ENEMS PROJECT: Public Administration

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Saturday, 4 March 2023

IMPORTANCE OF SMALL AND MEDIUM SCALE ENTERPRISES IN THE NIGERIAN ECONOMY

(A Case Study of Agatha Trading Company Nigeria)

ABSTRACT

The purpose of this research work is to expose the general public on how small and medium scale enterprises can provide employment and Transform the country’s economy. The sectors have the capability of providing employment to 70% of the country’s population. The work will show the practical aspect of employment creation through Agatha Trading Company (operations). The researcher work will also cover some organizations that promote SMEs in Nigeria. The researchers equally try to look at the importance of small and medium scale enterprise in the country’s economy. One of the bases of this research work is for public to understand the importance of SMEs as a vehicle of effective growth and development in the country as it reduces unemployment. In order to check the validity of the subject matter; data were gathered using both primary and secondary data collection method. A well-constructed questionnaire as dispatch out to respondents (i.e. staff of Agatha Trading Company Nigeria) which were collected within four days of dispatch. The data collected was tested using chi-square test statistics and at the end it was discovered that Small and Medium Scale enterprise will provide adequate goods/services to ultimate users at the right time, right place, and in the right quantity. It will also encourage people to be independent on government and will increase employment which in turn increase the Gross domestic percentage (G.DSP) per capital income of the country and good standard of living.

CHAPTER ONE

1.1 BACKGROUND OF THE STUDY

One of the policy instruments which the Federal Government OF Nigeria adopted to speed up industrialization in the country is the promotion of small and medium scale enterprises (SMES). Their activities were encouraged, and the incentive given to them to boost the operation. Incentives, such as tax relief, import duty, restates on essential raw materials, loans and credit facilities through organizations like the small scale industrial credit scheme development, development of industrial centers to assist young entrepreneurs to perfect their skills and so on.

These efforts were complemented by numerous financial institution set up solely to provide funds towards the industrial sector of the economy such as the Nigeria Industrial Development Bank (NIDB), Nigeria Bank of Commerce and Industry (NBC), Nigerian National Economic Reconstruction Funds(NNERFUN) and the like, all providing funds for operations or importations of vital raw materials. Father measures were taken by the Government towards the development of indigenous enterprises through the Nigeria Enterprises Promotion Decree of 1976 and 1977 with subsequent adjustment, which reserved certain enterprises mainly for indigenous entrepreneurs, while allowing foreign participation in others. This was further expanded through revitalization and commercialization were slated to be privatized in their operations, commercialized so that they could complete effectively with other private sector organizations offering similar services or products.

Recently, the federal government has established the Bank of Industries (BOI), to support small and medium scale enterprises despite all the initiative from the Federal Government that are operated, through banks and other financial houses, the small and medium scale enterprises, sub sector is still faced with a lot of problems that prevent them from the available funds and the delivery of such funds.
in view of the above, this research is therefore carried out to lay down the importance of small and medium scale enterprises to the Nigerian economy and the measure to be put in place to enhance their performance so as to make way for effective performance of present and the future small and medium enterprises in the economy.

1.2 STATEMENT OF THE PROBLEMS

Commercial banks are generally week in granting loans to small and medium scale enterprises.

There is also poor administration of government in assisting programmes for small and medium enterprise development. Instead they are looking down upon and regarded as “No future ambitioned people” poor communication networking and lack of information made available either from experience or from other people also constitute the problem of development some government policies are also not to be overlooked as a potential small an medium scale problem. These policies tends to discourage any initiative put forward by a small and medium scale enterprise in their operation for instance a business man who is starting fashion designing business would be challenged with the government policy of loan on the importation of textile materials.

OBJECTIVE OF THIS STUDY

Objective of this study is to search for better ways to solve the above mentioned problems and proffer solutions to this. The discussion on small and medium scale enterprises (SMEs) is very wide and could be endless. Nevertheless for the purpose of this research the scope of discussion shall cover the following areas:

To find out the importance of the small and medium scale enterprises to the Nigeria economy.
To find out the role of the small and medium scale enterprises on economical Nigeria development.
To determine the problems encountered by the small and medium scale enterprises.
To identify those strategies that will enhance the success establishment and operation of small and medium scale enterprises.

1.4 SIGNIFICANCE OF THE STUDY

This project work is significance due to some numbers of reasons:

The study will provide a yard stick with which to develop appropriate measures against the problem or factors that prevent the full utilization of enterprises. (small and medium scale enterprises).
It is the researcher’s belief that study will be of immense assistance to investors and entrepreneurs alike.
It will also enlighten the general public and prospective investors on the potentials of small and medium scale enterprises (SMES).
This will therefore, guide them on the type of viable enterprises to venture into.

1.5 RESEARCH QUESTION

To make this research work more explicit or clear, the following questions would be considered by the researcher:

Are individual advised to engage in small and medium scale enterprise?
How has small and medium scale enterprises impacted on the current economic development of Nigeria.
Does the government of Nigeria encourage small and medium scale business?
What do you think are the major financial sources of small and medium enterprises (SMEs)?
What is the motivational tool or force for small and medium scale enterprises?
1. RESEARCH HYPOTHESIS

Hypothesis is a tentative statement of plausible assumption, the validity of which is yet to be known. Here statement of reasonable assumption is made and later subjected to test.

The study shall test the following hypothesis:

H_o: Effective distribution system does not significantly increase organization sales volume.

H_i: Effective distribution system significantly increases organization sales volume.

SCOPE OF THE STUDY

The research work shall cover the vital issues of small and medium scale enterprises through SMEs among others by limiting the scope of the study, to its relevance in the country economy, the benefit and what is stand to achieve as well as taking AGATHA as a major contributing stakeholders.

1.8 LIMITATION OF THE STUDY

The study is constrained by human factors which on the possible failure of individuals nor likely to tell the exact truth of what are available. Similarly, time has the tendency to hinder on intensive research work. But not withstanding the above effort has been made to overcome incidents obsolete as much as necessary, finally insufficient fund was constant because of vital information have to be sourced from the internet.

1.9 DEFINITION OF RELEVANT TERMS

a. Management: Management is the continuous systematic process of planning, organizing or directing staffing and controlling resources of the organization (man, money and materials) so that, the individuals, the organization and the society can achieve certain objectives.

b. Mental ability: This consists of creative thinking ability, analytical ability and general intelligence.

c. Strategy: Is the determination of the long terms goal and objective of an enterprise and the adoption of courses necessary to carry out the goals.

d. Self confidence: Base on a very adequate self confidence that an enhance problem solving or the ability to handle difficult situation.

e. Technical knowledge: To know how related to the business that is ability to use tools, procedures and techniques necessary to ensure judicious utilization of resources.

THE NEED FOR EFFECTIVE BUDGETING AS A TOOL FOR PLANNING IN BANKING INDUSTRY

CHAPTER ONE

1.0 INTRODUCTION

A substantial advance has been made in the act and science of managing group efforts in industry, government and other endeavours. The complexity of modern management problems has led to the development of those management tools, techniques and procedures which are commonly and collectively referred to as scientific management. If business is not operated under some sorts of plans, it is merely an incoherent unit without any sense of direction and certainly it cannot be referred to as an organization.

Planning is inherent in the very nature of modern business conditions. Banks and other organizational activities must be well planned so that the firm may operate effectively and efficiently utilize all resources economically to achieve the desired result.

One of the most important approaches that has been developed for facilitating performance of the management process of the bank is comprehensive effective planning and control (management budgeting).

The concepts and techniques of the need for effective planning can be said to be a means by which complex organization can be guided so as to make or produce intended results. One of the objectives of budgeting is to secure economic stabilization in order to achieve desired goals.

Another objective of budgeting is to see how the organization accomplishes its set objectives and this can be inform of what organization does and what it achieves.

Budgeting also tries to allocate and secure adjustment in resources availability this is achieved with the aim of placing some of the laudable programme on priority list prompt alienation.

Planning on the other hand is of course decisions making since it involves selecting among alternative planning is referred to as future circumstances and requirement, deciding objectives, making short and long term plans, determining policies to be followed and also standard to be set.

Planning is based upon a clearly define objectives and it considered factors in the environment which will help or hinder organization goals, planning provides a tools so that performance can be evaluate with established standard, it should be precise, practicable and simple operate and understand. Planning should also be flexible to ensure that circumstances necessitate changes without disrupting the plan. However, budgeting drawn up a financial plan which contain certain financial proposals, these financial proposals

1.1 BACKGROUND OF THE STUDY

One of the most important approaches has been developed for facilitating performance of the management process of the bank is comprehensive effective planning.

The need for effective budgeting as a tool for planning in the banking industry in Nigeria involved use of budgeting to plan, planning is significant in the functional areas of management, which are brought into focus, creating a mutual enrichment of performance that is a vital focuses on the usefulness of planning to aid the management on how profit can be realized. Also, the planning function of the budget is very central to the realization of budget objective.

