TABLE OF CONTENT
PAGES
Title page i
Certification ii
Dedication iii
Acknowledgement iv
Abstract v
Table of content vi-vi
CHAPTER
ONE: INTRODUCTION
1.1
Background of the Research Project
1.2
Statement of the Research problem
1.3
Objectives of the Research Study
1.4
Significance of the Research Study
1.5
Limitations of the Research Study
1.6
Definition of Terms
CHAPTER
TWO: REVIEW OF THE RELEVANT
LITERATURE
2.1
Introduction
2.2
Communication Process
2.3
Communication Types
2.4
Organizational Communication flow
2.5
Communication Barriers
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1
Introduction
3.2
Restatement of Research Question
3.3
Research Design
3.4
Characteristics of the Study Population
3.5
Sampling Design and Procedures
3.6
Data Collection Instrument
3.7
Test of Validity and Reliability
3.8
Research Instrument
3.9
Procedures for Processing/Analyzing
Collection Data
3.10 Limitations
of the Methodology Used
CHAPTER
FOUR: Data Analysis
and Interpretation
4.1
Introduction
4.2
Presentation of Descriptive Data
4.3
Presentation of Analytical Data
CHAPTER
FIVE: Summary and Conclusion of Research
Findings,
5.1
Introduction
5.2
Conclusions
5.3
Recommendation
Bibliography
Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE RESEARCH PROJECT
Leadership
is a very crucial factor in the management process and means influence on the
behaviour of other in order to achieve organizational purpose or goals. Communication which is the mean through which
task and recourse needed to carry out an assignment. The roles and duties are transferred by
information a massage from one involves communication, research has shown that
232 technical employees of a research organization spent 61% of their hour work
day in these activities; speaking and listening – 35%, writing – 16 and reading
– 10% which is not less in our present day environment (Rogers and
Roethlisherger 1952).
Indeed,
human resources remains the most important asset of any organization and should
be well informed, trained and motivated so as to use all other resources
resourcefully. When a human being is
well informed, trained and motivated, he is capable of achieving higher
productivity. For the success of any
productivity or job, performance programme depends on human innovative for
management to look more closely into the human factor and examine what it take
to maximize human endeavour towards maximum productivity or job performance
improvement (Soul, 1963).
Obviously,
high productivity or job performance depends upon the effectiveness of the
workforce, managers must actively search for better ways of communicating,
taking decisions, creating innovation and producing leadership to achieve
higher productivity. A company can long
compete with its competitors when or if its has its employees on it side and incentives,
wages system, training programmes, improved working condition and the likes (Bamkole,
2000)
The
biggest of the management is not how to handle the machines but how to handle
its workers. This is often the most
difficult to deal with not because they consist of difficult people, but
because of the natural differences in
point of view tend to keep management and workers apart. The result has be a new emphasis on the role
of communication as its relates to employee’s job performance in management. The relation of communication to management
give a balance the picture of the role which information plays in building good
relationship inside an organization. One
aspect of communication is the device or means which may be utilized to promote
the effective exchange of information necessary to the conduct of business and
transportation system for ideas and information. The increase of the volume of information
necessary for high job performance that may be transmitted makes it desirable
for the natural communication instrument and opportunities present in the day
to day association of people at work in order to keep them fully informed (Osiegbu
1998).
Effective
communication which involves a translation of ideas or directions, command or
guide into oral or written words or actions on the part of the communicator in
which a manner that will transfer the ideas from the mind of the communicator
to the mind of the receiver, with the aim that the latter will react in a
manner as envisaged by the former
(Akiyemi, 1981), is required in an organization to
increase the level of understanding
among various people and harmonized their effort at achieving corporate goals.
This will maximize the amount of efforts being invested in the production
process and is used to train the employees in order to enhance their
effectiveness and efficiency. Strained employee employer relationship result
from lack of understanding and poor communication workers need to be free and
comfortable making innovative suggestions, clarifying any misunderstanding
about them selves and their work or asking question to help them understand a
procedure, an induction or other expectation on the job. freedom of speech is
one of the most important emerging employee rights in the sense that is at the
core of communication endeavours and many fundamentally alter work place interactions.
Essentially, the role of effective communication in enhancing job performance
in organizations cannot be over estimated (Bernard, 1938).
In
sum, communication is a key and needed set of information that is depended upon
largely for the survival, continuity progress and successfulness of any
business organization.
1.2 STATEMENT OF THE RESEARCH PROBLEM
Increasing
employee productive effectiveness involves responding to the needs and wants of
employees by allowing them participate or take part in the planning of their
work. Building opportunities for growth into their jobs, dealing with people
worth time, consideration, respect, significance and recognition, building team
work and group priced; developing work-oriented employees and employer who are
interested in doing their daily work well, setting appropriate work measures
and goals etc. yet workers expression of dissatisfaction conflict with
employers cannot be evicted (Saul, 1963).
