CRISIS MANAGEMENT IN THE PUBLIC SECTOR

A CASE STUDY OF ENUGU NORTH LOCAL GOVERNMENT ENUGU

 

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ABSTRACT

 

From independence (1960) till date the Nigeria society has been under-going rapid transition with the unavailable and the unusual step  by step transformation  process that affect all social systems of the Nigerian society. The public sector organization being deliberately and hurriedly reformed to avoid the pit falls of the past. Instantly, erratic decisions are being made, new programme established and the old ones re-established with new strategies in an effort to achieve a new social order.

In achieving this social order a number of reforms are introduced into the public sector organizations and these (reforms) tends to be prone to a form of organizational crisis or another.  With regards to the Nigerian  public sector these crisis arise out of situational uncertainties and inadequacies of an organization. These could be as a result of power tussles, inadequate funds, psychological disorientation of employees in an organization and its employers rejection of managements / authorities reforms. Any such crisis is capable of distorting the realization of organizations objectives.

An important step is ensuring success in the realization of these public sector organizations and to understand the dynamics of a particular crisis and implement appropriate remedies on conditions that the change motivators are genius and determined. We all know that the understanding of the dynamics of crisis is lacked in the public sector of Nigerian Economy. It is also true that our administrators in the public sector are always involved in the crisis management. In conclusion, we can see that there is no effective tool for crisis management in the Nigerian public sector.

For this singular reason the Enugu North Local Government (ENLG) was chosen to give a clear picture of public sector organization whose administrators have not been able to note that local government were created to act as an autonomous part of the central government in Nigeria.

In this study we have been able to identify few of the numerous crisis that could hit the ENLG and ranked them in order of probability of occurrence using that crisis with the highest probability in developing a crisis management more for use by organizations in the public sector of the Nigeria economy.

 

 

TABLE OF CONTENT

 

 

CHAPTER ONE

Introduction

• Background of the study
• Statement of problem
• Research questions objective of study
• Objective of study
• Significance of study
• Scope and limitation
• Operational definition of terms

Reference

 

CHAPTER TWO

Review of related literature

2.1     A review of crisis management

2.2     Meaning of crisis

2.3     An overview of crisis management

2.4     Crisis forecast

2.5     Objective of crisis management

Reference

 

CHAPTER THREE

Research methodology and design

3.1     Sources of data

3.2     Data collection

3.3     Statistical tools

3.4     Sample procedure and size

3.5     The population and size

Reference

 

CHAPTER FOUR

Date presentation and analysis

4.1     Presentation of data

4.2     Analysis of data

Reference

 

CHAPTER FIVE

Summary, Recommendation and Conclusion

5.1     Summary of major findings

5.2     Conclusion

5.3     Recommendation

Bibliography

Appendix    I

Appendix    II

 

 

CHAPTER ONE

 

INTRODUCTION

The Nigerian society is under-going a rapid transition in addition to the inevitable and unusually gradual transformation processes that affect all social systems, the institutions economic, political, legal etc. of the Nigerian society, are being deliberately and hurriedly reformed to avoid the pitfalls of the past new decision programes are established and new strategic adopted all in an effort to achieve a social order.

 

 

One of the on-going strategies to do this is the reform introduced into the public sector by the office of the chief of General Staff (CGS) making the local government an effective third tier of the government. Usually, such reforms tend to point to one form of organizational crisis or another crisis were refers to an usual situation the outcome of which is uncertain or capable of generating conflict. With regards to the Nigerian public sector, it arises out of the inherent disposition of the system to distort the political and administrative processes by its decisions or operations. It also arises from situational uncertainties and inadequacies of an organization.

 

 

There could be power tussle, inadequate funds or time to execute all envisaged projects. Psychological disorientation of the populace / employee and its rejection of the reform. There could be also either a lack of understanding of the full implication of established programmes or a deliberate clinging to politics established primarily to protect institutionalized class relations. Any such crisis is capable of distorting the achievement of the desired objectives of the public sector. Part of the process of ensuring success in the achievement of goals of these public sector organization is to understand the dynamics of such crisis and apply appropriate remedies, provided that thee change motivators are genuine and determined.

 

 

It is a known fact that the understanding of the dynamics of crisis is lacking in the public sector of the Nigerian economy it is equally true that the Chief Executive and administrators in the public sector are involved in the management of crisis rather than in crisis management. From the foregoing, it is seen that there is no effective tool for crisis management in the Nigerian public sector because  of its large size. It is pertinent that an organization within this sector is used as a  reference point in order to limit the wideness of this study. The Enugu North Local Government (ENLG) has been chosen for proper representation of the public sector organization in the economy.