Planning involves the determination of objectives. This aimed at studying the meaning and importance of budgeting in banks, the problem face by this bank and also how budgeting procedure in planning can be used in bringing possible solution to their problems. As a result, a budget reflects the status of an organization.

1.2 STATEMENT OF PROBLEMS

The bank still finds it difficult to administer their operation effectively to the public because of the fluctuating effect of some factor ranging from economic political socio-cultural and religion factors.

Are there prospect of these bank?
Have you experienced any problem as regards budgeting yet?
What benefit are derivable from the service of the bank?

Other related problems are unqualified staff employed at the influence of top management (directors) and non-repayment of credit facilities at the specific date proposed.

1.3 OBJECTIVES OF THE STUDY

The main objective of this study is to ascertain THE NEED FOR EFFECTIVE BUDGETING AS A TOOL FOR PLANNING IN BANKING INDUSTRY. The specific objective of the study includes:

To find out some problems facing the authority in the process of budgeting.
To determine the area of price rating of authority in planning process and policies in achieving the goal of the organization through budgeting.
To examine how budgeting influence specifically relating the plans to actual performance of UBA Plc. through budgeting can do planning and this.
To offer useful suggestions on the basis of finding and how best to improve the budgeting system through planning process.

1.4 SIGNIFICANCE OF THE STUDY

This researcher work is relevant in the following ways:

It will point the importance of budgeting and how UBA Plc uses it to achieve its organizational aims and objectives.
It is envisage that this project will provide an insight to the problem which is associated with the bank with respect to the topic and proper solutions.
It could serve as a “think tank” for other business owners, particularly for the fact that will involves a big and successful business like UBA.
It is also significance in the area of academics, as it could be used for future reference where it is relevant.

1.5 SCOPE OF THE STUDY

This research work covers the activities of UBA Garki Branch. AU information in respect of this study is based on the branch. The study covers the need for effective budgeting as a tool for planning in banking industry in Nigeria.

Therefore, with the Abuja branch located where researcher is based, it ensures the cost of transportation for the collection of data and necessary information from the other branch.

1.6 DEFINITION OF TERMS

It is essential to make know every bit of term used there in, therefore some terms must be explained in detail to avoid misconception and misinterpretations since there are different people’s interpretation.

The following terms are to be considered:

Budgeting: Is a carefully worked out financial plan, a co-ordinating tool as well as a control technique based on forecasts and the best possible estimate that can be made at the date when budgets are prepared.
Planning: This involves taking a view of an organization how to make it forward through the use of resources and strategies to ensure customer satisfaction.
Management: The act of running and controlling a business organization to achieve its objectives and identify potential problem area for detailed investigation and corrective measure or actions.
Organization: Is a group of people who form a business together in order to achieve a particular aim to ensure effective cost control and put an effective organizational structure.
Credit: Money at owner disposal in an account it could be a sale on trust without money at the time of sale.
Overdraft: This is allow customers to draw cheque in excess of his current account balance.
Current Account: Customer deposit that is with drawable by cheque.
Advance: These are monies lent by a bank general in firm of an overdraft on a current account holder by means of loan.
Loan Capital: Loan capital is normally represented by fixed interest security.
Loan: Lending money to borrowers.

THE EFFECT OF LABOUR UNION ON THE ECONOMIC DEVELOPMENT

(A CASE STUDY OF NIGERIA LABOUR CONGRESS)

ABSTRACT

The main purpose of this study is to examine the Effect of Labour Union on the Economic Development on Nigeria Labour Congress. To this end the project is divided into five chapters. Chapter once introduce the topic to highlight the importance and objectives of this study and delineate the scope of the study and historical background of the study area. Chapter two deals with the background, concept of the study, defines labour union, highlight the effect of labour union in an organization and labour management conflict. It also gives a review of the failure and achievement of labour in Nigeria, settlement of labour and made references. Chapter three discusses the design of the study, research population, sample size and techniques, sources of data collection and research instrument used. It also shows the method of data analysis and the distribution and collection of questionnaire. Chapter four treats data presentation, analysis, testing of hypothesis and summary of finding. Finally chapter five consider some facts and finally ends with the conclusion, recommendation, bibliography and appendix.

THE ROLE OF THE MASS MEDIA IN THE ENTHRONEMENT OF DEMOCRATIC SETTING IN NIGERIA

ABSTRACT

The study deals with the analysis of the role of the mass media in the enthronement of democratic setting in Nigeria. The research method used was the survey method, with the questionnaires and interview as the method for data collection. The study kicks off from the definition of democracy as the government of the people by the people and for the people. Using questionnaires given to twenty (20) respondents, the study analyze the press and its revolution and power a growth and development of the Nigerian press in democracy. Analyses of the responses show that mass media have a significant contribution to the enthronement of democracy setting in Nigeria. As a recommendation the press is urged to put up expensive and effective machinery to cover the nation as a whole and not just the cities and their inhabitants the press was also admonished to work towards national cohesion and to this it should consciously purse the goal of getting Nigerian to think and reason as Nigerian rather than alongside the dividends of ethnicity.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The conventional wisdom among Third World planners today is that the mass media should integrate with the indigenous modes of communication in promoting development. This wisdom has become intuitively logical because the traditional forms of communication are innate to Third World societies and, therefore, better suited for the dissemination of culture-centred development information to people at the grassroots. However, while the intrinsic nature of the indigenous forms of communication endows them with “a high degree of credibility and acceptance by the people” (Ranganath, 1977; Adhikarya, 1974), the attitude of Third World peoples toward the modern mass media are not yet clear.

This study explores Nigerians Attitude toward the role of mass media (i.e. radio, television and newspapers) in enthronement of democracy in Nigeria. Specifically, the study addresses some questions, these questions are necessary to discern what value people at the grassroots place on the mass media in Nigeria. Such knowledge will be crucial to the efforts by development support communicators to receive maximum influence from communication resources at the project level of development planning.

1.2 STATEMENT OF THE PROBLEM

The problem that leads to the study of Nigerians Attitude toward the role of the mass media in the enthronement of democracy since 1999 can be perceived from the rapid change in the constitution and laws that guide the activities of the media in the country. In the view of some individual, mass media has not been able to meet up with their role of upholding democracy in the country. However this is not so in the view of others, many people believe that the mass media is not empowered to carry out their function of gatekeeping in the Nigeria economy.

These studies will emphasis the attitude of people towards the activity of mass media in protecting and upholding democracy.

1.3 OBJECTIVE OF THE STUDY

This research work seeks to examine the attitude of Nigerian to the role of mass media in enthronement of democracy since 1999.

This paper examines the role the media have played and continue to play in the socio-political and socio-economic reengineering of structures in a country faced with enormous problems which militate against its optimal performance as an emergent democracy. This study will seek to know the impact of mass media on enthronement of democracy and analysis the attitude of Nigerian to the this role of mass media

1.4 RESEARCH QUESTIONS

Does mass media play any role in a democratic setting?
To what extent has mass media promoted democracy in Nigeria?
To what extent do Nigeria value the role of mass media in the democratic setting?
Does mass media contribute to the political development of Nigeria?

1.5 SIGNIFICANCE TO THE STUDY

This study help us to access the power of mass media in influencing and bringing about attitudinal changes in people, especially to win support a candidate during election and to promote the enthronement of democracy in the country. It will also help political analyst and campaign managers to know the beset type of media to reach out to people during election as they fashion their campaign programmes to get maximum support and acceptance.

1.6 SCOPE OF THE STUDY

The scope of this study is limited to the Nigeria Mass media. This study focuses on the role of mass media in the Nigeria Democracy since 1999. The concepts defined in this project work are mainly related to the Nigeria media. However the concepts may be well applicable to the media of other African country and the world at large.

1.7 LIMITATION OF THE STUDY

The following are the limitation that hinders the study of this research work extensively:

Financial Constraint: There are not enough funds to fund the study of this research work. The researcher has access to a very little source of fund.

Time Constraints: Due to the limited time available to carry out this research work, it is not possible to carry out the research extensively as anticipated by the researcher.

1.8 DEFINITION OF TERMS

1. ROLE: Role according to Oxford Advanced Learner’s Dictionary (6 edition) is the degree to which somebody or something involved in a situation or an activity and the effect that they have on it.

2. MASS MEDIA: Defleui and Denhis (1981) defined mass media as the devices for moving messages across distance or time to accomplish mass communication.

3. ACCEPTABILITY: Agreed or approved of by most people in a society

3. CANDIDATE: A nominee or aspirants for any position or honour.

4. ELECTION: Is a process of selecting one person or more for an office, public or private, from a wider field of candidates.

