| Description | | DATA PRESENTATION AND ANALYSIS
In this chapter, the researcher analyses the data collected in the course of this study. She then presents the result, indicating how far the research questions confirmed or discomforted as the case may be.
In the analyzing the data , response from respondents are converted to raw scores, and then percentage of some of the data are tabulated before comments are made in respect of how they affect the research question is tested, using one or two relevant tables.
The results then presented according to how each research question is supported or redefined by the gathered data. The research question is regarded as conformed. If it is supported by the highest number of scores. And where in a list of alternate, the scores that supports the research question shows an equal score with any opposing alternative, the research question upholds so long as the score is highest among the list.
PRESENTATION OF DEMOGRAPHICAL DATA
TABLE I
THE FREQUENCY OF MAGAZINE READING HABITS OF STUDIES.
Categories Frequency of Response Percentage
By chance 35 10
Not at all 20 10
5 days a week 45 15
4 days a week 40 15
3 days a week 100 25
2 days a week 110 25
Total 350 100
From the above table, 110 respondents representing 30 percent said they read news watch magazine 2 days a week, 100 respondents representing 20 percent said they read 3 days a week, 45 representing 15 said 4 days a week, 40 representing 15 said 5 days a week, 35 representing 10 said by ÒchanceÓ and 20 of them representing 10 said Ònot at allÓ.
TABLE11
THE REASON WHY STUDENTS READ news watch MAGAZINE
S/N Categories Frequency of Response Percentage
1. To keep in touch with government activities. 120 10
2. To learn about self 20 15
3. To kill time 5 5
4. Diversion 15 25
5. To obtain 100 30
6. To be entertained 50 10
7. To cool tension 40 5
Total 350 100
It is evident from the above table that 120 respondents representing 30 percent read news watch magazine to keep in touch with government activities, 100 representing 20 percent said that they read to obtain information, 50 representing 18 said that they read to be entertained, 40 said to cool tension,20 said to learn about self, 15 said for diversion while 5 representing 2 percent said they read to kill time.
TABLE III
THE SOURCE FROM WHERE STUDENTS GET MAGAZINE
Categories Frequency of response Percentage
From serial 200 60
Borrowing from friends 100 30
No where 50 10
Total 350 100
From the table, 200 respondents representing 60 percent said they get from serial section, 100 respondents representing 30 percent said they Borrow from friends while 50 respondents representing 10 percent said ÒNo whereÓ.
TABLE IV
THE AREA OF INTEREST OF RESPONDENTS
Categories Frequency of response Percentage
News 200 42
Editorial 120 18
DonÕt know 30 25
undecided 20 15
Total 350 100
From the above,200 respondents representing 42 percent said that their interest is in News, 120 respondents representing 25 percent said in Editorial, 30 DonÕt have any interest while 20 respondents representing 15 percent were undecided.
TABLE IV
THE PERIOD STUDENTS READ MAGAZINE
Period Frequency of Response Percentage
Morning 100 10
undecided 50 30
After lectures 200 60
Total 350 100
From the above 200 respondents representing 60 percent said after lectures, while 100 said in the morning, 50 respondents were undecided representing 10.
Discussions and findings
Table 1
From table 1, it shows that 110 respondents representing 30 percent read news watch magazine 2 days a week, 100 respondents representing 20 percent said the 3 days a week, 15 said 5 days, while 35 representing 10 said by chance and 20 of them representing 10 said Ònot at allÓ.
Table II equally supported this question, it shows that 120 respondents representing 30 percent read news watch magazine to keep in touch with the government activities, 100 representing 20 percent said that they read to obtain information, 50 representing 18 said that they read to be entertained, while 40 said to cool tension, 20 said to learn about self, 15 said for diversion, 5 representing 2 said that they read to kill time.
With the above, the researcher can conveniently say that the respondents answered positively.
