• $

DOMESTIC RESPONSIBILITIES AND FEMALE EMPLOYEES’ PRODUCTIVITY IN COMMERCIAL BANKS IN SOUTH EAST NIGERIA

  • 0 Review(s)

Product Category: Projects

Product Code: 00009653

No of Pages: 184

No of Chapters: 1-5

File Format: Microsoft Word

Price :

$40

  • $

 

ABSTRACT

 

This study accentuates the effects of domestic responsibilities on female employees’ productivity in commercial banks in South East Nigeria, a study of First Bank Nigeria Plc and Eco Bank Nigeria Limited. The specific objectives are to examine the effect of marital status on deposits volumes attracted by female employees’, evaluate the effect of parental obligations on accounts openings attracted by female employees’, ascertain the effect of child bearing on service delivery of female employees’ and to examine the relationship between house chores and female employees’ productivity all in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria. Four research questions guided the study. A total of 255 respondents were selected comprising different categories of staff from the two commercial banks, using stratified sampling technique from which data and information were elicited using questionnaire. Analytically, the study employed descriptive statistics, Simple Regression and Pearson Product Moment Correlation analysis in testing the hypotheses. The analytical results revealed that; marital status has positive significant effect on deposits volumes attracted by female employees, parental obligation has a negative effect on the number of account openings attracted by the female employees, child bearing has a positive significant effect on service delivery of female employees’ and there is a negative significant relationship between house chores and female employees’ productivity. The study concludes that the effects that domestic responsibilities have on female employees’ productivity is associated with real benefits for an organization, because the social and psychological life of every female employee needs to be rightly put in check for them to be an asset and not just an employee that is used to carry out day to day operations of the commercial banks. The study therefore, recommends that recruitment of new employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited should not be hinged on the marital status of female employees, as it has been established in this study that the marital status of the female employees does not negatively affect the volume of deposits they attract to their commercial banks.







TABLE OF CONTENTS


Cover page

Title page                                                                                                     i

Certification                                                                                               ii

Declaration                                                                                                iii

Dedication                                                                                                 iv

Acknowledgement                                                                                      v

Table of Contents                                                                                     vii

List of Tables                                                                                             xi

List of Figures                                                                                        xiii

Abstract                                                                                                   xiv

 

CHAPTER 1     INTRODUCTION

1.1    Background to the Study                                                                   1

1.2    Statement of the Problem                                                                  4

1.3    Objectives of the Study                                                                      6

1.4    Research Questions                                                                            7

1.5    Research Hypotheses                                                                         7

1.6    Significance of the Study                                                                  8

1.6.1 Intellectual significance                                                                     8

1.6.2 Policy significance                                                                            8

1.7    Scope and Limitation of the Study                                                  10

1.7.1 Limitation of the study                                                                    13

1.8    Definition of Terms                                                                         13

 

CHAPTER 2      LITERATURE REVIEW

2.1       Conceptual Review                                                                       16

2.1.1    Domestic responsibilities                                                             16

2.1.2    Employee productivity                17       

2.1.3    Traditional role of females in Nigeria                                          19

2.1.4    Changing roles of females                                                            20

2.1.5    Role of females in the household                                                 30

2.1.6    Female employees and their domestic responsibilities                34

2.1.7    Conflict between female employees work and their domestic responsibilities                                                                                          41

2.1.8    The Nigeria banking sector                                                          42

2.1.9    Types of bank deposits                                                                 47

2.1.10 Employers’ perceptions of productivity and relationships of female

            employees in the banking environment                                        49

2.1.11  Problems of female employees in the banking sector                  50

2.1.12  Domestic responsibilities and female employees’ productivity   64

2.1.13  The collision of work and domestic life of employees in Eco bank, Nigeria.                                                                               67

2.1.14  Challenges of balancing domestic responsibilities and female employees

            work productivity                                                                         69

