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EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON WORKER’S

EFFECT OF MANPOWER TRAINING AND DEVELOPMENT ON WORKER’S PERFORMANCE: A STUDY OF KADUNA STATE CIVIL SERVICE COMMISSION

ABSTRACT

This study seeks to examine how training and development programme have affected workers performance in the Kaduna State Civil Service Commission (KSCSC). Manpower training and development is meant to improve workers performance in an organisation, but despite the efforts put forward by KSCSC to train and develop it staff, their performance is still low. The aim of this study is to find out why there is low performance despite the training programme, and also to find out how poor funding could affect the training programme. It was hypothesized that; “there is no significant relationship between manpower training and development and workers performance in KSCSC ”, that, “there is no significant relationship between the procedures used in selecting staff for training and the effectiveness of the training programmes”, and “there is no significant relationship between insufficient funding and poor manpower training and development programme in the KSCSC”. Related literatures were reviewed and an empirical study was also carried out. The Donald Kirkpatrick’s four level of learning model was adopted for this study. The questionnaires administered on the members of staff of the KSCSC were analysed using the chi-square statistical tool of analysis. Based on the analysis, the three null hypothesis formulated were rejected while the alternate hypotheses were accepted. The major findings include: training has a positive impact on worker’s performance, the procedures used in selecting staff for training affected the result of the training programme and insufficient funding led to poor manpower training programmes. The researcher recommends that, the procedures used in selecting staff for training be based on the commission’s need and the commission should source for funds through investment to augment government’s allocation.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The human resource available to any nation constitutes the most important assets to that nation. All other resources namely money, machines, information, time, technology et cetera, are inanimate and therefore need to be activated by human resources. Manpower is the basic resource that is used in converting other resources to benefit a nation. So how well a nation develops it human resources is fundamental in deciding how much it could accomplish as a nation. Even in the developed world where the uses of machines are at an advanced stage, manpower is still very vital. The Nigerian government cognizant of this fact, has overtly encouraged the establishment of many institutions for the training and development of manpower.

In other words, the quality of human resource in an organization is very important as its determines whether or not the organization will be successful. As observed by Likert (1961), the activities of many enterprise are initiated and determined by the persons who make up that institutional plants, offices, computers, automated equipment and all else that a modern firm uses except for human effort and direction of all the tasks of management, managing the human components is the central and most important task, because, all else depends on how well the human resources is developed.

Considering the tremendous importance of human resources in an organisation, every organisation therefore places great emphasis on training and development. This is in a bid to turn potential human resources into actual resources. Education provides people with knowledge, training, orientation, spirit of initiative and social responsibility which enable them to do the job of development in the circumstances in which they find themselves. There is no other way of achieving organizational goals and objective than through proper training and development which enhance optimal utilization, productivity, commitment and motivation of workers.

Nwachukwu (2005), observes that, employee productivity is a function of ability will and situational factors. An organization may have employees of ability and determination, with appropriate equipment and managerial support yet, performance falls below expectation. This is due to the fact that, they lack adequate skills, and knowledge which are acquired through training and development. Training and development could be in various forms, which include induction courses, conferences, on-the-job training, seminars and other practical methods of staff training.

Manpower training and development policies are therefore the vital ingredients for organizational advancement. Organisation exists and grows because it provides the community needs, to do this, the organisation must function at an optimum level of productivity. Its efforts, success or failure depends on the ability of the organisation to train and develop its manpower into productive, competent and skilled work-force which is capable of and willing to work towards the realization of these objectives. Manpower training and development has for long been one of the functions performed by the management, but was not given serious attention by some organisations. Many employees have failed in organisations because their need for training was not identified and provided for by the management. This reduced the performance within such establishments. This shortcoming has been attributed to poor and ineffective policies on training and development. Where there is a good and effective training and development programme and this programme is adequately administered, it could go a long way in improving productivity because training increase workers morale, improves coordination, reduces labour turnover and also it reduces cost, thereby increasing performance.

According to the guidelines for training in the Kaduna State Public Service (2005), training will be discharged by the Bureau of Establishment management services and training, that government have approved that the Bureau shall take full and overall responsibility for the management of training in the state public service. This in effect is to improve the skills and knowledge as well as increasing technical potentialities of the workers in the Kaduna State Civil Service Commission. To achieve its training and development goals, the Commission needs to go extra miles in encouraging its employees to undergo different forms of training. New employees therefore need to undergo training while existing employee must be developed from time to time so as to improve productivity.

This study, seeks to find the relationship between employee training and development in Kaduna State Civil Service Commission and employee performance, if training and development and its administration as its concerns the employees, affects their performance in the Commission. As Terraco and Swenson (1998) observed, there is a positive relationship between employee development and organizational performance, with organizations which offer an array of learning opportunities enable employees to perform better in their jobs which in turn enables the organisation as a whole to perform better as well.

1.2 Statement of the Research Problem

Organisations are usually established to achieve defined goals and objectives. The success or otherwise of an organisation, to a large extent, is determined by the effectiveness of its manpower policies. Manpower training and development forms an integral part of any organization that wants to succeed because, it is the knowledge and skills of the employees in the organization that will determine the extent to which resources potentials may be put to work.

In Nigeria, the manpower policies of most organisations are in-accurate especially when it concerns training and development. This is the same in the civil service, and this affects performance generally.

The Kaduna state civil service commission was established to appoint, promote and to discipline staff within the state civil service. To achieve this, the commission need to put in place an adequate training and development programme which will assist in producing skilled manpower required to carry out the necessary activities in the commission. The commission in line with the above has the following training and development objectives;

To improve the necessary knowledge and skills of its workers for the efficient performance of their official duties.
To develop the academic/professional and technical potentials of officers, in order to prepare them for higher responsibilities in their chosen career.
To produce a corps of highly specialized, talented and motivated officers for the efficient execution of government policies and programmes.

Judging from the above training objectives, the performance of workers in the commission should be up to expectation if really they receive the required training and development, as observed by Nwachukwu (2005) that, employee training and development are at the heart of employee utilization, productivity, commitment, motivation and growth. Thus, performance in the Kaduna state civil service commission is a function of training and development programmes of the commission. The question that comes to mind is, if the commission has a training programme with good objectives, has the implementation of this training programme been able to meet the objectives? Because, in Nigeria, organizations have policies on human resources training and development, but these policies are formulated in such ways that, they are not easily accessible to those employee for which it is intended to improve.

Apart from the fact that the need for most employees training have not been identified and provided for, the issue of funding of training programme is a factor that have crippled most training programmes in organization, Kaduna State Civil Service Commission (KSCSC) inclusive. There are situations where a number of employees exist in an organization, but there are no provisions for their training and development to enhance the efficient and effective linkage to their jobs. If organizations have employees of ability and determination, with appropriate equipment and managerial support, without adequate skills and knowledge which are acquired through training and development, performance will be below expectation. From the foregoing, the questions that are fundamental to this research work are;

How has the manpower training and development programme effected workers performance in the KSCSC?
How has the system for selecting staff for training causes setback to manpower training programme in the commission?
How has the issue of funding of training programmes affected the training activities in the commission

1.3 Objectives of the Study

This seeks to examine how training and development policy in Kaduna State Civil Service Commission has affected workers performance in the Commission. The study also attempts to achieve the following specific objectives:

To find out how the system for selecting staff for training has affected the training programmes.
To find out the sources of finance used in training staffs in the Commission.
To find out the extent to which training and development affects workers performance in the commission.
To recommend solution the problem facing manpower training and development in the commission.

1.4 Hypotheses

Hypothesis is a tentative statement subject to verification, validation or otherwise, meant to serve as a guide in a research work. For the purpose of this research work, the following hypotheses has been formulated;

i. H₀: There is no significant relationship between manpower training and development and worker’s performance.

Hi: There is significant relationship between manpower training and development and worker’s performance.

ii. H₀: There is no significant relationship between the procedures used in selecting staff for training and the effectiveness of the training programmes.

H₁: There is significant relationship between the procedures used in selecting staff for training and the effectiveness of the training programmes.

iii. Ho: There is no significant relationship between insufficient funding and poor manpower training and development in the Kaduna State civil service commission.

Hi: There is a significant relationship between insufficient funding and poor manpower training and development in the Kaduna State Civil Service Commission.

1.5 Scope and Limitations of the Study

The scope of this study is to examine staff training and development in Kaduna State Civil Service Commission as it affects workers performance in the Commission, between 2007 and 2011.

A lot of factors serve as limitations and constraints to any research work. These could be geographical, economical, political, physical and other abstract factors in the environment. In the course of this research, the major setback is lack of documented records of staff training programmes in the Commission, as the researcher could not lay hands on any records concerning staff who have undergone training in the commission within the period understudy. Another setback faced by the researcher is the use of questionnaires, as the responses could have been manipulated by respondents. The researcher is recommending that, future researchers should apply the instrument of interview in gathering primary data for their research.

The research results, findings and recommendations are based on the assumptions of the responses of the respondents and the printed documents available to the researcher from the commission.

1.6 Significance of the Study

This study determines to make necessary recommendations that would help the Kaduna State Civil Service Commission on how to evolve an effective and efficient personnel training and development policy which is vital for the realization of the Commission’s goals and objectives. This study also seeks to add to existing literature on personnel training and development if any in the commission. This study will also be useful in the areas, as it will assist researchers and students of personnel management who may want to undertake a similar study. Finally it will assist personnel managers, who desire to come out with effective and efficient manpower training and development programmes in their organisation.

1.7 Methodology

The methodology of this study focuses on sources of data collection, method of analyzing the data collected, population/sample size of the study as well as administration of questionnaires.

