USE OF MANPOWER AUDIT FOR EFFICIENT MAN POWER PLANNING

(A CASE STUDY OF ENUGU STATE BROADCASTING SERVICE)

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ABSTRACT

The purpose of this research is to investigate on the use of manpower audit for efficient manpower planning in Enugu State Broadcasting Service.

In carrying out the research, the researcher used such instrument as questionnaires, interviews and published work to obtain all the relevant data required in the study.

A system of random sampling was used to select the respondent after determining the sampling size.  The primary and secondary data types were used.

The research findings shows that lack of manpower audit is a serious threat to many organisations.

Hypothesis were formulated and chi-square was used, after a careful analysis, the study shows that it aimed for efficient manpower planning as a tool for achieving organizational objective in Enugu State Broadcasting Service (ESBS).

The researcher recommends that the organisation should give adequate staffing, that is to employ good hands, which will understand that achievement of organizational objective is a step towards achieving their personal goal.

However, the researcher further recommend that organisation should also adopt efficient way of communication to its employees for effective output.

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.1     Background of the study

1.2     Statement of the problem

1.3     Purpose of the study

1.4     Scope of the study

1.5     Research question

1.6     Significance of the study

1.7     Limitation of the study

1.8     Definition of terms

Reference

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1     Literature review

2.2     Meaning and purpose of manpower audit

2.3     Steps in human resource audit

2.4     Approaches to evaluation of the human resources audit.

2.5     Communicating audit result

2.6     Manpower audit in Enugu State Broadcasting Service (ESBS)

References

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1     Research design

3.2     Area of the study

3.3     Population of the study

3.4     Sample and sampling procedure / technique

3.5     Instrument for data collection

3.6     Validation of the instrument

3.7     Reliability of the instrument

3.8     Method of data collection

3.9     Method of data analysis

References

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1     Presentation and analysis of data

4.2     Testing of hypothesis

4.3     Summary of result

References

CHAPTER FIVE

DISCUSSIONS, RECOMMENDATION AND CONCLUSION

5.1     Discussion of results / findings

5.2     Conclusion

5.3     Implications of the research findings

5.4     Recommendations

5.5     Suggestions for further research

BIBLIOGRAPHY

APPENDAGES / APPENDICES

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

Manpower is an essential  element in any organisation.  Therefore, for any organisation to survive, grow and equally make profit, it must possess good quality and reliable manpower.  This is because man is the only factor of production most disposed to organize other factors to achieve optimum productivity.

Hence, an organisation can remain meaningfully competitive in the market only if it has quality manpower, which is able to articulate the objectives of the firm with the market opportunities and organizational resources.

However, in recognition of the dynamic nature of business environment and other prevailing circumstances, there is need for continuous evaluation of human resource.  This underscores the necessity for human resource audit and it must be in every organisation irrespective of size and location.

Undoubtedly, many public sector companies and parastatals, information ministry inclusive suffered terribly from lack of accurate date of it’s employees, haphazard policy.

Implementation, engagement in irrelevant expenditures, Shaddy records etc.  These canker-worms have succeeded in throwing few of the above mentioned sectors out of existence, drained the purse of some and stationed others at a point of collapse.

These problems were highly welcome due to lack of manpower audit in such organisations.  No wonder Ibeku (1984:p 11) stated categorically that manpower audit reveals the actual numbers of employees in the establishment that will form the basis of operation.

This assertion brings to light the need for accurate information on the required number of employees in the organisation.  It can then help to determine their pay, promotion scheme, performance appraisal, manpower forecast and avoidance or identification of ghost workers.

Besides, manpower audit provides a comprehensive perspective on current practices, resources and management policies regarding human resource management and identify opportunities and strategies for redirecting them.

Implicit is an assumption that opportunities are being missed by staying with current approaches and that the human resource management process is dynamic and must continually be redirected to be responsive to need (Walter 1980, p:361 – 362).

Therefore, then manpower audit has been successfully carried out in an organisation.  It will help for effective manpower planning.  It is important that organisation view human resource as a major part of the corporate planning activity.  It x-rays itself in hiring, selection, utilization.  Motivation and maintenance of quality manpower.

