Tag Archives: Assessment

ASSESSMENT OF GIRL-CHILD EDUCATION IN KANO MUNICIPAL LGA OF KANO STATE

ASSESSMENT OF GIRL-CHILD EDUCATION IN KANO MUNICIPAL LOCAL GOVERNMENT AREA OF KANO STATE

ABSTRACT

Girl – Child education has been a subject of serious concern in Nigeria. This is because this aspect of education has been bedeviled with problems especially in the Northern parts of the country. Researchers (Usman, 2007) and Daiyabu, 2008) have expressed concern about it and about the various forms of discriminations and sharp practices against the girl-child. Thus, this study assesses the Girl-child Education in Kano; and reiterated on the degree at which identified factors i.e socio-cultural, religious and economic factors affect the girl-child education in the Kano Municipal Local Government Areas. The study adopted survey method as qualitative and quantitative research design. The sample consisted of 399 respondents randomly selected from the thirteen wards that constituted Kano Municipal Local Government Areas. Five research questions were raised and analysed using statistical methods i.e frequency distribution tables, simple percentages and cumulative frequency. The results revealed that socio- economic factors, socio-cultural affect participation of girl child in secondary education. The research work also showed that government policies and programmes have assisted in addressing the menace militating against Girl-child education and finally the research drawn conclusion that there exists a significant improvement in Girl-child education in Kano Municipal Local Government Area between 2010 to 2015 as percentage increased in female students enrolment in the end of session exams (WAEC) is greater than 10%. Based on these findings, it was recommended that girls should be given equal chance as boys in education; there should be a legal support for girl-child education and government, immediate community members, parent cum religion leaders should play their respective roles in encouraging Girl-child education in Nigeria.

 

CHAPTER ONE

INTRODUCTION

1.1     Background of the Study

Education is generally conceptualized as a continuous process of learning from the birth of an individual to his death. It commences from a child’s home and continues even after school to adulthood-till death. Broadly speaking, education is the totality of all the processes by which a child or young adult develops his abilities, attitude and other forms of behaviour which are of positive value to the society in which he/she lives. This shows that education is not just the acquisition of knowledge, but also the utilization of the acquired knowledge (Asiegbu et al, 2015).

Thus, the essentiality of education in functioning and advancing the modern world cannot be overemphasized; it is also fundamental to self-awareness, self-identity, and self-development. Without it, mankind is reduced to instinct and the realm of animals. With it, males and females can improve their lives and learn about one another and the world. More specifically, education for females is important because it helps them unleash and develop their potential (Adam, 2015).

Educating females in the developing world has substantial returns and in most cases exceeds the returns on males. According to a research by Chaaban and Cunningham,’’ an educated female is a great benefit not just to herself, but to her community’’ (Aliyu; 2009).  Furthermore, in recent work from general surveys and sector-specific research reveals that educating females bring about various benefits, including improvement to family health; lower infant mortality rates, greater family wage-earning power, and the intellectual development of the family and, thus the community. But despite the benefits to be accrued from educating the female child, there are still some challenges militating against obtaining education.

Statistically, Women are over half of the world‘s population, yet they do two-thirds of the world‘s work, earn one-tenth of the world‘s income, and own less than one- tenth of the world‘s poverty. Thus the above statistic depicts the plights of women worldwide. Of the 1.3 billion people in poverty, 70% are women; women earn three-fourths of the income that men earn in the non-agricultural sector; women occupy only 10% of the parliamentary seats and only 6% of cabinet positions in 55 countries throughout the world; of the total burden of work, women carry an average of 53% in the developing countries and 51% in industrialized countries; of the world‘s 900 million non-illiterate persons, 65% are women due to the lack of educational opportunities; worldwide, 76 million more boys are enrolled in primary and secondary schools than girls (UN, 2007 in Eweniyi, and Usman 2013). 

UNICEF (2003) noted that in the global political arena, the ongoing debate and action for the upliftment of the girl-child continue to stimulate the involvement of designated UN agencies. Notable among the range of initiatives is that of the United Nations Girls Education Initiative (UNGE) which are aspect of the Millennium Development Goals; The latter was established in April 2000. It draws from the constitution of 13 UN entities and charges like-minded national and international actors to work in concert with the programme to obtain Universal Primary Education and also, by 2015, to bridge the gender status encountered in primary and secondary education. According to Akinpelu (2007), Girl-child education and school attendance trail behind boys in nearly every developing nation. There is no gain saying that education is the key to the advancement of girls and women. Emphasis on the need for girl-child education prompted this study. According to UNICEF (2008), Nigeria is among the West African Countries that have highest number of girls that were out of school.

UNICEF (2008) added that girls make up the majority of the nearly 120 million children who are out of school and even greater majority of those who get opportunity of education do not reach the fifth grade.  Magaji (2010) observed that even though education is regarded as a human right for the realization of human dignity, many factors have been found to be responsible for the low enrolment of girls into schools when compared to the enrolment of boys. Among these factors, according to her, are poverty, socio-cultural impediments, religious misinterpretation of Holy Book; societal negative attitude to women education, early marriage and gender biases. These factors, of course, impede the progress and development of women in society.

 In relation to the above; it has been revealed that Girl-child education has suffered a lot in the Nigeria society particularly in the northern Nigeria. Culturally, women are confined to their traditional roles with lots of sanctions imposed on them either by custom, norms or religion. The girl-child education in Kano state has been lagging behind and one can wonder why the situation should persist especially in respects to the clear provisions in the National Policy on Education that ‘’education is a right for every Nigerian Child’’. The National Policy on Education (2004) also has as its 5th objective as the building of a “bright land full of opportunities for all individual irrespective of gender”. Thus, The National Philosophy of Education of Nigeria is based on “the integration of the individual into a sound and effective citizen and to provide equal educational opportunities for all citizens of the Nation at primary, secondary and tertiary levels, both inside and outside the formal system” (Asiegbu, 2015).

Global trends have also shown the essentiality of educating the girl-child for instance; the Universal Declaration in Tehran in 1968 on Human Rights which stress education as a right of every individual irrespective of sex. Also the 1960 United Nations Article 10 of the Convention against women (CEDAW). Has a major aim of promoting gender equality in education. Several scholarly survey on ground revealed that Kano society accommodate discrimination against girl-child in the access to basic education. If this trend continues in Kano State, the developmental growth of the area would be hampered.

While myriad of studies by expert organizations, patrons, and policymakers have shown that education for females in northern Nigeria is important as many benefits associated with education were also disclosed in their works, they have, however, failed to show the causative factors affecting females in Northern Nigeria in the process of attaining a formal education. This research work intends to identify the causative factor affecting Girl-child education in Kano; and equally examine if there is any significant improvement in Girl-child education in the state and provide valid recommendation on how to rectify the identified causative factor affecting Girl-child education.

1.2     Statement of Problem

The problem of girl-child education is not a regional, state, national or continent but a global issue of concern. About 35% of the world’s girls are not in school as at 2012 and from this 18% are in Africa more specifically in sub Saharan Africa which is 12% (Eweniyi and Usman 2013).

According to a study conducted by UNICEF and world education forum in 2012, girls constitute the largest population of illiterate children (28%) in the world till date. Thus, estimation in 2012 indicated that the number of children out of school had been brought down to about 115 million worldwide; 62 million of which were girls. While there were more children than ever in the world’s primary schools, hence too many of these victims were girls. In Nigeria Statistics show glaring imbalances against girls in enrolment, attendance and completion rates in all levels of education, particularly in the northern parts of the country, due to a variety of socio-cultural and religious factors among others (Eweniyi and Usman. 2013).