REFERENCE

Ranganath, I. (1977). Government Media Relations in the Information Age Being a paper Presented at a National Seminar on Government and Media Relations under a Democratic Dispensation Ota: Ogun State: October 11-13; pp. 6-8

Adhikarya M.E., (1974). Overcoming Civic Literacy” in Media Reader: Perspectives on Mass Media Industries, Effects and Issues, 2nd Edition, Belmont: Wadsworth Publishing Company,

Defleui S.J. Denhis D.K, (1981). Mass Communication Theory: Foundations, Ferment, and Future. 2nd Edition, Belmont CA: Wadworth Durodola O. Ekpo

Tuesday, 28 February 2023

THE IMPACT OF MOTIVATION ON WORKERS PERFORMANCE IN PRIVATE SECTORS

(A CASE STUDY OF DANGOTE GROUP OF COMPANIES)

ABSTRACT

This research work tends to examine “The impact of motivation on workers performance on the private sector (A case study of Dangote groups of Companies). To this end the project is divided into five chapters. Chapter once introduce the topic to highlight the background of the study, importance and objectives of this study, state the problem of the study, its significance, made hypothesis and delineate the scope and limitation of the study. Chapter two deals with the background of the case study, concept of the motivation, forms of reward systems, organizational theories, job evaluation and pay, highlight the effect wages and salaries, incentives/remuneration, and fringe benefits. It also gives a review effective motivation and management. Chapter three discusses the design of the study, research population, sample size and techniques, sources of data collection and research instrument used. It also shows the method data analysis and the distribution and collection of questionnaire. Chapter four treats data presentation and analysis, testing of hypothesis and summary of finding. Finally chapter five consider some facts and finally ends with the summary, conclusion, recommendation. Also appropriate recommendations were made as to how to address the “The impact of motivation on workers performance on the private sector using Dangote groups of companies as a case study. This is an intellectual work and like all other intellectual work did not draw a final conclusion.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Almost all organizations irrespective of size have an objective to accomplish within a given period of time. The achievements of these objectives depend largely on the caliber of employees at its disposal. It is imperative for organization to employ the appropriate and highly qualified human resources with corresponding motivational incentives in order to achieve its objectives.

Many business managers today are not aware of the effects that motivation can (and does not) have on their business and its therefore important they learn and understand the factors that determine positive motivation in the work place. The size of your business is irrelevant, whether you are trying to get the best out of fifty off your staff or just one, everyone needs some form of motivation.

Motivation is something that is approached differently by different business and responsibilities of its integration lies with all immediate supervision of staff. However, it is the business owner who must initiate motivation as a strategy to attain job satisfaction.

This research considers the impact of motivation on works of Dangote Group of Companies and the problems associated with the system being used. It is designed to throw more light on the fact that lack of adequate motivation affects productivity, changes in behaviours and employees development.

Motivation is an act of desire, drive or appeal to achieve a particular goal; it may be physiological or psychological. Motivation is a set of attitude and values that predispose a person to act in a specific goal directed name. it is an invisible inner state that energizes human goal which can be divided into two components; firstly, the direction of behaviour (working to attain a goal) and secondly, the strength of the behaviour (how hard or strong an individual will work).

According to the Kedonistic theory of motivation, seeking pleasure and avoiding pains over the basic motives underlying human behaviour. Instance theory suggests that motivation is greatly influenced by physiological inheritance while continue theory argued that motivation is the result of working national choices through the exercise of free will.

Maslow needs (motive) as occurring on several levels, as placed in pyramidal form maintained that the need at the bottom must be satisfied before an individual will progress to the largest level. Physiological motives can be seen in terms of the body effect to maintain take homeostatic internal balance. The existence of need generate a drive to seek out an objective that will satisfy the need. Among the various psychological motives that have been studied, are the drive for curiosity and explanation including the need for attention and interpersonal relationship.

According to Allport (1940), motives sometimes continue to exist well after their original purpose has disappeared. He described such motives as one hidden form one motivated by unconscious motives. All managerial activities described on human reactions, communication, planning, decision-making, direction and motivation etc. must be in place in order to have staff willing to market the required contribution. The ability of managers and supervisors to inspire their subordinate will depend on the degree of motivational policy of the top management.

This is not only because attitudes of top management are usually repeated throughout lower level but also lay the personnel policies decided at the top and also determine the extent to which lower managers can improve relationships with their staff.

1.2 STATEMENT OF PROBLEM

In order to find solutions to undisturbed productivity and reduced workers apathy to work both in the public and private sector, the system of motivation will be examined with the view of highlighting its problem as follows:

Lack of adequate motivation could cause apathy to work?
Inadequate training and development leads to poor productivity of the workers.
Managements policy, is it human centered or production centered.

1.3 OBJECTIVES OF THE STUDY

The objective of the study in this research work is to

Examine the motivational policy of Dangote group of companies.
Assess the impact it has on workers performance.
Assess the means of motivating workers.
The extent of motivational policy in Dangote group of companies.
To know if motivated workers perform better than those not motivated.

1.4 SIGNIFICANCE OF THE STUDY

The significance of the study is to expose the secret behind the strides recorded in the few years of operation of Dangote group of companies in the country. The study is aimed at looking at motivation as a catalyst for achieving organizational cooperate objectives. Among the various physiological motives that have been studied are the drive for curiosity and explanation including the need for affection and inter-personal too.

1.5 RESEARCH QUESTION

i. What is the motivational policy of Dangote group of companies?

ii. What is the impact of motivation on workers performance?

iii. What are the means of motivating workers?

iv. What is the extent of motivation policy in Dangote group of companies?

v. Do motivated workers perform more than does not motivated?

1.6 RESEARCH HYPOTHESIS

H_o: Effective motivation will lead to increase in workers performance in Dangote group of companies.

H_i: Effective motivation will not lead to increase in workers performance in Dangote group of companies

H_o: Promotion is an adequate means of motivating employees in Dangote group of companies.

H_i: Promotion is not an adequate means of motivating employees in Dangote group of companies.

1.7 SCOPE OF THE STUDY

Because of the nature of the topic “a case study of Dangote group of companies” the scope was limited to the management staff of the organization whether it is human centered or productivity centered. The information gathered was through personal industries, questionnaires and workers hand-book.

1.8 LIMITATION OF THE STUDY

These are always two sides to a coin, the head and the tail, known as undertaken within a setback. In the course of this work the researcher encountered some difficulties. A work of these magnitude demands more time to effect on the past research in order to come out with a viable and acceptable work.

Among other problems encountered were the attitudes of people interviewed. Despite that, the researcher revealed that information sighted was for academic purpose, they remained indifferent. Limited literature on the subject matter was another limitation, and from available ones, motivation of workers to enhance productivity in an organization was not elaborately discussed. The researcher had to put the available ones together with relevant magazines, newspapers, internet plus the financial review of Dangote group of companies.

1.9 DEFINITION OF RELEVANT TERMS

Motivation: This is the process of arousing behaviour, sustaining behaviour in progress, and channeling behaviour into a specific course of action.
Management: This is the process of getting things done through people. It involves planning, organizing, staff, directing, coordinating and controlling both human and material resources for the purpose of achieving a set goal.
Responsibility: This is the subordinate’s obligation to perform a duty which has been assigned to him.

Manager: Is one who performs the functions of management (planning, organizing, staffing, etc.) and occupiers a formal position in an organization.
Organization: This has to do with determination and provision of capital, material, equipment and personnel that may be required in an enterprise in order to achieve the set goals.

Organizational Structure: This is the established pattern of relationships among the components of the organization.

Organizational Chart: It is a diagram that shows the arrangement, positions and interrelationship of various component parts of company.
Employee: This is a person who is paid to work for an organization or business enterprise.

Behaviour: Is the manner that someone, an animal, a plant etc. do things in a particular way.

Department: Any of the division or unit of a government, business, school or college and so on.

Employees’ Services: This is the maintaining of the general welfare of employees on the job and assisting with problems related to their security and personal welbeing e.g. medical services and insurance protection.

THE ROLE OF REVENUE GENERATION AND ITS IMPACT ON THE EFFECTIVE IMPLEMENTATION OF POLICIES AND PROGRAMMES

(A case study of Langtang North Local Government)

ABSTRACT

The project work is titled “The Role Of Revenue Generation And Its Impact On The Effective Implementation Of Policies And Programmes” (a case study of Langtang North Local Government) was carried out to examine the role of policies and programme on the effective implementation of revenue generation. The aim of this project is to highlight the problems of revenue generation and to suggest some possible ways of combating them. The general public has to be synthesized about the need to pay their tax regularly and staffs in charge of collections should be warned on how to collect the revenue effectively. The structured questionnaires were used and the data collected were subjected to simple percentage and chi-square; the result shows that, most of the revenue generated were not properly managed, most of it were lost through leakage i.e. fraud or misappropriation by the staffs carrying out thereby reducing the actual amount that has been generated. Therefore, there is a need to implement policies and programmes that will block staff excesses or their act of embezzlement and to increase their pays, thereby increasing their standard of living.

Chapter one

Introduction

Local government refers to a formof public administration which in a majority of contracts, exists as the lowest tier of administration within a given state, Local Government generally act within powers delegated to them by legislation or directives of the higher level.

