The Effect Of Recruitment And Selection On Organizational Performance

The Effect Of Recruitment And Selection On Organizational Performance

CHAPTER ONE/INTRODUCTION

1.1 Background of the Study

The success and achievement of the objective of an organization depends on the performance and caliber of human resources that make up such organization. This fact influenced the recruitment, and selection practices with special emphasis on Dozzy group of companies.

Since the industrial revolution economies started growing speedily in the developed countries and later on this process of growing industries and markets expanded to the whole world which turned into large completion among big companies operating in both public and private sectors. The world turned into global village which encouraged movement of Knowledge, Skills and Abilities across the cultures in the different countries in the world that caused the researchers focus towards the human resource management field to address different aspects related to the employees behavior particularly recruitment and selection. Most organizations focus more on human assets rather than physical assets.  An organization can be readily purchase equipment, manufacturing facilities, and most technologies, but the human talent are much hard to come by. Candidates who are able add value to their clients’ businesses shows the ability of a good recruitment company in searching talents. Human Resource may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas such as recruitment and selection.

There are two phases to make new selection of employees needed by the organizations, the first one is to generate a large pool of applicants and then make the best selection out of them. Recruitment is equally important to study because effectiveness of the selection directly depends on the how large and qualitative is the pool of applications.  Djabatey (2012) opined that this scenario lends credence to the increasing attention being paid to the people aspect of organizational assets because the development of people, their competencies and the process of the total organization are the pivot of human resource management. Similar to this development is the contention in National University of Ireland (2006) that the continued growth and development of an enterprise depends on its ability to recruit and select high quality personnel at all levels in respective of the cost of such action.The position to be filled must be defined in terms of job description and job specification. Thus, according to Ekwoaba, etal(2015), recruitments and selections have become essential in organizations because individuals need to be attracted on a timely basis, in sufficient numbers and with appropriate qualifications.The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance.The need for recruitment and selection in any organization depends on the existing vacancies to be filled or new post to be created, human resource department makes some decisions before considering if the company should recruit, decisions like the number of vacancy to be created, the profit the company makes which determines if the company would be able to pay the workers to be recruited, the number of workers needed. According to Gary (2009), the recruitment and selection process starts with employment or personnel planning. It is the process of deciding what positions the firm will have to fill and how to fill them. It is therefore very glaring that managements must be trained, and advised in recruitment and selection matters especially interviewing. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009).

Bratton and Gold (2012), differentiate the two terms while establishing a clear link between them by stating that recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. Recruitment and selection forms a core part of the central activities underlying human resource management: namely, the acquisition, development and reward of workers. It frequently forms an important part of the work of human resource managers – or designated specialists within work organization. Using the right selection methods one can ensure that the candidate does not only has the right skills for the job, but also possesses the right personality to fit into the existing organizational culture. Once that “right” person has been employed, the company has to ensure that the right incentives are put in place. However, recruitment and selection is characterized by potential difficulties. Generally speaking, the conducts of recruitment, selection processes are cost involved and such could be advertising cost, testing cost, interviewing, and training cost, placement cost. In view of these, there is much need for any ideal organization to exhibit the concept of seriousness, commitment, merit selection and organizational diplomacy in the conduct of recruitment and selection exercises.

