THE IMPACT OF KNOWLEDGE MANAGEMENT ON ORGANIZATIONAL PRODUCTIVITY IN NIGERIA

THE IMPACT OF KNOWLEDGE MANAGEMENT ON ORGANIZATIONAL PRODUCTIVITY IN NIGERIA (A STUDY OF NESTLE NIGERIA PLC)

ABSTRACT

Retention of enterprise of key personnel and improved interaction between people, technology and processes continue to drive investments in knowledge management (KM) initiatives. Since seventy percent of the employees knowledge is tacit knowledge that is stored in long-term knowledge resources and activities. An organization continues to be challenged by the dynamic nature of competitive global market place, the necessity to outsource critical knowledge tasks and manage rapid turnover of key personnel, it has become imperative that managers implement knowledge management (KM) practices. An effective knowledge management (KM) application for preserving knowledge base within the firm is presented. The study was carried out in Nestle Nigeria Plc Enugu Depot. The data for this research was collected from the distribution of questionnaires to various respondents. A total of thirty questionnaires were distributed in which twenty seven were completed and returned. The statement of the problem deals on how an organization have the problem of planning for the human resources recruitment, selection and employment of qualified persons who are knowledgeable enough to acquire and manage for efficiency. The result/findings of the research show that there is a relationship between knowledge and information, culture and skills as these cannot do without the other. The study therefore recommends that the proper use of knowledge management and information technology develops an organization capacity to acquire, share and utilize knowledge in ways to improve its survival and success. Finally, proper knowledge management helps to protect, exploit intellectual properties to avoid brain drain and build and sustain competitive advantage

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Knowledge management is concerned with the creation of structures that combine the most advanced elements of technological resources and the indispensable input of human response and decision making (Scarnbrough, 1999:70). Corporations have always had experience and integrate it with knowledge acquired from outside sources (Polanyi, 1958).

However, not until recently have scholars and practitioners alike become increasingly attracted to the science of applied knowledge within organizations. This work investigates the vital link between the management of knowledge in contemporary organizations and the development of sustainable competition for efficiency in the Nestle Food Nigeria Plc Enugu Depot. The researcher chooses Nestle Food Nigeria Plc as it deem necessary considering the fact that no virile manufacturing organization can perform effectively without adequate information gotten from reliable sources and from those who are knowledgeable about the facts. The promising field of knowledge management (KM) is differentially defined from other more traditional information technology functions and the evaluation of knowledge management discussed.

The abstract construct of knowledge can be understood through its relationship to data and information (Parikh, 2001:5), posits that data are merely raw facts collected from business transactions and activities and data must be structured into a meaningful, composite model to become information. Once information is created from such of constitution of pure data sets, it is able filtered through a relative model of understanding. Thus, knowledge is created only as information is interpreted and evaluated from a contextual mental model. Individuals and companies as whole have different mental models (Senge, 1994:40), the knowledge gleaned from the same compilation of information can differ greatly not only in quality but also in applicability. Knowledge management thus differs from information management because the former implies a persistent, international effort of extracting from available what is critical for business success, while the latter is more concerned with making critical information available in structure. (Bolterll, 2001:19), knowledge management is therefore the creative mining of information from diverse sources with the purpose business opportunities in mind. As a firm works diligently towards pursuing its information assets through the multitude of perceptual filters available, high impact matchless gems are unearthed, which have the potentials to substantially affect the bottom line.

The recognition of knowledge management as an imperative for improving the knowledge base of an organization will provide an impetus for organizations to understand and nature their knowledge resources and activities. The current global financial and economic conditions have made companies realize the value of their corporate knowledge and seek effective methods to reuse that knowledge.

Since seventy percent of organizational knowledge is in the mind of employees (knows as tacit knowledge) while just 30 percent is in externalized forms (known as “explicit” knowledge), it has become very important to harvest and document employee’s long – term memory, therefore, the creation of a knowledge reserve is a necessary for capturing innovative ideas from individuals as well as groups while interpreting, congealing and repackaging the collective conclusions into organizational knowledge.