2.1.15  Strategies that can enhance a female employee’s productivity    73

2.2       Empirical Review                                                                         76

2.3       Theoretical Review                                                                       80

2.3.1    Boundary and border theory                                                         80

2.3.2    Spillover theory                                                                            82

2.3.3    Human capital theory                                                                   83

2.4       Gap in Existing Literature                                                            83

2.5       Theoretical Framework                                                                84

2.5.1    Social role theory                                                                          84

2.5.2    Application of the theory                                                              86

CHAPTER 3     METHODOLOGY

3.1       Research Design                                                                           89

3.2       Population of the Study                                                                90

3.3       Sources of Data Collection                                                           90

3.4         Sample and Sampling Techniques                                               91

3.4.1    Sample size determination                                                            93

3.5       Validity of the Study                                                                    94

3.6       Reliability of the Study                                                                 94

3.7       Method of Data Analysis                                                              95


CHAPTER 4: DATA PRESENTATION AND ANALYSIS

4.1      Data Presentation                                                                           98

4.2      Data Analysis                                                                               112

4.3      Summary of Findings                                                                   132

4.4      Discussion of Results                                                                   132

 

CHAPTER 5: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1       Summary of the works                                                                137

5.2       Conclusion                                                                                  138

5.3       Recommendations                                                                      140

5.4       Contribution to Knowledge                                                        141

5.5       Suggestions for Further Studies                                                 142

              References

            Appendices

 

 







 

LIST OF TABLES

 

3.1:     Population distribution                                                                  90

3.2:      Distribution on Categories of Female Employees: Umuahia Branches              92

4.1:      Distribution and return of questionnaire                                      98

4.2:      Age distribution of respondents                                                  100

4.3:      Marital status of respondents                                                      102

4.4:      Number of children                                                                     102

4.5:      Educational level of respondents                                                104

4.6:      Years of service                                                                          104

4.7:      Female employee’s categories of the two commercial banks    106

4.8:      Mean scores of responses on effects of marital status on the deposit

            volume attracted by the respondents                                          110

4.9:      Effect of marital status on the deposit volume generated by female

Employees                                                                                                         113

4.10:    Account openings attracted by female employees of Eco Bank and First

            Bank from 2015 to 2018                                                             115

4.11:    Parental obligations have an effect on female employees’ account

            opening in eco bank and first bank                                             117

4.12(a): Effect of parental obligations on the number of accounts attracted by female employees of First Bank Nigeria Plc.                                                                               119

4.12(b): Effect of parental obligations on the number of accounts attracted by female employees of Ecobank Nigeria Limited                                                                119

4.12(c): Effect of parental obligations on the number of account openings attracted by female employees both commercial banks                         120

4.13:    Service delivery profile of female employees in the two commercial banks                                                                                   123

4.14:    Effect of child-bearing on service delivery of female employees                                                                                               126

4.15:    Regression estimates of effect of child-bearing on service delivery of female

            employees of first bank Nigeria plc and eco bank Nigeria limited             127

4.16:    House chores and female employees’ productivity                    129

4.17:    Correlation between home chores performed by female employees of

            first bank Nigeria limited and eco bank Nigeria plc, and their productivity.                                                                                            131









 

LIST OF FIGURES

 

4.1:      Chart showing deposit volumes by the respondents according to years    107

 

 





 

 

CHAPTER 1

INTRODUCTION

1.1        BACKGROUND TO THE STUDY

There has been an increased concern by female employees over the demands of carrying out their domestic responsibilities and still be productive at work. It is a vital marvel that is of extraordinary great concern today to various employees and organizations in both private and public sectors. This worry has expanded significantly since the turn of the twentieth century, which has seen the mass entrance of females (both married and single) into the modern economic sector and as a result of this a considerable lot of them have combined domestic responsibilities with paid employment outside the home (Lero & Bardoel, 2009).

Domestic responsibilities can be alluded to as chores performed inside a household in order to ensure that the basic needs of its members are met, such as cooking, cleaning, and taking care of children or older adults and other dependent family members. For these females in most societies, including Africa, their socially assigned role revolves around these activities. However, the roles of wife, mother and employee are independent and in competition with one another. Time dedicated to one role necessarily means less for another. As a result, many of them are now faced with juggling the role of mother, partner and daughter as well as employee and they have to adjust their domestic responsibilities to accommodate their work schedules (Friedman & Greenhaus, 2000; Nomaguchi, Melike & Bianchi, 2005). More so, these domestic responsibilities are one important factor influencing the amount of time and energy that these female employees are able and willing to devote to work (Mayrhofer, Meyer, Schiffinger & Schmidt, 2008). However, being productive is tasking and demands a significant level of commitment, especially if the female employee must make it to the top in a chosen career and be productive.