Recruitment according to Stoner et al(2009), is a systematic and organized procedure where potential employees are obtained for selection and placement in the organization through a variety of sources. Sources of candidates like educational establishment or Institutions e.g. universities, polytechnics, colleges of education and Recruitment agencies, such as Author Andrew, Omoloye and Associate and online recruiting, advertising, outsourcing providers.After recruitment, selection process is the next step. The main purpose of selection is to choose individuals who are fit or qualified for the job from those that are available or responded to the advertisement or limitation to apply for the job vacancies, selection procedure involves the screening of candidates according to the progressive series of steps designed to eliminate those who in some ways are unsuitable. It involves submitting information or data on the applicant, aptitude test, interview and reference checks on the applicant and conducting physical or medical examination. Once an individual has been deemed fit to be employed, the person is offered an appointment letter and given the conditions of his/her appointment and responsibilities. The individual’s acceptance of the appointment is a contract to seal and accept the obligation of his/her appointment and perform his/her duties that assigned to him/her for certain remuneration. Orientation is the next process after selection. The candidates chosen are oriented on how things are done in the organization, the culture, philosophy, policy, mission , objectives of the organization , working hours, place of work, performance standards, benefits and facilities, and names of the immediate and other officers.Recruitment can be said to be effective if the strategy or method used by the organization works out for them perfectly well. The effect of recruitment can be measured by how many applicants generated from each of the recruitment sources. If more applicants are generated than there are positions to fill, the firm can be more selective. The problem is that more is not always better; the employer needs qualified, talented and hirable applicant.

1.2     Statement of the Problem

Recruitment and selection is a difficult task for organizations, it is difficult for them to search, recruit, and select talented people in today’s tight labor market because ofthe problem faced such as human errors, favoritisms and bias in their decision and which is also seen among the top management which has become a major problem to the management and also fewer qualified talents available. This shortage leads to absolutely essential for organizations to conduct effective recruitment, selection, and retain quality talents.

Acquiring the right talent is becoming an increasingly complex and challenging activity. It is expensive, time consuming, and high cost of employee turnover in time, money, and lost productivity.

The cost of finding the right person to hire can be hefty. Business advisor, William G. Bliss names various potentially high costs in the process: advertisement, time cost of internal recruiter, time cost of recruiter’s assistant in reviewing resumes and performing other recruitment-related tasks, time cost of the person conducting the interviews, drugs screens and background checks, and various pre-employment assessment tests. The company finds it difficult because of the cost involvedand also they don’t follow the policy. They frequent personal connection more than professional means. Some of the employees that came into the organization are partial, disloyal, not committed and their obedience lies only to the people that brought them in and this affect the success of the organization.

The success of a business or an organization is directly affected by the performance of those who work for that business. There is a linkage between Human Resource practices, competitive strategy and performance. Underachievement can be a result of workplace failures because hiring the wrong people can be costly, it is important that conscious efforts are put into human resource planning.

Therefore, it is the problem of this study to look into the recruitment and selection policy and practices of Dozzy group of companies in order to find the extent to which is a divergencebetween the policy and practice to know whether they are doing what is in line with the policy and getting the right kind of person for the job.

1.3     Objectives of the study   

  1. To identify if external sources of recruitment strengthens diversity of talent within the organization.
  2. To identify the recruitment practices used in selecting qualified talents in Dozzy Group of Companies.
  3. To examine the extent of bias in recruitment and selection exercise and its effect on employee productivity.

1.4     Research Questions

  1. Do external sources of recruitment strengthen diversity of talent within the organization?
  2. What are the various recruitment and selection practices in selecting qualified talents in Dozzy Group of Companies?
  3. Is there any significant relationship between bias in recruitment and selection exercise on employment?

1.5     Statement of the Hypotheses

This project is an attempt to find out how recruitment, selection and procedure is conducted in Dozzy group of companies. In this regard, the researcher formulated hypotheses. These hypotheses have null and alternative hypothesis.

Hypothesis 1

Ho: External sources of recruitment have no significant relationship on diversity of talents in the organization.

Hi: External sources of recruitment have significant relationship on diversity of talents in the organization.

Hypothesis 2

Ho:A recruitment and selection practice has no significant relationship on organizational productivity.

Hi:A recruitment and selection practices have significant relationship on organizational productivity.

