Do You Have New or Fresh Topic? Send Us Your Topic 

[ad_2]

ABSTRACT

The purpose of this study was to examine the effect that motivation has on worker performance when private banks in the Kurdistan regional government were used. Motivation is useful for a company that wants to achieve its goals and prospects. When employees are motivated, they are more committed to the firm’s goals, so it is the responsibility of every company to incorporate various motivating factors into their system.

This study was based on an examination of the effects of goals, monetary incentives, and recognition and rewards on worker performance. A descriptive research style was used, with a sample of 130 employees from various private banks constituting the sample. Data was collected using questionnaires, which was then analyzed and presented on graphs, tables, and charts.

According to the findings of the study, goals were widely used as motivators in banks. It was also discovered that the employees were dissatisfied with their salaries. The systems of recognition and reward were also inequitable. The study concluded that employees in private banks were under-motivated, and recommendations for improving motivation were made.

Keywords: mutagenesis, productivity, Kurdistan, and employees

INTRODUCTION

The study’s context Motivation is derived from the Latin word movers, which means “to move.” According to Lang (2010), motivation is the provision of enticements to people that cause them to behave in a predictable manner. There are two types of motivation: extrinsic and intrinsic.

External motivation is defined as behavior done for the sake of the outcomes rather than for the sake of the behavior itself. Salaries, profits, and the working environment are all affected by these consequences. External perks come from the company in the form of money and promotions from managers and colleagues in the form of acknowledgement (Pinder, 2014).

Intrinsic motivation is defined as behavior produced by a person as a result of pleasurable experiences associated with the conduct itself (Akanbi, 2011). These experiences stem from the motivation that is unique to the occupation. Barbara B. Brown (2003) Getting positive feedback, gratitude, a sense of accomplishment, and passing a test are all examples of intrinsic motivation.

M. B. Brown et al (1998) Employee motivation is concerned with why they do what they do. This contributes to answering the question of why employees go to work and do a good job.

The manager is primarily responsible for providing and maintaining an environment in which employees can perform their duties efficiently and achieve the organization’s goals (London, M., & Bray, D. W. 1984). Employees differ in terms of their abilities as well as what motivates them (Cole, G.1997).

Motivating employees is one of the strategies used by management to improve job administration among employees in the organization (Cherian, & Jacob, 2013). The capability of an employee influences his output in part. The other deciding factor is his level of motivation.

The human resource manager is responsible for ensuring job commitment at the workplace, which can only be achieved through motivation. Individuals are generally motivated in situations where they can participate, where they can feel accomplishment and receive recognition for their efforts, where communication is regular, and where there are opportunities for career and knowledge development (Guion, R. 1998).

Motivation is essential for improved performance, so it is critical to identify what motivates employees to perform better. Y. Demirel et al (2013) This paper will use a case study of private banks in the Kurdistan regional government to investigate the impact of motivation on worker productivity (Saraih& sultan,2018).

The problem’s statement Businesses exist to provide services to the general public. Individuals are employed by firms to achieve this goal. These individuals must be productive, and in order to do so, they must be motivated. Motivating employees entails meeting their needs so that they will be motivated to work. Employees frequently leave their jobs due to a lack of motivation, which is costly for the company because recruitment is a time-consuming process.

This study was conducted to determine how motivation affects employee productivity in order to help limit these costs. The study’s objective The goal of this study was to examine the effect of motivation on the performance of employees in private banks at the Kurdistan regional government.

Objectives of research

1. To investigate the impact of goals on the performance of employees in a private bank in the Kurdistan regional government.

2. To investigate the effect of monetary factors on employee performance.

3. To investigate the extent to which employee performance is influenced by recognition and reward programs.

Questions for investigation

1. How do goals influence employee performance in Kurdistan regional government private banks?

2. What effect do monetary incentives have on employee performance in Kurdistan regional government private banks?
3. Do employee recognition and rewards improve productivity in private banks and the Kurdistan regional government?

Hypothesis of Research

Ho1: objectives have a significant impact on employee performance.

Ho2: monetary incentives have an impact on employee job performance.

Ho3: Employee job performance is influenced by recognition and rewards.

The Study’s Scope

This study was carried out in some private banks in the Kurdistan regional government. In the study, five banks with approximately 130 employees were used. Employees from various levels of the banks comprised the sample. To collect the necessary information, questionnaires and interviews were used.

The study’s significance

The findings of this study will help the administration of private banks in the Kurdistan regional government. The study would add to our understanding of the effects of motivation on employee performance. It will also be beneficial to aspiring scholars who are conducting research in the field of motivation and worker performance.

The study would also help the entire banking industry become more knowledgeable about the best practices for motivating their employees. Limitations of the research The following limitations hampered this study:

Time The time allotted for research was insufficient because the study required me to visit various banks and collect relevant data. insufficient financial resources Because there were so many needs, the funds available to fund the research were insufficient.

I was almost out of money from planning the research and obtaining the necessary data collection tools, but I was helped by my family members. Logistical impediments Moving around the various banks was inconvenient and logistically difficult. Language stumbling block It was difficult to communicate with the employees because the majority of them only spoke the local dialect, despite the fact that my studies were in English.

Do You Have New or Fresh Topic? Send Us Your Topic 

THE INFLUENCE OF MOTIVATION ON PRODUCTIVITY AMONG EMPLOYEES
[ad_2]

abstract

The subject of this thesis is to explore the phenomenon of employee
disengagement. The main aim of this research is to understand the nature of
this phenomenon, its roots and consequences, as well as provide a description
of why an organization would be interested in improving employee engagement
and what human resource practices can be used for this purpose.
To get a clear picture of the phenomenon, this study examines an academic
literature and earlier practitioners‟ works on the subject. Theoretical data on
employee engagement is used as the basis for understanding the phenomenon
of employee disengagement. A single-case study is chosen as the research
method. Empirical research objective is a group of ten people who work in small
and medium-sized companies in Finland. Collected empiric data is analyzed by
use of content analysis.
The study results show that the disengagement of employees is a complex
phenomenon, and therefore its management requires certain academic and
managerial knowledge. Personal disengagement is associated with negative
changes in employee‟s behaviour, which lead to harmful consequences for both
the worker and organization. The study defines the main causes of the
phenomenon and its potential consequences, and also suggests solutions for
how to manage with its negative impact.
The research findings also show that there is also one more interesting
phenomenon. This is the phenomenon of non-engagement as a personal
choice. The behaviour of people who choose the state of non-engagement as
preferred for them differs significantly from the behaviour of other employees
without engagement.

CHAPTER ONE
INTRODUCTION
1.1 Background
Employees are very important inputs in the production process and service delivery in
any given industry. Their skills, roles and satisfaction at the place of work influence the
competitive edge of the firm within the industry. For employees to play their part
effectively, it is important that they are satisfied, motivated and managed in a way that
enhances their level of engagement with the employer. Firms need to create conducive
working environment and institute policies which support employee commitment.
Gunnigle and Moore (1994) note that human resource policies are not only derived from
business strategy but also that business strategy is likely to be problematic if not properly
attached to human resource policy. Human resource strategies and policies that are
concerned with the use of labor in firms (Boxall and Purcell, 2000) consequently need to
be effective.
Good spirit at work, at the personal level, reflects a distinct state that involves profound
feelings of wellbeing, a belief that one’s work makes a contribution, a sense of connection
to others and common purpose, an awareness of a connection to something larger than
self, and a sense of perfection (Kinjerski and Skrypnek, 2004). Perceived as beneficial to
employees, customers, and employers, spirit at work is being promoted by academics and
organizational consultants. Organizations are introducing programs to increase spirit at
work, however, research identifying organizational characteristics that directly cultivate
an individual’s experience of spirit at work is lacking. At the organizational level,
spirituality in the workplace refers to an organizational culture guided by mission
statements, leadership and business practices that are socially responsible and valuedriven, that recognizes the contributions that employees make to the organization, and
that promotes personal spiritual development and wellbeing (Ashmos and Duchon, 2000;
Guillory, 2000; Mitroff and Denton, 1999)