In the landscape of modern business, companies are persistently striving to create mechanisms for differentiating themselves from their competitors within given markets. Many markets are quite saturated with numerous firms endeavoring towards like core competencies, organizations are forced to dissect their business processes for the purposes of determining what can produce a sustainable competitive advantage. The information age and the changes created by it have shifted firms away from being myopically concerned with the exploitation of tangible assets towards a steadfast and holistic interest in leveraging in tangible assets towards a steadfast and holistic interest in leveraging intangible assets as well. The management of information as a key to grasping and retaining competitive advantage has recently evolved into the more strategically focused management of knowledge.

1.2 STATEMENT OF THE PROBLEM

Traditionally, it is the function of human resources department of every organization to plan for the human resources needs of the organization. This is with the view to satisfy them through recruitment, selection and employment of qualified persons who are knowledgeable enough to acquire and manage for efficiency. Expects in this field have continued to denounce the way and manner these functions are being carried out in the course of efficient knowledge management for proper information needed by the firm to improve and increase productivity in order to make their products available to public. As a manufacturing firm, the organization cannot satisfy the desires of the people without adequate management of the knowledge base of the organization. In the light of the foregoing, the researcher considers it necessary to look into Nestle Food Nigeria Plc with a view to find some problems that affect the performance of the organization.

It is the function of the human resources department of every organization to recruit and employ human they need in the organization. It is left to them to t rain, maintain and integrate them as well as compensate the employees in order to improve the knowledge base of the organization.

Unfortunately, these functions are not well performed by the human resource department of these organizations because of interference of top government functionaries who give written notes to managers of these organizations, instructing them to give immediate employment to their friends and relatives who may have the right qualifications and skills for the existing jobs. Secondly, when workers are employed in an organization, most of them are trained to acquaint them with the skills needed for the operation of their jobs.

Consequently, the organizations primary objective of satisfying the need of the public will not meet the required standard due to inappropriate management of the acquired knowledge. In the light of the foregoing, the researcher considers it necessary to look into the Nestle Food Nigeria Plc Enugu Depot with a view to find some of the ways used to improve the knowledge base of the organization with regards to knowledge management.

OBJECTIVES OF THE STUDY
To find out the impact of organization that trains, maintain and integrate them as well as compensate the employees in order to improve the knowledge base of the organization.
To continuously help organizations to develop, share, mobilize, cultivate and put to practice and processes to drive investment.
To promote research and development as a result of the use of information and communication technology.
To help management to be committed towards enlarging learning ability and the knowledge base of the organization and employees.
To determine how employees’ will identify and solve shared problems as a team, as well as exploit innovative ideas among themselves.

RESEARCH QUESTIONS

This research study seeks to answer the following questions:

Do managers use simple oral and written languages and being action oriented and facilitates the process “learning by practice”?
Do employees have the skill to adequately categorize, develop, share and maintain knowledge?
Is management information system integrated and continually updated?
Is top management committed to enlarging learning ability and creating a learning organization?
Are employees continually stimulated and encouraged to identify and solve share problems as a team, brain storm to generate creative ideas and share these with each other?

SCOPE AND LIMITATIONS OF THE STUDY

The study covers the knowledge management as an imperative for improving the knowledge base of an organization, with Nestle Nigeria Plc as a case study.

Finance: money is an essential resource for the success of any project such as this, but in this case, it was inadequate as the researcher could not meet up with the cost and photocopying materials.

Time: the time allocated for this study is short, and the researcher had to combine this with other academic work.

Dearth of materials: there are scarce materials on the subject matter of the study this limits the researcher to some extent.

Respondents’ attitudes: most of the respondents do not understand the meaning of knowledge management as an imperative to improve the knowledge base of an organization.

SIGNIFICANCE OF THE STUDY

The study will be beneficial to the following group of persons.

Government: Government will be able to use this material and formulate policies that would enhance employees’ productivity.

Employees: This study will enable the employees to maximize knowledge available within I.C.T. storage devices.

Researchers: Other researchers would see this study as reference materials in further promoting knowledge base of organizations.

Labour union/policy makers: This will enable them to create enabling environment for business to flourish for re-use, awareness and learning.

Knowledge management as an imperative are typically tied to organizational objectives and are intended to achieve specific outcomes, such as shares intelligence, improved performance, competitive advantage or higher levels of innovation.