The concept of productivity is easily applied in any industry and one can measure the productivity in technical terms. All the same, it is very difficult to apply and measure the productivity of employees in service industry like the commercial banking sector. There is no single measure that has been universally accepted as representing employee productivity in commercial banks. They are typically multi-input and multi-output firms. However, commercial banking productivity represents the combined performance of employees, capital and management. High productivity of employees will result in efficient utilization of capital, while an efficient management function would result in superior performance by labour and capital (Chakrabarty, 2013).

The multi-faced demand between increased productivity and domestic responsibilities, has assumed increased relevance for female employees in Nigeria commercial banking sector in recent years. The progressive increase in the number of females in the commercial banking sector has been well articulated by Aigboje (2012). According to her, prior to 1977 when the Nigerian commercial banking sector was dominated primarily by the British owned Banks such as Barclays Bank, Standard Bank among others, they worked as cleaners, tea girls or secretaries, with little or no changes in the 1977-1988. Today, it is a fact that no other profession in Nigeria has leveraged the potentials of females like the Nigerian commercial banking sector. Nevertheless, working in the banking sector can be economically and personally rewarding, but it also comes with risks, responsibilities, challenges and uncertainties that dovetail to influence female employees’ productivity in terms of service delivery, account opening, deposits and profitability. Given the diversity in these female employees’ lives, families and jobs, a smorgasbord of strategies and policies will be necessary for female employees to deal with their multiple roles productively.  More so, today, among all the commercial banks in Nigeria, First Bank of Nigeria Limited (First Bank) is described as Nigeria’s premier commercial bank and most valuable banking brand. First Bank in its policy statement believes that for good corporate citizenship to thrive, workplace diversity and inclusion should be promoted. The bank is committed to driving a culture of employees with diverse ethnicity and gender equality. First bank has a male and female ratio at 61% and 39% respectively across the workforce while at the Senior Management Level (SM and above), the male/female ratio is 66% and 34% respectively. At the Board level, the male: female Gender Diversity ratio is 84% and 16% respectively.

Eco Bank Plc, on the other hand have over 11,000 employees working across 950 branches, offices and kiosks and 764 alliance locations throughout Africa. Eco bank Plc also has a policy of ensuring diversity in its employee talent pool, without compromising the quality of its employees. Regular reports are presented and monitored to ensure adherence to this policy. The workforce is 44% female and the management team is 31% female (Eco Bank Group Annual Report, 2018).

In First Bank Nigeria Plc and Eco Bank Nigeria Limited., their human resource management practices are said to be designed to be flexible to accommodate the needs of each individual employee, encourage a sense of ownership in all aspects of their business and develop requisite professional and ethical behavioural standards (First Bank online, 2018 & Eco Bank online, 2018). They are also designed to deliver superior client service, embrace sound financial discipline, recognize and reward employee productivity. The objective is to have well-motivated employees especially females with a high level of job satisfaction, who take pride in working for a respected commercial bank that offers impressive opportunities for work progression and development.

First Bank Nigeria Plc and Eco Bank Nigeria Limited which are the commercial banks under study, are said to be committed to providing a workplace in which every employee feels empowered to contribute, make an impact and have the opportunity to develop exceptional talents and skill by encouraging their employees irrespective of gender to develop an efficient balance between their work roles and one’s personal life, which helps ensure that domestic responsibilities and productivity are met to the highest possible standards. The effects that domestic responsibilities such as house chores, parental obligations, extended family dependency, has on the female employees’ productivity in Nigeria commercial banking sector is a very important phenomenon that could go beyond prioritizing the work role and one’s personal life. It could affect the social, psychological, economical and mental wellbeing of the female employees. All these can be reflected in the output of the female employees’, which could affect her productivity in the work place on the long run. It is therefore at this point of discourse that the study will look at the domestic responsibility and female employees’ productivity in commercial banks, using First Bank of Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria as the study unit.

1.2       STATEMENT OF THE PROBLEM

It is an open truth that female employees have to face problems just by virtue of their being females. In today’s era where females are employed almost in every sector of the economy, they wish to contribute in their dream careers but it is also a fact that life is not a bed of roses for these female employees in their career selection and development. It could be said that dual demands, from work and from carrying out their domestic responsibilities make it difficult for them to perform well in their chosen profession. On the other hand, most them who later become employees may have to play multiple roles such as cooking, ironing, going for school runs, nursing and others, as well as becoming an efficient and productive employee in an organization.