Frequent turnover of employees brings to the enterprise evident costs, both
direct and indirect. According to different research studies, the cost of hiring and
training a new employee can vary from 25 percent to 200 percent of annual
compensation (Fitz-enz 1997, Surmacz 2004). Labor turnover is still the point at
issue; some companies accept it as a cost of doing business. It is understandable, especially in the current economic situation where a lot of
people are unemployed.
This paper will be useful for those employers, who look ahead and make longterm plans for the future and who understand that people are the most valuable
capital. Indeed, it is necessary to remember about the effect of labor shortage,
which, for example, in Finland is expected to be significant for the next several
decades. According to the population projection from 2009–2060, the proportion
of people of working age in the population will decrease from the present 66 per
cent to 58 per cent by 2040 and to 56 per cent by 2060 (Statistics Finland
2009). This problem also adds value for this research, which has the aim to find
out the roots of employee disengagement and measures to retain talented
people.
Usually problems of employee engagement, employee satisfaction and intention
to leave are studied based on the data of big American companies. The
empirical part of the current research is done with the focal point on the SME
sector in Finland. Companies from this sector often do not have extensive HRM
resources, such as a HRM department or HR manager. Besides, SMEs are
often limited in budget and can‟t allow spending money for research. At the
same time, talent loss is an actual problem for these companies that often have
a small staff. Employees in SMEs often do large amounts of diversified
operations and are able to substitute for each other when it is necessary. That
is why the loss of each talented person from the team can become a “painful
hit” for an organization

For the last several years, observers have been interested greatly in employee
engagement. Some have asserted that employee engagement prognosticates
employee results, organizational accomplishment, and financial performance
(Harter, Schmidt and Hayes 2002; Bates 2004). Although the concept of
employee engagement is a relatively new one, HR consulting agencies heavily
market advice about how this phenomenon can be created and leveraged
(Macey and Schneider 2008, p. 3). Many employee engagement studies are
done by consulting firms and practitioners. At the same time, there is a
surprising dearth of research on employee engagement in the academic
literature (Robinson, Perryman and Hayday 2004, according to Saks 2006, p.
600).
There is no single and generally accepted definition for the term “employee
engagement”. Employee engagement has been defined using many different
ways. This fact is making the situation more difficult with definitions and
measures often looking like some other already known and established
concepts, for example, organizational commitment and organizational
citizenship behaviour (OCB) (Robinson et al. 2004). Most commonly, employee
engagement was identified as emotional and intellectual commitment to the

organization (Baumruk 2004; Wellins and Concelman 2005). Other definitions
were associated with the amount of discretionary effort demonstrated by
employees in their jobs (Towers Perrin 2003).

1.2 Statement of the Problem
t is important therefore, to redefine competitive advantage for firms in the
telecommunication industry. Non price competition such as skilled and committed
employees provides more sustainable and firm specific competitive advantages.
Employees who are engaged in their work and committed to their organizations give
companies crucial competitive advantages including higher productivity and lower
employee turnover. Organizations with an inculcated employee engagement philosophy
within their work environment naturally become counted as best companies to work for
since they put people at the heart of the corporate purpose (Gratton, 2000). Thus, it is not
surprising that organizations invest substantially in policies and practices that foster
engagement and commitment in their workforces. It is important for managers to cultivate
engagement given that disengagement or alienation is central to the problem of workers’
lack of commitment and motivation. Meaningless work is often associated with apathy
and detachment from ones work. In such conditions, individuals are thought to be
estranged from themselves. Weatherly (2003) argues that human capital can be developed
and cultivated, but it can also decide to leave the organization, become sick, disheartened,
and even influence others to behave in a way that may not be to the advantage of an
employer, thus usurping or siphoning off resources intended for use elsewhere in the
organization. To reduce loss of resources, it is imperative that employees be engaged by
their employers.

Success in the telecommunication industry depends on human capital because identical
products and services are offered by competing companies. Given this scenario and the
fact that Zain rolled out a strategy to increase its competitiveness in the industry, it is
important to find out the level of engagement of its human resources. A study by Devi
(2009) found that pay and benefits are not by themselves effective drivers of employee
engagement. He therefore concluded that corporate culture contributes to employee
engagement. Piersol (2006) reported that communication is instrumental to promoting
employee engagement. These studies were however, carried out in the developed world
implying that they may not mirror realities in the developing countries.

Not What You Were Looking For? Send Us Your Topic 

CLICK HERE TO GET THIS PROJECT TOPIC MATERIAL WITH COMPLETE CHAPTERS 1-5 FOR JUST ₦3000 FLAT RATE.

INSTRUCTIONS AFTER PAYMENT

• 1.Your Full name
• 2. Your Active Email Address
• 3. Your Phone Number
• 4. Amount Paid
• 5. Project Topic
• 6. Location you made payment from

Abstract

For the first half of the twentieth century, rail and road transport were the only forms of vehicular transport in Nigeria that opened up new areas. However, since World War II, Nigeria has experienced another transport revolution in the introduction of an air transport system. Though air transport is the least important form of transport in Nigeria in terms of total traffic volume, it faces an expanding role in the nation’s continued socio-economic development.

In the light of the growing importance of air transport, and airlines, in particular, this research work will focus on its operational and management challenges… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

INTRODUCTION

The history of air transport development in Nigeria is synonymous with that of Nigeria Airways (Filani 1986). Commercial Aviation began in Nigeria on May 15, 1946, with the West African Airways Corporation (WAAC). The WAAC disbanded in 1958, yielding its place to Nigeria Airways. The latter’s share capital of £5 million (N12 million) is divided into 60,000 shares of N200 each.

Though the airline is a limited liability company, the federal government owns all of the shares. The shareholders are, therefore, nominees of the government; the erstwhile Ministry of Aviation was government-appointed and had a representative on the airline board of directors… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

Background of the Study

Assessment of future trends in aircraft movements and of passengers and freight traffic flows underpin the planning of aviation policies. Generally, the scale of air transport operations has changed out of all recognition since the signature of the Chicago convention at the end of 1944. Scheduled domestic and international air services carried 9 million passengers in 1945; in 1999 the number of passengers passed 1.5billion for the first time.

In fact, growth in passengers’ traffic has averaged about 10% annually, though the rate has slowed as the air transport market has become more mature, from the 20%plus recorded in the first ten postwar years to less than 5% in recent decades. The output of air transport has increased by a factor of thirty since 1960.

Although world gross domestic product (GDP), which is the broadest available measure of output, increased by a factor of only 3.8 over the same period, there is a strong correlation between the two measures. Statistical analyses have shown that growth in GDP, reflected in increasing commercial and business activity and increasing personal income and propensity to travel, account for about two-thirds of air travel growth.

Demand for airfreight service is also primarily a function of economic growth and international trade. Other economic and structural factors, which influence the rate of growth, include improved services, reductions in airline fares, business globalization and changes in population and income distribution…. (Scroll down for the link to get the Complete Chapter One to Five Project Material)

Statement of the Problem

The development of any nation be it developing or developed without mincing words is very great. Transportation plays an important role in the economic, social, and political life of every individual, group, society, or nation.

Therefore, its importance cannot be quantified. It contributes positively to the economic transformation in various forms ranging from employment opportunities to revenue generation, urbanization, trade, and commerce functions. Because of these fundamental roles performed by transport, there is a need to ensure that the sector continued to be sustained so as to enable its positive contribution to remain in addition to expose or relate such contribution to the societal needs from time to time.

It is this need to support economic growth and transformations that have led to the continuous development of air transport in general… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

Research Objectives

The study aim at examining the characteristics and challenges of domestic airlines in Nigeria. In achieving this broad aim, the following objectives would be pursued:

(i)         To examine the structure and management of domestic airlines in Nigeria

(ii)        To appraise the challenges and prospects of domestic airlines in Nigeria… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

REVIEW OF RELATED LITERATURE

Introduction

This chapter will review the relevant literature on the lapses in the aviation sector as well as the organization control system. The author intends to review the nature of organizations; system characteristics, and the functions of management in an organization, emphasizing the importance of systems control in organizations.

Since control is the major management function that is intended in this study, the author wishes to emphasize the idea of organizations as cybernetic systems and the relevant literature on organizations as cybernetic systems so that the variables to be studied will be presented.

Observed/Recorded Lapses in the Aviation Sector

Between what the aviation sector is and what it should be certain factors have been observed to have created the gap. These are:

1. Safety and Security:

The maintenance of a safety culture in aviation is inevitable. Safety, culture, according to Eliff (1999:3) refers to a situation in an organization where each individual employee, regardless of position, assumes an active role (supported by the organization) in error prevention.

Emphasizing the essence of safety culture, Wiegmann et al. (2002:2) recognize that operators do not interact with technology in isolation, rather they function “as coordinated teams embedded within a particular organizational culture. Johnson et al (2006:30) argue forcibly that safety initiatives are required to help reduce the frequency of air accidents.

