| Content | CHAPTER ONE
1.0 INTRODUCTION
In every business organization which is profit enterprises, it is very pertinent to adopt promotion as a tool for increasing sales volume for communicating with the target market (potential consumer). This is because business environment is very dynamic, hence, for a business to strive successfully in such environment and its continued existence, products and service offered and develop favourable attitude toward them.
However, promotion as one of the element of marketing mix is a form of communication that has significant role of creating customers awareness and boosting of sales, as stated by many author.
Promotion comprises of promo tools which are element of prom tools which are element of promotion mix. These are used or combined in appropriate way to design promotional sales volume.
Promo-tools are: personal Selling, Sales Promotion, Advertising, Publicity and Public Relations increase in competition and declining sales volume have necessitated us of effective promotional sales volume. In essence, a high quality product with reasonable price that is made available at appropriate place may not have many sales without the role of promotion in a depressed economy of Nigeria.
Therefore, there is a need to give strict attention to promotional ses volume which is a effective marketing sale volume in business organization in Nigeria for organizational goal i.e. profit making.
1.1 STATEMENT OF PROBLEM
This research work involves some problems and these are:
1. What is the effect f promotion as a tool for increasing sales volume in business organization like Nigeria Breweries PLC?
2. What is the general importance of promotional sales volume in business organization?
3. Which of the promo-tools is more effective in customer?s awareness and boosting of sales?
4. Can any of this promo-tools be used in isolation
1.2 OBJECTIVES OF THE RESEARCH
1. To make known important of promotion as tool for increasing sales volume in business organization with a special reference to Nigeria Breweries Plc, in Ibadan.
2. To identify promo-tools used by company.
3. To claim that none of the promotional tools can be used in isolation.
4. To find out which of the promo-tools is more effective
1.3 RATIONALE FOR THE STUDY
1. This research work will reveal that promotion as a tool for increasing sales volume in Brewery industry which must be given out strict attention in business organization be it private or public enterprises.
2. It is s pre-requisite for the award of Higher National Diploma in marketing to blend theory and practice.
3. For necessary practical exposure in my field of study
1.4 SCOPE OF RESEARCH
This study is limited to promotion only as an element of marketing mix. This is limited to the sales department of the Nigerian breweries Plc, Ibadan.
The study will cover various promo-tools to those that are combined to design a promotion sales volume in every business, organization, as given by many authors, particularly in Nigeria Breweries Plc Ibadan.
1.5 HISTORY BACKGROUND OF NIGERIA BREWERIES
The Nigerian Brewery Plc, the point and the largest breweries company in Nigeria was in cooperated in 1946, its Ibadan Brewery was established in June 1982, this was followed by Aba-brewery in 1963 and on September 1993, company acquired its fifth breweries in Nigeria Enugu.
Thus, from its humble beginning in 1949, the company now has breweries from which its high quality product is distributed to all part of many great countries.
Nigeria Breweries Plc has rich portfolio of higher quality brands. Star larger beer (1949), Guilder lager beer (1970), Maltina (1976), legend extra stout (1992), Amstel Malta (1994) and Schweppes soda water (1992) was launched in December 1996.
They were followed in November 1997 by the introduction of Crush orange. In June 1998, the company also launched Heineken larger into the Nigeria market.
Nigeria breweries PLC, has increased export business that dates back in to 1986 currently, the breweries Plc keeps striving successfully internationally since this time.
In order to continue maintaining its goodwill in these international markets, the company established and development at centre at Ibadan in 1987 to enhance its research in all aspect of the breweries operation.
ªªª | CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
There appears to be evidence more convincing about the poor quality of employees working in different sectors of the economy especially in the manufacturing industry. This is why most national governments have started to encourage employees training and development by incorporating grass-root workforce training and development in their nationals? policies. This is also seen in the Nigeria government. Here the government in its quest to boast employees training and development, established some agencies like; administrative Stock College of Nigeria (ASCON), Centre for management development (CMD), Industrial Training Centre (ITC), to mention but a few. The private sector also organizes training and development centres in order to contribute their own quota towards manpower training and development at work places.
However, training and development activities differ from sector to sector as well as company to company. The needs and skills areas in which a company desires, determines the levels of training and development programmes such company will embark on in order to attain its goals and objectives. it could be technical skills, supervisory skills, communication skills, materials management skills, accounting skills and other related specific areas of management like procurement skills.
The rate of a nation?s development is specifically based on the quality of its workforces, which is predicated on the quality of training and development programmes. This is also the case to companies especially manufacturing ones like Paterson Zochonis Cussons. This is so because the quality of training and development activities a company put in place, will increase productivity, greater adaptability to new methods, ensures lesser supervision, preparing one for a higher job, maintain and raising the standard of performance as well as increasing morale and confidence in the performance of duties. Also ugly situation like side-tracing and retrenchment are reduced drastically.
From the foregoing, it can been seen or observed that both training and development aimed at sustaining the nation?s economy as well as that of a company because both improve efficiency effectiveness of the workforce thereby ensuring total actualization or organizational goods and objectives.
1.2 STATEMENT OF THE PROBLEMS
In Nigeria since independence in 1st October 1960, the rate, pattern and techniques of employee training and development have been negatively influenced by ineffectiveness and unpopular government industrial policies and the poor performance of the corporate sectors. This has led to the existence of excess unskilled and semi-skilled manpower in the labour market. As a result of this, many people, though, they have acquired university education but lack the necessary practical skills needed for gainful employment. And those that were employed are not qualifying for immediate corporate functions due to lack of training facilities and high cost of training. This phenomenon is responsible for high rate of retrenchment and unemployment in Nigeria. One major problem that is created by these deficiencies is that there are also many unproductive staff.