Despite numerous policies and programmes designed by the Nigerian government in addressing Girl-child education programmes among which are the Universal Primary Education (1976), the National Policy on Education (NPE) (1977); lowering of cut-off points for admission of girls into secondary schools; scholarships into Science/Technology and Mathematics Education (STME); the promulgation of an edict banning the withdrawal of girls from schools for marriage, the production of blue print on women education by the Federal Ministry of Education (1987) and the declaration of free education for girls in many states in Nigeria (1988) Yet, many girls have not gone to school or have withdrawn from school particularly in northern Nigeria. (Aliyu, 2009)

According to UNICEF standards, Nigeria has not been assessed to have fared well enough in terms of the social indicators of education, as determinants of the overall indices of child development (UNICEF, 1995, F.M.W and SD, 1996; Adam, 2015). It is obvious that there are social, economic and political problems bedeviling the Nigerian children.

In the development of Islam which is the religion majority practiced in Kanos, the teaching of the Prophet (SWA) and verses of the Qur’an help improve the state of females. Females were given rights to own property, obtain an education, and to choose their marriage mates. The Prophet is said to have written numerous chapters that helped shape civilization and one of those verses dealt with education, including this verse: “the pursuit of knowledge is a duty of every Muslim, man and woman. (Aseigbu et al, 2015:2)

In spite of the above efforts which were attempted to alleviate problems related to girl child education but still there are the causative factors affecting Girl-child education in Kano. So this study intended to identify the causative factor affecting Girl-child education in Kano; the research works also tried to assess if there is any significant improvement in Girl-child education in Kano and provide valid recommendation how to rectify the identified causative factor affecting Girl-child education.

1.3     Research Questions

  1. What are the causative factors affecting Girl-child education in Kano?
  2. Are there any significant benefits in educating Girl-child in Kano?
  3. What can be done to promote high level of Girl-child education in Kano?
  4. Does the government play paramount roles in addressing Girl-child education in Nigeria?
  5. Is there any significant improvement in Girl-child education in Kano Municipal LocalGovernment Area since 2010 to 2015?

1.4     Objectives of the Study

  1. To identify the causative factors affecting Girl-child education in Kano
  2. To examine if there is any significant benefits in educating Girl-child in Kano
  3. To proffer valid recommendation on Girl-child education in Kano
  4. To assess if there are significant improvement in Girl-child education in Kano Municipal Local Government Area since 2010 to 2015
  5. To evaluate the role of the government in addressing Gil-child education in Nigeria

1.5     Significance of the Study

The results of the study would be significant for a number of reasons among which are that it would become a reference point for decision makers and educational planners to realize the socio-cultural, economic and religious factors affecting the advancement of girl-child education in the Northern Nigeria.

Furthermore, the research work would also serve as a source of enlightenment to parents and guardians on the values of educating the girl-child thereby erasing all the earlier beliefs about educating the girls. In addition it would also sensitize governments and other agencies concerned with children education in the area to be gender sensitive and ensure gender streaming in admission, award of scholarships and recruitment into various levels and positions.

It is also hoped that this will in-turn enhance girl-child education which will lead to their contributions to the development of Kano State and to participate fully in developing herself, siblings, husband, home and the whole nation and will not be misused, harassed, subjected and maltreated again. In fact the benefits are innumerable. Thus, it would serve as a point of advocacy for the rights of the girl-child to education and equality in other spheres. 

1.7     Scope and Limitation

This research work will only focus on Girl-child education in Nigeria; and will be narrowed down to Kano particularly Kano Municipal City). Hence, the delimitations of the studies is to evaluate, examine and assess Girl-child education in Kano between 2005-2015. Therefore its findings are mainly to the area of the study.

 

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READERS’ PERCEPTION OF THE USE OF PHOTOGRAPHS

ASSESSMENT OF READERS’ PERCEPTION OF THE USE OF PHOTOGRAPHS IN NIGERIAN NEWSPAPERS

ABSTRACT

Photographs in news stories can stimulate opinion change, either making a reader love the good advertised, or making the reader hate it.  In view of the foregoing, this study sought to ascertain an “Assessment of Readers Perception on the use of photographs in Nigerian Newspapers.  The population of this study in Enugu metropolis was about 123 but 119 readers participated in the study. The objectives of the study were: To ascertain if the use of photographs in Nigerian newspapers contribute to attracting attention of newspaper readers in Enugu Metropolis; To determine if newspaper readers view photographs in newspaper as space fillers or as aid to readers’ understanding, To ascertain if newspaper readers view photographs in newspaper as aiding credibility to stories or they are used for aesthetic appeal. The survey research design was adopted for the study; data for the study was sourced from primary sources, while data was analyzed using simple tables, frequency percentage.  Source Credibility Theory was used as a model of analysis.  The study found out that readers have different reactions to written words and pictures that are displayed on Nigerian newspapers.  It was subsequently recommended that proper training be given to journalist to enhance their competence in the field of practice, placement of photograph should represent the idea contained in the text and the Nigerian Press Council (NPC) should investigate obstacles to the flow of information on print media, ethical and professional standards in the media must be upheld. 

 

CHAPTER ONE

INTRODUCTION

1.1      Background of the study

For many years, photography has played an increasingly important role in the various media of mass communication that use visual messages to disseminate information (i.e. books, newspapers, magazine, film, television; and the internet – based media) (Ijeh, 2015).  Photographs have been known to greatly stimulate public interest in current events and human angle stories presented by the visual media of mass communication, and have also made tremendous contributions to the civilization and advancement of mankind (Ezekiel & Ezekiel, 2007).

The power of photographs in mass communication stems from the common knowledge that photographs are more powerful than words in message dissemination hence the dictum; “A picture can speak more than a thousand words”.  This is because photographs speak a universal language and are better able to elicit the same emotions from people on different sides of languages and educational divides (Ezekiel & Ezikiel, 2007; Fasheke 2004).

In addition to creating a greater emotional response, photographs are used to capture a reader’s attention to an article. Visual images are the gateway to a news story. Communication professor at the University of Oklahoma, Michael Pfau, claims that people do not merely pick up newspapers and magazines and start reading.  Rather, they look at them, check the headlines and photographs to determine which stories they would like to read (Pfau, 2006). In previous research, eye-tracking software has been used to determine which articles are read first, proving that a reader begins their perusal of a newspaper drawn to the most striking features – typically the headlines and photographs. According to (Pfau, 2006), readers are more likely to view a photograph, first before reading a text.  However, he noted that combining both text and photograph makes it three times more likely that at least some of the text will be read. He also noted that previous research with an eye-tracking device has also proven that readers are drawn to larger photos over smaller ones, and color images over black and white versions.

To the general public, photographs are deemed as credible sources of information. Viewers are more susceptible to believe images that they visually see, rather than what they hear or read (Pfau, 2006). Photographs tend to be taken at face value, exactly for what they represent, while a photograph and text seems to be less credible because “readers sense that the words are authored, but the image is a true representation” (Kepplinger, 1976).

Conversely to  Anderson 1989 cited in (Kepplinger, 1976) argues that, “though the photographic image may have powerful visual impact, it does not have the ability to give any in-depth explanation of the event it presents to a world eager to be informed. It cannot tell what happened before or after an event; it cannot give political or social context, much less an analysis. The camera does not know which of the events it captures are historically significant and which are not. As John et al. (1989) have noted, a photograph is time frozen, a moment yanked out of its before and after” and therefore requires an added textual analysis to accompany an image (Andersen, 1989).