They suggest the approach whereby new cockpit technology can be utilized to enable pilots to avoid completely adverse weather or recover speedily from hazardous situations. Reason (1990:173) posits that the basic cause of air accidents is the fallible decisions made by designers and high-level managerial decision-makers. He identifies two types of errors; active errors (effects of which are felt in no distant time), and latent errors which linger for a long period, and present themselves sequel to the intervention of regulators, internal auditors or accidents, only when, they have acted with other factors to collapse a system’s defenses.

Active errors, according to him, are associated with the actions of air traffic controllers, pilots, and control room crews, while latent errors are linked with the actions of maintenance personnel, designers, and high-level decision-makers. Thus, these errors “pose the greatest threat to the safety of a complex system”. This is illustrated in the model below.

Fig. 2.1:   The Reason Model

Source: Reason (1990) Human Error Cambridge University Press.  

In his work, Westrum (2002:12) posits that most accidents are directly linked to bureaucratic failure. Some airline deliberately violates regulations and neglect problems that seem inimical to safety, while concentrating on protecting their territories and masking their ineffectiveness… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

The Concept of Management

Resser (1973) cited in Dyikuk (2002:37) defines “management as the utilization of physical and human resources through cooperative efforts, accomplished by performing the functions of planning, organizing, staffing, directing and controlling”. This definition emphasizes the control of resources aimed at achieving the goals of an organization. Stoner et al. (2000:15) define management as the process of planning, organizing, leading and controlling the work of organization members and of using all available organizational resources to reach stated organizational goals. Here, management is perceived as a process, based on which four managerial processes have been identified. These include planning, organizing, leading, and controlling.

Fig. 2.10    Management as a Process Source: Authors own

 Mintzberg (1973:55) posits that a process emphasizes that all managers, regardless of their particular aptitudes or skills, engage in certain interrelated activities in order to achieve organizational goals… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

RESEARCH METHODOLOGY

Introduction

In assessing Nigeria‘s domestic aviation industry, there is the need to find suitable data upon which analysis will inform whatever conclusions and recommendations that are made. This study focuses on the domestic aviation sector in Nigeria but uses the entire domestic airline as a case study. The previous chapter served as a platform for discussing and reviewing existing literary works on the airline industry, with regards to its evolution, growth, operations, among others.

This chapter moves a step further by showing the ways in which the relevant data and its collection was carried. Briefly, this chapter discusses research tools employed and methods used in the data collection process. This discussion covers the Research design, approach and strategy, the types of data to be collected, the sources, population and sample size, data processing and analysis.

The chapter also highlights the profile of the case organization as well as the various airlines that operate at the Murtala Mohammed International Airport. This research process; data collection and analysis, sought to provide an overview of airport operations and management as well as the factors that militate against the growth of the domestic aviation sector in Nigeria… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

RESEARCH FINDINGS AND DISCUSSION

Introduction

This chapter of the project work presents the findings of the study which are discussed based on the various objectives that define the study. In all 100 questionnaires were administered. 100 were received; this brought the response rate to 100.00%.

Demographic Characteristics

Table 4.1 Demographic characteristics

Source: Authors Field Survey, (April 2015)

The majority of the people we interviewed were males constituting 77% of our sample size. The respondents were mostly between the ages of 21- 30 followed by 31- 40 making up 35% and 29% of our sample size respectively… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

SUMMARY OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS

 Introduction

After careful analysis of data, this chapter spells out the summary of findings, conclusions, and recommendations pertaining to the solicited results.

 Summary of findings

The purpose of the study is to identify the challenges and prospects facing the domestic airline in Nigeria. The Domestic Airlines were used as the case organization to assess the relationship between the operations at the Murtala Mohammed International Airport and the growth of Nigeria’s domestic airline/aviation industry, evaluate the quality of services delivered by the airline operators and determine the factors that militate against the growth of Nigeria’s domestic airline/aviation industry… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

Conclusion

The purpose of the study is to identify the challenges and prospects facing the domestic airline in Nigeria, and also assess the local aviation industry in terms of the quality of services provided by the airlines, factors that militate against the operations of the industry, the relationship between the operations at the Murtala Mohammed International Airport and the growth of the domestic aviation industry in Nigeria… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

Do You Have New or Fresh Topic? Send Us Your Topic 

 Recommendations

The primary objective of conducting this study was to identify the challenges and prospects facing the domestic airline in Nigeria. And also assess the domestic aviation sector. The study‘s finding revealed that the industry was growing at a rapid pace, and there existed the potential for it to grow further. However, results also showed that this sector is faced with certain factors that militate against its growth. It is based on these results that the researchers propose the following;

• Frequent maintenance works should be carried out on the facilities at the Airport. Facilities such as the departure lounge, toilet facilities, and most importantly the runways should frequently be maintained in order to avoid it developing major faults that might be difficult, costly, and time-consuming to repair. The tracks, in particular, need to be regularly checked for potholes, since potholes developing on runways could halt operations and affect the profitability of the entire industry adversely… (Scroll down for the link to get the Complete Chapter One to Five Project Material)

(Get the Complete Chapter One to Five Project Material)

Struggling with your academic project? Don’t let the pressure overwhelm you! It’s time to hire a professional project writer in Nigeria right now and get quality support that can help you get the A grade. Whether you’re battling with a tight deadline, unsure how to structure your research, or need expert guidance, our team of skilled writers is here to help.

Lets help you get that Grade you deserve

Give us a call: (+234) 813 2546 417
Email us: contact@premiumresearchers.com

WhatsApp: +23408132546417

We provide students, ranging from well-researched final year projects through to fully fledged dissertations, both totally plagiarism-free and devoid of AI problems. Ready to ace your academic goals? Get in touch with us today, and let’s get your project on track!

Why Choose our Project Writers in Nigeria

Writing projects can be a daunting assignment, especially when students have to juggle many demands. In Nigeria, our professional project writers specialise in meeting the academic requirements of students, providing know how, in the writing of projects with the required university standard.

1. Customized Academic Solutions

Whether you’re working on a final-year thesis, research proposal, or dissertation, our professional project writers provide tailor-made solutions that align with your specific academic requirements.

2. Time-Saving Convenience

Due to tight deadlines and pressured timelines, there is cost savings in employing a project writer as time wasted. They handle the research, writing, and editing, allowing you to focus on other priorities.

3. Enhanced Academic Performance

Because of our expertise in writing we ensure that your work is not only accurately done but does not contain plagiarism, and grammatical errors, and thus, plays a major role in your academic success.

Give us a call: (+234) 813 2546 417  Email us: contact@premiumresearchers.com 

WhatsApp: +23408132546417

 

Qualities of the Best Project Writers in Nigeria

In choosing a project writer, here are some of the characteristics we have that make us the best option out there

1. Expertise in Diverse Fields

Our Project writers coming from professional backgrounds have experience in a wide variety of disciplines, i.e., science, social sciences, law, business, etc.

2. Strong Research Skills

Our highly skilled project writers creates a lucid and comprehensive paper body, which ensures the factual accuracy of your project on a sound and up-to-date reference.

3. Familiarity with Nigerian Academic Standards

Our writers know the formatting, referencing criteria, and equally important individual requirements of institutions of higher learning in Nigeria, in order to satisfy the requirements of an academic institution.

4. Timeliness and Reliability

Deadlines need to be adhered to and it is a professional writers’ job to deliver top quality work to the agreed-upon deadlines.

Final Year Project Writers

Final year projects are central to academic success, however, they can be very challenging. This is where our professional final year project writers in Nigeria step in.

• Expert Guidance: Our Writers aid you to understand complicated assignments, task and projects and make sure they are effectively structured.

• Deadline Management: We know the final work load in the final year is a collection of extremely heterogeneous tasks, hiring our research project writer is therefore a proper way to ensure compliance with deadlines without discussion on his/her quality.
• Improved Quality: Our Professional researchers and writers will improve the quality of your writing to make it apparent, logical and properly referenced.

Research Project Writers

Research projects require meticulous planning, analysis, and presentation. Our Professional research project writers simplify the process by offering:

1. In-Depth Research

We study your subject in order to provide informative and data-driven manuscripts.

2. Customized Approach

Our writers tailor projects in relation to your selected grade levels and your institution requirements to guarantee compliance and high quality.

3. Problem-Solving Expertise

Ranging from literature reviews to methodology and data analysis, our group of reserchers provides guidance on every step of a research project, and thereby guarantees academic success.

Best Research Proposal Writers

Research proposal is very important and accuracy and ease of reading are required. Hiring a research proposal writer ensures:

• Clear Objectives: They help articulate your research goals and questions effectively.