 

 

In this thesis, we intend to identify a few crisis situation that could hit ENLG and through the research, rank them in the order of their probability of occurring. I will then use the crisis with the highest probability, to develop a crisis management tool for organizations within the public sector of the Nigerian economy.

 

 

 

1.1     BACKGROUND OF STUDY

The local’s government has been characterized by instability and discontinuity emanating from one crisis situation or the other. These crisis are often prompted by the activity of the federal government and other environmental factors which usually lead to complete dissolution and or take over of functions of the management group by government appointed administrators. In order words, the LG. of this country have always been subjected to the whims and caprices of the federal government. They were not allowed to make their own decisions as to contributing to the Nigerian economy or either way they give enough financial assistance (authority) to be accountable to the devise inherent is such local government.

 

 

The various government reforms are aimed at stabilizing and rationalizing local government organization or corporations. It is quite unfortunate however that the chosen implementation strategies seen to have resulted in unanticipated policy outcomes. As a matter of fact it is clear to all that the aims of establishing the local government in Nigeria which is to be an effective third tier of the government has not been realized. It is believed that this is mainly due to the inability of the local government to effectively manage the forms  of crisis that afflicted it since their inception.   It is against this background that crisis management in local government is being investigated.

 

 

Every crisis has four (4) main stages and allowing each crisis to pass through the four states has been the bare of effective local government in Nigeria.

The four stages of crisis include:

• Prodromal stage (early warning stage )
• Acute stage
• Chronic stages
• Resolution stages

Crisis management aim at avoiding the acute and chronic stages of crisis. A crisis is said to be effectively managed if it moves from prodromal to resolution stage we are aware that this has not been the case in the local government their crisis have been known to have gone through the four stages with inevitable consequences.

 

If we take a look at the second republic and early part of the aborted their republic (1988-1989) there were various crisis among which were:

• Financial crisis
• Power crisis
• Manpower crisis
• Political crisis

The entire above crisis, we unfortunately allowed to go through the four stages and this had their unpleasant effects on the local government in the country. For example, the Enugu North Local Government administration was engulfed by crisis during the year 1988 and 1989. this crisis went through the full cycle which cumulated in the intervention of both the state and federal government leading to the suspension of its popularly elected chairman.

 

 

Another example can be cited from the demonstration carried out by members of the National union of local government (NULGE) Enugu North local government branch on March 9^th ’94 protesting for the non-payment of salaries for 6 months.

 

 

Furthermore, the strike action carried out by the National Union of Teacher (NUT) calling for the collection of their annual subventions directly from the federal government and not from the local government because they believe that this cannot be effectively carried out by them. It can be seen that after about two (2) decades of its establishment the local government cannot manage available resources and avoid conflict or crisis from happening.

 

1.2     STATEMENT OF THE PROBLEM

It is quite unfortunate that going through literature very little work has been done on how best to handle crisis by scholars and practitioners. In view of these identified lapses, an inquiry into crisis management in the local government has become imperative. It is hoped that this inquiry would stimulate new dimension and direction for crisis management whose overall objective could be the search for an effective and efficient local government administration. In Nigeria, with specific focus on evolving new strategies for building a stable base for local government organization in the country.

 

1.3     RESEARCH QUESTIONS

The basic research questions for this work are:

• How can we change from crisis management to the management of crisis?
• How do employee or workers perceive crisis?
• What factors influence management attitude to crisis?
• What role does the federal and state government play in local government crisis?

 

This study will attempt to provide appropriate answers / solution to these questions which are regarded as key variables in the local government administration in Nigeria, such answers is hoped would assist in providing insights into the kind of measures to be adopted to ensure effective and efficient crisis management in Nigeria.

 

1.4     OBJECTIVE  OF STUDY

The objective of this research would include:

• To examine the existing methods of handling crisis in Enugu North Local government and ascertain how corporations are performing within the bonds of available manpower in the local government

 

• To attempt to appraise the existing and potential manpower for co-operations in local government administration with a view to explaining the extent of their involvement.

 

1.5     SIGNIFICANCE OF STUDY

The significance of this study work is aimed at developing an effective crisis management tools and thus creating a relatively stable environment becomes clear. In order to make reasonable progress towards achieving the purposes for their creation, the public sector organization requires a relatively stable environment and an effective crisis management tool which is what this study is all about.

