold. H. Margins).

 

Every aspect of business and industry is undergoing rapid change in terms of philosophy and technology and there is more rapidly changing function of corporate management to   public attitudes and reactions. In the same vein, the corporate image of any organization has to be steered to change to correspond in response to the demands of its ever –changing business publics and environment. Making good product, marketing them aggressively, paying fair wages to the employees, and even paying taxes etc. is not just enough to maintain a competitive edge. The  are now economic and social responsibility that faces every business.

Perhaps, it would be necessary to ask; Is there any need to engage in corporate image promotion? Does promotion  have effect on the returns of an organization? Are there right and wrong ways to project a corporate image? What is the place of employee motivation, communication, customer relations, social responsibility etc. in the whole role of image promotion programme?

Margins H. Harold (1979. 7) stated, “Mass merchandising, new method of advertising, increased competition, and government regulations have brought corporate reputations into public view and cause executives to seek more favourable reactions.” However, many hardheaded business men do have an uneasy feeling that promoting the corporate image is little more than a perceived gesture of public goodwill.

The critical importance of corporate image becomes apparent when consumers protest provokes from large organizations series or explanations and apologies for the faults they are accused of. Companies must therefore give its public the same order of priority it gives to finance, marketing and research in the table of rapid, social and technological change. Otherwise, it cannot expect to command public respect and support in the market place.

To live and grow, to command respect and regard, the corporate image must be more than a product of public relations. Therefore corporate image promotion should not left in the hands of the public relations men, but should be the responsibility of top management and indeed every member of staff. This implies that the image programme should be part of the over all-planning for the company’s future. No matter how impressive a firm’s achievements are, they must be properly presented in the public for them to be acknowledged. Thus corporate planning is an integral part of policy decisions. For some companies,  image programmes is part of board planning for greater sales and profits. This is one the fundamental objectives of management and all its activities will be programmed to that end.

 

Aaker, A.A. Myers, J.G (1975. 138) Stated that, “It is not an exaggeration to say that a good image is fundamental to the existence of any business enterprise. The concept of image is often considered to be an important determinant of long-term sales and profits. Therefore it is reasonable to consider the use of image as an objective, not only for an advertising programme but for marketing programme and an organization as a whole”.

When a new product is introduced in the market a respected corporate name often benefits from the unknown product. People are more likely to buy a new product if they know and like its manufacturer. Furthermore, the quality image of a company’s product may have considerable influence on the kind of new product the company can market successfully.

Scholes, K and Klem, M. (1987. 85) see the image of a company as resources. They identified four types of resources available to companies which are: physical resources, human resources, system resources and intangible resources. Explaining the intangibles, Scholes and Klem observed that “Many organizations have significant strength in intangible assets such as; image or brand –name. The value of intangible resource should not be under rated. Infact in many service companies, these intangibles can be the key asset of the company. Potential purchases are often willing to pay substantial sums of money for this “goodwill” underlining their real value.

 

Finally, in order to gain the support of its publics, the corporate image must show that management is progressing, mobile, open to innovation, fair to all and free of dogma and convention. Creating and promoting a corporate personality efficiently is mainly communicating company’s objectives, beliefs, reputation and achievements to its publics in order to gain their goodwill.

1.2     STATEMENT OF THE STUDY

Adequate emphasis have not been laid by firms in terms of promoting a favourable corporate image and this attitude has affected their performance in the market, more so in the face of the prevailing stiff competition among firms.

The environment in which businesses operate is in constant change and it constitutes an important factor in that, it affects management decisions and actions. For any business, two types of environment exist. The operating environment, which may be classified with external and internal. External environment Comprises economic, social, political cultural, government, technological, while internal forces comprises the top management employees, task forces; and the public environment which is made up of the firms several publics.

For an organization to remain in business it has to  help to shape its environment because of the rapid change that the organization’s operating environment undergoes

Apart from the influence of the environment, the image of the firm is another factor that requires consideration. The type of image which an organization projects is an important determinant of its long run existence and performance. There are strategies that have to be developed and adapted creatively to achieve organizational goals.

 

From management’s point of view , without a good image, an organization is not guaranteed of long life, the profit objective of the organization will not be achieved, the market share will be affected resulting to decreased sales volume, there will be employee dissatisfaction; co-ordination of work will be unimpressible and thereby the organization will collapse.