1.7.1 Sources of Data

In order to evaluate training and development as it affects performance in Kaduna State Civil Service Commission, the researcher use two instruments of social science investigation:

Documentary source (secondary sources);
Interview and questionnaire (primary sources).

1.7.1.1 Primary Sources

The major instrument we used to collect and assemble primary data for this research work is systematic observation which is being achieved through interview and administration of questionnaire.

1.7.1.2 Secondary Sources

Much useful information related to this study is derived from published works which serve as source of secondary data. These include published materials, journals, reports, statistical data etc. The following information will be obtained through these sources;

The commission staff training and development programmes and objective;
Achievement of the commission in its staff training and development programmes within the period under study.

1.7.2 Population/Sample Size of the Study

The population size is the total number of workers in the commission, while the sample size is a portion of the population which the researcher intends to use as representation of the total population.

The total population of the commission as at when the researcher visited the commission was 91. The researcher use 68% of the total population which is;

68_ x 91 100 1 = 61.8 = 62 This can be represented on table as:

Table 1.7.2

Population sample and sample size of the study

S/n	Description	Total population	Sample size of 40% to the nearest whole number
1	Senior staff	56	42
2	Junior staff	35	20
	Total	91	62

Source: Kaduna State Civil Service Commission Staff Record, 2012.

1.7.3 Method of Data Presentation and Analysis

The primary and secondary data collected will be transformed into new and relevant functions through proper analysis. The researcher used qualitative and quantitative method of analysis, but with more emphasis on the quantitative method through tables, mathematical calculations, questionnaires and percentage and the Chi-Square statistical tool of analysis to facilitate easy comprehension to future researcher on this research work.

1.7.4 Administration of Questionnaires

The questionnaire designed for this study is administered using the random sampling technique on the employees in the Kaduna State Civil Service Commission. Sampling as used here refers to the procedure by which the researcher takes a portion of the total population.

The researcher administered questionnaire on 68% of the total number of workers of the civil service based on a random sampling system. This is a random sampling of 62 selected staffs of the commission.

The questionnaire was divided in a manner in which 42 were issued to senior staff and 20 to junior staff.

Table showing questionnaire administered on staff of KSCSC.

This is represented in the table below:

Description	Number of person	Number of questionnaire
Sample size	62	62
Total Returns	59	59

Table 1.7.4

Source: Research survey, 2012.

The questionnaires were designed and administered by the researcher to the respondents. The respondents were given a time limit within which to fill the questionnaires. The questions contained therein are of different types and structure.

The researcher used a close ended questions that is, the use of options. The reason for this is to;

Help ensure that answers are given in a frame relevant to the purpose of the enquiry;
Give broad coverage of question thereby providing greater information as required by the investigation.
Give room to standard questions which are simple to administer, quick and easy to analyse.
Enable easy tabulation of answers.
Make clear the dimension along which answers are sought.

1.8 Definition of Key Concepts

1.8.1 Staff/Manpower

This refers to the quality and quantity of human labour force that is available within an economy or government as well as an organisation at a particular point in time.

1.8.2 Training

According to Nwachukwu (2005), training is organization’s effort aimed at helping an employee to acquire basic skills required for the efficient execution of the functions for which he was hired.

1.8.3 Development

Nwachukwu (2005), sees development as the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

From the above definition, we can look at development as the process of broadening employees perceptions, views and out-look in preparation for greater responsibilities.

1.8.4 Performance

Oxford Advanced Learner’s Dictionary (2000) defined performance as how well or badly something works, the act or process of performing a task, an action etc.

This is also referred to individual employees productivity, it aim to attain output from economic application of resources to maintain efficient operation in all activities and from all laid down rules in a marketing or manufacturing programmes.

1.8.5 Civil Service Commission

Civil Service Commission is a government department in the Civil Service that is constituted by legislature to regulate the recruitment and working conditions of Civil Servants, oversee, hiring and promotion, and dismissal of civil servant.

1.9 Plan of the Study

This study is divided into five chapters. The first chapter contains a general background on staff training and development and the problems inherent in staff training in the Kaduna State civil service commission. This chapter also contain the objectives of the study, hypothesis to be tested, scope and limitations of the study, significance of the study, methodology of the study, definition of key concept used in the study and the plan of the study respectively.

Chapter two consist of literature review on manpower training, objective of manpower training and development, the types of training, the importance of training and development to employee and organizational performance. Empirical study of Training and development was also discussed. The last part of this chapter is the theoretical framework of the study.

Chapter three consist of introduction, origin of Kaduna State Civil Service Commission, objectives of the Commission, the structure of the commission, function of the department major problems facing the Commission and solutions to the problems.

Chapter four consists of the presentation and analysis of data, analysis of returned questionnaires and major findings.

Chapter five which is the last chapter in the study contains the summary, conclusions, recommendation and references.

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THE EFFECT OF REWARD SYSTEMS ON CORPORATE PERFORMANCE (A CASE STUDY OF ZENITH BANK, KADUNA SOUTH)

ABSTRACTS

The inability of the management of Zenith Bank Nigeria Plc, Kaduna South, to effectively reward their employees necessitated the determination of the effect of reward system on the performance of the organization. Survey research design was used for the study, the data collection tool employed by the researcher was the questionnaire, a population of 28 respondents were used for the study, complete enumeration sampling was adopted because the population was a manageable size and the chi-square statistical tool was used to analyse the collected data. The findings of the study revealed that intrinsic and extrinsic rewards impacts employee performance. It was against this back drop that the researcher concluded that effective reward system impacts the performance of employees in Zenith Bank Nigeria Plc, Kaduna South, Kaduna State. Based on that, the researcher recommended that the management of the organization of study should redesign the present reward system, employ the usage of joint consultation between management and employees so as to determine the most effective reward strategy and the usage of intrinsic and extrinsic rewards as it positively impacts the performance of the organization.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Paying employees for productivity has been the cornerstone of industrial and business development for centuries. Financial reward has always been important in managing employee’s performance, but over the last 25 years other elements of compensation have developed to provide employers with a broad scope to reward, and thus motivate employees. Armstrong and Taylor (2010) states that performance is defined as behavior that accomplishes results. Performance management influences performance by helping people to understand what good performance means and by providing the information needed to improve it. Reward management influences employee performance level which can on the long run foster the actualization of an organization’s goals and objectives.

The purpose of this research study is to attempt to identify how these reward systems impacts employee performance in an organization. Torrington (2011) describes the importance of workplace rewards as clearly central to the employment relationship. While there are a lot of people who enjoy working and who claim they would not stop working even if they were to win a big cash prize in a lottery, Most people work hard because of the nature of the reward system used in an organization. How much employees are paid and the nature of reward system used to reward deserving employees is essential (Torrington, 2011)

The rewards that we apply to both individual and team performance is critical in determining how effective employees are. Wilson, (2003) describe rewards and their purpose as including systems, programmes and practices that influence the actions of people. The purpose of reward systems is to provide a systematic way to deliver positive consequences. Its fundamental purpose is to provide positive consequences for contributions to desired performance. Defining the concept of human resource management in the mid-1980’ led to a greater appreciation for the value your workforce could make to the overall business goals of the organization and how it could be groomed and cultivated to add most value to competitive advantage. This made the usage of effective reward systems necessary. Weightman (2004) argues that “the importance of reward management is to ensure the optimum performance of employees .”

Rewarding employees is associated with the motivation of the workforce of organization for better performance. However, what type and mix of rewarding tools to use is a challenge for organizations. Several studies have demonstrated that rewards have positive impact on employees’ commitment level. It is one of the factors that increase employee engagement in the workplace, which is the key element in the work performance (Furtado, 2009).

It is the concern of organizations all over the world to adopt effective human capital strategies to enhance their productivity. It is clear that employee’s productivity in the expanding organization is a key factor in a organization . Employees technically known as human resources in modern organization are rightly considered as the most important assets for banking industry success, (Lawler & Worley, 2006).Therefore, effectively rewarding them is important.

The rationale behind the use of reward to employees is that motivated employees become satisfied in terms of fulfilling their wants, both financial and non financial; failure to do so, employees will be tempted to leave the organization. (Azasu, 2009). On one hand, some employees prefer receiving intrinsic rewards in terms of praise and recognition for certain work accomplishments, while other employees are happy with extrinsic reward in terms in salaries, bonus and incentive offered to employees (Lawler, 2008, Sajuyigbe, Bosede & Adeyemi, 2013)

1.2 STATEMENT OF THE PROBLEM

The basic aim of every business organization is to achieve objectives, goals or targets successfully. Goals set by organizations will be in vain if much attention is not paid to reward of employees for successful accomplishment of set tasks. In other to achieve set goals and objectives successfully, there is the need to focus on different reward packages. Reward systems should be attractive to employees so as to ensure a high productivity level.

The researcher observed that the management of Zenith Bank Nigeria PLC, Kaduna South, Kaduna State has failed to adopt the usage of effective reward systems. This organization has failed to apply the usage of reward systems that aligns the need of the organization with that of employees. They have failed to apply the usage of extrinsic reward elements like money, remuneration, promotion and performance bonuses familiar to Nigerian employees. They do not use intrinsic reward packages like additional responsibilities and challenging jobs that can spur the performance level of higher level employees. This by extension has negatively inhibited the performance of this organization.

Employees are the life blood of every business organization; therefore their welfare should be of paramount interest to business organizations. If management does not invest much into the welfare of their workers, issues like low commitment to work, low morale and low productivity of employees are bound to evolve. This could directly impact the long term growth and survival of these business organizations and the banking industry.

