AN EVALUATION OF PRIVATIZATION  PROGRAMME AS AN EFFECTIVE TOOLS FOR ENHANCING PRODUCTIVITY PUBLIC ENTERPRISE IN NIGERIA

(A CASE STUDY OF POWER HOLDING COMPANY NIGERIA PLC)

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CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

Privatization of state-owned enterprises (SOEs) has become a key component of the structural reform process and globalization strategy in many economies. Several developing and transition economies have embarked on extensive privatization and commercialization programmes in the last one and a half decades or so, as a means of fostering economic growth, attaining macroeconomic stability, and reducing public sector borrowing requirements arising from corruption, subsidies and subventions to unprofitable SOEs. By the end of 1996, all but five countries in Africa had divested some public enterprises within the framework of macroeconomic reform and liberalization (White and Bhatia, 1998).

In line with the trend worldwide, the spate of empirical works on privatization has also increased, albeit with a microeconomic orientation that emphasizes efficiency gains (La Porta and López-de-Silanes, 1997; D’Souza and Megginson, 1999; Boubakri and Cosset, 1998; Dewenter and Malatesta, 2001). Yet despite the upsurge in research, our empirical knowledge of the privatization programme in Africa is limited. Aside from theoretical predictions, not much is known about the process and outcome of privatization exercises in Africa in spite of the impressive level of activism in its implementation.

Current research is yet to provide useful insights into the peculiar circumstances of Africa, such as the presence of embryonic financial markets and weak regulatory institutions and the manner in which they influence the pace and outcome of privatization efforts. Most objective observers agree, however, that the high expectations of the 1980s about the “magical power” of privatization bailing Africa out of its quagmire remain unrealized (Adam et al., 1992; World Bank, 1995; Ariyo and Jerome, 1999; Jerome, 2005).

As in most developing countries, Nigeria until recently witnessed the growing involvement of the state in economic activities. The expansion of SOEs into diverse economic activities was viewed as an important strategy for fostering rapid economic growth and development. This view was reinforced by massive foreign exchange earnings from crude oil, which fuelled unbridled Federal Government of Nigeria (FGN) investment in public enterprises. Unfortunately, most of the enterprises were poorly conceived and economically inefficient. They accumulated huge financial losses and absorbed a disproportionate share of domestic credit. By l985, they had become an unsustainable burden on the budget.

With the adoption of the structural adjustment programme (SAP) in 1986, privatization of public enterprises came to the forefront as a major component of Nigeria’s economic reform process at the behest of the World Bank and other international organizations

 

1.1.1  HISTORICAL BACKGROUND OF POWER HOLDING COMPANY           NIGERIA

A major energy product which has emerged from the development of Nigeria’s energy resources is electricity. Although at independence in 1960 the country inherited a rudimentary electric power generation and distribution system under the Electricity Corporation of Nigeria (ECN) and later changed to NEPA.

Nigeria’s Electric Grid is being run on hydroelectric and thermal plants. The former are predominantly utilized in the northern part of Nigeria while the later which are fueled by petroleum appear to be largely favoured in the southern parts. The disadvantages of these approaches become evident in the harmattan seasons when the water level drops and in the chronic spate of fuel scarcity.

Nigeria has about 5,900MW of installed electric generating capacity consisting of 3 hydro-based stations and 5 thermal power plants. Nigeria faces a serious energy crisis due to declining electricity generation from the power plants. Power outages are frequent and the power sector

AN APPRAISAL OF THE RELEVANCE OF FINANCIAL INCENTIVES TO WORKERS MOTIVATION

(A CASE STUDY OF NATIONAL BOARD FOR TECHNICAL EDUCATION, KADUNA)

COMPLETE MATERIAL IS N5,000.

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ABSTRACT

A part from the basic objectives of this research thesis, the impartial fulfillment for the award of master degree in Public Administration in the Department of political Science And Defence Studies, Nigerian Defecnce Academy, Kaduna. The thesis was conducted primarily to ascertain the effectiveness of financial incentives to workers motivation in National Board for Technical Education.

The whole research was divided into five chapters. Chapter one deals with the General Introduction, Background to the study, Statement of the Research Problems, Study, Research Questions, Objectives of the study, Hypothesis, Significant of the study,   Methodology, Sources of Data Collections, Scope and Limitations of the Study and Definitions of Terms.