According to Eunson (2008), a “stand alone” picture refers to a single photograph, with a caption that describes its content, published on a newspaper or magazine page whose other text or picture content are not related to the photograph in question.  Here the photograph with its caption tells a story alone and not in any way related to other news stories on the same newspaper or magazine page.  A picture is said to be accompanying a news story, its images and captions are directly related to a contiguous text of a newspaper or magazine news report.  In this case, the photograph is used to support the story text. “Picture – based” news stories sometimes refers to panorama of photographs on newspaper or magazine pages.  Here, sets of pictures that present different aspects of a particular subject, event or phenomenon are printed on dedicated newspaper/magazine pages with no textual report.  The set of photographs, with the aid of their captions tell the story.

The newspaper is one of the largest users of still pictures.  In this contemporary digital media space where all the media of mass ,communication (both offline and online) compete for audience and readership; pictures have become a veritable asset for these media outlets.  This competition has necessitated and propelled newspaper to become more innovative in their use of photographs to attract and sustain readership.  While some schools of thought argue that pictures aid readership of newspapers, others argue that they are irrelevant and make little or no impact on readers. It is therefore imperative against the already established background to ascertain reader’s perception of the use of photographs, specifically in the Nigerian Newspapers.

1.2       Statement of the Problems

Visuals can have a dramatic impact on a reader’s involvement and feelings towards an event or issue.  Images on newspapers have a powerful impact on readers’ attitude and understanding, and this impact and understanding cannot be created by text alone.  In a news context, the presence of a photograph can significantly affect the consumer’s attitude towards the framed issue.  While some readers might perceive pictures in newspapers as a support for the texts, others perceive it as something used in filling up the newspaper and making the pages numerous. To some also, it is just an act which serves to draw attention to a big story and to further illustrate statements made in the story and give the readers’ more details about the information presented.

This study was conceived to ascertain the perception of newspaper readers in Enugu metropolis of the use of photographs in Nigerian newspapers.

1.3        Objectives of the Study

  1. To ascertain if the use of photographs in Nigerian newspapers contribute to attracting attention of newspaper readers in Enugu Metropolis.
  2. To determine if newspaper readers in view photographs in newspapers as space fillers or as aid to readers’ understanding.
  3. To ascertain if newspaper readers view photographs in newspapers as aiding credibility to stories or they are used for aesthetic appeal.

1.4       Research Questions

  1. To what extent does the use of photographs in Nigerian newspapers contribute to attracting the attention of newspaper readers in Enugu metropolis?
  2. How do newspaper readers view this use of photographs as space filler or aid to readers’ understanding?
  3. How do newspaper readers view photographs in newspapers as aiding credibility of stories or for aesthetic appeal?,,,,

1.5       Scope of the Study

This study is focused on assessing newspaper reader’s perception of the use of photographs in Nigerian Newspapers. The researcher chose to limit the study to newspaper readers in Enugu East metropolis.  Further research can focus on newspaper readers in other parts of the state and other states of the nation.

1.6     Significance of the Study

This study is considered relevant for various reasons.

  1. It will contribute to available literature on the use of photographs in newspapers. Specifically, it will fill the gap in literature on the perception of the use of newspapers in newspaper as held by newspaper readers in Enugu metropolis.
  2. For print media practitioners, it could throw some additional light that will guide their use of photographs in newspapers and other print media vehicles.

1.7       Operational Definition of Terms

Photograph: A picture created by projecting an image onto a photosensitive surface such as a chemically treated plate or film, CCD receptor etc.

Newspaper:  A publication usually published daily or weekly and usually printed on cheap, low – quality paper, containing news and other articles.

Photojournalism: A form of journalism in which a story is told primarily through photographs and other images.

Readers: People who read newspapers.

Journalism:  The process of news gathering and dissemination through publication to a specific audience.

Perception:  Organization, identification and interpretation of sensory information.

Assessment:    The act of assessing something.

 

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ASSESSMENT OF THE IMPACT OF LEADERSHIP STYLES ON EMPLOYEES JOB PERFORMANCE IN KADUNA POLYTECHNIC, KADUNA

ABSTRACT

This research project focuses on assessment of the impact of the leadership styles and employees job performance in Kaduna Polytechnic, Kaduna. Methodologically the study deployed both the primary and secondary data. The investigation of the study raveled that co-operative mode of administration is preferred to the suppressive and free – rein systems. It also showed that cooperative disposition of leadership breeds team –work, employees’ participation in formulation organization and implementation of institutional goal and objectives attainment. The findings empirically noted that hostile department leads should be punished for their actions and bureaucratic rules and procedure be adopted to check care free department heads. The management and Head of Departments of Kaduna Polytechnic, Kaduna should implement the following recommendation of adopting cooperative approach of administration as a matter of a policy for the institution: The Management of Kaduna Polytechnic, Kaduna should implement the following recommendation of adopting cooperative approach of administration as a matter of a policy for the institution; also the findings empirically noted that hostile department heads should be punished for adopting care-free attitude in performing his duties. Base on the findings some recommendations were made which include adoption of co-operative approach of administration as a matter of policy for the institution. The management of Kaduna Polytechnic, Kaduna should be put in place motivational incentives to encouraged workers at work especially reward of excellent performance, promotion, welfare package, training and retraining of employees, welfare package, training and retrain.

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ASSESSMENT OF THE ACQUISITION OF GOVERNMENT DOCUMENTS FOR EFFECTIVE UTILIZATION IN FEDERAL UNIVERSITY OF TECHNOLOGY LIBRARY, MINNA

ABSTRACT

The project attempted to study Assessment of the Acquisition of Government Documents for Effective Utilization in Federal University of Technology Library, Minna. It aims is to identify the channels of acquiring government document. To identify the type of government documents available and relevant to the needs of the library and its users. The researcher used the survey method. The population of the study was 50 since it is impossible for one to study the whole size of the study. The data collection instruments was questionnaire and 50 questions were returned. Thus, the study shows clearly the publication law of 1964 has no binding effect on the government printers, ministries and departments seem not to know about the existence of the law since on one has been held for not depositing its publications. While trying in acquiring the government documents, many of them are considered secret documents and therefore not to be given out or sold out to the libraries or public. Recommendations were made on the finding that A handbook on the functions of the various department. They should be made available to the libraries to help them help them know from which department to obtain a particular publication when in doubts. Adequate funds should be made available for the acquisition of library materials including government documents  because of their importance in the areas of meeting research needs of the users. Although some of the recommendations may require some feasibility study before implementation, but such recommendation as the mandatory preparation of official list of government documents can be tackled at once without any serious implication on the NLA and National libraries. Finally, effort should be exerted to see to these problems being addressed because of the important role of government information sources to researcher.

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AN ASSESSMENT OF THE IMPACT OF COOPERATIVE SOCIETIES IN POVERTY ALLEVIATION IN NIGERIA: A CASE STUDY OF KADUNA SOUTH LOCAL GOVERNMENT AREA

CHAPTER ONE

INTRODUCTION

 

1.0 Background of the Study

In Nigeria today, poverty has become a major problem facing the country. The question has been asked, how can this problem of poverty, which is effecting our economy be alleviated. Several government bodies have been set up to find solution to that. However, it is important to find out what poverty is all about and the meaning of cooperative by different scholars, and merge the two together for us to have a clearer of the purpose of this study.

According to Oxford dictionary, poverty is a state of being poor. It is inability of a household to generate adequate income for the maintenance of the house members. That is to say, it can be defined from the point of view of income, and that is the general intake by which poverty can be evaluated. A Poor person means a person who is unable to find a job, obtain adequate income, unable to own property, and maintain a good healthy condition. This is the sign of poverty we are talking about.