The non-challant attitude of the management of Zenith Bank Nigeria PLC Kaduna South, Kaduna State towards effectively rewarding their employees cannot be ignored. It is against this back drop that this study seeks to ascertain it’s effect on organizational performance.

1.3 RESEARCH QUESTIONS

What is the reward system currently used in Zenith Bank of Nigeria PLC, Kaduna South, Kaduna State?
What is the view of employees on the reward system used by Zenith Bank of Nigeria PLC Kaduna South, Kaduna State?
What is the effect of extrinsic reward (remuneration, bonus, salary and promotion) on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State?
What is the effect of intrinsic rewards on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State?

1.4 OBJECTIVES OF THE STUDY

The broad objective of the study is to determine the effect of reward system on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State

The Specific objectives are:

To determine the reward system currently used in Zenith Bank Nigeria PLC Kaduna South, Kaduna State
To determine employee view of reward system used by Zenith Bank Nigeria PLC Kaduna South, Kaduna State.
To determine the effect of extrinsic reward (salary, bonus and promotion) on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State.
To ascertain the effect of intrinsic rewards on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State.

1.5 RESEARCH HYPOPTHESIS

The following hypothesis were formulated by the researcher:

Hypothesis 1

Ho: There is no significant relationship between the reward systems currently used in Zenith Bank and employee performance.

Hi: There is significant relationship between the reward systems currently used in Zenith Bank PLC and employee performance.

Hypothesis 2

Ho: There is no significant relationship between employees view of reward system used by Zenith Bank of Nigeria PLC and organizational performance.

Hi: There is significant relationship between employee’s view of reward system used by Zenith Bank of Nigeria PLC and organizational performance.

Hypothesis 3

Ho: Extrinsic reward (salary, bonus and promotion) has no significant effect on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State.

Hi: Extrinsic reward (salary, bonus and promotion) has significant effect on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State.

Hypothesis 4

Ho: Intrinsic rewards has no significant effect on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State.

Hi: Intrinsic rewards has significant effect on the performance of Zenith Bank Nigeria PLC Kaduna South, Kaduna State.

1.6 Significance of the study

The study was carried out to enable all staff, especially those in management positions of the organization of study to understand and appreciate the effect of reward system on employee performance.

The study will also be of immense benefit to other Nigerian business organizations as it will give them an insight of the effect an effective reward system has on the performance of employees.

The study will also be of immense benefit to students as well as future researcher who intend to carry-out a related study as it will serve as an existing body of knowledge.

1.7 SCOPE

This study is centered on the impact of reward system on the performance of Zenith bank Nigeria Plc, Kaduna South, Kaduna State as the organization of study.

1.8 LIMITATIONS OF THE STUDY

The following limitations were encountered by the researcher during the study:

Time Constraint: This posed a problem as the combination of the research work with other academic activities was not an easy task.
Respondent Apathy: This posed a problem as the employees of the organization of study found it difficult to divulge certain information. However, the researcher was able to overcome it by convincing the respondents to divulge the information.

1.9 ORGANIZATION OF THE STUDY

The study was organized into five chapters. Chapter one introduced the study by giving the background information on the research problem, objectives, the scope and limitations of the study. Chapter two dealt with the review of relevant literature and the theoretical framework of the reward system in organizations. Chapter three discussed the research methodology adopted for the study and relevant justifications. Chapter four presented the findings on the impact of reward systems on employees’ performance in Zenith bank PLC. Chapter five also presented the conclusion drawn from research findings and recommendations.

1.10 ORGANIZATIONAL CORPORATE PROFILE (HISTORY OF THE BANK)

Zenith bank was established in May 1990. It started its operation in July the same year. It became a Public Limited Company on June 17^th 2004. The bank currently has a share holder base of over one million and is currently the bank with the highest shareholders’ in Nigeria. Its head quarters are in Lagos. It has over 500 branches and business offices including the one located in Kaduna South, Kaduna State. The bank has built a brand as a reputable international, financial institution, recognized for innovation, superior customer service and performance.

1.11 DEFINITION OF TERMS

REWARD SYSTEM: This is group renewal structures responsible for incentive salience (i.e, wanting, desire or craving) pleasure (i.e, hedonic liking) and enforcement learning (i.e, positive reinforcement)

EMPLOYEE PERFORMANCE:

Employee performance is a composite assessment of how well organization employees performs on their most important parameters

CORPORATE PERFORMANCE ANALYSIS : This is a subset of business analytics/ business intelligence that is concerned with the health of the organization which has traditionally been measured in terms of financial performance . However, in recent years the concept health of corporate health has become broader

PERFORMANCE: This is the act of contributing ones measure to output and production

BANKING INDUSTRY: It is the section of the economy devoted to the holding of financial assets for others, investing those financial assets as leverage to create more wealth, and the regulation of those activities by government agencies.

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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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MANPOWER TRAINING AND EMPLOYEE PRODUCTIVITY

MANPOWER TRAINING AND ITS EFFECT ON EMPLOYEE PRODUCTIVITY IN THE PUBLIC SECTOR (A Case Study of Board of Internal Revenue Kaduna State)

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Initially in developing countries, the achievement of maximum output was given greatest emphasis with belief that; a rapid increase in output level can lead to achievement of development policy objectives. But, due to the experiences of most countries in Africa and Nigeria not an exception, the shortages of skilled and knowledgeable manpower constitute a binding constraint in executing development plans. This is leading to the failure in achieving higher productivity objectives in Nigerian economy most especially in the public sector organizations.

However, the researcher further observes that, development policies in any economy may likely not be successful without ensuring sufficient and adequately trained manpower is put in place. Not only that, but also to ensure that the trained manpower is fully employment appropriately. This may lead to higher productivity in an economy. The public sector is one of the largest sectors of Nigerian economy that provide jobs to citizens. In Nigeria, government is generating a lot of revenue from the public annually with the aim of providing essential services to the general public. Furthermore, in relation to the case study (Board of Internal Revenue), it is basic for the government to have resources required in running activities for enhancement of the quality of lives of its citizens. Thus, taxes have to be levied on all taxable people, individuals and corporate organizations.

In line with this, in order to attain aims of the public sector organizations, and also meet-up with the current technology developments, manpower training has to be embarked on. This is because; manpower training can lead to higher productivity in the organizations since it is the bedrock of every organization success.

According to Nyanwu (1997), Nigeria set up PEs (Public Enterprises) in all sectors of the national economy, because they were seen as the only way of attaining economic growth in the face of; inadequate entrepreneurial skills, shortage of investible capital, fear of foreign control of the national economy, and underdeveloped capital market. He further state that, during the oil boom era of 1970s, PEs total about 600 at federal level and 900 at state level. In the 1990s PEs accounted for 30 – 35 percent of GDP and large proportion of employment in the modern economic sector (Bureau of Public Enterprises, 1996). But it was later discovered that there are many hunches leading to poor performance of the PE sector among which is lack of manpower training.

Due to the economic problems and in particular, PE sector, it dawned on the federal government for solution to rescue the PEs. Consequently, the privatization and commercialization programme was conceived introduced by SAP (Structural Adjustment Programme). Another organization similar to SAP handling issue like this, is NEEDS (Nigerian Economic Empowerment and Development Strategy) introduced by Obasanjo Regime.

Various agencies are involved in tax policy administration in the country. At the federal level we have Federal Board of Inland Revenue (FBIR), Federal Inland Revenue Services (FIRS), Federal Tariff Review Board (FTRB), Federal Ministry of Finance, etc. while at the state level we have State Board of Internal Revenue (SBIR), State Internal Revenue Services (SIRS) and the Planning and Budget Department. Thus, there are at the federal, state and local government levels, Federal Inland Revenue Services, State Internal Revenue Service and Local Government Revenue Committee (LGRC) respectively. Each service has a board which is its governing body with responsibilities. Some of their objectives might include: Collect tax base on law by cheap means to actively encouraging compliance; Prosecute the tax laws very vigorously; Maximize tax collection by effective and extensive coverage of the country; and Maintain public confidence in integrating tax system through fairness and uniformity.

Therefore, in line with the above background, Kaduna State Board of Internal Revenue came into being by an Edict of 1997. The Edict derives its enabling power from section 9 of the Personal Income Tax Decree 104 of 1993 of the Military Regime. It states as follows:

“there is hereby established for the state a body called the board of internal revenue (hereinafter in this edict referred to as “the board”) whose operational arm shall be known and called internal revenue services (hereinafter in this edict referred to as “the state service”) which shall be a body corporate with perpetual succession and a common seal, and with a power to sue and be sued in its corporate name and acquire, hold and dispose of movable and immovable property”

Given the above background, the research work seeks to investigate manpower training and its impact on employee productivity in the public sector. This means that manpower and training of organization employees will be studied with emphasis on how the training administered to the employees may influence their productivity and the entire performance of the organization as a whole. The case study considered for this research work is Kaduna State Board of Internal Revenue. This is because the Board is being patronized by customers and offer services to both domestic and international investment.

However, the Board does not operate in isolation. This is because of the prevalence of numerous challenges offered by the contemporary government, business and financial world. Some of these challenges include: information technology (IT) and computer operation, project financing, government policies are among others in the PE sector like privatization and commercialization. The board is required to find ways forward for performance in line with the organization requirement for high productivity.

But the board productivity in practice may depend on the employees’ performance because it greatest worth and saddled with a lot of responsibilities, which may be impacted through manpower training and development or education to influence job performance. And the question of interest is; does manpower training have effect on employee productivity in the Board?

In addition, this research work is intended to establish some form of relationships between the effects of manpower training on employee productivity in form of 3 angles influential variables on the organization employees which include: knowledge, skills and attitude.