The common names for local government entities include state, province, region, department, country, prefecture, district, city, township, town, borough, parish, municipality, shire and village.

There is no nation, country, or political organization that can do without some form of local government even in the primitive society there were source form of decentralization, decentralization or active division of power and delegated function.

Therefore, the local government is a system of administration that can be found at the grass root level i.e. local level be it cost, district or village lever exercised through elected or nominated representatives to provide basic necessities of life for the inhabitants of the particular sub-mention boundary and as provide by the law of the concerned state or nation, the above information is just to enable us understand the topic of discussion which is the revenue generation.

Since money is the source of everything within any organization, the local government must provide a meaningful ways of generating revenue at its council. Therefore means are drawn to generate more revenue to the local government, so revenue is an income in which government receive as a tax to its organization or council.

1.1 Historical background of Langtang North Local Government

Langtang North Local Government Area was crated on 27^th August, 1991 out of the defunct Langtang LGA.

Langtang North is located on longitude 890-300N, Latitude 9-90-300E, it is about 190km drive south of Jos, the state capital and bordered by Kanke and Kanam LGA to the North and Wase LGA is on the East, while Langtang South LGA is on the Southern border and Mikang, Qua-pan and Shendam LGAs from it’s western border. The local government was created under the leadership of General Ibrahim Babangida Administration of military era, in October, 1991.

The local government area covers an area of 2446 squares kilometer with a population size of 513,255 people being taroh; therefore of course, pockets of other settling tribes on the LGA who have found themselves in the area purely for commercial undertakings.

The climate of the LGA is tropically made up of two main seasons namely the rainy and dry seasons.

The rainy season begins from the month of May to October, while the dry season starts from November to April. The major physical features of the area include the famous Kwallah hills, Mabe hills, Jat rock and Lagan hills.

The major occupation of the Taroh people is agriculture. Most of the farmers are subsistence farmers who produce crops such as groundnut, guinea corn, millet, beans, cassava, rice, cottons among others for family consumption.

The Local Government Area is made up of basically four districts namely; Kuffen, Gazum, Pil0Gani and Bwarst districts.

A number of banks branches have been set-up in the area which include; Union Bank Nigeria Plc, Nigeria Agricultural and Rural Development Co-operative Bank (NARDCB), First Bank Plc and Micro Finance Bank.

The Taroh People are known for their rich cultural heritage and festivals, which are observed annually.

The provision of basic health services becomes pertinent thus, the Local Government is being serviced by Jos University Teaching Comprehensive Centre at Zanko and the State Government Council operates about thirty (38) health centres spread throughout rural area. There are also about ten (10) privately and community owned clinics.

The Local Government Council operates seven (7) departments such as:

Finance and supplies department
Personnel management department
Social services department
Primary health care department
Agricultural and natural resources department
Works and housing department
Research planning and statistic department

1.2 Statement of the problem

The general concern over the seemingly slow development of the rural areas in Nigeria has created a doubt as to the relevance of Local Government, all areas of the state land. Inadequacy of funds for various developmental projects stands as the cause for these shortcomings despite the increasing revenue allocation from the Federal Account to the Local Government. And also, it has been discovered that, most of the revenue generated were not properly managed, most of it were lost through blockage i.e. fraud or misappropriation by the staffs carryout the jobs thereby reducing the actual amount that has been generated.

And they create ways of getting exercising and so many act of embezzlement. Also, the revenue collectors are not properly trained on to collect revenue effectively, the general public has to be synthesized about the need to pay their tax regularly.

These are some of the problems which the research work intend to tackle and solved.

1.3 The scope of the study

The study is designed to find out revenue generation and its impact on the effective implementation of policies and programmes. The study covers only a particular Local Government (Langtang North Local Government Council), the researchers intend to see how contemporary Local Government funds re being managed and handled in Langtang North Local Government Council.

1.4 Limitation of the study

These research work hampered by so many constraints, which affected the quality of the work. In the first place, the project was constraints by finance and time factor, and information from source would also be difficult to the respondent, something would definitely not turn out easy, which are the limitation factors to the quality of this research work.

1.5 Statement of hypothesis

No research work can be done without some basic assumptions which tend to be a guide or give a sense of direct to the topic outstand.

Hypothesis is a basic assumption in relation to subject to understudy which must be subject to proof, verification and test in other to ascertain the authenticity of such assumption, in view of the topic understudy.

H_o: Lack of effective revenue generation affects implementation of policies and programmes of Local Government.

H_i: Revenue has been the bedrock of Local Government administration to the extent that, it create an impact to the Local Government programmes and policies implementation.

1.6 Significance of the study

Local Government are potentially very important for Nigeria as they play a significant role in generating revenue and encouraging civil involvement, as well as creating visible link between taxes and service delivery. The increasing cost of running government coupled with dividing revenue has left various Local governments in Nigeria with formulating strategies to improve the revenue available to the various tiers of government as specified in the Nigeria 1999 constitution, since 1970s till now, over 80% of the annual revenue of the three tiers of government comes from petroleum.

However, the serious decline in the price of oil in recent years has led to a decrease in the funds available for distribution to the Local Government. The need for Local Governments to generate adequate revenue from extreme urgency and importance, the need for underscores, the eagerness on the part of the Local Government to look for new sources of revenue or to become aggressive and innovative in the mode or to become aggressive from excitind sources.

It will be of a great pleasure for an individual handling this research work to know that revenue generation will be of a benefit to this case study in the sense that, it will increase the revenue allocation of the Local Government, which invariably means that the Local Government will have more funds in financing projects. It will also be a boost to the general public to know that funds generated through various means will enhance the growth and the worth of the economy in promulgating new policies that will positively affect the nation. Furthermore, it will be of a benefit to the predecessors, in the sense that, it will give the current employers the funds to promote or finalize unfinished project by the predecessors. The benefit also go down to the general public in attaining it’s economic growth and development and also meet up with the challenges of her expenditures in terms of enjoying the social amenities. That will be embark upon by the government.

1.7 Definition of terms

To guarantee a complete comprehensive report, there is need to define some terms for the clarity as you read through this work.

Revenue: Revenue is the amount of money that a company actually receives during a specific period, including discounts and deductions for returned merchandise. It is “top line” or “grass income” figure from which costs are subtracted to determine net income.

Revenue is calculated by multiplying the price at which goods or services are sold by the amount of money that is brought into company by its business activities.

Local Government: Local Government refers to a form of public administration which is a majority of contexts existing as the lowest tier of administration within a given state.

Local government as a concept derived from the term decentralization. The decentralization is the transfer of authority on a geographical basic, and decentralization is either through decentralization or devolution. Deconcentration refers to delegation of authority to unite the same ministry in order to decongest the ministry while under devolution the central government give legal power to sub-national units of government at grass root level which are legally constituted so in a federal structure, local government is the third tier of government after the federal and state government, local government is all about government at the local or grass root. It could be defined as the third tier of government in order word, it could be said to be as old as mankind, that is to say that, local government it may be said some people that represent local government is just like an old nine in a new bottle. Also is a claim of government function like provision of public parks like, pipe water, electricity, good road, hospitals etc. they are empowered to one may therefore be right to say that local government is equivalent to individual rule during colonial era.

EFFECT OF RECRUITMENT PROCEDURE ON ORGANIZATIONAL EFFECTIVENESS

(A Case Study of Nasarawa State Judiciary, Lafia)

ABSTRACT

This project work in the topic “effect of recruitment procedure in a business organization” is a study undertaken to examine certain aspects in employment produced in an organization. The effectiveness of any organization depends on the competence, efficiency, imagination and also the ability of the employee to innovate the organization policies and this can be achieved when the employee are carefully employed and trained. Planning has been described as a “strategy for acquisition, innovation, preservation of enterprises and human resources” any employment process is a composite, complex and comprehensive process. The research is designed to examine the effects of recruitment procedure processes on organizational effectiveness of Nasarawa State Judiciary. The study used primary data collected from Nasarawa State Judiciary staffs with the use of structured questionnaires to collect data on recruitment procedure, and organizational effectiveness. Chi-square method was adopted in analyzing the data collected in the course of the research. The study also revealed that Nasarawa State Judiciary recruitment procedure process is not perfect because the right procedure and steps are rarely and not always followed.In order to achieve effectiveness, Nasarawa State Judiciary should endeavour to put in place a proper recruitment procedure process following the systematic procedures that follow the steps to the latter since the study had revealed that Nasarawa State Judiciary recruitment procedure process is flawed because the right procedure and steps are seldom and never followed.

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

This part of the study presents the background of the study, the basis upon which the study was made (problem statement), significance and purpose of the study as well as study objectives and research questions as per Effect of Recruitment Procedure in an Organization at Nasarawa State Judiciary, Lafia.