The magnitude of this problem is traceable to management perception of what constitutes adequate training and development of manpower. Manpower proponents of adequate training and development argue that unless companies in Nigeria start to adequately train and develop their staff, in vain will their employee performance especially purchasing personnel and productivity limited. Firms that do not spend sizeable portion of their annual profit in adequate manpower training and development will have to penalize growth and the rate of return on their investment.
It is from the foregoing that this study is targeted to the impact of manpower training and development in PZ Cussons Plc and evolved a techniques to solve the problems that may arise from manpower training and development which are hampering employee performance especially purchasing personnel in the company .
1.3 OBJECTIVES OF THE STUDY
The major purpose of his study is to evaluate the impact of manpower training and development in the manufacturing sub-sector with greater reference to PZ Cussons PLC. Other factors influencing the objectives of the study include the following:
? To find out the criteria used by PZ Cussons PLC to train and retain its staff.
? To find out the procedure adopted by PZ Cusson PLC to select manpower that are qualified for training and development.
? To evaluate the impact of training and development programmes on employees especially purchasing personnel.
? To identify the impact of cost on manpower training and development in PZ Cussons PLC Aba factory.
Finally to recommend to the PZ Cussons PLC
New methods and techniques for manpower training and development in order in order to stimulated greater performance and productivity.
1.4 THE RESEARCH QUESTIONS
For the purpose of this study and to ensure that reader flows along with the researcher, it becomes necessary that the following questions be ask and answered very well:
? Why is it necessary to train and develop staff in a manufacturing company especially PZ Cussons PLC?
? What are the necessary criteria required to train and retrain manpower in manufacturing company?
? What are the procedures that must be in selecting staff for training and development programmes?
? Does cost have any significant impact in training and development of manpower in PZ Cussons PLC Aba factory?
? Why is it necessary to evaluate the impact of training and development programmes on employees especially purchasing personnel?
1.5 THE STATEMENT OF HYPOTHESIS
During the course of this study, many views were raised, investigated and verified. Others that cannot be confirmed immediate were reconciled through the use of hypothesis formulations which are listed below:
? Ho: The number of training and development offered does not influence purchasing personnel performance?
? Hi: The number of training and development offered influence purchasing personnel performance.
? Hi: The type of training and development technique used does not affect the purchasing personnel productivity.
? Ho: The type of training and development technique used affects the purchasing personnel productivity.
1.6 SCOPE OF THE STUDY
The scope of this study is restricted to the impact of manpower training and development on purchasing personnel with reference to PZ Cusson PLC. The reason for this is influenced by the availability of large but untrained labour force in the Nigeria labour market and the gross negative effects of unskilled or semi-skilled personnel in the overall company?s performance in the market.
The scope will be further intended to includes;
? The importance of training and development of manpower in manufacturing company with reference to PZ Cussons PLC Aba Factory.
? Appraisal of types of training and development, their facilities, techniques and costs at various levels.
? Objectives and evaluation of training programmes, training processes and handicaps of effective manpower training and development.
PZ Cussons PLC is chosen because of its position in the Nigeria manufacturing sector, as a one of the top manufacturing company in the country. However, other issues not directly linked to the scope already mentioned but relevance to the topic was incorporated into the study.
1.7 SIGNIFICANCE OF THE STUDY
The topic study was carefully chosen based on its relevance to the success of any manufacturing company like PZ Cussons PLC as purchasing personnel performance is a major determinant of higher productivity. The research study will be of increase important to employers of labour in different sectors, be it in the manufacturing sector or any other sector.
Also managers, mostly personnel managers and management will find it to be a very good reference, student of human resource management and industrial relations will find the outcome of this study relevant to their academics pursuit. Though, with this research, it cannot be claimed that enough justice has been done to the topic but it will be agreed that a contribution had been made.
The researcher effort will therefore in no large measure contributes to the available literature on the topic and as well broaden the knowledge of the researcher and other scholars who may pick interest in this topic in the nearest future.
1.8 LIMITATION OF THE STUDY
As a result of the vastness of the area of manpower training and development, the research tends to covers only the impact of manpower training and development in a typical manufacturing company with particular reference to PZ Cussons Plc Aba Factory.
This research work would have gone beyond this it not for ;
? Financial constraint prevalent today.
? The time needed to run round for informational and data collection is not enough.
? The attitude of most human resources manger while being interviewed.
? Other factors limiting the study include non-availability of reliable manpower training and development text books and cost of written materials to be bought from Standard Organization of Nigeria (SON) is too expensive.
? Attitude of Nigerians to research work- the tendency of people respondent not to regard questionnaire as important as well as the non-chalant attitude of people to research in the country due to some questionnaire not returned.
Nevertheless, these limitations have not in any way impaired the good intentions of this study.
1.9 DEFINITION OF TERMS
The following terms are defined as they are used in the study:
? ON-THE-JOB TRAINING: This is a situation in which a trainee is taking instruction on the real job he is performing in the company. He is doing the job but because he is not used to it, he is assigned to a superior who must take some pains to explains and demonstrate the rules of the job to him.
? OFF-THE-JOB TRAINING: This is a situation in which a trainee is sent out of the job for studies. This training include seminars, conference or workshops.
