Category Archives: Business Administration Project MaterialS topics preview

Business Administration Project MaterialS topics preview,Why students embark on business administration project topics and materials in Nigeria? , how to research Business Administration Project Topics and Materials in Nigeria

Banking And Finance Project MateriaLS PREVIEW, Business Administration Project MaterialS topics preview

ACHIEVING ORGANIZATIONAL OBJECTIVES THROUGH EFFECTIVE COMMUNICATION

ACHIEVING ORGANIZATIONAL OBJECTIVES THROUGH EFFECTIVE COMMUNICATION

(A Case study of Bank PHB PLC, Kaduna)

Click here to download our android mobile app to your phone  for more materials and others

Note: our case study can be change to suit your desire location . we are here for your success.

ORDER NOW

COMPLETE MATERIAL  COST  N2,500 Or $10.  FRESH  PROJECT MATERIAL  COST 50,000 NAIRA FOR UNDERGRADUATE, OTHERS 100,000 -200,000 NAIRA.

MAKE YOUR PAYMENT  INTO ANY OF THE FOLLOWING BANKS:
 GTBANK
Account Name : Host Link Global Services Ltd
ACCOUNT NUMBER: 0138924237
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631

Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
Dollar conversion rate for Naira is 175 per dollar. 

Note:  We accept bank transfer, ATM cash transfer , Online payment using your ATM , Western union bank transfer.  We will respond to you anytime of the day. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

Enter Amount

CALL OUR  CUSTOMERS CARE  OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

08074466939 or 08063386834, YOUR PROJECT TITLE  YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 1 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

WE HAVE SECURITY IN OUR BUSINESS.   

MONEY BACK GUARANTEE

 

ABSTRACT

Effective communication in any organization, regardless of its type and size remains critical to the achievement of organizational objectives.  This is more so, when any break communication will result in chaos, misunderstanding and conflict.  Bank PHB, PLC lays great emphasis on both oral and written communication for the successful accomplishment of its goals and objectives.

 

The objectives of this study therefore are; to find out different methods and channels of communication and how these can best be used in achieving organizational goals.  It was to also find out the barriers and problems of communication and how they can be solved.  Consequent upon which, some recommendations were to be made on how organizations can improve their system of communication for optimum performance and higher productivity.  The study adopted the descriptive method through structured means.  The data collected for this study were qualitative. Therefore, the research relied on descriptive analysis.

 

A summary of the findings indicate that effective communication is an important factor for any organization that wants to achieve its objectives.  While it was also discovered that ineffective communication could lead to difficulties such as breakdown in communication, low morale, industrial conflict and low productivity.

 

The study proffers strategies to overcome the identified problems and also improve on the existing means of communication.

 

CHAPTER ONE

1.0    Introduction———————————————————–

1.1    History and background of the study———————————-

1.2    Statement of the problem——————————————

1.3    Objective of the study———————————————-

1.4    Research hypotheses————————————————

1.5    Significance of the study—————————————–

1.6    Scope and limitations of the study———–

 

 

 

 

CHAPTER TWO

2.0    Literature review

2.1    An overview of the objectives of communication——————

2.2    Organizational communication—————————————-

2.3.1 The structure of organizations—————————————-

2.3.2 Organizational chat showing the product structure—————-

2.3.3 Matrix structure———————————————————

2.4    Organizational objectives———————————————-

2.4.1 Profitability objective—————————————————

2.4.2 Employee oriented objective——————————————

2.4.3 Efficiency and Innovation objectives———————————

2.5    Communication flow in organizations——————————–

2.5.1 Communication process————————————————

2.5.2 Communication means/medium in PHB——————————

2.5.3 Direction of flow———————————————————

2.6    Communication Network————————————————

2.7    Communication Barriers————————————————-

2.8    Conquering the communication Barriers in organizations———-

 

 

CHAPTER THREE

 

3.0    Research Methodology

3.1    Introduction———————————————————–

3.2    Research Design——————————————————-

3.3    Population of the study———————————————–

3.4    Sample size and sample Techniques——————————–

3.5    Instrumentation——————————————————–

3.6    Administration of the instrument————————————

3.7    Procedure for statistical Analysis————————————

 

CHAPTER FOUR

4.0    Introduction ———————————————————-

4.1    Presentation and Analysis of Data———————————-

4.2    Test of Hypotheses—————————————————-

CHAPTER ONE

INTRODUCTION

  1. INTRODUCTION

Communication is the glue that holds organisations together.  Communication assists organizational members to accomplish both individual and organizational goals, implement and respond to organizational changes, coordinate organizational activities, and engage in virtually all organizationally relevant behaviours.  Yet, as important as this process is, breakdowns in communication are pervasive.  The anonymous with who said  “I know you believe you understand what you think I said but I am not sure you realize that what you heard is not what I meant” was being more than humorous; she or he was  describing what every one of us has experienced: a failure to communicate.