 

• SCOPE AND LIMITATION OF THE STUDY

The study touches on various forms of crisis that had characterized the public sector organizations in the country.

This using the Enugu North Local Government (ENLG). As a case study, an attempt is made to identify possible crisis that could effect the public sector organizations, their effect and probability of occurring based on the findings, the study attempts to develop crisis management for use in organizations in both public and private sectors.

It is sine-qua-non to mention were that in the course of the preliminary library research, it is discovered that very few up to date materials / literature on the public sector administration in the local government could be found. This is more so in finding documents that dealt with crisis management as it affects public corporation and local government.

 

1.7     DEFINITION OF TERMS

In the course of this work: certain key concept were met along the line which may be interpreted differently for the purpose of this study therefore the following operational definitions are given to these concept thus:

 

Crisis

This is an unusual situation in an organization or corporation the outcome of which is uncertain or capable of generating conflict.

 

Local Government

This is government at the local level exercised through a  representative council, established by law to provide / exercise specific power within defined areas.

 

Public Sector

This is the part of a nations economy which is controlled mainly by the government

 

Crisis Management

Any measure that plans in advance for a crisis (or turning point), any measure that removes the risk and uncertainty from a given situation and thereby allows one to be more in from of crisis management.

 

Rural Development

The process of providing inhabitants of the rural area with basic infrastructure and amenities, which could enhance their standard of living.

 

 

 

 

 

 

 

 

 

 

REFERENCE

 

Anikpo Mark (1985)       Nigerian’s Evolving class structure in area edited Political Economy of Nigeria, Lagos, Longman publisher

Federal Republic of Nigeria Guidelines for local government reforms (1976), Kaduna, Kaduna government Printers.

Rex Ugorji (1989), Management of crisis in business organization, Being a paper presented at a workshop on crisis management organized at Enugu by the federal Radio Corporation of Nigeria (FRCN ) in partnership with FIDREX management consultant Lagos.  

 

 

CHAPTER TWO

 

REVIEW ON RELATED LITERATURE

2.1     LITERATURE REVIEW

It is pertinent to note also that a few authors have written on local government administration in Nigeria. Fortunately, these authors have all in one way or the other emphasized instability in the local government system; even the local government reform stressed it. To us instability is a corollary of crisis. We shall then proceed to examine what these authors and the reforms had to say about instability and local government administration. Thereafter, we shall look at various seminar papers presented by experts on crisis management in various organizations and institutions.

 

 

Since Nigeria attained independence in 1960 from Britain, several attempts have been made to reorganize or reform the local government system in the country. One hallmark of such reforms proceeding that of 1976 was that each region or state carried out the reorganization its local government system in the way it deemed fit since local government because a regional subject under the 1951 Nigeria constitution. It was therefore not possible to talk of on single system of local government reform prevailing in the country.

The 1976 local government reform broke with the past practice by attempting to evolve for the country a uniform system of local government with minor variations. A major aim of their reform was to stabilize and rationalize government at the local level. In the guideline, federal government emphasizes that responsibilities should be clearly defined and that local government should have adequate financial resources to meet their obligations which are mainly to stimulate developments at the grass root .

 

 

According to Egonwam, although the 1976 local government reforms in Nigeria aimed at decentralizing more power to local bodies, the implementation of the reform, tended to foster centralization of power and authority. To him, this meant that the strategies of implementation chosen could be significantly responsible for centralization as they were influenced by both political and administrative processes lending to unanticipated policy outcome of creating ineffective local government with adequate functions,revenue skilled Another area of instability in the public sector with reference to the local governments is its inadequate financial base. In Nigeria the 1979 constitution of the federal republic accepted local government as a third tier of government like in most countries of the world, local government in Nigeria have five (5) easily discernible sources of revenue open to them. These includes: grants, local tax rate or property tax, fees and charges and loans.

 

 

The 1990 federal government revenue allocation formula stipulates that local government are entitled to fifteen percent (15%) of revenue accruable to the federal government and another fifteen (15%) of the internally generated revenue of the state government.

 

 

Of course these are in addition to finance from traditional internal sources – local revenue. However, the amount internally generated by each of the local government councils is usually very small. These local government are therefore in a situation where they depend almost entirely on the federal and state governments for funds for the performance of their statutory functions.

