PROMOTING PRODUCTIVITY IN CIVIL SERVICE

(A CASE STUDY OF ENUGU STATE CIVIL SERVICE COMMISSION)

 

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ABSTRACT

 

This study is a research of the Enugu state civil service commission the purpose of the study includes.

• To find out whether civil servant are actually performing below standard.
• To find out whether productivity is really declining in the civil service
• To find out what the cause are in the civil service
• To find out measures to be fake in order to arrest the situation

 

While carrying out the research the duties collection method adopted was the questionnaire the statistical toll used was chi- square.  A total of one hundred questionnaires were distributed act of which twenty worse referenced the finding from the hypothesis and research questions show that.

• Adequate knowledge of job requirement recruitment of motivation and use of official working hand in the civil service.
• The important of incentives and motivation to increasing efficiency in the civil service.

 

At the and the researcher made recommendations some of them include.

• Management should improve the working conductive for the staff to achieve organizational goal.
• They should and have a communication un between them because communication is one of the toll that could to effective management and employs skilled people in order to have efficient out put and to achieve them objectives .
• Management should also motivate their workers through

 

TABLE OF CONTENT

 

Title page

Certification/Approval page

Dedication.

Acknowledgement

Abstract

Table of content

List of table

 

CHAPTER ONE

Introduction

1.1     Background of study.

1.2     Statements of problem.

• Objective of the study
• Scope of the study
• Research questions
• Research hypothesis
• Significance of the study

1.8     Limitations of the study

Reference

 

CHAPTER TWO

Review of related literature

• Meaning of productivity
• Productivity decline in the civil service
• Cause of productivity decline in the civil service
• Conduction for promoting productivity in the civil service

Reference

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

• Research design
• Source of data

3.3     Population of the study

3.3    Determination of Sample size

3.5    Sample Technique

3.5     Research Instrument

3.6     Validation of the instrument

3.7     Instrument  Return rate

• Method of data analysis

References

CHAPTER FOUR

Date presentation and analysis

• Presentation & analysis data
• Testing of hypothesis
• Summary of result.

Reference

CHAPTER FIVE

SUMMARY OF FINDING,  recommendation and conclusion

• Summary of findings
• Conclusion
• Implications of the research findings
• Suggestion for further research

Reference

Bibliography

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

There historical background the civil service data back to the end of colonial masters and post independence period.

After the second world war there were about 14 British administration in the recitation to Nigerians supported staff and one European stenotherm..  The headquarter of    the most technical departments was in Ebutometa that of the veterinary service was in vow while that agriculture and  forestry was in Ibanda field administration was co-ordination  from two centers Kaduna for  the north and  Lagos later Enugu for  the south. In 1939 southern Nigeria was split into two regions eastern and western region respectively.  The Rechard constitution in 1946 further divided the country into the regions namely.  The northern and eastern regions.  The McPherson constitution of 1951 introduced the apartments of ministers for the regions and at the center, there were also the suggest the independence of the civil service between the politicians in office and the authorities of the central government.

During the Lord Laugard era the duties of all administrative offices were just that of maintaining law and order in the district placed under their immediate administrative control. It was only at the end of world war 11 (two) that effort were made to achieve some social and economic benefit for Nigerians.  It was at that time that such office like the department of marketing and export were established.  In he western Nigeria civil   servant were told that policy making was the exclusive   function of the legislature.  So, the civil savants were to do whatever the legislature wanted them to do. in the eastern state civil servant were to give sound advice to the political leaders control the traditional aspects  of the government  activities and were also to be efficient executives who    could manage and treat all the complex operations of modern state.

 

In   the northern Nigeria the duties of administration office includes to give out him self you service to train people to build up an efficient institution of local government and finally to facilitate  the emergence  of an intelligent and responsible public opinion. The system of administration that    emerged on independence was British in character.  It was also English language that was used as a medium of communication in the conduct of government.  The country sought civil war six years after independence and this was quickly followed by another six years of oil boom which brought about extreme materialism. This gave use to great indiscipline corruption and  a total contemplation of order within    the whole society including  the civil service.  Having discussed the historised background of the civil service and its roles before and after independence, it is necessary at this stage to define the “productivity which is the main objective of this research.

 

Productivity has been defined as the volume of goods and service produced per worker with in some specified unit of the year month week day and hour.  For some years now there has been consistent public outcry about continued decline of productivity in the civil service.  It is for this reason that this work is been carried out in the view to finding the causes and thereby bring about commendation that will promote productivity in the civil in general to achieve a successful result in the programme, this researcher has decided to carry out a case study of Enugu state civil service commission

 

 

• STATEMENT OF THE PROBLEM

There has been consistent low productivity in the civil service since Nigeria become independence.  This study is set out to asses the knowledge of job motivation and use of official work hours in the civil service in order to promote productivity.