 

To the extent that organizational communications are less effective than they might be, organizations will therefore be less effective than they should be.  For example in many companies, new employee orientation programs represent the first important opportunity to begin the process of effective communication with an employee.  At Marriot International, the worldwide hotel and resort chain, 40 percent of new employees who leave the organization do so during the first three months on the job.  At least that had been true historically.  Recently, the rate of departures has been significantly reduced because Marriot has embarked on a concerted effort to improve the content and manner in which it communicates with new employees during orientation.  In addition to formally providing more information, each new employee is assigned a “buddy” who serves as a vital communication link to which the newcomer has unrestricted access. Marriot helps ensure that its frontline service personnel communicates effectively with their guests by ensuring that Marriot Communicates effectively with its employees starting from their very first day on the job.

It would be extremely difficult to find as aspect of a manager’s job that does not involve communication serious problems arise when directives are misunderstood, when casual kidding in a work group leads to anger, or when informal remarks by a top-level manager are distorted.  Each of these situations is a result of a break down somewhere in the process of communication.

Accordingly, the pertinent question is not whether managers engage in communication inherent to functioning of an organization.  Rather, the pertinent question is whether managers will communicate well or poorly.  In other words, communication itself is unavoidable.  Every manager must be a communicator.  In fact, everything manager communicates something in some way to somebody or some group  the only question is “with what effect?” This point will become apparent as you proceed through the chapter.  Tremendous advances in communications and information technology among the people in organizations leaves much to be desired.  Communication among people does not depend on technology but rather on forces in people and their surroundings.  It is a process that occurs within people. Below is a simple input-out diagram showing the process of communication flow and evaluation.

 

Communication also serves as an instrument of social interaction. It help us to understand people, to understand them and predict their responses to situations.  It is a means by which power is acquired, exercised and sustained; it is the medium through which relationships are established, attained and

Business Administration Project MaterialS topics preview

AN EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS.

AN EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS.  (A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) PLC ENUGU ZONE)

 

COMPLETE MATERIAL IS N5,000.

MAKE YOUR PAYMENT  INTO ANY OF THE FOLLOWING BANKS:
 GTBANK
Account Name : Host Link Global Services Ltd
ACCOUNT NUMBER: 0138924237
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631

Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
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. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

Enter Amount

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

CALL OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

08074466939 or 08063386834, YOUR PROJECT TITLE  YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

WE HAVE SECURITY IN OUR BUSINESS.   

MONEY BACK GUARANTEE!!!

                            ABSTRACT

  This research work was designed to study training and development of employees in service organization.

This study titled “An Evaluation of the effect of manpower training and development in service organizations. A case study of power holding company of Nigeria (PHCN) PLC Enugu Zone is of/with the view of finding out the way by which training and development can be conducted.

The objective of the study is to highlight the advantages of human resource training and development and recommend an appropriate measure that could help improve the current human resource training programmes. Relevant data for this research work were collected from both primary source and secondary source of data. A descriptive method was used for this study. The total population of the staff in the organization is 250 out of which questionnaires were drawn from staff of the organization which constitute a sample size of 154.  The statistical instrument used in testing the validity of the hypothesis was chi – square. Among the major findings of the work was that training and development programme improve productivity and better performance. The research therefore recommended that there should be a free flow of information to enable all the staff to be aware of the training and development programme available to them both internally and externally.

