ORGANIZATION STRUCTURE AS A TOOL FOR EFFECTIVE MANAGEMENT

 

 (A CASE STUDY OF INSTITUTE MANAGEMENT AND TECHNOLOGY)

 

 

 

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CHAPTER ONE

1.1    INTRODUCTION

1.2       Historical Background

1.3       Statement of Problem

1.4       Objective of The Study

1.5       Research Hypothesis

1.6       Scope of Limitation of Study

Reference

 

CHAPTER TWO

LITERATURE REVIEW

2.1       Definitions and Explanation

2.2       I.M.T Performance and Growth

2.3     Need of Organization and Types of Organization Structure

2.4       Process of Designing and Organization Structure

2.5       Common Mistakes in Organization Structure

2.6       Making Organization Structure Effective

2.7       Essence of Organization Chart

Reference

2.8       Essence of Organization Chart

Reference

 

CHAPTER THREE

RESEARCH METHODOLOGY

3.1       Research Design

3.2       The Population

3.3    Sample Size

3.4    Source of Data

3.5    Method of Data Collection

3.6    Method Data Analysis

 

 

CHAPTER FOUR

Data Presentation and Analysis

4.1       Presentation and Analysis of Data

4.2       Analysis of Data

 

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMEND

5.1    Recommendation

5.2    Conclusion

5.3    Bibliography

Appendix I

Appendix ii

CHAPTER ONE

 

1.1       INTRODUCTION

Every organization is made up of human and physical resources. The resources are bought together in order to accomplish these objectives, tasks must be identified, the tools and technology required must be provided and a structure of relationships must be created. It is the sole function of management to determine the best structure that will optimizes the utilization of the resources.

Thus organization is a means of achieving the best result from concerted effort, organizations deals with people and their relationship within an enterprise.

It is the type of organization that determine the type of people require and their relationships.

Osisoma defined organization as a social and technological device made up of people and physical factors which process certain inputs, and execute functions and tasks that lead to the accomplishment of specified objective”. Organization is also two or more people working together in a co-ordinate manner to achieve group objective or result.

Akpala said that “organizing is a management function of dividing out the constitutions activities into elemental units for facilitating operations, of grouping the units into wider sub-systems called departments branches or division of placing people or decision makers on to the units created of establishing functional or responsibility and authority relationships between the various units and person holding offices”. Hodget said that “organizing entail the assignment of duties and the co-ordination of efforts among all organizational personnel to ensure.

Maximum efficiency in the attainment of predetermined objective.

Structure can be seen as a framework providing a pattern for organization structure has been defined by Hurley as “patterns of relationships among the various people occupying the positions” Yode said that “organizational structure is a structure that provides a systematic arrangement of functional assignments in which component parts have specialized duties, a;; presumably contributing to the over all objective organization structure has also been defined by Osisoma as “ the framework of the formal relationship within which management can adequately and effectively control, supervise, delegate and fix responsibilities and synchronize the work done by divisions, departments and individuals” Nwachukwu opined that organizational structure. Involves dividing activities into departments, divisions, units and sub-unit defining relationships between the heads and members that make up the units” while KWCHER and MASOW explained that an” organizational structure establishes the responsibility and authority relationships between people in enterprise. The purpose is to find the structure, which will be most efficient and effective. They went further to defined the key word as follows: responsibility refers to the set of duties one must perform, the requirement one is accountable for or answerable to in order to achieve a purpose. Authority is the right or power to give commands to others to perform duties and requirement” these views are in line with the of hinterland, who defined organization structure as the pattern or network relationships between the various positions and position holders.”

The arrangement within the framework of interaction in-the organizational is hierarchical in the organizational is hierarchical. The definition by professor Akpala which saw organizing as the management function of dividing out the institutions activities into elemental units for facilitating operations of grouping the units into wider sub-system called departments, branches or division or establishing function or responsibility and authority relationships between the various units and the persons holding offices, will be adopted that the purpose of the study.

From the following definitions, organizational structure may be for the purpose of this study be defined as the sanctioned network in interactions and relationship between positions, their functions and occupants and a means through which management attempts to achieve predetermined organizational goals. These includes who reports to who, levels and patterns of communication, the specific functions of members of the organization; the rules, regulation and procedures that govern individual activities.