Hypothesis 3

Ho:Bias in recruitment and selection exercise has no significant relationship on employment

Hi:Bias in recruitment and selection exercise has significant relationship on employment

1.6     Significance of the study

This study is highly significant as the main focus of this study is to investigate the effectiveness of recruitment and selection practices in Dozzy Group of Companies. Recruiting staff is a very costly exercise. It is an essential part of any business and it pays to do it properly. When organizations select the right people for the job, train and treat them well, they tend to produce good results and also tend to stay with the organization longer. In such circumstances, the organization’s initial and ongoing investment in them is well rewarded. An organization may have the best resources, but if it does not have the right people, it will struggle to achieve the results it requires. Significance of this study will help firms especially Dozzy group of companies to adopt measures in the context of human resource in relation to recruitment, selection, and the productivity. The firm will have the opportunity to identity the benefits of these practices and challenges facing their recruitment and selection practices in their organization and find lasting solutions to them.

The importance of this study stems from the fact that employment of workers involves first of all a deliberate process of manpower planning to determine the right kind of workers and right number of workers required for efficient and effective operation of the organization work.

1.7     Scope and Limitations of the study

Every research has its own challenges. Notwithstanding, this research had its own limitations. The geography of this research work is confirmed to Dozzy Group of Companies Onitsha. The study was focused on the investigation of recruitment, and selection practices in Dozzy Group of Companies Onitsha. This study covers two areas of the organization’s strategy for recruitment, and selection practices. These areas include the recruitment process, and the selection process. There are specific steps used to implement the organization’s recruitment process, and selection method in these areas. Job Analysis, Job Description, Job Specification, Selection Method, Interview Test, Recruitment Source, Internal source, External source, and Talents Qualification.Procedures will be assessed and several issues are found such as instruments of job analysis, recruitment process, internal and external recruitment and selection methods. These steps will be further discuss and analyze in this study.

In writing this research thus, one is bound to be confronted by certain constraints like time constraints, school schedules and financial handicap. At the company, getting the attention of the management, and other staff readiness to divulge information often turns difficult as most are completely engaged in their duties. Equally, the preparation and administering questionnaires all attracts cost which constituted to limit its spray.     Due to the combination of studies and work the researcher also did had limited time, but these limitations did not affect the validity of the study.

1.8 Definition of key terms

To make a research work such as this comprehensive to even an average reader, it is every important to define some salient features involved in the theme. These salient terms are defined as follows:

  • MANAGEMENT: The term management is defined as a process of planning, organizing, directing, coordinating and controlling material and non-material, or technology and physical resources toward achieving organizational objectives.
  • RECRUITMENT: Is the process of finding and attempting to attract job candidates who are suitably qualified and therefore capable of filling vacancies in job positions effectively.
  • SELECTION: it is the process of determining which job candidate or applicants suit the needs of the organization best.
  • POLICY: A plan of action agreed or chosen.
  • PRODUCTIVITY: Unit of output per work machine hour or total output/total input. It is the measure of how well resources are brought together in organization and utilized for accomplishing a set of results
  • EFFECT: the state being operative, functional. It also means to go into operation, begin to function, to produce result.
  • ORGANIZATIONAL: Structure of relationship so as to get the work done
Download Full Material-N5000

One Reply to “The Effect Of Recruitment And Selection On Organizational Performance”

  1. Pingback: Iproject list of project topics and materials | Project store

Leave a Reply

Your email address will not be published. Required fields are marked *

Related Post

Sep 16

Technology Management Lessons From The Privatization Of NITEL (NIGERIA TELE COMMUNICATION LIMITED)

Technology Management Lessons From The Privatization Of NITEL (NIGERIA TELE COMMUNICATION LIMITED)

TITLE PAGE i
CERTIFICATION ii
DEDICATION iii
ACKNOWLEDGEMENT iv
CHAPTER ONE
GENERAE INTRODUCTION 1
STATEMENT OF THE PROBLEM 2
OBJECTIVE OF THE STUDY 3
RESEARCH HYPOTHESIS 4
SIGNIFICANCE OF THE STUDY 5
SCOPE AND LIMITATIONS OF THE STUDY 6
HISTORICAL BACKGROUND OF CASE STUDIES 7
NEPA
NITEL
REFERENCES 16
CHAPTER TWO