 

TABLE OF CONTENT

Title Page

Certification

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE  

 INTRODUCTION

  • Background of the study
  • Statement of the problem
  • Objective/purpose of the study
  • Research Questions
  • Statement of Hypothesis
  • Significance of the study
  • Scope and limitation of the study

CHAPTER TWO

REVIEW OF RELATED LITERTURE

  •   Theoretical framework for the study

2.2      Historical background

2.3      Current literature on theories post

Reference

CHAPTER THREE

RESEARCH DESIGN

  • Research Design
  • Sources of data

3.2.1    Primary sources of data

3.2.2    Secondary sources of data

3.3       Population of the study

3.4       Sample design and determination of sample size

3.5       Methods of data collection

3.5.1    Questionnaire design, distribution and collection of

responses

3.5.2    Secondary method of data collection

3.6       Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

  • Data Presentation and Interpretation
  • Test of Hypothesis

 

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

  • Summary of findings
  • Conclusion
  • Recommendation

Bibliography

Appendix

Questionnaire

 

 

 

                                     CHAPTER ONE

                                 INTRODUCTION

  • BACKGROUND OF THE STUDY

Manpower training and development must be based on a need analysis derived from a comparison of “actual performance’’ and behavior with “required performance’’ and behavior. Manpower training and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.

Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce inturn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise.

Training is like sharpening an existing skill in order to reflect the trends in technology and other social –cultural environmental changes of an organization. Productivity is the goal of today’s competitive business world and training can be a spring board to enhance productivity. The aim is to enable them contribute their full measure to the welfare, health and development of the organization (onah 1993). The main objective of training and development in service organization is to increase efficiency of employees with the resulting increase in corporate productivity. This accounts for why a large number of fund and time is expected by organization at one period or the order in the improvement of the skills of their employees at various levels.

The principal intention of training according to AKPAN (1982:128), is to equip people with the knowledge required to qualify them for a particular position of employment, or to improve their skills and efficiency in the position they already hold.

Manpower development on the other hand, implies growth and the acquisition of wide experience for future strategic advantages of the organization.

Manpower training and development therefore, improves the effectiveness and efficiency of the employee. Therefore, the aim of this research is to know the current state, nature, procedure and method of training and development used by the power holding company of Nigeria (PHCN) for their employees and let’s not forget that any organization that has no plan for the training and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption in the field of personnel management says, “If you think training and development are expensive try ignorance’’. While training and development prosper organization, ignorance destroys it. Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit.

 

  • STATEMENT OF THE PROBLEM

This research as it deals with the training and development of employees in service organizations is intended to find out the efficiency and effectiveness of training and development programme in service organization with reference to power holding company of Nigeria (PHCN) Enugu Zone. Since power holding company of Nigeria (PHCN) is an organization governing the use of electricity in Nigeria serves as a source of electricity supply, distribution and maintenance round the Nation. For this reason, it encounters numerous problems which range from:

  • Lack of qualified instructors and consultants to undertake training courses,
  • Lack of essential training tools, to
  • Lack of effective communication within the organization which makes it impossible for most employees to know about training opportunities available to them.
Business Administration Project MaterialS topics preview

IMPACT OF RECRUITMENT AND SELECTION PROCEDURE ON EMPLOYEE’S PERFORMANCE IN LEAD WAY ASSURANCE COMPANY

IMPACT OF RECRUITMENT AND SELECTION PROCEDURE ON EMPLOYEE’S PERFORMANCE IN LEAD WAY ASSURANCE COMPANY, KADUNA

Complete Material: N5,000. Order Now

ABSTRACT

The research work undertaken is on “Impact of recruitment and Selection Procedure on Employee’s Performance” a case study of Lead Way Assurance Company, Kaduna. For the research work to be adequately understood the researcher introduced the subject matter by highlighting the statement of the general problem, the researcher hopes to get with kin interest the importance attached to impact of recruitment and Selection especially as it affects the organization. Also the researcher hopes to find out problems associated in Recruitment and selection and it emphasis the importance and variable that will bring about good decision within the organization. Also the research project touched the method of gathering data use in this study, the use of primary method was used which is the questionnaire and the personal interview method for gathering all the data, this was used for the purpose of documentation, accuracy and references. The researcher also went further by analyzing the findings of this research work. The researcher used a sample size or twenty five (25) which is the total population of the staff of Lead Way Assurance in collecting the data. The data collected were tabulated and analyzed simple percentage. Finally, the researcher ended this study with an appropriate recommendation, where he stated that Incentives should be encourage by providing free medical facilities, housing allowances, transport allowances, staff welfare etc when all these have been provided it will enhance the level of productivity of the staff of the Board. The researcher also recommended that The actual method of inter actions can be determined by subsequent training needs.

CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND OF THE STUDY
The success or failure of any organisation depends upon the management of its materials’ financial and effective management of resources like staff or management resources. This means that the human resource requirement of any organization has to be planned. No organisation can grow effectively unless the function of manpower planning is carried out effectively.

