Category Archives: International Relation Project Materials Samples

International Relation Project Materials Samples

THE IMPACT OF STRIKE ACTION ON THE ACHIEVEMENT OF TRADE UNION OBJECTIVE

THE IMPACT OF STRIKE ACTION ON THE ACHIEVEMENT OF TRADE UNION OBJECTIVE

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Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
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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
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form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 24 HOURS

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CHAPTER ONE

 

INTRODUCTION

 

1.1 BACKGROUND OF THE STUDY

 

Strike action also called labour strike or industrial action is a work stoppage caused by the mass refusal of employee(s) to work. A strike usually takes place in respond to employee grievances. Strike became important during the Industrial Revolution, when mass labour became important in factories and mines. In most countries, they were quietly made illegal, as factory owners had far more political power than workers. Most western countries partially legalize striking in the late 19th or early 20th centuries.

 

Strikes are sometimes used to put pressure on government to change polices. Occasionally, strike destabilizes the rule of a particular political party or ruler. In such cases, strikes are often part of a broader social movement taking the form of a campaign of civil resistance. A notable example is the stoppage of work by the indigenous railways workers in (1932) led by Pa Michael Imodu during the colonial era and the first general strike of (1945) in Nigeria.

 

Since 1970 to present time, workers demand for improved condition of work and wages have increased the number of strike actions as management most times would not accurately satisfy the needs and requests of employees even in the face of economic recession.

 

In this study, however, we are going to examine the causes of strike, i.e. consequences and impact in the achievement of trade union objectives.

 

 

Strikes are the most significant aspect of industrial conflict. Strike is defined as the temporary stoppage of work in the pursuance of grievance or demand. In practice however, it has been difficult to separate strike from other forms of expression of industrial dispute as employer lock out workers and workers themselves embark on strike action.

 

It is more useful to view both phenomena as part and parcel of the conflict situation, not as opposite. Rarely does a strike occur over a single issue for an obvious cause may be linked with several other issues that not immediately apparent to the observation that have caused dissatisfaction because solutions to them have been long in coming. The actual occurrence of strike depends on several factors including prevailing circumstances. This also goes to show that few strikes occur spontaneously especially as there is no way of guaranteeing that strike actions instead of the other forms of industrial action would be decided upon by workers involved.

 

Each time strike occurs substantial man-hour is lost, a good example is the first general strike of (1945), the (1993) ASU strike where universities in the country was closed for couple of months thereby causing set back in the tertiary institution.

 

The Nigeria Labour Congress, NLC, and Trade Union Congress, TUC, the two major umbrella bodies of workers union in Nigeria mobilized workers for an indefinite strike action which commenced on Monday, 9th January, 2012 to drive home the protest against the fuel subsidy removal of January 1st 2012. The government of Nigeria removed fuel subsidy by increasing the price of petrol per litre from N65 to N141 on January 1st 2012.

 

 

This nationwide strike affected the country of trading on the floor of the Nigeria Stock Exchange,( NSE) fell by 82 percent, local

 

flights were grounded, and lifting of crude oil was hampered. The strike had a lot of effect on the major sector of the economy as activities of the (NSE) that are trading slumped by 80%, while banks complied with the strike order and closed shop, the NSE opened for business as usual. But at close of trading, only 46.06 million shares were traded in 20 deals.

 

This is a significant reduction when compared with an average 262 million shares worth about N1.05 billion traded in 2,509 deals the previous week. The Nigeria Labour Congress,(NLC) has led a number of general strikes in the past to mention a few. In 2004, the Nigeria Labour Congress gave the Federal government an ultimatum to reverse the decision to introduce the controversial fuel tax or force a nation wide protest strike. The strike threat was made despite the fact that the Federal High Court judgment in an earlier dispute had declared the organization lacking legal power to call a general strike over government policies.

