Description
CHAPTER FIVE
5.1 Discussion of Result Findings
Based on the analysis of data in chapter four the following findings were noted.
The analysis of data revealed that the management were fully aware of the law establishing the PEs and the responsibility of the PHCN to the public.
It was gathered that the management of PHCN have management polices in place, and that the Board of director made these management polices.
It was also gathered that these management polices had not been effectively and efficiently implemented.
The research also uncovered the fact that the management class are the implementers of the management polices in the said public sector.
The researcher further gathered that governments interference in the management decisions and polices had a very negative impact on the achievement of goals and objectives.
It was also discovered that quality measures had not been taken to ensure the realization of the set objective because;
a. The PHCN was not fully autonomous
b. The technological facilities, infrastructure and specialist were not available or were lacking but if present were obsolete and incompetent to handle changing technological innovation: in equipments.
c. Improper motivation of workforce
The researcher found out that there were other problems facing the public enterprise in Nigeria, they include;
a. Inadequate competent and skilled managerial staff,
b. Poor remuneration and motivational packages for staff,
c. Lack of technological knowhow,
d. Corruption and mismanagement of funds
These findings revealed that sound educational training and experience made a successful and efficient manager, by;
a. An improves productivity of services to the public.
b. A reduction in the overall cost of running and maintaining the establishment.
c. A better and efficient use of resource.
d. Transfer of technological skills and qualities to other employees.
It was also gathered that government made provision for training and retaining of staff especially the mangers and senior management class by organizing workshop, seminars conference refresher course and sand which programme at their expense.
5.2 Conclusion
From the respondents submission, the researcher concluded that excessive political interference in the operational matters of public sector creates a negative impact and obstacles to the managerial policies and implementation in the Nigerian enterprises.
The public enterprises for whom great financial provision have been made to revive and uplift without any fruitful result, instead the government coffers becomes dry and impoverished by constant deficit financing of this said sector. Here government seems to be flogging a dead horse in this situation, even the masses feel demoralized stunned and helpless since corruption has become a way of life. The sinking ship has to be salvaged and hands must be on deck.
5.3 Recommendations
There is an urgent need to actually depersonalize and depolitics the public sector.
Public enterprises need to recover from this ailment, naturally they are seemingly healthy but they are all walking corpses because they have neither improved nor put in place new projects or maintained the existing ones.
But these recommendations will prove themselves antidote if properly put into practices.
1. Merit system
Recruitment, placement, promotion and training should be made purely on merit and not on the resolution of the principle of ethnicity. The federal character devoid of ethnicity and parochial has in process as a imitation from the public sector will help to elevate efficiency.
2. Motivation
Managers should work hand in hand with workers in deciding on mattered affecting them because it would boost the morale of workers and give them that sense of belonging in the organization, prompt payment of remuneration salaries, allowances, benefits, arrears, overtime, pension scheme and gratuity to the management workforce in addition to health care faculties, comfortable work environment, promotion, any form of carrot can serve etc, this will help energize and boost personnel performance. This can be achieved through the application of management by objectives MBO. This is a self goal setting approach that makes the employee see his own goal in ways of achieving contract between management and employee if the employees are duly recognized, efficiency and effectiveness will be better implemented. However, the practice of MBO should be done with care to avoid the employee taking the opportunity to defraud the organization. MBO gives workers the opportunity of knowing how and why they are so rated. This makes room for change of attitude and improvement on the side of the employee. The issue of victimization of workers by their boss is also reduced through the open appraisal system. Also management should have a destined policy on promotion and advancement of workers.
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