The provision of human resources manager with an analytical framework designed to assist in the prediction and prevention of possible problems. The approach encourages being proactive, and considering the nature that influences the activities of human resources management and explores the significance for two human resources activities in particular. The two of which are employee selection procedures.

The recruitment and selection procedure sets out how to ensure as far as possible, that the best people are recruited on merit, and that the recruitment process is free from bias and discrimination.

There is high labour turnover within poor recruitment and selection of staff or inadequate staffing procedure is contributing to this high labour. It must be realized high labour turnover amount employer is not only waste of resources in terms of staffing but make a heavy demand on the time of the department concerned as they would always need to recruit new employees.

Selection of employees is the vital processes for a successful organisation, having the right staff can improves and sustain organisation performance and the selection procedure.

Recruitment procedures outline in details the specification taken. It appears to follow different pattern’s from one organization to another, this differences is not in recruitment itself but on the policy of the organization.

However, the organization should develop these procedures in accordance with the following concepts.
1. Procedures are not ends unto themselves, they are means to an end. The objective should be to develop a series of procedures that will facilitate accomplishment of task with minimum effort.
2. Procedures should be designed to facilitate communication and co-ordination of various efforts.
3. Effective operations require that responsibility be clearly designed for the accomplishment of each procedure. Failure to do so will result to overlapping to efforts and conflict between operating personnel.
4. Procedure permits management by exception “a procedure should be establish at the lowest organizational level.

1.1 STATEMENT OF THE PROBLEM
The following are the problem to be considered as regards to the topic:
The partial selection to staff sectionalisation and God-fatherism in recruitment procedures in an organisation, lack of inadequate of recruitment and selection staff follow the stipulated procedures by the organisation, the problem of inadequate selection of personnel in the organisation demote morale of staff as well as their effective performance, lack of recruitment and selection procedures to carry out in the effective way in an organisation.
In any organisation, the fact remains that the efficiency of human resources management of financial and materials resources has a direct relationship with the success or failure of the organisation.
If the member and type of people are employed in an organisation, there will be the spirit of team work which will contribute the success of the work.

Business Administration Project MaterialS topics preview, BUSINESS ADMINISTRATION PROJECT TOPICS AND MATERIALS, BUSINESS ADMINISTRATION PROJECT TOPICS AND MATERIALS PREVIEW, Business Administration Project Topics And Materials preview To Nigeria Students

AN ASSESSMENT OF THE CHOICE OF PERFORMANCE OF WOMEN ENTREPRENEUR IN TECHNOLOGICAL AND NON-TECHNOLOGICAL ENTERPRISE IN LAGOS, NIGERIA

Leave a comment

AN ASSESSMENT OF THE CHOICE OF PERFORMANCE OF WOMEN ENTREPRENEUR IN TECHNOLOGICAL AND NON-TECHNOLOGICAL ENTERPRISE IN LAGOS, NIGERIA

COMPLETE PROJECT  MATERIAL COST 3000 NAIRA

                                   ORDER NOW

MAKE YOUR PAYMENT  INTO ANY OF THE FOLLOWING BANKS:
 GTBANK
Account Name : Chi E-Concept Int’l
ACCOUNT NUMBER:  0115939447
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631

We also accept :   ATM transfer , online money  transfer 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

Enter Amount

form>

Call Help Desk Line :  08074466939,08063386834.

After Payment Send Your Payment Details To

08074466939 Or 08063386834,   The Project Title  You  Selected On Our Website , Amount Paid, Depositor Name, Your Email Address, Payment Date. You Will Receive Your Material In Less Than 1 Hour Once We Confirm Your Payment.

WE HAVE SECURITY IN OUR BUSINESS.

MONEY BACK GUARANTEE

You may also need:  web design company in Nigeria   

Bulk sms company in Nigeria

CHAPTER 1

INTRODUCTION

  • Background of the Study 1
  • Statement of the Problem 5
  • Purpose of Study 7
  • Research Question 8
  • Signification of the Study 9
  • Scope and Limitation of the Study 9

