ABSTRACT
A deepening world economic crises
occasioned by a sustained and continuing fall in process and demand for
industrial materials has left Nigerians in general with a severe
recession. The need for employers of
labour to inference in and motivate the workers for increased productivity has
become imperative.
Workers almost in every sector of the
economy are being kind of everyday.
Civil service is
being reviewed frantically, but the yield/income don’t seem to be coming fast
enough. The quest to motivate the
workers with the available resources by federal, state and local government
manufacturing industries becomes pertinent for efficient and increase of out
put. Newspaper, researchers and
management consultants are teaching with comment and recommendations about
motivation for incentives to worker. Several seminars are equally being
organized on the subject.
Motivating workers for higher
productivity has become a vial tool aimed at enhancing higher
productivity. It is against this
background that I took up by choice, the study of motivating technical sales
people for higher productivity – a case study of Emenite Nigeria Plc. I choose
to look at the performance of the workers as they constitute the majority of
the work force in the company.
A choose to
study how the incentives so far granted to these class of workers has affected
and will affect their productivity and also under what delimare the workers
performing to meet up with the aspiration of their management.
A conducted a library research in which
a picked my way through a great lot of current writing on the subject. Then I planned and wrote out my program and
administered questionnaires followed by oral interview for cross classification
of my facts. I get my data in ultimately and analyzed them, using progression
analysis that are easy to understand.
I studied the Emenite Plc. In Enugu metropolis. The research held oral interview extensively
with eh technical sales people as they are the people who been all the
pressures and anxieties caused by unexpected frustration and problems.
The work is divided into five chapter,
chapter one gives the general introduction which seek to place the technical
sales people problems with their macro economic context, chapter two report our
review of literature, chapter three describes the actual process and the
methods of research that I carried out.
In chapter four, details of data analysis, finally, in chapter five
summary of major findings, recommendations, conclusions and possible areas of
further research are recorded. I do hope
that someday my recommendation will get to someone where it matters and arouse
serious thought on the policy issues touched upon.
Perhaps, that may be sooner than I dare
to imagine.
TABLT OF CONTENTS
Title page
Approval page
Acknowledgement
Abstract
Table of content
Chapter One – Introduction
Background of
the Study
Profile of
Emenite Plc.
Statement of
Problems
Objectives of
the Study
Research
Question
Hypothesis
Significance of
the Study
Limitation and
Scope of the Study
Definitions and
terms
Chapter Two - Literature Review
The Influence of
Cultural Value and
Perspective in
relation to work
The effect of
the External Environment of
The Organization
and Morale
Review of
Related Literature
Chapter Three
Research Design
and Methodology
Sources of Data
Area of Study
Population of
the Study
Analytical
techniques
Chapter Four
Presentation
Analysis and
Interpretation
of Data
Chapter Five
Summary of Findings,
Conclusion & Recommendations
Summary of
Findings
Conclusions
Recommendations
Bibliography
Questionnaire
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Attitude to work is one of the most
researched and discussed subject areas in both private and public sectors.
Researchers have
sought to explain how and why people are activated to behave in a manner
supportive for organizational goals.
Motivating Technical Sales People for
higher productivity has been a great concern in most industries all over the
world because they constitute the main work force of these industries. To motivate a worker is to enhance his output
and his productivity so that the overall result or performance of the organization
can be improved upon.
It is crystal clear that no matter how
good or efficient an organization is, nothing happens until the people who make
up the organization are motivated to perform.
This impetus may
be totally internal to the employees, but often it requires the employee to
except out external stimulus.
Traditional theories take note of the
improved salary and working conditions.
Employee’s
attitude to work has been of great concern also to the Nigerian management
practitioners and workers.
The influence of cultural values and perspectives
in relation to work in Nigeria, one noticed that Nigerian factory workers that
depend on paid employment for their livelihood are mostly lazy, indifferent to
work and sometimes dishonest while Nigerian working in the villages or doing
community work are agile, delight efficient, honest and loyal. This could be because they prefer
paternalistic leadership to any other style of leadership practiced in the
typical Nigerian business organization.