Hick and Gullet (1981, p. 252) is of the of the view that planning coordinates the activities of the organisation towards defined and agreed upon objectives consequently, manpower planning is an aspect of the total corporate planning concept.

ORIGIN OF BROADCASTING IN NIGERIA AND BACKGROUND INFORMATION ON ENUGU STATE BROADCASTING SERVICE (ESBS)

Broadcasting came to Nigeria in ages.  One of which was the introduction of wired broadcasting more popularly known as ratio distribution or re-diffusion it was a service, which provided for the relay or distribution of programmes by means of wires connected to loud speakers installed in the homes of subscribers.  This method of distributing programmes as wired broadcasting, which is the transmission of programmes intended for reception by means of radio waves.

The introduction of the radio to Nigeria was on initiative of the engineers of the posts and telegraphs department in Lagos who had been involved in monitoring the test transmission of the BBC on short wave.  Between 1929 and 1930 they had carried out experiment in local broadcasting while monitoring the BBC.  The experiment showed that short wave broadcasting were possible but the receivers necessarily would be just as expansion as would be required for the reception of the high power station in Britain.  It was therefore, decided that the most likely development would be the wired distribution of programmes from abroad, through a central receiver experimental work on wired broadcasting then it stated in Lagos early in 1933, and two years after.  It was extended to Ibadan and Kano.

In 1963, the colonial office set up the Plymouth committee which in its recommendation said that the establishment of wired broadcasting system will be necessary (Ladele and other 1979, p. 20 -28) thus in Nigeria, the establishment of a wireless broadcasting service come up the ten year plan of development and welfare, but the planners decided to defer it for time being, in view of the need for other services and the limits imposed by financial resources.

However, by 1988 when the government realized that Nigeria lagged behind other African countries in the establishment of an efficient broadcasting service, it decided that the installation of a national transmitter should no longer be delayed.

In November 1948, the colonial office invited the BBC to carryout a survey of broadcasting in Nigeria and other countries, in the light of the above, the report concluded that there was no urgent need to establish a proper wireless broadcasting service in Nigeria.

The arrival of MESSIS W. CHALMERS and TOM CHALMERS heralded the beginning of broadcasting service, and was the western Nigeria broadcasting service (WNBS) located in Ibadan.

1.2     STATEMENT OF THE PROBLEM

There is no organisation without a problem that affects it either directly or indirectly.

This work is concerned with the problems that affects the use of manpower audit for efficient

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AN INVESTIGATION INTO THE PROBLEMS OF LEADERSHIP IN TERTIARY INSTITUTIONS A STUDY OF FEDERAL POLYTECHNIC, OKO.

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TABLE OF CONTENTS

CHAPTER ONE

• Introduction                 1
  • Background of the study         1
  • Statement of the problem         7
  • Purpose of the study         10
  • Significance of the study         11
  • Research question         12
  • Scope of the study         13
  • Limitation of the study         14
  • Definition of terms         15

CHAPTER TWO

• Literature Review 17
  • Background information in the study area 17
  • Leadership Definition                18
  • Leadership problems 19
  • Problem characteristics         22
  • Leadership, Management and Bureaucracy 24
  • Functions of a leadership and management 25
  • Tertiary institutions and federal polytechnic 28
  • Techniques of leadership 31
  • Theories and approaches to leadership problems 32

CHAPTER THREE

• Research Methodology                        38
  • Design of the study 38
  • Area of the study 39
  • Population of the study 40
  • Sample size/sampling techniques 40
  • Instrument for data collection 41
  • Validity and Reliability of the instrument 41
  • Distribution and Retrieval of the instrument 42
  • Method of data analysis 44

CHAPTER FOUR

• Data Presentation and Analysis 45
  • Presentation of Findings 45
  • Discussion/Analysis of findings 53