CHAPTER 2

RELATED LITTERATURE REVIEW

Summary of Literature Review                                              20

CHAPTER 3

RESEARCH METHODOLOGY

3.1 Research Design                                                               22

3.2 Area of the Study                                                              26

3.3 Population of the Study                                                    27

3.4 Sample of the Study                                                         27

3.5 Instrument for Data Collection                                        29

3.6 Validation of the Instrument                                            30

3.7 Distribution and Retrieval of Instrument                        30

3.8 Method of Data Analysis                                                  31

CHAPTER 4

DATA PRESENTATION AND ANALYSIS

Distribution and Collection of Questionnaires                      32

CHAPTER 5

SUMMARY CONCLUSION AND RECOMMENDATIONS

5.1 Summary of Findings                                                       39

5.2 Conclusions                                                                      41

5.3 Recommendation                                                              44

5.4   Limitations of the Study                                                 46

5.5   Suggestions for Further Research                                 47

References                                                                      49

Appendixes                                                                     50

ABSTRACT

This study aims to present micro level perspective and analysis on gender related challenges on the performance of the female entrepreneurs in Lagos state. It examines structural and factor affecting women entrepreneurs and how specific women interviewed in selected cities, perceive and respond to these. This research helps to identify both human and social capital factor affecting the performance of the female entrepreneurs. Furthermore, it explores the main causes of performance variance among the business owned by female entrepreneurs. Data analysis shows that women entrepreneurs’ personal resource (human and social capital) has an important role in business progress

 

 

 

CHAPTER 1

INTRODUCTION

1.1 Background of the Study

The beginning of business ownership in Nigeria data back to pre and post-colonial era and involved commercial activities such as wholesale and retail trading of which women were pre-dominate. There were also enterprises such as weaving, fishing, food processing, agricultural production, blacksmithing, goldsmithing etc. Much more pre-dominant with the men. Nigeria enjoyed a phenomenal economic growth during the oil boom period of 1973-1980 with per-capital GDP rising from N25,740 in 1971 to N128,700 in 1980. In this period despite the dramatic rise in oil revenues, misdirected government policies left the country’s economy vulnerable public was often focus on costly prestigious and inappropriate infrastructure projects with questionable rate of return. The government also failed to strengthen public finance and pursed expansionary financial policies which created significant inflationary pressures. Inward looking industrial policies also bred a non-competitive manufacturing sector. The Agricultural sector was completely neglected as the real effective exchange rate increased due to oil rising of oil prices. The competitiveness of virtually all non-oil sector of the economy was eroded.

With sustained economic declination individual as well as government increasingly set up encourage entrepreneurship to enrage and possibly eradicate the economic depression. As more Nigeria fail to get employed in the formal and informal section, the need to own a business become more attractive and competitive especially for women who do not have as much opportunity as their male counterpart. There are also associated problem such as difficulty in getting financial, legal trade activities amongst other.

The Nigeria industrial sector is dominated macro and small scale enterprises which constitute 65.5% of industrial establishment. Medium scale enterprises constitute 32% while large scale enterprises make up only about 2.5% of the industrial establishment. In Lagos state Nigeria, both formal and informal economic activities are common large members of women work in the informal sector but their contribution to value added is not included in National account (Soetan, 1995).

There are variety of constraints on women and the ability of women to upgrade their production continuously. This include poor access to access to market information, technology, finance poor linkage with support service and unfavorable policy and regulatory environment.

Furthermore, concerted efforts are needed to enable women to make better economics choices and to transform their business into competitive enterprises, generating income and employment through improved production.

As women increasingly start their own business. Political and economic opportunities for women still remain limited. A number of women 4in career planning are discouraged from following their dreams because their career choice does not fit in with traditional gender roles. Men are discouraged from career in nursing, social work and teaching, while women are discourage from career in technology, science and security. Men who are interested in “feminine” job are teased about their sexuality and women who are interested in “male” jobs are questioned as to whether they have brain or stamina to perform.

Informal economic activities in Nigeria encompass a wide range of small-scale, largely self-employment activities, most of them are traditional occupation and method of production of a particular interest to this study is the informal productive sub-sector which encompasses all economic activities involving the production of tangible goods. They include Agricultural production, mining and quarrying (Excluding petroleum), small-scale manufacturing, building and construction, food production, wood work, furniture making, garment making, welding and iron work among others. These categories are classed “technological entrepreneurs”.

1.2 Statement of Problem

The characteristics of women who start high growth companies in technological industries not establish in literature. More women run non-technological than technological business. Hence research is needed to examine the factors that contribute to the performance of each group as well factors that contribute to the performance of each group as well as those peculiar characteristics that promote the choice and successful practice of technological entrepreneurship by women in southwestern Nigeria. Some important questions that are pertinent to this research work are as follows:

  1. What are the sources of information available to technological and non-technological entrepreneurs?
  2. What are the sources of information available to technological and non-technological entrepreneurs prior to stating their business and how adequate are they?
  • Are measures for performance or success the same for women in technological and non-technological businesses?

