CHALLENGES IN HUMAN RESOURCES DEVELOPMENT (A CASE STUDY OF NIGERIA BOTTLING COMPANY PLC APAPA LAGOS)


CHALLENGES IN HUMAN RESOURCES DEVELOPMENT (A CASE STUDY OF NIGERIA BOTTLING COMPANY PLC APAPA LAGOS)  

ABSTRACT

People which are seen as a resources in productivity in an organization has vital and important role to play as the manpower (Human Resource) of all resources available to an organization people remain the most important, most valuable, most complicated, yet least to understood and most difficult to predict.

In the course of this study, various motivational factors/tools for the development of manpower will be considered and Nigeria Bottling Company (NBC) is the case study.

Chapter one is all about introduction, statement of the problem, aim and objective of the study, significance of the study, research hypothesis, scope and limitation of the study, definition of terms.

Chapter two consist of literature review, here various author books about motivation and their school of thought are being reviewed.

The next chapter which is chapter three is an embodiment of case study of NBC Plc and Methodology. 

Chapter four constitute presentation, analysis and interpretation of data.

The last chapter which is chapter five comprises of summary, conclusion and recommendation.

TABLE OF CONTENT

CHAPTER ONE

1.1 Introduction

1.2 Statement of the problem

1.3 Aim and Objective

1.3.1 Objective of the study

1.4 Significance of the study

1.5 Research Hypothesis

1.6 Scope and limitation of the study

1.7 Definition of terms

CHAPTER TWO

2.1 Introduction

2.2 Conceptual framework

2.3 Motivation

2.4 Theories of motivation

2.5 Abraham Maslow Hierarchy of needs

2.6 Mc Gregor’s Assumption

2.7 Fredrick Herzbeng

2.8 Expectancy theory

2.9 Poster’s and lawler’s satisfactory theory

2.10 Adams Jacues Equity theory

2.11 Chris angyris immaturity and maturity theory.

CHAPTER THREE

3 Methodology

3.1 Primary Data

3.2 Secondary Data

3.3 Method of data collection

3.4 Research instrument

3.5 Area of study

3.6 Conduct of field work

3.7 Case Study of Nigerian Bottling Company (NBC)

3.8 Introduction

3.9 Statutory law

3.10 Development and location of (NBC)

3.11 Feature and activities of NBs

3.12 Impacts

3.13 The welfare services in NBC

CHAPTER FOUR

Presentation, Analysis and Interpretation of Data

4.1 Statement of Hypothesis

4.2 Data Analysis and interpretation

4.3 Question for testing Hypothesis

CHAPTER FIVE

5.0 Summary/Conclusion/Recommendation

5.1 Summary

5.2 Conclusions

5.3 Recommendations

CHAPTER ONE

1.1 INTRODUCTION

From the traditional management system of the Mid 1970/1980’s people are based on “work for remuneration”, to a more vibrant and dynamic function for “pay for performance, empowerment and monitoring”, which is the thrust of today human resources.

It was not until recently that managers in organizations began to realize the importance of human element 

People which are seen as a resources in productivity in an organization has vital and important role to play as the manpower (Human Resource) of all resources available to an organization people remain the most important, most valuable, most complicated, yet leat to understood and most difficult to predict,

In the course of this study, various motivational factors/tools for the development of manpower will be considered and Nigeria bottling company (NBC) is the case study.

Chapter one is all about introduction, statement of the problem, aim and objective of the study, significance of the study, research hypothesis, scope and limitation of the study, definition of terms.

Chapter two consist of literature review, here various books about motivation and their school of thought are being reviewed.

The next chapter which is chapter three is an embodiment of case study of NBC Plc and methodology. Chapter four constitute presentation, analysis and interpretation of data.

The last chapter which is chapter five comprises of summary, conclusion and recommendation.

Also, scientifically and technological advancement and inflation in most developed countries like America Japan and others, have taken great strides in replacing human with advanced innovation like the computer, yet the educational advancement of men cannot be over ridden as those highly sophisticated machine will have to be manned by men themselves. For this reason, the essence of optimal employment of human resources is undoubtedly obvious to management wort over.

Man is a very important factor of production. Technology is something designed by man, therefore, human  being a needed in allfacetsto manage both personnel and material effectively and efficiently in order for the organization to achieve a greater productivities and thereby achieve its goal.

1.2 STATEMENT OF THE PROBLEM

It has been observed that motivation is an essential tool of production. Like every other tool of production, it has to be properly applied for effective and efficient utilization it is seen at the effectual development of the tool, develop the skill and the level of manpower thereafter affect such an organization.

1.3 AIMS AND OBJECTIVES

The aim of this study is to find out those means through which motivation has contributed to the improvement in the activities of those organizations with improved manpower development program for its staff.