While Chapter two highlight Literature Review and Theatrical Frame Work, introduction motivation Concepts, Extrinsic Motivation, Six basic Desires Concepts, Transcendent motivation, Self determination and Self Control, Motivation and Incentives as viewed by various School of Thought,  Theoretical Framework and Incentive theory.

However, Chapter three discussed extensively on the Historical Background of National Board for Technical Education, Kaduna. Introduction, Functions of the Board, The Structures of the Board, The Departments of the Board, Major Achievement of the Board, Challenges of the Board, Lingering issues in Federal Polytechnics.

Chapter four, presented and analyzed financial incentives to workers motivation in National Board for Technical Education, Data presentations and Analysis, Presentation of Tables, Pie Chart Computation and Major findings.

Chapter five, highlighted the Summary, Conclusion and Recommendations of the Study, Appendices and Bibliography of the Thesis. The researcher gave some recommendations which we hope will help to minimize the problems and enhance productivity, efficiency and Industrial harmony in the Organization. More so, in identifying the above problems not intented to discredit the present system being in operation in the organization but there are merely views as depicted through and felt in the course of the research carried out.

If researcher’s views and suggestions were implemented well, it may definitely lead to greater productivity, job satisfactions and Industrial harmony between the workers and Management of National Board for Technical Education, which will stand the test of time and assist in enhancing workers performance.

 

 

 

 

 

 

TABLE OF CONTENTS

CONTENT				PAGE
Title Page				i
Approval Page				ii
Declaration				iii
Dedication				Iv
Acknowledgment				V
Abstract				vi
Table of Contents				vii
CHAPTER ONE
1.1			Background to the Study
1.2			Statement of the Problem	1 – 5
1.3			Research Questions	7 – 8
1.4			Objectives of the Study	8 – 9
1.5			Hypothesis	9
1.6			Significance of the Study	9 – 10
1.7			Methodology	11
1.7.1			Sources of Data Collection	11
1.8			Scope and limitation of the Study	12 – 13
1.8			Definitions of Terms	13 – 14
CHAPTER TWO
LITERATURE REVIEW AND THEATRICAL FRAME WORK
2.0		Introduction		15
2.1.1		Motivation Concepts		15 – 16
2.1.2		Intrinsic motivation and the sixteen basic desires concepts		16 – 18
2.1.3		Transcendent motivation, self determination and Self Control		18 – 19
2.1.4		Motivation and incentives as view by various School of thought.		19 – 33
2.2		Theoretical Framework		33
2.2.1		Theoretical Theory		33 – 35
CHAPTER THREE
RESEARCH METHODOLOGY
3.0		Introduction		36 – 37
3.1.1		Functions of the Board		37 – 40
3.1.2		The Structures of the Board		40
3.1.3		The Board is Structured into Four Departments		40 – 41
3.2		Major Achievements of the Board		46 – 47
3.3		Challenges of the Board		47 – 48
3.4		Lingering Issues in Federal Polytechnics		48
CHAPTER FOUR
Financial Incentives to workers motivation in NBTE
4.1		Introduction		49
4.2		Data Preparation and Analysis		50 – 65
4.3		Pie Chart Computations		65 – 67
4.4		Major Findings		68 – 69
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1	Summary			65
5.2	Conclusion			68
5.3	Recommendations			69
5.4	References			72
	Appendix I			80

 

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study       

In the word of Armstrong (1988), the process of motivation is initiated by the conscious and unconscious recognition of an unsatisfied need. A goal is then established which, it is thought will satisfy the need and of course action is determined that lead towards the attainment of a goal. Management should provide incentive schemes and pay workers on the basis of the result they achieve on the job instead of the more physical routine performance series activities and to retain them on their job making them feel satisfied, a motivationally-oriented wage system must adequately distinguish “Naira” wise between the different levels of efficiency for the people performing essentially job and different job categories and specialization.

In every organization, the management emphasis on high productivity, quality of services, quality workmanship, industrial peace, cooperative labour etc. On the other hand, employees need fair wages, job satisfaction, good working conditions, participation in decision making, self recognition and opportunity for advancement.

Organizations and managers have suffered tremendously in trying to utilize their human resources, they usually encounter frequent industrial conflicts and several unresolved agitations by workers and different categories of employees basically steaming from one form of dissatisfaction or the other. The main point of misunderstanding between management and employees/workers in most cases is found in the arrears of inadequate and inequitable monetary rewards.

