ABSRACT

This research was carried out assess the impact of Staff discipline as an important tools employed by corporate managers in organizations to achieve their corporate objectives and goals with Guinness Nigeria Plc as a case study. In the course of this research, a background information staff discipline and its relevance on employees’ productivities was highlighted. Guinness Nigeria plc was chosen as case study because its history cut across both Nigeria and beyond. The research also established a relationship between staff discipline and employee’s productivity. Data for this research was sourced from both primary (administration of questionnaire and personal interview) and secondary data (textbooks, newspaper and other publications). Analysis of data was carried out using both percentage and chi-square x2 statistical tools. The outcome of data analysis revealed that staff discipline influences employees’ productivity. It also shows that discipline has a positive impact on staff performance. The researchers recommended among others, that Management should also put in place information strategies which allowance for flexibility with a view of responding to the various environmental and situation changes, which subsequently have been hindering the company’s achievement of its objectives and goals.

CHAPTER ONE

1.0   INTRODUCTION

1.1   Background of the study

In any organization or a company, there is always a process of discipline in order to check the activities of employees (workers) in that organization. In other words staff discipline in an organization means the controlling of staff by management. No organization can survive without putting in place disciplinary measures, as this will bring about effective and efficient discharge of responsibilities by workers of an organization. This is no small measures will bring about the achievement of the set organization goals.

However, the issue of staff discipline cannot be over emphasized without vividly explaining the concept of personnel management or human resource management and the term staff. According to Mullins (1999) defines human resource management as “resource centered directly mainly at management need for human resource to be provided and deployed. It involves planning, monitoring and control rather than meditation. Also Abiri (unpublished) defines personal management “as the one that involves the planning, control and coordination of human resources. Staff could be referred to as the employees working in an organization. They are the personal that carry out the day-to-day routine job to see that the organization achieves its goal and objectives.

Worth mentioning here is human resource planning. It is guide obvious that no organization can achieve its target goal without the adequate planning of its staff. According to Mullins (1999) defines it as a strategy for the requisition, utilization, improvement and retention of enterprise human resource. In due respect of the above relevant definition of concept of staff discipline no organization or enterprise can survive if its employees or staff is grossly indiscipline. Indiscipline acts such as lateness to work or absenteeism, shoddy discharge of responsibility e.t.c. If all these are common in an organization, the achievement of its goals and objectives becomes a difficult task to attain.

1.2   STATEMENT OF PROBLEM

The following are the problem intended to solve for in this research work.

i.        Causes of absenteeism

ii.       Causes of late coming to work

iii.      The appropriate discipline measures to those who falls victims to company rules and regulations.

1.3   OBJECTIVES OF THE STUDY

Staff discipline is very important in the survival of an organization since high productivity of an organization totally depends on it. This project is aimed at the following.

1.      To verify if there is a significant relationship between staff   discipline and progressiveness of an organization.

2.      To identify the measures adopted by corporate managers/management to instill or commands discipline on staff.

3.   To identify how staff’s discipline affects organization’s productivity.

1.4   HYPOTHESIS

Null Hypothesis (Ho)

There is no significant relationship between an organization and staff discipline’s productivity and growth.

Alternative Hypothesis (Hi)

There is significant relationship between staff discipline and organization’s productivity and growth.

1.5   SIGNIFCANCE OF STUDY

The study of the need for staff discipline in an organization’s growth is very significant to all drinks manufacturing industry and to the entire business world and companies at large. This is to ensure that all workers are present at work always, at the right time and duty fully performed in other to increase an organizational productivity there by attaining an organization set up goals and objectives.

1.6   SCOPE OF STUDY

The scope of study is the implication of staff discipline on organizational growth with Guinness Nigeria Plc as a case study.

1.7   LIMITATION OF THE STUDY

The topic of this research being a vest one and tend to convert the entire manufacturing companies, the monetary means to run around the town and also the time for the submission of the project work are inadequate. The researcher decided to limit this research work to members of staff and shareholders of Guinness Nigeria Plc that are within Delta State metropolis and as a result availability of relevant information was gotten from them.

1.8   THE HISTORY GUINNESS NIGERIA PLC

Guinness Nigeria Plc is a foremost brewing company and a brand leader in that sector of the economy. From little beginning through trade importation and distribution in the 1940s and 1950s, the company built its first brewery in Ikeja in 1962 to satisfy the astronomical demand for its products. Significantly, the brewery was the first out of the British Isles and, indeed, the third Guinness brewery in the world. The encouraging sales volumes of those early years stretched the installed capacity of the brewery and prompted an expansion scheme that doubled by 1970. The company was to later build another brewery in Benin in 1974 to produce Harp larger beer and the facility was expanded to accommodate a second stout brewery, commissioned in 1978.

A fourth Guinness brewery was built in Ogba in 1982 to brew Harp larger beer. This too, was expanded to include Guinness Stout and is reputedly one of the most modern and technologically driven breweries in Africa. In order to further increase capacity to meet the growing demand for its products, the company in 2004 commissioned another at Aba, Abia State. Today, Guinness’s portfolio includes acclaimed market leaders such as its flagship brand, Guinness Foreign Extra Stout, Guinness Foreign Extra Smooth, Guinness Foreign Extra Stout, Malta Guinness, Harp Larger Beer, and Gordon’s Spark.

Guinness Nigeria is a member company of Diageo Plc, the World’s leading premium drinks business with an outstanding collection of beverages and alcoholic brands across spirits, wines and beer categories such as Johnnie Walker, Smirnoff, J&B Baileys, Guervo Tanquery, Captain Morgan, and Beaulem Vineyard and Sterling Vineyard wines. Diageo is a global company, trading in over 180 markets around the world.

Guinness was listed on the Nigerian Stock Exchange in 1965 and has an authorized share capital of N1billion with over 60,000 shareholders. The company has contributed to the growth and development of the capital market through major initiatives such as the Irredeemable Convertible Loan Stock in 1993 and 1994 and the successful introduction of the scrip dividend option in both 1996 and 1997

1.9   DEFINITION OF TERMS

i.        Staff Discipline: This is the process of discipline to get all employees in check it serves as a measure of control.

ii.       Staff: This is an employee that makes up the organization. In other word this are the group of workers that make an organization.

iii.      Resources: The resource comprise of material and financial resources. The material resources are those materials meant to produce an organizational product. While financial resources are money meant to cater for this material resources and the employee of an organization as well.

iv.      Strategy: This is an method adopted by top management in order to ensure that he put both the financial and human resources together actively in order to attain an organizational set up goal and objective.

v.       Growth: An organization growth is said to have taken place when an organizational product increase in total output compare to its previous production level or performance.

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