Thus this research attempts to provide answers to the question by comparing women entrepreneurs in technological and non-technological industries in southwestern Nigeria with a view to identifying factors that would enhance performance and encourage more women into owing technological businesses.

1.3 Purpose of the Study

  1. To develop the women understanding and motivate them to start their own business.
  2. To develop and strengthen the women entrepreneur quality i.e. motivation or need for more achievement.
  3. Understanding the process and procedure involve in sitting up a small large enterprises.
  4. To formulate the women interest for entrepreneurship.
  5. To know the source of help and support available for starting a technological and non- technological industry.
  6. To acquire the necessary managerial skills require running an industry.
  7. To develop a broad vision about industry businesses.
  8. To prepare the women to accept uncertainty in running a business.
    • Significance of the Study
  9. It will enable the women to be independent.
  10. It will also create equality between male and female entrepreneurs.
  11. To increase the gross domestic product (GDP) of the Nation.
  12. To create enabling environment for women education.
  13. To distinguish between successful entrepreneurs from un-success ones.
  14. Enable women possess certain competence or trait.
  15. Right to compete with their male counterpart

 

1.5 Research Questions

In this study; these factor and others that are mare relevant to the Nigeria context were collected and surveyed both in the informal sector. Basically two questions prompt this study they are:

  1. What are the factors responsible for the choice of either service or manufacturing venture by women?
  2. What factors influence the performance of women in service and manufacturing in the micro and small scale enterprises of Nigeria economy?

1.6  Scope/Delimitation of the Study

The research assessed the choice and performance of women in technological and non-technological micro and small scale enterprises in Lagos state Nigeria. The research sheds light on the learning mechanism that influences the choice of non-technological venture by women. The learning mechanism of the entrepreneurs was found to include conceptualization, friends, business contact, and association, internet, radio among others.

However, access to relevant programmers on television, attendance at trade fairs and community outreach program organized by government agencies such as extension service seminar and workshops significantly impacted on the choice of technological venture by women.

For more topics click

Continue reading AN ASSESSMENT OF THE CHOICE OF PERFORMANCE OF WOMEN ENTREPRENEUR IN TECHNOLOGICAL AND NON-TECHNOLOGICAL ENTERPRISE IN LAGOS, NIGERIA →

Business Administration Project MaterialS topics preview, Public Administration Project Topics And Material preview

THE IMPACT OF EFFECTIVE COMPENSATION ON THE EMPLOYEES PERFORMANCE

Leave a comment

THE IMPACT OF EFFECTIVE COMPENSATION ON THE EMPLOYEES PERFORMANCE

(A CASE STUDY OF GENERAL COTTON MILL ONITSHA ANAMBRA STATE

 

 

COMPLETE PROJECT  MATERIAL COST #3000 NAIRA

 

                                   ORDER NOW

MAKE YOUR PAYMENT  INTO ANY OF THE FOLLOWING BANKS:
 GTBANK
Account Name : Chi E-Concept Int’l
ACCOUNT NUMBER:  0115939447
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631

We also accept :   ATM transfer , online money  transfer 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

Enter Amount

form>

Call Help Desk Line :  08074466939,08063386834.

After Payment Send Your Payment Details To

08074466939 Or 08063386834,   The Project Title  You  Selected On Our Website , Amount Paid, Depositor Name, Your Email Address, Payment Date. You Will Receive Your Material In Less Than 1 Hour Once We Confirm Your Payment.

WE HAVE SECURITY IN OUR BUSINESS.

MONEY BACK GUARANTEE

You may also need:  web design company in Nigeria   

Bulk sms company in Nigeria

 

 

TABLE OF CONTENTS

 

CHAPTER ONE

1.0    Introduction

  • Background of the study
  • Statement of problems
  • Purpose of the study
  • Significant of the study
  • Research questions
  • Scope of the study
  • Definitions of terms

CHAPTER  2

Literature review

2.1    Theoretical frame work

2.2    Conceptual frame work

2.3    Summary of literature reviews

 

CHAPTER 3

RESEARCH METHODOOGY

  • Research methodology
  • Design of the study
  • Area of the study
  • Population of the study
  • Sample of the study
  • Instrument for data collection
  • Validation of the instrument
  • Method of data analysis