? LECTURE: This is an information talk given before a gathering or an audience or in a class.
? APPRENTICE: This is a situation in which a person spends period of time at the workplace which must be definite to learn about such work. He learns the basic skills about such work and can possibly become expert or professional in future.
? MANPOWER: This means the capability of individuals personnel in a given organization or company. Simply means total number of workers a company needs has at a given period.
? TRAINING: The process of acquiring the appropriate and necessary skills, concepts, rules, attitude and behaviours to enhance the performance of employee in a company.
? PRODUCTIVITY: It is defined as a means of comparing the amount produced with the time taken or the resources used to produced it. It simply means ratio of output and input.
? INDUCTION TRAINING: This is a process of introducing or orienting a new employee to the environment of the company. This means getting a new employee familiarized with the company?s environment and colleagues and challenges. This brings about sense of belonging and self confidence in such employee.
? SIDE-TRACKING: This means leading someone or employee into discussing something that is irrelevant to the main job he is doing as a result of lack of adequate training.
? DEVELOPMENT: This is the planned promotion exercise organized for already employed staff in order to for such employee to acquire higher knowledge for the job he is doing.
? RETRENCHMENT: This is a situation in which a company tends to reduces if manpower capability as a result of lack of proper training in some employees. | CHAPTER ONE
1.0 Introduction
The world of business is changing rapidly as a result of technological development. This is very wide departure from the traditional business enterprises to the evolution of international and multinational organizations in Nigeria economy. Some of these establishments have acquired and installed modern communications equipment.
Thus, information technology and an ultimate fully electronic office is fast becoming a reality. In effect, information and communication technology pose a lot challenges to office employees. The impact of technological improvement in the office demands that the development of a successful secretarial career today depends of upon the secretary to acquire information and communication technology (ICT) based skills and expertise as well skills required for each category of staff.
Technology changes in our environment coupled with competition within a particular industry or in the society account for the reason why secretaries should engage in training and development to meet up with the challenges. This is as a result of the need to match changes in structure, policies, technology, processes and producers with the needed performance, attitude and behaviors. This study will provide a sight into the present day technological realities in and office and how a secretary could fit into it.
1.1 Statement of the Problem
Inspite of the local government development in Information and Communication Technology (ICT) the third world countries , including Nigeria, are yet to harness the technology to its fullest capacity in view of this research work will focus on to case study in Ibadan North Local Government and industry both tub lie? What role does it entail to require on information unit. Also the source processing to information in local government finally what effect does it have in management decision making.
1.2 Objectives of the Study
The case study of Ibadan North East Local Government is for the following objectives.
? To find out how relevant Information and Communication, Technology is to Ibadan North Local Government,
? To find out about the value, qualities and properties of ICT towards the achievement of Ibadan North East Local Government.
Also we intend to look on Information Communication Technology (ICT) will help of Local Government to achieve their corporate objective.
1.3 Research Question Hypothesis
i. What is information unit processing Case study of Ibadan North East Local Government?
ii. Identify properties of information in unit.
iii. What are the benefits denred from effecting and efficient management information unit?
iv. Com ICT improvement the profitability of Local Government?
v. What are the sources of information unit?
1.4 Significance of the Study
The successfully completion of this project will enable for the Local Government and the corporate word to have the predictor of ICT i.e. Information Communication Technology in Ibadan North East Local Government performance its use fullness to local government world will be tremendous and a use fullness toll for corporate decision marker increase of strategic plaining and ICT application.
1.5 Scope of the Study
The study shall examine what relevant information and communication technology has in store its local government for chairman especially local government parishioners and other areas of ICT application. This study has be constructed by time resources and problem of current date.
1.6 Limitation of the Study
During the processing of the research, the researchers faced some limitation such as: local government which constitute the population sample did not take questionnaire seriously like the local government to support in terms of the historical background done to the occupy only in their business not when the importance was spell out lence more time than scheduled was used on its local government.
1.7 Operational Definitions of Terms
Information communication technology is technology that supports involving the creation storage, manipulation and communication of information, together with the recated methods, management and application properties of information this refers to the determinate usefulness of information like information presentation.
1.8 Historical Background of the Cash Study of Ibadan North East Local Government
Overview of past administration
At the inception of the local government in 1991 a civil servant now a retired permanent secretary Alhaji Bashiru Adesola Akinola was appointed as the first sole administrator to administer the local government he was in the saddle until the local government election was held under the two-party system that featured the Social Democratic Party (SDP) and the National Republican Convention (NRC). The election saw that emergence of Chief Jacob Akinyemi as the culture and tourism.
The local government is inhabited predominantly by the Yoruba?s who cohabit peacefully with other ethnic groups. This is evident in the substantial number of people from other parts of the country who reside and trade in the local government.
Tourist attractions include a good number of decent hotels recreation center and traditional markets the Akeu water spring project situated at Oke Offa, Babasale is another tourist centre supported by the Ibadan sustainable project (ISP) and UNICEF. The broadcasting corporation of Oyo state
(BCOS) also located at Bashorun to is within the territory of the local government area.
The executive council includes:
1. Chairman
2. Vice chairman
3. Secretary to the local government
4. Supervisors
The legislative council includes
1. Leader
2. Deputy leader
3. Chief whip
4. Minority leader
5. Other councilors
Preface
Jacob Akinyemi as the essentially this book provides information about the local government to assist research students, pressman and the general public who are interested in having informed knowledge about the local government historical background geography, social culture and economic potentials.