Recruitment procedure is vital processes for every successful organization because having the right staff improves and sustains organizational performance. The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and financial performance a dream for any organization like Nasarawa State Judiciary.

In the operations of any organization, recruitment procedure is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength of organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Accordingly, Recruitment procedures are conceived as the processes by which organizations solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them (Sisson, 1994).

Recruitment and selection is the two phases of the employment process but there is a difference between the two. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization whereas selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Similarly, the basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. The recruitment process is immediately followed by the selection process, which is the final interviews and the decision making, conveying the decision and the appointment formalities.

Recruiting is seen as a “positive process of generating a pool of candidates by reaching the ‘right’ audience, suitable to fill the vacancy” (Leopold, 2002), On the other hand, he stated that once these candidates are identified, the process of selecting appropriate employees for employment can begin. This means collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. Selection therefore, is a process that involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent. Recruitment procedure is vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts, 1997).

As much as recruitment procedure is the first step towards creating the competitive strength the organization, Nasarawa State Judiciary doesn’t accord it the attention it deserves. Since recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews, at Nasarawa State Judiciary is always done irregularly. Instead of first identifying vacancy, preparing job description and person specification, advertising the vacancy, managing the response, short-listing, arranging interviews, and conducting interview and decision making as it would be, the practice at Nasarawa State Judiciary is different. What normally happens at Nasarawa State Judiciary is that you only see people hired in positions without going through the formal recruitment procedure procedures.

The basic purpose of recruitments and selection is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization as well as to choose the right candidate to fill the various positions in the organization which process must be based on merit or technical knowhow but at Nasarawa State Judiciary the practice is technical know who. Those who are well known to the bosses are the main beneficiaries in this recruitment procedure process. Also to the fact that most of them don’t go through the proper recruitment procedure procedures, the hired are not always the best suited for most jobs at Nasarawa State Judiciary, which has created a number of cost implications for the company and negatively affected its effectiveness. It is therefore, against this background that the researcher decided to undertake a study entitled “The effects of recruitment procedure on organizational effectiveness, a case study of Nasarawa State Judiciary Lafia”.

1.2 Statement of the problem

The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and general performance however this remains like a dream at Nasarawa State Judiciary because of hiring process being done haphazardly. It is a common practice at Nasarawa State Judiciary of not to follow a proper recruitment procedure, overshadowed by the principle of technical know-who – the well connected. Consequently, this has led human resources’ problems and cost implications for Nasarawa State Judiciary like ineffective performance, employees’ low morale and lost opportunities because of the incompetent staffs. Conflicts among Nasarawa State Judiciary staffs is a common practice as well as higher levels of labour turnover rates that has seen customer satisfaction levels declining steadily, number of complaints rising and customer turnover rates increasing at Nasarawa State Judiciary, a trend that must urgently be reversed.

1.3 Objectives of the Study

The following study objectives directed this research;

To examine the effects of recruitment procedure processes on organizational effectiveness of Nasarawa State Judiciary.
To examine the recruitment procedure policy of Nasarawa State Judiciary.
To analyse the recruitment procedure process of Nasarawa State Judiciary.
To assess the effects of recruitment procedure on the organizational effectiveness of Nasarawa State Judiciary.

1.4 Significance of the study

The study will be helpful in the streamlining of Nasarawa State Judiciary recruitment procedure policies and programmes into an effective one that can influence its effectiveness.
The study will provide Nasarawa State Judiciary with a recruitment procedure handbook manual on how to hire the best employees in is employment process.
The study will highlight the significance of an effective employment system to other firms in influencing organisational effectiveness, and provide them with a handbook on how to carry out successful recruitment procedure process.
The study will provide literature for further research studies for students of higher institution and others in the field of recruitment procedure in the Nigeria perspective.

1.5 Research Questions

What are the effects of recruitment procedureon the organisational effectiveness of Nasarawa State Judiciary?
What is the recruitment procedure policy of Nasarawa State Judiciary?
How is the recruitment procedure process of Nasarawa State Judiciary?
What are the effects of recruitment procedure on the organizational effectiveness of Nasarawa State judiciary?

1.6 Research hypothesis

H_i: Recruitment procedure increases effectiveness in an organization

H_o: Recruitment procedure does not increase effectiveness in an organization

H_i: Recruitment procedure causes wastage in an organization

H_o: Recruitment procedure does not cause wastage in an organization

1.7 Scope of the Study

The study focussed on how recruitment procedure and effects on organizational effectiveness in Nasarawa State Judiciary.

The study was conducted at Nasarawa State Judiciary Lafia. The purpose of this study is to assess the effects of recruitment procedure processes on Nasarawa State Judiciary organizational effectiveness.

1.8 Limitation of the study

A study of this nature is by no means an easy task in the course of carrying out this survey; the researchers faced a number of constraint which include time and financial constraints.

1.9 Definition of relevant terms

Recruitment: Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organisation

Selection: Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Recruitment procedure: Is the processes by which organizations solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them.

High Court: Hears and determines appeals from decisions of Magistrates and Area Courts in all criminal matters.

Management: The organizing and controlling of the affairs of an organization or a sector of an organization, it is also the act of handling or controlling something successfully

Employment: The condition of working for pay. It is the work, especially paid work that somebody does. Employment is also the total number of people who work for pay in a particular population.

Reference

Leopold John, (2002):Human Resources in Organisations: Financial Times Press

Petts N (1997): Building growth on core competences-A practical approach– journal of management).

Sisson Keith, (1994), Personnel Management, Blackwell, 2nd Ed

Tuesday, 17 January 2023

THE SOCIO ECONOMIC IMPACT OF UNEMPLOYMENT AND CRIME AMONG YOUTHS IN LAPAI COMMUNITY

ABSTRACT

The study examined the socio-economic impact of unemployment and crime among youths in Lapai community, Niger state. The study indicated that youth unemployment has many negative effects to the society, economy, family, and individuals. From the response got from the questionnaires revealed that youth unemployment leads to poverty, low productivity, losses in foreign direct investment, low revenue generation, rural urban migration, illicit activities which increases crime, insecurity, anti-social activities such as armed robbery, prostitution, political thuggery, violence, kidnapping, restiveness and other social vices evident among the unemployed youths and this constitutes danger to the stability, growth and development of the state. The research concludes that, addressing the problems of youth unemployment, must involve all stakeholders. Suggestions from the analysis therefore, are that effective policy measures such as re-prioritization or revitalization of agricultural sector, reformation of educational system, provision of enabling environment and building of industries be pursued vigorously which will drastically reduce unemployment and poverty as well as eradicate the menace of youth unemployment in Lapai community in Niger State and Nigeria as a whole.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Globally, the world is experiencing mass unemployment of qualified and able-bodied youths and these have generated much concern for both governmental and non-governmental organizations, public and private sectors of the economy. The global economic recession of the 1980’s has caused rapid deterioration in Nigeria’s economic industrial output. In the 60’s and 70’s youth unemployment was not pronounced like today because the government then were proactively involved in providing jobs for graduates churning out from various higher institutions.

Over the years, youth unemployment has taken a centre stage in most socials and economic discourse in Nigeria because the youths remain the greatest asset and the life wire of any nation. Youth employment in any nation is universally acknowledged as the basic source of survival and economic development (Ajaji, 2008). The central issue in socio-economic development is how to create conditions necessary for rapid and sustained growth and productivity where, the ultimate goal is to improve people’s quality of life and standard through production of goods and services at affordable prices, provision of basic infrastructures, reduce poverty, create employment opportunities and conducive political, religious, social and economic environment. (Echeriri, 2007).

In Nigeria, youth unemployment is soaring high despite laudable programmes provided by federal, states and local governments to curb the growing concern of joblessness among the teeming population of the country. Several governments both past and present have tried to solve this issue but day to day it increases. President Ibrahim Babangida’s regime from (1984-1993) was the first administration to be confronted with mass unemployment which led to introduction of National Directorate of Employment (NDE) to tackle the scourge of unemployment but to no avail. President OlusegunObasanjo’s administration (1999-2007) came up with the national Poverty Eradication Programme (NAPEP) but could not solve this menace.

President UmaruYaradua’s administration (2007-2010) with the view of solving this problem initiated the seven (7) points agenda, yet no meaningful achievement was recorded and President Goodluck Jonathan (2011-2015) administration launched Youth Enterprise with New Innovations (YOUWIN) and Alhaji BolajiAbdulahji the minister of youth also organized a youth forum to help youths realize their goals in life, still there is high prevalence of youth unemployment in the Nigerian Sectors (Ikemefula, 2012).

The level of unemployment and crime among youths in Nigeria as well as Niger State and Lapai community in particular appears to grow in geometric progression every year, in contrast to its regional neighbours most of whom have far less resources. Anameza (2000), stated that Nigeria will have no prospect of measurable development or of improving the welfare of its people; unless it enhances the chances of employment for its graduates. The menace of unemployment has increasingly been recognized as one of the socio-economic problems currently facing many developing countries like Nigeria and Africa as a whole.