In his book local government finance in Nigeria, Bello Imam contended that a “function of this paternalism is the financial uncertainty and instability of local government in the country”.

Finally, the local government must endeavor to live within their means because they are infra-sovereign political entities.

Enworom, writing on management of industrial crisis said “it may be necessary sometimes to try to incorporate cultural tradition into the management of industrial crisis rather than adopting the Bismarkian consent that is not the vote of the majority, but by iron and blood that difficult matters are decided” At one time, an ex-chancellor, supposed to be the father of the so called German economic miracle, declared “that the economy determines the fate of man”. Unionist could but agree, but argued that if the economy is man’s fate, it is man’s democratic right to participate directly in deciding his fate. This reminds us that participative management and good communication between employers and employees will definitely minimize conflicts and create a better forum for quick and timely grievance settlement. In summarizing his paper Enworom advised that prevention is better than cure. He maintained that “it is better to present grievances from arising than to solve them once they have arisen”. This advice from Enworom obviously advocates crisis management which is bone of this study rather than management of crisis.

Inyang Eteng, of the university of port Harcourt writing on crisis management in Nigeria university raise the following thought provoking questions:

• Why does the crisis in Nigeria universities seem to defy solution?

 

• Why is it that orgies of restriction, dismissals, forced retirements, harassments, detentions and campus massacres, security surveillance, etc all of which have been tried by the state and various governments in office; unable to resolve the crisis once and for all.

 

• Why have the universities themselves failed to address the issue. With all the faculties of behavioural sciences available at their disposal?

 

• Why in particular, does the nation seem completely brow-beaten by this crisis?

 

To him, Eteng opines that “answers to these questions is that the crisis has generally been misconstrued and ill defined, with the result that is wrong and inefficacious policies and programmes which compound the crisis have been formulated and implemented

EMPLOYEE MOTIVATION AND PRODUCTIVITY.

(A CASE STUDY OF ESUT, ENUGU).

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LIST OF TABLES

 

Table 4.1           (Respondents Opinion) will you select

Table 4.1.2                 What has been the effect on your performance.

Table 4.1.3        In what way do you think that worker have shown elements of dissatisfaction with their job.

Table 4.1.4                 How could you rate the motivational factors in the

organisation.

Table 4.1.5                 Does your salary carry you through the month?

Table 4.1.6                 Do you engage in order business outside your work.

Table 4.1.7                 What in your opinion is responsible for it?

Table 4.1.8        Do you think if the condition of service is increased, that productivity could be enhanced.

ABSTRACT

 

According to N. C. Abah, motivation is the mind to do a thing because that thing has meaning to the person doing it. (N. C. Abah 1997: 115). Also Emma E. O. Chukwuemeka said that for an individual to be motivated, he must believe that an act on his part must be followed by a given outcome. (Chukwuemeka 1998: 171). Motivation has been defined in terms of how behaviour get started and how it is sustained, is directed, stopped and how it is sustained, is directed stopped and what kind of subjective reaction is present in the organism while all this is going on. (Jonesty Rored) Nebraska symposium on motivation as quoted by N. C. Chantsl pg 97 in his book public personnel and Administration).

The relationship between motivation and productivity is the backbone of this research work. The project is an arduous attempt to study the productivity, using Enugu State University of Science and Technology, (ESUT) as a test group. Specifically, the research intends to isolate and analyse the motivational techniques employed by analyse the motivational techniques employed by the mentioned university to solicit workers co-operation.

Methodologically, this study is descriptive and pattern of descriptive analysis is based on answers to certain research questions formulated by the researcher.

Statistically tool of the chi-square (x²) is used in analyzing the views of the respondents, the high lights drawn thereof;

1. Promotion of the Enugu State University of Science and Tec is a factor of Educational qualification and handwork.
2. The workers – boss relationship affects the overall productivity of the organisation.
3. Bureaucratic processes do not prevent the formulating and implementing effective staff maintenance technique.