HISTORY OF NESTLE FOOD NIGERIA PLC

Nestle Nigeria is part of the Nestle group. The respected and trusted worthy nutrition, health and wellness company renowned world wide for its high quality products. Nestle Nigeria Plc began simple trading operations in Nigeria in1961 and has today grown into a leading food manufacturing and marketing company. Nestle Nigeria was listed on the Nigerian Stock Exchange on April 20, 1979.

Nestle S. A. Switzerland and Nestle W. A. Ltd. Ghana are the major share holders of the company. As at December, 2006, the number of Nigerian shareholders was 30,000. the strategic priorities of the company are focused on delivering shareholders value through achievement of sustainable, capital efficient and profitable long-term growth. The company’s turn – over in the year was N38.4 billion of which the sum of over 2.5 billion was paid to the federal government as income taxes. In the year 2006, the company’s profit before tax was N8.2 billion and profit after tax was N5.7 billion.

Nestle Nigeria manufacturers and markets an impressive array of high quality brands; infant cereal, Nestle Nutrend, Nestle cerelac, family cereals; Nestle golden morn, beverage drinks, Nestle Milo, confectionary Nestle Choco Milo, magi cube, magi cube, magi chicken, magi crayfish, magi maxi cube, source magi machop and table water – Nestle pure Life. Nestle Nigeria also markets coffee- Nestle café classic and Nescafe 3 in 1, and full cream milk product Nestle Nido. These brands and products are the focus of continuous innovation so that they meet and exceed customers’ expectation. The company seeks to achieve a clear cut advantage over competitors’ products and to ensure that its products are available wherever, whenever and however the consumer wants them. Continuous attention is also given to developing the professional and leadership skills of staff at all levels so that they can directly contribute growth and higher level of performance.

To stimulate industrial growth, the company has a policy of long term sustainable business practices. Over seventy – five (75) percent of their raw materials are sourced locally through farmers and suppliers. The business supports an ever increasing standard of living through employment generation, increased income, infrastructure improvement and growing concern for business community in Nigeria. Nestle adheres to comprehensive set of the business principle that reflects both the company’s commitments to long- term successful business development and the necessity to improve short – term. Indeed, creating value for shareholders, consumers, employees and business partners, as well as the local community and the national economics in which nestle operates. This is central to nestle operates. This is central to Nestle Corporate business principles and Nestle management and leadership practices.

The company fully supports the ten principles of United Nations global compact on human right, labour, the environment and corruption. In furtherance of its cutting edge, knowledge base and multi-stakeholders strategic approach to fight HIV scourge in Nigeria, Nestle collaborated with Red Cross Society. Nestle Nigeria continues to contribute to the development of sports and creative arts by sponsoring sporting events and programs such as Nestle Milo Secondary Basketball Championship. The company also promotes Nigeria food culture through Maggi family menu television programmes.

In pursuit of its sustainable Agriculture initiatives, Nestle is involve in collaborating research with the University of agriculture Abeokouta on popularization of Soya-beans. Nestle Nigeria is committed to environmentally sound business practices. The company integrates environmentally policies, programmes and practices into each business as an element of management in all its functions. With its historical root in nutrition, wide product portfolio, strong brands, research and development competence, skilled and motivated professionals and efficient management. Nestle Nigeria is uniquely positioned to continue to contribute to the progress, prosperity, economic development and industrial growth of Nigeria.

1.8 DEFINITION OF TERMS

Implicit Knowledge: This is the knowledge which depend on the individuals and is stored in the minds of the people.

Explicit Knowledge: This is the knowledge that is externalized within the organization.

Learning: Earning is a continuous personal transformation and cumulative process of continuous actualization of your knowledge.

Commercial knowledge: According to Oxford Advanced Learners dictionary, commercial knowledge is the knowledge obtained from buying and selling of goods and services.

Innovation: According to Oxford Advanced Learners Dictionary, Innovation is the introduction of new things, ideas, or ways of doing something.

Exnnovation Management: Knowledge management is defined as getting the right information to the right people at the right time in order to make a better management decisions.