2.0 LITERATURE REVIEW 17
2.1 PRIVATIZATION… A GENERAL OVERVIEW 17
2.2 PRIVATIZATIONPROGRAMME IN NIGERIA. 22
23 OBJECTIVES OF PRIVATIZATION-
PROGRAMMES IN NIGERIA. 28
2.4 IMPLEMENTATION ARRANGEMENT FOR THE PRIVATIZATION/
COMMERCIALIZATION PROGRAMMES. 33

IMPACT AND FUTURE PROSPECTS OF THE PRIVATIZATION/ COMMERCIALIZATION PROGRAMMES IN NIGERIA 37
APPRAISAL OF THE TECHNICAL COMMITTEE OF PRIVATIZATION
/COMMERCIALISA4TION SINCE INCEPTION 42
REFERENCES 47
CHAPTER THREE
RESEARCH METHOD AND DESIGN 51
INTRODUCTION 51
RESEARCH METHOD AND DESIGN 51
SOURCES OF DATA 52
POPULATION AND SAMPLE SIZE DETERMINATION. 53
REFERENCES 56
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA 57
PRESENTATION OF DATA 57
HYPOTHESIS TESTING AND DATA ANALYSIS 69
CHAPTER FIVE
FINDINGS, RECOMMENDATION AND CONCLUSION 81
SUMMARY OF FINDINGS 81
RECOMMENDATIONS 82
CONCLUSION 85
REFERENCES 86
BIBLIOGRAPHY 87
APPENDIX 102

CHAPTER ONE
1.0 GENERAL INTRODUCTION
All over the world, the public service as a matter of experience has not been known for their capacity to create wealth. Consequently, public enterprises have usually been perceived as drain pipes, thus creating budgetary strains and avoidable burden on the economy. It became a national policy imperative therefore to disengage the public sector from those areas where the private sector has the comparable advantage to perform, while letting the State concern itself with the provision of infrastructure, security and the enabling environment for business to thrive through enhanced wealth creation.
It is important to observe that for many developing countries like Nigeria, it was perhaps unavoidable for the government, in an earlier epoch, to promote the initial investments in the early phase of national development when the private sector was almost non-existent. Unfortunately, the government got herself so involved in business that could best be tackled by the private sector, that government could no longer perform her traditional functions: the provision of infrastructure and security through the maintenance of law and order as well as the promotion of an enabling and conducive environment for investments and wealth creation. (Any a, O. A., 2000 p4)
1). The import of this economic step is anchored on “the belief that entrepreneurs can manage the industries and can operate services more efficiently and at a lower cost than the public enterprise. (Onodugo,V.A. 1995 P3).
The introduction of privatization fourteen (14) years ago has provoked a lot of public attention and discussion. However, it is clear that as opposed to the 1980s when there were two strong schools of thought on privatization – one for and another against, dissenting voices are much fewer these days. This perhaps, may be an indication of the widespread acknowledgement and

acceptance that the merits of privatization far outweigh its demerits.
It is therefore the purpose of this study to critically analyze this government policy of privatization and commercialization, with a view to finding out whether it has the economic remedy, for which it is meant. In doing this, the researcher will carry out investigation using two government parastatals namely – The Nigerian Telecommunication Limited (NITEL)
STATEMENT OF THE PROBLEM
The economic depression of the late 1930’s with it’s deep and severe consequences coupled with the revolution in the Union of Soviet Socialist Republic (USSR) led to a situation where governments, that hitherto had no business in running enterprises, dabbled into business. This became possible when private sector enterprise, especially in Western Europe collapsed due to the recession.
Nigeria, like many African countries on attaining independence, embarked on establishment of public enterprises. The oil boom of the 70’s further accelerated the growth of the public enterprises. Government presence was felt in virtually every aspect of our economy such that “it became the largest producer, the largest consumer, the biggest employer, the biggest owner of property, the biggest investor, the biggest insurer and the biggest debtor’ (Ubaigboma 1995 P. 8).
However, by the 1980s, it was clear that a nightmarish mistake has been done indicated by the common features of the public enterprises, which are huge annual losses, gross inefficiencies, low returns, mismanagement etc. All these necessitated a move towards competitive market system by the use of economic tools of domestic Deregulation, Privatization (Iromantu,