TABLE OF CONTENTS

 

Title page

Approval page

Dedication

Acknowledgements

Table of contents

List of tables

Abstract

CHAPTER ONE

Introduction

1.1    Background of the study

1.2    Statement of the problem

1.3    Objective of the study

1.4    Scope of the study

1.5    Significance of the study

1.6    Definition of terms

References

CHAPTER TWO

Review of Related Literature

2.1    Introduction

2.2    Motivation – A theoretical discourse

2.3    Abraham Maslow Hierarchy of need theory

2.4    Fredrick Herzberg’s two-factor theory

2.5    Douglas Mcgregor’s Theory X and Theory Y

2.6    The concept of productivity

2.7    Enugu State University of Science and Technology; background information.

2.8    The governance of the university

2.9    The registry

2.10  Motivation in Enugu State University of Science and Technology

2.11  Discipline procedure

2.12  Suspension

2.13  Summary of the literature reviewed

References

CHAPTER THREE

Methodology

3.1    Research design

3.2    Area of the study

3.3    Population of the study

3.4    Sample and sampling procedure

3.5    Instrument for data collection

3.6    Validation of the instrument

3.7    Reliability of the study

3.8    Method of data collection

3.9    Method of data analysis

CHAPTER FOUR

Data presentation and analysis

 

 

CHAPTER FIVE    

Discussion, implications and recommendation

5.1    Discussion of results

5.2    Conclusion

5.3    Implication of the result

5.4    Recommendation

5.5    Suggestion for further research

5.6    Limited of the study

References

Bibliography

Questionnaire

 

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

In any given state different utility functions are performed. Some of these function services can be produced by private individuals but the cost will be high as to be beyond the financial reach of every individual who requires such essential goods, functions and services. In order to avoid such situations government decides to provide these essential functions and services itself. In doing so, the government does not want such services reasons to be under taken by a government departments or agency but instead sets up special institution, gives them legal and economic advice of edicts, decrees or acts of parliament to provide essential services. Among others, such organisation so set up became known broadly as state university or polytechnic.

Enugu state university of science and technology is Enugu state owned institution of higher learning established by the former Governor of Anambra State Chief (Hon) Dr. Jim ifeanyichuwku Nwobodo in 1980 following the creation of Enugu state in 1991, it became Enugu State University of Science and Technology. The institution is changed with the training of middle and high level manpower, carrying out research geared towards solving human problems among others. To achieve these goals and objectives, the university was staffed with different member of academic and non-academic staff.

Thus, all activities of any organizations are initiated and determined by the persons who make up that institution.

Dale Yoder (1972: 225) argues in affirmative, he contends that working organisations presumably begin with knowing the requirement of people, what ever may be their organisational goals and objectives, they can be implemented only through the end for the capabilities of people. Organisational structure must be manned or staffed, if they are to accomplish anything.

Human effort therefore is central to the attainment of any organisational goal.

The ability to motivate workers in any organisation will go a long way to enhance the organisational out put and productivity. Achievement of the workforce.

1.2     STATEMENT OF PROBLEM

1. ESUT staff are not paid as at when due, these had resulted in poor performance of staff.
2. The staff of ESUT are not usually exposed to in service and other training programmes which had resulted to inefficiency.
3. ESUT staff are not promoted based on merit but on whether the affected officer knew those in authority and it had caused low productivity, poor performance workers.
4. Incessant strike actions by staff of Enugu State University of Science and Tec, had also affected productivity of staff.

 

• PURPOSE/OBJECTIVES OF THE STUDY

The search for solution to the problems of motivation and productivity in Enugu State University of Science and Technology has almost proved futile. Those problems are multifarious and have provoked series of researches on how to reduce these anomalies to the warmest minimum and make Enugu University of Science and Technology (ESUT) achieve better result (training of Manpower).          

It is the objective of this research to show that if the motivational strategies are effective, Enugu State University of Science and Technology (ESUT) can improve her level of performance.

Therefore, the specific objective or purpose of this research could be narrowed down as follows:

1. To examine the effectiveness of the existing motivational strategies like in service and other training programes in ESUT.
2. To examine the factors effecting the non-payment of salaries in ESUT.
3. To identify possible steps to be taken in order to solve the problems of low productivity. This will include determining the extent workers negative emotion affects productivity in the institution.
4. To identify and pin down other variables that impede productivity in ESUT like incessant strike actions by the staff and others if different from the above.

1.4     SCOPE OF THE STUDY

The scope of this study is to identify and make recommendation on the effect motivation and productivity. In this regard, Enugu State University of Science and Technology was used as a case study. The study is meant for workers and staff of the university only.

Though this study is limited to ESUT, the findings and recommendations will all be applicable to other universities and tertiary institutions across the country.

1.5     RESEARCH HYPOTHESIS

According to E. C. Osuala, a hypothesis is a conjectural statement of the relationship between two or more variables.