Financial incentive as we all know is a process of guiding the conduct and influencing people so that they strives individual or group towards the achievement of group goals. Every employee comes to an organization with one motive, to earn a living and financial incentive play a vital role in the lives of these employees. Taking away financial incentive might jeopardize this individual or the group interest. Management on the other hand, established the organization for the purpose of return of investment and profit making, high productivity, quality of services, industrial peace, cooperative labour and to remain a going concern. Skinner B. F. (1953), states that by providing properly scheduled rewards is possible to influence behaviours.

The objective and purpose of this study is to examine whether or not financial incentives has contributed to workers performance and industrial harmony in National Board for technical Education. This research is by no means exhaustive but will help the establishment to take a second look that financial incentives has a significant role to play in maintaining industrial peace, increase productivity and boost the morale of the employees in an establishment.

It has generally been observed and noted that in a sample group of workers performing the same type of job, some do it better than others. This observation will raise and arouse the notion or questions or psychological tendencies, interest and differences in performance.  One school of though holds the view that “differences in performance reflect varying characteristics, abilities and skills on the part of ‘workers’. F.B. Skinner, (1985), an Industrial psychologist argues that differences in performance of workers doing the same kind of job,  might be as a result of extra monetary rewards attached to the job, conductive working environment or friends they meet in the workplace.

As a result of these possibilities, recognition and thorough understanding of workers needs/wants before adopting any form of motivational techniques such as financial rewards (money) human relations, conducive, working environment, leadership and good supervision among others, becomes apparently important since these factors has different influence and impact on different categories of workers and individuals.

The complexity of human nature, expectation, urges and drives/motives make the art of motivation of workers and employees a critical and complex point for consideration. A definite answer could not be reached since people differ in characteristics, background, traits, and needs. Thus it becomes imperative for the manager to incorporate positive motivational incentive programmes to motivate workers

ADVANTAGES AND DISADVANTAGES OF THE ROLE OF YOUTH IN NATION DEVELOPMENT

COMPLETE MATERIAL IS N5,000.

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CHAPTER ONE

1.0    Introduction

Johnson (1998) viewed that role is the dynamic or behavioural aspect of status or a role is the manner in which an individual fulfils the obligations of status and enjoys it privileges. It is a part on which someone is given to participate on.

 

Yakine (1999) said youth means young and   aspiring person male or female ranging from the age of 18 to 35 years, that is the period of adolescence and early adulthood.

 

Jacki (2001) viewed that nation is a large body of people  united by common decent, culture, language, inhabiting a particular state, or tertiary.  A nation could be seems as a group of people with the same language, culture and history, who live in a  particular geographical boundary  under one government.

Chillegbu (2003) development can be classified into two separate line of definition they are:

First: he said  it concerns change in distribution of materials goods and the nature of social relation, this carries the nation social development which focuses attention on the quantities  and distribution changes in the structure of the society through the elimination of the benefits of economic growth among the people development should be conceive as a  multi-dimensional process involving changing in  structures, attitude and institution as well as the acceleration of economic growth the reduction inequality and eradication of absolve poverty and unemployment.

 

Secondly He viewed that development it is concerned increased production of materials goods and services which carry the nations economics growth, the focus here is quantitative process of production and use of  resources.

 

1.2    Statement Of The Problem

This study was concerned with the role of youth in nation development in Katagum local government area of Bauchi state.

The condition of Nigerian youth still leaves a lot to be desired, more needs to be put in  place  by the  government to empower and get them fully involved with the task of

QUALIY CONTROL AS A MEANS OF ENHANCING PRODUCTIVITY IN A PRODUCTION COMPANY (A CASE STUDY OF LIFE FLOUR MILLS NIGERIA LIMITED).

 

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ABSTRACT

The pervasive influx of low quality product into the market has triggered the turning point for all production companies. Production companies that work towards excellence now inculcate quality in their operations. Given that consumers would always patronize products of companies that guarantee high quality; this research is directed towards determining quality control as a means in Production Company, and how to attain high quality products. This project is divided into five chapters. Chapter one, the introduction gives a descriptive of the effect of quality control, low substandard product, on the market, over the years. Chapter two is the literature review which gives a vivid review of some of the works and writes up of quality control and productivity. Chapter three is the research methodology. It shows the methodology and procedures adopted in collecting data for his work. the primary data used were collected from the cadres of worker in the quality control department of Life Flour Mills Nigeria Ltd. Chapter Four, the data analysis and hypothesis testing. The level of significance used is 0.05 Hypothesis were tested using the chi-square (X²) techniques in order to establish facts relevant to the research. Lastly, chapter five contains the summary of findings, conclusion, implications of findings and recommendations.