On the other hand, cooperative is a phenomenon that denotes any form of working together voluntarily by persons or individuals to achieve common goals. To narrow it down cooperative refers to the activities of an association of persons with similar social, cultural and economic needs who willingly come together to satisfy these need in solidarity. In other words cooperative was born as a result of reaction against capitalism, competition and injustices that associated with them. Cooperatives is a purely service oriented to their members rather than profit oriented.

The cooperative members integrated their resources, for the satisfaction of their members identified need. Beside, a tree cannot make a forest; people from different places can come together and pool their resources together to satisfy their expectation.

However, based on these, cooperative is the best way of tackling the perennial economic problem of a developing country like Nigeria where a greater percentage of people live below poverty level. This is probably what informs the Federal Government in 1979 to formulate a policy guideline, that at least 25% of Nigerians should become cooperators.

The Danish people saw in cooperative as easier way of improving their national economy, especially after the war with Germany and their humiliating defeat which contributed to national poverty. They went into promotion of the economic interest of their people (Okechukwu 2001). Swedish people embraced cooperation because of the need to improve the economic interest of their people. Everybody was made to participate in one form of chosen economic activity or the others.

In Africa, particularly in Nigeria this has made the Federal Government to have several poverty alleviation schemes such as National Agricultural Food Production Programme (NAFPP), River Basin Development Authority (RBDA), Agricultural Development Programme (ADP), Operation Feed the Nation (OFN) National Directorate of Employment (NDE), Agricultural Credit Guarantee Scheme (ACGS), National Poverty Eradication Programme (NAPED), National Economic Empowerment Strategy (NEEDS) Family Support Programme. (FSP), Better life for Rural Women, family Economic Advancement Programme, and others. Some state government, were not left out in trying to find out how poverty could be alleviated. Cooperatives as socio-economic institutions through their activities are could be a potent tool for poverty alleviation particularly in fighting poverty and unemployment. This could be in the area of agriculture, provision of infrastructural facilities and education.

Therefore in Kaduna State, particularly in Kaduna South Local Government Area, the research activity is conducted so as to know the level or the impact of cooperative in reducing poverty.

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Assessment of The Effect of Manpower Training and Development on Officers’ Morale in Nigeria Paramilitary (A Case Study of Nigerian Police Force in Kaduna State)

 

 

CHAPTER ONE

INTRODUCTION

 

1.1       Background of the Study

The effect of training and manpower development on  employee’s  productivity  and  organization performance has  attracted  considerable  interest in  the  analytical  and  empirical  literature. On the whole,  human  resources  management  theory  has paid  considerable  attention  to  this  debate; however,  the  theoretical  predictions  are ambiguous.  Depending  on  their  underlying assumptions,  some  approaches  predict  that  the performance  of  an  organization  is  necessarily based  on  innovative  labour  force,  technology, quality  management,  and  customer  satisfaction;  while  others  see  training  as  a  tool  in  the hands  of  human  resources  managers  to  activate and  empower  the  productive  base  of  an organization.

Employee training and manpower development is very  vital  to job  productivity  and  organization performance  since  the  formal  educational  system does  not  adequately  provide  specific  job  skills  for a position in a particular organization. While, few individuals  may  have  the  requisite  skills, knowledge,  abilities  and  competencies  needed  to fit  into a  specific  job  function,  some  others  may require extensive training to acquire the  necessary  skills  to  be  able  to  fit  in  a  specific  job function and also make significant contribution to the organization’s performance.

The  human  capital  theory  provides  evidence which indicates that training and education raises the  productivity  of  workers  by  imparting  useful knowledge  and  skills,  hence  raising  workers’ future  income  by  increasing  their  lifetime earnings.  Stone (2002) also provide an explanation that links investment in training with workers’ wages. In particular, their theory draws a crucial distinction  between  general  education  and  firm-specific  training,  and  recognized  training  and human  development as  a  basic  skill  provided  for higher productivity of  a worker. Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce.

Goldstein (2000) defined  training  as  the  systematic acquisition  and  development  of  the  knowledge, skills,  and  attitudes  required  by  employees  to adequately  perform  a  task  or  job  or  to  improve performance in the job environment. This implies that for any organization to succeed in achieving  the  objectives  of  its  training  program,  the  design and  implementation  must  be  planned  and systematic,  tailored  towards  enhancing performance  and  productivity.  Similarly, Cascio (2009) sees training  as  consisting  of  planned  programs designed  to  improve  performance  at  the individual, group and/or organizational levels.  Onasanya (2005) defines training as a form of specialized education aimed at giving the trainee a particular or specialized knowledge, skill and attitude which he  must  possess  to  effectively  perform  in  a  given position  while  development  is  concerned  with specific  programmes  designed  to  prepare  and groom  a  worker  with  particular  education  and training  for  higher  responsibilities.  Capacity building  according  to Sanusi (2002)  entails  investment  in human  capital,  institutions  and  practices necessary  to  enhance human  skills,  overhaul institutions  and  improve  procedures  and systems. Sanusi  further sees capacity  building as the internalization of the knowledge, skills and processes  that  enable  the  formulation, implementation, monitoring and evaluation of set goals in an efficient manner; while Anyanwu (2002) views it as a  series  of  activities,  which  an  organization, enterprise or even a nation needs to undertake to provide  for  itself,  on  a  continuous  basis,  the supply  of  skilled  manpower  to  meet  its  present and  future  needs.  Manpower  development according to Anyanwu (2002) is the process of building up  human  resources  to  meet  the  needs  of  an organization.  He  stated  further  that  Manpower development  includes  investment  by  a  society  in education,  investment  by  employers  in  training employees  and  investments  by  individual  in  time and money in their own development.

Training has been an important variable in increasing organizational productivity.  Many researchers  [for  instance  Colombo E,  Stanca L; 2008]  showed  that training  is  a  fundamental  and  effectual instrument  in  successful  accomplishment  of  the firm’s  goals  and  objectives,  resulting  in  higher productivity.  Training  and  manpower development  builds  a  team  that  is  effective, efficient and  well motivating,  thereby  enhancing the confidence  and  self-esteem of  employees.  The employees’ knowledge and skills are  thus developed to adapt to new technologies and other organizational  changes. Training and manpower development also creates chances for the promotion of employees to replace those who have left the organization.  Indeed, the benefits of training and manpower  development  are innumerable.

Colombo et.al (2008) also state that one of the potent factors militating against the good performance of employees is  inadequate  training.  An employee may have the ability and determination, with  the  appropriate  equipment  and  managerial support  yet  such  employee  may  be underproductive. The missing factor in most cases according to Adeniji (2002) is  the  lack  of  adequate skills, and knowledge, which are acquired through training  and  manpower  development.  Adeniji  further  stated  that  training  reduces  employee turnover  and  promotes  goal  congruency,  while lack  of  training  increases  absenteeism  rate,  low output,  poor  quality  and  results  in  high  unit  cost. However, this study aimed at assessing the effect of manpower training and development on officers’ morale in Nigeria paramilitary with special reference to Nigerian Police Force in Kaduna State.