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AN EVALUATION OF TRAINING AND DEVELOPMENT OF HUMAN RESOURCES IN ORGANIZATION

ABSTRACT
This research work looked into the issue of “An Evaluation of Training and Development of Human Resources in Organization”. A case study of Emenite Nigeria Limited and Scientific Equipment Development institute Akwuke (SEDI). It has been observed that the success or failure of business organization depends to a great extent on the skills, knowledge and ability of the human elements in such organizations. In the contemporary times, it is noted that while some organizations enjoy optimum productivity, efficiency and effectiveness on the part of their employees, other organizations experience low productivity and inefficiency. This has been the major reason why it is observed that while some organizations have failed; others still forge ahead inspite of all odds. However, the secret behind these discrepancies in performance (or organizations) lies on the organizations training and development of their employees’ others consider it a colossal waste of time and money to carry out such activities. No viable organization can achieve remarkable success without resource to the concept of training and development – because, its importance to organization success cannot be underrated. To carry out this study, both primary and secondary data were extensively used. Specifically, it is hypothesized that as the perceived attainment of desired know-how increases, the employee’s productivity will increase. The basic data of this research consist of interviews, statistical data based on a standardized questionnaire and other secondary sources. Each interview or questionnaire was prefaced by a brief statement to the effect that: 1. The employee’s participation was completely voluntary and did not require that they answer any question. 2. No name were recorded and 3. All research data were presented in tabular form and in some other fashion to completely protect employee confidentiality. Several findings were made in the cause of this research. Permanent among them is that the benefit of planned and systematic human resources is an inevitable aspect of organization growth, and for this reason should avail all workers the opportunity of being trained not only within, but outside their organization to widen their scope and knowledge on the tasks they perform. For a successful research work to be carried out, this study was divided into five chapters, and each of the chapters was exhaustively dealt with in the main text.

TABLE OF CONTENTS
Title Page – – – – – – – – – – i
Approval Page- – – – – – – – – – ii
Certification- – – – – – – – – – iii
Dedication- – – – – – – – – – – iv
Acknowledgement- – – – – – – – – v
Abstract- – – – – – – – – – – vi
Table of Contents – – – – – – – – – vii
CHAPTER ONE
Introduction- – – – – – – – – – 1
1.1 Background of the Study- – – – – – – 1
1.2 Statement of Problem- – – – – – – – 4
1.3 Objectives of the Study- – – – – – – – 5
1.4 Research Questions- – – – – – – – 6
1.5 Research Hypothesis – – – – – – – – 6
1.6 Significance of the Study- – – – – – – 8
1.7 Scope of the Study- – – – – – – – 9
1.8 Limitations of the Study- – – – – – – 9
1.9 Definition of Terms- – – – – – – – 10
References- – – – – – – – – – 13
CHAPTER TWO
Review of Related Literature – – – – – – – 14
2.1 Concepts and Definitions of Training and Development- – 14
2.2 Systematic Approach to Training and Development- – – 18
2.3 Assessment of Training and Development Needs- – – – 21
2.4 Types and Methods of Training and Development- – – – 24
2.5 Evaluation of training programme- – – – – – 26
2.6 Problems of Training and Development- – – – – – 29
2.7 Benefits for Planned and Systematic Resource
Training and Development- – – – – – – 31
2.8 Effectiveness of Training and Development
Programmes of Employees in Organizations- – – – – 33
References- – – – – – – – – – 35
CHAPTER THREE
Research Methodology- – – – – – – 36
3.1 Research Design- – – – – – – – – 36
3.2 Sources of Data- – – – – – – – – 36
3.2.1 Primary Sources of Data- – – – – – – 36
3.2.2 Secondary Sources of Data – – – – – – – 37
3.3 Instrumentation- – – – – – – – – 37
3.4 Population of the Study- – – – – – – 37
3.6 Method of Data Collection- – – – – – – 38
3.5 Determination of Sample Size- – – – – – 39
3.6 Method of Data Collection- – – – – – – 41
3.7 Validation of the Data Instruments- – – – – – 42
3.8 Method of Data Analysis- – – – – – – 42
References- – – – – – – – – – 44
CHAPTER FOUR
Data Presentation and Analysis- – – – – – 45
4.1: Analysis of Questionnaires Distributed and Returned. – – – 46
4.2 Section A: Demographic Data- – – – – – – 46
4.3 Data on Education Background – – – – – – – 49
4.4: Hypotheses Testing- – – – – – – – 62
CHAPTER FIVE
5.0 Summary of Findings, Recommendations and Conclusion – – 77
5.1 Major Findings- – – – – – – – – 77
5.2 Recommendations- – – – – – – – 78
5.3 Conclusion- – – – – – – – – 80
Bibliography- – – – – – – – – 83
Appendixes- – – – – – – – – 85
CHAPTER ONE/INTRODUCTION