 

• PURPOSE OF THE STUDY

The purpose of the present study is to large extent explained by the tittles promoting productivity in the civil service. To be more specific the purpose are as follows.

1. i) To identify the things that makes civil servant to perform below standard.
2. ii) To find out the main cause of productivity decline in the civil service commission.

iii) And to determine the measures to be taken in order to arrest the situation

 

 

 

• SCOPE OF THE STUDY

For one to carry out a research of this nature one would always require adequate provision of finance and accurate information. The inadequate of these factors affected this research in the following.

FINANCE: It has been major in any type of project. This id true in the sense that some has to make some trips from one place to another in research of information. Unfortunately the cost of transportation has uses greatly these days making it difficult for the researcher to level to all the places he would have wanted.

 

LIMITATION OF THE STUDY:     At the time questionnaire were distributed to some members of staff of Enugu state civil service commission. Some felt reluctant  to receive them on the pretence that they were too busy with office work.  Some workers even complained that because they were civil servant they could not answer every question.

 

 

• RESEARCH QUESTIONS

The research question of the present study are to a large extent explained by  the little promoting productivity in civil service commission specifically they are as follows. Was quite constrained  by times given to carry out a study magnitude.

FINANCE: Lack of sufficient finance was another factor that constrained  the study as there was insufficient found (money) to meeting up with the financial demand of the study.

 

• RESEARCH QUESTIONS

The research question of the present study are to a large extent explained by  the little promoting productivity in civil service commission specifically they are as follows.

1. What are the thing that makes civil servant to perform below standard
2. What are the main cause of productivity decline in the civil service commission

• What is the measure to be taken modern to arrest the situation?
• RESEARCH HYPOTHESIS

In seeking for ways of promoting productivity in the civil service in Enugu state civil service commission, it is essential that one would have a through understanding of the  low productivity in service, it is when this understanding is there that suggestions can be made to  solve the problems

The following research hypothesis are being considered.

H0:    Adequate knowledge of job acquirement does not promote efficiency

and effectiveness in the civil service

 

H1:    Adequate knowledge of job acquirement does not promote efficiency

and effectiveness in the civil service

H0:    Recruitment of qualified personals does not ensure high performance in

civil service

H1: Recruitment of qualified personals ensure high performance in

civil service

H0:    Incentive and motivation does not promote productivity in civil service.

H1:    Incentive and motivation does not promote productivity in civil service.

H0:    The use of official working house does not promote productivity in the

civil service

H1:              The use of official working house promote productivity in the civil service

 

 

 

• SIGNIFICANCE OF THE STUDY

The main significance of this study is to promote productivity in the civil service mainly in the Enugu state civil service commission.

If the productivity of Enugu state civil service commission is promoted the following people will benefit from it

• The civil servant of the commission they will benefit in the sense that the workers in the commission will be enjoying good pay and allowances
• The government will also benefit from the promotion, in this case government will no more be faced with the problems of state and complains that comes from the civil servant of the commission.

 

 

 

CHAPTER TWO

 

REVIEW OF RELATED LITERATURE

• MEANING PF PRODCTIVITY

The term productivity may be perceived by different people in different ways and situation.

This according to Dr. Solomon he deformed productivity as companies between the quantity of goods and service employed in living out these goods and services.

Another author, A.M Soba defines productivity as the volume of goods and service produced   by a worker within some specified unit of the year week day or hours.

 

 

Productivity is a measure of production efficiency as a relationship between output and input.  Form these definitions, it can be seen how different people lend to view productivity. There is no standard basis of calculation on scale on which productivity could be measured in different situation.  It is rather, a general used relates output to input. In discussing how different people look at productivity.  It will be necessary to hate some people who would at one time or the other be involved in promoting productivity.  For example an economist may want to make companion of productivity in standard internationally or between different organizations.

 

 

An accountant may view productivity in financial terms such as ratio between investment and returns, an engineer will tend to concentrate only in physical asset while a personnel manager may be concerned with measurement technique to obtain result.

 

Finally productivity is the measure of how well resource are brought together in organization and utilized for accomplishing a set of result.  It is reaching the highest level of performance with the least expenditure of resource.  Productivity simple means a combination of effectiveness and efficiency.

Effectiveness have refers to performance while efficiency refers to resource utilization.