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THE IMPACT OF PRIVATIZATION ON THE NIGERIAN ECONOMY: AN ASSESSMENT OF POWER HOLDING COMPANY OF NIGERIA (PHCN) IN BENUE STATE FROM 1999-2015

CHAPTER ONE

1.1     BACKGROUND TO THE STUDY

Privatization occupies the center stage in global economic is regarded as an avenue for raising productivity and enhancing overall economic growth. This is achieved through increased involvement of the private sector in productive economic activities through the sale of public enterprises to the private sector, with a view of improving economic efficiency with privatization; the role of government in direct productive activities diminishes as the private sector takes over such responsibilities. Under such a setting, government is expected to provide essential infrastructure and an enabling environment for private enterprise to thrive. Privatization is predicated on the assumption of state inefficiency and “absolute” efficiency of the market. As an innovative economic policy, Privatization started in Chile under the Military Government of General Augusto Pinochet in 1974 and was adopted in Britain between 1986 and 1987 as a central part of economic policy shift (Hanke, 1987).

Privatization (the transfer of government owned share-holding in public enterprises to private shareholders) is one of the revolutionary innovation in economic policies of both developed and developing countries (Igbuzor 2003). The ultimate goal of any credible and legitimate government is to ensure sustained improvement in the standard of living of the citizenry. Towards this end, Nigerian government found it necessary to design a developmental plan that will facilitate effective mobilization, optimal allocation and efficient management of national resources. To achieve this aim, public enterprises were established across the country to carry out these obligations. Towards the end of 1980, the public enterprises which had grown too large began to suffer from fundamental problems of defective capital structures, excessive bureaucratic control and intervention, inappropriate technologies, gross incompetence and blatant corruption (Aboyade, 1974). With the deep internal crises that included the high rate of inflation and unemployment, external debt obligation and foreign exchange misalignment, Nigeria and many other African countries were strongly advised by the World Bank and I.M.F to divest (privatize) their public enterprises as conditions for economic assistance (Nwoye: 2003).

Privatization in Nigeria started in 1986 as an integral part of Structural Adjustment Programme (SAP). Prior to this period, the Nigerian state has participated actively in public enterprises (Nwoye, 2003). This trend continued until 1988 when privatization programme was officially launched (Anya, 2000; Igbuzor, 2003). The Federal Government privatized 89 Public Enterprises (PEs) between 1988 and 1993 in the first phase while 32 enterprises were privatized in the second phase which ran from 1999 to 2005 (Mkpuma, 2005). It was envisaged that privatization would improve operational efficiency of our inefficient public enterprises (PEs), reduce government expenditure, increase investment and employment as well as ensure job security in Nigeria (Subair and Oke, 2008; Jerome, 2008).

Surprisingly, since the official introduction of privatization in 1988 and the policy has been a subject of intensive debate and has remained highly controversial in Nigeria. Most Nigerians hold divergent views on the contribution of the privatization programme to the Country’s economic development in its two decades of existence in Nigeria.

The position of the critics over privatization in Nigeria is that the economic reform is a plot by few elites to sell public enterprises to themselves at the expense of the masses and that privatization cannot rescue Nigeria from its precarious economic situation. Those in favour of privatization argue that it aids poverty reduction through efficient service delivery, increase in productivity, creates employment, and job security. They are also of the opinion that privatization widens the distribution of wealth in our society (Jerome, 1999; 2005).

Thus, for any nation economy to grow, various component of such nation must contribute to the GDP as an input to boost the nation income of such a nation. Benue state has assorted companies small and medium scale industries that function efficient enough to serve as a plus to the National Domestic Product (GDP). They generate internal revenue which turned to boost the national GDP. This include:- International Hotel-Makurdi,  Benue Cement Plc- Tse Kucha, Aper Aku Stadium, Nigeria Air force Base, Makurdi, The Makurdi Modern Market, the Federal Medical Centre, Nigeria Railway Station, Benue Printing and Publishing Company Limited, Radio Benue, Nigerian Television Authority (NTA), Benue State Teaching Hospital, Federal university of Agriculture Makurdi, university of Mkar, Willinka Hotel, Wisdom hotels, Banna Water, Benue Plaza hotel, Benue State University, Benue State Breweries, the Nigerian Army School of Military Engineering, 72 Airborne Battalion and the State Headquarters of the Department of Customs, Benue Bottling Company Ltd-Km. 5 Gboko Road Makurdi and Benue Brewery Ltd-Makurdi. Benue state ran a number of  commercial activities including the  commercial banking activities such as Skye Bank PLC, Diamond Bank Plc, Zenith,  Bank, GTBank, Keystone Bank, Fidelity Bank, United Bank For Africa. Some of these companies are been sold out during the privatization era. The aforementioned totally depend on PHCN for efficient operation and production. Only if there is efficient power supplied that, they will be able to meet up with their demands.

It is in this regard that the study seeks to assess the impact of privatization on the Nigerian Economy using PHCN as a case study.

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ASSESSMENT OF THE EFFECT OF EMPLOYEES TRAINING ON ORGANIZATIONAL PERFORMANCE

ABSTRACT

The study focused on the effect of employee training on organizational performance. The process and procedure of identifying employee skill gap in most organizations pose a big challenge to the Human Resource Department (HRD). Employee training is based on various reasons which could be detrimental to the overall objective of the organization. The HRD ensure that sending an employee on training will translate to increase in productivity. Thus, adequate consideration should be taken by the HRD when selecting a candidate for training. The ability to manage and work around the challenges faced when carrying out this HR function will ensure a better training objective that will affect the productivity of the employee and the organization. Since the effect of these factors brings with it some negative implications and consequences of low productivity, high rate of employee turnover and high cost; this study therefore was aimed at identifying the effects of employee training on organizational performance with special emphasis on the process and procedure of selecting employee for training. Pursuant to this, some objectives were formulated by the researcher and these were to ascertain the extent to which unsystematic approach of employee training affects organizational productivity; to determine the extent of effect of training design on employee productivity; to ascertain the extent to which training delivery style affects employee productivity; to determine the relationship between employee perceptions of training and organizational productivity; and to determine the extent to which employee training affects organizational performance. In pursuit of the objectives, a survey research was carried out in Enugu State, Nigeria. The population used for the study was 694 staff of Nigerian Bottling Company and 7UP Bottling Company. Sample size was determined using Yamane (1964) formula. A sample size of 254 was drawn. The study made use of data from primary and secondary sources which were collected using questionnaire administered to the 254 staff of the selected Organizations. Personnel records and annual reports of the selected Organizations were used for secondary data. The data analyses was carried out using the Statistical Package for the Social Sciences (SPSS), while the person product moment correlation coefficient and the one-sample test were used to test the hypotheses formulated in the study. Findings from the study reveal that the extent to which unsystematic approach of employee training affected organizational productivity was high. This was statistically supported by the one-sample test at 0.05 (Zc = 8.246 < Zt = 0.000).  Again, the extent of effect of training design on employee productivity was high. The one-sample test (Zc = 0.679 < Zt = 0.730; a= 0.05) confirms this assertion. The extent to which training delivery style affected employee productivity was high as attested to by the result of one-sample test (Zc = 0.681 < Zt = 0.762; a= 0.05). Similarly, there was a very strong positive relationship between employee perception of training and organizational performance. This is confirmed with the Pearson Correlation coefficient value of 0.948 at 0.05level of significance. The extent to which employee training alone affected organizational performance was low, however, when other variables like training design, training delivery style were considered, its effect became significant. This is confirmed by the one-sample test at 0.05 (Zc = 0.705 > Zt = 0.665). Based on the finding, the study concludes that if the right employees are sent on training through the systematic training procedure of identifying and selecting employees for training, there would be a significant improvement on the organizational performance. Finally, it is recommended that a mechanism should be created for proper assessment and evaluation of employee performance after training as this will ensure that only employees who require training are sent on training.