Female employees make certain employment decisions and sacrifices as they attempt to juggle their bank work and domestic responsibilities or face certain barriers because employers assume, they will place priority on their domestic responsibilities that could invariably interfere with their work. Many of them are saddled with hard choice of either continuing with the job with attendant pressures at work, leave their jobs or to face their domestic responsibilities. The loss of much needed domestic finance may contribute to more pressure if they chose to quit their paid employment. According to Kumar and Sundar (2012), factors such as death of bread winners, sudden fall in family income or inadequate family income, accounts for the key push factors for females to seek paid employment. They experience the need to integrate, organize and balance the various demands in their different roles (Delina & Raya, 2013).

Also, in First Bank Nigeria Plc and Eco Bank Nigeria Limited, the marital status of these female employees and the personal issues that they face outside work such as obligations towards one’s parent/family, pregnancy and birth, may demoralize them and in turn discourage them to be zealous in their service delivery to customers and target achievement in terms of account opening as a bank employee. All these may result in customers threatening to withdraw their patronage from the banks. According to Alvesson and Billing (2009), work and domestic responsibility such as childbearing disadvantages female employees’ because they are often less mobile, as employees they make them abstain from taking a position that requires longer work days, more travel or moving geographically to a new site of employment. This could be a serious problem for female employees especially the pregnant and married ones who are involved in domestic responsibilities such as school runs, because they do not have the time to stay back and chat like their male counterparts after work. As such, female employees have little time to socialize with colleagues to build up a relationship, network and to improve on their commitment to the social side of the commercial banks. Therefore, the female employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited are said to continuously face challenges with optimal performance which could further affect their productivity as a result of their pressing role as family caregivers therefore justifying the need for a study on domestic responsibilities and female employees’ productivity. Consequently, the need arises to examine these assumptions and thus proffer corrective measures. It is therefore, in the light of the foregoing that this study examines domestic responsibilities and female employees’ productivity in commercial banks in South East Nigeria, using First Bank Nigeria Plc and Eco Bank Nigeria Limited as our study.

1.3       OBJECTIVES OF THE STUDY

The objective of this study is to evaluate the domestic responsibilities and female employees’ productivity in commercial banks in South East Nigeria, using First Bank Nigeria Plc and Eco Bank Nigeria Limited as our study, while the specific objectives are to:

i.      examine the effect of marital status on deposits volumes generated by female employees:

ii.     evaluate the effect of parental obligations on account openings attracted by female employees:

iii.   ascertain the effect of child bearing on service delivery of female employees:

iv.   examine the relationship between house chores and female employees’ productivity in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.

1.4           RESEARCH QUESTIONS

This study aims at answering the following research questions:

i.        How does marital status affect deposits volume generate by female employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria?

ii.       How does parental obligations have an effect on account openings attracted by female employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited’s in South East Nigeria?

iii.     How does child bearing affect female employees’ service delivery in First Bank Nigeria Plc and Eco Bank Nigeria Limited’s in South East Nigeria?

iv.     What is the relationship between house chores and female employees’ productivity in First Bank Nigeria Plc and Eco Bank Nigeria Limited’s in South East Nigeria?


1.5       RESEARCH HYPOTHESES

In line with the research questions, the following hypotheses will be tested in this study:

HO1:   Marital status has no significant effect on deposits volume generated by female employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.

HO2: Parental obligations have no significant effect on account openings attracted by female employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.

HO3: Child bearing has no significant effect on service delivery of female employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.

HO4: There is no significant relationship between house chores and female employees’ productivity in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.

1.6           SIGNIFICANCE OF THE STUDY

This study will provide statistical evidence on the relationship between domestic responsibilities and productivity of female bank employees.

1.6.1        Intellectual Significance

Researchers and scholars will benefit from the study as it will add to the body of knowledge on domestic responsibilities and female employee productivity particularly as regards commercial banks in Nigeria. The information on the subject of domestic responsibilities and female employee productivity is scanty and many sources do not offer current information therefore this research will play a crucial role in providing current information to researchers.