Communication,
involves a set of information sharing activities which entails keeping the
employees well informed about his or her job and its environment, the quality
of his or her work and stability of the company. Introducing and maintaining effective
employer – employee communication within the organization involves
organizational delivery system that communicate relevant work rules,
responsibilities, policies, practices and procedures, shared values and
promotes a healthy organizational culture.
Thus, employee handbook, training and orientation sessions and
programmes, policy manuals, staff forum, posted rules, verbal exchange, collective
agreement, managerial behaviors etc are a variety of implicit and explicit
media which organizations needs to re-examine, possibly improve and receive for
organizational effectiveness (Paul and Kenneth, 1997).
1.3 OBJECTIVES OF THE RESEARCH STUDY
This
study is intended to show the role of effective communication in both
determining and enhancing employee productivity or job performance in an
organization. Similarly, it will show
the need of management to be interested in effective organizational delivery
systems for communicating employee’s rights ad responsibilities company work
rules, policies and practices and disciplinary procedures.
Lastly,
it will look at and evaluate the extent of employee responsibilities,
communication in work setting and how an organization transmits information
through its media to achieve performance.
1.4 SIGNIFICANCE OF THE RESEARCH STUDY
The
study would enable the organization to correct the notion that once an employee
is engaged or employed, he already has a working knowledge of the organization
to achieve high performance. He would need to be properly oriented trained and
informed about his rights and responsibilities, disciplinary procedures. This
would help his performance at work. With this study, the relationship gap that
exists between the employees in organization would be covered; safety rules and
standards at work would be properly maintained if specified effectively.
1.5 LIMITATIONS OF THE RESEARCH STUDY
This
study is limited to the employees (management, senior and junior staff) of Crusader
Insurance (Nigeria)
Plc at the head office. Nevertheless, the company is spread throughout the
country [Nigeria] at
locations like Ibadan, Owerri,
Benin, Kaduna,
Kano, Abuja,
and port-Harcourt [Imoisili 1996].
1.6 DEFINITION OF TERMS
1.6.1
LEADERSHIP
Is
the state or position of being a leader. It is the ability to be a leader or
the qualities a good leader should have. It is the qualities and abilities of a
person with a leader charismas to direct, guide, manage and organize others. It
is a crucial factor in the management process use to influence the behaviour of
others to achieve organizational purpose or goals [sawyer, 1981].
1.6.2
COMMUNICATION
Is
the means through which the task and resources needed to carry out an assignment,
the roles and duties, and the expected results, are made known to the
subordinates. It is the transfer of information-a message from one person to
another [Bernard,1938]. Communication has to do with the act of imparting ideas
and making one-self under stood by others. It is the act of inducing others to
interpret an idea in the manner intended by the speaker or writer [Akinyemi,
1981]
1.6.3
EFFECTVE
COMMUNICATION
Involves
a translation of ideas or directions, command or guide, into oral or written
words or actions on the part of the communicator in such a manner that will
transfer the ideas from the mind of the communicator to the mind of the
receiver, with the aim that the receiver, will react in a manner as envisaged
by the communicator [Akinyemi, 1981]. Effective communication is the transfer
of message, followed by feedback from the receiver to the sender indicating an
understanding of the message [Bernard,1938].
1.6.4 MANAGEMENT
Is
the achievement of organizational objectives through leadership. It involves
the process of planning, organizing, motivating and controlling of
organizational resources in order to achieve its goals. It is the use of the
resources available in an organization which includes its people, machine, raw
materials and technology effectively in order to achieve organizational goal [Paul
and Kenneth, 1997].The management of human resources is crucial to the growth
and survival of any organization [Bankola, 2000].
1.6.5
ORGANIZATION
Is
group of people who form a business or club together in order to achieve a
particular aim. It is the coming
together of a group of people with similar aims and objectives in an arranged
manner in order to achieve a set goal (Paul and Kenneth, 1997).
1.6.6
PERSONNEL
MANAGMEENT
Is
the branch of management that specifically deals with the management of people
at work. It covers the broad spectrium
of the life of an employee at work right from the point of entry to the point
of final exist (Bankole, 2000)
1.6.7
MOTIVATION
This
comprises the inner drives that activate or move an individual to action. It is what spurs an individual towards a
desired behaviour. Increased motivation
can serve as a goal for which people will strive if they see that greater
effort brings the increase pay and if they want the increased pay (Bankole,
2000)
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