CHAPTER FIVE

5.0    Summary, Conclusions and Recommendations        58

5.1   Summary                                                         58

5.2   Conclusion                                                      59

5.3   Recommendations                                           60

References                                                       62

Appendix                                                        64

Questionnaire                                                  65

ABSTRACT

This research work “AN INVESTIGATION INTO THE PROBLEMS OF LEADERSHIP IN TERTIARY INSTITUTION” looking at the ineffective and techniques which our leaders used so as to in-accomplish the leadership objectives. Specifically, the work answers questions which bordered on the problems of leadership which the institution is going onto. The five chapter research works limit its scope of study in Federal Polytechnic, Oko using proper information gathering method to obtain data whereas twelve principle officers of the administration and academic sector are used as the sample size. Also, the interview used for data collection included students. The chapter four led to the chapter summary, recommendation and conclusion. The research work actually show the most leader ship problems which pull down the bad rapport between the management and the subordinates so as to in accomplish the set goals.

CHAPTER ONE

1.0  INTRODUCTION

1.1  THE BACKGROUND OF THE STUDY

       The work “An investigation into the problems of leadership in Nigerian tertiary institutions has a critical look at the leadership problems at which the Nigerian tertiary institutions are led using Federal Polytechnic, Oko as a case study.

Leadership as known is the act of directing people/group of persons so as to accomplish as stated objectives, determines the success and failure of an organization based on the style adopted. Also leadership can be seen as the ability to influence people to strive willingly towards accomplishing groups objectives.

Konnitze and Dr. Donnell (1972) in Umeh (2005:145) define leadership as “interpersonal influence, exercise in situation and directed through the communication process towards the attainment of a specific goal or goals”.

He further describes leadership as directing, coordinating a group people in a specific situation, with the view to attaining the objectives of the group. It also involves wielding authority over the subordinates giving direction and ensuring that the objectives of an organization are met.

Moreso, leadership is in essence concerned with human energy in organization group. It is a people orientated phenomenon. It is also a force that can initiate action among people, guide activities in a given direction, maintain such activities and unify effort towards common goals.

In this research work, leadership problems autocratic behaviour, lack of planning etc.

Leadership problems are explained merits and demerits marshaled out, at the same time, the areas which require particular problems of leadership pin-pointed for ineffectiveness.

Comparisons of problems of leadership were projected lifting know the problem(s) which should not be a approached properly. Bureaucratic, management as concerned leadership are not left out. Consequently, techniques, theories and approaches to leadership are made comprehensive in the work through the aid of the intellects in leadership and management.

Finally, the research work made an open revelation of the concept “leadership”.

The application of the problems of leadership in any organization, be it service or production should not through some numerous drives such as being wicked, arrogant, rude, power fact of the force and not appeal to legitimate right. A bad leader can not transmit feeling and execution to the followers by the process that known as communication.

Federal Polytechnic, Oko was established (1981) through collective effort of the community. It is located in Orumba North Local Government Area of Anambra State.

The planning and establishment of the institution was executed by the Oko progressive union, supported by their result oriented leadership of its first chairman of the second civilian regime of Federal republic of Nigeria Dr. Alex Ekwueme.

Initially, the institution was approved by the Anambra State government as a college of arts and science in 1979. And was upgraded to Anambra State Polytechnic, in 1985 when there was a leadership problem.

The quality of its education programmes necessitated its take over by the Federal Government in 1993, it is today known and called Federal Polytechnic Oko.

This institution is located on a land mass covering 35.03 hectares. Because of the founder of the institution, the land where the school is erected is dominated by various individuals and organization as their contributions to the under development of the institution.

Then in 2002, after administration of Prof. Uba Nwuba, a serious crisis broke out in the institution which led to a panel set up by the Federal Government to investigate the matter. The exercise was messed up and disorganized, worsening the crisis.

In this institution, the staff instead of facing academics and problems of students they started mortgaging their jobs with acquiring wealth. There was no serious academic planning and execution, there was no coordination, supervision of staff and students was very poor and indiscipline become order of the day. Also this institution is facing the appointment of a rector.

The major problem of leadership is not well addressed students and recognize their problems. Various leadership problems of the institution have kept the status of the content of the institution in many shapes.

This is because every leadership has its own made of operation that brings in good or bad to the people.