Table III
A quick look at table iii shows that 200 respondents representing 60 percent said they get magazine from serial section, 100 respondents representing 30 percent said they Borrow from friends while 50 respondents representing 10 percent said NO WHERE from this it proves that the research question from the respondents view is positive, negative
Table Iv gives a helping hand to this question it shows the area of interest of respondents is very positive. Because 200 respondents representing 42 percent said that, their interest is in news. 120, respondents representing 25 percent said in Editorial, while 30 donÕt have any interest, 20 respondents representing 15 percent is undecided.
TABLE V
A look at table v shows that 200 respondents representing 60 percent said they read magazine after lecture, while 100 representing 30 percent said they read in the morning, 50 respondents representing 10 percent where ÒundecidedÓ. | ABSTRACT
This project was designed to know the roles of secretaries in Higher Institution of Learning five (5) Research Questions were used in the this study and they serve as guideline for investigation.
The design for the Case Study are questionnaire, oral interviews and observation method used to gather information. Thirty (30) questionnaires were distributed and admistered by the respondent on who a secretary is? Categories, qualification of a secretary e.t.c. Therefore, there should be improvement in the promotion of saving secretaries and a good secretaries should be promotion into management cadre after seven (7) or move years. | ABSTRACT
The issue of employee job satisfaction has been momentous in recent times to the development and accomplishment of organizational productivity. This research study aims at investigating the factors that affect employee job satisfaction at Skye Bank Plc, Eruwa. Specifically, the study seeks to investigate the influence of talent development on employee satisfaction, to establish the extent to which reward influences employee satisfaction; establish the influence of organizational structure on employee satisfaction and investigate the influence of organizational commitment on satisfaction of employees. Theoretical and empirical studies will be reviewed to assess the factors likely to affect employee retention The study will adopt descriptive research survey, A sample size of 21 employees will be taken for the research study, representing an entire population of staff. Data for the study will be collected primarily through semi-structured questionnaire. | ABSTRACT
?Policy making? and implementation are issues that cannot be over-emphasized because of the important role they play in the life of any organization willing to survive and to grow in the face of the changing global village (world).
Based on the need for organizations to achieve their objectives, the researcher decided to conduct a research study on the topic ?policy making: A tool for an efficient management system to achieve the aims of an organization? with a Particular reference to Nigerian Breweries plc, Ibadan. The objectives of this study show the importance of policy making in achieving the organizational corporate objectives.
In chapter two the researcher reviewed the literature of some eminent scholars who are related to this research topic under study.
In chapter three, the researcher discussed on the methodology of research in which various method applied in conducting the research were discussed such as primary and seconding methods of data collection, the simple percentage method the random sample was employed.
In chapter four, the research also analyzed and interpreted the responses of the respondents.
Finally in chapter five, the researcher made the summary on his findings and conclusions, recommendations and suggestions. | ABSTRACT
This project is on Office equipment and their contributions to the success of a business organization(a case study in NNPC, Enugu). The major purpose of this study was to determine the management constraints of the office equipment and their contribution to the success of a business organization, as well as the problems and modern office equipment. We have been putting forward the argument that for the need of office machines, but it is important that I equally take of the problems associated with secretaries and office equipment and machines in their places of works. The purpose of this study is to identify the contributions of office machines to an organization. The following questions have been asked as a guide to the question of the study. What are the contributions of modern equipment to the organization? etc. The population of the study consisted of 100 employees of NNPC Enugu. The sample size for the study was 50 out of the population of 100 employees found in NNPC Enugu. The major findings of the study were (1) The problems they envisage in the cause of using these machines and the prospects associated with the use of modern office equipment. (2) It was found that modern office equipments have impacts on secretaries. It was concluded that the researcher were convinced that the secretarial staff of NNPC Enugu, needed some extra training in other to coherent with the manipulation of operations of some of the modern office equipment. |
| Content | CHALLENGES FACING MARRIED FEMALE SECRETARIES IN SELECTED BUISNESS ORGANIZATION
ABSTRACT
The major purpose of this study was to determine the challenges facing married female secretaries in their work places in selected business organization in owerri metropolis.
The population of the study consisted of 40 married female secretarial staff form the selected organizations. The entire population was used for the study. The research question were posed to guide the study A-30 items structured questionnaire was developed and validated percentage was used to answer the research questions.