This is because the definition tries to bring in all the important elements in the understanding of organizational structure. The important of development of an appropriate organizational cannot be over emphasized. It provides the over-all guider-line essential for effective employee performance. The organizational structure provides the guidelines for clarifying and communicating the line or responsibility, authority and accountability within the firm.

Organization structure shows clearly the authority relationship in an organization. It vividly defines the centers of authority. Organizational structure provides a framework within which delegation and assignment of responsibility can perfectly take place. It shows line of communication and also helps to provide an effective mechanism for monitoring performance and taking corrective actions.

 

1.2       STATEMENT OF THE PROBLEM 

Main Problem: This study set out to establish important functions and needs for a well-defined organizational structure so as to prevent overlapping of functions in organization.

Sub-Problem: The purpose of the study is to examine how a well-defined organization structure helps to achieve an organizational objective so as to bring about efficiency.

Sub-Problem II: The purpose of the study is to investigate how a well-defined organization structure is arranged in a firm or enterprise do as promote high productivity.

Sub-Problem III: The purpose of study is to discover how organization structure is designed so as to determine the other of responsibility.

Sub-Problem IV: The purpose of the study id to examine critically how functions can be clearly shown in an organization structure so as to prevent duplication of functions.

 

1.3    OBJECTIVE OF THE RESEARCH            

The objective of this research is to establish the essence of a sound organization structure as a means of achieving total management effectiveness in an organization be it business, government, religion, educational.

The study will also point out how a well-designed organization structure will be a motivating factor to workers in an organization. Such workers, having known the roles expected of them, their relationship with other workers, their level within the organization as well as the next level they can aspire to as shown in the organization chart, will strive along with others towards realizing the organization goal at the sometime.

To achieve this, I intend to examine leading theories in organization structure, its different models and principles. Furthermore, questionnaires would be administered on workers of the institute of management and technology (I.M.T) to know the working of departments organization structure, observe nay possible lapses and make useful suggestions for improvements.

 

1.4   RESEARCH HYPOTHESIS 

a)   A well defined organizational structure bring about efficiency

b.    A well design organizational structure leads to a clear order of responsibility.

c.    A well-defined organizational structure in a firm promotes high productivity.

d.    Clearly stated functions in an organization eliminates duplication of functions.

 

1.5 SCOPES AND LIMITATION OF THE STUDY  

 

STRATEGIES FOR IMPROVING WORKERS MORALE AND PRODUCTIVITY IN AN ORGANIZATION.

[A CASE OF STUDY OF ENUGU STATE TRANSPORT COMPANY (ENTRACO)].

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ABSTRACT 

Improving workers morale and productivity. It is very pertinent to improve the workers morale to enhance greater level of productivity. Any organization that has no consideration on how the morale of the workers can be improved is liable to have a lower level of productivity.

This strategy is adopted to increase the employer/employee relationship and if it can be achieved it is by giving incentives like free port allowance and in fact make them have a sense of belonging.

Improving workers morale has been one of the main strategies adopted in most of our organizations in Nigerian because it is a process by which workers get motivated in order to enhance productivity services effectively.

This prospect has been a broad area of concern to most of our existing firms or organization who do not know how to get workers motivated thereby improving their morale and productivity.

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.1     Background of the study

1.2            Statement of problem

1.3            Objective of the study

1.4            Statement of hypothesis

1.5            Significance of the study

1.6            Scope and limitation of the study

1.7            Research question

1.8            Definition of terms

Reference

CHAPTER TWO

2.0            Literature review

2.1     Extent of workers relationship with top management

2.2            The type of leadership in an organization that could enhance workers morale and productivity.

2.3            Evaluation and recognition of performance

2.4            Effects of goods management appraisal in organizational productivity.

Reference

CHAPTER THREE

3.0            Design of the study

3.1     population of the study

3.2            Sample size and sampling technique.

3.3            Instrumentation.

3.4            Method and sources of data collection.

3.5            Limitations of the study

Reference

 

CHAPTER FOUR

4.1            PRESENTATION AND ANALYSIS OF DATA

4.2            TEST OF HYPOTHESIS

 

CHAPTER FIVE

SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION.