Oji and Chukwuemeka (1999: 35) also contend that hypothesis are always in declarative sentence form. Therefore, it is not a question.

For the purpose of this study, the following hypothesis will be tested. They include;

Ho:    Increased productivity in ESUT did not impede as a result of poor motivational strategies.

Hi.    Increased productivity in ESUT is impede as a result of poor motivational strategies.

Ho:    The economic crunch experienced nation wide did not impede the favourable result of motivational factors.

Hi:     The economic crunch experienced nation wide impede the favourable result of motivational factors.

Ho:    Poor attitude to work did not impede productivity in Enugu State University of Science and Technology.

Hi:     Poor attitude to work impede productivity in Enugu State University of Science and Technology.

Ho:    Poor attitude to work impede productivity in Enugu State University of Science and Technology.

Hi:     Poor attitude to work impede productivity in Enugu State University of Science and Technology.

 

1.6     THE SIGNIFICANCE OF THE STUDY

Research arises according to Charles Worth, when there are problem to solve, peculiarities or puzzles about phenomena or the question of giving meaning to them.

Charles Wroth, (1980: 55) there are many reasons for the study of motivation and productivity in Enugu State University of Science Technology. One hinges on the importance of education to developing and developed nations, another is purely academic interest of knowing if motivation has a positive or negative correlation.

Such an evaluation will help to determine if the objective has been obtained. It would also be interesting to find out if other intervening variables like : –

• Poor staffing strategies.
• Bribery
• Corruption and

Finding could influence performance when motivational strategies managers, are effective. Lasting, organisations, managers, directors and policy formulators will gain a lot if they are aware of these factors that inhibit their employee to or form great performance and productivity.

1.8     DEFINITION OF TERMS

ESUT –        Enugu State University of Science and Technology.

Motivation – Is simply defined as the energizing force that induces and

maintains behaviour      

Strike –         For higher pay/against bad working conditions

In Service Training – Is a training conducted side the ministry/

organization by the top officials.

Productivity – Is the increase efficiency and the rate at which goods are

produced.

THE ROLE OF EFFECTIVE LEADERSHIP IN ACHIEVING ORGANIZATION OBJECTIVES (A CASE STUDY OF KADUNA POLYTECHNIC)

 

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ABSTRACT

This research is directed to examine the Role of Effective leadership style in achieving organization objectives a case study of Kaduna Polytechnic, Kaduna. The research work is divided into five chapters with each chapter is structured in such a manner as to ease understanding of the study, historical background of the study, statement of problems, objectives of the study, significance, hypothesis and definition and definition of terms. The chapter two is on review of related literature, the researcher reviewed text books, journals, seminar paper and all necessary materials to put a good work. Chapter three of this work describes the instruments used in collection of necessary data, chapter four of this project is based on presentation and analysis of data collected. The last chapter contains the summary, conclusion and recommendation necessary on the role of effective leadership in achieving Kaduna Polytechnic objectives.

TABLE OF CONTENTS

CHAPTER ONE
1.0 Introduction – – – – – – – – 1
1.1 Background to the Study – – – – – – 2
1.2 Statement of the General Problem – – – – 4
1.3 Objective of the Study – – – – – – – 5
1.4 Statement of Hypothesis – – – – – – 5
1.5 Significance of the Study – – 6
1.6 Scope of the Study – – – 7
1.7 Limitation of the Study – – – – 7
1.8 Historical Background of the Case Study – – 8
1.9 Definition of Terms – – – – – – – 10

CHAPTER TWO0
LITERATURE REVIEW
2.0 Introduction – – – – – – – – 13
2.1 Definition of Leadership – – – – – – 13
2.2 Who is a Leader? – – – – – – – 17
2.3 Leader’s Sources of Power – – – – – – 17
2.4 Styles of Leadership – – – – – – – 19
2.5 Function of Leadership in an Organization – – – 22
2.6 Theories of Leadership in an Organization – – – 24
2.7 Qualities of a Good Leader – – – – – – 30
2.8 Leadership and Workers Performance in Organization – 34
2.9 Good Leadership with Human Relation in Organization Management toward Achieving Organization Objectives 36
2.10 The Roles of Effective Leadership in an Organization – 39