This paper is an attempt to find a
satisfactory answer, to important question such as what does a technical sales
people of Emenite Plc. Want from their job? And how best can it be given to
them with a view to motivating them for higher productivity.
PROFILE OF EMENITE PLC.
The foundation store of the company was
laid on 3rd
October, 1961 prior to that period however, the company was
incorporated Cement (Nig.) Ld. The cop
any was owned by Turner and Newall Ltd. ( A Manchester Uk based company) and
the Government of Eastern Nigeria.
The reasons for
sitting the company at it’s location at Emene Enugu are due to proximity.
-
To the cement factory Nkalagu
-
To the airport
-
To the railway line
-
To a river (Ekulu
River)
Production
started in 1983 with the company manufacturing
asbestos cement
pipes, roofing and ceiling products.
During
the Nigerian Civil was (1965 – 1968) with the absence of the British management
Nigerian managed the company under the supervision named Igbo man
Due
to the 1973 indigenization decree the share holding of the company changed the
Turners and Newall Ltd. and Government of Eastern Nigeria. The name was changed later to Turner building
products (Emene) Ltd. and local quarter moved from Lagos to Emene Enugu.
By 24th March, 1998,
Turners and Newall Ltd. transformed it’s share holdings to Eterantremer Society
Anoyme of Belgium (New Eter groups S.A Belgium) the ultimate holding
company/technical partners, while Imo, Anambra, Abia, Enugu and Ebonyi States
share the remaining percentage and the company changed its name to the present
name Emenite Plc.
The
company centered the Nigerian Market scene with a range of products notably:
a. roofing
Products:
- Big
six corrugated sheets (grey and coloured)
- Standard
corrugated sheets
- Ultimate
corrugated sheets
- Villatile
Sheets
- Long
span (Aminatus) sheets
b. Ceiling
Products:
- Emceil
flat sheets
- Duraceil Decoration
ceiling tiles
- Emlux
- Qualite
c. Garden
Items
- Flower
ports of various designed and dimension
The products are sold through a wide
range of distribution network to ensure availability even in the remotest
areas.
They undergo
strick quality control processes that are in accordance with international
standard to ensure that customers derive full benefit from the products.
For customers to enjoy full benefit of
the products, the company offers at no extra cost, full technical advisory
service before and after sales. This is
through as team of well trained engineers and technicians.
The service
ensures that customers enjoy high quality and problem free installation.
To make it’s impact felt in the market
and ensure steady production more people were employed. This is to ensure they remained been a leader
in roofing product.
The end points was that the directory
referred to as a motivator orients management whereby the head of the
department must be boss but a leader with great zeal and energy.
STATEMENT OF PROBLEM
The problem being studied is how well
and under what constraint is the technical sales people operates. The task is watching the technical sales
people at work with a view to ascertaining their out put when motivated and
when their morale is low.
This will help
to assess the effect is that workers should be encouraged to do as well as they
can do. To say this, it might seems to
non counter to renewable principles of work ethics viz that the building of
morale. Workers should make themselves
do or be made to do things they do not like doing especially for the lazy
workers.
A renewed
psychologist, William James in his charming and persuasive way, advice
employers of labour to keep the faculty of efforts alive by a little gratuitous
exercise every day since every one has his/her own optimal level of difficulty
and optimal level aspiration.
The problem of both public and private
sector organization in Nigeria include poor attitude to work, poor performance
and generally how morale is been built among their staff as stated earlier as a
result, some of these organization do not meet their expected production
targets. The revenue accruing to the
organization becomes low and consequently the stock holder will not get
adequate returns for their investment.
It is no secret that in this country, a
lot of businesses have folded up because of the indifferences as the management
to their staff in terms of motivation.
The researcher, therefore went ahead to know how far the Emenite Plc., Enugu motivates her
staffs and the impacts of such motivational tools.
It has been estimated that rough 35% of
the work force is weakly motivated, yet effective motivation of people offers
one of the most direct and powerful means for increasing organizational
performance.