The major facts of the secretaries were confidential and personnel secretaries were only the type of secretary in the elected business organizations who were married female secretaries. The married female secretaries staff has ignored to put in practice their duties, responsibilities and qualities of a good secretary and this posed to affect them in their work palce
Family problems have reflected to the challenges that confronted them in their work places, which makes them not working as expected.
It was recommended that secretaries should reaffirm their duties, responsibilities and qualification should not be overlooked in their tenor.
Finally. Employers should device a means of training their secretaries in all areas giving adequate motivation to them and ensuring genuine human relation respectively. | | CHAPTER ONE
1.0 INTRODUCTION
This Secretary has gone a long way in the business world. This profession is not a new one in Nigeria today and occupied a very unique position in our business officers over the years.
The secretary is a person who works in an organization, hand with someone who regards as ?Boss?. Also, the duties of a secretaries are diverse in nature numerous as regard public enterprises. It is not uncommon to refers secretaries as the ?backbone? of the various institution where they work at any point in time.
Therefore, Nigeria being a developing country, in terms of economy, inevitably, needs the service of secretary in his/her institution for smooth and growth of it. This is primarily because a secretary is the first point of contact on getting to an organization and has the first chance to create a good impression to any visitor who needs the intention of his/ her boss.
In addition, the secretary?s work course a variety of jobs ranging from performing secretaries only perform secretarial work in the office, but it is important to note that their work caries according to the kind of product or services rendered by the firm serve.
A secretary can also be described as a highly placed staff whose responsibilities include the preparation and filling of correspondence, the presentation of the executive on concise forums a neat package, everything that may be needed for each report of other items of want in is daily routine, the organization of meeting including the preparation or agenda, their distribution to those concerned the seating in the meeting room, the minutes of meeting and the following of decision deliberation of he meeting.
1.1 HISTORICAL INFORMATION ON THE POLYTECHNIC IBADAN
An institution that used for this case study, the polytechnic, Ibadan was established in 1970 as a successor to the erstwhile Technical College, Ibadan under the provisions of a principle edit citied as the polytechnic Ibadan Edict 1970. This Edict has under gone several amendments on order to make the polytechnic relevant to present day needs of Oyo State, the proprietor in particular and Nigeria in general.
The primary functions of the polytechnic is to provide for students, training, development of techniques in Applied Science, Engineering science and commerce. The polytechnic has been making valuable contributions to the social and development of the country over the years, The Polytechnic has also produced high level man power in some areas such as urban and regional planning Mass Communication etc. the primary focus of the polytechnic is training that practical oriental, most especially in an area of secretary ship. The institution has been performing this function creditably well for almost thirty years, the graduates of the polytechnic, Ibadan are found in all areas endeavor all over the and even outside the country. In fact most of the institutions throughout the world because an institution can not leaden out the employment of secretaries to improve. Its to day activities and thereby faster it growth.
By the amendment of the principal edict of the polytechnic, which come into force on the 17th March, 1987, four satellite campuses of the polytechnic were created. They look off during,1981/82 session and sited at Eruwa, Saki, Iree and Esa oke. A director who is responsible to Rector for the administration and discipline of the campus at ire and Esa Oke has become the property of osun state Government. Since 1975/76 academic session, the polytechnic, Ibadan has been operating on faculty system for easier work. Coordination and management. At present, there are six faculties name: Engineering, Science, Environmental studies, financial and Management studies, Business Studies and Diploma programmes. The student enrolment of the institution has continued to grow. During the 1997/98 session population was about 19,000.
13. STATEMENT OF THE PROBLEM
It is quite known that some of the members of the members of this institution today refers to the studies who take up Office technology and Management as a course, having no future.
This can be future said that people in the profession took up the course, because they were dropouts and unintelligent and that the people who studies the could not cope with their chosen careers, and therefore, had to takes up secretarial profession.
In addition, an averagely, educated member of the institution who intends to refers to a role of secretary uses the world ?Typist? for a secretary and vise versa. The two professions are different from others but it seems to perform the same tasks and functions.