These influential variables are carefully selected for consideration because manpower training is aimed at changing the behavior of the organizations’ employees towards better job performance, improved productivity and the overall success of the organization objectives.

1.2 Statement of the Problem

In every organization, emphasis should be placed on manpower training and retraining in order to improve level of productivity, which will lead to achievement of goals or target. Any organization that neglects employees training and retraining may be said to encouraging failure. This is because; lack of training will lead to dropping of employees’ moral, competent as well as productivity. Not only that but also employee skills and innovation may decline and this will cause the entire organization to suffer a devastating blow in terms of manpower strength, which may lead to un-attainment of target or goals. Therefore, in this research, the researcher intends to examine the important of organizational performance in relation to manpower training, retraining and development. The research work will also come up with recommendations, which may provide solutions to public sector organizations personnel department problems. This could be in terms of relevance and need for manpower training particularly in to the Kaduna State Board of Internal Revenue .

1.3 Objective of the Study

The following are the objectives of the study:

To examine the processes, methods and attainment of manpower training of employees in the public sector.
To examine the process, methods and attainment of employee productivity in the Public sector.
To discover the effect of knowledge on employee productivity in the public sector.
To discover the effect of skill on employee productivity in the public sector.
To discover the effect of attitude on employee productivity.
To establish relationship between the effect of knowledge and skill on employee productivity in the Public Enterprises.
To establish relationship between the effect of knowledge and attitude on employee productivity.
To establish relationship between the effect of skill and attitude on employee productivity.

1.4 Significance of the Study

The significance of the study includes the following:

The Board used as a case study and other interested parties might make and improve rules and regulations responsible for;
Encouraging manpower training of the Board employees to increase performance and employee productivity.
Holding the Board employees accountable for their inactions and performance of tasks.
Ensuring strict compliance with spelt out positive measures against deviations from the organization precepts and standards of job performance.
Clear delegation of responsibilities to subordinate employees in the Board.
Encouraging team work, collective participation and adequate rewarding of the organization employees based on outstanding job performance or merit.
The Board and other interested parties may find reasons to appreciate the practical relevance manpower training in the public sector to facilitate employee productivity and realization of objectives as well as comparison of industry performance and benchmarking.
The Board and other interested parties may encourage the selection of most suitably qualified personnel’s to perform tasks, given the personnel’s background, study and history in promoting professionalism.
Government or managers, researchers and other interested readers of this research work may find the study interesting too. This is because the research topic is treated in the perspective of contemporary public sector and organization challenge(s), geared by the globalization of information technology.

1.5 Scope of the Study

This research work is meant to cover manpower training and its effect on employee productivity in the public sector. The study is relevant and made very comprehensive too. To achieve this, the researcher considered the board of Internal Revenue. Beside, the influential variables of the organization employees productivity to be covered are; knowledge, skill and attitude. For this study, the Kaduna State Board of Internal Revenue , Kaduna is used as a case study.

1.6 Research Questions

The following research questions are considered in the study:

Do knowledge has any impact on employee productivity in the organization?
Do skills have any impact on employee productivity in the organization?
Do attitudes have any impact on employee productivity in the organization?
Does training and development have any impact on employee productivity in the organization?

1.7 Research Hypotheses

The following null hypothesis (Ho) and alternative hypothesis (Hi) are considered in relation to the research questions for the purpose of this study:

Hypothesis One

Ho: There is impact of knowledge on employee productivity in the organization.

Hi: There is no impact of knowledge on employee productivity in the organization.

Hypothesis Two

Ho: Skills have impact on employee productivity in the organization.

Hi: Skills have no impact on employee productivity in the organization.

Hypothesis Three

Ho: There is impact of attitude on employee productivity in the organization.

Hi: There is no impact of attitude on employee productivity in the organization.

Hypothesis Four

Ho: There is impact of training and development on employee productivity in the organization.

Hi: There is no impact of training and development on employee productivity in the organization.

1.8 Delimitation of the Study

In the public sector, Board of Internal Revenue deals with a lot of financial activities which are very tasking and requiring adequate knowledge and skills. It is recording a lot of successes though with so many bottlenecks. All of these are symbols needing better performance and high productivity, which may not be without the organization employees’ participation.

Perhaps, this is because the Board of Revenue may be regarded as one of the life wire for financial activities that may be needed for projects execution of the country. However, the complexity in human living and the real increases in industry competition globally make the government to pay greater attention on the organization employees’ performance and the way forward. This explains the reason why the organization on recruitment and selection has to seek for more competent personnel’s, who may be able to build and maintain the image of the public sector and confidence in the minds of the general public. And because the competence employees may be affected by the quality of education lagging adequate knowledge, skill, financial process and insufficient training to achieve objectives, manpower training of employees become imperative for higher job performance in the public sector organization in general or the board in particular. Therefore, this research work has as its basis the important of manpower training for employee productivity in the public sector organizations which is the way forward the country.

The delimitation of this research work comprises the financial constraint which greatly affects the researcher during the period of the research. Time constraint is also another serious problem encountered, which makes the researcher to work sleeplessly because of combining it with other necessary school activities. Another serious problem faced during the research was lack of corporation of the respondents in terms of supplying needed data to facilitate the research work.

1.9 Definition of Terms

The following terms are defined based on their usage in this research work. The terms may take different meanings and interpretations but defined below within the confine of this research work. The terms include:

Variables – attributes and characteristics of something that can influence job performance.

Globalization – wide and international spread of ideas, finance business activities enabled learning by information technology and the computer.

Information Technology – computer machines and electronics systems facilitating data processing, storage, retrieval and use in a more economic, effective and efficient manner.

Effectiveness – the use of resources to achieve results on time.

Efficiency – the use of resources to achieve results without waste.

Resources – these are men, money and materials used in producing goods and services.

Performance – the ability to do what is expected to be done as required without delays or errors.

Benchmarking – copying and modernizing the activities of another enterprise especially a leading enterprise within an economy for success.

Manpower – This is the workers required for job to be done.

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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 (Z_c= 8.246 < Z_t= 0.000). Again, the extent of effect of training design on employee productivity was high. The one-sample test (Z_c= 0.679 < Z_t= 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 (Z_c= 0.681 < Z_t= 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 (Z_c= 0.705 > Z_t= 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, 9^th 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:

To ascertain the extent to which selection procedure of employee for 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 find out the relationship between employee perceptions of training and organizational productivity; and
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:

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

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

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

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

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

H_o: 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.

The study will help the top management in taking strategic decision that affect training and development for the overall growth of the industry;
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;
The study will help the Human Resource Department in proper planning and execution of training and development programmes;
Future researchers will also find this work very useful as reference materials for further studies;
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.

Lack of reliable data: The Respondents’ unwillingness to give out available and reliable data was major constrain in the course of the study.
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.
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.
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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The Effect of the Nigerian Pidgin English on the Academic Performance of University Students in Nigeria (A Case Study of National Open University of Nigeria, Benin Study Centre)

ABSTRACT

The subject matter of this research work is to examine the effect of Nigerian Pidgin English on the academic performance among National Open University of Nigeria Students in Benin Study Centre. The main objective of this research work was to find out the impact of Nigerian Pidgin English on students communication and academic performance. The design used for the study is a descriptive survey method. The numbers of students used are one hundred and twenty-five (125) from National Open University Benin Study Centre. Four research questions were formulated to guide the study, from which the questionnaire was designed. From the analyzed data, it showed that students frequently use Pidgin in their daily communication within the school premises, lack of effective usage of English language has prompted student to use Pidgin in their communication and the use of Nigeria pidgin by male and female students has encourage wrong use and expression of English language. It was recommended that Staff and students in tertiary institution across the federation should engage the use of Standard English language in the communication rather than use of Nigeria Pidgin. In addition, the use of Nigerian Pidgin by students during official communication should be discouraged by implementing laws that can combat wrong use of English Language in the school environment.

CHAPTER ONE

1.0 INTRODUCTION

1.1 Background of the study

Attitudes towards language or language behavior implicate social meanings relative to social norms in a given speech community. As demonstrated in the literature, language attitude study is not only a way of understanding how language is used, for example, as a symbol of identity or in-group membership, it also helps to illuminate the social importance of a given code or language (see Adegbija, 1994; Ihemere 2006; Salami 1991). Attitudinal studies of language are also important to linguistics because they could help to explain language maintenance and shift, which are apparently influenced by whether the change or maintenance is favored or disfavored by members of the speech community (Mann 1993; 1998).

In Nigeria, Nigerian Pidgin used to be seen generally as the code of the non-literate as well as a bastardization of English and its use was, therefore, considered a mark of the level of one’s proficiency in English. Akande (2008) has noted, the sociolinguistic reality in Nigeria today is such that Nigerian Pidgin is spoken by university graduates, professors, lawyers and journalists. It has also been demonstrated that Nigerian Pidgin is not used only in informal settings but also in offices and other formal settings (Akande 2008). In other words, the claim that Nigerian Pidgin is the code of the non-literate does not seem to have validity as there are a lot of educated speakers in Nigeria who can use both Standard English and Nigerian Pidgin proficiently (Akande 2008).

It is quite interesting to note that what actually started as a contingency language between the white merchants, who later turned colonial masters, and their black traders has now become an elitist campus language-spoken among the teeming population of the Nigerian students in higher institutions of learning. Thus, at common rooms, kiosks, gossip centres, viewing centres, play grounds, rally grounds, relaxation joints, movie grounds and a host of other meeting points where and when students are relieved of their academic routines, they are seen interacting lively in Nigeria pidgin.