 

 

 

TABLE OF CONTENT

Title page…………………………………………………………….……….i

Certification……………………………………………………..……………ii

Dedication……………………………………………………………………..iii

Acknowledgment………………………………………………………….iv

Abstract……………………………………………………………………vi

Table of content………………….……………………………………… vii

CHAPTER ONE

1.1     Background to the study…………………………………………….1

1.2     Statement of the problem ……………………………………………2

1.3     Research question…… ………………………………………………2

1.4     Objective of  Study…………………………………………………..5

1.5     Statement of  Hypothesis …………………………………………….5

1.6     Significance of the study …………………………………………..…6

1.7     Scope of the study …………………………………………………..7

1.8     Limitation of the study ………………………………………………7

1.9     Definition of term ……………………………………………………9

CHAPTER TWO

2.1     Introduction ……………………………………………………….10

2.2     The concept of quality………………………………………………11

2.2.1  Quality control …………………………………………………….15

2.2.2  Quality control and procedure …………………………………….19

2.2.3  Statistical quality control (S.Q.C) …………………………………..22

2.3     The setting of standard ………………………………………………27

2.4     Government regulation on quality ………………………………….29

2.4.1  Standard organization of Nigeria (SON) ……………………………30

2.5     Quality management ………………………………………………..32

2.5.1  Quality planning …………………………………………………….33

2.5.2  Quality Auditing ……………………………………………………33

2.5.3  Quality policy formation ……………………………………………34

2.6     The concept of total quality management …………………………..35

2.7.    Why productivity important…………………………………………41

2.8     Summary of review of related literature ……………………………43

CHAPTER THREE

Methodology

3.1     Introduction …………………………………………………………44

3.2     Research design ……………………………………………………..44

3.3     Basical sampling ……………………………………………………45

3.4     Source of data collection ……………………………………………45

3.5     Description of researcher Institute ………………………………….46

3.6     Method of communication of the research instrument ……………..46

3.7     Field work …………………………………………………………..47

3.8     Description of data presentation and analysis tools …………………47

3.9     Discussion of data analysis …………………………………………48

3.10   Reliability of the instrument ………………………………………..48

3.11   Validity of the instrument …………………………………………..49

CHAPTER FOUR

Presentation analysis and interpretation  of primary data

4.1     Introduction …………………………………………………………50

4.2     Does your company organise programme to educate you on the

latest quality control techniques………………..……………………53

4.3     Re-statement analysis of research question …………………………55

4.4     Hypothesis ………………………………………………………….62

4.5     Discussion of findings ……………………………………………..67

CHAPTER FIVE

5.1     Summary of findings ………………………………………………69

5.2     Conclusion …………………………………………………………70

5.3     Implication of findings …………………………………………….71

5.4     Recommendations …………………………………………………71

Reference ………………………………………………………….74

Appendix …………………………………………………………..76

Research question ………………………………………………….77

 

 

 

 

 

 

 

 

 

 

 

CHAPTER ONE

1.1     Background to the Study

All organization whether public, private , statutory  or charity on their business with an underlying primary objectives, which may be profit maximization risk- diversion, society responsibility or width usually represented by asset holding.

Besides the core objective, there exist a  subsidiary objective either explicit or implicit in the policy statement of those organisation which serve as a catalyst for achieving the overall organisation objective, for most production campaigns, this subsidiary objective is customer satisfaction

(Ijewore, 2003).

The influx of substandard production into the market has triggered consumer’s consciousness to what they buy in the market, consumers are rational. They want maximum benefit and satisfaction from a product a service by spending little amount of money of it.

Distinct characteristics such as high quality and suitable price have the effect stimulating an increase demand for particular product and less preference for competing hands of products.

Since customers are the ultimate judge of the specific brand of product to purchase, customer satisfaction is targeted by providing product with suitable price and unique quality which meet the final consumer needs and specification. A product therefore posses the ability to consistently meet or exceed customers expectation quality control is therefore nitty-gritty for any production company that seek to enhance productivity.