On the other hand , the researcher of this project endeavors to differentiate between the secretary and the typist, and their duties and tasks as well.
Moreover, the secretary?s duties in a lot of easy different from that of the typist, as his task in an institution.
1.4. DEFINITION OF TERMS
BACKBONE: the chief support of an institution boss is an executive with the secretary works with.
TYPIST : - Is the person deals with typing jobs
TYPING: - This involves the use of typewriter
ROLES: - these are the tasks and responsibilities which secretary assume in an organization by the confident secretary.
SHE/HE: - This has been used to confidential secretary in this project.
STENOGRAPHER: - A secretary who transcribes shorthand into longhand.
1.5 PURPOSE OF THE STUDY
This study broadens the knowledge of most people especially those carrying out
business functions in an institution in the roles of secretaries. In the following
areas.
i. That due to the abuse on employment as some private organization or
institution , utilization of unqualified and ill-equipped personal to perform the roles of
secretary?s functions, their functioning have been trading.
ii. Ability to take responsibilities it is probably that this quality distinguishes the private
secretary form the shorthand typist who is concerned mainly with the routine work of an
office, but it is not as a rule expected to take responsibilities.
iii. To correct the wrong image to a secretary and as certain the rightful position it in the
society.
1.6 LIMITATION OF THE STUDY
The scope of this study is limited to some institution and the general roles of secretary.
Other institution may even have better prospects, which therefore will change the roles of secretary in which institutions.
1.7 SIGNIFICANCE OF THE STUDY
The significance of the study is exceptionally based on the roles secretary in an institution. Their duties embrace a lot of works ranging from supervising the day to day activities within the institution attending meetings on behalf of the institution and taking proper records of all the meetings.
This research project would therefore.
i. Examine the different roles of secretary in an institution.
ii. Identify the roles of secretaries and how these roles can be carried out
iii. Being enlightenment to people who have the belief that secretaries are just messengers in the offices.
iv. To enable the secretary to contribute the economic development of Nigeria.
v. To enable the boss to realize other important roles of the secretary. | CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people?s feelings and attitudes about variety on intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues (Mosadeghard, 2003). Employee?s satisfaction is considered as all-around module of an organization?s human resource strategies. According to Simatawa (2011) Job satisfaction means a function which is positively related to the degree to which one?s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and Managing the affairs, clean definitions of duties and responsibilities and opportunities for promotion, fringe benefits, sound payment structure, incentive plans and profits sharing activities, health and safety measures, social security, compensation, communication, communication system and finally, atmosphere of mutual trust respect. Job satisfaction means pleasurable emotional state of feeling that results from performance of work (Simatawa, 2011)
It commences with the recruiting of right people and continues with practicing programs to keep them engaged and committed to the organization (Freyremuth, 2004). Sutherland, (2004) contends that companies with high quality human capital perform better in marketplace, and deliver higher and more consistent returns to shareholders, than companies with mediocre workers. Sustainable competitive advantage requires satisfaction of employees for retention to the knowledge base of an organization. This knowledge is often tacit and hard to transit between employees. Competitive companies worldwide rely on their employees to provide innovative, advantageous and original solutions to problems the company may have. Employees are deemed to be part of the intangible assets of an organization. They are a precious commodity that forms a significant part of an organization?s value. Employee job satisfaction is supremely important in an organization because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with breakthroughs that allow a company to grow and change positively with time and changing market conditions. Employee satisfaction is becoming more challenging for companies including those in the telecommunication industry due to a number of factors such as availability of the right talent in some fields, manager-employee relations, competition, differences in the level of employer-employee expectations, the high cost associated with hiring new talents, among others. Employer? need for strategic effort directed at satisfying current employees is now urgent than ever to improve retention rates and decrease the associated costs of high turnover. Voluntary turnover is a huge problem for many organizations (Mitchell et al., 2001).