Adegbija claims that there are over five hundred (500) languages spoken in Nigeria (75). The glaring fact, therefore, is that Nigeria is a community made up of different ‘tongues’, and this, to a great extent, necessitated the adoption of the English language, a colonial legacy, as both the official and second language of the country. Predominant among these languages are Igbo, Yoruba, Hausa and Nigerian Pidgin/Creole. Apart from the first three major languages, Pidgin/Creole is very popular in Nigeria. Ndimele estimates that Nigerian Pidgin now serves as a native language to approximately three to five million people in Nigeria and it is a second language (L2) for another 75 million people (4). Jowit confirms the popularity of Nigerian Pidgin thus: “The situation today is that pidgin flourishes as a medium of inter-ethnic communication, especially in the large cities with many non-indigenous residents (Bendel, Benin, Port Harcourt e.tc) or throughout states with small many ethnic groups.

Nigeria as a multilingual nation is made up of different speech communities and diverse ethnic groups. Past studies on linguistic situation in Nigeria have brought to the fore the complexity of the native languages in the country. Bamgbose and Okike cited in Ndiemele (2) put the figures of Nigerian indigenous languages to three hundred and seventy-four (374) and four hundred (400) languages respectively. Adegbija claims that there are over five hundred (500) languages spoken in Nigeria (75). The glaring fact, therefore, is that Nigeria is a community made up of different ‘tongues’, and this, to a great extent, necessitated the adoption of the English language, a colonial legacy, as both the official and second language of the country. Predominant among these languages are Igbo, Yoruba, Hausa and Nigerian Pidgin/Creole.

Furthermore, it could be argued that Nigerian Pidgin has enhanced the propagation of national ideas, socio-cultural, linguistic and political developments as well as peace and unity in the country since it is the only language that both the educated and the uneducated, irrespective of their ethnic affinities, can identify with. The use of Nigerian Pidgin by Nigerians, however, has led to the growing status of the code in the country. In other words, Nigerian Pidgin has remained one of the languages with vitality in the society despite its unofficial recognition. Nonetheless, it has been observed that a large number of people across various sectors of the society including particularly those parents who are highly placed government officials, teachers, students in the universities tend to express disgust at its use by youths at home and school premises.

Pidgin is a contact language, and like all contact languages comes into being under conditions of interaction among people of different linguistic backgrounds. Pidgins usually evolve from the fusion of foreign languages and indigenous languages. Crystal explained that most of the present day pidgins grew up along the trade routes of the world especially in those parts where the British, French, Spanish, Portuguese and Dutch built up their empires. At the outset of pidgin, it has few words and few simple constructions. Interestingly, the syntax of pidgin can be quite unlike the languages from which terms were borrowed and modified

The objective of the study is to find out the extent to which Nigerian Pidgin is used or spoken among the students of National Open University of Nigeria (NOUN) in Benin Study Centre.

1.2 Statement of the problem

Students discuss or communicate very often among themselves just as lecturers do while imparting knowledge. In the university campuses therefore, a lot of communication take place. The language of communication is also as diverse as the many tribes of students that are present. It will be expected therefore that different mother tongues will be employed in so doing. It is however known that students often make use of peculiar means of communicating such as the use of Nigerian Pidgin, code-switching and code-mixing which results from their bilingual nature.

To solve these lingering problems of the use of Nigerian Pidgin among students in higher institution, there is need to limit the use of Nigerian Pidgin in official communication which affects academic performance. The study will exploit how students use Nigeria Pidgin in their communication and studies.

1.3 Research Questions

To guide this study, the following questions will be answered;

How frequently do NOUN students use Nigerian Pidgin English?
Under what circumstances do NOUN students frequently use Nigerian Pidgin English?
To what extent do NOUN students use Nigerian Pidgin English in communicating with staff and students of NOUN?
Is there a gender difference in the use Nigerian Pidgin English among NOUN students?

1.4 Objectives of the Study

This work intends to examine how frequent NOUN students use Nigerian Pidgin and under what circumstances do NOUN students frequently use Nigerian Pidgin. Also the study seeks to find the extent Noun student’s use of Nigerian Pidgin in communicating with staff and students.

The study will also examine the gender difference in the use Nigerian Pidgin among NOUN students and determine if there is any significant difference among male and female students in the use of NP in communication.

1.5 Significant of the Study

This study is important because its results can go a long way to finding out the causes of students’ negative or positive academic performance and if Nigerian Pidgin contributes negatively or positively to the students social interaction.

This work will in no doubt contribute to one’s knowledge and it will highlight some issues in educational planning. It will be a guide for the Federal Government in planning for an effective educational system.

1.6 Scope and Limitations:

The scope of this project is on The Effect of the Nigerian Pidgin English on the Academic Performance of University Students in Nigeria. It will assess the extent NOUN students use Nigerian Pidgin English in communicating with staff and students. This research is limited to National Open University, Benin Study Centre even though the findings might be generic.

1.7 Definition of terms

Use: take, hold, or deploy (something) as a means of accomplishing or achieving something; employ; the action of using something or the state of being used for a purpose.

Nigeria Pidgin: is an English-based pidgin and creole language spoken as a lingua franca across Nigeria. The language is commonly referred to as “Pidgin” or “Brokin”.

Student: is a learner, or someone who attends an educational institution; children, teenagers, or adults who attend a school, but it may also be other people who attend a school.

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EFFECTS OF GOVERNMENT FUNDING SCHEMES ON DEVELOPMENT OF SMALL AND MEDIUM ENTERPRISES (SMEs) IN NIGERIA: A CASE STUDY OF KADUNA SOUTH LOCAL GOVERNMENT AREA

ABSTRACT

The study was conducted to investigate the effects of government funding schemes on development of Small and Medium Enterprises (SMEs) in Nigeria. To meet the objectives of the study, survey research method was applied and a sample of 70 Questionnaires were administered to staff of Guaranty Trust Bank (GTBank), 65 were filled and returned and only 50 were found useful for this analysis. Data collection was done through questionnaire administration and the data collected were statistically analyzed with the aid of SPSS software, version 17. It was found that government funding schemes significantly affects SMEs growth and development in Nigeria. However, only few entrepreneurs have access to the loans. Therefore, the study recommends that entrepreneurs need to be educated about the procedures and processes required to secure loans from the financial schemes available to SMEs.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Small and Medium Enterprises (SMEs) occupy a place of pride in virtually every country or state. Because of their (SMEs) significant roles in the development and growth of various economies, they (SMEs) have aptly been referred to as “the engine of growth” and “catalysts for socio-economic transformation of any country” (Onugu, 2005). Several studies (Sanusi, 2003; Onugu, 2005; Osuagwu, 2006; Ehinomen and Adeleke, 2012) have revealed that funding has been one of the major challenges facing the growth and development of SMEs in developing countries. Hence, the significance of government funding schemes towards the development of SMEs sector cannot be over emphasis.

Governments at various levels (Local, State and Federal levels) had in one way or the other focused on the Small and Medium Enterprises. While some governments had formulated policies aimed at facilitating and empowering the growth and development and performance of the SMEs, others had focused on assisting the SMEs to grow through soft loans and other fiscal incentives.

According to Onugu (2005), various special measures and programmes have been designed and policies enunciated and executed by government to encourage SMEs development and make them more vibrant in Nigeria. The highlights of these measures include; Fiscal incentives and protective fiscal policies, Specialized financial institutions and funding schemes for the SMEs, Favourable tariff structure, Small and Medium Industries Equity Investments Scheme (SMIEIS), Small and Medium Enterprises Development Agency of Nigeria (SMEDAN) and Guaranty Trust Bank (GT BANK).

The various SMEs financing schemes have been in operation for close to three decades and it is expected that the scheme should have contributed immensely to SMEs growth and development in Nigeria. It is against this background that this study shall be conducted to examine the effect of government funding on development of Kaduna South Local Government Area.

1.2 Statement of the Problem

For the past 30 years, the Federal Government’s policy interventions for the Small and Medium Enterprises (SMEs) sector of the economy have not produced the desired results as the sector currently contributes one per cent to the GDP (Alli, 2012). It is a common knowledge that SMES in Nigeria find it relatively difficult to obtain institutional credits from financial houses. The need to address these problems comprehensively for a sustainable source of long term financing necessitated the introduction of the Small and Medium Industries Equity Investment Scheme (SMIEIS) by Bankers’ Committee at the initiative of the Central Bank of Nigeria. (SMIEIS Report, 1999).

The scheme as at the end of 2009 had attracted a total of N42.03 billion with N28.87 equity investment in 336 projects (Alli, 2012). However, it is unclear how beneficiaries in Kaduna South Local Government Area access loan from the SMIEIS in order to develop their SMEs. Therefore, the problem of this study is to investigate the mode of operation of SMIEIS, impact of its financial advisory services, challenges facing SMEs operators to access loan from the scheme and find out the extent to which the, SMIEIS have contributed to SMEs development.

1.3 Objectives of the Study

The main objective of the study is to examine effects of government funding schemes on development of Small and Medium Enterprises (SMEs) in Nigeria. However, the specific objectives are:

To examine the effect of Small and Medium Industries Equity Investments Scheme (SMIEIS) on provision of loans to small business entrepreneurs.
To examine the conditions for accessing SMIEIS loan and its effect on growth of SMEs in Kaduna South Local Government Area.
To examine the effect of financial advisory services by SMIEIS administrators on application of loan.

1.4 Research Questions

The following research questions guide the study;

What are the effects of Small and Medium Industries Equity Investments Scheme (SMIEIS) on provision of loans to SMEs?
Does SMIEIS loan have effect on the growth of SMEs in Kaduna South Local Government Area?
How does the financial advisory service by SMIEIS administrators affect application of loans by SMEs in Kaduna South Local Government Area?