Ultimately, increase productivity is paramount in the banking sector in Nigeria and elsewhere as it has become an issue of concern at the global level. In support of other relative research, scholars of Human Resource Management will also gain insight into domestic responsibilities and how it affects the female employees’ productivity in Nigeria commercial banks particularly in the South East.

1.6.2        Policy Significance

Policymakers and stakeholders in the human resource management functions of
government and service organizations such as First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria can use the findings of this research to formulate policies and procedures and devise best in class methods of increasing female employees’ productivity from the findings of this study. The findings can also be used in formulating performance management systems. The study will provide the human resource departments of these commercial banks with an assessment of the productive management tools and provide a basis for improvement and also provide constructive feedback on how best to attain organization goals and objectives while being productive.

Likewise, policy changes that accommodate and recognize women’s dual roles in
the home and as employees could help them maintain careers in higher-wage earning jobs and in more prestigious positions. Most importantly, the results of this study can serve as a basis for the social and cultural change of expectations for women in the
workplace in Nigeria especially in the banking sector. This change may emerge by challenging current views that female employees cannot be productive, while providing the information employers and other institutions need to fully accommodate female employees in the workforce.

This study will assure commitment of the banking sector in Nigeria to international agreements on gender equality Millennium Development Goals (MDG) to provide a set of benchmarks to measure productivity which will in turn assure sustainable development in several sectors of the economy in Nigeria. The study should stimulate national policies and programmes for the effective development of female employees in line with MDG requirement. It will further enhance research in gender equality and gender parity.

In addition, domestic expectations and interference often combine with work demands to put pressure on these female employees. It is hoped that this study will evaluate the challenges, barriers and prospects facing female employees with regard to service delivery, target achievement, account acquisitions, deposits volume and profitability in First Bank Nigeria Plc and Eco Bank Nigeria Limited.

1.7           SCOPE AND LIMITATIONS OF THE STUDY

The study covered two banks registered by Central Bank of Nigeria focusing on branches in South East Nigeria. Specifically, the study investigated the domestic responsibility and female employees’ productivity in commercial banks in South East Nigeria, using First Bank Nigeria Plc and Eco Bank Nigeria Limited as our study area, from years 2015 to 2018.

i.             Unit of Scope

The researcher involved all the employees of First Bank Nigeria Plc and Eco Bank Nigeria Limited’s main branches within the five states (Enugu, Anambra, Imo, Ebonyi and Abia) in South East Nigeria.

ii.           Content Scope

The research concentrated its interest on how domestic responsibilities affects female employees’ productivity in First Bank Nigeria Plc and Eco Bank Nigeria Limited’s in South East Nigeria.

iii.         Geographical Scope

The study was conducted in the five states that make up South-East zone of Nigeria. It is a region of Nigeria that borders Cameroon to the east and the Atlantic Ocean to the south. Southeastern Nigeria is where the oil wealth of Nigeria originates. South-east became the name of one of the six geo-political zones in the country in the 1990s consisting of Abia State, Anambra State, Ebonyi State, Enugu State and Imo State. The local language in this region is Igbo.

a.     Abia State – God’s Own State

Abia is a state in the south eastern part of Nigeria and occupies around 5,834km2, and is bordered on the north and north-east by Anambra, Enugu and Ebonyi. The capital is Umuahia, and the major commercial city is Aba, which was formerly a British colonial government outpost in the region, and is also one of the most populated areas in Nigeria. Abia state was created in 1991 from part of Imo State. It's also the 5th most industrialized state in the country, and has the 4th highest index of human development in the country, with numerous economic activities and fast-growing populations as recorded by the United Nations early 2018. The state houses fifteen of the commercial banks in Nigeria of which First Bank Nigeria Plc and Eco Bank Nigeria Limited are one of them. First Bank Nigeria Plc have about four branches in Umuahia and for the purpose of this study only the main branch was studied. The main branch of First Bank Nigeria is located at No. 1, Mayne Road, PMB No. 7017, 440233, Umuahia South Local Government, Abia State, Nigeria while that of Eco Bank Nigeria Limited is located at No. 5, Library Avenue, 440231, Umuahia South Local Government, Abia State. 