 

CHAPTER 4

Data Presentation And Analysis Questionnaire Analysis For Workers

CHAPTER 5

Summary of Findings, Conclusion and Recommendations

  • Summary of findings
  • Conclusion
  • Recommendations
  • Limitations of the study
  • Suggestions or further research

References

Questionnaire

Appendix

 

 

 

ABSTRACT

This study examined the impact of effective compensation on the employees performance. Total compensation  is a concept which is not usually given attention in many organization. Compensation is mostly viewed as cash and therefore other aspects are neglected viewing compensation as a holistic system to manage for productivity is pertinent to organizational development. The researcher used questionnaire that is carefully designed and administered to the respondents for secondary data. Information were both gathered from libraries and other research units. All information gathered from both sources were later arranged and presented in textual and tabular form and also analysis using percentages. The major findings of the study are: Individual employees requires different motivational techniques in order to be motivated.  Incentive and fringe benefit are considered effective in improving performance. Employees are motivated to improve their performance when organization applies the integration the individual objectives with the corporate goal from the foregoing therefore, the researcher concluded that effective compensation has significant impact on workers performance. Major recommendations of the study are due to the rising cost of linking, employees should be compensated and encouraged. This should be through awards, business extra payment for overtime work etc. this will motivate them and result to a high productivity. Promotion should be on merit not by familiarity and relationship when promotion is by merit people are satisfied and happily murmuring and every one will work hard for their own promotion.

 

 

 

CHAPTER ONE

1.0   INTRODUCTION

1.1   BACKGROUND OF THE STUDY

This academic work is based on the impact of effective compensation  on the employees performance in Onitsha Cotton Mill Limited, Anambra State, Nigeria apparently, there are different needed among employees that must be achieved through compensation  received. It is very pertinent that organizations should strive hard to effectively compensate their workers for motivational reasons which will help in the achievement of organizational goals and objectives.

The study falls within personnel management and personnel management according to Flippo 1986 is defined as the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources at the end tht individual organizational and societal objectives are accomplished.

It can also be defined as money received for the work performance plus other kinds of benefits and services that the organizations provide for their employees, compensation is recompense, reward, wage or salary given by an organization to person or a group of persons in return to work  done, service rendered or a contribution made toward achievement or organizational goal.

BRIEF HISTORY OF GENERAL COTTON MILL LIMITED ONITSHA, ANAMBRA STATE

General Cotton Mill Limited, Onitsha anambra State is a textile manufacturing company that is known with the sales of textile and textile products.

The company was incorporated on the 10th April, 1964 RC 3782, located at Niger bridge Industrial Layout, Onitsha and also has one of its branches at Bloc 4A, Apapa lane, Dolphin Estate Ikoyi, Lagos, having Chief Nolla O. Edun as its chairman, R.N.W. lee (U.S. citizen) as its MD / CEO and also F.A Enechukwu-Deputy managing director.

It is a textile company offering composite textile Mill producing African prints, or fabric materials with spinning, weaving, and printing division producing cotton yarn with a good number of employees at its service.

Cotton as a resources is a miracle fibre that has been spun, woven and dyed since ancient times and it is still the most widely used fibre clothing, it is soft and fluffy, and grows in a boll around the seeds of the cotton plant. Cotton can be used for many products like: clothes, beddings, tabletops, furniture’s and even arts etc.

DEPARTMENT OF GENERAL COTTON MILL LIMITED

According to the structure

R & D centre (Research and Development)

They are in-charge of studying and adopting new technologies, innovation, development of new kinds of production, new methods of production and quality control.

Sales department: Their work consists of organizing production sales, attraction of new buyers and partner registration of export operations, contracts on local markets control of shipment and delivery of goods / contained

Purchasing department: they provide purchases from the local and foreign markets, declarations and also registration of import contracts and customs documents.

Financial and Accounting department: They handle the registration of financial operations, accounting report, production cost, payment system, vouchers, bank operations, payment forms, delivery of salary and works with plastic cards.

Corporate Planning department: These are the department in charge of planning and organization of company projects, works with company werb-site, public relation, making of business plan (statistics) organization of charitable actions and company events.

Cotton purchasing department (Cotton Team): They do the

Identification and selecting of raw materials of the best quality for further production. Conclusion of raw materials delivery contract.

Personnel and salary departments: They provide the process of salary calculation, registration of salary documentation, the conclusion and the termination of labour contracts, wages ratifying, personnel selection also.