1.5 Research Hypotheses

The research tests the following hypotheses;

H₀: Small and Medium Industries Equity Investments Scheme (SMIEIS) does not have significant effect on SMEs operations in Kaduna South Local Government Area.
H_i: Small and Medium Industries Equity Investments Scheme (SMIEIS) has significant effect on SMEs operations in Kaduna South Local Government Area.
H₀: SMIEIS does not enhance the growth of SMEs in Kaduna South Local Government Area.
H_i: SMIEIS enhances the growth of SMEs in Kaduna South Local Government Area.
H₀: Financial advisory service by SMIEIS administrators does not have significant effect on application of loans.
H_i: Financial advisory service by SMIEIS administrators has significant effect on application of loans.

1.6 Significance of the Study

The study contribute to knowledge in the area of SMEs development in Nigeria. The study will examine the Small and Medium Industries Equity Investment Scheme (SMIEIS) and how SMEs have benefited from the scheme.

The study shall unravel the factors that hinder SMEs access to loan from government financial schemes in the country and proffer solutions to any problem identified in the course of the study.

The findings of the study will assist SMEs operators and policy makers in finding a better way of improving SMEs performance in Nigeria, in terms operational efficiency, such as service quality, cost savings, process flexibility and customer satisfaction.

Also, the study will be relevant to students who may conduct similar study in the future.

1.7 Scope and Limitations of the Study

The study covers government funding schemes in support of SMEs growth and development in Kaduna South Local Government Area. Focus will be on the mode of operation, challenges of the scheme and its contribution towards providing financial assistance to SMEs in Kaduna South Local Government Area. The study shall be limited to Small and Medium Industries Equity Investment Scheme (SMIEIS) implementation in Kaduna South Local Government Area.

The study will further be limited by availability and access to data from the Central Bank of Nigeria (CBN) on SMIEIS fund disbursement in Kaduna South Local Government Area. However, time and financial constraints are expected to be a major limitation of the study. Also, getting beneficiaries (respondents) to comment on how they secure and implement funds from SMIEIS is another limitation to the study.

1.8 Definition of Terms

The courses of the study, some basic concepts were used. Theseconcepts are defined below;

Funding: is the act of providing resources, usually in form of money (financing), or other values such as effort or time (sweat equity), for a project, a person, a business, or any other private or public institutions.

Government Funding: Refers to financial support from government to SMEs in Nigeria.

Small Enterprise: An enterprise whose total cost including working capital but excluding cost of land is between ten million naira (N10,000,000) and one hundred million naira (N100,000,000) and/or a workforce between eleven (11) and seventy (70) full-timestaff and/or with a turnover of not more than ten million naira (N10,000,000) in a year.

Medium Enterprise: A company with total cost including working capital but excluding cost of land of more than one hundred million naira (N100,000,000) but less than three hundred million naira (N300,000,000) and/or a staff strength of between seventy-one (71) and two hundred (200) full-time workers and/or with an annual turnover of not more than twenty million naira (N20,000,000) only.

Large Enterprise: Any enterprise whose total cost including working capital but excluding cost of land is above three hundred million naira (N300,000,000) and/or a labour force of over two hundred (200) workers and/or an annual turnover of more than twenty million naira (N20,000,000) only.

Small and Medium Industries Equity Investments Scheme (SMIEIS): Refers to the funding scheme by which the government directive from the CBN that commercial banks should set aside 10% of the profit after tax to provide loan for SMEs in Nigeria.

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THE EFFECT OF BROKEN HOMES ON ACADEMIC PERFORMANCE OF SECONDARY SCHOOL STUDENTS IN OHIMINI LOCAL GOVERNMENT AREA OF BENUE STATE

ABSTRACT

This research work examined the effect of Broken Home on Academic Performance of Secondary School Students in Ohimini Local Government Area of Benue State. Four hundred students were randomly selected from eight Senior Secondary Schools in Ohimini Local Government to form the sample for this study. Eighteen item opinion questionnaires was developed and administered. The questionnaire was validated by seasoned experts drawn from measurement and evaluation section of the Department of Educational Foundations and Department of Psychology, Benue State University, Makurdi. Apart from the primary data collected via questionnaire, secondary data was also used in this research. Economics results of the sampled schools terminal examination as kept by the schools were collected and used. The means and simple percentage were used to answer the research questions while the t-test and chi-square statistic were used to test the hypotheses. The result revealed that Broken Home exerts a lot of Effect on Academic Performance of Secondary School Students in Ohimini Local Government Area of Benue State. It was among others recommended that; the government and school proprietors should employ school counselors in all secondary schools to provide the necessary assistance to children from broken homes, Parents especially single and foster parents should adequately supervise children to boost their self-esteem.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Education has always been an important institution in most cultures and at all times Agogo (2006), quoted Aliu (2001) as defining education as the method by which a society transmits from one generation to the next its knowledge, culture and values. It was further stressed that education is the eye of an individual, is the process by which a person learns facts, acquires skills and develops abilities and attitudes necessary for work place survival. In fact education has become a huge government venture that has witnessed a progressive evolution of government dynamic intervention and active participation (FGN 2004).

With the present system of education, people now see education as a right and not a privilege. This makes everyone to have a sense of belonging in the society because everyone sees him/herself as having a duty to perform. Therefore, it is believed by many people that education is the key to success hence against same background education is rated as the eye of an individual (Agogo 2006).

According to Hornby (2000), a home is conceived as a family living together and the way it behaves, while a family is referred to as a group consisting of one or two parents and their children (Ibid). Broken home is a term used to describe a household usually in reference to parenting in which the family unity does not properly function according to accepted social norms (Wikipedia online).

This research work is therefore aimed at researching into the influence of family units which does not function according to accepted social norms on academic performance of secondary school students in Ohimini Local Government Area.

It is opined that in any class of learner, there must be differences in individual performance. In a class of 40 children, the teacher may discover that children do not equally learn at the same rate even though he has used the same contents and methodology for the class (Mallum & Haggai 2004), therefore; there exist differences in students’ academic performance. However, several factors have been advanced for the causes of such differences in performance, personal intelligence, environment, meaningless of learning materials; learning style among others could affect the rate of learning (Ibid).

The choice of broken home as a factor affecting academic performance is not far from the fact the family is the basic unit of the society (Abah 2006), and the home has a great influence on the student’s psychological, emotional, social and economic state (Ajila and Olutola 2007). The state of the home affects the individual because the parents are the first socializing agents in an individual’s life (Ibid). The number one ingredient that lays the psychosocial, moral and spiritual foundation in the overall development of the child is his family (Uwaifo 2008).

It is ideal that the school is responsible for experiences that equip and make up the individuals life during school periods but however, the parents and the individuals’ experiences at home play tremendous roles in building the personality of the child and determining the child school life. Thus Ichado (1998) concluded that the environment in which the student comes from can greatly influence his personality and performance of secondary school students and hence the importance of education warrants the desire for this study so as to research the effect of broken home on academic performance of secondary school students and recommend possible remedies to such influence. The place of secondary education in the entire educational process is highly essential and need not to be neglected hence the quality of primary and secondary education play great role in determining the quality and sometimes the quantity of higher institutions for people (Agogo 2006). These whole facts equate this study to necessity. This study will principally examine the various aspects of broken home and how each influence children’s academic performance. It will examine issues like: to what extent do children living with their own married parents perform academically better than children living with foster parents? To what extent do children who live with single parents perform academically better than children who live with both father and mother? It will also analyze the extent to which broken home has affected the level of attention given to students by their parents, the degree to which broken homes has affected the level of academic motivation given by parents to their children. It is also intended that this work will discuss the degree of effect broken homes exert on the emotional atmosphere at homes, socio-economic status of parents and the general emotional stability of children.

1.2 Statement of the Study

Over the years, the investigations of the factors that influence academic performance of students have attracted the interest of teachers, counselors, psychologist, researchers and school administrators in Nigeria (Wiseman 1998). This is because of the public outcries concerning the low standard of education in the country (Imoge 2002). The declining quality of education in the country in general and Ohimini Local Government area of Benue State in particular as characterized by poor academic performance and the breeding of graduates with little technical know-how has resulted into serious set-back in the industrial development of the nation in general and poor turn-out of qualified students in Ohimini Local Government for admission into the various tertiary institutions in the country.

Factors such as students internal state namely intelligence, state of health, motivation, anxiety among others as well as their environment which includes availability of suitable learning environment, adequacy of educational infrastructure have been identified as possible courses of poor academic performance. For example, a daily sketch publications on “causes and curses of poor performance at West African School Certificate Examination (WASCE)” in 2006 identified and categorized problems responsible for students poor performance to problems of teachers, problems of inadequate facilities in schools, problems traceable to students, problems caused by parents and society at large and problems caused by government policies and low funding of educational sector (Ajila and Olutola, 2007).

With regards to problems caused by parent, Ichado (1998) said that parents constant disagreement affects children emotionally and could lead to poor academic performance while Bichlery 1996, and Agbo (1997) revealed that children from broken home exhibit lower self-esteem, lower achievement motivation and lover tolerance for delay of gratification and lower academic achievement than those from intact homes where both parents are present.

It is on the basis of the above that the researcher intends to carry-out this study on the effects of Broken Homes on Academic Performance of Secondary School Students in Ohimini Local Government Area of Benue State. The researcher intends to find out the magnitude of adverse effect the broken homes has on the academic performance of secondary school students.

1.3 Purpose of the Study

This study is primarily focused on achieving certain objectives which are as follows:

To determine the extent to which children living with their own married parents perform academically better than children living with foster parents.
To determine the extent to which children who live with both parents perform academically better than children who live with single parent(s).