b.     Anambra State – Light of the Nation

The state’s name comes from ‘Oma Mbala’, the native name of the Anambra River. Its boundaries are formed by Imo and Rivers to the south, Delta State to the west, Enugu State to the east and Kogi State to the north. The capital of the Anambra is Akwa but Onitsha and Nnewi are the largest commercial and industrial cities, respectively. The state also houses twenty-one of the commercial banks in Nigeria of which First Bank Nigeria Plc and Eco Bank Nigeria Limited are amongst them. First Bank Nigeria Plc have about four branches in Umuahia and for the purpose of this study only the main branch was studied. The main branch of First Bank Nigeria Plc is located at No. 19 New Market Road, Onitcha, Anambra State, while that of Eco Bank Nigeria Limited is located at No 2 New Market Road, Onitcha, Anambra State.

c.     Ebonyi State – Salt of the Nation 

Ebonyi State is in southeastern Nigeria with the city of Abakaliki as its capital and largest city. The State of Ebonyi was created from parts of both Enugu State and Abia State, which were the Abakaliki division from Enugu State and the Afikpo division from Abia State respectively (https://en.wikipedia.org/wiki/Ebonyi_State). It is home to twenty prominent commercial banks, which includes First Bank Nigeria Plc, located at No.4, Sudan United Close, Off Ogoja Road, Abakaliki, Ebonyi State and Eco Bank Nigeria Limited, located at 13, Ogoja Road, Abakaliki, Ebonyi State.

d.     Enugu State – Coal City State

Enugu, usually referred to as Enugu State to distinguish it from the city of Enugu, is a state in southeastern Nigeria, created in 1991 from part of the old Anambra State. Its capital and largest city is Enugu, from which the state derives its name. The principal cities in the state are EnuguNsukkaAgbani and Awgu. In 1938 Enugu became the administrative capital of the Eastern Region. The state has twenty commercial banks operating in the state which includes First Bank Nigeria Plc, located at No. 127, Agbani Road, Agbani, Enugu State, while Eco Bank Nigeria Limited, situated at 31, Okpara Avenue, Enugu, Enugu State.

e.     Imo State – The Eastern Heartland (Land of Hope) 

Imo is one of the 36 States of Nigeria and is in the south east region of Nigeria. Owerri is its capital and among the largest town in the State. The state lies within latitudes 4°45'N and 7°15'N, and longitude 6°50'E and 7°25'E with an area of around 5,100 sq km. The major cities in Imo State are Owerri, Orlu and Okigwe. Imo State covers an area of around 5,100km2. It is bordered by Abia State to the east, by the River Niger and Delta State to the west, by Anambra State to the north and Rivers State to the south. The state also houses about twenty commercial banks with the inclusion of First Bank Nigeria Plc, located at No.  24, Old Onitsha Road, Orlu, Imo State and Eco Bank Nigeria Limited. situated at No. 69, Douglas Road, Owerri, Imo State.

1.7.1    Limitations of the study

Banking job is so time consuming. Some of the female employees often do not have free time to spare for other things because they always have multiple assignments. The best and only means of accessing responses from the respondents was to follow official protocols that took three weeks before it was approved and after this hurdle was scaled, it took another two weeks before copies of the questionnaire were handed over to the female eligible respondents and filled. Immediate collection of the questionnaires could not be done as the researcher would have wanted because of the festive season, this led to the delay in return of the completed copies of the questionnaire, however, this was resolved by the researchers consistent follow up.

In addition, locating the branches of the banks in the five selected states for the study took time especially since it was during festive period however, the researcher had to hire a guide in each of the five states for easy location of the branches. This also required the consistent effort and help of a field assistant. This choice for an assistance (one male) recruited and trained for the study was due to the sensitive nature of the study population. Some of the copies of the questionnaire pages were skipped by some respondents but the researcher was able to minimize some of these limitations by being persistent, available to answer any questions from the respondents and abiding by the instructions of the managers of the various bank branches. However, after several visits to the banks head office, this research work was eventually possible.

1.8           DEFINITION OF TERMS

Dependency – this is a number of dependents a female employee has, mostly those aged zero to fourteen and those aged sixty-five and older.

Deposits – are funds that customers place with a bank and that the bank is obligated to repay on demand after a period of time.

Domestic Responsibility – Tasks performed inside a household in order to ensure that the basic needs of its members are met 

Female Employee - is an employed woman who is also responsible for her family and in a parental relationship with one or more children.

House chores – this is any work, in which no compensation is provided, that will maintain a family and a home such as cleaning, washing, cooking and ironing that have to be done regularly at home. 