BACKGROUND OF THE STUDY

It has become an established fact that the success of most public and private organizations does not depend entirely on how well such organizations are 63 financed but also on how well the human resources working in the organizations are experienced. The experiences acquired by these human elements do not simply come out of the blues, but as a result of the chances given to them to acquire such experiences. It has been noted that in most organizations, whether in the public of private sector, those who are found to be more productive are those workers who have a wealth of experience on their jobs as a result of training and development they had acquired. This is why in contemporary times, many managers and employers in several organizations are no more averse to the concept of training and development. They have begun to realize the fact that well trained and developed employees are assets any public & private organizations.

The above explains why Ubeku (1984:194) opines that “The process of training and development is a continuous one, and money spent on the training and development of employees of any public & private organization are money well invested.” He went further to stress that in public & private organizations employees who have not received adequate training before being assigned responsibilities lack the necessary confidence with which to carry out their jobs. For this reason, an employee should be helped to grow into more responsibility by systematic training and development, because it is only then that he will feel confident enough to carry out the responsibility of the job. This is so because it is only then that the employee believes he knows what is expected of him regarding the job, and because he can do it, his enthusiasm for the job increases.

Consequently, as noted by Donnelly (1992:114) “an employee in this position is more likely to originate ideas as to how best to carry out the tasks of the job. And employees who are not trained tend to cling to methods they were shown the first time they took over the job. They are frightened of doing the job in a different way, because something might go wrong and that risk they cannot take”.

The concept of training and development is not the task of educational institutions alone. This explains why in December 1970, according to Ubeku (1984:198), the then federal commissioner for labour in his address to the 14^th Annual General Meeting of the Nigeria employers consultative Association stressed the role of employers in training their employees to be able to carry out their responsibilities effectively. He explained among other things that.

The development of human resources cannot be entirely the concern of our educational institutions. It is also the responsibility of other institutions capable of performing training functions. Every enterprise, whether public or private, necessarily does considerable on-the-job training, some of which organized, and some haphazard and accidental… You as employers must realize or recognize the overriding importance of the development of human resources, without which we cannot overcome the continuing shortage of trained people as we strive to throw off the bonds of economic backwardness and seek to achieve the social and economic objectives of our development plans.

The anxiety of the government and other private organizations over the scarcity of trained manpower in the country has been translated into action in the form of institutions with the function of promoting, training and development in the Nigerian economy.

However, one may be tempted at this juncture to ask – what exactly is training and development? According to Armstrong (1984:20) Training is

the modification of behaviour through experience, and development is a change towards the better”. Based on this, it then shows that employers in organizations that have in their policy, the concept of training and development have paved way for the success and survival of their organizations, and the subsequent enjoyment of optimal performance on the part of the employees or workers.

In any case, the question then is, in the midst of the advantages inherent in the concept of training and development of employees in organizations,

How far has the Nigerian public and private organizations appreciated the idea of training and developing their workers?
Also, in what capacity do the workers receive training and development of employees in organizations.

It is the above questions posed that leads to the study on “An Evaluation of Training and Development of Human Resources. In Pubic Private Organizations’ with special reference to Emenite Nigeria Limited and Scientific. Equipment Development Institution Akuike

STATEMENT OF PROBLEM

It is very axiomatic to state that the importance of training and development of human resources in public and private organizations cannot be over-emphasized. Most organizations have met their waterloo while others are performing below expectations as a result of not having in their employ skilled personnel. The assertions by Torrington and Chapman (1983), show that the developed societies have been paying much attention to training and development. This is the secret behind the relative success being recorded by most public and private organizations in such areas. On the other hand however, most public and private organizations in this part of the world do not consider it very expedient to make provisions for the training and development of their workers (although a few of them do), and this has always been the major cause of low productivity, inefficiency and the inability of most public and private organizations to enjoy continuity.