1999).
Privatization has become a major element of economic reform and an important instrument for advancing the global competitiveness of nations. It is therefore, the problem of this study succinctly examine and analyze the extent to which the objectives of the privatization programmes have been achieved with special reference to the Nigeria Telecommunication Limited (NITEL)
The above problem brings to the fore the following sub-problems: –
1. What effect will the privatization of public enterprises have on the economy of Nigeria?
2. Whether the privatization programmes has improved management efficiency?
3. Whether the parastatals have achieved the much-needed economic objectives for which it was set out to pursue?
4. Are the structures put in place for the proper implementation of the privatization programme adequate?
5. What do the general public stand to benefit from the privatization programme?

OBJECTIVE OF THE STUDY:
The main aim of the study is on Technology Management Lessons From The Privatization Of NITEL (NIGERIA TELE COMMUNICATION LIMITED)
The specific objective of this research work:

1. To identify any organizational structure of NITEL that is interfering with the effective realization of the objectives of the privatization programmes.
2. To examine the incessant interference of government and their agencies on these parastatals and establishing whether it contributes to their inefficiency.
3. To ascertain the public assessment of the economic policy, using their perception of the services rendered by NITEL .
4. To examine the reasons these public enterprises suffer from lack of purpose, role conflict and misplaced objectives.
5. To determine the extent to which the privatization programme have had a positive impact on the operations of NITEL .

RESEARCH HYPOTHESIS:
For the purpose of achieving a reasonable degree of accuracy and relevance in this research work, the following hypothesis have been posited and tested.

1. That NITEL have not attained higher productivity levels since implementation of privatization and commercialization.
2. That there has been no improvement in economic growth as indicated by increases in government income, per capita income and GDP since the implementation of the programme.
3. That there has not been marked improvement in the management efficiencies of NITEL since privatization and commercialization.

4. That the services rendered by NITEL have not improved reasonably since the privatization programme was implemented.

SIGNIFICANCE OF THE STUDY
The services sector has enlarged to become a dynamic sector whose importance has continued to rise in most economies in the late 1980s and the 1990s. The sector currently represents over 60% of GNP in most of the developed economies. There is no doubt that these public enterprises are growing in importance over the years. In Nigeria, the number of public enterprises has increased tremendously and now occupies a central position on the economy and has therefore become major instrument of development (Project Work).
These have necessitated increasing investments in these enterprises by the government but inspite of these investments, the returns have been extremely poor. The public sector has thus gained the reputation of constituting sources of waste, and being inefficient coupled with bad attitude to work, undue interference, corruption and low morale.
It is therefore the objective of this study to determine the root cause of these problems and to proffer probable solutions or directions to follow. In the view of this, it is therefore hoped that the study of the effect of the privatization programmes in two parastatals NITEL both in Enugu, will help the management and indeed the government in the formulation of effective policies to enable them continue the implementation of these programmes.
It is also hoped that workers, the society and especially scholars who might wish to conduct further research on the subject matter in the future will find it very reliable.

SCOPE AND LIMITATIONS OF THE STUDY:
.
Whenever a research of this nature is being conducted, there is bound to be some constraints militating against the study.
A major area of limitation was the attitude of respondents most of which were non-cooperative, nonchalant, illiterate and ignorant about the subject of study and this heavily hindered the completion of the questionnaires.
Another major area of limitation was the unavailability of secondary sources of data considering the fact that both parastatals are yet to be privatized.. This constituted a major set back as there was basically nothing on which judgments and inferences could be based on.
Finally, this study was also constrained in terms of time, money and logistics and of which none came cheap.
HISTORICAL BACKGROUND OF CASE STUDY:
THE NIGERIAN TELECOMMUNICATION LIMITED (NITEL), ENUGU
The Nigerian Telecommunication Limited (NITEL) started as a postal branch of the British Post Office in 1851 and in 1885 an internal telecommunications arm with better system of telecommunications was established to serve the interest of the colonial masters. In 1966, the Postal and Telecommunications (P&T) a quasi- commercial department of the Ministry of Communications was formed and backed by Decree 22 of the miscellaneous provisions. In 1985, the Nigeria Telecommunications limited was formed.