It also incorporated the indelible foot prints of the forward looking administration ably led by Hon. Olugbenga Ayinde Aewusi that has brought monumental transformation to the local government. It however, should be noted that it was not possible to capture all the major landmarks of the admistration in view of the tempo and with ease development projects were executed day by day what we have attempted to capture, for record purposes, represent the reality at the time we want to press when the administration was thirty months old.
Meanwhile credits have to be given to Elder K. O Oyerinde, the director of personnel management for painstakingly smoothen the rough edges of this book in manuscripts and the invaluable contributions of the other staff of the information unit.
We own much gratitude to the measurement to have graciously approved this publication which we hope will be of immense value to the people of the government and the general public.
Femi Ogundipe
Head of Information Unit
General information
Primary schools within the Ibadan north east local Government
1. H.L.A Primary School 1 Agodi, Ibadan
2. H.L.A Primary School II Agodi, Ibadan
3. H.L.A Primary School for the handicapped
4. I.M.G Primary School Agodi, Ibadan
5. I.M.G Primary School I Agodi, Ibadan
6. Methodist Primary School Agodi, Ibadan
7. Methodist Primary School I Agodi, Ibadan
8. S.D.A Primary School I Agodi, Ibadan
9. S.D.A Primary School II Agodi Ibadan
Agugu Zone
10. Christ the King Primary School Agodi, Ibadan
11. I.M.G Primary School I Agodi, Ibadan
12. Community School Akinyele, Ibadan
13. I.M.G Primary School I Agugu, Ibadan
14. I.M.G Primary School I Agugu, Ibadan
15. I.M.G Primary School II Agugu, Ibadan
16. Islamic Primary School I Agugu, Ibadan
17. Islamic Primary School II Agugu, Ibadan
18. Mufutau Lanihun Primary School Ibadan.
Aremo Zone
19. Lanon Okusehinde Memorial School I Aremo, Ibadan
20. Lanon Okusehinde Memorial School II Aremo, Ibadan
21. C&S Primary School I Ode-Aje Ibadan
22. F.O.A Primary School I Ode-Aje Ibadan
23. F.O.A Primary School II Ode-Aje Ibadan
24. H.L.A Primary School I Aremo, Ibadan
The Administrative Of Hon.Olugbenga Ayinde Adewusi Profile
Hon. Gbenga Ayinde Adewusi was born in Ibadan on 7th May 1962. He began his education career as a pupil in St. Paul?s Anglican Primary School Yemetu Ibadan between 1971 and 1976. He attended the community modern school, Erunmu between 1977 and 1980 Adekile Goodwill Grammar School Ibadan between 1981 and 1982 and Ansar-Un-Deen Teachers College Ota between 1983 and 1986; it was at the early stage of his education that his interest in sports developed. Hence, he proceeded to the University of Lagos where he obtained a diploma in physical and health education in 1992.
A hardworking and very energetic young man, Hon Olugbenga Adewusi worked in the following places from 1982 to 2003 they are:
Obasanjo Farms Nigeria Ltd (1982-1983).
Farmgate Hotel Complex (1988-1996).
The Bells comprehensive Secondary School (1996-1999).
The presidency (1992-2003)
Prior to his election as the executive chairman he serve as the chairman of the interim management committee of the local government which was put in place after the expiration of the tenure of the defunct administration his outstanding performance during the interim appointed was unprecedented in the history of the administration of the local government for well over forty projects were executed within the short period of the interim administration. | CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
MOST of the obvious example is starting of new business, in the combination with land, labour and capital. Entrepreneurial spirit is characterized by innovation and risk taking. It is an essential parts of a nation?s ability to succeed in an ever changing and increasingly competitive global market place.
There is a distribution between theoretical and operational definitions of entrepreneur. The theoretical definitions are wide covering a number of entrepreneur activities, whereas the operational definition covers singular aspect. The economic operationalaspect Chandler [1990] defines entrepreneur as dealing with uncertainties making a distinction between risk which can be calculated and uncertainty which cannot. Schumpeter [1934] for change and economic development, and entrepreneurship as the undertaken of new ideas and new combinations, that is innovations. Rucker [1985] describes the entrepreneur as a person who is willing to risk his capital and other resources in new business venture, from which he expects substantial rewards if not immediately, then in the foreseeable future. Okpara (2000)sees entrepreneur as an individual who has the zeal and ability to find and evaluate opportunities .He further observed that they are calculated risk takers, who enjoys the excitement of challenges not necessarily gamblers. The risk of entrepreneur has been assessed as a driving force of decentralization, economic restructuring and movement in the direction of market economy.
Small and Medium Enterprises [SMEs] occupies place of pride in virtually every country or state because of their significant roles in the development and growth of various economics. Small or Medium Enterprises have aptly been referred to as the engine of growth and catalysts for socio economic transformation of any country. They represent a veritable vehicle for the achievement of national economic objective of employment generation and poverty reduction at low investment cost as well as the development of entrepreneurial capabilities including indigenous technology. Other intrinsic benefit of vibrant small and medium entrepreneurs include access to the infrastructural facilities occasional by the existence of such small and medium entrepreneurs in their surroundings the stimulation of economic activities such as suppliers of various items and distributive trades for items produced and or needed by the small and medium entrepreneurs and their dependent as well as those who are directly or indirectly associated with them. It is however worrisome that despite the incentives, policies, programmes and support aimed at revamping the small and medium entrepreneurship. They have performed rather below expectation in Nigeria.