Job satisfaction is an important attribute of all labour market matches, as it is a useful summary measure of utitlity at work. The effects of job satisfaction on various labour market outcomes have been widely explored in the literature (e.g. Freeman 1978; Clark et al. 1998). Despite this, there are still relatively neglected areas of research. One of those concerns the effect of employees? job satisfaction on firms? performance. Job satisfaction can have a positive effect of performance, if it increases effort e.g. by reducing employee shirking and superfluous on-the-job activities. This issue has been at a high place on the policies agenda. For example, European Union argues in its Lisbon strategy that job satisfaction positively contributes to firms? performance. This is a rather provocative claims, because it implies that policies to improve job satisfaction would be beneficial for both employees and employers.
The labour market today is growing and changing fast. It is the responsibility of the leader in the organization to adapt to these changes to be able to make the organization profitable. To be able this, it is crucial to satisfy the key employees in the organization since they are the ones that drive the company forward. According to Young (2006), companies are faced with people leaving to join other companies. The average worker is changing jobs ten times between ages of 18 and 37 continuously. Young assert that one answer to this issue is to believe that you can purchase knowledge to replace what you are losing. McCrea (2001) suggests that employees today change jobs frequently and do not have the company loyalty and existed 30 years ago when your valued employees were hired. The article, ?The battle of brainpower? (2006), also states that loyalty to employers is fading therefore companies need to raise productivity by managing talent better. The hunt for talent has gone global as the globalization creates demands and opportunities for most employees.
Employees in an organization have always been key asset to their departure could have significant effect on the implementation of the organization?s business plans and may eventually cause a parallel decline in productivity. At such, employee satisfaction is important in the long-term growth and success of a company. Employee satisfaction would ensure customer satisfaction and effective succession planning (Mello, 2007). Employee satisfaction would also improve investor?s confidence, as they are concern with organization?s capacity to perform in such ways that would positively influence the value of their investment in the company, hence there is no question that uncontrolled employee turnover could damage the stability of the company.
Talent and employee job satisfaction are closely related, in that happy brain lead to creative brains. Job satisfaction and employee happiness should be a big aspiration in talent management due to its impacts on productivity, creativity and loyalty of employees. Talented employees want a clear vision of where the organization is going and an opportunity to personally grow and develop.
Talent is the natural above average ability to perform a task. This individual has the natural inclination to perform the tasks they are talented is better than others. A talent is always a skill but a skill isn?t always a talent. A skill is the ability to do something well i.e. expertise, while talent is the natural aptitude.
1.2 Statement of the Problem
Employees? satisfaction is increasing in importance, as the competition for talent is high and still growing. It is not for a competitor to compete with individual elements of employment such as salaries and benefits. Boyens (2007), focuses on the reasons of involuntary turnover, voluntary turnover, and promotion for employees to leave a particular company. Furthermore, he says that the types of turnover are the most devastating for organizations. The effect of voluntary turnover includes loss of performance, knowledge, expertise, relationship, and loss of the time and resources that it took to train the employees who are left because of the constant disruption of services and too much change which as a result affects the general performance of the company.
Employee turnover rates have, within the last decade become a nationwide epidemic. Employees no longer feel the sense of company loyalty that once existed. Increasing numbers of corporate mergers and acquisitions have left employees feeling detached from the companies that they served and haunted by concerns of overall job security. This research study seeks to investigate the factors that may influence employee satisfaction and how these factors affect retention of employees.
The current level of job satisfaction is quite low. With the constant changes in ownership and resultant management teams which always comes with a myriad of new ways of doing things. Most of these new strategies have not performed well in the market because the employees themselves do not believe in them and will therefore not perform optimally to meet these goals.
1.3 Objectives of the Study
1.3.1 General Objective
The general objective of the research is to examine the relationship between job satisfaction and employees performance and to analyze how these affect employees in an organization.
1.3.2 Specific Objectives
Specifically, the research seeks to:
(i) Investigate the effect of talent development including training and development on job satisfaction and performance at Skye bank.
(ii) Probe the extent to which reward and recognition influences job satisfaction and performance at Skye bank.
(iii) Explore the influence of availability of career advancement, promotions and new job opportunities on job satisfaction and performance at Skye bank.