1.3.1 OBJECTIVE OF THE STUDY

The objectives of this research study include the following:

a) To highlight the benefits and disaduages (if any ) accruable to motivating.

b) To evaluate the reasons for enhancing productivity through motivation.

c) It is the objective of this study also to evaluate the method by which motivation could be manage to developed human resources

d) This study will equally examined and create awareness as to whose shoulder should be the responsibility of motivation.

1.4 SIGNIFICANCE OF THE STUDY

It is to the utmost belief that having gone through this project, governments organizations research centres and industries would have realized the need to involve themselves in the art of motivation of their employees, which will definitely be of benefit to them as regard their organization goals in order to improved productivity, also after going through this research work, it will become very important for these bodies to realize if these should be any need for motivation or any negative effect of developing manpower to individuals and students that read this project especially those that are into management programme and  study. They will stand a better chance of improving on their career (management) on realizing the fact that is not only good management policies, or it may be of better pay that actually lead to improved productivity or organization goals.

1.5 RESEARCH HYPOTHESIS

Hypothesis as far as this study is concerned is viewed from two distinct perspectives, namely if motivation and manpower development has any significant effect on job productivity, and it’s advantages and disadvantages, which out numbered the other.

1.5.1 NULL HYPOTHESIS (HOI)

That motivation and manpower development has no significant effect on job productivity.

1.5.2 ALTERNATIVE HYPOTHESIS (HAI)

That motivation and development have significant effects on job productivity of those organizations accorded to be necessary.

1.5.3 NULL HYPOTHES IS (HO2)

That the positive effect of motivation as a tool of enhancing productivity is not more than it’s negative effect on job productivity.

1.5.4 ALTERNATIVE HYPOTHSIS (HA2)

The positive effects of manpower motivation has more that its negative effects on job productivity.

1.6 SCOPE AND LIMITATIONS OF THE STUDY 

Motivation is a very fast field that has attracted eminent scholars who have written brilliant postulations on the various aspects. Thus, the researchers will remain committed to the objectives of this topic since the study will be limited to that of Nigeria Botting company (PLC) APapa. All motivational methods will be evalued so as to ascertain its efficiencies. All relevant departments that augment motivation in these institutions will also be evaluated our scope will be restricted because of time constraints and finance. Other limitation included untimely availability of relevant information Fran the selected company. The skepticism of releasing office information was also an obtuse. However, that was eventually resolve after sometime.

1.7 DEFINITION OF TERMS

Motivation: since motivation is the urge, drive, desire, aspiration, striving or need which inspire or project individuals to take certain actions organizations which intend to achieve the objective for which it was set up, there has to exist a conducive environment in which appropriate incentive are provided for the workers.

EMPOWERMENT: Act of delegating power, authority and encouraging autonomy

HIERARCHY OF NEEDS: The ways of achieving the various human needs which remain insatiable are defined and categorized accordingly and preferential order.

PHYSIOLOGICAL: Procurement of survival need

SAFETY AND SECURITY: Annual safety and feeling of being safe Belongings and love: the need for one to be loved and recognized

ESTEEM AND STATUS: The needs for respect and acknowledgement.

SELF ACTUALIZATION: A peak need where one becomes extremely satisfied and overwhelmed. This is seldom achieved.

TRAINING AND DEVELOPMENT: These are through performance appraisal. Job requirement, organizational analysis, human resource survey.

PROMOTINO: upgrading of employee from one smaller position to a higher position.

JOB ENRICHMENT/KENLARGEMENT: Greeting more and better methodologies of carrying out function even when additional responsibilities are added.

PERFORMANCE APPRAISAL: Evaluation of employee performance from time to time and rewarding excellence when discovered.

CHAPTER TWO

LETERATURE REVIEW

The industrial training act of Great Britain in 1961 and subsequent establishment of industrial training board, in major, industries led to a greater appreciation of the need to ensure and adequately motivate men and women at all levels of industry. The idea of motivation within a firm is a recognition of the fact that, when people have been selected to perform certain duties, they need to be prepared and assisted in acquiring certain skill and responsibilities so, that they can make more effective contributions to the firm.

Motivation scheme needs to be deviced so that they satisfy rather than frustrate people’s  interest. This therefore means taking into account the achievement of standard of performance thus the recognition of skill status or monetary rewards. There are three major advantages acclaimed for motivation in the industrial content.

a) That a well motivated man or woman is better equipped to appreciate what change are acquired to improve on a given situation.

b) Motivation helps to instill attitudes because it is favourable to changes, mainly to understand the objectives of the changes and the ways in which a particular method could be achieved 

c) Motivation equips a company with a set of principles provides an  environment in which new advances in knowledge take place.

Although there is still occasional evidence of the traditional industrial antipathy to formal motivation. Most large companies spend a larger amount of time and money on the recruitment of highly educated personnel and on the other hand educational activities, such as training. However there must be awareness of the importance of motivation to enable the growth of both local and national economy take place.

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CHALLENGES IN HUMAN RESOURCES DEVELOPMENT (A CASE STUDY OF NIGERIA BOTTLING COMPANY PLC APAPA LAGOS)



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