The significant of small and medium entrepreneurship derives from the following consideration set out by Sullwan (2000).
? Numerically, they account for a very high percent of the total number of business establishment in the country.
? Though their contribution to value added is disproportionately low,more value added is retained in the case of small scale enterprise than in the case of larger scale firms.
From this view point, the development of small and medium enterprises can be seen as one of the necessary condition for economic development presently, small and medium enterprise in Nigeria is sub optimized.These problems have reduced remarkably the volume and variety production andemployment possible for small and medium enterprises well hence have not played the expected vibrant and vital role in the economic growth and development of Nigeria.
1.2 Statement of Problem
Among the factors that influence the standard of an economy, employment is an main factor, as the population of the world grows so grows unemployment, that is why we need to depend on the government .This is where the option of being self-employed comes in and creating employment opportunities for others. There are several graduates who are not gainfully employed not to talk of others that are not formally educated, they all need prerequisite skills to make them self-dependent.
Unemployment as one of the devastating problem of developing countries which Nigeria is one. In order to guide against the tragedy which may occur due to unemployment .Labour forces needs to use their endowment with the available resources to generate a tangible output not only for his benefit but for the country.
To mention but few entrepreneurship have helped in the following ways;
i. Employment creation
ii. Innovation i.e. creation of new ideas
iii. Investment encouragement
iv. Income generation
v. Encourages privatization
vi. Poverty evaluation
vii. Reduction of financial and economic crises
viii. Revenue generation
ix. Increase in national income
1.3 Objectives of the Study
Given the statement of problems outlined above, the overall objective of this research is to indenting ways and means which will establish and sustain the vibrancy for Nigeria small or medium enterprise can play the expected vital role as the engine of growth in our economic development efforts .In order to achieve this, the research attempt to achieve the following objectives;
i. To ascertain the influence of management managerial capacity in the development and growth of SMEs in Nigeria.
ii. To identify the major constraint between access to finance and managerial capacity in the development and growth of SMEs in the country.
iii. To evaluate the extent to which managerial capacity, access to finance, infrastructure influences the growth of SMEs in Nigeria.
iv. To identify the major problems or
v. Governmental constraints that militates against the growth and development of SME in the country.
vi. To correct the view of dependence on white collar hobs, even with no formal education one can earn a living.
vii. To create government awareness in order to encourage entrepreneurs.
1.4 RESEARCH QUESTION
1. How could skills, human resources be useful to create employment?
2. How can government be aware in order to in turn encourage the practice of entrepreneurship?
3. What are the challenges of entrepreneurs?
4. Why do some SMEs fail and what helped some to succeed?
1.5 Statement of Hypothesis
1. Should the importance of entrepreneurship be overemphasized?
2. What influence does SMEs have on the economy as a whole?
3. What is government?s impact on creation of awareness of people to entrepreneur?
4. Have government in any way influenced small and medium entrepreneurship in Nigeria
1.6 Scope of the Study
Unfortunately in Nigeria much attention is not given to small scale enterprises, but entrepreneurship is oriented towards different ways of realizing opportunities, so their participation in the growth and development of Nigeria should not be downgraded.
This research will examine areas of small and medium enterprises, how some have succeeded and way some failed. It will emphasis the impact of small and medium enterprise on the economy of Nigeria.
1.6 Significance of the Study
Due to expansion there is need to be expansion of human capacities through high quality system of entrepreneurship education, training, skills acquisition and lifelong learning is important for helping youths and graduates find jobs and enterprises to find the skilled workers they need.
The relevant and business skills need to be provided to those who choose to be self-employed or short their own venture or mighty do so later. The importance of entrepreneur ship has been recognized for several decades Wellber (2010) put forward that the protestant ethic is spirit of capitalism. Other writers have discussed from different perspectives, the importance of entrepreneurship to different countries in the industrial era
Entrepreneurship has help to redress the problem of unemployment and poverty among the nation. It will make them not only to be job creators but also wealth creators. According to small business services (2005), the possession of entrepreneurial skills to create new knowledge based social enterprises isvital to addressing these social and environmental issues effectively. In the phase of global meltdown entrepreneurship is a central pillar to economic growth and development generation and poverty alleviation (2009). Hence, our nation cannot afford to toy with the issue of entrepreneurship. Therefore need to acquire and develop specific entrepreneurial skills cannot overemphasized because entrepreneurship is vital to creating employment and indeed a special from employability.
1.7 Operational Definition of Terms
Entrepreneur: is the person creating idea, identifying opportunities and managing business or venture and its resources for tangible output.
Entrepreneurship: Is the activities of establishing a venture, business or enterprise from generated idea in order to earn a living meet other wants and make profit.
Economy: is the level of maintaining production trade and money in order to standardize the standard of living in the geographical area.
1.8 Historical Backrground of Femo West Africa Limited, Eruwa, Oyo State
Femo West Africa Limited located in Eruwa Ibarapa local government area of Oyo state was established as a private business organization in 1977 by the Chief Adeseun Ogundoyin (Late) with a cost of over #250 million for the manufacturing of the following products.
i. Tropical army tarpaulin camouflage and
ii. Fabric lather for automotive covers shoe and bag industries
iii. Floor covering ? linoleum, carpet/tiles
iv. Muslim praying mats
However, the importance of this business organisation is:
(i) To reduce rural ? urban migration
(ii) To develop rural areas
(iii) To create employment opportunities for the unemployment youths
(iv) To reduce foreign exchange outflow by sourcing for the made in Nigeria raw materials.