The discrepancies being noted in the operational systems of Public and private organizations existing in the developed world and those that exist in this part of the world helps us to identify a problem – that no organization can achieve remarkable feats in terms of higher productivity and efficiency without recourse to training and development. This study is therefore set to evaluate the training and development of human resources in Nigeria public and private organizations with emphasis on Emenite Nigeria Limited and Scientific Equipment Development Institute Akwuke.

OBJECTIVES OF THE STUDY

The specific objectives of this study are stated below:

To identify the kinds and methods of training given to workers in public and private organizations in Nigeria.
To examine the effectiveness of the approaches/techniques used in training personnel in both private and public organization.

To evaluate the impact of training on workers performance.

To assess, if any, the difference employee performance between public and private organization based on training approaches.
To identify the problems associated with training and development programmes in Nigeria public and private organizations.

RESEARCH QUESTIONS

The study poses the following research questions:

What are the kinds and methods of training given to workers in public and private organization in Nigeria?
How effective are the approaches/techniques used in training personnel in both private and public organization.
What are the impacts of training on workers performance?
What are the differences in employees’ performance between public and private organizations based on training approaches?
What are the problems associated with training and development programmes in Nigeria public and private origination.

RESEARCH HYPOTHESIS

For the purpose of the study, the following research hypotheses will be formulated:

Ho: On-the-job-training and job-rotation are not kinds and methods of training given to workers in public and private organization in Nigeria.

Hi: On-the-job-training and job-rotation are kind and methods of training given to workers in public and private organization in Nigeria.

Ho: The approaches/techniques used in training personnel in both private and public organization are not effective.

Hi: The approaches/techniques used in training personnel in both private and public organization are effective.

Ho: Ability to learn and adapt to new work methods is not an impact of training on workers performance.

Hi: Ability to learn and adapt to new work methods is an impact of training on workers performance.

Ho: Human factors management and performance system development are not the differences in employees performance between public and private organization based on training approaches.

Hi: Human factors management and performance system development are the differences in employees performance between public and private organization based on training approaches.

Ho: Ineffective management and coordination are not problems associated with training and development programme in Nigerian public and private organizations.

Hi: Ineffective Management and co-ordination are problems associated with training and development programme in Nigeria public and private organization.

SIGNIFICANCE OF THE STUDY

It is essential to mention that this study was undertaken so as to evaluate the training and development of human resources in organizations with special reference to Emenite Nigeria Limited and scientific equipment development institute Akwuke. This study is very significant because it enabled the researcher to unveil some functional overlaps in the public and private organizations which could be addressed through training and development of the human resources, and this when addressed would benefit these organizations as they would enjoy efficient performance on these workers.

This study also enabled the researcher to highlight the advantages that are inherent in training and development so that those employers in public and private organizations who are averse to the idea of training and developing their workers (especially those employers who think that training is a colossal waste of resources) to rescind their decisions since they would benefit immensely by working with well developed or trained employees.

This study is very significant because the findings and subsequent recommendations are of immense benefit to other organizations, especially those that experience low productivity and poor performance on the part of the their workers because of lack of training and development.

Moreover, this study (as believed by the researcher) is a contribution to the academic development of the theories of “Training and Development; and for this reason would be very beneficial to other student researchers, especially those who would wish to research further on the subject matter in the future.

SCOPE OF THE STUDY

“An adequate statement of the problem also defines it very carefully in terms of its scope, and it is obvious for a researcher to set forth the bounds of the topic being researched on”, (Osuala, 1983:58). Based on the above, the scope of this study covered an evaluation of training and development of human resources in public and private organizations, with specially reference to Emenite Nigeria Limited and scientific Equipment Development Institute Akwuke.

LIMITATIONS OF THE STUDY

A study of this nature cannot be successfully completed without the researcher encountering some constraints or limitations. In view of this, one of the major limitations of this study was inadequate time. It was not easy for the researcher to conduct an exhaustive survey of the activities of the organizations under study and at the same time attend to other academic engagements.

Another limitation to this study was inadequate finance. A study of this nature requires enough money to enable the researcher to make constant visits to the organizations under study in search of relevant information with regards to the subject matter under study. But lack of adequate finance nearly marred the efforts of the researcher in this direction.