 

CHAPTER ONE

INTRODUCTION

1.1       Background of the Study

The history of training in business organizations is as long as the entire history of business organizations (Miller, 1996:3). This is because the knowledge base or skills of the normal employees in the labour market is not sufficient for the specialized tasks within the organizations. However, the academic study of various forms of training did not start until about a century ago, when researchers started a branch of research under the name of “vocational training” (Salas and Cannon Bowers, 2001). The beginning of the twentieth century and especially after World War II saw the widespread of training programs among organizations, involving more and more employees and also expanding in content (Luo, 2000). In the 1910s, only a few large companies such as Westinghouse, General Electric, and International Harvester had factory schools that focused on training technical skills for entry-level workers. By the end of 1990, forty percent of the Fortune 500 firms in America had a corporate university or learning center (Meister, 1997).

Training in Nigeria could be traced back to 1960 when it was discovered that most of the top government and business positions were occupied by expatriates (Olalere and Adesoji, 2013). The departure of the whites after independence gave rise to a big vacuum of capable indigenous human capital. This prompted the Federal Government of Nigeria to set up a Manpower Board in 1962 following the Ashby Commissions Recommendations (Olalere and Adesoji, 2013:83). Consequently, the Federal Government of Nigeria established complimentary institutions like the Centre for Management Development (CMD), Administrative Staff College of Nigeria, Industrial Training Fund (ITF), and Federal Training Centre to train and retrain employees as well as give orientation to fresh graduates of formal academic institutions (Olalere and Adesoji, 2013).

Today, we are witnessing an overwhelming number of research studies from both descriptive and prescriptive traditions, focusing on several characteristics of training programs as well as their costs and benefits for business organizations (Becker and Gerhart, 1996). At the same time, organizations have come to better understand the significance of training for their survival in knowledge-intensive and volatile markets of this era, and thus have increasingly acknowledged the profitability of developing their human resources through various forms of training (Berge, 2001; Salas and Cannon-Bowers, 2001). Human resource capital of any organization plays an important role, thus training and retraining helps in fortifying employees (Khan, Khan and Khan, 2011).

Despite the obvious significance of training, the enormous expansion in the content of training programs over time has largely been taken for granted. Some Human Resources Departments rarely question the necessity and appropriateness of training a particular employee at a particular time. Often times, there are ulterior motives why employees are sent on training.  Mourdoukoutas (2012) found out that some of those organizations that neglect employee training do so because of the huge cost of training and the fear of losing those employees after training them.

To show the importance attached to employee training, Nigerian Bottling Company has a training school and 7UP Bottling Company conducts on-the-job and off-the-job training for employees from time to time. This notwithstanding HR Departments in these organizations still face challenges in the selection of employees for training. To assist in the possible improvement of employee training in Soft Drinks Bottling Companies in particular and manufacturing companies in general, the research was embarked upon to investigate the effect of employee training on organizational performance vis-à-vis the processes of employee training and the challenges faced by the Human Resource Department in the selection of employees for training with reference to the employees of Nigerian Bottling Company and 7UP Bottling Company, 9th Mile Corner, Ngwo, Enugu.

1.2       Statement of the Problem

The perception of employees on training has a greater impact on the success of any organization. If the employees are satisfied with the training policies of the organization, this will have a positive impact on the organization’s productivity. The perception or attitude of employees is transformed into positive or negative behaviour. How do the employees see employee training policies of the organization? How seriously does the Management take the Training Policy of its organization? Some see training and development as a waste of time and resources that would have been employed in the production of goods and services that will yield profit to the organization. Sometimes, the fear that an employee could leave the organization after training affects the employees training and sometimes makes it unplanned and unsystematic.

The procedure and process usually adopted by some Human Resource Departments in the identification of those employees that require training are worrisome. Employees sometimes go for training for personal reasons which include enriching themselves; preparing themselves for other positions in other organizations; power play/politics; because he/she knows the person in-charge of training and not necessarily because there is an identified skill gap which needs to be filled through training. Often times, the HR Department does not conduct training needs assessment. Employees’ training selection criteria ought to be systematic and free from bias. It must follow a lay down procedure to ensure that the right candidates are sent for training for positive effect on organizational performance.

It is found that previous researchers have concentrated on the importance and benefits of training and no study has been carried out on the challenges faced by the HR departments of Soft Drink Bottling Companies in the selection of employees for training. In order to fill this gap, the researcher is compelled to conduct a study on the effect of employee training on organizational performance with focus on processes and procedures of identifying skill gaps, training design and delivery style and employee perception towards training in Soft Drinks Bottling Companies in Enugu State.

1.3       Objectives of the Study

The main objective of the study is to investigate the effect of employee training on organizational performance with focus on the processes and procedures of selection employees for training. However, specific objectives of the study are as follows:

  1. To ascertain the extent to which selection procedure of employee for training affects organizational productivity;
  2. To determine the extent of effect of training design on employee productivity;
  3. To ascertain the extent to which training delivery style affects employee productivity;
  4. To find out the relationship between employee perceptions of training and organizational productivity; and
  5. To determine the extent to which employee training affects organizational performance.

1.4       Research Questions

The research questions were drawn in line with the objectives as follows:

  1. To what extent does selection procedure of employee for training affect organizational productivity?
  2. To what extent does training design affect organizational performance?
  3. To what extent does training delivery style affect organizational performance?
  4. What is the relationship between employee perception of training and organizational productivity?
  5. To what extent does employee training affects organizational performance?

1.5       Hypotheses

To achieve the objectives of this study, the following five hypotheses were formulated for testing.

Ho: 1    Selection procedure of employee for training does not have a high effect on organizational productivity.

Ho: 2    The extent to which training design affects organizational productivity is not significant.

Ho: 3    The extent to which training delivery style affects organizational productivity is not significant.

Ho: 4    There is no substantial relationship between employee perception of training and organizational productivity.

Ho: 5    The extent to which employee training affects organizational productivity is not significant.

1.6       Significance of the Study

The significance of this study cannot be over-emphasized and can be viewed from the following perspectives.

  1. The study will help the top management in taking strategic decision that affect training and development for the overall growth of the industry;
  2. Members of Staff of the two manufacturing industries to be used as case study will have adequate knowledge as to the importance of training and why it is necessary that they are trained from time to time;
  3. The study will help the Human Resource Department in proper planning and execution of training and development programmes;
  4. Future researchers will also find this work very useful as reference materials for further studies;
  5. The study will be useful to the researcher as it will help her in actualizing her dream and lead her to the completion of M.Sc. program in Management.

1.7       Scope of the Study

The study focused on the investigation of the effect of employees training on organizational performance. The study was delimited to training and development programmes, employee training design and delivery style, post-training performance evaluation of training on organizational performance.

The geographical scope of the work is Enugu State in the South-east of Nigeria. The only two soft drinks manufacturing companies located in Enugu State were chosen for the study. They are: Nigerian Bottling Company Plc and 7UP Bottling Company Plc.

The field work for this research was conducted between August and September, 2012.

1.8       Limitations of the Study

The following constraints were encountered in the course of this work.

  1. Lack of reliable data: The Respondents’ unwillingness to give out available and reliable data was major constrain in the course of the study.
  2. Dearth of Research materials: The researcher was constrained in the search of research materials. Most current books and journals on the related area are not free, and so the researchers was limited to those materials she could afford.
  3. Measure used to collect data: Secondary data would have been more appropriate for the post-evaluation analysis, but because it was difficult to separate and link percentage (%) increase in turnover to employee training, primary data was used.
  4. Self-reported data: Self reported data was a major limitation of the study, because it rarely can be independently verified. The researcher had to take what the respondents said at face value.