• Comprehensive Literature Review: Researchers identify the gaps in the research, which leads to a strong case for undertaking the study.

• Professional Presentation: Your proposal will be clearly and compellingly structured so as to increase the chances of approval.

Dissertation Proposal Writer

A dissertation proposal demands critical thinking, research skills and the ability to write academically. Our Professional dissertation proposal writers excel in:

1. Topic Selection Assistance

Selecting a topic which is not only meaningful but also achievable is very important and authors offer their authoritative advice.

2. Proposal Structuring

They organize your reasoning in a logical, coherent way based on academic prmoduction (e.g., pboncs, sops, and smisc).

3. Focus on Feasibility

Researchers assess the feasibility of your proposed study assessing the possibility of carrying out your proposed study given the existing resources and time limitation.

How to Hire a Project Writer in Nigeria

It can be quite simple to hire a project writer, just follow these steps:.

1. Evaluate Expertise Look for writers with proven experience in your field of study
2. Check Reviews and Testimonials Platforms like Premium Researchers provide reliable reviews and client feedback
3. Discuss Expectations Indicate your project needs, timelines, and budget prior to undertaking.
4. Review Samples Request samples to assess the quality and relevance of their previous work.

Benefits of Hiring Professional Writers for Academic Projects

1. Stress Reduction: Naturally, if you subcontract your project to a professional the focus can be shifted to other tasks.

2. High-Quality Work: Our academic writers guarantee top-notch, plagiarism-free content.

3. Cost-Effectiveness: Time saved frequently more than compensates the expense of hiring an academic writer.

4. Academic Growth: A well-executed project can enhance your knowledge and grades.

Why Premium Researchers is the Best Choice

Premium Researchers stands out as a leading platform for academic project writing services in Nigeria. Their unique features include:

• Experienced Writers: A team of specialists in diverse academic fields.

• Comprehensive Services: From research proposals to final year projects and dissertations.

• Affordable Rates: Competitive pricing without compromising on quality.

• Dedicated Support: Round-the-clock assistance to address your queries.

Frequently Asked Questions About Hiring Writers

1. How much does it cost to hire a project writer in Nigeria?

The cost of hiring a project writer depends on several factors: your academic level, project scope, research complexity, and required timeline. Rather than a one-size-fits-all cost estimate, we prefer to first understand your specific needs and give you a tailored quotation for work that best fits within your budget. Do contact us for a personalized consultation.

Give us a call: (+234) 813 2546 417  Email us: contact@premiumresearchers.com 

WhatsApp: +23408132546417

2. What is the qualification of your project writers in Nigeria?

Our project writers are the best of the best in terms of academic excellence in Nigeria. Every writer must go through our very strict selection process, ensuring that they are not only holders of advanced degrees but also excellent researchers and writers. We work with writers holding at least Master’s degrees in their respective fields; a large number of them have earned their PhDs from prestigious institutions. Apart from academic qualifications, our writers have years of practical experience in academic writing and research methodology. We regularly appraise their work through client feedback and peer review systems. This quality assurance means that whether you want help with an undergraduate project or a doctoral dissertation, your work is handled by someone who has the appropriate level of expertise and experience.

3. How will you ensure the quality of final year project writing?

Our Quality assurance in final year project writing is holistic and multi-layered. First, every project begins with extensive research using credible academic sources and databases. Our writers will develop a detailed project outline that is sure to meet your university guidelines and your specific requirements. Systematic quality checks through the writing process ensure that everything, from the validity of the research to consistency in formatting, is addressed. All projects are stringently screened through multiple plagiarism detection tools to ensure originality. The company is particularly meticulous in methodology development, data analysis, and integration with current research findings. Our quality assurance team will evaluate each project for academic rigor, coherence in argument, proper citation practices—all those minute details to make sure your final-year project stands at the highest possible standard.

4. What all-around assistance do research project authors offer?

Our research project writers go much beyond basic writing services. They assist you initially in developing a strong conceptual framework for your research; this ensures that your project is theoretically well-grounded. Writers can help develop intricate research methodologies in line with your research objectives, both qualitative and quantitative in nature. They will direct you to the appropriate selection of methods for your research questions and implement them. Advanced statistical analysis and interpretation of the findings are supported by it, developing meaningful conclusions. Our writers know how to develop literature reviews that are intriguing, synthesizing current research in your field and showing gaps in knowledge and how important your study will be.

5. Can research proposal writers help with topic selection?

Our research proposal writers are good at helping students go through the very important step of topic selection. This is where in-depth analysis of current trends in your field is involved, and where research gaps offering opportunities to make meaningful contributions are identified. The writers also perform preliminary literature surveys to ensure that your chosen topic has sufficient academic resources yet remains original enough to contribute new knowledge. They consider issues of data availability, time scale of research, and resource needs to make sure that your proposal is sufficiently ambitious but feasible. Our writers can also help to align your topic with departmental preferences and current academic trends to increase the likelihood of approval.

6. How do dissertation proposal writers handle revisions?

Our dissertation proposal revision process is thorough and very client-centric. The writers will keep all channels of communication open throughout the project to afford an opportunity for continuous feedback and adjustment. We realize that a dissertation proposal often involves several iterations as you receive comments from supervisors and committee members. Our writers will meticulously analyze all types of feedback, incorporating such suggestions while keeping the proposal coherent and academically sound. If suggested structural changes or further content, our writers will make sure that these adjustments fit the overall research objectives and academic standards. The revising process is done until your proposal has fulfilled all requirements and has been approved.

7. What is your process for maintaining confidentiality?

The professional relationship with our clients is based on confidentiality. Strong security measures are put in place for every part of your project and personal information. All writers of a project sign a comprehensive nondisclosure agreement before any client materials can be viewed. Our communication system guarantees your discussions with writers are always private and secure. Using enterprise-grade encryption for storing and transferring documents means we ensure your research materials and personal data stay confidential. Our commitment to privacy goes further than the completion of your project, since we handle the data retention policy, which protects your interest in the long run. This systemized approach towards confidentiality earned us the trust of academic institutions and researchers throughout Nigeria.

8 Do you offer specialized support for different academic fields?

Our network of project writers spans the entire academic spectrum, offering specialized expertise in diverse disciplines. In the sciences, our writers have extensive laboratory research experience; they understand complex experimental methodologies. Our experts in business and management projects come with practical experience in the industry alongside theoretical knowledge. Our writers in the humanities and social sciences excel at qualitative research and theoretical analysis. Engineering project writers combine technical expertise with practical problem-solving approaches. Our legal project writers stay current with developments under Nigerian law and international jurisdiction. This specialized approach assures your project is carried out with field-specific knowledge and methodologies, hence resulting in work that evidences understanding of the unique needs and standards of your discipline.

9. What distinguishes your project writers in Nigeria from others?

Our standout project writers in Nigeria stand out for an exceptional synthesis of academic and practical excellence. They keep themselves abreast of current methodologies in research and academic trends through attendance at continuous professional development programs. They have in-depth knowledge of the requirements of universities in Nigeria, earned through years of successful completion of projects across different institutions. Our writers are strong in both the development of the theoretical framework and the implementation of practical research. Advanced analytical skills and application of current research tools and databases ensure full coverage of your topic. Furthermore, our writers understand the nuanced requirements at different academic levels, from undergraduate projects to doctoral dissertations, and tune their approach accordingly to deliver appropriate depth and sophistication in their work.

10. How do you handle urgent project requests?

Only outstanding organization and resources can handle urgent projects well, which we have honed through years of experience. In managing time-sensitive projects, we first carry out a detailed feasibility assessment to ensure that we can deliver quality work within the given time frame. Our project coordinators develop tailored schedules in consideration of all major components of the project yet keeping the standards of quality intact. We can appoint our senior writers specialized in generating fastest delivery without compromising on the academic rigor. For especially intricate urgent projects, we adopt a teamwork approach where several experts work on various components simultaneously. During the urgent project period, we maintain an increased communication frequency in order to ensure that all deadlines and quality benchmarks are met.

11. What ongoing support is available during the project writing process?

Our support system is an ongoing partnership during your project’s development. You will be assigned a project coordinator as your point of contact with each customer. This coordinator ensures easy communication between you and the writer, so all your requirements and feedback are accurately understood and incorporated. Regular progress reviews are scheduled for you to review the project’s direction and make alterations.  Technical support is always available for complex analyses or implementation of methodologies. Writers provide detailed explanations of their approaches and decisions so that you can understand and explain every aspect of your project. This in-depth support makes sure that you are always fully involved with and informed about the development of your project.