 

• PRODUCTIVITY DECLINE IN THE CIVIL SERVICE

CRISIS MANAGEMENT IN THE PUBLIC SECTOR

A CASE STUDY OF ENUGU NORTH LOCAL GOVERNMENT ENUGU

 

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ABSTRACT

 

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

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

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

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

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

 

 

TABLE OF CONTENT

 

 

CHAPTER ONE

Introduction

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

Reference

 

CHAPTER TWO

Review of related literature

2.1     A review of crisis management

2.2     Meaning of crisis

2.3     An overview of crisis management

2.4     Crisis forecast

2.5     Objective of crisis management

Reference

 

CHAPTER THREE

Research methodology and design

3.1     Sources of data

3.2     Data collection

3.3     Statistical tools

3.4     Sample procedure and size

3.5     The population and size

Reference

 

CHAPTER FOUR

Date presentation and analysis

4.1     Presentation of data

4.2     Analysis of data

Reference

 

CHAPTER FIVE

Summary, Recommendation and Conclusion

5.1     Summary of major findings

5.2     Conclusion

5.3     Recommendation

Bibliography

Appendix    I

Appendix    II

 

 

CHAPTER ONE

 

INTRODUCTION

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

 

 

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

 

 

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

 

 

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

 

 

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

 

 

 

1.1     BACKGROUND OF STUDY

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

 

 

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

 

 

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

The four stages of crisis include:

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

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

 

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

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

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

 

 

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

 

 

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

 

1.2     STATEMENT OF THE PROBLEM

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

 

1.3     RESEARCH QUESTIONS

The basic research questions for this work are:

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

 

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

 

1.4     OBJECTIVE  OF STUDY

The objective of this research would include:

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

 

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

 

1.5     SIGNIFICANCE OF STUDY

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

 

• SCOPE AND LIMITATION OF THE STUDY

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

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

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

 

1.7     DEFINITION OF TERMS

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

 

Crisis

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

 

Local Government

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

 

Public Sector

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

 

Crisis Management

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

 

Rural Development

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

 

 

 

 

 

 

 

 

 

 

REFERENCE

 

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

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

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

 

 

CHAPTER TWO

 

REVIEW ON RELATED LITERATURE

2.1     LITERATURE REVIEW

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

 

 

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

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

 

 

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

 

 

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

 

 

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

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

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

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

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

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

 

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

 

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

 

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

 

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

EMPLOYEE MOTIVATION AND PRODUCTIVITY.

(A CASE STUDY OF ESUT, ENUGU).

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LIST OF TABLES

 

Table 4.1           (Respondents Opinion) will you select

Table 4.1.2                 What has been the effect on your performance.

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

Table 4.1.4                 How could you rate the motivational factors in the

organisation.

Table 4.1.5                 Does your salary carry you through the month?

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

Table 4.1.7                 What in your opinion is responsible for it?

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

ABSTRACT

 

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

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

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

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

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

TABLE OF CONTENTS

 

Title page

Approval page

Dedication

Acknowledgements

Table of contents

List of tables

Abstract

CHAPTER ONE

Introduction

1.1    Background of the study

1.2    Statement of the problem

1.3    Objective of the study

1.4    Scope of the study

1.5    Significance of the study

1.6    Definition of terms

References

CHAPTER TWO

Review of Related Literature

2.1    Introduction

2.2    Motivation – A theoretical discourse

2.3    Abraham Maslow Hierarchy of need theory

2.4    Fredrick Herzberg’s two-factor theory

2.5    Douglas Mcgregor’s Theory X and Theory Y

2.6    The concept of productivity

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

2.8    The governance of the university

2.9    The registry

2.10  Motivation in Enugu State University of Science and Technology

2.11  Discipline procedure

2.12  Suspension

2.13  Summary of the literature reviewed

References

CHAPTER THREE

Methodology

3.1    Research design

3.2    Area of the study

3.3    Population of the study

3.4    Sample and sampling procedure

3.5    Instrument for data collection

3.6    Validation of the instrument

3.7    Reliability of the study

3.8    Method of data collection

3.9    Method of data analysis

CHAPTER FOUR

Data presentation and analysis

 

 

CHAPTER FIVE    

Discussion, implications and recommendation

5.1    Discussion of results

5.2    Conclusion

5.3    Implication of the result

5.4    Recommendation

5.5    Suggestion for further research

5.6    Limited of the study

References

Bibliography

Questionnaire

 

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

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

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

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

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

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

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

1.2     STATEMENT OF PROBLEM

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

 

• PURPOSE/OBJECTIVES OF THE STUDY

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

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

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

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

1.4     SCOPE OF THE STUDY

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

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

1.5     RESEARCH HYPOTHESIS

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

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

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

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

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

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

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

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

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

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

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

 

1.6     THE SIGNIFICANCE OF THE STUDY

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

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

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

• Poor staffing strategies.
• Bribery
• Corruption and

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

1.8     DEFINITION OF TERMS

ESUT –        Enugu State University of Science and Technology.

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

maintains behaviour      

Strike –         For higher pay/against bad working conditions

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

organization by the top officials.

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

produced.

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

 

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ABSTRACT

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

TABLE OF CONTENTS

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

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

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

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

CHAPTER ONE:

1.0 INTRODUCTION

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

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

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

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

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The Role of Human Resource Management Promoting Industrial Harmony

 

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CHAPTER ONE

INTRODUCTION

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

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

1.2 Statement of the problem

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

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