However, products produced by this organization are of international standard and as a result of this, the company received an African award in Paris on 25th February 1991 for the standard nature of its products.
The company has the capability of manufacturing the following of its produce annually.
i. Tropic Tarpaulin:- 1.5 million linear metres
ii. Army Carmoflauge:- 2million linear meters
iii. Coated fabric:- 2.2 million linear meters.
iv. Muslim praying mat: - 2 million linear meters.
Although it is not easy to survive in business in Nigeria nowadays, Femo West Africa Limited has plans that will make it survive in this dutiful economic environment. | CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The role of leaders in ensuring excellent organizational performance cannot be over emphasized. Adequate motivation, suitable work environment, compensation, efficient communication between managers and subordinates play an important role in promoting this goal. Planning and organization of work is also very crucial in organizational attainment. Some researchers have argued that the most common problems affecting organizational performance in Nigeria business and other institutions are poor attitude to work among workforce, inefficiency as well as ineffectiveness of leaders in most places, though others share a contrary view. This second school of thought believes that organizations in Nigeria are mange through leadership styles that are strange to typical Nigerian are managed through leadership styles that are strange to typical Nigerian culture. In the wake-up call to address this issue, management practitioners in Nigeria have embarked on series of studies in an attempt to establish the relationship between effective leadership and organizational performance. Some found out that effective leadership styles are positively related to organizational performance while others have a different view. Still there is no empirical evidence to show how effective leadership styles impacts on organizational performance. Again given our cultural background, educational qualifications, environmental factors it is still not too clear how effective a leader can be if he must combine the three types of leadership styles to achieve high performance in Organizations Usoro 2000. Given this scenario, this study will be important in that it tries to fill this gap. The extent (degree) to which all members of an organization use their abilities and influences in the effective utilization of resources depends upon how well the leaders of the organization understand and perform their jobs. Maddock and Fulton 1998 in Iyang (2006) explain that leadership styles and other processes of the organization must be such that can ensure maximum probability within all interactions and relationships with the Organizations, each member will in the light of his background, values and expectation view the expenses as supportive and one which can build and maintains his sense of personal worth and importance.
Despite the above, we should note that individuals have their needs to satisfy and that is why they offered their labours to become organizational members and the extent to which they are committed to the organization depends on the degree of their conviction that their membership of the organization will enable them realize their predetermined objectives. In this case, the support an organization gets from the individuals will be based on the realization that by doing that, his personal objectives and goals will be met; otherwise his interest in the organization will wane. Based on that, leadership effectiveness should be given adequate attention it the organization intends to achieve its objectives. That is why it is a common agreement among management scholars that the success or failure of an organization is largely a function of leadership and its styles. I yang on his part sees effective leadership as a unique ways and integrating employees with the organization to achieve its vision or objectives and that to a large extent the effectiveness of a leader is largely dependent to the styles adopted by mangers which he says is central in the management of Organizations. Speaking in the same vein Edem, observes that failure or success of an organization, which affect the subordinates, the customers and agencies within and outside the organization. Although there is no standard method through which a leader can be effective in achieving high performance in an organization but that what is required is the modification and the combination of the variables that make leader effective if the goals and objectives of the organization have to be realized (Edem 2002).
1.2 Statement of the Problem
Managing people in Organizations is parts and parcel of management Process. Therefore, managers should realize, that people are the critical elements in organizations and that they should be recognized as being synonymous with the organization. But the problem is, to what extent do managers recognize this fact that employees are synonymous with Organizations and that they should be adequately motivated so that they can give their best to ensure high performance? Again the leadership behavior/style in most organizations which believe that workers could be treated anyhow as a result of unemployment situation in the country which makes job switch difficult has resulted in the hardship workers face in their places of work in Nigeria. This behaviour/style of leadership has an impact on reforming and/or creating organizational culture which in turn affects organizational performance and commitment. So given this situation, how effective can a leader be to elicit the best response from subordinates and make for the highest or best performance (Usoro, 2000). Furthermore, some researchers are of the opinion that the most common problems affecting organizational performance in Nigeria businesses and other institutions are poor attitude to work among the
Workforce, inefficiency and ineffectiveness of leaders in most places, others still belief that organizations in Nigeria are managed through leadership styles and behaviors that are strange to typical Nigerian culture.
In view of the above contending issues, it was necessary to look at effective leadership and organizational performance in Nigeria using National Youth services corps Kogi State Secretariat as a case study.
Therefore, this study will be investigating the following.
- To examine the impact of effective leadership on organizational performance.
- To study the effect of leadership behavior on the execution/implementation of the programmes of the NYSC in Kogi State.
- To find out the extent to which the management structure of Kogi State NYSC influences the performance of the organization.
- To suggest recommendations aimed at engendering effective leadership of the Kogi State NYSC.
1.3 Objectives of the Study
The general objective of this study is to examine the impact of effective leadership on organizational performance. The specific objectives are as follows:
1. To find out the effect of the leadership behavior on the execution/implementation of the programmes of the NYSC in Kogi State.
2. To examine the extent to which the management structure of Kogi State NYSC influences the performance of the organization.