Also, a major limitation to this study was the difficulty encountered by the researcher in convincing some of the respondents (i.e employees of the organizations under study) to supply the needed information by completing the questionnaire administered to them. Some of these respondents discreetly revealed to the researcher that supplying any information to an outsider would jeopardize their relationship with the management of their organization, notwithstanding the fact that the researcher made efforts to convince them that the study was just for academic purposes.

DEFINITION OF TERMS

The following terms simply represent the specific meaning(s) that are given to them in this study. These terms include:

Training
In this study training is the modification of behaviour through experience
Development
In this study, development simply means the change towards the better. It is used to denote the art of making workers grow into maturity for assuming more responsibilities.
Effectiveness
The effectiveness of an organization implies the degree to which it attains its goals or the ability of the system as a whole to effect intended results.
Management
In this study, management is the process to utilizing the resources of an organization to accomplish set objectives. And some other times, it (i.e management) would be used to denote human elements at the helm of affairs in the organization.
Organization
This refers to a social system or an organized body of persons working together to achieve a common purpose.
Performance
This means achievements, productivity and successful completion of tasks. In the context of this study, performance means the organization’s ability to accomplish its primary goals.
Productivity
In this context, productivity is used to denote the ability of an organization to attain its goals and objectives within a given period of time.
Human Resources
In this study, human resources refer to the human elements working in or for the organization.

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Apr 04

FEMALE ENTREPRENEURSHIP AND ECONOMIC DEVELOPMENT OF NIGERIA

FEMALE ENTREPRENEURSHIP AND ECONOMIC DEVELOPMENT IN SOUTH-EAST, NIGERIA

ABSTRACT
Female entrepreneurship is the process where female organise all the factors of production, undertake risks, and provide employment to others while Economic development is a process of societal advancement, where improvement in the well being of people are generated through strong partnership between all sectors, corporate bodies and other groups in the society. Female entrepreneurs face gender biases stemming from socio-economic factors or specific biases in laws such as inheritance laws. Female entrepreneurs have a problems of access to finance and credit facilities. Argument abound as to the impact of female entrepreneurship on economic development ;while some believe that female entrepreneurship impacts positively on the economy, others hold a contrary view. Empirical evidence from different countries has been used to substantiate these lines of argument, but in Nigeria works in this area have been scanty. Hence, this study is designed to fill the gap. By localizing the research with emphasis on the south East- Nigeria.The study investigated the relationship between Female entrepreneurship and economic development in South-East Nigeria. The study specific objective were to Identify the factors that motivate female entrepreneurs in starting their own businesses and the nature of relationship with economic development, Determin the challenges faced by female entrepreneurs in managing their businesses, in achieving food security , Assess the contributions female entrepreneurs make in employment generation, Analyse the roles of the government in assisting female entrepreneurs towards achieving wealth creation, Explore the effects of new ventures by female entrepreneurs on environmental sustainability and Examine the impact of female entrepreneurs’ education in achieving economic development of South-East Nigeria.The study adopted the survey design. The population of the study was 2520 female owned SMs in South East Nigeria.the sample size of 553 was obtained using Freund and Williams sample size determination method. Bowler formula for proportional allocation was used to select respondent in each of the state of Abia, Anambra, Ebonyi, Enugu and Imo. Data was collected using the designed questionnaire and oral interview guide. Face validity approach was done to ensure that the variable measured had content validity. The instrument was check for reliability using the Crobach’s alpha reliability method. The Crobach’s Alpha coefficient yielded 0.85, indicating the reliability of the instrument. The data collect was analysed using Pearson, Kendall, spearman and simple regression model. The findings indicated that: The factors that motivate female entrepreneurs in starting their own businesses had a positive and significant relationship with Economic development (α = 0.234, p < 0.05, The challenges faced by female entrepreneurs in managing their businesses, had a positive and non-significant relationship with food security (α = 0.134, p > 0.05), the contributions of female entrepreneurs had a positive and significant impact on employment generation (α = 0.56, t-value = 3.007, R2 = 0.084, Adj R2 = 0.075, p < 0.05, F-statistic = 9.04, D.W = 1.804) .There is a positive and non significant relationship between the roles played by government in assisting female entrepreneurs towards achieving wealth creation ( α = 0.029, p > 0.05), New ventures by female entrepreneurs had a negative and non-significant effect on environmental sustainability (α = -0.027, t-value = -0.242, R2 = 0.001, Adj R2 = -0.01, p > 0.05, F-statistic = 0.058, D.W = 1.743 and female entrepreneurs’ education had negative and non-significant impact on the economic development of South-Eastern Nigeria (α = -0.017, t-value = -1.02, R2 = 0.011, Adj R2 = -0.00, p > 0.05, F-statistic = 1.04, D.W = 1.764). The study concluded among other things that better knowledge about the economic importance of female’s entrepreneurship and their particular strengths, weaknesses and opportunities, is important to success of females’ entrepreneurship. The study recommends among others that Government should increase the participation of female in the labour force by ensuring the availability of affordable child care and equal treatment in the work place.