5.1            Summary of findings

5.2            Recommendations

5.3            Conclusions

Bibliography

Appendices.

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

In every organization set-up, indispensable groups are discernible. These groups are known as the employees and the employers. They both constitute the point upon which the activities of the organization revolves.

It is said that area of the most common mutual interest where employees and employers may co-operate consciously the advantage of them consist of improving the morale of the worker, promoting efficiency and productivity, eliminating waste, reducing cost of maintenance.

Every organization is set u to attain in some definite and defined objectives. These objectives, which have to be accomplished through the instrumentality of the above, mentioned groups often include high productivity. To do this management has to organize it’s resources to achieve maximum performance.

One of this resource is of course. Human beings, whilst the out put of some factors like machine. May be predetermined activities involving people are not calculated precisely for even if they are, the result may vary, due to what is known as human element. How well a job is done depends on the rewards attached to the work fore the word reward in it’s own stresses has complete meaning. But due to the result of research on human behaviour in work situation, we are able to realize that wage or salary is mainly one of the important needs of the workers.

Every works at work requires the organizations to treat him not just like a community but like a human being of high reasoning.

Beloc (1964) once wrote that workers have certain inalienable right as important as those of their employer and it is the duty of the organization to recognize these rights.

It is obvious that the workers have needs, which the work situation may or may not satisfy. The degree of satisfaction and dissatisfaction will be reflected not only in measured work but also in the morale of workers. The maximization of personnel contribution of the entire human element in an organization is the major objectives of the organization, which is implemented, not only  through the whole management process itself. How those people are organized directly influence their morale.

 

1.2     STATEMENT OF PROBLEM.

Improving workers moral and productive in an organization has been the main study or way to increase the shareholders wealth. The workers are forced with lots of problems concerning the strategies for improving workers morale and productivity in the organization and with regards to these problems; the researcher wants to find answers to the following problems.

1.       What are the ways of improving the workers moral?

2.       How can efficiency and productivity be increased in the organization?

3.       How can waste and redundancy be eliminated in the organization?

4.       What are the ways of reducing cost of maintenance at the same time improve the quality of services?

 

1.3     OBJECTIVE OF THE STUDY

The rational for conducing this research work lies in the  suspected high degree of dissatisfaction , which reduce the workers moral towards productivity  and it’s effects on the productivity which

 

 

1.4     STATEMENT  OF HYPOTHESIS

H0:    Workers do not have job satisfaction from their routine job.

H0: Their boss gives Workers more knowledge when they are confused on what is expected from them.

H1:    Workers do not have job satisfaction from their routine job.

H1:    Their boss gives Workers more knowledge when they are confused on what is expected from them.

 

1.5     SIGNIFICANCE OF STUDY

The importance of the study is that of the end of the investigation into the strategies for improving workers and productivity. It is very important to both an organization and employees as well as government.

It is a very sensitive issue to an organization it is important to an organization in the sense that if an employee’s moral is well improved, there will be increase in the productivity thereby meeting the set goals, with good strategies in improving workers moral. There will be high productivity. The researcher would have thrown more light on the problems caused by low moral among the workers and also level the motivational strategies that would be adopted to  increase workers moral and productivity.

Secondly, the managers would know the management techniques they would employ to pull their workers forward achieving organizational objectives and facilities mutual understanding between the manages, supervisor and his subordinates.

Thirdly, the workers should also understand that should set goals for themselves if there are to win the love and benefits from the organization.

1.6     SCOPE AND LIMITATIONS OF THE STUDY

THE IMPACT OF MANPOWER DEVELOPMENT AND TRAINING IN EFFICIENT MANAGEMENT OF PARASTATAL

(A CASE STUDY OF NIGERIA RAILWAY CORPORATION EASTERN DIVISION ENUGU) 

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ABSTRACT

The growth and innovation in the field of science and technology and the complex nature of modern business activities and the need for the expert handling of modern equipment and budget I call for the urgent training and development of organization manpower resources in order to meet these challenges. Today, we know that our problem is not how to avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle the increasing complexity in manpower and managerial activities.