The external telecommunications concerned with the provision of direct telegraph services between Nigeria and London, made possible hi 1886 by the African District Telegraph (ADT) and the Cable and Wireless Company of London. In 1997, the Federal Government acquired 51% equity ownership of the Cable and Wireless Company and changed its name to Nigerian External Telecommunications (NET) Limited. By 1972, the government acquired the remaining 49% and made it a Federal Government wholly owned company which was to provide external telecommunications services.
In 1984, P&T and NET were merged and incorporated as a Limited Liability Company under the companies Decree of 1968.
This merger saw the birth of the Nigerian Telecommunications Limited (NITEL), which officially kicked off on 1st January 1985. On 22nd May 1992, there was a contract agreement between the Federal Government, NITEL and the Technical Committee on Privatization (TCPC), now known as the Bureau of Public Enterprises (BPE). This agreement marked the beginning of the era of Privatization of NITEL, which will now become NITEL Plc.
On incorporation, the company had an authorized share capital of N 4,000,000 shares of N 1.00 each with N 2,000.000 fully paid up by Government. This was reviewed in 1992 when the company was re-registered as a Public Limited Company with an authorized share capital of N 5.5 billion all of which was fully paid. In almost a century of providing telecommunications services, Nigeria could boast only of 250,000 lines most of which were of the analogue technology. The transmission link was also mainly of the analogue system while the two gateways located at Oyo State and Kaduna State were aging and going out of fashion.

NITEL was also characterized with other problems such as undue interference from the government, labor turnover, management inefficiency, fraudulent practices by some staff, abandoned projects, uneconomic investment decisions, low returns, inadequate network capacity, low tariff structure and delayed dial tone. To overcome these problems and more, long term development strategies were mapped out during the formative years, but these strategies hardly saw the light of day because of the limited power of NITEL, as they relate to decision making and policy implementation.
To overcome these, the Government decided to embark on commercialization of the company, which took off in May 1992. This action granted NITEL autonomy especially as regards business oriented and customer oriented decisions. This enabled it embark on network expansion and to adequately maintain existing facilities and modernize others. The effect of these developments resulted in the provision of digital facilities in Abuja (20,000 lines), Lagos (45,000 lines), Kaduna (10, 000 lines), Enugu (30, 000 lines) and Ibadan (25, 000 lines).
NITEL also extended its services to the rural areas with the installation of digital exchanges using the colophony technology. On the part of International Connectivity, NITEL established dual antenna (digital) satellite earth stations in Lagos and Enugu and a third to be finished in Kaduna. In addition to the conventional services of telephone, telex and fax, NITEL also introduced value- added services like Mobile Cellular Phone System, Voice mail, Paging Services and Internet services.

 

Download Full Material-N5000
Jan 23

APPRAISING THE IMPORTANCE OF SMALL-SCALE INDUSTRY IN RURAL COMMUNITY DEVELOPMENT – A STUDY OF SELECTED SMALL BUSINESSES IN ANAMBRA STATE

APPRAISING THE IMPORTANCE OF SMALL-SCALE INDUSTRY IN RURAL COMMUNITY DEVELOPMENT – A STUDY OF SELECTED SMALL BUSINESSES IN ANAMBRA STATE

CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

Before, the various governments of this country – Local, State and Federal had directed attention on the establishment of gigantic industries in the urban centres of the country. This they believed, though erroneously, that large scale industry is the only yardstick of measuring the economic power of any country. This crave for large scale industry was dominant during the oil boom (Isemin, 1988:19).  This resulted in the utter neglect of the nation’s rural areas which contain about 85% of the nation’s total population.  However, with dwindling of the oil money coupled with the oil crisis in the mid 80s, there was a sudden awareness on the part of the Federal Government that rural development should be the centre piece for industrial transformation (Omorodion,1989:8).