 

It is in this context that the research wishes to access the impact of strike action on the achievement of trade union objectives in both private and public sectors in Nigeria and how management policies/decisions are influenced by workers through the representatives (trade union) to the effect of harmonizing management polices with trade union objectives enhancing efficiency as well as maintain good industrial relation

 

peace             and   harmony  in   the   work   place   using…

 

  • STATEMENT OF THE PROBLEM

 

The unstable industrial relation climate in Nigeria just within the decades has resulted in all time record of lost working hours, unprecedented work stoppage as a result of strike action.

 

By October 1981,both federal and state government were broke, by December, seven out of the nineteen state governments could hardly pay the salaries of their employees; by June 1982,Bendel,Rivers,Cross Rivers, Benue and Imo States were owing teachers two to four months arrears. It was only when junior workers threatened strike action in Cross River State and teachers actually abandoned classes in Bendel State after not receiving January salaries as at April 1982 that both government cleared part of the outstanding amount .

 

In the first six months of the year 1982, Nigeria lost a total of 4,598 man- hours because of strike action by workers. The recent strike action embarked by Nigeria Labour Congress in January, 2012 has cost the country millions of naira as all the sectors of the economy which engage in productivity activities in order to boost the gross domestic product of the economy

THE IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING IN NIGERIAN PUBLIC SECTORS.

THE IMPACT OF EMPLOYEES PARTICIPATION IN DECISION MAKING IN NIGERIAN PUBLIC SECTORS. (A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) ENUGU)

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

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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.

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ABSTRACT

In a centralized organization, employees are not allowed to participate in decision making. This is because it is feared that they are not competent and as a result will not contribute meaningfully in decision of the organization.

 

The essence of this project research is to assess the impact of employees participation in decision making in Nigerian public sector. The study was designed with descriptive survey method. Questionnaire interview including library materials were also used in collecting data. A test technique was used in testing for reliability of instrument.

 

Research questions were posed and the understated hypothesis tested with chi-square method. Employees participation serves as a training and testing ground for future members of upper management, lack of qualified and company oriented individuals

 

undermine employees‟ participation in de availability of skilled individuals in organizational decision making

 

promotes productivity.

 

However, it was concluded accordingly, that employee‟s participation serves as a training and testing ground for future members of upper management. Lack of qualified and company-oriented individuals undermine employees participation in decision making. Availability of skilled individuals in organizational decision making promotes productivity.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.0 Introduction 1
1.1 Background of the Study 2
1.2 Statement of the Problems 4
1.3 Objectives of the Study 4
1.4 Significance of the Study 5
1.5 Scope of the Study 6
1.6 Limitations of the Study 6
1.7 Research Questions 7
1.8 Research Hypothesis 8
1.9 Definition of Terms 9
1.10 Theoretical Framework 10
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 14
2.1 The Concept of Employee Participation 15
2.2 Factors that Influence Participation 20

 

 

 

 

 

6

 

 

2.3 Prerequisites for Participation 23
2.4 Forms of Employee Participation 25
2.5 Different needs for Participation 33
2.6 Views Expressed Concerning Participation 34
2.7 Constraints to Participation 37
2.8 The Range of Options for Employee Participation 39
2.9 Arguments for Participation 43
2.10 Arguments against Participation 44
2.11 Historical Background 45
CHAPTER THREE: RESEARCH DESIGN METHODOLOGY
3.0 Introduction 49
3.1 Design of the Study 49
3.2 Area of the Study 50
3.3 Population of the Study 50
3.4 Sample and Sampling Technique 51
3.5 Instrument for Data Collection 52
3.6 Validation of the Research Instrument 53
3.7 Reliability of the Research Instrument 54
3.8 Method of Data Collection 54
3.9 Method of Data Analysis 55
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Introduction 56
4.1 Presentation and Analysis of Data 56
4.2 Testing of Hypothesis 76

 

 

 

7

 

 

CHAPTER FIVE: SUMMARY OF FINDINGS
5.0 Introduction 82
5.1 Summary of Findings 82
5.2 Conclusion 84
5.3 Recommendations 85
5.4 Implications of Research Findings 88
5.5 Limitations 89
5.6 Suggestions for Further Study 90
Bibliography 91
Appendix 93

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

8

 

 

CHAPTER ONE

 

  • INTRODUCTION

 

Employee participation is creating an environment in which people have an impact on decision and actions that affect their jobs. Employee participation is not the goal nor is it a tool, as practiced in Nigerian Public sectors. Rather, employee participation is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the on going success of the public sectors.