The research work undertake a survey of the manpower development policies and programmes of the Nigeria Railway Corporation and found that though there exists an established policy and programmes for employee development there polices and programmes are deficient in content and complementary.

Based on the followings, we suggested an immediate review of the training and development policy and programme in order to make it more functional and adaptable to the present and future needs of corporations intended objectives.

In carrying out the research, oral interview and research questionnaire were used.  The analysis of the questionnaire was done based on percentages.  Allowing the greater or less than factor to influence the judgment either by mollified the oral interview responses gotten.  The work is divided into five chapters.  The first chapter contains the statements of problem and purposes of the study.  Three assumptions were made as forming basis for the study.

In chapter two, relevant literature on manpower development and man power development problems, methods and strategies were reviewed.  In chapter three, the research methodology and source of data are presented.  Chapter four contains the presentation and analysis of data and test of hypothesis.  The chapter five contains summary of the findings, conclusion and recommendation.

TABLE OF CONTENTS

CHAPTER ONE

1.0            INTRODUCTION

1.1     Background of the study

1.2            Statement of problem

1.3            Objective of the study

1.4            Significance of the study

1.5            Scope of the study

1.6            Limitation of the study

1.7            Research question

1.8            Hypothesis

1.9            Definition of term

CHAPTER TWO

2.0            LITERATURE REVIEW

2.1     Defining manpower training and development

2.2            Areas and objectives of manpower development

2.3            Aims and objectives of manpower development

2.4            Methods and types of manpower development

2.5            Determination of development needs

2.6            Steps in designing a manpower development programmes

2.7            Manpower development problems

2.8            Manpower development in Nigeria

References

 

CHAPTER THREE

3.0            Research Design And Methodology

3.1     Introduction to the study

3.2            Area of study

3.3            Population of the study

3.4            Sample size determination

3.5            Instrument for data collection

3.6            Validation of the instrument

3.7            Reliability of the instrument

3.8            Methods of data collection

3.9            Method of data analysis

 

CHAPTER FOUR

4.0     Presentation, analysis and interpretation of data

4.1            Testing of hypothesis

 

CHAPTER FIVE

5.0     Summary of findings, conclusion and recommendation

5.1            Summary of findings

5.2            Conclusion

5.3            Recommendation

5.4            Bibliography

5.5            Research questionnaire

CHAPTER ONE

 

INTRODUCTION

Contemporary thoughts on national development and growth emphasize the need for the training and retaining of the human resources and economic independence of the nations.  The objectivity of this assertion becomes apparent when viewed against the background of the study.  Damages wrecked on the socio-political and economic structure and integrity of most independent developing nations by foreign interest acting under pretension of assisting them in their development efforts.

The realization of complete independence is therefore a function of an effective development strategies and efficient utilization of a country’s potentials studies shows that most countries are blessed with abundant natural resources.  They lock the basic technology for transforming and maximizing the benefits of these natural endowment resulting from the under development of the human portentous.

Since Nigeria gained her independence in 1960, we have been faced with the challenge of providing adequate and effective manpower need for the management of our economic resources.

Our inability to provide for the necessary manpower needs results in the inefficient and under utilization of the abundant economic resources.  Most organization in Nigeria is so much concerned with the profits maximization, they ignore the need for training their workers, and instead, they consider the money they will spend on their training programme as waste rather than as an investment.  The fail to foresee the desirability of continuous retaining and development of their workers in order to promote the efficiency and effectiveness of their organization.  Consequently instead of growing, the business rather fails and much capital wasted.

 

Commenting on the general poor development of the Nigerian workers, W.R. Haires observed that the Nigerian workers are under used, under employed, frustrated and preventive from bringing their talents to bear on the well-being of their employers, organization and the nation at large.

Manpower development is a dynamic process, in other words, it is a response to change in the beliefs, attitudes and behaviour of individuals so that they can better adopt new techniques and challenges.