Many industries
spend large amount of time and money researching the behaviour of potential
customers while neglecting to study the motivation and behavhour of their own
sales people. As a result, sales
managers have generally had to develop their own approaches to motivating the
sales force, base on a mixture of intuition, folklore, industrial traditions,
managerial role modles, and their own experiences.
OBJECTIVES OF THE STUDY
The objective o the study is to examine
the attitude of the technical sales people to their job in the Emenite Plc.
Through a case study of motivating technical sales people in Emenite Plc., and
to identify the factor that conducts the attitudes that is either negative or
positive to higher productivity.
The quality control processes would be a
good medium to look at the traditional theories of the economy and human
behavour who stressed the motivation power and money and material reward salary
and working condition as a motivating factors.
Taking cognizance of their position as a high wage paying industry,
there is thus, t he need to ascertain the best way to treat his workers to increase
productivity commensurately with it’s rewards and to recommend how these can be
incorporated into the organization.
The objective oft his study therefore is
to examine and evaluate the motivating factors given to the technical sales
people in Emenite Plc. And how far does it really motivate those workers in an
effort to increase their productivity.
An attempt will also be made to identify the cause of how morale among
the technical sales people with a view to recommending solution for the
industry as a whole.
RESEARCH QUESTIONS
Based on the objectives of the research
project the following research question are formulated;
1.
Why should motivating of technical sales people be
encouraged in any manufacturing industries; especially in Emenite Plc?
2.
To what extent does poor compensation plan affect the
productivity of technical sales people?
3.
Does ports territory allocation affects the achievement
of technical sales people?
4.
What are the hindrances in the realization of potential
technical sales people for the industry?
5.
What recommendation could be made fro enhancement of
growth of Emenite Plc.?
HYPOTHESIS
Ho: A good compensation policy motivates
technical sales people to achieve higher productivity in Emenite processing
industry.
Hi: Technical sales people can also be
motivated by provision of better social
amenities.
H2: Opportunities for advancement motivates
technical sales people to higher productivity.
H30: Recognition for a job well done will
increase the technical sales people, self esteem and motivating the workers to
higher productivity.
H3i: Technical sales people and their
supervisors in the place of work can motivate the worker to higher
productivity.
SIGNIFICANCE OF THE STUDY
The study will enable Emenite to know
how far the incentive provided tot heir technical sales people have really
motivated them to higher productivity.
The study will also help the Emenite as
a whole to know the motivational factors that can be provided to their
technical sales people for higher productivity since they are the main working
force in the industry.
Companies and industries will benefit
from this study in the formulation of their package of service condition that
could motivate their technical sales people to higher productivity.
The students of behavioural/social
sciences will also benefit from this researcher since the problem of motivation
and attitude to work boarder an human behaviours and besides, since the study
is on technical sales people the main working force of industries, which seems
not to have being receiving enough attention form the management and the
researchers.
Finally, suggestions and recommendation
of this study will be useful to the federal government, state government
another industry on the motivational factor that can be given totheir technical
sales people and administration of those variables.
LIMITATIONS AND SCOPE OF THE STUDY
In the course of carrying out this
research study, the researcher was forced with limitation which are too
numerous to mention here, but the ones that have too much adverse effect on the
success of this study are as outlined below:
1.
Time
2.
finance
3.
uncooperative attitude of the workers being researched
upon
4.
administrative bureaucracy
TIME: This constituted the major constraint on
this study, this was due to the fact that the project started very late as a
result of non approved of my own project topic, by which another topic was
given to me i.e. motivating technical sale people for higher productivity, at
times lecture will be going on, so combing the two was a problem to me so it
becomes obvious that the project has to be rushed in order to meet the time and
also to enable me face my lectures, theses inevitably leads to a very hasty
completion of the study which could have yielded better result if there was
enough time to conduct a very thorough study. This time poses the greatest
limiting factor for this study.