CHAPTER THREE
RESEARCH METHODOLOGY
3.0 Introduction – – – – – – – – 42
3.1 Research Design – – – – – – – 42
3.2 Research Population – – – – – – – 43
3.3 Sampling size and Sampling Technique – – – 43
3.4 Methods of Gathering Data – – – – – – 44
3.5 Justification of the Method Used – – – – – 44
3.6 Method of Data Analysis – – – – – – 45
3.7 Justification of Data Analysis – – – – – 46
CHAPTER FOUR
PRESENTATION OF DATA AND ANALYSIS
4.1 Introduction – – – – – – – – 47
4.2 Data Presentation – – – – – – – 47
4.3 Test of Hypothesis – – – – – – – 58

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings – – – – – – – 61
5.2 Findings – – – – – – – – – 63
5.3 Conclusion – – – – – – – – – 64
5.4 Recommendations – – – – – – – 65
Bibliography – – – – – – – – – 68
Appendix – – – – – – – – – – 69

CHAPTER ONE:

1.0 INTRODUCTION

Organization are increasingly challenge with many complex problem. There is a general outcry that standard of organization are falling and output are flagging some blame the workers for this apparent decline in organization output, a thoughtful few think that they are due to the nature of change in all direction. Majority blame the management for the woes in our organization; manager are not as devoted and dedicated to the course of good output as their predecessors.

Management as a group blames the government for unattractive condition of services, policy implementation and poor physical facilities in the organization.
Therefore, an effective leadership influences a group of people in a particular situation towards the achievement of a goal or set of organization goals. The leader must be courageous in all aspect within the organization. An organization like Kaduna Polytechnic must have a leader who is focus and be able to defend his action and the interest of his subordinates. He must believes in his own potentials.

1.1 BACKGROUND OF THE STUDY
Leadership is a social influencing process for the attainment of goals. A leader is the most influential person in an organization who provides direction, guides group activities and ensure that group objectives are attained. The function of leadership persuades all organization; a good leader therefore is one who is capable of persuading others to move enthusiastically toward the achievement of group goals.

Alan and Robert defined leadership as a process where one person exert social influences over the member of a group. A leader then, is a person for the purpose of influencing their behavior. It is safe to say that:
– All leader have influence
– They provide direction
– They help in the achievement of groups
Leadership characteristically “induce” or “inspire” other to achieve.

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The Role of Human Resource Management Promoting Industrial Harmony

 

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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study
Human resource function becomes recognized as a central business concern sequel to its ability to integrate employee welfare and organizational objective and effective communication into strategic management. Human resource management seeks to eliminate the meditation role and adopts a generally unitarist perspective. It emphasizes strategy and planning rather than problem-solving and medication, so hat employee cooperation is delivered by programmes of corporate culture, remuneration, packaging, team building and management development for core employees, while peripheral employees are kept at arms length.

Human resource polices and practice are influenced by strategy and structure and by external factors such as trade unions, labour market situation and legal system. In reality most firms do not have such a well thought out sequential model in their human resource practices hence the role of human resource management in promoting industrial harmony in most organizations becomes vague. It is against this background that the researcher sees the subject matter: the role of human resource management in promoting industrial harmony in Nigeria Bottling Company Plc Kaduna, worthy being studied.

1.2 Statement of the problem

Productivity in most organization have comparatively taken a nose dive sequel to frequent industrial conflict. As such many organization has resorted to different means of resolving such conflict in the past but to know avail sequel to frequent agitation by worker for improved working condition and other workers interest and right. Hence optimal productivity has been hampered because of frequent industrial conflict as such many organizations has resorted to different means of resolving such because of it’s intended negative consequences such as down toll, which will affect sales, production decline, patronage and profit margin.

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MOTIVATION AND PRODUCTIVITY IN PUBLIC ENTERPRISES. A CASE STUDY OF DELTA STATE WATER CORPORATION

 

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CHAPTER ONE:

   Introduction

1.1   General Background        –       –       –       –       –       –       –

1.2   Statement of problem      –       –       –       –       –       –

1.3   Purpose of the  study       –       –       –       –       –       –

1.4   Research Questions –       –       –       –       –       –       –

1.5   Significance of the study  –       –       –       –       –       –

1.6   Limitation of the study     –       –       –       –       –       –

1.7   Definition of terms/ concept    –       –       –       –       –

CHAPTER TWO

2.1   Review of literature  –       –       –       –       –       –       –

2.2   Theoretical framework     –       –       –       –       –       –

CHAPTER THREE

3.1   Area of study    –       –       –       –       –       –       –       –

3.2   Population of study  –       –       –       –       –       –       –

3.3   Sample size      –       –       –       –       –       –       –       –

3.4   Sampling method/ Techniques        –       –       –       –       –

3.5   Data collection Technique/ Instruments –       –       –

3.6   Validity and  Reliability on its instruments      –       –

3.7   Administration of the instruments   –       –       –       –

3.8   Method of Data analysis –       –       –       –       –       –

CHAPTER FOUR

4.1   Analysis of Data Collection      –       –       –       –       –

4.2   Principle finding      –       –       –       –       –       –       –

CHAPTER FIVE

5.1   Interpretation   –       –       –       –       –       –       –       –

5.2   Summary –       –       –       –       –       –       –       –       –

5.3   Conclusion      –       –       –       –       –       –       –       –

5.4   Suggestion for further Research      –       –       –       –

Reference –       –       –       –       –       –       –       –       –

Questionnaire –       –       –       –       –       –       –       –

ABSTRACT

This is public cutlery on the ineffectiveness characteristics  of the  public sector. The question here is what actually is responsible  for the  general low  performance of workers in the  public sector?. The gap between poor motivation and low productivity in state-owned – corporation has to be filled. The environment in which its average  worker performs his job seen to be unfavourable to his or her maximum  contribution to the goals  and  objective of the  organization for these reasons, therefore this  research work is aim at  identifying roles motivation is playing in enhancing the  productivity of Delta State Water Corporation and  other  state enterprise. Recommendations were also forwarded based on the scientific approach of data collection. Some of these recommendations include that the tool of motivation should be made by the management to identify factors that are dearest to the heart of the workers and use them mostly. Secondly, strict supervisor or adherence to rules does not always provide positive results.

 

CHAPTER ONE

GENERAL BACKGROUND

1.1   INTRODUCTION

In the traditional African economy the necessity to study the motivation of workers would not have existed. This is  because , in the traditional set up , a family group consisted  a self-sustaining unit  appropriating any surplus  for their  own  use. The workers owned the means of production as well as the  products  of their labour.

But in the modern industrial capitalist economy, a  worker trades his labour  power  and skill and gets  as reward   only an infinitesimal bit  of the huge  profit derived from his  labour. He  is isolated  for making decisions  as to   the products of his labour  are utilized  or disposed  of.

How them does the  workers keep  going on knowing  full well, that all his efforts are  geared  towards  increasing the profit of his  capitalist  employer?. This bring up the issue of motivation.

As pointed out by Hicks (1972), people do not  work in organizations for the  sake of  work  itself  but rather  with the  ultimate hope  that they will achieve  their  individual objectives by hoping their organizations accomplish their  objectives; in this  sense , the  degree  of  commitment  of members to actively participate and contribute   through collective efforts is based  on their perception that the  organization would  enhance their  aspirations. Expectations of workers  and what  is obtainable in the work-place, made  mark, (1884), to assets  that the  gap between  the expectations of workers and the  realities of work  results  to deprivation and alienation.

The state  is the  greatest  employers of labour  like the  private  sector. The  choice  of the state  owned  establish like the Delta STATE  WATER  Corporation is founded  on the  reason stated  above, that  is to  say the  state  is one of the highest  employer of labour.

State and  public enterprises  are  set up or establishged  the sole  aim of the maki9ng profits. In other worda, they are  non-profit making organization, but  established to  provide  services that would  not have  benne  taken adequate  care of  the private  establishment is to  make profit, relate d  to the  profit that is  operation make  so that  it contains  an  incentive element depending  on profit. It may not be  outrageous to say  that  any  motivational measure  taken  by these  enterprise  may  not necessary  arise  from a  genuine desire to improve  the working conditions and quality  of services  but rather  would be predicated  on the  one-sided  wished to increase the profits of the capitalist  employers.

Motivation is  state-owned  corporations therefore is a  function which  management performs  to stimulate  employers, effective  and efficient  contribution to the achievement or organizational  goals and  quality  production.

1.2   Statement of Problem

A common accusation against  modern  industrial  society is that  it has  made  work dull and spiritless  especially for the workers.

The environment, the average workers performs his job is seen to be unfavourable and inimical  to his  or her  maximum contribution.

Hoe to get members of an organization to work willingly for the attainment of its objective  and goals  has been a major problem.

Managers of labour make a  lot of  assumptions about what  motivates  or should motivate  their workers without taking time  to find  out whether  these  assumptions are  valid or not.

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