 

Anyanwuocha (2003) explained that public sector are government or state owned business organizations, which are usually set up by act of legislation, with the main aim of maximizing public welfare.

 

Moving decision making power downward in public sector is at the core of what employee participation is all about. Teams are a potentially powerful way to move power downward. The employee participation have also been implemented in the Nigerian public sectors in order to motivate the employees by involving them with the management for taking serious decisions about the public sector.

 

Research on employee participation begun to provide information on the number and types of programmes that exist, their

 

 

 

 

 

9

 

 

 

structure and their effects on a variety of social-psychological, production and economic issues in the public sector.

 

To date, little is known about the financial condition of the Nigerian public sectors with employee participation in decision making. Although the popular literature suggest that employee participation in decision making has been implemented in the Nigerian public sector in distress and has been effective in restoring financial health.

 

 

  • BACKGROUND OF THE STUDY

 

It should be recent that a decision is a choice whereby a person forms a conclusion about a situation. Gostell L. Wand Zalkind S.S. (1963) defined the term decision making as a choice process, choosing one from among several possibilities. This depicts a course of behaviour about what must be done or vice versa. Decision however translated into concrete action. Planning engenders decision guided by company policy and objectives, policies, procedures and programmes.

 

The aim of decision making is to channel human behaviour towards a future goal. Decision-making is however one of the most important activities of management. It has been the pre-occupation

 

 

 

 

 

10

 

 

 

of all management of multifarious organization to multi-national corporations.

 

Managers often consider decision making to be the heart of their job in that they must always choose what is done, who will do it, when, where and most of the time how it will be done.

 

Traditionally, managers influence the ordinary employers and specifically their immediate subordinate in the organization. This has

 

resulted in managers‟ unnatural decisionr e subordinates. In Germany around 1951 a law was enacted which

 

provides for code termination and requires labour membership in the supervisory board and executive committee of certain large corporation enabling subordinates to participate in decision making process resulted to relatively and peaceful labour management relations.

 

The basic concept involves any power-sharing arrangement in which workplace influence is shared among individuals who are otherwise hierarchical unequals. Such power-sharing arrangements may entail various employee involvement schemes resulting in co-determination of working conditions, problem solving and decision making.

 

It is in this context the researcher wishes to assess the “impact of employee participation in decision making in Nigerian public

 

 

11

 

 

sector”                  using  PowersCompany HoldingofNigeria(PHCN) Enugu as a

 

case study.

 

 

 

 

  • STATEMENT OF THE PROBLEMS

 

There has been a lot of controversy as to whether an employee

 

should participate in management decision making or not. Some writers argued that employees should contribute in making decision more especially where it affects them or their jobs. It is expected that such participation will serve as training and testing ground for future members of upper management.

 

In Nigeria, experts that refuted the above assertion see the arrangement as a symptom of mal-organization. They maintained that qualified, reasonable, honest and company oriented individuals are not available at these lower organizational levels. But the big question is, are skilled individuals really available? All these underlay the need for an investigative study.

 

ROLE OF MANAGEMENT IN MOTIVATING WORKERS IN THE BANKING SECTOR

ROLE OF MANAGEMENT IN MOTIVATING WORKERS IN THE BANKING SECTOR (A CASE STUDY OF FIRST BANK NIG. PLC. OKPARA AVENUE, ENUGU)

 

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

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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.