Overall, unemployment in Lapai community has affected youths from a broad spectrum of socio-economic groups, both of well and less educated, although it has particularly stricken a substantial fraction of youths from low income backgrounds and limited education. From the foregoing, it is obvious that unemployment, especially the unemployment of graduates, impedes the progress of Lapai community in many ways. Apart from economic waste, it also constitutes danger for political stability (Ipaye, 1998). It is disturbing to note that Nigeria’s graduates have limited chance of becoming gainfully employed. It is even more disheartening that the country’s economic condition is such that, it is hardly able to absorb an optimal proportion of the production of its own educational system. Gone are the days when employers went about looking for employees. It is now the turn of employees to move from one office to the other seeking for non-existent jobs. These days, thousands of young people are found waiting to be interviewed for just one, two or few vacant positions in some organizations or firms. Most people who cannot earn their living are prone to social vices. They look at themselves as second-class citizens for being unable to contribute to the society.

Youth unemployment is a crucial issue in Niger state and Nigeria at large because the youth constitute a major part of the labour force and they have innovative ideas, which among other factors are important in the development process of the country. A large proportion of the youths however are unemployed. The negative consequences include psychological problems of frustration, depression, hostility and gradual drift of some visible unemployed youths into all manner of criminal behaviours (Okafor, 2011). Unemployment is generally is indeed a pathetic situation that calls for urgent attention, to address the socio-economic effects accompanied by it.It is on this background that the study is undertaken with the view of examining the socio-economic impact of unemployment and crime among youths in Lapai with the view of suggesting ways of improving and ameliorating youth unemployment in the community and Niger State at large.

1.2 Statement of the Problem

Youth unemployment and crime in Lapai community is alarming as the rate is growing geometrically. Youth unemployment in the state is becoming unbearable as it threatens the growth of the state. It is apparent that youths in any society are the greatest assets of national development if given the opportunity of employment. Due to non-availability of ample employment opportunity in the state, the teeming youths with vibrant energy cannot contribute effectively and efficiently to the economic growth and development of the state but rather utilizes such energy in unacceptable means of satisfying their needs, wants and goals in life by engaging themselves in social vices such as armed robbery, kidnapping, violence, political thuggery, cybercrimes, fraud (419), murder, killing human beings and drug trafficking, with prostitution as the only means of survival. Our present society is not helping matters as it places much emphasis and values on materialism.

The problem of youth unemployment in Lapai and the state has also affected the local government area, individuals, families, communities, society and government, and has indeed hindered the socio-economic growth and development of Lapai and the state, thereby challenging the leadership and people of Niger State as it brings about poverty, high crime rates and deviant behaviours, malnutrition, poor health condition which later results in high death rates (Brown, 2011).It is these seemingly insurmountable problems that necessitate this academic work, to examine the socio economic impact of unemployment and crime among youths in Lapai community.

1.3 Objectives of the Study

The main objective of this study is to examine the impact of unemployment and crime among youths in Lapai community.

In view of this, the specific objectives of the research work are as follows:

1. To examine the effects of youth unemployment and crime situation in Lapai community.

2. To examine the effects of youth unemployment on the crime in the study area

3. To find out the extent youth unemployment has affected the socio-economic well being of the individuals of Lapai community.

1.4 Research Questions

The following constitutes the research questions for the study.

1. What are the effects of youth unemployment and the level of crime in Lapai community?

2. What are the effects of youth unemployment on the level of crime in the study area?

3. What are the consequences of youth unemployment in the study area?

1.5 Research Hypotheses

Following the objectives of the study as outlined in section 1.3 and the research question as outlined in 1.4, the research hypotheses are as follows:

1. Ho: There is no significant relationship between youth unemployment and crime in Lapai.

H₁: There is significant relationship between youth unemployment and crime in Lapai.

2. Ho: There is no significant relationship between youth unemployment and crime the study area.

H₁: There is significant relationship between youth unemployment and crime the study area..

3. Ho: There are no consequences of youth unemployment in the study area.

H₁: There are consequences of youth unemployment in the study area.

1.6 Significance of the study

The justification of this study lies in the fact that this is another effort to effect a social scientific evaluation of the extent and cause of unemployment and crime among youths in Lapai community.

This work will also provide insight on the critical problem of graduate unemployment and its various ramifications in Nigeria. It will therefore provide information to non-governmental organizations (NGO) working on the area of unemployment and poverty alleviation.

It is felt that knowledge of facts and their relationship must come before any national policy decision could be made and meaningfully executed. Hence, the present study is a step towards that direction.

This study is also intended to encourage other researchers to carry out research on the urban unemployment questions.

1.7 SCOPE AND LIMITATIONS OF THE STUDY

The research deals specifically with the socio-economic impact unemployment and crime among youths in Lapai community and not unemployment on an international or global scale which is explicitly beyond the scope of this research.

The reason for choosing this area was that Niger state is represented by virtually many tribes due to its industrial and administrative nature.

Also, in the course of this work, the researcher encountered certain problems which constituted limitation to the study.

The major problem is the difficulty in dealing exhaustively with such an all pervading vice as a graduate unemployment in urban centres in Niger state. Very few want to be identified as unemployed as its affect them.

Secondly, the Librarian strictly observed a rigid protocol. The table for consultation with library offered the student the opportunity to use the library strictly followed by order. This strictness was exacerbated by the hesitation of the librarian in lending out some materials for consultation.

1.7 Definition of Terms

Socio-economic: In the context of this study, refers to the social and economic realities of social problems in our society and the extend it affects the society. It is concerned with the study of the society.

Effects: It refers to the causes, implications, result, or outcome of a thing.

Youth: Official policy defines a youth as a young person aged 18-40 years who is passing through mental and physical developmental processes in preparation to face life challenges, a period between childhood, teenager and adulthood.

Unemployment: when a great many people are unable to find work, unemployment results. It can also be defined as the inability to obtain a job when one is willing and able to work. Also, it occurs when the supply of labour outstrips the demand for labour. It also means lack of sufficient employment in the formal and informal sector.

Youth Unemployment can be defined as the conglomeration of young persons with diverse background, willing and able to work but cannot find any. It is the situation when young persons aged 18 – 35 years who are actively looking for work but fail to find any one during a long period of time.

In this study, Youth Employment according to the opinion of my respondents is defined as a situation where the working age (human resources) are not resourceful, or engaged in the labour market both in public or private sector of the economy.

Armed Robbery: According to the Nigerian constitution and Police report, it can be defined as the use of guns or other dangerous weapons to inflict intimidation and fear into another person to gain access to someone’s house, shop, office, or social institution. It is the use of force and arms to steal from someone. But in this study, it will be defined as those unlawful or unapproved means where young men and ladies use violence, to inflict people and property and get what they want from them.

Kidnapping means the unlawful seizing or carrying away of a person by force or fraud in order to obtain ransom for his or her release. It is the taking away or transportation of person to hidden and isolated area usually false imprisonment against the person’s will either to kill or to receive money as ransom. In this study, according to my respondents, is the method of hiding people, used by poor young men to get their own share of money from the rich.

Poverty: means the state where someone cannot satisfy the basic needs of life such as food, shelter, clothing, money and other basic necessities of life. It is the state of being poor, inferior or insufficient in amount. Here, it means the condition where one lacks wealth, money or job as a result of no opportunity or certain factors of life.

Political Thuggery: This can be defined as sponsored thugs used by politicians during political rallies, campaigns and election to win their opponents and acquire a position or office. It also means using violent, brutal behaviour, intimidate and all manners of weapons to attack, or kill an innocent opponent for reason of political differences. In this study, it is a tool or means of killing, abduction, violence or threat to life used by politicians to overthrow their opponents and acquire power or political office.

Wednesday, 4 January 2023

THE IMPACT OF HUMAN RESOURCE PRACTICE ON PERFORMANCE OF SMALL AND MEDIUM SCALE ENTERPRISES

Abstract

The study examined the impact of human resource practice on performance of small and medium scale enterprises in Nigeria. Specifically the study seek to determine the extent at which effective human resources practice can enhance the growth of small and medium scale enterprises, explore the influence of employee rewards management practices on the performance of small and medium scale enterprises and establish the influence of employee training practices on the performance of small and medium scale enterprises. The study utilized a cross-sectional survey design based on questionnaires and interviews, and a mixed methods research approach. A sample of 80 respondents was selected from employees and owners of small and medium scale enterprises using simple random and purposive sampling techniques. Quantitative data was analysed using descriptive statistical techniques and the hypothesis was tested using Chi-Square. The findings of the study shows that human resource practice have significant impact on the performance of small and medium scale enterprises in Nigeria. The study recommends that small-scale businesses with few employees should set up human resource departments to handle human resources. Small-scale enterprise owners should ensure proper training of their employees in order to ensure that the employees have requisite skills to perform their task effective and thus enhance the overall performance of the organization.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Both large firms and small and medium-sized enterprises (SMEs) are struggling for attracting and retaining talented employees in the organizations. In a highly competitive global marketplace, it is very difficult to attract and retain skilled employees in organizations without having sound HR practices. The impact of human resource management (HRM) practices on performance have become the dominant research issue in the field of HRM (Guest, 1997).