Parental obligations – are duties parents have towards the child/children.

Service delivery – is simply concerned with the provision of quality services to clients or customers.

 

Click “DOWNLOAD NOW” below to get the complete Projects

FOR QUICK HELP CHAT WITH US NOW!

+(234) 0814 780 1594

Buyers has the right to create dispute within seven (7) days of purchase for 100% refund request when you experience issue with the file received. 

Dispute can only be created when you receive a corrupt file, a wrong file or irregularities in the table of contents and content of the file you received. 

ProjectShelve.com shall either provide the appropriate file within 48hrs or send refund excluding your bank transaction charges. Term and Conditions are applied.

Buyers are expected to confirm that the material you are paying for is available on our website ProjectShelve.com and you have selected the right material, you have also gone through the preliminary pages and it interests you before payment. DO NOT MAKE BANK PAYMENT IF YOUR TOPIC IS NOT ON THE WEBSITE.

In case of payment for a material not available on ProjectShelve.com, the management of ProjectShelve.com has the right to keep your money until you send a topic that is available on our website within 48 hours.

You cannot change topic after receiving material of the topic you ordered and paid for.

Ratings & Reviews

0.0

No Review Found.

Review


To Comment


Sold By

ProjectShelve

7891

Total Item

Reviews (29)

  • Anonymous

    1 week ago

    This is truly legit, thanks so much for not disappointing

  • Anonymous

    1 week ago

    I was so happy to helping me through my project topic thank you so much

  • Anonymous

    2 weeks ago

    Just got my material... thanks

  • Anonymous

    3 weeks ago

    Thank you for your reliability and swift service Order and delivery was within the blink of an eye.

  • Anonymous

    3 weeks ago

    It's actually good and it doesn't delay in sending. Thanks

  • Anonymous

    3 weeks ago

    I got the material without delay. The content too is okay

  • Anonymous

    1 month ago

    Thank you guys for the document, this will really go a long way for me. Kudos to project shelve👍

  • Anonymous

    1 month ago

    You guys have a great works here I m really glad to be one of your beneficiary hope for the best from you guys am pleased with the works and content writings it really good

  • Anonymous

    1 month ago

    Excellent user experience and project was delivered very quickly

  • Anonymous

    1 month ago

    The material is very good and worth the price being sold I really liked it 👍

  • Anonymous

    1 month ago

    Wow response was fast .. 👍 Thankyou

  • Anonymous

    1 month ago

    Trusted, faster and easy research platform.

  • TJ

    1 month ago

    great

  • Anonymous

    1 month ago

    My experience with projectselves. Com was a great one, i appreciate your prompt response and feedback. More grace

  • Anonymous

    1 month ago

    Sure plug ♥️♥️

  • Anonymous

    1 month ago

    Thanks I have received the documents Exactly what I ordered Fast and reliable

  • Anonymous

    1 month ago

    Wow this is amazing website with fast response and best projects topic I haven't seen before

  • Anonymous

    1 month ago

    Genuine site. I got all materials for my project swiftly immediately after my payment.

  • Anonymous

    1 month ago

    It agree, a useful piece

  • Anonymous

    2 months ago

    Good work and satisfactory

  • Anonymous

    2 months ago

    Good job

  • Anonymous

    2 months ago

    Fast response and reliable

  • Anonymous

    2 months ago

    Projects would've alot easier if everyone have an idea of excellence work going on here.

  • Anonymous

    2 months ago

    Very good 👍👍

  • Anonymous

    2 months ago

    Honestly, the material is top notch and precise. I love the work and I'll recommend project shelve anyday anytime

  • Anonymous

    2 months ago

    Well and quickly delivered

  • Anonymous

    2 months ago

    I am thoroughly impressed with Projectshelve.com! The project material was of outstanding quality, well-researched, and highly detailed. What amazed me most was their instant delivery to both my email and WhatsApp, ensuring I got what I needed immediately. Highly reliable and professional—I'll definitely recommend them to anyone seeking quality project materials!

  • Anonymous

    2 months ago

    Its amazing transacting with Projectshelve. They are sincere, got material delivered within few minutes in my email and whatsApp.

  • TJ

    4 months ago

    ProjectShelve is highly reliable. Got the project delivered instantly after payment. Quality of the work.also excellent. Thank you