In realization of this, and in pursuance of its attainment, the Nigerian Government created various agencies such as the directorate of food, roads and rural infrastructures (DFRRI) to work in partnership with the rural communities towards the provision of amenities such as rural roads,

 

2

Pipe-born water and electricity which are essential for setting up small scale industry.  In addition, the National Directorate of Employment was created to train and develop school leavers’ skills for independence.  The directorate also provides financial and technical assistance to individuals wishing to start business of their own.  Also they provide credit/loan scheme to help provide financial assistance to individuals to set-up small-scale business.

In spite all these efforts by the government, small scale businesses are still faced with lot of problems. Under capitalization creates the problem of not buying merchandise independently at best price, in adequate quality and qualities. Poor business accountability makes it difficulty to assess the operating results of the business and at times starves the firms of its liquid resources. Some of the Government polices and Regulations brings distortions in the structure and management of these businesses.  Inadequate and poor maintenance of infrastructural facilities, inadequate capital/funding, lack of managerial skill and project counseling, misappropriation of funds by government officials, to mention but a few, it has helped to increase the problems small scale businesses in  Nigerian rural communities (Chukwujekwu, 1987:3) .

 

 

 

                                                                                                               3

1.2    STATEMENT OF PROBLEM

Small-scale industries in Anambra State play a lot of roles today just like their counter parts in other states of Nigeria. These roles go a long way to facilitate the growth and development in the country, thereby contribute to the development of the economy. (Chukwujekwu,  1987:1). Despite this contributions, they are faced with a lot of problems, Among such problems are insufficient of fund owing to limitation habits of the people.  Thus, money for both services and expansion is always a major handicap.  There is no managerial acumen owing to the proprietor’s limited education and training.

Along side this is the neglect of the nation’s rural areas visa-vise small-scale industry has left a serious hiatus in the economic development and progress of country.  This gap has resulted in the scarcity of essential goods and services with a spiral effect of high inflation and general high price level and unequal distribution of income. Lack of rural development also resulted in the mass migration of people from rural areas to our urban centres and cities leading to rapid formation of ghettos and slums.

Most of the traditional skills possessed by people such as wood caving, cloth weaving and dyeing, mat making, iron smelting, etc

4

have been deserted in search of white collar jobs.  As a result, most of these skills which could have been improved upon through encouragement and assistance of individuals to set up modern small-scale industries have been left to die away.

Beside, large-scale industry which we though formed the bed rock of economic development have become white elephant projects, that do not serve what they are established to serve.  Some of them are producing under capacity.  Some have been shut down due to lack of spare parts and raw materials.  Others become a breeding ground for embezzlement by their various boards of directors and top government officials.

Therefore, the inclusion of small-scale industrial policy in our economic plan in the rural areas has enhanced the community development, growth and stability in the rural areas in particular and the Nigeria in general.

 

1.3    OBJECTIVES OF THE STUDY

(1)     To ascertain the problems and prospects of small-scale industry in community development.

 

 

5

(2)     To highlight the problems that stand against the success of small industries in Anambra State.

(3)     To identify the proper steps that could be taken to increase the efficiency and encourage the establishment of small scale industries.

(4)    To proffer solutions and recommendation that will hopefully be of great help to small scale business entrepreneurs elsewhere and new aspirants into small scale business.