• STATEMENT OF PROBLEM

Most of Nigerian tertiary institutions are faced with some financial problems which impinge on administrative efficiency. Federal Polytechnic, Oko is never an exception. Federal Polytechnic, Oko has been hindered in the performance of its administrative functions as a result of many problems including the inadequacy of human and materials resources. Many of these problems includes;

1. Unrealistic Federal Government promises; the Polytechnic management has made it clear that most of the Federal Government budget allocation made to the school have not been fully released and this has been a serious sources of problem that impinged most of the administrative function. Since, 1993 the school was taken over by the Federal Government as its name changed to Federal Polytechnic.
2. Inadequate handling of the institution fund: there has been widespread misappropriation of fund. This is witnessed in the series of administration which have come and gone internally and externally generated revenue of the school were most time squandered by the leader abandoned.

This impinged institution activities thereby setting the hand of the clock back.

• Students refused to pay their levies to the union; students union government of the institution at various time initiated the idea of students of the school to paying students union fees levy to enhance efficient in the side of the affairs of the students.

As the government do not want to look into the affairs of student by upgrading their condition. At the department levels, association in the department, such as PASAN impose levy on the students till dulge these payment thereby bringing failure to the activities of the institution.

• PURPOSE OF STUDY

The general purpose of this research is to bring to limelight the problem of leadership in tertiary institution with Federal Polytechnic, Oko as a case study. In this work, the research therefore intends to;

1. To know the type of leadership problems which is prevalent in the management level of Federal Polytechnic, Oko.
2. To show the strategies and motivational steps leaders take to lead ineffectively. This research is going to mention some approaches a leader used so as to make the followers unaccomplished the goals of leadership.

• To correct the mistake that his impinged the succeed of an organization. Most of our leaders have run to failure in carrying out the responsibilities.

• SIGNIFICANCE OF THE STUDY

The findings of this study will help a lot to address the improper attitude of the leader in the managerial cadre who has never had any opportunity of studying administration in the Tertiary Institution. This study is meant to give wrong correction to the low knowledge and porous problems that make them not to in accomplish the objectives.

This study finding will also make the leader to know the type of leadership which should be good for their people as the responses of various groups concerning various leadership problem explained.

The leaders will understand from this finding as it will make them take note on their problems which the subordinates could not positively responded to.

While it improves the leadership inequalities inculcated by the leaders and makes the organization concerned a failure one.

Significantly, the finding go further to tell the leaders the problems that facing many institutions. Such as Federal Polytechnic, Oko.

• RESEARCH QUESTION

1. Is the transmission of information within the management by memo or oral information?
2. What are the kinds of leadership problems which is prevalent in the management level of this institution Federal Polytechnic, Oko.

• To what extent has leadership roles contributed to the institutions?

1. What are the functions to do in any organization, office or in the schools?

• SCOPE OF THE STUDY

This study touches almost main parts of the leadership problems found in institutions of higher learning especially in Federal Polytechnic, Oko.

The research places much emphasis on administration in tertiary institutions with emphasis in this institution.

All aimed at the ways in which our leaders of this institution accomplished organizational objectives.

It analyzes the merits and demerits of these problems so as to make proper decisions on which to be choose in relation to the situation.

He also continued with the techniques, problems characteristics and understanding of tertiary institution and leadership in relationship with the other management concepts for the people.

• LIMITATIONS OF THE STUDY

This study could have been extended to other areas but due to financial constraints and time factor couple with the attitude of some of the people expected to give useful information necessary for the completion of this work.

The researcher compelled to limit the study to Awka North and Anambra East Local Government.

• DEFINITION OF TERMS

Leadership problem: is those things that hinders the work of a leader in the organization especially in tertiary institution.

AUTOCRATIC PROBLEM: It relies on authority to force work to be done.

DIRECTIVE PROBLEM: This is leadership problem where a leader makes most decision for the people.

PLANNING: This is the continuous activity that can reduce the advice effects of random behaviour and goals directed.

LEADERSHIP: It is the ability to influence people to strive towards accomplishing group objectives.

ARBITER: Someone who is tasked to judge some matter.

BOURGEOISIES: Those who are in the class of social status and material prosperity.

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IMPROVING EMPLOYEE PERFORMANCE AND MORALE THROUGH EFFECTIVE COMMUNICATION

 (A CASE STUDY OF ENUGU STATE WATER CORPORATION).