In recognition of the need for the training and development of the human potentials and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the Nigeria railway corporation established a training policy for her employee.  In pursuance of this noble objective of manpower development and training by the organization, a lot of difficulties arises which affected the success of the programme.  This research work is therefore directed towards an evaluation of the manpower development and training programme of the corporation with a view to identifying problem areas (where any) and making suggestions on ways of achieving greater successes in their manpower development efforts.

 

1.2            STATEMENT OF PROBLEMS

After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization.  The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of worker’s skill and the sill he expected to have in order better fit into the new job demands is bridged by manpower training.

Many organizations have over the years established good manpower training and development programmes in order incite better employee performance at work and increased productivity.  Good development programmes have not always been easy to attain in organization because of the forces that impede against the achievement of their objectives.  Some of the impeding forces include selections or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation.  The crucial problems this research will address include:

1. The problem of inadequate manpower resources in the Nigeria railway corporation.
2. The lack of functional manpower development programmes.
3. The under utilization of available manpower resources.

 

A critical analysis of these problems will be done with a view to determining their causes and consequences on the corporation.  The researcher will also make contribution on ways of redressing the problems.

 

1.3            OBJECTIVE OF THE STUDY

The decision to research on this field of human development results from my interest in the areas of manpower planning and development as it occupies a strategic position in the effective and efficient realization of organization’s goal.

Apart from giving the reader a general idea of what manpower training and development entails, this study is designed to examine and clarify the following issues:-

1)                To identify the manpower training and development programme of the Nigeria railway corporation.

2)                To determine the impact of this programme on workers performance.

3)                To identify the problem which negatively affect the successful implementation of the programme and achievement of the desires result?

4)                Make recommendation on ways of ensuring greater successes in future.

 

1.4            SIGNIFICANT OF THE STYDY

We have noted earlier in this research the important role of manpower training and development in achieving organizational goal.  We also noted the problem of lack of well-developed, specialized and dynamic management that will be capable of harnessing the development.

The significance of the study therefore in it’s potentiality in serving as a reference took for both individual organization and government policy makers who desire to eliminate all and avert obstacles associated with manpower planning.

It will also be of immense benefit particularly in the organizers and executors of manpower development and training programmes in the Nigeria railway corporation.  This is because the clearly identified problem areas in the design and implementation of manpower development programmes.  This research will also discuss various manpower development and training related issues and suggests ways that can be adopted to solve manpower training and development problems.

1.5            SCOPE OF THE STUDY

THE NATURE, CONCEPT AND SCOPE OF MANAGEMENT IN AN ORGANISATION

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ABSTRACT

          This research project examined the structure of the nature, concept and scope of management existing in NEPA as well as the extent to which this management policy satisfies the employees of the organization towards greater productivity. The research observed that despite the huge amount of money spent by management of NEPA on workers welfare, these workers still feel dissatisfied with management policy for than specifically, the workers amongst others would proffer most of their management policy to be in case rather than in kind.   They also wanted the management to include pension scheme in the management policy.   Absence of these and many others have led to various forms of indiscipline and non-commitment and fraud among NEPA workers.   These militate against the efficiency of NEPA as an organization.   The researcher therefore recommend amongst others that pension scheme should be included in NEPA management policy should be in cash and less in kind.   She also suggested some other ways NEPA can raise more fund to support her management policy for workers and how these management policy can effectively implemented without their abuse.

TABLE OF CONTENTS

 

 

CHAPTER ONE:          INTRODUCTION

1.1            General Background to the Subject Matter

1.2            Problems Associated with the Subject Matter

1.3            Problems that the Study ill be Concerned with

1.4            The Importance of Studying the Area.

1.5            Definition of Important Term.

1.6            Reference.

 

CHAPTER TWO:        LITERATURE REVIEW

2.1            The Origin of the Subject Area

2.2            Schools of Though Within the Subject Area.

2.3            Schools of Though Relevant of the Problem of Studying

2.4            Summary.

2.5            References.

 

CHAPTER THREE

3.1            Data presentation and Analysis of the Data

3.2            Recommendation

3.3            Conclusion.

3.4            Reference

Bibliography

 

 

CHAPTER ONE

 

INTRODUCTION

The management policy has become pervasive as an integral part of an employee in most federal parastatals.  The effect of the current economic recession on the nation have become so tense that the salary earned by employees can no longer accommodate the numerous needs. Thus, the important role these management policy in business organization today can never be emphasized.