Tashkent office: Realization of export transactions, attraction of new potential partners and clients, control on registration of export documents and shipments, i.e delivery of production and payment of all shipment carried out by the collective of the Tashkent office.

The study with the departments has a total population of (900) workers in general cotton mill Nigeria Limited Onitsha.

S/N DEPARTMENT NUMBER OF STAFF
1. Accounts 100
2 Commercial dept 180
3 Admin 100
4 Production 300
5 Labour committee 80
6 Cooperate planning 100
7 Personnel & salary 40
  Total 900

 

1.2   STATEMENT OF THE PROBLEM

Certain conditions or factors can make workers to perform effectively or ineffectively on their jobs. It has been observed that a number of factors seems to be responsible for job dissatisfaction among workers. They includes lack of interest in the jobs poor salaries poor conditions of service and lack of fringe benefits.

General Cotton Mill Limited workers tend to be affected by the factors enumerated above. It has also been observed that as a result of lack of compensation as a motivational factors there is growing shortage and loss of competent hands in general cotton Mill Limited Onitsha in particular. In the study, on the effect of compensation on the performance of workers in Onitsha Cotton Mill Limited Anambra in particular tends to find out what compensation service have to do in motivating workers.

This study is faced with the problems of finding out the importance of compensation to workers but equal knowing how adequate is that compensation towards effort workers are putting towards achieving the organizational objectives, therefore, this study has on the performance of workers on business organization.

 

1.3   PURPOSE OF THE STUDY

The core purpose of the study is to point out some of those things that could aid compensation if the organization wants to achieve it’s set goals and objectives.

  1. Identify factors in the organizational structure that could affect managerial effectiveness.

2       To determine whether there is problem in the design of the department within the organization.

  1. To find out if the level of education of subordinate influence the way a manager structures his department.
  2. To identify the links between the above variable and the manager degree of effectiveness in meeting up the objectives he is expected to achieve.
  3. To structure out ways in which managers can work towards achieving a better compensation is unfair or inadequate.

Finally, attention should be given to the topic if the organization wants to achieve it’s goal and objectives.

1.4   SIGNIFICANCE OF THE STUDY

The findings from this staudy would serve as good reference material to educationist. It would serve as a good material for people studying human relation as it affected by compensation. It would be a good reference material to those in the research institutes that would be futue practicing managers in piloting the affairs of the organization. It would also serve as a good materials for policy makers to help improve their subsequent policy formulations and planning.

The employees themselves would also find this study very useful. This would not only give them idea on what to expect management to do for them, but it would serve as guide enable them strive toward a greater performance as it would be in a position to compensate them adequately.

1.5   RESEARCH QUESTIONS

  1. What is compensation?
  2. Are compensation given to workers adequate ?
  3. Does compensation help to retain your ends period of time?

4       Is your pay in the organization commensurate to your productivity performance.

  1. Does the promotion system in the organization inspire to higher productivity?
  2. Do the management provide adequate transport?

1.6   SCOPE OF THE STUDY

In order to carry out their study, the following scope have been formulated the help to generate data required for analysis.

When employees receive basic compensation, as equitable, hey increase their peformcne if not they will not.

When management gives to he workers the incentive they will increase their performance, if not, they will not.

1.7   DEFINITION OF TERMS

Management: This is the process fo planning, organizing, leading, and controlling the effort of an organization members, making use of organization resources to achieve its objectives. As postulated by Edward Flippo.

Reward: This is a system that consists of an organization integrated policies process and practices for rewarding its employees in accordance with their contribution skills competence and their market worth.

Compensation: Compensation may be defined as money or any kind of benefits received for the performance of work.

Motivation: It is the inner drives that arouse direct and maintain an individual behaviour toward accomplishing a goals.

Organization: This is a social unit of people that is structured and managed to meet a need or to pursue collective goals.

Promotion: This is a cause, venture or aim activity that supports or encourages.

Adequate: As much as or as good as necessary for some requirement or purpose fully sufficient, suitable etc.

Strategy: The basic goal and objective of action chosen to reach those goals and objective and the allocation necessary for carrying out those goals.

Planning: This is the process of thinking about an organization, the activities required to achieve a desired goal.

Productivity: Is an average measure of the efficiency of production a measure of the efficiency of a person, machine, factory, system, etc.

 

Complete Material Cost #3000

Order Full Material Here