Nonetheless, with available data and judicious use of the limited resources, reasonable analysis was carried out to ensure that research findings add up to the body of knowledge.

1.9       Operational Definition of Terms    

Delivery style     –       This is a set of a systematic processes designed to meet learning objectives related to trainees’ current or future jobs (Simmering, M.J., www.referenceforbusiness.com).

Training design –        This is the process of creating a blueprint for the development of instruction for a training for positive impact (O’Toole, S., eHow Contributor).

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ASSESSMENT OF THE EFFECTS OF JOB DESIGN AND STAFF TRAINING ON EMPLOYEE PERFORMANCE IN NIGERIA

Abstract

Poor job design and staff training breed poor employee performance respectively, while the reverse is usually the case when jobs are well (re)designed and staffs are well (re)trained. Job design and staff training effect employee performance in organizations. They work likewise for organizational performance and productivity. The effect, positive or negative, depends on the nature/kind of job design and staff training system operated, developed and applied in organizations. In spite of the invaluable role of  these duo job and human resource management characteristics/models, only about a few institutions, firms, corporations and institutions take them seriously and practice them accordingly in Nigeria, as it has been proven that they are still low, insignificant and less paid attention to. Consequently, many organizations, private and public (the latter more), rarely experience  high or due employee performance, which in turn results to low output, poor organizational productivity and goals realization, low performance, job dissatisfaction, inefficiency and various other staff and job issues. Measures like gender mix, effective managerial/administrative control, staffing and staff appraisal, on/off-the-job trainings and effective/regular training development, training the trainers,  job enrichment and modification, organizational support and justice, job autonomy, among others, are the requisites  for employee performance. The descriptive and analytical survey method along with the qualitative approach, simple percentage and coding was adopted for the study, following its nature and preoccupation. Both primary and secondary sources were employed in sourcing data. The former basically involved questionnaire and interview, while various written library materials constituted the latter sources.

 

CHAPTER ONE

1.0 Introduction

This chapter constitutes the research proposal of the research entitled: ‘Effects of Job Design and Staff Training on Employee Performance in Nigeria’. It is made up of study background, problem statement, purpose, significance, questions/hypotheses, scope and limitation and definition of terms. Therefore, this chapter forms the foundation and justification of the study.

1.1 Background to the Study

A well-designed job usually fosters employees’ well-being, commitment and performance (Bakker and Demeroutic, 2013; Hackman and Oldman, 1980; Parker and Wall, 1998). It is therefore not surprising that in recent years, researches have begun examining which job characteristics contribute to employee well-being, performance, satisfaction and commitment, and which are likely to increase job stress and the otherwise. Together, the characteristics of a job constitute the job design (Tims and Bakker, 2014). In more specific terms, job design describes how job tasks and roles are structured, enacted and modified and what the impact of these structures, enactments and modifications are on the individual, group and organizational outcomes (Grant and Parker, 2009:5).

According to Tims and Bakker (2014:131), for more than 60 years, job design theories have guided scholars and practitioners to describe, explain and change the work experiences and behaviors as well as employees. Job design is approached as a top-down process in which the organization creates jobs and, in turn, selects people with the right knowledge, skills and abilities for these jobs. When employee’s experience (e.g. job/work engagement) and behaviors (e.g. performance) tend to decrease, the management is bound to redesign the jobs of their employees. For examples, one reason for job redesign may be that management notices that absenteeism among certain employees is relatively high. After talking to the employees, company specialist(s) and Human Relation (HR) professionals may find out that the job is too demanding for the employees and needs to be changed. Another reason for job redesign may be the introduction of say a new machine that (partly) replaces the work of employees. The job of these employees may be redesigned to include another task such as maintaining the machines (Tims and Bakkers, 2014: 131).

The way the job is (re)designed strongly influences how employees perceive their job and, in turn, how they perform their duties (tasks). Managers and researchers became interested in the influence of job design on employees’ behaviors and attitudes when it was gathered that changes in the work environment were accompanied with changes in employees’ attitudes and motivation. For example, over a century ago, the scientific management approaches (Taylor, 1911) and the introduction of the assembly line at Ford in 1914 strongly promoted job simplification. Employees’ jobs change from, for example, building a complete car to assembling only parts of the car, and these job changes had a considerable impact of motivation.

In an era of knowledge economy like ours now, successful workplaces are likely to be those which use and develop the skills of their employees technically through good job design mechanisms that effect employee performance and organizational productivity. There exist various works on job design in general, a few on manufacturing companies, especially those outside Nigeria and seeming nothing significant on both manufacturing companies and others in general in Nigeria, especially in supposed industrialized and commercial areas like Calabar, Uyo, Makurdi, Gboko, Kano, Onitsha, Aba, Ibadan, Port-Harcourt, Warri, Asaba, etc.

Also, the positive effects of staff training in both public and private organizations cannot be over-emphasized. Staff training impacts positively on employees’ performance as well as organizational manpower productivity. It has both individual and organizational development potentials, opportunities, efficiency and propels innovation, on-the-job learning and impact and standard service delivery. Trained staffs get improved and usually perform better. It is a means of job enrichment, job satisfaction and job commitment, which produces desired employee performance (Lunenburg, 2010; Saleem et al., 2012).

In the course of training while on a job, staffs learn new techniques, knowledge, intrigues and modalities with which effective performance arises and thus better output.  Next, social and public/inter-relations between and among staffs abound with various prospects. Training and retraining of staffs of both public and private establishments is imperative, particularly in the Third World nations like Nigeria, where there is high rate of illiteracy, poor knowledge of modern means of living, corruption, poor manpower and technological skills/advancement, among many others. As such, effective staff training and retraining in Nigeria is a dire necessity so as to key into it and realize targeted organizational goals and objectives, betterment, development, innovation and efficiency.

Therefore, the dire need for this study to clarify the myths, tales, perceptions and realities of  job design and employee performance, on one hand, and staff training, on the other, in  Nigeria is imperative, and thus gave rise to this study. Concerned organizations/institutions stand to benefit immensely from this study, if the findings are adopted, taken seriously, implemented and sustained therein.

1.2     Statement of the Problem

The scourging problems that bedevil many organizations in Nigeria, including low employee and organizational performance cum productivity, inefficiency, poor/lack of technical-know-how, negative workplace politics, etc. are traceable to lack of/low staff training. This is very worrisome. Job design influences employee performance in several ways, positively or negatively, depending on how the job is designed. The job design of both private and public organizations influences their employees’ performance and organizational productivity likewise. Employee’s talents and insight can design productivity, improvement and innovation. Job design can ensure that skills are effectively used as well developed in the workplace.

In spite of the immense benefits, potentials and prospects of jobs design, only a very few organizations/institutions in Nigeria practice or give attention to it, thus making it a wasted resource in the struggle to improve competitiveness and employee well-being. Many workplaces (organizations) are characterized by a waste of employees’ talents. Job design should be considered a high priority issue for managers and policy-makers alike. This also applies to staff training in Nigeria, especially in public organizations/institutions, whereby staffs are mostly poorly trained and retrained all because of workplace politics and being economical to avoid spending on training the staff.

 In sum, the gross negligence, inappropriate, ineffective and misplacement of job and poor staff training by most organizations in Nigeria constitute some academic and managerial worries (problems) that deserve a work of this kind. This study rises to this challenge, with a view to proffering scholarly solutions to these rising inherent problems associated with job design and staff training, which adversely affect employee performance in organizations.