NEPA is one of the numerous federal parastatals which have continue to offer some package for its employees over the years.   The ultimate aim has been to increase the quality and volume of service offered by NEPA to its billions of customers nationwide, upon all this packages being offered to NEPA workers.   Their various customers seem generally to be dissatisfied with the quality of services.   It is against this background that the researcher intends to find out whether such a management policy is a enough criteria that should motivate the worker for increase productivity.

 

1.1     GENERAL BACKGROUND TO THE SUBJECT MATTER.

          NEPA is one of the numerous public enterprises established by the federal government with the primary aim of providing Electrical services to Nigerians and other people living within the country.   This enterprise is also designed to generate fund and make profits from its operations and render accounts to federal government.

However, at present, the quality of services offered by NEPA is noting to write home about.   Private individuals and organizations in the country had always had one complaints or the other with regards to the quality of services they received from NEPA.

Most places in the country hardly have assessed to electricity and those that have assessed do not enjoy it due to its unsteady nature.   Despite all these some have continued to receive electricity bills even when it is not steady or functioning for a long period of time.   There are usually series of interference mostly in business centers.   Company or organizations while running their business activities.

In the final analysis, the worker blames their inefficiency on their poor conditions of services.   Some of them claim that they have no incentives at all that would make them happy.  Yet, to most Nigerians NEPA is a gold mine for old any young one that grows economically in the public sector.

NEPA had always undertaken among other things a review of salary structure and management policy.   This management policy thus becomes a corporate strategy which amounts to costs.   The fear there is that if these beautiful management policy are actually implemented with a reciprocal increase in productivity on the part of the employees, the aim of these management policy would be defeated, and the organization may begin to loose its customers if proper management is not given to such organization and may soon collapse like its counter-parts, such as the Nigeria Railway Corporation, the Nigeria Cola Corporation and others.

 

1.2     PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER

NEPA as one of the public enterprises established by the federal government with the major aim of supplying electricity to Nigerians and other people living within the country.   This enterprise is also designed to generate fund and make profits from its operations and renders accounts to federal government.

Presently, NEPA is associated with series of problems.   That is the quality of service offered by NEPA is noting to write home about.   Private individuals and organizations in the country had always had one complaints or the other with regards to the quality of services they received from NEPA.

For instance, some places in the country hardly have asses to electricity and those that have assess to it do not enjoy it due its unsteady nature.   Despites all these some have continued to receive electricity bill even when it is not steady or functioning for a long period of time.

There are usually series of interference mostly in business centers, industries or organization, why running their business activities.   Even interference also occurs in our various homes while watch or listening to new and so on.

Finally the workers blame their inefficiency on their poor conditions of services.   Some of them clams that they have no incentive at all that would make employee happy in NEPA.

 

 

 

1.3            PROBLEM(S) THAT THE STUDY WILL BE CONCERNED WITH.

This research work is to be accepted with some reservations considering the constraints which characterized the research procedure.   One of such constraints is the time use for the study.   The researcher has less than twelve (12) calendar months for this research work.   Thus, most of the works are designed to be carried out considering this time factor.

Secondly, financial constraints could not allow the researcher to carryout the research on all the staff of NEPA in the area being covered.

 

1.4     THE IMPORTANCE OF STUDYING THE AREA

The importance of this study is that it would enable the researcher to discover the nature, concept and scope of management existing in an organization such as NEPA and also to determine whether or not such nature, concept and scope of management will improve the management of NEPA.

Its importance also enables the researcher to determine the span of control of each department manager and the determination of the cost of new management technique.

Consequently, the researcher intends to find out the best options for NEPA as far as the management policy in the organization is concerned.   Also to find out the effect of the economic recession on management.   As the researcher intend to peep into other factors that can improve the productivity of NEPA management, the researcher intend to bring these in as a part of her recommendation in this research work/report.

The ultimate aim is to increase all efficiency of each departmental manager in NEPA and also determine the best management concept for NEPA department manager.

MANAGEMENT PROBLEMS OF PUBLIC ENTERPRISES

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ABSTRACT

This research study tries to investigate the management problems of public enterprises, a case study of Anambra motor manufacturing company (ANAMMCO)  One of the major objectives of any government is a stable growth and development of the country through industrialization.  One of the avenues through which this is achieved is by the establishment of public enterprises.  ANAMMCO, being a public enterprise, the researcher has undertaken to investigate how much it has contributed to the general growth and development of Nigeria and also investigate any managerial problems of may have.

This research study contains five chapters. Chapter one introduction of the topic “management problem public enterprises (a case of ANAMMCO) along with the statement of the problem, objectives of the study and hypotheses.  Chapter two talk about the review of the literature on the topic.  Chapter three is about the research methodology.  Chapter four talk about analysis and interpretation of data.  Chapter five contains conclusions followed by recommendations to the management of ANAMMCO.

It is the belie of the researcher that this research work will be of great beretit to the management of ANAMMCO and other public enterprises that may have similar problems.

TABLE OF CONTENT

 

CHAPTER ONE

INTRODUCTION

1.1            Background of the study

1.2            Historical background of case study

1.3            Statement of problems

1.4            Objective of the study

1.5            Hypotheses formulation

1.6            Significance of the study

1.7            Scope of the study

1.8            Limitation of the study

1.9            Definition of term

References

CHAPTER TWO

LITERATURE RENEW

2.1            Purpose of public enterprises

2.2            The history and growth of public enterprises

2.3            Structure of the public enterprises

2.4            Problems of public enterprises

2.5            Economic factors

2.6            Financial problems/ms management

2.7            Political factors

2.8            Ethnicity problem

2.9            Nigeria work attitudes

2.10       Administrative factors

2.11       Operational technical factors

2.12       Summary of the review

Reference

CHAPTER THREE

RESEARCH METHODOLOGY

3.1            Sources of data

3.2            Research instrument

3.3            Population sampling and sampling technique

3.4            Methods of investigation

3.5            Reliability of instrument

3.6            Data press

3.7            Method of analysis

CHAPTER FOUR

          PRESENTATION ANALYSIS

4.1            Data presentation and analysis

4.2            Testing of the hypotheses

CHAPTER FIVE

SUMMARY OF FINDINGS AND CONCLUSION AND RECOMMENDATIONS

5.1            Summary of findings

5.2            Conclusion

5.3            Recommendations

Bibliography

Appendix: questionnaire.

 

 

CHAPTER ONE

 

INTRODUCTION

1.1            BACKGROUND OF STUDY

In any developing economy, the government is the main initiator and promoter economic development, especially in Nigeria.  In developing countries, governments usually intervene some areas of the economic in which the private sector cannot perform, according to Abubalar (1986) in order to facilitate the federal government has instituted and made use of many public enterprises over the years.

It would be recalled however that in the fifties and sixties, agriculture was the main stay of the Nigeria economy.  The early seventies earned for Nigeria loge enude oil revenue at a level that never was anticipated.  This new dimension got government involved more with videly diversified investments in areas that span both the traditional public sector and exclusive private sector business.

As a result of this development in chide oil, agriculture that was the main stay of our economy was later given less attention. Owing to this circumstance, the government investments were sponsored mostly by the oil revenues.  The oil boom era (1974-1979) has been described as the golden era for public investment.  The government invested in over 30 parastatals and companies within this period.  Most of them have been unprofitable, some cannot even meet their operating costs and have depended on government subventions for their year to year survival.

Public co-operations in Nigeria have been considered inefficient and wistful.  This is because they have viewed it with the profit criterion.  Kindleberger (1986) however Hinks that this is not a fair judgment, economic activities, it is usually not appropriate to use the performance standard of the private sector “they are hoses is different colours, the objective of private business is profit, while the government enterprises is seines to the society or promotion of general welfare”.

Olisa (1985) said that prior to independent and after Nigeria was faced with the problem of attaining her social-economic objectives, there was no well destined capitalist class that could operate the much needed development through their productive and industrializing activities.  The civil services at that time was inappropriate for accelerated development and the country was saddened with the problem of running many business.