(iv) To study the influence of organization structure and organization policies on job satisfaction and performance at Skye bank
(v) To investigate the influence of organizational commitment, physical working environment and involvement of employees in decision making on job satisfaction and performance at Skye bank.
1.4 Research Questions
The study will be based on the following research questions:
(i) How has talent management& development influenced job satisfaction levels at Skye bank
(ii) How has reward and recognition influenced employee satisfaction in an organizational productivity?
(iii) Describe how organizational structure has influenced employee satisfaction at Skye bank?
(iv) How does organizational commitment influence satisfaction of employees at Skye bank?
1.5 Significance of the Study
To an organization as a whole, the findings and results of the study will provide a more reliable in-depth understanding of the factors that affect employee satisfaction and to help shape the future policy formulation of the organization. The data provided will assist in monitoring the organization achievement towards the millennium goals as well as vision 2030 objectives. To the management of Skye bank, the findings are expected to provide answers to the fundamental question of while employees stay and what would cause them to leave and to help the company formulate appropriate retention policies and strategies to enhance employee satisfaction and company performance and productivity. To researchers, the result of the study will serve as literature to throw more light on the factors that may affect employee satisfaction. The outcome will further research on the topic.
1.6 Scope of the Study
This research work focuses particularly on the effect of employees? job satisfaction on organizational productivity using SKYE BANK, PLC as a case study.
1.7 Definition of Operational Terms
Employees: A person in the service of another under contract of hire, express or implied, oral or written where the employer has the right or power to control and direct the employee in the material detail on how the work is to be performed (Arthur, 1995).
Satisfaction: The attitudes and feelings people have about their job. It is the degree to which an employee has positive emotions towards the job role.
Organization: Refers to a social arrangement which pursues collective goals, controls its own performances and has boundary separating it from its environment (Harrison, 2005).
Productivity: A measure of how well resources are brought together in organizations and utilized for accomplishing a set of results.
Management: The act of ruling and controlling a business or similar organization.
Reward: Anything given by organizations to employees in response to their contribution and performance. It may be financial or non-financial reward.
Performance: The act or process of performing a tax, and actions
Achievement: A thing that somebody has done successfully, especially using their own effort and skill.
Globalization: The fact that different economic systems around the world are becoming connected and similar to each other because of the influence of large.
1.8 Historical Background of the Study
It is no longer news that Skye bank recently acquired Main Street Bank, formerly Afri Bank of Nigeria. What is news is whether this is going to be Nigeria?s newest mega bank? It was late literary giant, Prof Chinua Achebe stated that in his novel, Things Fall Apart that a chick that will grow into a cock will be spotted the very day it was hatched.
Interestingly, the merging unit had to amicably resolve to prune to five to ensure seamless business combination, sustained strength and guaranteed returns to stakeholders, including investors, customers and employees. According to information at bank?s website, the bank has a cumulative wealth of experience spanning over 50 years, which historically makes the bank, one of Nigeria?s oldest banking institutions.
The major strength of the bank include its diverse ownership structure, quality management and staff, prudent financial management and strong reputation on service delivery. To this, the bank has added size by the acquisition of Main Street Bank, which sees it spring to being ranked among the top five banks in Nigeria by branches.
The recent history of bank shows that in 2006, Prudent Merchant Bank Limited merged with four other banks to become Skye Bank Plc. The four other constituent banks were; EIB International Bank Plc, Bond Bank Limited, Reliance Bank Limited and Co-operative Bank Plc. To the credit of the management of the bank at its take-off, that seamless consolidation exercise soon saw the bank evolve into one of the top financial institution in the country. That high score, analysts posited is set to count in favour of the bank as it takes this bold step to leapfrog contemporaries from being a tier two bank to one of the top five banks in Nigeria by number of branches. | CHAPTER ONE
1.0 Introduction
The task of achieving the aims of an organization is one that has for many years remained a hard not to crack by the management of most organization, and as such left most of the organization either dead or stagnate.