12.• How do you ensure originality within research writing?

Originality within academic writing is complex and many-layered. Our process begins with in-depth topic exploration, finding unique angles and fresh perspectives from your field of study. Conducting a literature review enables writers to grasp the existing research and sincerely identify gaps in knowledge. They will develop original theoretical frameworks that build upon, rather than simply repeat, existing scholarship. Our methodology design process focuses on innovation and academic rigor. All written content undergoes multiple originality checks using various plagiarism detection tools. References and citations are duly checked and formatted according to the required academic styles. All this painstaking effort ensures that your work will be one that truly contributes to the field while upholding the highest standards of academic integrity.

Internal Links and Resources

To further explore professional writing services, check out these resources:

• Hire an Online Project Writer
• Why Hire a Premium Researcher
• Research Proposal Writing Service
• Six Reasons You Should Hire a Project Writer
• Professional Law Project Writer
• Best content writing service

free project materials download  I  project topics and materials pdf  I Hire Project Writers in Nigeria  I  Professional Research Paper Writers  I  project topics in accounting  I  Hire an Expert Writer for your Research Proposal  I  professional project writers  I  get expert writer for your project

ABSTRACT

Conflict management strategies are the measures used to manage conflict in universities in order to improve staff performance; however, these polytechnics have experienced a significant decline due to conflict. Conflict is a natural occurrence in the majority of organizations as long as human relationships exist. Due to the welfare of employees, the existence of conflict has become a matter of concern at Delta state polytechnic, Ogwashiuku.

The resultant effect has not only affected the employees, but also the entire organization. This study examined the Impact of Conflict Management on the Performance of Ogwashiuku, Delta State Polytechnic. The research is survey-based and cross-sectional in nature. The study’s population consists of 112 Delta state polytechnic, Ogwashiuku, employees.

Using multiple regression, the data were analyzed. The conclusion of the study was that there is no single optimal strategy for managing conflict, as it depends on the behavioural intentions of the parties to the conflict, the time frame, and the situation in which the organization finds itself. In order to improve the performance of the organization, it was recommended that the management of Delta State Polytechnic emphasize the adoption of collaboration and avoidance strategies.

CHAPTER ONE

INTRODUCTION

In every aspect of human society and endeavor, conflict is regarded as a natural occurrence that is unavoidable so long as human relationships exist. It is a process that begins when one party perceives that another party has negatively impacted or is about to negatively impact something important to the first party (Robbins, Judge & Vohra, 2012).

At home and at work, conflict is extremely frequent and, in some instances, unavoidable (Mughal & Khan, 2013). Friction, disagreements, or arguments may result from people interacting with one another due to actual or perceived differences or incompatibilities, escalating to conflict. Thus, conflicts in organizations can take numerous forms, including interpersonal conflict, task conflict, and process conflict, giving rise to a variety of conflict management strategies (Budd & colvin, 2013).

However, over the years, the Nigerian government has established a variety of techniques to assist organizations in the management of conflicts. The Labour/Employment Act, 1971; the Workmen’s Compensation Act, 2010; the Trade Dispute Amendment Decree, 1988, No. 39; and the Trade Dispute Act 18, 2004 provide five steps for the legal management of conflict in organizations in the nation (Akinwale, 2011).

According to Akinwale (2011), these policies involve the use of internal machinery consisting of grievance procedures and external machinery consisting of mediator, conciliator, and referral of disputes to industrial arbitration panel, national industrial court, and the establishment of a board of enquiry. The judgment of the national industrial court is final and binding on employers and employees as of the date the judgment is rendered in the country. According to Longe (2015), the Trade Union Act,

Several multinational corporations in the country have adopted the year 2005 for managing union-management conflict in their organizations

Conflict management is the process of limiting the negative aspects of conflict and enhancing the positive aspects of conflict in order to improve learning and group outcomes, such as effectiveness or performance in organizational settings (Rahim, 2011).

Managers must deal with conflict management because conflict has a significant impact on employee morale and turnover, which can have a positive or negative impact on the success of an organization. Therefore, the effectiveness of conflict management is largely dependent on the degree to which the causes of the conflict have been comprehended.

When conflict is effectively managed, it can bring enormous benefits to individuals and organizations, as conflict management is frequently one of the most significant drivers of organizational change. If handled correctly, it can create stronger bonds, help people become more innovative, build effective teams, establish strong working relationships, and ultimately enhance both individual and organizational performance. The key is to confront an issue directly and negotiate a win-win resolution for all parties involved (Garcia, 2013).

Organisational performance is viewed as the result of an activity accomplished by an organization in accordance with its authority and responsibility in achieving the goal legally, not illegally, and in accordance with the organisation’s morals and ethics (Almajali, Alamro & Al- Soub, 2012).

Financial or non-financial measures may be selected to evaluate the performance of an organization, depending on the type of organization being evaluated and the evaluation’s intended outcomes. However, improved organizational performance is contingent on the conflict management strategy (s) adopted by the organization, such as collaboration strategy, compromise strategy, and avoidance strategy.

Implementing the appropriate strategy will enhance the performance of employees, resulting in enhanced organizational performance. On the other hand, an organization’s inability to implement the appropriate conflict management strategy(s) will result in a decline in employee performance, which will in turn result in a decline in organisational performance.

1.2 STATEMENT OF THE PROBLEM

Ogwashiuku, Delta State Polytechnic, is troubled by the existence of conflict. The organization faces the issue of negotiating employee bonuses, typically at the end of the year. The lingering issue leads to conflict between management and employees of the organization, which manifests as employees harboring grievances against management, a change in attitude or behavior, a decrease in effort towards work, physical confrontation between both parties, and the cessation of production as employees refuse to work.

This affected the individual employees’ and the organization’s effectiveness and performance. The management’s attempts to resolve the conflict have only resulted in conflict suppression. This is because the management employed a dominance strategy that benefited them at the expense of the workers. Therefore, Delta state polytechnic, Ogwashiuku must devise an efficient method for resolving the organizational conflict.

Several studies on conflict management have been conducted; however, the majority of these studies are qualitative in nature (Fatile & Adejuwon, 2011; Garcia, 2013; Kazimoto, 2013; Nwosu & Makinde, 2014; Ebhote & Monday, 2015). Conflict management has to do with human intentions, so it cannot be generalised across all aspects of an organization.

While some empirical studies in this area examined the effects of some or all of the major conflict management strategies on other dependent variables, such as job stress, organisational effectiveness, and turnover intention (El Dahshan & Keshk, 2014; Kanani & Farahani, 2014; Lazarus, 2014; Sima, Gbolamabbas, & Saeed, 2012), others focused on organisational performance (Ongori, 2009;Hotepo, Asokere, Abdulazeez, &Ajemunigbohun, 2010; Obasan, 2011; Mughal & Khan, 2013; Ajike, Akinlabi, Magaji & Sonubi, 2015; Awan & Saeed, 2015 and Longe, 2015).

Studies by Ongori (2009), Hotepo, et al. (2010), Obasan (2011), and Mughal and Khan (2013) only identified the conflict management strategies used by the understudied organizations, but did not measure the effect of the strategies on organizational performance.

Since conflict is inevitable in an organization, its management will determine whether it has a positive or negative impact on the performance of the organization (Uchendu, Anijaobi & Odigwe, 2013). Therefore, the purpose of this study is to investigate the effect of conflict management using collaboration, compromise, and avoidance strategies on the performance of Delta state polytechnic, Ogwashiuku.

1.3 RESEARCH QUESTIONS.

The following are the specific research questions to be addressed in this study:

How does the Delta State Polytechnic, Ogwashiuku’s collaboration strategy impact its performance?

To what extent does Delta state polytechnic, Ogwashiuku’s performance depend on its compromise strategy?

To what extent does Delta State Polytechnic, Ogwashiuku’s avoidance strategy affect its performance?

1.4 OBJECTIVES OF THE STUDY.

This study’s primary objective is to examine the impact of conflict management on the performance of Ogwashiuku Delta State Polytechnic. The particular aims are to:

Examine the impact of collaboration strategy on Delta State Polytechnic’s performance.

Determine the impact of compromise strategy on Delta State Polytechnic’s performance.

Determine the impact of avoidance strategy on Delta State Polytechnic’s performance.

1.5 STATEMENT OF HYPOTHESES.

In accordance with the study’s research objectives, the following hypotheses are developed.

Delta state polytechnic, Ogwashiuku’s performance is unaffected by its collaboration strategy, according to H01.