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This project work was carried out to determine the role of management in motivating workers in banking sector, using first Bank Nig. Plc, Okpara Avenue, Enugu State as a case study. The purpose of this study is to find out how workers in the banking sector derive motivation, taking into consideration the impact of management influence and the effect of this on productivity. Also research questions and hypothesis were stated to be used in generalization towards the end of this with the appropriates tools. The research design used in this study is descriptive survey method, were simple random sampling was used to obtain information as to the population of the firm, getting a sample size of 44 persons. The data collection was based on primary

 

data like questionnaire, personal interviews and data annual reports were also used. Statistical tools like chi-square, simple

 

percentage  were  used  to  analyze  the  data.The  research  findings

 

showed that worker‟s productivity does not necess motivation since every employee have a target to meet and also has

 

obligations to carryout. It was also established that motivation has relationship with personnel officers‟ pro underlying the issue is that what appear to create motivation on one

 

personnel in a particular bank might not act similarly in other bank, most especially in commercial banks. This can be deduced in the sense that motivation does not work in all situations as panaceas to increase productivity in all corporate organizations. Every indication shows that environment and fringe benefits play significant role in personnel manager‟s job satisfactionBasedthefindings. above, the researcher made this recommendation on how motivation in the banking sector can be enhanced to have an impact in productivity. The management should be able to identify what can actually make the workers in their own banks have adequate motivation and whether such motivation packages are capable of boosting high productivity. Lastly, the management should also endeavor to include some packages like compensation that will ensure adequate job security and if possible work towards developing a policy for pensionable service.

 

 

TABLE OF CONTENTS

 

 

Table of Contents –

 

 

 

 

i
ii
iii
iv
iv
vii

 

 

 

 

 

CHAPTER ONE: INTRODUCTION
1.0 Introduction 1
1.1 Background of the Study 2
1.2 Statement of Problem 6
1.3 Objectives of the Study 7
1.4 Significance of Study 8
1.5 Research Question 9
1.6 Research Hypothesis 10
1.7 Scope of the Study 11
1.8 Limitation of the Study – 11
1.9 Definition of Terms 13
1.10 Theoretical Framework – 15
1.11 History of the Area of Study 18

 

 

 

 

 

 

7

 

CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 21
2.1 Theoretical Review 21
2.2 Empirical Review (Definitions) 23
2.3 Intrinsic Motivation and Satisfaction 25
2.4 Implication and Application of Related Theories 27
2.4.1 Process Theories – 29
2.5 Motivation and Job Satisfaction 32

 

  • Fredrick Herzberg‟sTheoryofMotivation and Job

 

Satisfaction 35
2.7 Job Enlargement and Job Enrichment 38
2.7.1 Characteristic of Jobs 39
2.8 The Hierarchy of Needs Theory 41
2.9 Role of Management on Motivating Personnel workers – 48
2.10 Importance of Motivation 52

 

 

 

 

CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY

 

3.0 Introduction 57
3.1 Design of the Study 57
3.2 Area of the Study 58
3.3 Population of the Study – 58
3.4 Sample and Sampling Technique 58

 

 

 

 

 

8

 

3.5 Instrument for Data Collection 60
3.6 Validity of Instrument  – 61
3.7 Reliability of the Instrument 62
3.8 Method of Data Collection 62
3.9 Method of Data Analysis 63

 

 

 

 

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Introduction 64
4.1 Interpretation of Data 65
4.2 Test of Hypothesis 76
4.3 Discussion of Result 84

 

 

 

 

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND

 

RECOMMENDATION

 

5.1 Summary of Findings 86
5.2 Conclusion 88
5.3 Recommendation 90
Bibliography 93
Appendix   – 96

 

 

 

 

 

 

 

 

 

 

 

 

 

 

9

 

CHAPTER ONE

 

1.0                                               INTRODUCTION

 

 

One of the most significant developments in the field of the organization in recent times is the increasing importance given to human resources. More and more attention is being paid into motivational aspects of human personality, particularly the need of self-esteem group belonging and self actualization. This new awakening of humanism and humanization all over the world has infact enlarged the scope of applying principle of personnel management in organizations. The development of people, their competencies and the process developing the total organization are the main concerns of personnel managers.