The needs for policy making arise due to the nature of business firm that operates in this era. A firm which has originally commenced operations in a single product line catering for a unique set of customer in a limited geographical area, expanded in one or more dimension. Informal control and co-ordinations became partially irrelevant as expansion took place and the need for integrate functional areas arose. This integration functional area arose. This integration brings about framing of policies to guide managerial action. Policymaking became the prime responsibility for effective management system.
The implementation phases in strategic management process consist of a set of activities by which the top management assures that the strategic choice is communicated and related to both the organization and its people. This is to say that implementation encompasses the activity of developing the organizational structure and climate best suited for the implementation of the chosen or adopted policy.
1.1 Background to the Study
Over the years, worker unrest and agitations has rocked many organizations the world over and non-involvement of employees in the policy-making process has accounted for many of these.
Policy-making in organizations has been the preserve of top management without the involvement of those on the lower rungs of the ladder of management, yet they are the very ones expected to see to the implementation of these decisions.
The non-involvement of lower level management in policy/decision-making also means that vital input from employees is often not factored into decisions made. This gives rise to the problems that are experienced in organizations when it comes to the acceptance of these decisions and its implementation because employees feel slighted and of no importance because their views were not sought.
They also do not feel as being part of the decision process but rather, decisions are taken and ?pushed down their throats?. This leads to resistance to compliance or a lackadaisical attitude to implementation.
1.2 Statement of Problem
The management of most organizations in the world today has been facing the problem of not knowing how they could achieve the aims and objectives of their organization in the face of the changing world, so that their organization will survive and grow.
This problem which has defile many management approaches is what the researcher is aimed at solving.
1.3 Purpose of the Study
The purpose of the research problem include to following:-
1. To ascertain the effect of the policy and its implementation on organization performance.
2. To bring out the relationship between policy and its implementation on efficient management system.
3. To determine the nature of problem militating against effective policy and its implementation in achieving organizational aims (goals).
4. To make useful recommendation based on the findings of the study.
1.4 Objective of the Study
The objective of this study by the researcher is:-
i. To find out the important role of policy making and implementation plays in achieving an organizational objective.
ii. To improve the mental ability of the managers and enable them to link theory with practical such ability is important in making policy where large numbers of factors have to be considered.
1.5 Research Hypothesis
Ho: The efficient management system does not depend on policy making and implementation for attainment of organizational objective,
Hi: The efficient management system depends on policymaking and implementation for attainment of organizational objective.
Ho: Effective implementation does not contribute to an efficient management system.
Hi: In some organization, implementation of polices contribute immensely to an efficient management system.
1.6 Significance of the Study
The importance of policymaking cannot be over-emphasized. It can be viewed in different context where it proves to be helpful.
1. This study will enable management student to know the process of policy making and the important roles it plays in achieving the objective of the organization.
2. This study will help in training of the future managers by showing how things should be done.
3. It will enable public policy makers to provide guidelines for the achievement of the objective of government and private establishment.
4. It will help managers to economies their time, since polices direct future action, managers do not engage in daily guiding of sub-ordinates.
5. It will enable the general readers to be acquainted with the process of making policies.
1.7 Scope of the Study
This study is limited to the topic ?policy making: A tool for an efficient management system to achieve the aims of an organization here is Nigeria Breweries plc, Ibadan.
1.8 Definition of Terms
They are the basic economic and social purposes for which an organization exists. They are also defined in an organization.
POLICY: A predetermined guide established to provide directions to decision making. A policy defined as area within which the decision can be made but it does not take the decisions.
EFFICIENT: The ability to achieve a result with minimum input.
MANAGEMENT: The efficient utilization of the human, material and financial resources of an organization to achieve the objective of an organization.
It can also be defined as body or group of person who see to the efficient utilization of the human, material and financial resources of an organization to achieve the objective of the organization.
ORGANIZATION: A business unit, set up to achieve objective.
POLICY MAKING: Is a purpose of developing an-effective policy?
POLICY CHOICE: Is a chosen policy from among the alternatives?
POLICY IMPLEMENTATION: The process of implementing a chosen policy.
TOOL: An instrument for achieving an objective.