III. To determine the extent to which broken home influence the level of parental attention given to children.

To determine the degree of effect broken home exert on the level of academic motivation given by parents to their children.
To determine the influence of broken home on the emotional atmosphere in homes.
To assess the degree in which broken home affect the socio-economic status of parents.

VII. To assess the effect of broken home on the emotional stability of children.

1.4 Research Questions

The problem of this study centers on determination of the effects broken home has on academic performance of secondary school students with reference to some selected secondary schools in Ohimini Local Government Area of Benue State. This problem has given rise to the following research questions and assumptions which this investigation is meant to address:

To what extent do children living with their own married parents perform academically better than children living with foster parents?
To what extent do children who live with single parent perform academically better than children who live with both father and mother?
To what extent have broken homes affected the level of attention given to students by their parents?
To what degree have broken homes affected the level of academic motivation given by parents to their children?
To what degree have broken homes affected the emotional atmosphere in homes?
To what degree do broken homes affect the socio-economic status of parents?
To what degree do broken homes affect the emotional stability of children?

1.5 Research Hypothesis

The following null hypothesis has been formulated to guide the study:

Hypothesis I

There is no significant difference between the academic performance of children living with their own married parents and children living with foster parents.

Hypothesis II

There is no significant difference between the academic performance of children living with their father and mother and their counter-part living with single parent.

Hypothesis III

There is no significant difference between the level of parental attention received by children from broken homes and their counter-part from intact homes.

Hypothesis IV

There is no significant difference between the level of academic motivation given by broken homes to their children and that given by intact homes.

Hypothesis V

There is no significant difference between the level of emotional stability of children from broken homes and their counter-part from intact homes.

1.6 Significance of the Study

It is hoped that at the end of this study, many stakeholders in education will benefit from the findings. Teachers, curriculum planners, educational administrators, students and even the government will find this study useful. The findings of this study may form the frame work for organizing seminars aiming at correcting deficiencies especially in homes and the marriage process and also improve teacher’s performance in the schools. This study will also be useful to the government in formulating educational policies. Curriculum planners and educational guidance and counselors will also use this study as a guide to their actions.

1.7 Scope of the Study

The study is specifically limited to the investigation into the effects of broken homes on the academic performance of secondary school students in Ohimini Local Government Area of Benue State with emphasis on eight selected senior secondary schools from the area. This study is particularly concerned with student’s performance in Economics as a subject studied at the Senior Secondary School level. The researcher’s choice of Economics as a subject is not just because the subject is within his discipline but based on the fact that Economics is a social science that has element of both science and arts and whatever affects the learning of Economics can also be said to have effect on every other science and arts subjects. The work is limited to aspect of broken home influences such as disparity in academic performance of children from intact homes and their counter-part from foster homes, intact homes and their counter-parts from single parents. It also examine specific aspects like the influence of broken home on the level of parental attention to their children, influence of broken home on the degree of emotional atmosphere at homes, effect of broken homes on the parents socio-economic status and the effect of same on the children’s level of emotional stability.

1.8 Operational Definition of terms

Academic Performance: This is defined as an objective score of attainment after a specified instructional programme.
Secondary School: Learning institution which comes after the primary school for children over eleven years where systematic training and instructions takes place.
Senior Secondary School: The last three years in the secondary school that comes after the first three years. That is the last three years in secondary school that comes after junior secondary or basic education. It is usually for children over 14 years.
School Drop-out: To discontinue schooling or stop going to school as a result of hindering factors such as inadequate finance, emotional problem, inadequate motivation and intellectual decline.
Achievement Motivation Training: A training that is given to a student to enhance greater rate of progress or improve academic performance.
Foster Home: Living with persons that are not one’s own biological parents.
Intact Home: Living with one’s own married mother and father. An intact home is a home with both parents present.
Single-Parent Family: A family that comprises either only the father or the mother caring and showing parental responsibilities to children or child.
Parental Attention: Parents ability to listen to children’s needs and problems and provide adequate solutions. That is parent’s ability to have enough time for children’s affair.
Academically Motivated Homes: Homes that provides the child with all his/her necessary needs such as school fee, textbooks, writing materials, school uniform, pocket money, food, shelter among others.
Emotional Stability: One’s ability to feel happy loved and act freely without fear or anger.

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THE EFFECT OF MARRIAGE ON ACADEMIC PERFORMANCE AND WELL-BEING OF FEMALE STUDENTS IN CASSS UNIT OF KADUNA POLYTECHNIC

ABSTRACT

The study examined the effect of marriage on the academic performance and well-being of female students in six (6) selected departments of CASSS Unit of Kaduna Polytechnic, more specially, the study sought to assess the education effects of marriage on the academic performance on female students in six (6) selected departments of CASSS Unit of Kaduna Polytechnic. The purposive sampling technique was used to select 48 female married students in CASSS Unit of Kaduna Polytechnic, 48 respondents duly participated in the survey. A well-developed questionnaire was designed to elicit information from the respondents. The data collected were subjected to simple percentage formula; results from the study indicated that one of the reasons for students marrying while schooling in Nigeria is poverty. Also, it was found that the reason some get married why schooling has significant educational impact on the academic achievement of the respondents. Based on this, the study advised that strong legislative mechanism should be instituted to reduce the occurrence of students getting married while schooling in Nigeria.

Chapter One

INTRODUCTION

1.1 Background of the Study

Birth, marriage and death are the standard trio of key events in most people’s live. But out of these three events; ‘marriage’ is a matter of choice. The right to exercise that choice was identified as a principle of law starting from the Roman era and has been established in the international human right instruments. Yet, many girls enter into marriage without any choice of exercising their right to choose. Most of them forced themselves into marriage while schooling for the sake of finding help. Others are simply too young to make a matured decision about their marriage partner or about the consequences of marriage itself. They may have given what passes for ‘counsel’ in the eyes of the law, but in reality, consent to their binding union has been made due to poverty. (Bunting, 2012)

The axiom is that once a girl is married while schooling she has automatically become a woman regardless her age and it may possibly affect her academic performance and well-being. There are various forms and causes of female marriage while still schooling, but one issue is prominent, which is marriage while still in school affects the females academic performances because combining domestic jobs to lectures, assignments and exams is a task that can’t be met. The right to free and full consent to marriage is recognized in the 1948 Universal Declaration of Human Rights (UDHR) and in other human right instruments (Shehu, 2010; Buting, 2012). Female students getting married has a profound physical, intellectual, psychological and emotional impacts, which has the capacity to dash away the educational opportunities and chances for personal growth. It almost leads to pregnancy and childbearing, and is likely to result into a lifetime domestic and sexual subservience.

For many young girls in developing countries, marriage is perceived as a means of securing and protecting their future. Girls are forced into marriage while still schooling by their families while they are still children in the hope that marriage will yield them returns financially and socially without considering the negative effect it will bring to the students’ academic (Shobba, 2009). On the contrary, marriage while schooling violates the right of the female students with negative implications. It compromises their overall development and self-realization. These conditions ultimately make married female students susceptible to poor academic performance. These married female students are required to do a disproportionate amount of chores, which includes new roles and responsibilities as wives and mothers. The young bride’s status in the family is frequently dependent on her, demonstrating their fertility often within the first year of her marriage. At this time, she is not psychologically, emotionally and physiologically prepared for these roles. Additionally, this married female students are made responsible for the care and well-being of future generations while still children themselves. Young mothers with no decision-making powers, restricted mobility and no economic resources are likely to transmit this vulnerability to their kids. Therefore, marriage of female students while still schooling directly compounds to feminization of poor academic performance and intergenerational poverty.

Marriage of female student still in school leads to early pregnancy and motherhood, which adversely affects the education of girls in schools. Inspite of the recognition of women education, there are many barriers in the way of women to get higher education and contribute their maximum impact to the betterment of the society. The mindset of the society does not allow girls for higher education in that, it promotes gender inequality and ensures prioritization of economic resources for boy-child(ren). They get fewer opportunities not only in education, but also in all facets of life (Daraz, 2012). Studies conducted by Goldien (2007) revealed that many young married female students face many problems and leave their education uncompleted due to different social and cultural factors. Even if they are fortunate to complete their education, their performance is abysmally poor. This termination of education and abysmal poor performance in their studies is the outcome of the challenges encountered when combining education with their responsibilities as home-keepers in their families.

1.2 Statement of the Problem

The unprepared female students getting married is a symbol of poor orientation. Throughout the world, marriage is regarded as a moment of celebration and milestone in one’s life. Sadly, the practice of female students getting married involves the deprivation of educational success. Young married females are robbed of their youthfulness and required to take on roles, they are not emotionally prepared for. Majority of the young female students have no choice about the timing of marriage or about their partner. Some are coerced into marriage, while others are too tender to make an informed decision. Premature marriage deprives them of the opportunity for personal development as well as their rights to full reproductive health, wellbeing, education and participation in civil life.

There has been consensus in literature that marriage of girls still in school disrupts, disturbs and distorts the academic performance and well-being of female students, but these does not imply that all married female students perform poorly in education. Marriage while still in school poses great threat to the academic performance and wellbeing of students coerced into it. Poor attendance to class, limited time to read and study, digressed focus from academic to families’ welfare, withdrawal at times and poor time management. All these challenges have been identified in existing literature as the effects of marriage on the academic performance and wellbeing on female students. In view of this, the problem of the study is to examine reason the effect of marriage on the academic performance of KADPOLY students.

1.3 Objectives of the Study

The main objective of this research is to examine the effect of marriage on academic performance and wellbeing of female students in College of Administrative Studies and Social Sciences (CASSS) of Kaduna Polytechnic, Kaduna.

