MARKETING TECHNICAL SALES PEOPLE, FOR HIGHER PRODUCTIVITY
(A CASE STUDY OF EMENIT NIGERIA PLC.)
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ABSTRACT
A deepening world economic crises occasioned by a sustained and continuing fall in process and demand for industrial materials has left Nigerians in general with a severe recession. The need for employers of labour to inference in and motivate the workers for increased productivity has become imperative. Workers almost in every sector of the economy are being kind of everyday. Civil service is being reviewed frantically, but the yield/income don’t seem to be coming fast enough. The quest to motivate the workers with the available resources by federal, state and local government manufacturing industries becomes pertinent for efficient and increase of out put. Newspaper, researchers and management consultants are teaching with comment and recommendations about motivation for incentives to worker. Several seminars are equally being organized on the subject.
Motivating workers for higher productivity has become a vial tool aimed at enhancing higher productivity. It is against this background that I took up by choice, the study of motivating technical sales people for higher productivity – a case study of Emenite Nigeria Plc. I choose to look at the performance of the workers as they constitute the majority of the work force in the company.
A choose to study how the incentives so far granted to these class of workers has affected and will affect their productivity and also under what delimare the workers performing to meet up with the aspiration of their management.
A conducted a library research in which a picked my way through a great lot of current writing on the subject. Then I planned and wrote out my program and administered questionnaires followed by oral interview for cross classification of my facts. I get my data in ultimately and analyzed them, using progression analysis that are easy to understand.
I studied the Emenite Plc. In Enugu metropolis. The research held oral interview extensively with eh technical sales people as they are the people who been all the pressures and anxieties caused by unexpected frustration and problems.
The work is divided into five chapter, chapter one gives the general introduction which seek to place the technical sales people problems with their macro economic context, chapter two report our review of literature, chapter three describes the actual process and the methods of research that I carried out. In chapter four, details of data analysis, finally, in chapter five summary of major findings, recommendations, conclusions and possible areas of further research are recorded. I do hope that someday my recommendation will get to someone where it matters and arouse serious thought on the policy issues touched upon.
Perhaps, that may be sooner than I dare to imagine.
TABLE OF CONTENTS
Chapter One – Introduction
Background of the Study
Profile of Emenite Plc.
Statement of Problems
Objectives of the Study
Research Question
Hypothesis
Significance of the Study
Limitation and Scope of the Study
Definitions and terms
Chapter Two – Literature Review
The Influence of Cultural Value and
Perspective in relation to work
The effect of the External Environment of
The Organization and Morale
Review of Related Literature
Chapter Three
Research Design and Methodology
Sources of Data
Area of Study
Population of the Study
Analytical techniques
Chapter Four
Presentation Analysis and
Interpretation of Data
Chapter Five
Summary of Findings, Conclusion & Recommendations
Summary of Findings
Conclusions
Recommendations
Bibliography
Questionnaire
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Attitude to work is one of the most researched and discussed subject areas in both private and public sectors.
Researchers have sought to explain how and why people are activated to behave in a manner supportive for organizational goals.
Motivating Technical Sales People for higher productivity has been a great concern in most industries all over the world because they constitute the main work force of these industries. To motivate a worker is to enhance his output and his productivity so that the overall result or performance of the organization can be improved upon.
It is crystal clear that no matter how good or efficient an organization is, nothing happens until the people who make up the organization are motivated to perform.
This impetus may be totally internal to the employees, but often it requires the employee to except out external stimulus.
Traditional theories take note of the improved salary and working conditions.
Employee’s attitude to work has been of great concern also to the Nigerian management practitioners and workers.
The influence of cultural values and perspectives in relation to work in Nigeria, one noticed that Nigerian factory workers that depend on paid employment for their livelihood are mostly lazy, indifferent to work and sometimes dishonest while Nigerian working in the villages or doing community work are agile, delight efficient, honest and loyal. This could be because they prefer paternalistic leadership to any other style of leadership practiced in the typical Nigerian business organization.