ENVIRONMENTAL APPRAISAL: Is the process of examining the environment of an organization for the identification of opportunities and threats and strength and weakness?
EVALUATION: Is the process of examining the performance of policy in achieving a given or objective.
OBJECTIVES: They are the basic economic and social purpose for which an organization exists. They are also defends the ends an organization seeks to achieve.
EFFICIENT: It is the ability to achieve a result with minimum input.
Management: It is the efficient utilization of the human, material and financial resources of an organization to achieve the objective of the organization. | CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
This project is on Office equipment and their contributions to the success of a business organization(a case study in NNPC, Enugu). Office machines and equipment's being used in business office today have accounted tremendously to the present and provide less fatigue work for secretaries in modern business organization.
The growth of modern business fiends has made it mandatory that all manner of practitioner in business fields should be well informed on the various aspect of office equipment and machinery that are used in daily performance of office functions. the usage of these machines and equipment must be dependent on, various factors namely:- the type of job, how sophisticated the job requiring the machine is, the amount of capital at the disposal of the organization in the purchase of such equipment, the range of equipment at the disposal of the user etc.
There are now, wide variety of modern office equipment which serves secretaries purpose.
Eze (1983) says that the increasing demand of modern industrial, political and social engineering technology have compounded information, expanded unimaginably the scope and depth of human knowledge and rendered the gathering far beyond traditional human labor and tools. To this end, the introduction of a new technology in the form of modern office equipment precipitates change in the nature of office work.
Ajakemo (1995) sated that the tremendous growth of business coupled with their complexities and ever-keener completion among various business organization among others have increased the need for modern office machines and equipment. Today, increasing technological dependence, high volume, information requirements and the importance and value of the human resource have mounted a lot of pressure on the management of most business organization to look elsewhere for shaper tools which not only relievers man from both physical and mental strain but help to enhance productivity.
As industries are growing every day, manual labor alone can no longer contain the requirements of office work requiring high volume data collection, analysis and communication. Beside, some machines prevent fraud like the cheques writing machines and also help to increase efficiency, accuracy, and appearance of documents such as memo, graphs, letters etc. Hence, no office can exist and function effectively without modern office machines and equipment.
1.2 STATEMENT OF THE PROBLEM
We have been putting forward the argument that for the need of office machines, but it is important that I equally take of the problems associated with secretaries and office equipments and the machines in their places of works.
Secretaries usually perform a variety of tasks requiring different skills. The need to improve the quality of information has are created wide speed interest at present office technology and hence more sophisticate equipment are being used increasing in office.
Obviously growth in size, complexity of business and ever-keener competition of business organizations are mounting a lot of pressure on the management of these organization to look for shaper tools in physical production and in mental work, such as problem recognition, analysis, memory and communication to achieve understanding. Besides, technological advances in office machines and related equipment to meet administrative needs are now progressing with amazing speed.
Secretaries see increase in information technology as a challenge and also as a threat to their job or profession.
This problem and anxiety in the minds of office workers, it is likely to lead to a drastic reduction in production in most office.
Finally, this situation calls for serious policies by management deal with the problem, which psychologically destroys the mental and emotional state of workers.
1.3 PURPOSE OF STUDY
The purpose of this study are:-
1. To identity the contributions of office machines to an organization.
2. To identity the problems associated with modern office equipment.
3. To identity the prospects associated with the use of modern office equipment.
4. To identity what should be considered before purchasing a new machine.
1.4 RESEARCH QUESTIONS
The following questions have been asked as a guide to the questions of the study.
1. What are the contributions of modern equipment to the organization?
2. What are the problems associated with the use of modern office equipment on secretarial staff of NNPC Enugu?
3. What are the prospects of using modern office equipment in an organization?
4. What are the items to be considered before purchasing a new machine?
1.5 DEFINITION OF MODERN OFFICE EQUIPMENT
Modern office equipment is the name given to all the newly invented electronic machines that are being introduced in the offices as a result of additional increase in production. Office equipment includes all terms of machines and furniture that facilitate office operations. |
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