TABLE OF CONTENTS
Approval i
Declaration ii
Dedication iii
Acknowledgements iv
Abstract v
List of Tables viii
List of Figures x

CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of Problem 5
1.3 Objectives of the Study 6
1.4 Research Questions 7
1.5 Research Hypotheses 8
1.6 Significance of the Study 8
1.7 Scope of the Study 9
1.8 Limitations of the Study 9
1.9 Operational Definition of Key Terms 10
References 12

CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Introduction 14
2.2 Conceptual Framework 14
2.3 Concept of Entrerprenruship 14
2.4 Concept of Economic Development 41
2.5 Theoretical Framework of the Study 53
2.6 Empirical Review 82
2.7 Summary of the Review of the Related Literature 86
References 88

CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction 95
3.2 Research Design 95
3.3 Sources of Data 95
3.3.1 Primary Sources 95
3.3.2 Secondary Sources 95
3.4 Population of the Study 94
3.5 Sample Size determination and Sampling Procedure 96
3.6 Description of Research Instruments 98
3.7 Validity of the Instrument 98
3.8 Reliability of the Instrument 98
3.9 Methods of Data Analysis 98
References 99

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 100
4.2 Data Presentation 100
4.3 Data Presentation of the Biodata of the Respondents 100
4.4 Test of Hypotheses 108
4.5 Discussion of Findings 120
4.6 Implications of the Findings 124
References 126

CHAPTER FIVE: SUMMARY OF MAJOR FINDINGS, CONCLUSIONS
AND RECOMMENDATIONS
5.1 Summary of Major Findings 128
5.2 Conclusion 129
5.3 Recommendations 129
5.4 Contribution to Knowledge 130
5.5 Suggestion for Future Research 131
Bibliography 132
Appendixes 143
Questionnaire 144
Interview Guide 149
Calculation of Cronbach Alpha Coefficient of Reliability 151
Sample SMEs in South East, Nigeria 152Download Full Material-N5000

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Nov 14

THE EFFECT OF ENDSARS PROTEST ON SMALL AND MEDIUM SCALE SCALE ENTERPRISE IN NIGERIA

THE EFFECT OF ENDSARS PROTEST ON ENTREPRENEURIAL BUSINESS ENVIRONMENT IN NIGERIA. A STUDY OF LAGOS STATE

ABSTRACT

This work investigates The Effect Of Endsars Protest On Entrepreneurial Business Environment In Nigeria. A Study Of Lagos State. This study adopted descriptive survey research design it assessed the relationship between ENDASRS project and its implication on the Nigeria economy. The setting of this research is in Lagos state. A total of 4005 respondents was chosen using stratified sampling techniques. The study was an empirical study. Adequate efforts was made to employ appropriate statistical methods of presentation and analysis. The frequency tables and simple percentages were utilized in presenting the data. The researchers utilized the SPSS statistical tools. The study made use of six research questions and six objectives of the study. From the analysis of the findings, The study recommends that business owners should get an insurance policy for their business for compensation in case of unforeseen circumstances as witness in the endsars protest also Concerted efforts by the federal government to address the concerns in the 7-point agenda submitted to Buhari would also boost the trust of the #EndSARS protesters and the supportive Nigerian Diaspora.

SEE ALSO RECOMMENDED ENDARS PROJECT TOPICS BELOW

LIST OF ENDSARS PROJECT TOPICS

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THE IMPACT OF KNOWLEDGE MANAGEMENT ON ORGANIZATIONAL PRODUCTIVITY IN NIGERIA