The specific objectives of the study include:

To identify the possible reasons why female students get married while still schooling in selected departments (CASSS), Kaduna Polytechnic, Kaduna.
To examine the educational effects of marriage on the academic performance of female students in selected departments (CASSS), Kaduna Polytechnic, Kaduna.
To examine the effects of marriage on the family well-being of female students in selected departments (CASSS), Kaduna Polytechnic, Kaduna.

1.4 Research Questions

In accordance with the research objectives, the questions of interest raised in the study are:

What are the possible causes of female students getting married while still schooling in Kaduna Polytechnic?
What are the educational effects of marriage on the academic performance of female students in selected departments (CASSS), Kaduna Polytechnic, Kaduna.
What are the effects of marriage on the family well-being of female students in selected departments (CASSS), Kaduna Polytechnic, Kaduna.

1.5 Significance of the Study

Female students will gain from this study by learning that education is the only way to achieving greater goals in life, and this will help in correcting the instability that had existed in girl’s education. Parents will gain a great deal in this study by getting to learn that women education is not a waste, as a man, if you educate a woman you educate a family, a nation, and this will help change their attitudes and ignorance towards girls education.

Government, both the Federal, State and Local levels will gain from this study by realizing from this study that funds, higher access education, poverty easing programs should be made available for education at all levels. Educators, educational planners, the general public will gain from this study by learning that girls in career choices of educational courses.

1.6 Delimitation/Scope of the Study

This study focused on the effect of marriage on academic performance and wellbeing of female students who have experienced marriage while still schooling in selected departments (CASSS), Kaduna Polytechnic, Kaduna.

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AN ASSESSMENT OF THE EFFECT OF CORRUPTION AND SECURITY CHALLENGES IN NIGERIA, 2011 – 2016 (A Case Study of Kaduna South Local Government)

ABSTRACT

This research work examined “An Assessment of The Effect of Corruption and Security Challenges in Nigeria from 2011 to 2016”. This study therefore critically looks into what various scholars have said about corruption and security challenges. These are discussed in chapter two of the literature review. The methodology employed in this study was derived from secondary sources of data collection, such as newspaper reports, textbooks and academic journals. The data collected from the senior civil servants in Kaduna South Local Government Headquarter being the case study were analysed in chapter four. Based on the findings, summary, conclusion and recommendations were made in chapter five.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Since Nigeria has returned to civil rule on May 29, 1999, the government has taken a number of measures to address the problems of corruption, insecurity and bad governance in the country. These measures include public service reform (monetization to reduce waste and reduction of over-bloated personnel, reform of public procurement); establishment of anti-corruption enforcement agencies (such as the Economic and Financial Crime Commission, Independent Corruption and other Practices Commission); and the sanitization of the financial services sector by the then Central Bank Governor Sanusi Lamido, which have revealed mind bulging levels of bare faced theft by the management of several banks in Nigeria.

Today, Nigerians applaud and tolerate ill-gotten wealth which in reality is money looted from public coffers. This is a pointer to the fact that corruption is endemic in Nigeria. It has permeated into every facet s of the society; the family, the church and even the traditional systems are not left out of this contagious disease. Corruption therefore, affects the developmental efforts of successive government in Nigeria. This has been responsible for the non completion of projects and programmes that would have help in alleviating the sufferings of Nigerians. Corruption has been adjudged to be responsible for Nigeria’s underdevelopment. The revelation by the Economic and Financial Crimes Commission (EFCC) and Independent and Corrupt Practices Commission (ICPC) concerning looted resources by private businessmen, political office holders and civil servants is alarming to the extent that one ponders whether the menace can actually be stamped out in the country.

Also, in the area of security, insurgency and its associated insecurity trouble is a global problem that has continued to challenge state authority today. Some countries have been able to effectively quell such uprising others are still grappling with the problem of how best to handle it. The inability of most countries to handle the situation effectively has in part exacerbated social disorder in those countries. Conflict is the outcome of perceived irreconcilable opposing interest, concerns, needs and positions between individuals, groups, organization/institutions and societies that have interacted whether in ad-hoc or permanent relations. It is aggravated by the desire of one group to attain its selfish interest (Nnamdi 2005 cited in Akume 2011:4) over those of the other groups. Conflict as an evident character of social interactions could be functional or dysfunctional. It is functional when the different parties to the dispute openly and sincerely engage in resolving it. It is however, dysfunctional if the process of resolving the row has an overtly coercive or contentious character (Gurr cited in Danjos 2012).

With the lingering security challenges and the inability of the security apparatus of the government to guarantee safety and security in the country, the question that borders everyone in Nigeria today is “can there be security?” Is security of lives and properties achievable? He opined that government at all levels has not done enough by not confronting frontally the situation head on and dealing with it decisively, others have argued that the situation has a political undertone or inclination calculated to serve the interest of certain political gods, who have been dissatisfied and disgruntled about the political manifestations in the country. This has been the issue Nigeria has been facing not only from 2011 but from the return of civil rule in 1999 up till this present time.

Insecurity is the greatest challenge facing the new administration of President Buhari. Since the return to democracy in 1999, security threats like violent conflicts, communal, herdsmen attacks, ritual killings, militancy, armed robbery and kidnapping have greatly increased in Nigeria. Resulting from threats such as insurgency and terrorism has further complicated the situation. Violent Conflicts and Crimes: the outbreak of violent conflict has become a major source of insecurity in Nigeria. It is estimated that Nigeria has witnessed over 300 violent ethno-religious, communal and political conflicts of varying intensity and level. For instance, clashes between farmers and pastoralists have increased in frequency in recent times, resulting in the death of about 3,732 persons between 1998 and 2014. The spate of violent crimes has become alarming. Some 262 incidence of kidnapping, about 405 cases of armed robbery and 139 cases of cultism have been recorded in the last six months in Nigeria. These violent crimes have resulted in the death of 1,113 persons between January and June 2015. This study however will throw more light on the assessment of the effect of corruption and security challenges in Nigeria from 2011-2016.

1.2 Statement of the Problem

Corruption in Nigeria is a social risk that has been affecting the country in many areas. It has been acknowledged that corruption and its practices are both endemic and systemic in both public and private sectors of Nigerian economy. The crippling effects of corruption on the country are enormous. It affects the system of operation of governance both in public and private sectors, and it is causing pollution to the business environment generally. It also undermines the integrity of government and public institutions.

On the other hand, Nigeria in recent times has witnessed an unprecedented level of insecurity. This has made national security threat to be a major issue for the government and has prompted huge allocation of the national budget to security. In order to ameliorate the incidence of crime, the federal government has embarked on criminalization of terrorism by passing the Anti-Terrorism Act in 2011, fundamental surveillance as well as investigation of criminal related offences, heightening of physical security measures around the country aimed at deterring or disrupting potential attacks, strengthening of security agencies through the provision of security facilities and the development and broadcast of security tips in mass media. Despite these efforts, the level of insecurity in the country is still high. In addition, Nigeria has consistently ranked low in the Global Peace Index (GPI, 2012), signifying a worsened state of insecurity in the country. In spite of the efforts of many researchers to investigate corruption and security challenges in Nigeria, there seems to be none that has particularly investigated the two variables corruption and security challenges together. They are usually investigated separately. For instance, one may investigate corruption and another may investigate security challenges. Therefore, this study aimed at combining the two variables together corruption and security challenges by investigating the effect of corruption and security challenges in Nigeria starting from 2011-2016.

1.4 Objectives of the Study

The objective of this study is to find out the effect of corruption and security challenges in Nigeria starting from 2011-2016. The specific objectives are:

to identify the challenges the Nigerian government facing in tackling corruption and insecurity from 2011-2016
to assess the effects of corruption and insecurity on the Nigerian economy from 2011-2016

to determine the effects of corruption and insecurity on Nigerians from 2011-2016

1.3 Research Questions

These are some of the questions the study is designed to answer:

What are the challenges the Nigerian government facing in tackling corruption and insecurity from 2011-2016?
What were the effects of corruption and insecurity on the Nigerian economy from 2011-2016?

What were the effects of corruption and insecurity on Nigerians from 2011-2016?

1.4 Research Hypothesis

Hypothesis is a tentative and predictive answer to a question which is subjected to the power of verification and its formulation can be expressed in:

Null Hypothesis (H_o)
Alternative Hypothesis (H₁)

Since hypothesis is statistical method of testing the attributes of predictive condition, we can test the study under the following statements of hypothesis:

(i) H_o = There is no significant effect of corruption and security challenges in Nigeria from 2011-2016.

(ii) H₁ = There is significant effect of corruption and security challenges in Nigeria from 2011 -2016

1.5 Significance of the Study

The study will help the government and the general public to discover the strategic ways to tackle and overcome insecurity and corruption in the country. It will also serve as basis for researchers upon which further research works can be made. In addition, it will contribute more knowledge in the area of political science.

1.6 Scope of the Study

The study investigates the effect of corruption and security challenges in Nigeria starting from 2011-2016. Therefore, it will cover social scientists, government and the general public.

1.7 Limitation of the study

Most research works usually come with one challenge or the other and therefore, this will not be an exemption. In projection of this study, the research work will be constrained with time as the research work is clashing with the academic workloads of the researcher.

1.8 Definitions of Terms

The following terms were used in the course of this study:

Assessment: the evaluation or estimation of the nature, quality, or ability of someone or something.

Corruption: dishonest or fraudulent conduct by those in power, typically involving bribery.

Security Challenge: is a possible danger that might exploit a vulnerability to breach security and therefore cause possible harm.

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