 

Extension of organizations in banking sectors face the major problems of professional incompetence and lack of motivation among their employees. Further more, many banking sectors in Nigeria do not have a well defined system of personnel management. Proper planning and management of workers within extensions of organization is essential to increase the capabilities, motivation and over all effectiveness of personnel. Keeping this in view, this research discusses the various dimensions of workers as applicable to extension organizations.

 

 

 

 

 

 

10

 

 

One of the major role of a personnel manager is to recruit, select and place workers at their area of specialty; in other to boost these personnel functions and enable them work effectively, they must be adequately compensated. Comensation being a source of motivation increases the performance of personnel in workplace. Management must first consider what they can reasonably afford to pay their personnel workers and the ramification of their decision; will they affect workers‟turnover and productivity. In addition, management play vital role in motivating workers and they solely believe that pay can influence their work ethic and behavior towards their job. Moreover, social, economic, legal and political factor also exert influence on the rate at which personnel managers operate.

 

It is hereby articulated that the increase of management creating incentives as a source of motivation tends to boost and increase the rate of response of employees in an organization thereby increasing productivity.

 

 

 

  • BACKGROUND OF THE STUDY

 

The task facing management in various banking sector in recent times is that of determining what should constitute adequate motivation for the workers. To achieve these objectives,

 

 

 

 

 

 

11

 

 

the environment for the performance of the individuals working in group towards accomplishing common objective must be maintained.

 

Personnel managers as well as employees are the single most important source in any firm. They are the keys to higher productivity and efficiency. Most managers have discovered that productive work cannot be achieved through command, order or executive fiat. The primary aim of personnel managers is to recruit, select and place were they rightly suit, in order words, improved personnel managers productivity and efficiency depends on individuals motivation that gives them job satisfaction. The themes of motivation suggests that personnels who have a clear sense of their own contribution to their firm and who receive effective feedback from their manager are more likely to experience job satisfaction than those who do not. Achieving goals and being recognized for

 

 

MANPOWER PLANNING AND DEVELOPMENT AS AN EFFECTIVE TOOL FOR ACHIEVING ORGANIZATIONAL GOALS.

MANPOWER PLANNING AND DEVELOPMENT AS AN EFFECTIVE TOOL FOR ACHIEVING ORGANIZATIONAL GOALS.

(A CASE STUDY OF STAR PAPER MILL LTD, ABA)

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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. 

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 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 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

WE HAVE SECURITY IN OUR BUSINESS.   

MONEY BACK GUARANTEE

 

ABSTRACT

This research focuses on Manpower Planning and Development as an effective fool for Achieving Original Goals, using star paper Mill Ltd Aba as the case study. The problems of this study are numerous, to which one is the absence of administrative control in achieving the overall approved programs. The objective of this study is to map out enough manpower planning time and skills that will help manager gather information that will help them after ascertaining the organization manpower planning resources. The findings of this study showed that adequate finance is needed mauled for field work, and also that previous manpower plan serves as a good basis in determining new manpower plan. Therefore, it is discovered through the data analysis which was questionnaire that manpower planning has an effect in achieving organizational goals and objectives. The descriptive approach of research design which was used enabled the researcher to gather analysis and interpret the set of data. The research made use of interview, observation and questionnaire as her instrument for data collection. Recommendations, conclusion and finding of this project state that management should be using their previous manpower plan as a point of contact while prepping for a new plan in order to avoid mistakes.