 

The correction of the above management problems requires the application of the management’s functions of planning, which involves selecting objectives and formulating strategies, policies, programmes and procedures to achieve organizational goals.

 

1.3     PURPOSE OF THE STUDY

Owing to the fact that every aspect of business is undergoing accelerating change, and no function of management is changing more rapidly than public attitudes and reactions, the corporate image itself should be constantly and efficiently promoted.

The image programme pervades the whole management function more especially, planning. The corporate image is a kind of public stereotype or impression. that is, what everybody knows about the company. Although the consumer or the potential buyer may not have a sharp and detailed mental pictures, he does have access to the broad general stereotype, which permits him to make first decisions whether to buy or not. It is these broad stereotype that make him to patronize a particular company. Most times, the consumers cannot differentiate between similar products manufactured by different companies. But the quality of one’s company’s image may suppress other brands in the market to make it distinctively different and much more desirable.

For a company to stay in business and command respect and regard, its corporate image must be more than a product of public relations. It must be an accurate practice and an accurate picture of what the company is and what it does. The corporate image of an organization must show that the management is progressive, innovative and fair to all their public customers.

 

The purpose of this study is to evaluate the problems of building and efficiently projecting a favourable image in all organizations, but with particular reference to phinomar Nigeria Limited Ngwo, focusing on:

i.        To find out if Phinomar Nigeria Limited attaches importance to corporate image promotion

 

1. To find out the strategies they adopt to promote corporate image.
2. To find out if the company has department responsible for creating image for the company.

iv.    To find out if such strategies can contribute to profitability in the organization.

The survey would sample the views and opinions of both management and employees of the company on the above mentioned problems and with information gathered. Suggest solutions to the problems, which would lead to effective corporate image promotion in phinomar. Various public – customers, supplied, stockholders, bankers, potential investors, competitors, government officials and the general public.

Ahamefula Uzoma writing under the caption: “Motivation and Management styles” in Pita Ejiofor (1989:172) noted, “organizations often desire to inform the public through press release speeches, and participation in outside functions by management personnel on what would be of interest to them. With a view of ensuring that they present a public image favourable to the organization’.

 

CORPORATE IDENTITY.

Corporate identity according to Advance Learner’s Dictionary is the idea people have of a company marquis (1970:2)defined corporate identity as “that part of image that can be seen or heard. It is evey tangible mark of identity to all vehicles, objects, and means of communication on which the corporate identity is displayed.

STRATEGY:

Peter Drucker (1977: 95) defined strategy as “a company’s basic approach to achieving its over all objectives. It differs from tactics, which is a basic approach to be used in carrying out a pre-determined strategy. A strategy according to Kungen (1975:31) may be in the nature of either aggressive strategy (the first on the market with an advanced product) or defensive strategy (following the leading firm in the particular branch) or absorption strategy (acquisition of advanced technology for further development)

 

PROFITABILITY

Peter Drucker (1977:89) defined profitability as “a measurement of how well the business discharges its functions in serving market and customers”

 

 

 

1.4     SCOPE OF THE STUDY

Frankly speaking, this study focuses on effective corporate image management as a strategy for enhancing profitability in Phinome Nigeria Limited Ngwo, tends to look at an organization and its environment, its position in the mind of the public consumers and the industry at large. The success or failure of an organization depends on hoe its products and services are patronized, and any organization whose image have been soiled or smeared with mourned can hardly make it in the business would, which is dynamic in nature. i.e, its rate of subjection to change have posed a great danger to organizations that are static or that pay deaf ear to its changing environment, instead of readjusting itself a way as to conform with the trend or events in the minds of the people.

 

Furthermore, this is not only the task of the public relations department, but it pervades all sections of the organization, comprising the management and the staff of the organization, whose assistance in this research work will make it a huge success.

 

1.5     RESEARCH QUESTIONS

The following  research questions would be necessary to make this research a success

1)     How has efficient corporate image management contributed to the enhancement of profitability in your organisation

2)     Why is efficient corporate image management important in increasing profitability in your organisation

3)     What  factors necessitate efficient corporate image management.

4)     What impact dose efficient corporate create in enhancing profitability