FINANCE : Finance
almost jeopardized my chance of making my useful researcher, as the researcher
relied on the areas of getting money from her brother at Chibok, Borno State. The financial constraint reduced the
researcher efficient and effectiveness to the extent of preventing her from
traveling to where the manager directed her to go for further information. If not for the little financial assistance
which came from friends, more than half of the questionnaires administered
wouldn’t have been collected.
For a better study, financial assistance
will be needed to enhance a better work if necessary.
UNCOOPERATIVE ATTITUDE OF THE TECHNICAL SALES
PEOPLE: The lackadaisical attitude of the technical sales people hampered my
research to an extent some of the sales people were unwilling to accept and
complete the questionnaires despite my petting and appeal from their
supervisors and this could be due to their inability to write some of the
technical sales people took the questionnaire home for completion but never
came back with them while some has to rely on others to fill the questionnaire
for them despite the fact that this run counter to my objectives and principles
of administering questionnaires.
Due to the pressure mounted on the sales
people by their boos that made some of them return their questionnaire, and
this compelled me to interview them orally for cross classification.
ADMINISTRATIVE BUREAUCRACY: This also situate a bias barrier to any
research.
First, the
researcher was asked to seek for written permission which came after few weeks
later, despite all the vigorous encountered in writing such permission.
The researcher
was refused by some sectional head to talk to, the workers also asked here to
go and come back the next day or next
time or during their break when the workers should be less busy.
DEFINITIONOF TERMS
Motivation has been used. Inter
changeable with incentives in our everyday life, and oxford advance learners
dictionary of current English, defines motivation as something that gives a
motive or even encourages a person in an incentives, this has shown why a
resent times the concept of motivation has the concern of most manager especially
when the worker feel through from their own assessment, that their workers
always provide with what ever it takes to produce in maximum quality or to meet
the target of their organization and yet there is always this undesirable gap
between the idea production load and the organizational objectives and
consequently, that of their workers as the organization might not be in
position to pay the workers salary and wages fro example in the time of
completely satisfaction, such organization is regarded as been unsuccessfully
managed.
Since the workers are the care element
of every organization, success is making them realize their own objective. It is therefore directly related to that of
the organization when these two interrelated objectives are achieved, the
organization is said to be successfully managed that is any organization that
is unable to achieve its objective all things been equal, ahs equally failed in
helping its workers realized their respective objectives for joining or staying
in the organization.
An organization production is a function
of the workers ability and willingness to work towards the organizational
goals.
Hence, the theory of motivation which
vogue a few years ago as a sort of catch all for studies which as not clearly
identified with any of the traditional applied disciplines such as industrial
psychology but which were broadly concerned with human factors that affected
productivity. It has to do with the way
I which people habits, attitude and reaction to each other affects what they
can accomplish in their work.
The insidiousness of motivation to
productivity has many researcher like Mosho Herzbeng, Megrefor and Vroom to
come up with definitions (views) of the word motivation in order to finding a
lasting solution to the problem of low productivity as a result of lacking in
sufficient motivation.
However, some of those view are some low
conflicting and therefore, there is need to know which one that tends to treat
the problem of motivation very well.
Indeed, this study is going to question
the validity of the assertion that the problem of motivation in Nigerian
Industries/companies.
Rosenbeng, jerry M, (1975 p. 210) also
defined motivation as a stimulus that energies differentially certain responses
with a person.
Victor it Vroom (1964; p. 50) equally
defined motivation as a process of governing choices made by persons or low
organizers and alternative forms of voluntary activities.
This study will question the role of
motivation as a n inducement for workers to behave in a specific way towards
achieving the organizational goals specially stated by the motivation (Torrington; 1974).
Productivity is also defined as
measurement of the efficiency of production; a radio of output of input.
Workers\ is defined as any person that
work for a fixed compensation in business enterprise or government or insituion
but subordinated to the authority of the employer in any achieving assigned to
him to produce good services for the owner in other to make profit, or in the
case of government as the employer for increase in the wealth or well being of
the community or country.
Technical is derived from the word
technique, connected with special to, one of the mechanical or industrial art
or with methods used by experts and artists.
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