1.3     Purpose of the Study

This study is intended to:

  1. Explore job design and staff training effects on employee performance in Nigeria;
  2. Examine the nature and kind of job design and staff training operated by the concerned institutions in Nigeria;
  3. Examine the extent of staff training in Nigerian public and private institutions;
  4. Trace the problems that arise from poor/lack of staff training and job design in such Nigerian institutions/organizations;
  5. Describe the commonly obtained effects/impacts of job design and staff training in Nigeria;
  6. Scholarly project better efficacious measures of job design and staff training on employee performance.

1.4     Research Questions

The following research questions have been designed to guide this study:

  1. How and at what extent do job design and staff training influence employee performance in organizations?
  2. What are the commonly obtained effects– negative or positive– of job design and staff training on employee performance in Nigeria and to what degree are they applied efficaciously?
  3. What are the job design and staff training related problems in Nigeria?
  4. How best can job design and staff training be evolved, improved and sustained and employee performance likewise in organizations?
  5. To what extent can the emerging trends associated with job design and staff training  as well as employee performance in Nigeria be addressed?

1.5     Research Hypotheses

The following are the research statements of hypothesis, stated in null and alternative forms, whereby Ho represents null form, while Ha represents alternative form:

Ha1: Job design and staff training have no effects on employee performance in Nigeria.

Ho1: Job design and staff training have significant effects on employee performance in organizations/institutions.

Ha2: The kind and nature of job design and staff training operated in Nigeria have little or no effects on employee performance.

Ho2: The nature and kind of job design and staff training operated in Nigerian firms/organizations have so much effect on employee performance.

Ha3: There exists no significant link between job design and staff training and employee performance in companies/organizations in Nigeria.

Ho3: There exists a significant link between job design and staff training and employee performance in companies/organizations in Nigeria.

1.6     Significance of the Study

The need for this study cannot be over-emphasized. To start with, it will bridge the underlying knowledge on these duo work and management phenomena, and thus expose many to the intrinsic of job design and staff training towards effective employee performance in companies/organizations as well as becoming conversant with how best to address workplace problems like low/poor employee performance, job dissatisfaction and others.

Also, this study shall be of immense benefits to those directly concerned, such as law- makers/policy- makers, managers, job experts, entrepreneurs, administrators, business planners, professionals, researchers, educators and students. As such, it shall serve as a blueprint to the management of both private and public organizations/firms in better decision-making regarding job design and staff training and employee performance. The study lacuna shall be filled by other interested scholars/researchers, who would undertake further studies on this subject matter and related ones. It shall thus serve as a research material to such researchers and students. And, through its findings, it shall address unemployment, job issues and staff inefficiency to some extent and as well equip many with the due positive techniques of job design and staff/manpower that adversely affect employee performance.

1.7     Scope of the Study

This research solely centers on the effects of job design and staff training on employee performance in Nigeria. It thus leaves out other closely related aspects and scopes of job design and staff training. It concerns both private and public firms/institutions involving staffing, training and job management. The concerned departments in such firms/institutions are basically Management/Administration, Human Resources, Labor/Manpower Personnel, Establishment, Registry and Information Departments/Units.

1.8     Limitation of the Study

This research would have been broadened more than this in scope but for several challenges that confront a thesis of this kind. The factors include:

  1. Time constraint: Since it is time-framed, rash and rush set in so as to beat the time.
  2. Logistic problems: Poor or insufficient information materials and centers, transportation challenges, and lack of basic amenities like electricity, among others, constrained this study to its structured scope.
  3. Lack of finance: Since the researcher has no source (s) of earning yet, going beyond this scope is more cost-demanding, which could hamper its completion.
  4. Human factors: Poor responses from and the unwillingness of the respondents and the researcher’s human errors and research short-comings formed another limitation to the study. And, other natural factors like psychological state (tiredness, hunger, distractions, etc.), linguistic performance errors and other unforeseen circumstances were likewise.

1.9     Definition of Terms

For clarification as well as easy understanding, our core keywords are explained hereunder:

Effects: Positive or negative outcome, result, impact or influence of something, here, job design and staff training

Job Design: The management modalities systematically evolved, set out and enforced for workplace effective results towards realizing organizational goals

Employee Performance: The output of the manpower commitment at workplace as a show for job satisfaction and organizational support

Staff Training: The practice of engaging staff in different innovative activities and programs that would make them to learn and acquire new professional skills towards better performance

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ASSESSMENT OF WOMEN PARTICIPATION IN POLITICS

Chapter One

Introduction

1.1 Background to the Study

In the third world countries and Nigeria in Particular, women seem to be at the center of any development activity. Women sustain mold and nurture life in every home, community and human society in general. Their activities and actions play very important role in the development process of our great country Nigeria there can be no proper definition of national development without the contribution of women to that development. Despite the immeasurable success recorded by women in other fields, very little attention is giving to them in politics. In Nigeria democratic leadership pattern has been constitutionally enforced irrespective of the gender and position in question. Yet gender issues has been in serious debate and discussion especially as it affects women politically even though women constitute about half of the population of the Nigerian State by the 2006 census.

In man’s primitive days, there was a high primitive division of labor between man and woman, men are recognized as the stronger sex, were to hunt for food while women the weaker sex played the primary role of looking after the children at home.

Gender role differentiation in human society has prescribe subservient roles for women, the belief being that lack the capacity of executing certain task considered to be the exclusive preserve of men. This practice persisted via the ages. Men naturally assumed the sole responsibility of performing outdoor more for physically and mentally demanding task while the domestic chores were reserved for the women.”

Dickson (1999) opines that civilization and the global shift in the world’s economy from mere subsistence to the more sophisticated technology driven economy, have modified traditional gender roles subsequently, there is little left to hunt, and professionals do the warning but still grow the food. In spite of the transformation of the human society, that has been occasioned by the new advances in technology, and has placed the male gender on the part of professional careers, the female gender has been left to wallow in the sordidness, squalor and cocoon of traditional feminine roles. The potentials of women as partners in the productivity of the human society are yet to be widely acknowledged and duly recognized. The outcome of this condition is widespread discrimination.

The fact that some cultural believes discourages women from participating in active politics, this implies that for women to participate in active policies: they have to be socially and politically empowered. Social empowerment means guaranteeing women freedom from all oppressive and discriminatory social and cultural practices and the value system that relates women to the background. In Yobe State, such practices facilitated woefully in impending the participation of women in politics. The more women are economically buoyant the better their ability for effective participation in polities.

In a presentation on Africa women, men, feminisms and masculinities: towards liberating all Africans at 36 Brixton road, London sw9 7DA (Ama, 2013). Presented that in traditional African society, particularly the pre-colonial era, the relationship between women and men had a chequered history that characterized the existence of three types system. The matriarchal system: that is female superiority; egalitarianism in which men and women shared power through their various roles and the emergence of male superiority and the consolidation of men’s power and control which constitute the most prevalent system. Part of this consolidation processes has been the development of the division of labor on the basis of gender, various restrictions on women’s effective participation in polities and the growth of an elaborate ideology of female subordination and submissiveness reflected in the social norms ethnic, taboos and customs. Despite their limitations, women have been able to make valuable contributions to the development of their nations.

With the advent of colonialism in Africa: modernization was introduced, it was expected to improve the standard of living, with women, men and children all benefiting. However, the changes and new technologies led to greater opportunities for men with women finding themselves in less advantageous position, the inequality of opportunities and treatment has had an adverse effect on the effective participation of women and in politics in the region and widened  between men and women in various spheres of development.

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