 

TABLE OF CONTENTS

 

 

 

 

 

 

CHAPTER ONE –
INTRODUCTION
Background of the Study –
Statement of the Problem –
Objective of the Study –
Research Questions
Research Hypothesis
Significance of the Study
Scope of the study
Limitations of the study
Definition of Terms

 

 

 

 

1
1
1
4
5
6
6
7
8
8
9

 

 

 

 

CHAPTER TWO – 11
Literature Review – 11
INTRODUCTION – 11
Theoretical Review – 11
Objective of manpower planning and Development – – 19
Types of Manpower Planning Development – 22

 

Objective of an Organization 23
Effect of Manpower Planning and Development – – 23
Environmental Factors that Influence Manpower
Planning and Development in Nigeria- 24
Summary of Literature Reduced –
CHAPTER THREE –
Research Methodology-
Research Design
Area of Study –
Population of the Study
Sampling and Sampling Techniques
Instrument of Data Collection
Decision Rule of Chi-Square
CHAPTER FOUR
Presentation and Analysis of Data
Introduction
Testing of Hypothesis
Discussion of the Findings
Summary, conclusion and Recommendation
Discussion of the Findings
Recommendation
Limitations
Suggestion for Further Study
Bibliography

 

Appendix           –          –          –          –          –          –          –          –          –

 

 

Questionnaire        –          –          –          –          –          –          –          –

 

LISTS OF TABLES

 

 

 

 

 

  1. Sex Distribution of Respondents

 

  1. Educational Qualification of Respondents

 

  1. Number of Years in Services of Respondents

 

  1. Marital Status of Respondents

 

  1. Department of Respondents

 

  1. How Manpower Planning Operations are done.

 

  1. How Workplace is Rated Generally.

 

  1. Is Adequate time Frame needed in Manpower Planning.

 

  1. How Previous Manpower Planning Serve is good Basis in Determining new Manpower Plan.

 

  1. How Job Satisfaction is Rated

 

  1. How Manpower Planning and Development Affect the Performance of the Organization.

 

  1. How Manpower Planning aid Faster Attainment of Goals.

 

CHAPTER ONE

 

  • INTRODUCTION:

 

  • BACKGROUND OF THE STUDY:

 

Manpower planning and development is the first and the

 

most important function of management. The essence of manpower planning and development involves a critical analysis of the supply, demand, surplus, shortage and utilization of human resources. It is important to note that manpower planning is often taken as the most important resources of an organization because through it, other resources (material and financial) are harnessed to meet the need of man.

 

The economic development of a country depends on the quality and quantity of its resources, the state of technology and efficient deployment of resources in both production and consumption process.

 

Most organizations today is facing problems because they did not plan for their workforce neither do they have any systematic human resources management programs that consider organizational goals.

 

Planning is the first and most important function of management. The essence is to prepare for and predict future events. Planning goes beyond attempting to attain stated organizational objectives. It involves the

 

 

development of strategy and procedures required for effective realization of the entire plan.

 

One of the major problems confronting management in any organization is the most effective way of matching people with jobs. The process by which management attempt to provide for the human resources or

 

manpower                      to   accomplish   its   task   is   ca

 

The concept of manpower planning has been given different definition by different authors. Malthus and Jackson (1992) see manpower planning as the process of analyzing and identifying the need for the availability of human resources so that the organization can meet its human resources objectives.

 

Griffin (1997) sees human resources planning as a plan which involves accessing trends, forecasting the supply, demand for labour and the development of appropriate strategy for addressing any differences.

 

Ehegbunna (1992), sees manpower planning as having the right person in the right number, in the right place and at the right time.

 

Olutola (1986), when manpower planning is mentioned, it generally refers to the projection of future requirement for a given number of people with specific skill to meet the demand of various sector of the economy.

 

 

Ogunniyi (1992), in handling manpower planning said that it is a concept that involves critical analysis of supply, demand, surplus, shortage, wastage, and utilization of human resources.

 

Manpower planning is necessary in all organization because it is required for recruitment. Without it, it would be difficult to know the number of personnel’sdforrecruitment. require

 

Manpower planning and development helps measurement to determine:

 

  • Number of employees

 

  • The level of experience each must possess

 

  • Their salary scale

 

  • The best way to utilize them in an activity which practice increase

 

skills.