Human resources pratice plays a critical role in contributing to the overall productivity and strength of an organization. Human resources development helps to build a stronger workface through better recruiting, training and retention. The workface helps drive the efficiency of the organization as a whole and more efficient, productive and agile organization with well equipped operating managers who provide support on all human resource matters (Gelade, 2013).

Human resource practice involves a process of observation, planning, action and review to manage the cognitive capacities, capabilities and behaviors needed to enable and improve individual, team and organizational performance in work organizations, (Walgenbach, Kabst and Beck, 2009). It has multiple dimensions, covering educational attainment, workforce skills, population health and the set of employment policies that provide businesses with workers with appropriate skills and the ability to adapt quickly to new challenges. Each of these areas is a key driver in creating a favorable environment for investment. Because Human Resource Development / practice policies are all closely inter-related and must be consistent with a country’s broader development and investment policies, they cannot be framed in isolation. Low human resource development needs to be tackled through a coherent and comprehensive strategy that takes full account of the policy linkages and a country’s implementation capacity, (Jessica, 2002).

Human Resource practice concern the quality of the labor force and the regulation of the labor market. Quality in turn is a function of basic and higher education, training programs and the overall health of the population. The quality and adaptability of the labor force is a key driver in creating a favorable environment for both domestic and foreign enterprises to grow through new investment and to adapt quickly to changing circumstances. Their relative roles and the overall importance of Human Resource Development depend on individual country circumstances, particularly the economic structure, Walsh (2007).

Human resources practice also provides a variety of employee’s services ranging from research to time and leave reporting to the interpretation of the board of regent’s code state classified rules and related regulations (Gregory 2018). But many human resources organization struggle to allocate their resources, they are often hindered by a multitude of manual based process and benefits information’s that are costly, prone to errors and time consuming to manage, this factors can make it difficult for human resources organizations to focus on higher value initiative that helps to drive profitability, efficiency and contribute to the organization bottom-line, many human resources administrative units are transforming to an E-human resources task tools and processes into internal intranets via the internet, organizations are seeking E-human solutions that can help automate tasks and streamline workflow and improve efficiency of the workface by providing self service tools, training and information. By automating processes human resources can better align itself with the organizational services and employees needs such training and development (Armstrong 2016).

Small and Medium Scale Enterprises represent the largest proportion of the economic sector in every country. Small and medium scale enterprises are important for modern economy and it is widely recognized that they contribute to employment growth (Drucker, 2016). About 99% of all European companies are small and medium sized and they provide 66% of all working places (ECSB Newsletter). Over the last decade, enterprises with less than 10 employees provided more new jobs than bigger companies (Mulhern, 1995). Despite the contribution of Small and Medium Scale Enterprises, enough attention have not given to the impact of human resource practice on the performance of small and medium scale enterprises in Nigeria, thus the need to carryout this study on the impact of human resource practice on performance of small and medium scale enterprise.

1.2 Statement of the Problem

Human resource practice has grown out of the realization that it is vital for the survival of any organization and Small and Medium Scale Enterprises in particular. This is particularly because the hastily implemented performance related pay and appraisal systems were not delivering the results that people were expecting from them (Armstrong 2000). This makes it primary to the success of any business outfit given the global competition and turbulence in the business arena. According to Armstrong and Baron (2004), the benefits of Human Resource practice to Small and Medium Scale Industry are therefore manifold. It is on this note that Freeman (2003) clarifies that it is concerned with satisfying the needs and expectations of an organization’s stakeholders – owners, management, employees, customers, suppliers and the general public. Human resources practice is faced with some problems in the course of carrying out their obligation which serves as a detriment in contributing their quota effectively to the organizations. These problems are as follows: Inadequate provision of funds to the administration poised a great obstacle to the organization in ensuring efficiency. Improper selection and employment of staff affects the productiveness and effectiveness of small and medium scale enterprises. When employees undergo the required training in order to put their acquired knowledge into practice and management do not place them on merit, it mega test the principles of efficiency in the organization. Change in government policies makes it difficult for organization to operate steadily. Social-cultural values and beliefs of the areas where organization is operating may hinder effective and efficient utilization of human resource. When the management have a wrong preconceived notion that anybody other than a specialist can mount the responsibilities and therefore, when it is not accorded the proper place it deserves, it posed a problem to the organizations development. Though SMEs have not paid due attention for human resource managing practices (Hornsby and Kuratko, 1990), managing of human resource is a decisive factor as far as SMEs’ performances are concerned” (Madurapperuma, 2009). Therefore, this study is carried out to examine the impact of human resource practice on the performance of small and medium scale enterprises.

1.3 Objectives of the study

The objective of the study was to examine the impact of human resource practice on performance of Small and Medium Scale Enterprises in Nigeria.

The specific objective:

To determine the extent at which effective human resources practice can enhance the growth of small and medium scale enterprises.
To explore the influence of employee rewards management practices on the performance of small and medium scale enterprises.
To establish the influence of employee training practices on the performance of small and medium scale enterprises.

1.4 Research Questions

To what extent does effective human resources development enhance organizational growth in Industrial Training Fund, Enugu area office?
What is the influence of employee rewards management practices on the performance of small and medium scale enterprises?
What is the influence of employee training practices on the performance of small and medium scale enterprises?

1.5 Statement of Hypothesis

H0: Human Resource Practice has no significant impact on the performance of Small and Medium Scale Enterprises.

H1: Human Resource Practice has significant impact on the performance of Small and Medium Scale Enterprises.

1.6 Scope and Limitation of the Study

The scope of the study will be limited to the impact of human resource practice on performance of Small and Medium Scale Enterprises in Nigeria.

Thus, it will focus on all efforts of the small and medium scale enterprises to increase human resources development and productivity in their establishment.

In the course of the study of this kind, some problems or limitations are encountered, these are time and financial constraints the researcher has very limited time for the study, due to the nature of work, the researcher occupies. Distance from school/home to the places of research also possess a lot of problem because the distance is much and cannot be covered with little time hence it reduced the frequency of going to assess the trained workers by owners of small and medium scale enterprises as often as should have been assessed.

1.7 Significance of the Study

The study is significant from the point of view that no available literature or study so far has specifically focused on human resource development and organizational growth in small and medium scale enterprises. Thus, it is going to add to existing body of literature and extend the frontiers of knowledge practically.

The research findings will contribute to deepen of our understanding of effective human resource management practices in small-scale industries and their importance to researchers, policymakers and human resource management practitioners for addressing the key issues starting from assessment of the inexperienced or potential entrepreneurs ideas until their visions are realized.

The findings will also contribute to the existing knowledge and the addition will be utilized by future researchers and the different key stakeholders who are the policy makers, implementers and the leaders in the community of study, not forgetting the owners of the small-scale businesses under study.

1.8 Definition of Key Terms

Human Resources: Is the set of individuals who make up the workforce of an organization, sector or economy. They are responsible with employing suitable individual that fit a job.

Management: The organization and coordination of the activities of a business in order to achieve defined objectives.

Human resource development: Human Resource Development is a process through which employees in an organization are assisted to realize their full potential for their present and future jobs.

Small And Medium Scale Business: SMEDAN (2005) defines small and medium scale enterprises based on the following criteria: small scale enterprises are businesses with ten to forty-nine people with an annual turnover of five to forty-nine million Naira while a medium scale enterprises that have fifty to one hundred and ninety-nine employees with a year turnover of fifty to four hundred and ninety-nine million Naira.

Productivity: Productivity is the volume of goods and services produced for work within some specific unit of the hour, day, week, month, year etc.

Training: Training means to give teaching and practice in order to bring a desired stand and behavior efficiency or physical condition. Thus it is the act of teaching in the industrial or business concept. It is the act of reaching a particular level of the expectation of the employer.

Sunday, 1 January 2023

THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE

(A CASE STUDY OF NIGERIA BOTTLING COMPANY PLC ENUGU)

ABSTRACT

This project is an attempt at providing an insight to the Impact of Training on Employee Performance, especially on staff of Nigeria Bottling Company 9^th Mile, Enugu Depot, and problems preventing its implementation. Indeed, training has a number of impact on performance, ranging from increase in productivity, increase in motivation, increase in profit, minimize cost attributed to ignorance and mediocrity, improved morale, increase leadership potentials and reduced rate of staff turnover. The content of this project is a contribution positively to the uplifting of the above which can never be over emphasized. It is a laudable venture that can enhance the productivity of any organization if considerate attention is given to it.