H02: The performance of Delta State Polytechnic, Ogwashiuku is unaffected by compromise strategy.

H03: The performance of Delta State Polytechnic, Ogwashiuku, is unaffected by avoidance strategy.

1.6 IMPORTANCE OF THE EVALUATION

The study benefits the administration of Delta State Polytechnic, Ogwashiuku, other researchers, the general public, and adds to the existing body of conflict management knowledge.

1.7 RADIUS OF THE EXAMINATION

This study examined the relationship between Conflict Management and Organizational Performance at Delta State Polytechnic, Ogwashiuku. Cross-sectional research was conducted with a focus on conflict management strategies that contributed to organizational performance. The dimensions of collaboration strategy, compromise strategy, and avoidance strategy were operationalized for the independent construct of conflict management, while organisational performance served as the dependent variable.

Do You Have New or Fresh Topic? Send Us Your Topic 

Employee Relationships and Conflict Management in Higher Education ( A STUDY OF DELTA STATE POLYTECHNIC OGWASHIUKU )

CHAPTER ONE

INTRODUCTION

1.1 THE STUDY’S BACKGROUND

Centuries ago, it was widely held that leaders are born, not made. It was widely assumed that leadership was uniquely endowed with work ability as well as a love of people, allowing them to become leaders.

Autocratic leadership is characterized by leaders using coercive reward and even legitimate force on their subordinates. The leader also uses threats and punishments to achieve their goals and does not allow subordinates to contribute to the organization’s operations, making upward communication ineffective.

Other types of leadership styles include:

A. Laissez-Faire leadership style: leaders in this style place less emphasis on the achievement of organizational goals and more emphasis on the behavior of subordinates, so they are free to do whatever they want. These leaders serve only as showpieces.

B. Likere leadership style: Reisis Lifetree is a graduate of the University of Michigan, and his associate has spent decades focusing on leadership style in businesses. According to the findings of this study, an effective manager is one who is strong oriented to his subordinates and relies on communication to keep all parties working as a unit.

a. Goodwill

b. Consultative mode

c. Be a member of the group

1.2 THEORY OF FRAMEWORK

The researcher attempted to survey some theories that will further enhance understanding of the concept of Autocratic leadership and its effect on employee productivity during the course of this study.

Among the theories worth mentioning and explaining are

A. The leadership trait theory

B. Leadership theories based on behavior

C. Theories of Situational Leadership

The trait theory contends that the leader has always played a central role in management theory. Most early leadership researchers attempted to either compare the traits of people who became leaders with those who did not identify characteristics and traits possessed by effective leaders.

The trait approach to leadership, according to Weiss and Adler (1984:1), is the evaluation and selection of leaders based on their physical, mental, social, and physiological characteristics.

The behavioral school, on the other hand, arose as a result of dissatisfaction with trait theory. This theory focuses on how leaders should act rather than on any traits or characteristics they may have.

Several studies, including the Ohio state leadership studies, have been conducted in the United States. They conducted a series of in-depth studies on the behavior of leaders in various organizations. The main focus of the Ohio State University study was the leaders’ behavior in directing others’ support toward group goals.

The situational or contingency leadership theory is based on the assumption that appropriate behavior or style depends on the circumstances at the time. These theories have five implications. They have

a. Houses’ path goal theory

Tannebaum’s and Schmidt’s leadership continuum

Fielder’s contingency leadership theory

d. The normative leadership theory of Vrooms and Yatton

e. Heresy and the blachards situation leadership theory

All of the theories examined in the theoretical framework in this research work will assist the researcher and student in understanding and appreciating the topic of the researcher’s effort.

1.3 THE PROBLEM’S STATEMENT

All of the efforts made by the organization’s leader to improve worker productivity do not appear to be bearing fruit. Many organizations have concluded that using an autocratic leadership style would make employees more productive than using a democratic leadership style because

A. Workers are not putting forth their best efforts in production because they are not motivated rather than punished, thereby contributing to the organization’s demise.

B. Authoritarian leaders fail to achieve their company’s goals, and the rate of staff turnover is increasing, resulting in the loss of process-experienced workers.

C. In addition, some leaders in many organizations are autocratic, relying heavily on the power of their formal position. Highly authoritarian lowers prioritize completing assigned tasks over the needs of their subordinates.

D. Autocratic leaders run centralized organizational systems, taking no note and thus delegating no authority to subordinates, and prioritize the achievement of organizational goods over the welfare of employees and workers in the organization.

1.4 THE STUDY’S OBJECTIVE

The primary goal of this research is to help leaders identify the best leadership style for increasing employee productivity. The study would also serve as a resource for many administrative officers and business students both inside and outside of the school.

1.5 QUESTIONS FOR RESEARCH

A. Does autocratic leadership affect employee productivity?

B. Does the autocratic leadership style achieve its goal?

C. Is there a significant leadership relationship between autocratic leadership style and industrial harmony?

D. How does autocratic leadership affect employee morale?

1.6 HYPOTHESIS OF RESEARCH

The following hypotheses were developed for the study based on the research problem stated above.

A. Ho: Autocratic leadership has no effect on employee productivity in an organization.

B. Hello: autocratic leadership can have an impact on employee productivity in an organization.

C. Ho: Autocratic leadership cannot motivate employees to work hard, and productivity is low.

D. Hello, autocratic leadership encourages workers to be more productive, and he gives his full commitment to the work he does.

1.7 THE STUDY’S SIGNIFICANCE

The importance of autocratic leadership style on employee productivity cannot be overstated, as the research will aid in controlling and directing future managers. Organizations will use the book in their leadership style, and the study will change the perception of organizations’ leadership style, i.e. can also review the factors that are strengths and weaknesses cannoning job motivation on an organization.

Do You Have New or Fresh Topic? Send Us Your Topic

EMPLOYEE PRODUCTIVITY AND THE EFFECT OF AUTOCRATIC LEADERSHIP STYLE

CHAPTER ONE

INTRODUCTION

THE STUDY’S BACKGROUND

Working with people to achieve a goal can be one of the most difficult challenges that an organization or institute faces; every aspect of collective life, in some form or another, requires the collective efforts of the people involved to achieve success. Individual input is essential in the achievement of the set goals and objectives by a group. It is important to understand the role of a welfare program in an organization.

It is one of the key tasks of management to achieve the organization’s goals and objectives as efficiently as possible. Human resources (workers) are automated equipment and other resources used to achieve organizational goals and objectives. In the absence of human effort and direction, other resources are wasted.

According to the policy of the College of Education (COLBEN) on the institute’s staff development program, all categories of employees are to benefit from in-service and other productivity in the cast of junior staff, training is required for skilled and semi-skilled junior to update their competence in their lecturing skills.

Furthermore, senior personnel are trained in order to prepare them for managerial positions that may become available in the future. Contract or casual workers are not forgotten; they are also trained on the job to improve their productivity.

Because it is difficult to predict how human resources (workers) will respond to a given situation, a welfare program for employees must be taken seriously in order to improve efficiency and productivity in an organization. Staff cannot be easily manipulated like machines or computers, and even if you do, it will only be for a short time. As a result, V and other motivating factors are required for consistent performance and productivity of staff in an organizational system.

Despite the benefits of welfare programs for improving employee performance, efficiency, and productivity, most institutions and organizations do not provide enough welfare programs for their employees/staff. As a result, the impact of a welfare program on employee productivity was investigated.

STATEMENT OF THE PROBLEM

The provision of a welfare program to its workforce is an important input on this part of management to ensure their efficient contribution to institutional goals. The benefit of the welfare program is that it ensures the comfort, safety, and security of the employees.

Additionally, the social welfare program aids in the establishment of retirement and pension plans for employees. These pals are provided for most employees who are unable to save enough for their retirement support. The welfare program also helps to boost employee morale and loyalty.

To the organization, welfare programs aid in more effective recruitment, good human relationships between management and employees, reducing the influence of unions, and, of course, increasing the institution’s revenue as a result of increased lecturing or productivity skills.

Regardless of the merits of the welfare program, institutions or organizations do not provide enough welfare programs for their employees. As a result, the impact of a welfare program on staff/worker productivity in an organization was investigated, with the College of Education (COLBEN) serving as a case study.

QUESTIONS FOR RESEARCH

During the study, the following research questions were posed.

I Can a welfare program help management and employees achieve organizational goals and objectives?

ii) Can a welfare program help increase worker/staff productivity?

iii) Should the organization’s welfare program be limited to a specific group of employees?

iv) Are there any drawbacks to providing a welfare program to employees in an organization?

OBJECTIVE OF THE STUDY

The term “welfare program” refers to the factors that motivate employees/staff to take action in order to perform optimally in their assigned tasks. Based on the preceding statement, it is clear that employees require a specific incentive welfare program to encourage high productivity. The goal of this study is to investigate the impact of a welfare program on worker/staff productivity in an organizational system.

THE STUDY’S IMPORTANCE

The study’s findings and recommendations will be useful to COLBEN staff and other institutions in Nigeria. This study demonstrated briefly how the provision of welfare programs can increase productivity when their basic needs are met. In the long run, this will result in the achievement of organizational goals and objectives. The study is also significant because it will add to the existing literature on the subject.

THE STUDY’S OBJECTIVE

The purpose of this study is to investigate the impact of a welfare program scheme program on staff productivity in an institution. As an example, consider the College of Education (COLBEN). The study will also look at the origins of welfare programs in institutions and the different types of welfare schemes available under common law.

DEFINITION OF TERMS IN BUSINESS

The provision made to workers/staff to enable them to spend less of their wages and salaries.

Organization: A structured process in which people interact in order to achieve or realize a goal.

Productivity is the ability to produce.

Institution: A specialized organization or society.

Institute: A society or organization that promotes science education, for example.

Objectives: Things that exist outside of the mind.

Goal: The object of one’s ambition or the destination of one’s efforts.

Work: The application of mental or physical effort to the utilization of energy.

Do You Have New or Fresh Topic? Send Us Your Topic 

THE EFFECT OF THE STAFF WELFARE SYSTEM ON WORKER PRODUCTIVITY

ABSTRACT

The study’s theme is Human Resource Management in the Hotel and Catering Industry (A case study of Royal Palace Hotel Enugu). The researcher incorporated both primary and secondary data into the study. Using surveys and direct observation, the basic data was acquired. The secondary data was obtained from textbooks, periodicals, and libraries.

The survey research design was utilized for this study. The sample consisted of 82 employees of the organization. The sample size for the study was calculated using the Yaro Yamani formula, which yielded 63 employees. A total of 63 questionnaires were distributed and returned, yielding a return rate of one hundred percent. The researcher analyzed the data using sample percentage and chi-square as statistical tools.

The survey indicated that the majority of employees at this company are unaware of the mechanism for determining pay, indicating that management does not involve employees in the machinery or mechanics of payment calculation. The function of the worker is reduced to strict adherence to rules and regulations.The researcher suggested, among other things, that hotel industry employers adopt a comprehensive personnel policy study.

CHAPTER ONE 

INTRODUCTION

1.1 BACKGROUND TO THE STUDY

Since the dawn of recorded history, humans have traveled and need shelter on their journeys. As a result, accommodations in the shape of inns, modest hotels, and subsequently larger hospitality suites sprang up to accommodate these demands. Thus, it is believed that hospitality is the second-oldest profession in the world.

Immediately following the civil war in 1970, there was a virtual absence of hotels and, in particular, well-known international hotel brands in Nigeria. Nigeria’s hotel business did not begin to expand until the late 1970s, during the oil boom period. In recent years, however, Nigeria’s hosting of several major international events, such as the common wealth heads of government meeting (CHOGM), the All African games, and carnivals, as well as the visits of two American presidents and other presidents with their entourages, has resulted in the construction of several more hotels in Nigeria, particularly in the major cities.

This expansion is not unique to Nigeria; for instance, the American food service business in 1979 had busing for meals away from home of 110 billion dollars and was the third largest industry in terms of total retail sales, employing approximately 6 million people and having an average of 125. In 1995, there were 42 employees, but the company currently need many more people each year.

Since then, Nigeria has witnessed numerous significant advancements and changes that have contributed to the relative improvement of the standard of living for the vast majority of working people. Numerous variables, including increased national productivity, stronger economic growth, more enlightened management, and trade union pressure, have contributed to these changes. The hotel and catering business has made substantial contributions to this general improvement in the level of living by providing basic and leisure services, employment, and wealth development.

In any country, hotel development is a meticulous process needing extensive planning prior to, during, and after construction. There is still evidence in many parts of Nigeria that this pre-planning has not been successfully executed, resulting in some hotels that are unable to fulfill the ever-changing and growing consumer needs of today and tomorrow, including the fact that demand far exceeds supply in key cities like Lagos. Tourism, of which the hotel and catering industry is a major component, is reportedly a promising growth area in Nigeria.

Despite the technical advancements, the working conditions of a significant portion of the industry’s employees have not kept pace with those enjoyed by workers in other sectors. In most cases, the working circumstances of industry employees are undesirable. There are inherent, inescapable disadvantages, such as needing to work long evenings and weekends. Other difficulties, however, can be eliminated or diminished via concerted managerial action. Staff reliance on tips, employees’ ignorance of techniques for calculating compensation and the distribution of service charges, and management’s reluctance to include staff in concerns affecting their working lives are examples of such issues. Therefore, management should find a means to bring out the best in these groups of underutilized employees.

In Nigeria, there are numerous companies that provide food services and can be classified as hotels by their nature. It is anticipated that there will be approximately 550 hotels, inns, and commercial guesthouses in Nigeria by 2008, each employing between 10 and 250 individuals based on their size. It is estimated that between 418 and 900 individuals were employed worldwide in 2003.

1.2 STATEMENT OF THE PROBLEM

In an industry in Africa that appears to have grown steadily over the years, limited competence is consequently expected, and this poses a concern.  The purpose of the study is to examine these and other issues and provide recommendations where warranted. The problem of a lack of experienced workers in this industry in the third world appears to be caused by managers’ reluctance to train and employ capable workers. Another issue is that the majority of workers in the business lack clear means to register their criticisms and complaints, as management typically stifles unionization efforts.

The third question is whether or not the basic wages and perks of workers are proportionate with their work ethic and efforts. As employers become less responsive to changes in the economy with regard to adjustments of pay and benefit packages in line with economic growth, as is the case in the majority of developing countries today, including Nigeria, they are left with employees whose dedication to work decreases; whose morale and motivation to work plummet drastically.

Additionally, we are confronted with an atmosphere in which employees are typically kept in the dark about facts they have the right to know.The final issue is the widespread notion among most individuals that positions in the industry are a “last choice” for those who cannot find “better” employment. This inhibits young individuals from pursuing a career in the hotel and catering industry. Having identified a number of difficulties, this study seeks potential remedies for a number of them.

1.3 THE PURPOSE OF THE RESEARCH

To this end, the purpose of this study is to evaluate the reasonableness of all entitlements owed to or payable to the portion of the labor force that is wholly or partially employed in the hotel and catering industry. These are the objectives of this investigation.

1. Examine the reasonableness of various benefits and rights that are not included in the basic payment.
2. Determine the extent to which compensation is proportional to the efforts of employees in this industry.
3. To assess the degree to which compensation and benefits in this industry are comparable to those in comparable industries.
4. The purpose of this report is to assess the influence of the hotel’s industrial relations on worker welfare.
5. Determine the effect of improper payment and employee benefit schemes, or their absence, on employee performance.

1.4 RESEARCH QUESTIONS

These research inquiries will be posed:

1. How happy and motivated are workers in the hotel and catering industry by their compensation?
2. To what extent are the working conditions in this industry commensurate with the effort of workers?
3. How involved is management in the training and development of its employees?
4. How does management feel about the development of unions?
5. How responsive is management to changes in the economy, as measured by the adjustment of compensation and benefit packages in accordance with economic indicators?

1.5 RESEARCH HYPOTHESIS

The hypothesis of this study involves the following:

1. Employee compensation and benefits are not commensurate with their efforts.
2. Employee compensation and benefits are commensurate with their work.
3. Management does not encourage employee unionization.
4. The management favors employee unionization.
5. The payment and benefits received by employees have a negative effect on worker morale and motivation.
6. The payment and benefits received by workers have no negative affect on their morale and drive to work.

1.6 THE SIGNIFICANCE OF THE RESEARCH

The study is notable because of the following:

To dispel the notion, held by some hotel management in the country, that employee unionization may cause them further difficulties.  To emphasize the importance of pay being proportional to efforts and output, given that the majority of workers in this business are motivated by psychological demands, but work in conditions presumably reserved for self-actualized members of society. Ability to assist in restoring the industry’s status as a major economic component and a prospective growth sector.

1.7 SCOPE AND LIMITATION OF THE STUDY

An attempt to evaluate the human resource management in the hotel and catering business would be too extensive and comprehensive. Accordingly, the researcher believes that the scope of this study should be limited to the administration of employee benefits and welfare schemes, i.e., all other entitlements due to employees other than payment that, by their very nature, may serve as motivation for the staff of the organizations in the industry. This research is limited to the complete workforce of the Royal Palace Hotel in Enugu. However, this study’s conclusions will apply to the Nigerian hotel and catering industry. Major limitations of this study include the limited work done by prior researchers on this topic, as well as the management’s antagonism towards questions and inquiries.

1.8 DEFINITION OF TERMS

A hotel is a business that offers food and beverages, and if necessary, sleeping accommodations, to anyone who is in a fit state to receive the services.

False hotel – A hotel that primarily serves travelers while they are temporarily away from home.

These are hotels that provide full apartment-style living facilities as opposed to simple guest standards that lack cooking and eating facilities within individual units.

Airport hotel- This aims to cater for travelers that use the airport.

A salaried employee is typically paid monthly through a bank and consists primarily of managers and senior supervisors.

Full-time employees typically work between 30 and 45 hours per week and have a monthly salary that is guaranteed in cash.

Resort hotel – Hotel located along a beach, lake, or other natural geographical feature that can be incorporated into the hotel.

Casuals – Employees who typically work on a session basis, such as evening or afternoon shifts, with no assurances of future employment and who are typically paid by the session in cash.

Chapter one

INTRODUCTION

1.1 Background of the Study

People have migrated from the beginning of recorded time, and they have needed shelter along the way. As a result, certain accommodations in the form of inns and small hotels, as well as bigger hospitality suites, arose to accommodate such demands. Hospitality is believed to be the world’s second oldest profession. Following the civil war in 1970, there was a virtual absence of hotels, particularly well-known names in the worldwide hotel industry in Nigeria. Nigeria’s hotel business first began to flourish in the late 1970s, amid the oil boom.

In recent years, however, Nigeria’s hosting of several major international events such as the Common Wealth Heads of Government Meeting (CHOGM), All African Games, Carnivals, and meetings which included the visits of two American presidents and other presidents and their entourages, has resulted in the construction of several more hotels in Nigeria, particularly in major cities.

This growth is not limited to Nigeria; for example, in 1979, the American food service industry had 110 billion dollars in busing for meals away from home and was the third largest industry in the country in terms of gross retail sales; it employs approximately 6 million people and had an average of 125. 42 employees in 1995, but still requires many additional employees each year.

Nigeria has since experienced several significant improvements and changes in the relative improvement of the level of living for the vast majority of working people. These advances are the consequence of a variety of reasons, including increased national productivity, stronger economic growth, more enlightened management, and pressure from trade unions.

The hotel and catering business has made significant contributions to the overall growth in standard of living by providing basic and leisure services, employment, and wealth development. Hotel development in any country is a complex process that necessitates extensive planning before, during, and after construction. In Nigeria, inadequate pre-planning has led to hotels struggling to meet changing customer needs, including shortages in major cities such as Lagos. Nonetheless, tourism, particularly the hotel and catering industry, is regarded as a potential growth area in Nigeria.

Despite technological advancements, many employees in the business have unequal working circumstances compared to those elsewhere. Improvements in the catering sector itself. The delayed rate of improvement in the industry’s employment conditions can be attributed to a reluctance among proprietors and managers to modify labour wages to reflect industry advancements. Trade unions have limited impact in most industries, as the majority of workers are not interested in pursuing a career in the field.

The industry’s working conditions are often unappealing. There are inherent issues that cannot be avoided, such as working late into the evenings and on weekends. Other issues, however, can be eliminated or decreased via concerted managerial action. Problems include personnel relying on gratuities, lack of knowledge about pay calculations and service costs, and management’s reluctance to include employees in workplace decisions.

Management should therefore devise a strategy for bringing out the best in these categories of undervalued individuals of our workforce. Many organisations in Nigeria provide food services and, by definition, can be classified as hotels. By 2008, it is predicted that Nigeria would have approximately 550 hotels, inns, and commercial guest houses, employing between 10 and 250 people depending on their size. In 2003, an estimated 418 – 900 individuals were employed worldwide.

1.2 Statement of the Problem

In a sector in Africa that appears to have been growing steadily over the years, competence is predicted to be limited, which is problematic. The study intends to explore these and other issues, and to provide recommendations as needed. The problem of a lack of experienced hands in this third-world business appears to be caused by management’ reluctance to train and employ capable personnel. Another issue is that most workers in the business lack clear mechanisms through which to voice their complaints and grievances, as management typically suppresses unionisation activity.

The third issue is how workers’ basic compensation and benefits are commensurate with their dedication and efforts. Employers are less responsive to economic changes in terms of adjusting pay and benefit packages in line with economic growth as is the case in most developing countries today, including Nigeria, leaving them with employees whose dedication to work declines, resulting in a significant decrease in their morale and motivation to work.

We are also dealing with an atmosphere in which employees are frequently kept in the dark about information they have a right to know. FThe process of determination, the criteria for promotion, and so on are all subject to management’s whims. This is a problem. The final issue is that most people believe that working in the business is a last resort when they cannot find a “better” career. This inhibits young people from pursuing a career in the hotel and catering industry. After identifying some of the difficulties, this study will attempt to find potential answers to some of them.

1.3 Objectives of the study 

To that purpose, this study seeks to analyse the reasonableness of all entitlements due or payable to the segment of the labour force that works entirely or partially in the hotel and catering industry. The study’s aims are as follows.

1. To analyse the reasonableness of other entitlements and benefits that are not included in the basic payment.
2. To determine the extent to which compensation is comparable with employees’ efforts in this industry.
3. To determine how closely this industry’s salary and perks compare to those in related industries.
4. Examine the hotel’s industrial relations and their impact on worker wellbeing.
5. To determine the influence of ineffective payment and employee benefit schemes, or their absence entirely, on employee performance.

1.4 RESEARCH QUESTIONS

The following research questions will be asked:

1. To what extent are hotel and catering sector employees satisfied and motivated by their pay?
2. To what extent are the working conditions available in this industry satisfactory in terms of worker effort?
3. How involved is management in the training and development of their employees?
4. What extent does management support the creation of unions?
5. To what extent is management sensitive to economic developments in terms of adjusting payment and benefit packages to reflect economic indicators?

1.5 Research Hypothesis

The hypothesis of this study work contains the following:

HO: Employees’ pay packets and benefits do not reflect their work.

HA: Employees’ salary and benefits are proportional to their efforts.

HO: Management does not encourage employees to unionise.

HA: Management pushes its employees to unionise.

HO: The payment and benefits provided to employees have a negative impact on their morale and motivation to work.

HA: The payment and benefits provided to employees have no detrimental impact on their morale or motivation to work.

1.6 The Significance of the Study

This study is important for the following reasons:

To dispel the myth held by certain hotel managers in the country that employee unionisation will cause them greater problems.

To highlight the need of having pay correspond with efforts and output, given that the majority of workers in this business seek psychological needs but operate in conditions presumably reserved for self-actualized members of society.

Ability to assist restore the industry to its rightful role as a major component of the economy and a potential growth sector.

1.7 Scope and Limitations of the Study

An attempt to evaluate human resource management in the hotel and catering business would be far too broad and comprehensive. As a result, the researcher believes that the scope of this study should be limited to the administration of employee benefits and welfare schemes, i.e. all other entitlements due to employees other than payment, which may act as motivation for the staff of the organisations in the industry.

The study is limited to the complete personnel of the Royal Palace Hotel in Enugu. However, the study’s conclusions will apply to Nigeria’s hotel and catering industry. The study’s limitations include limited research on the subject and management’s resistance to inquiries.

1.8 Definition of Terms

Hotel- An establishment owned by the proprietor that provides food and drinks, as well as sleeping accommodations, to anyone who is in a fit state to accept them.

Fraudulent hotel- A hotel that accommodates individuals, primarily travellers, while they are temporarily away from home.

Residential hotels are hotels that offer full apartment-style living facilities, as opposed to simple quest rules that do not allow for cooking or eating within individual units.

Airport hotel- This facility caters to travellers who utilise the airport.

Salaried employees are typically managers and senior supervisors who are paid monthly through a bank account.

Full-time operators often work 30-45 hours per week and are guaranteed a monthly cash salary.

Resort hotels can include natural features such as lakes or beach locations into their design.

Casuals are workers that work on a session basis, such as in the evening or afternoon, with no certainty of future work and are often paid in cash for one session.