 

Star Paper Mill Ltd was incorporated as a paper connoting company in 1997. Now, the company operates thru (3) factories which includes stationary plant at Umungasi (Aba); the recycling and conversion plant at Owerrinta and the Ibadan conversion plant. It also has liaison offices in Lagos, Ibadan, Kaduna, Kano, Suleja and Onitsha.

 

The premier plant located at Aba, produces school exercise

 

AFRICAN STANDBY FORCE: PROSPECTS FOR REGIONAL SECURITY

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ABSTRACT

  1. This research was carried out to analyse the concept of the African Standby Force (ASF) and its prospects for regional security on the African continent. Series of conflicts in Africa and their attendant problems have killed millions, destroyed property and hindered Africa’s growth. If African countries are to achieve any meaningful development, they must be relatively crises free. However, responsibility for security in Africa is devolving to African states and sub-regional organizations.

 

  1. Several conflicts on the continent have shown that the UN and the developed countries are slow to react to conflicts in Africa, especially where their national interests are not affected. Thus Africa can no longer fold its arms and watch from the sidelines while conflicts continue to ravage the continent. Moreover, Africa is the major loser from such conflicts. The need to find an African solution to African problems thus gave birth to the ASF.

 

  1. The ASF is a system whereby troops are kept ready for rapid deployment to conflict areas. The establishment of the ASF reaffirmed the determination and commitment of African leaders to handle African problems themselves. The very existence of the ASF and the knowledge that it would be effectively used would serve as deterrence to would-be trouble makers across the continent. Furthermore, the ASF would greatly reduce the response time for international intervention in conflict situations. This is necessary to ‘nip conflicts in the bud’ and prevent further bloodshed and suffering.

 

  1. The descriptive research method was used for the study. The study examines the security challenges confronting the AU and how the ASF can help combat these challenges. The study also examines the progress so far made in establishing the ASF and strategies to fully operationalise the ASF.


CHAPTER ONE

 

1.0   INTRODUCTION

 

1.1   BACKGROUND

 

Security can be construed in terms of the ability of individual citizens to live in peace with access to basic necessities of life, at the same time participating fully in societal affairs in freedom and enjoying all fundamental human rights (The Kampala Document: Towards a Conference on Security, Stability, Development and Cooperation in Africa). Security is indisputably a first order value for all mankind. McNamara offered a broad definition of security when he stated that ‘security means development’           (McNamara, 1968:149). Security can therefore be conceptualised as a precursor to development and although not entirely dependent on military activity, it is tightly intertwined with it and cannot exist without it. According to Imobighe, ‘the amount of security a nation enjoys is a reflection of its defence system’ (Imobigbe, 2003:170). Similarly, Lippmann posits that ‘a nation has security when it does not have to sacrifice its legitimate national interests to avoid war and is able, if challenged to, to maintain them by war’ (Baylis, 2001:255). This implies that military security is important and indeed forms the bedrock on which all other forms of security rest.

 

Africa’s security problems can be traced to the era of slave cartelization when European slave merchants freely terrorized the continent. This was closely followed by colonization wherein the indigenous defence systems were removed to emplace imperialism. Since then, Africa has become an exporter of raw materials and cheap labour and an importer of finished goods. This exploitation continued until the outbreak of World War II (WWII) in 1939. The end of WWII in 1945 saw the emergence of two superpowers, the United States of America (USA) and the United Soviet Socialist Republic (USSR). The subsequent Cold War which ensued between these superpowers lasted                         from 1945-1990. Within this period, the superpowers fought by proxy, with many African countries as pawns in their power struggle. Dictatorships, overtly or covertly supported by one or the other superpower, usurped power through coups d’etat and maintained repressive regimes. This inevitably led to counter coups, usually supported by the opposing superpower.

 

The resultant vicious circle of dictatorships, sit-tight rulers, coups and counter coups, coupled with illiteracy, absence of