This paper is an attempt to find a satisfactory answer, to important question such as what does a technical sales people of Emenite Plc. Want from their job? And how best can it be given to them with a view to motivating them for higher productivity.
PROFILE OF EMENITE PLC.
The foundation store of the company was laid on 3rd October, 1961 prior to that period however, the company was incorporated Cement (Nig.) Ld. The cop any was owned by Turner and Newall Ltd. ( A Manchester Uk based company) and the Government of Eastern Nigeria.
The reasons for sitting the company at it’s location at Emene Enugu are due to proximity.
– To the cement factory Nkalagu
– To the airport
– To the railway line
– To a river (Ekulu River)
Production started in 1983 with the company manufacturing
asbestos cement pipes, roofing and ceiling products.
During the Nigerian Civil was (1965 – 1968) with the absence of the British management Nigerian managed the company under the supervision named Igbo man
Due to the 1973 indigenization decree the share holding of the company changed the Turners and Newall Ltd. and Government of Eastern Nigeria. The name was changed later to Turner building products (Emene) Ltd. and local quarter moved from Lagos to Emene Enugu.
By 24th March, 1998, Turners and Newall Ltd. transformed it’s share holdings to Eterantremer Society Anoyme of Belgium (New Eter groups S.A Belgium) the ultimate holding company/technical partners, while Imo, Anambra, Abia, Enugu and Ebonyi States share the remaining percentage and the company changed its name to the present name Emenite Plc.
The company centered the Nigerian Market scene with a range of products notably:
a. roofing Products:
– Big six corrugated sheets (grey and coloured)
– Standard corrugated sheets
– Ultimate corrugated sheets
– Villatile Sheets
– Long span (Aminatus) sheets
b. Ceiling Products:
– Emceil flat sheets
– Duraceil Decoration ceiling tiles
– Emlux
– Qualite
c. Garden Items
– Flower ports of various designed and dimension
The products are sold through a wide range of distribution network to ensure availability even in the remotest areas.They undergo strick quality control processes that are in accordance with international standard to ensure that customers derive full benefit from the products.
For customers to enjoy full benefit of the products, the company offers at no extra cost, full technical advisory service before and after sales. This is through as team of well trained engineers and technicians.
The service ensures that customers enjoy high quality and problem free installation.
To make it’s impact felt in the market and ensure steady production more people were employed. This is to ensure they remained been a leader in roofing product.
The end points was that the directory referred to as a motivator orients management whereby the head of the department must be boss but a leader with great zeal and energy.
STATEMENT OF PROBLEM
The problem being studied is how well and under what constraint is the technical sales people operates. The task is watching the technical sales people at work with a view to ascertaining their out put when motivated and when their morale is low.
This will help to assess the effect is that workers should be encouraged to do as well as they can do. To say this, it might seems to non counter to renewable principles of work ethics viz that the building of morale. Workers should make themselves do or be made to do things they do not like doing especially for the lazy workers.
A renewed psychologist, William James in his charming and persuasive way, advice employers of labour to keep the faculty of efforts alive by a little gratuitous exercise every day since every one has his/her own optimal level of difficulty and optimal level aspiration.
The problem of both public and private sector organization in Nigeria include poor attitude to work, poor performance and generally how morale is been built among their staff as stated earlier as a result, some of these organization do not meet their expected production targets. The revenue accruing to the organization becomes low and consequently the stock holder will not get adequate returns for their investment.
It is no secret that in this country, a lot of businesses have folded up because of the indifferences as the management to their staff in terms of motivation. The researcher, therefore went ahead to know how far the Emenite Plc., Enugu motivates her staffs and the impacts of such motivational tools.
It has been estimated that rough 35% of the work force is weakly motivated, yet effective motivation of people offers one of the most direct and powerful means for increasing organizational performance.
Many industries spend large amount of time and money researching the behaviour of potential customers while neglecting to study the motivation and behavhour of their own sales people. As a result, sales managers have generally had to develop their own approaches to motivating the sales force, base on a mixture of intuition, folklore, industrial traditions, managerial role modles, and their own experiences.
OBJECTIVES OF THE STUDY