3. To suggest recommendations aimed at engendering effective leadership in Kogi State NYSC.
1.4 Significance of the Study
The significance of any research study lies in the application of its findings for operational purpose. It is believed that this study will be of immense importance because the empirical finding will reveal how effective leadership impacts on organizational performance.
The study among others, seek identify the weaknesses or inadequacies of various variables of effective leadership. It is the researcher?s belief that this work through its findings will change the perception of the National Youth Service Corps Kogi State Secretariat leadership and other organization?s leaders about their leadership behaviour and styles.
Scholars and practitioners suggest that effective leadership behaviours can facilitate the improvement of performance when organizations face challenges (Avery 2008).
Again, leadership is viewed by some researchers as one of the driving forces for improving a firm?s performance. That is why effective leadership is seen as a potent source of management development and sustained competitive advantage for organizational performance improvement. This is because leadership helps organizations achieve their objectives more efficiently by linking job performance to valued rewards and by ensuring employees have the resources needed to get the job done.
Another theoretical significance of this study is that when organizations seek efficient ways to enable them to outperform others, a long standing approach is to focus on the effects of leadership. This is because team leaders are believed to play a vital role in shaping collective norms, helping teams cope with their environments and coordinating collective action?. The absence of leadership is so dramatic in its effects. Without leadership, organizations move too slowly, stagnate and lose their way. If decision making is timely, complete, and correct, than things will go well, yet a decision by itself changes nothing. After a decision is made, an organization faces the problems of implementation ? how to get things done in a timely and effective way. Problems of implementation are really issues about how leaders influence behavior, change the course of events and overcome resistance. Leadership is crucial in implementing decision successfully. Furthermore, the result of this work will be of immense benefit to the leadership of Kogi Sate National Youth Service Corps. As managers of human and material resource, this study will assist them to understand leadership, managing people and other resources, harnessing resources both human and material to achieve organizational goals and objectives and what it takes to achieve maximum performance through effective leadership.
The result of this study will also help officers in managerial positions to become conscious of their roles as the propelling force towards development. It is hoped that the research findings will assist the Federal, State and Local government Areas especially Kogi State and the Local Governments in the state on the ways to adopt the right leadership styles that can support them so that the state secretariat will achieve its goals and objectives like any other state secretariat will achieve its goals and objective like any other state secretariat in the country.
It is also believed that the work will stimulate further interests in future researches who will be involved in research efforts in the same organisation. In addition to the above, it will add to already existing literatures on effective leadership and organizational performance which will serve as reference materials to scholars and researchers who may be interested in embarking on a research of this nature.
1.5 Scope of the Study
The scope of the study covers only National Youth Services Corps Kogi State Secretariat. Thus, the focus of the study is on effective leadership and organizational performance.
However, to facilitate a sound grasp of the subject matter within the thought framework of the objectives of the study, the scope of the study covered such issues as the concept of leadership, the relationship between effective leadership and organizational performance, leadership and motivation. Others include motivation and job performance, leadership effectiveness and job performance and leadership styles. It also includes organizational performance, how to measure organizational performance, leadership and communication, characteristics and qualities of good leadership and managing subordinates in organizations.
1.6 Limitation of the Study
In conducting this research project, the work would have been more thorough if the thirty six States National Youth Service Corps offices in the country including the National Headquarters were covered. However, it was difficult to study all the thirty six States National Youth Service
Corps Secretariats due to costs of associated logistics and time constraints. Owing to these constraints, this study focused on National Youth Service Corps Kogi State Secretariat alone. A major limitation to research work in this part of the country is the inability of the researcher to get the necessary information which could have made the work richer were not obtained due to the unwillingness of the officials to give out rich information so the researcher resorted to getting the little to give out rich information so the researcher resorted to getting the little he could from the staff of the secretariat. Also, due to lack of culture of proper record keeping, only very limited data were gotten by the researcher for this work.
However, in spite of all these limitations and other constraints which may not be mentioned here, it does not in any way affect the reliability of the research work for the purpose of reference and its usage by all the stakeholders in national Youth Services corps especially the Kogi State Secretariat. | CHAPTER ONE
1.0 INTRODUCTION
In every business organization which are profit oriented enterprises international trade originated when nations exchanged products for other which they could not produce themselves or which could only be produce at exorbitant cost at home, it differs from internal trade in a number of ways. For instance, greater risks are involved when a firm has to estimate the size of a market where the people have customs, habits and tastes differing markedly from those of its usual customs. Different languages, currencies and methods of conducting business are some of the other complications. In addition, legal restrictions and the reluctance to move are two of the reasons why capital and labour movements are less frequent when political frontiers are involved.
Within the limits set by the opportunity cost ratios, the manner of sharing the gains from specialization and trade between the two countries depends on conditions of supply and demand on a world level, the actual rate at which a nation?s goods exchanged for those of other countries is called the ?Terms of trade?
Each nation?s record of its transactions with other countries known as the balance of payments. Since 1970 two abroad classification used in presenting the British balance of payment have been.
a. Current account and
b. Investment and other capital flows.
The current account is split into visible and invisible items. Visible trade refers to the export and import of goods and the different between the values of these two amounts is known as the balance of trade. Normally Britain has a deficit here, imports exceeding export but in 1970 there these was a small surplus of $3 billion ?invisible items refers to the import and export of services. Britain provides financial services for other countries such as banking and insurance and shipping facilities for carrying their goals, and also offers tourist amenities. Also included is the return or earnings on investments abroad exceed sums invested by foreigners here, there is not gain to the balance of payments on this item. There is a net debit under government items, Due to Government grants to developing countries under aid programme, military expenditure aboard, etc. over all, through; Britain does well on ?invisibles? with a net gain being made.