One of the ways in which productivity can be improved in an organisation is inculcate quality control in its operation. The level of productivity achieved has become a yardstick for measuring the achievement or progress made by a country or company overtime (Banjoko, 2004) in today’s business word, the may pre-occupation of most business organisation in high trying recruit and satisfy employee who are suppose to fit into their position, the organisation to product according to the predetermined standards or achieve organisation objectives. According to Nickels (2005), “ Productivity is the volume of goods and services that one worker can produces “. It is the relationship between output and input.

Standard products over the years in the market and their effect on consumers have raised an issue of concern to some organisation. The Federal Government of Nigeria in recognition of the importance of the high quality to healthy agencies to guarantee this, and these agencies includes the National Agency for good and Drug Administration control (NAFDAC) the standard organisation (SON), the Nigerian Institute of standard (NIS), the Federal Ministry of Health, e.t.c

These agencies were set-up to ensure that producers of goods conform to predetermined quality standards and market products that are neither nor contaminated.

The Director General of Standard Organisation (SON), Dr. John Akpanya in his key note address the Auto spare parts and machinery Dealers Association  (ASPAMDA) at a seminar in Lagos and said “ there is urgent need to develop quality culture in Nigeria as quality culture in Nigeria is the key to survival, growth and competitiveness “ this statement denote that any firm that does not meet up with the set quality standard will be left behind.

Therefore, it is needful that firms include quality control in their operation . it production companies in Nigeria aspire to meet up with the challenges prevalent in the business word, the quality control is inevitable.

If a firm seeks to enhance productivity quality control must be introduced and improved. There should be continuous improvement in their firms operations as this will result to standard products and bring about customer’s satisfaction

1.2     Statement of Problem

          Despite attempt by various regulatory agencies on quality standard to build quality into firms, there has been low productivity and

THE ROLE OF HUMAN CAPITAL MANAGEMENT IN ORGANIZATION EFFICIENCY IN PEUGEOT AUTOMOBILE OF NIGERIA KADUNA (PAN)

 

COMPLETE MATERIAL IS N5,000.

Foreign Transaction For Dollars Payment :
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Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
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Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

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form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 24 HOURS

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ABSTRACT
The study extammed the role of human capital management in organization efficiency in Peugeot automobile of Nigeria Kaduna. The research objective were to examme the nature of recruitment and selection adopted by the organization in Peugeot automobile of Nigeria Kaduna, to know the extent to which human capital management is important and to also identify the problems the organization encounter in managing their human capital and there causes. To provide solution to the study. A survey research design was adopted for the study. Questionnaire and documentary sources were used for data collection. The statistic mean score was used to analyze data obtained from the field with a total population of 215 employees and 80 sample size was used. The findings of the study reveal that encouraging team work and cooperation is an essential means of effective human capital management leads to workers high and enhances efficient performance. In conclusion, the research recommended that the management should ensure that there is an established human capital management to serve as a guide for the recruitment exercise of the organization in order to improve workers productivity.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

For an organization to effectively and efficiently achieve its organization objectives there must be human capital management, reporting, measurement and drawing conclusion about the significance of the outcomes of measurement as a guide to future action. Human capital management focuses the attention of an organization leadership team on the strategies it should adopt. It identifies these aspects of people management that demonstrably have the greatest bearing on business performance. It clarifies the return that can be obtained in terms of increased profitability, productivity and overall effectiveness arising from the development deployment and engagement of the people the organization needs to active its goals HCM points the way to achieving human capital advantage by highlighting where and how investments in people generate the highest returns. It ensures that HRM policies include knowledge management, resourcing, talent management, performance, and reward and recognition processes, which will bring organizational efficiency. This research project intends to practically study how human capital management impacts on organizational efficiency

1.2 STATEMENT OF PROBLEM

Human capital management (HCM) has been described as “a strategic approach to people management that focuses on the issues that are critical to an organizational success” in teams of competences, knowledge and personality.(Armstrong 2007) Apparently human capital management has been experiencing many problems ranging from poor designing and implementation of human capital strategy, ineffective human capital measurement, inadequate human capital reporting system, huge investment of money on physical management than human capital management and ineffective human management technique.

This research project intends to look at how small and medium scale industries have been grappling with these and other problems with particular reference to their efficiency. For lack of time and resources, the research will focus one Peugeot, Automobile of Nigeria Kaduna.

1.3 OBJECTIVE OF THE STUDY

i. To examine the nature of recumbent and selection adopted by the organization.
ii. To know the extent at which human capital management is important in Peugeot Automobile of Nigeria Kaduna (PAN).
iii. To identify the problems the organization encounter in management their human capital and there causes capital.