These parastatals are established out side the civil services and this allows for greater freedom of action, quicker decision making which will promote their efficiency and effectiveness.  These corporations are managed through government appointed officials who could utilize the profits accruing from their operations in catering for the public interest (onwudunmi:1970).

(ugwu:1990) said that in Nigeria, it is very unfortunate that government have rapid development and this is because the management of these enterprises have constituted the bane of these enterprises.  Most of them failed to meet people’s expectations in terms of provision of goods and services and development in general.  The commercially oriented ones neither make profits or even sustain themselves.  All efforts by successive government yield no positive result despite various commissions of inquiry and review parties. The performance of these enterprises still fall short’s of people’s expectation. It is based on this that the researcher finds the need to investigate these problems in Anambra motors manufacturing company (ANAMMCO).

1.2            HISTORICAL  BACK GROUND OF ANAMBRA MOTOR MANUFACTURING COMPANY.

Anambra motor manufacturing company incorporated on the 17^th of January 1977, was commissioned on the 8^th of july 1980 ,and started official production in January 1981.

The company , which has a staff stein 9^th of seven hundred and ninety – four and an installed capacity of producing seven thousand and five hundred commercial vehicles (T nick assembly) annually is presently utilizing fifteen (15%) of installed capacity . its product range includes Mercedes Benz trucks and buses of various sizes, fire fighting vehicles, ambulance, refuse disposal vans as well as vehicle refurbishment. It is however worthy of not that its production actinty is limited to assembly and spare parts sales.

Incorporated with an authorized and fully paid up share capital of seven million naira ,ANAMMCO was set up under a joint agreement between Nigeria and Daimlar Mercedes Benz of Germany .Although it was initially licensed to produce trucks, it later went into the production of buses.

And they set up with the objective of manufacturing and marketing Mercedes Benz trucks and buses ,assisting in manpower development through technology training, acceviating transport problem in the country, helping to reduce unemployment in the country. ANAMMCO is located at Emene near Enugu.

With company operations organised into six functional divisions and numerous departments under the division. Its board of director is made up of six members. Anambra Motor manufacturing company has two workers union –the senior and junior staff union.

1.3            STATEMENT OF THE PROBLEM.

It is important to note that public enterprises in any given economy has important role to play in the rapid socio-economic development of the country.

Government owned enterprises and business in Nigeria are established to accelerate the pace of economic development in which government is the major investor. Due to the important roles associated with the major public enterprises in Nigeria. There is need for good management for its efficiency. It is a fact that government spends large sums of money in setting up these enterprises and thus, looks forward to making profit. As a result of inefficiency in running these enterprise, federal government and state government have in the recent past set up committee which studied the public corporations and parastatals and recommended privatization and commercialization of some of these enterprises. These enterprises perform so poorly than privately owned business.

Since public enterprises are important in growth of any economy, there is the need to investigate the problems of public enterprises in Nigeria? Also, there is need to identify the reasons for criticism leveled against them. Despite the enormous investment in public enterprises, is Nigeria obviously not getting good value for the money being speny or invested on these public enterprises. This gives the decision to this research on “management problems of public enterprises in Enugu state” using ANAMMCO as a case study.

1.4            HYPOTHESES FORMULATION

Ho     There is no need for management inefficiency due to the important roles associated with the major public enterprises in Nigeria.

Hi      There is need for management proficiency due to the important roles associated with the major public enterprises in Nigeria.

Ho     Government does not spend large sums of money in setting up these enterprises.

Hi      Government spend large sums of money in setting up these enterprises and thus, look forward to parastatals and companies within this period.

Ho     There is no need for government enterprises in management efficiency established business in Nigeria government.

Hi      There is need for government enterprises in management efficiency established business in Nigeria government.

Ho     public enterprises are not important in their growth of any economy in which both public and private enterprises operates.

Hi      public enterprises are not important in their growth of any economy in which both public and private enterprises operates.

Ho     National economy was given attention to public sector and private sector.

Hi National economy was given less attention to public sector and private sector.

1.5            OBJECTIVE OF THE STUDY