Under the heading ?investments and other capital flows? are included various flows of capital, many of which were once included as monetary movements in the balance of payments examples are public sector or Government lending or borrowing overseas on long-term basis, and overseas investment in the U.K. private sectors and British Private investment abroad. This could take the form the purchase of foreign stocks and shares, or the starting of business abroad some of these funds may be liquid assets, such as banks deposits of overseas holders, which can be withdrawn at short note.
1.1 STATEMENT OF THE PROBLEM
This study is designed to verify:
1. How marketing will require that payment have to be made.
2. The study also examines the effect of how to make payment for goods supplied to a Nigerian importer.
3. Would goods supplied of how to make payments affects the sales volume of fan milk Plc, Eleyele, Ibadan.
1.2 OBJECTIVE OF THE RESEARCH
The objective of the research of this study is to verify to which extent does how to make payment for goods supplied to a Nigerian importers affect the choice of consumer while making a purchase to verify the possible tools which could used in attracting the attention of the consumers towards the purchases which he/she might want to make. Our research is designed mainly to study and analyze the effectiveness of promoting sales taking Fan Milk Plc. As our case study with the hope that the knowledge could be of immense contribution to the company is solving on how to make payments for goods supplied.
This study is designed to find out the following: How to make payment for goods supplied to a Nigerian importer.
1.3 RATIONALE OF THE STUDY
This research work will actually reveal the investigating to obtain an effective and reliable logical basis for this project.
In view of this both secondary and Primary source of data will be used in the course of this project primary source provide information for accuracy and realistic of information two methods shall be adopted in collecting data from this source.
1. Personal interview
2. Questionnaire
The primary source provides personal interaction between the research and objective of the Research where by providing opportunity to ask and request for necessary information of data.
1.4 SCOPE OF RESEARCH
This study is limited to How to make payment for goods supplies to a Nigerian importer. And, this is limited to the techniques of the Fan Milk Plc Eleyele, Ibadan.
The study will cover so many techniques tools that are combined to design every business organization that as given by many authors, particularly in Fan Milk Plc, Eleyele Ibadan.
1.5 HISTORICAL BACKGROUND OF FANMILK PLC
The Nigeria Fan Milk Plc was incorporated in November 1961, and the diary plant went into production on the 3rd of June, 1963. The first directors of the company were Erik Emborg, Chairman and founding member, Fredrick Clark, William Hardy, Lars Skensued and Chief B. Olufemi Olusola.
The initial share capital was N50,000, of which Nigerian investors held 10%. The name of Fan Milk and the Fan Milk Logo exclusively made available by Eric Emborg Daing Technique. Denmark was carefully chosen to associate the nutritious Fan Milk products with their cool refreshment valve. The company started with a modest dairy plant located at the Eleyele industrial layout, Ibadan but in spite of its modest size, equipped with the most modern equipment on the market at that time, the original range of diary products produced was limited to plan full cream milk and chocolate flavored milk both product filled and packed in the revolutionary and the first company to introduce in west Africa.
It took some years for the company?s product to penetrate into Nigerian market. During this initial difficult period Erik Embony Diary Technique always had faith in Fan milk and assisted with financial as well as managerial assistance in the late sixties, fan milk gradually expanded the product range with yogurts, cottage choose and frozen flavoured Lollies; the latter packs in a special design of Tetra pack becomes extremely popular all over Nigeria. Another technique put in place was the exploitation of the market on a nation wide has entailing the establishment of a dairy plant in the North and the East and expanding of existing dairy plant and facilities in Ibadan. In order to provide the basis for this increase in activities, the share capital of the company was increased substantially and by 1979 the ownership of fan milk has changed to 6% Nigeria investors and with a paid up capital of N7,250,000. in acknowledgement of the enthusiastic shown by the Nigerians, Mr. E. Embomy expressed his wish to hand over the chairmanship to a Nigerian, named chief O.I. Akinkugbe, who had already served the board for a number of years, accepted the appointment as chairman of the board of directors, a position, which later taken over after many years by chief Oba Otudeko currently the share-holders chairman.
Fan Milk utilizes fully the capacity of the diary plants in Ibadan and Kano from the two dairy plants, a fleet of refrigerated trucks delivers the product to 51 distribution centers and more than 70 depots throughout Nigeria from these centers, some 1400 bicycles vendors bring the products to the consumers. Today, Fan Milk has a total staff of approximately 700.
Fan milk is today known throughout Nigeria for its range of high quality products future plants to enhance this position include continue development and implementation of improved production methods and marketing initiatives.
Fan Milk?s own research department is constantly investigating the possibilities for utilization of local raw-materials they have found that Soya milk is a product, which deserve close attention already completed, is the identification of suitable soya beans and the necessary harvesting and storage methods.
Research is undertaken by the company?s own research team and supported by its technical partriers (Fan Milk, 1993).
1.6 LIMITATION OF THE STUDY
Judging from the fact that the promotion applied to various establishment all over the country it is never easier considering the time which the project is require to submitted and the financial constrain of going to all the establishment, the relevant to research materials and uncooperative attitude of the respondents are the limitations of the study. Therefore, the researcher has decided to limit the only few available facts and materials to case study Fan Milk Plc, Eleyele, Ibadan. |