 

Download Full Material-N5000
Jun 20

MANAGERIAL PROBLEMS OF THE NIGERIAN AVIATION INDUSTRY: A SYSTEMS ANALYSIS OF THE NIGERIAN CIVIL AVIATION AUTHORITY (NCAA)

CHAPTER ONE
INTRODUCTION
1.1       BACKGROUND OF THE STUDY

Incessant air mishaps have paved way for concern over air safety.  These mishaps in turn, have been aggravated by poor airport safety and security. To maintain a reputable safety culture, proper crew selection and  training must be guaranteed. Ofojebe (2007:15) explains that the ultimate  success or failure of an organization is attributed to the efforts of all the  organization clearly depends on the collective performance of its  individual administrators. Ude (1990:44) states clearly that most of the   problems confronting organizations in Nigeria are management related.

A statistics released by Federal Airports Authority of Nigeria (FAAN)   in February 2006 showed that, with respect to international passenger   movement, a total of 114,950 was recorded for passengers coming into the  country from the West Africa sub-region and other parts of Africa as opposed to 245, 200 recorded in the previous year. Mail movement at the   airport also experienced a sharp drop-in patronage. At the Murtala  Muhammed airport Lagos, mail tonnage dropped by 308.116kg within six  months. (September, 2005 to February, 2006). At the Aminu Kano  International Airport, cargo movement dropped from 17,828,621 to   15,246,173 within 6 months.

Internal Reports available show that the Nigerian aviation sector   is poorly rated in terms of safety. This is attributed to the very many air   tragedies that occurred  in  the country’s airspace.   For example, in   December 2005, a damning report of the Federal Aviation  Administration (FAA) of the United States of America (USA) revealed faults in 16 Nigerian Aircrafts. The report, which led to the grounding of    the Boeing 737 (100, 200 and 200C series) aircraft, alleged faults in the   model. In his work, Oladede (2006:2) argues that Nigeria has not been a   reference in the air transport industry in Africa”.

Annan (2006:2) expressed bitterly what many in the international  circles called “frustration” on the part of international agencies and    companies whose staff and agencies use Nigerian airlines. According to  him, “the series of crashes and attendant devastating losses call for a   critical review of the aviation sector”. Reacting to the incessant crashes, Onyekakeyah (2005:65) regrets that in the aviation sector, we are reaping   sorrow and anguish by the waste of precious lives through air disasters.

Chikwe (2005:25) emphasizes that most of the aircraft on the fleet of private airlines were manufactured in 1968, while just a few were   manufactured in 1976, used by the countries which produce them, and  phased out after their stipulated life span. Moreover, the Western and  American countries have since legislated against the flying of old aircraft     Ore (2006:12) maintains that the nation’s airports are in a progressive state   of decay, signposted by either outdated, or inadequate facilities, and inept management. Reacting to the ADC air crash of 2006, which claimed the                 lives of all 116 passengers on board, Akintola (2006:1) points out that the              Nigerian aviation industry needs urgent overhaul.

Sequel to the chain of air crashes which occurred between 2005 and   2006 – (The Bellview Airline in which 117 persons lost their lives in 2005; Sosoliso Airlines in December 2005, involving loss of lives to the tune of 108 persons, including 60 secondary school students; Two ADC – owned Boeing 737 aircrafts which claimed the lives of 117 and 96 persons respectively), the managing director of the National Emergency Management Agency, NEMA, Captain Iyayi revealed that there are just two serviceable radar in the country, and that the others are obsolete (installed in the 70’s). Reacting to the ADC air crash of Oct. 2006, the Minister of Federal Capital Territory, Malam Nasir el-Rufai, told a foreign medium in Sokoto (Nov. 2006) that the condition of the ADC plane was “deplorable”, with “bad tyres”

After the Bellview crash of October 22nd 2005, the National Emergency Control Agency (NEMA) was unable to decode the exact location of the plane. It is unfortunate that most airlines still use the old model radio signal technically termed Beacon 121.5 rather than the modern Beacon 406.

As regards the Agency’s inability to read any signal from the Bellview airline, Fagbemi (2005:68) asserts that it was as a result of the old model radio signal which just could not be read by the facilities of the National Emergency Management Agency. According to him, the beacon might have busted before the aircraft crashed.

 

GET FULL MATERIALS

Download Full Material-N5000