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TABLE OF CONTENT

CHAPTER ONE:

Introduction

1.1     Background of the study01.2    Problems Association

1.2     Problems Associated with the subject matter.

1.3     Problems the study will be connected  with

1.4     The importance of studying the area.

1.5     Chapter Reference

CHAPTER  TWO

2.1     Literature Review

2.2     The origin of the subject area

2.3     School of thought within the subject area

2.4     Different method of studying the problem

2.5     Summary

2.6     Reference

CHAPTER THREE

3.0     Conclusion

• Data Presentation

3.2     Analysis of the data

3.3     Recommendation

3.4     Conclusion

3.5     Reference

CHAPTER ONE

INTRODUCTION

Improving employee performance and morale through effective communication which make a effective in his job. Managers in general and industrial psychologist have been sticking to improve worker effectiveness in his job. As noted by from (164:191) a substantial proportions of the research in this  field has  been concerned ,with explaining individual difference in job performance. Also many of the methods used by professional industrial psychologists are directed towards increasing the level of performance of workers. Certain factors have been widely recognized as having reasonable influence on the morals and performance of employee in industrial firms. Vom (1964:91)  for instance  stressed the importance of motivation.

Middle West and Hill (1988:3160  viewed communication between two or more people to achieve a common understanding  about an  object or  a situation. The process of communication starts with the formation of ideas by the sender (know as ideation which is the content of the message the sender want to transmit. In the next step, encoding, the ideas are organized into a series of symbols designed to the intended receiver(s) suitable  words or phrases that must  be understood by the receiver(s) and the appropriate medium or media to be used memorandum, conference, etc were selected.

Next transmission of the message takes place  as encoded through selected channels in the organization structure. In transmission the message is then received and then decoded, or changed in to the form to be understood by the receiver.

In the next step, the receiver takes  action or responds by filling the information, asking for more information etc. Communication has not taken place unless there is some type of feedback to the sender in the message received.

Possible barriers exist to the communication process, and such barriers could exist in any stage of the communication process. These include poor reception poor listening semantics, Cultural difference and Organizational climate etc.

(Sherman et al, 1998:322). These barriers sometimes referred to as noise, could be removed or reduced through adequate knowledge of then and concerted efforts at taking certain steps such as training for improved perceptual ability, proper non evaluative  listening use of simple words, conciseness and specificity other include improving the organizational climate encouraging openness) sincerity on the part of management encouraging the needs of employees, proper timing and use of appropriate channels and media (Sherman et al;  1988:328) within and outside the organization programmes.

Effective communication requires mutual understanding and achieving effective communication is a challenge. As middlemost and hitt (1988:317) pointed out, poor communication, is cited as the basis of conflict with in organizational problems. Good communication is also the basis of effective leadership. The motivation of subordinated and he exercise of powder and influence. The authors noted further that improving communication is not an easy task communication has also been show that an integral part of corporate strategy.

As subordinate may feel insulted because of a manager’s wrong choice of words in communication or that a manager has degraded him self or herself because of such wrong choice of words. Thus communication may have an important bearing on the morals of workers

The overall performance of an organization depends on the extent to which the organization accomplishes its set down goals, which is determined largely by individual workers performance. The research meant that mangers In general and industrial psychologists in particular have lung been interested in the conditions which make a worker effective in his job. As noted by Vom (1964-191) a substantial proportions of  the research in his field has been concerned with explaining individual differences in job performance.

• PROBLEMS ASSOCIATION WITH THE SUBJECT MATTER

In the ideal situation without  an organization communication is supposed to be basically a two way process from suppr ordinates to subordinates and vice versa and lateral between the vice verse level. In such a situation, the organizational climate is supposed to be open, and the nature of communication would permit the coordination of tasks. Giving of instruction shaping of ideals. Digestion of information, the solution of personnel problems and difficulties associated with the performance of tasks, with the result that works morale and performance would be enhanced and organizational goals met.

However in many organizations such as Enugu State water corporations (ENSWC) this is not the case in real life. Effective communication is very difficult…

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