CHAPTER ONE

INTRODUCTION

1.0 TRAINING OF ALL RECRUITED AND EMPLOYED

Personnel is an essential tool used by most organization in the desire to optimize productivity and overall efficiency. Training at any level is geared towards preparing the workers to have requisite knowledge and skill that enable him to perform his duties better than when he had not received. Pigor (1977). Before 1900, Fredrick W. Taylor recognized the importance of teaching workers technical skills; others dealt with the teaching of human skill following the Hawthrone experiment of the late 1920’s and early 1930’s. however, it was not until after World War II that managers actually began to realize just how important good training programme really were faced with more highly motivated workers, shift in occupation and a wide range of new technical machines and products, recognizing the quality of armed forces training which had been accomplished, many firms seriously reevaluated their training procedures.

Training therefore is used to provide knowledge, skills, techniques, attitude and experience, which people need to carry out the jobs in which they are employed satisfactorily and prepare them for future jobs they may be involved in adequately. Flippo, (1980).

The aim of every reputable organization is therefore to develop an active, effective and appropriate workforce so as to achieve its organizational goals and objectives. In a number of cases, lack of proper training could be costly and tantamount to a loss of productive ability and consequently short-fall in target return to the organization. Beach, (1975).

1.1 BACKGROUND OF THE STUDY

The management as part of its duty in the organization should contend to maintain a highly qualified workforce. In essence, a well developed workforce is an indispensable potential in the drive towards increased productivity and overall goal actualization. Dele Beach (1975).

Training is therefore the acquisition of the technology, which allows employee to perform their task satisfactorily to some specified standard. In essence, the emphasis of training is on the acquisition of new predetermined behavior. Nedler (1970).

The basic premise of training is that it concerns people already employed and whose jobs are sufficiently defined that we are able to identify the appropriate job behaviours. The focus should be on enabling the individual to perform more efficiently on the job he now has.

Training may be needed if a person is hired without requisite skills, attitude or after being on the job performance deficiencies were identified which were amendable to encourage the maintenance of a stable workforce, which has a reasonable level of job enrichment and training. He therefore becomes forced in yielding results and reducing labour turnover brought about by frustration on the job.

All organization, public or private sector exist and grow because they provide the community with services that the community see as worthwhile. For this to be effectively done, the organization needs to function at an optimum level of productivity. This sold level is a direct of the collective efforts of all the employees.

However, not all employees deliver an input that correlate to the established level of the standard of performance for the job level. Even the group as a whole may not produce up to its standards. Thus, when there is a difference or group between actual performance and productivity is affected, training will be needed to minimize if not eliminate the gap. It does this by changing the behavior of individuals by giving them whatever additional knowledge, skills or attitude they need.

As it is in most organizations, the impact of staff training on employee performance is very crucial to the task of banking as a whole. This is because; the excellence of service provided to the customers depends entirely on the competence of the staff on their jobs. The competence on the job is partly a function of the training given and acquired.

The soft-drink industry is competitive in nature and requires dynamic and knowledgeable staff so as to meet the growing needs of the society and attract customers that could have turned elsewhere.

Consequently, training of staff in this sector is a conscious process because, the impact aimed at equipping the staff for the challenges of everyday business transactions. It also enhance the worker’s productivity and general attitude to work, imploring efficiency and job satisfaction, providing knowledge and skills which is added to basic abilities.

It is in the interest of management therefore to perform up to standard, it is therefore believe that a thorough trained and developed worker will easily cope with the demands of dynamic industrial system, and will be willing to accommodate new ideas that will generate corporate growth.

1.2 STATEMENT FO THE PROBLEM

Despite the challenge in global competition, the quest for survival, violence and angry race for market leadership; management in most organizations seem reluctant to adopt a sound training exercise for the employees. Training is very vital to employees’ assessment as one of the operational strategies of boosting the employee potentials and also increases their productivities. As to the following problems;

To what extent does training lead to improved productivity?
Is it because promotion issue is more stresses than other like training needs?
What factors can hinder Nigeria Bottling Company from being actively involved in training
Could lack of adequate communication to workers of the impeding training sessions and the purpose of the training contribute to the problem?

1.3 OBJECTIVE OF THE STUDY

The purpose of this study is to find out current attitude of top management towards a sound training system for improved productivity in Nigeria Bottling Company.

Some of the major objectives of the study are as follows:

To determine whether or not training actually lead to higher productivity
The parties that benefit from training exercise
To establish how training exercise can be made effective
Whether every staff is taken into consideration in the planning and implementation of training exercise
To recommend strategies that will minimize the problems inhibiting the planning, monitoring, evaluating and resolving training exercise in Nigeria Bottling Company.

1.4 SIGNIFICANCE OF THE STUDY

This research work is an in-depth study on the Impact of Training on Employee Performance, the degree of Nigeria Bottling Company involvement in the provision of training programme for its staff and also the impact of the training created on the performance of the staff. Problems encountered by Nigeria Bottling Company in Organizing and implementing training exercise will also be taken into consideration.

It is hoped that this work will be useful to any bank, corporation, individuals and government who will refer to and consider objectively its recommendation, the immense potential of training as a dynamic instrument that can be used to implore efficiency, productivity and job satisfaction.

However, most firms especially the banks, have naturally found it easier to get the best out of their staff through training and re-training. Besides, training will greatly enhance the objective of any organization.

It is against this background that this essay is of paramount importance. The research will create awareness to corporate organizations, both public and private sectors of the immense impact of training on employee performance.

1.5 RESEARCH HYPOTHESIS

This is a statement of assumption which will be expected to be right wrong based on the findings at the end of the write up.

Since most management decisions are future oriented, they have inherent elements of uncertainty and information is needed to reduce the level of uncertainty in order to make the decision more effective.

According to Stoner (1982), it is a ‘’formal method of making available to management and other bodies the accurate and the timely information necessary for facilitate the decision process and enable the organization’s planning, control and operational functions to be carried out effectively’’.

Effective training lead to higher productivity
Training have a positive effect on employee performance
Constant training will enhance the performance of employee and prepare him for higher task
Training leads to improve productivity

1.6 SCOPE OF THE STUDY

The subject matter for which I have focused most of my attention is the impact of training on employee performance.

Because of time constraint, coupled with financial difficulties experienced, especially at this time of economy depression, the research has been limited to cover only the Nigeria Bottling Company, 9^th Mile Depot, Ezeagu L.G.A Enugu.

The scope is under the confinement of training programmes as relayed by the company. This is showcased to envisage the level of training in this industry as its increases its level of productivity, ceteris paribus and its profitability implication in the long-run of its activities. So many leaves were borrowed from the activities of the industry especially from the book of records as well as routine visit to the depot.

1.7 LIMITATIONS OF THE STUDY

It is my intention in this research work to study the efficiency and effectiveness of Nigeria Bottling Company in regards to training and development.

It is also to assess how the staff are benefiting from the training programmes as well as how much resources the company is putting in that direction. Because any resources put in training and development, is a money well spent.

As a result of concluding the research, the limitations encountered include the problem of getting full secondary data from the company. This is due to the bureaucracy that permission has to be given by the company headquarter from Lagos for they do not want to expose their secret unnecessarily. Thus, this had generally caused a delay and some inadequacies in writing the essay.

Secondly, in carrying out a research of this nature, a lot of problems are encountered and the degree of severness varies from one research to another. Other obstacles so faced in this research work include delay of vital information and failure to return questionnaire.

Furthermore, the analysis of data so collected was not an easy task because of incorrect answers given. Some management staff and the workers refused to disclose some vital and relevant information for fear of insecurity.

Pages

Saturday, 4 March 2023

IMPORTANCE OF SMALL AND MEDIUM SCALE ENTERPRISES IN THE NIGERIAN ECONOMY

THE NEED FOR EFFECTIVE BUDGETING AS A TOOL FOR PLANNING IN BANKING INDUSTRY

THE EFFECT OF LABOUR UNION ON THE ECONOMIC DEVELOPMENT

THE ROLE OF THE MASS MEDIA IN THE ENTHRONEMENT OF DEMOCRATIC SETTING IN NIGERIA

Tuesday, 28 February 2023

THE IMPACT OF MOTIVATION ON WORKERS PERFORMANCE IN PRIVATE SECTORS

THE ROLE OF REVENUE GENERATION AND ITS IMPACT ON THE EFFECTIVE IMPLEMENTATION OF POLICIES AND PROGRAMMES

EFFECT OF RECRUITMENT PROCEDURE ON ORGANIZATIONAL EFFECTIVENESS

Tuesday, 17 January 2023

THE SOCIO ECONOMIC IMPACT OF UNEMPLOYMENT AND CRIME AMONG YOUTHS IN LAPAI COMMUNITY

Wednesday, 4 January 2023

THE IMPACT OF HUMAN RESOURCE PRACTICE ON PERFORMANCE OF SMALL AND MEDIUM SCALE ENTERPRISES

Sunday, 1 January 2023

THE IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE