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1.1. Background of the study
Organizations are as old as the human race. As years passed, the human beings understood that they could together solve andmeet their needsin a productive way. This led them to coming together to satisfy their needs and wants. Individuals who feel they have what it takes (skills, talents and knowledge) form groups to produce the goods and render services to people.
Organization is a group of people who work synergistically to achieve a common goal and to complete certain tasks in an organized manner. One of the inevitable parts of human life is a business organization. Organization help to increase specialization and delegation of labour, use large scale technology, manage the external environment, and also helps to use resources carefully and to employ power and control. Several challenges and opportunities for Organizations have been pointed out. It is very important that the business organizations function effectively and productively. For a business organization to be effective, they must provide good quality goods and services at a considerable cost.
The managementis responsible for the proper functioning and productivity ofa business organization. They get the work done through people. They delegate the resources, direct the activities of every staff, and take decisions to achieve organizational goals.
The management offers a business organization the potential synergy for sustained competitive advantage, when properly deployed, managed and utilized. For this reason the organization gains long lastingwinning advantage through the organizations labor force. The winning advantage gives an organization an edge over the competitors in its market. Employees provide important condiments in growing a firm’s winning position only when they are treated nicely by the management, this they accomplish using there special talents such flexibility, innovation, superior performance, high productivity and personal customer service and a host of others. There is a growing consensus that effective management of human capital is critical to an organization’s success (Barneyet al, 1998). Every period of technological transformation comes with its high expectations of societal and organizational restructuring of various processes for the purpose of increasing management productivity. Increasing the productivity of an organization is one of the most importantmust haves for socioeconomic development. The management also provides numerous capabilities for improving productivity of an organization in both public and private sectors. These benefits from management to productivity can be divided into tangible and intangible. The tangible benefits comprises; Reduced cost, Improved productivity,Increased market share, Savings in labor, Increased consumer surplus,Improved customer service quality, Improved organizational efficiency, Quicker response to customers, Deeper knowledge and understanding of customers. While the intangible benefits comprises: Improved decision-making ability, Superior product quality, Knowledge /information management and sharing, improved coordination/relationships with partners and other forms of competitive advantages.
The management plays several duties in a business organization. They help an organization to reach their desired height. For instance, organizations welcome technologies in other to solve problems and reduce uncertainties. The management ensuresthat the organization’s mission is aligned towards statement of moral principles and policies. In addition to this, the management is also in charge of nourishing a culture that welcomes getting the right information across to the right people and at the right time. Thirdly, creates the “ultimate employee experience” by changing tacit knowledge into a very clear one, grow and nurture employee skills, competencies and creating bench strength. The management acquires and accommodates productive knowledge sharing and usage into everyday life. It also has the ability to create, measure and reinforce a knowledge-sharing zest.
The management must be able to controland selectively recognize and reward, instead discouraging. They must take a unique and strategic method to helping firms manage, organize everything regarding the uses of technology such that the technology will be fully utilized for the right purposes by the employees. And above all, the management must champion the low-tech solutions to knowledge management.
1.2. Statement of the general problem
The poor performance of business organizations in Nigeria has been a reoccurring problem in most West African countries and especially in Nigeria. This constant underperformance or poor performance has led to the liquidation of companies and thus have drawn most of their workers out of job which has regrettably led to the increase of unemployment in Nigeria. The increase of unemployment in Nigeria as discussed is a direct consequence of poor management of organizations thus leading to the increase of crime wave as a result of joblessness of these able youths.
1.3. Aims and objectives of the study
The main objective of the study is to examine the role of management on productivity of business organizations in Nigeria. Other specific objectives of the study are;
1. To examine the level of productivity of Nigerian organizations in Nigeria.
2. To determine the relation between management and the productivity of organizations in Nigeria.
3. To examine the need for effective management in enhancing the economy.
4. To know if effective management of organizations reduces unemployment in Nigeria.
5. To recommend ways of improving management in Nigerian organizations.
1.4. Research Questions
1. What is the role of management on the productivity of business organizations?
2. What is the level of productivity of Nigerian organizations in Nigeria?
3. What is the relationship between management and the productivity of organizations in Nigeria?
4. What is the need for effective management in enhancing the economy?
5. Does effective management of organizations reduce unemployment in Nigeria?
6. What are the ways of improving management in Nigerian organizations?
1.5. Research Hypothesis
H0: Management does not influence the productivity of business organizations in Nigeria.
H1:Management influences the productivity of business organizations in Nigeria.
1.6. Significance of the study
This research will be of much significance to address the following problem.
Setting up a standard of management system in business organizations which has really affected the operation of the organizations, and also lack of effective leadership of the organizational members, which can be attributed to quality management in the organization.This research work will also go a long way to help the organization the research work is carried out for them to compete globally in the market; it will also be of immense contribution to future researcher the similar study.
1.7. Scope of the study
This study is restricted to the role of management on productivity of business organizations with Transcorp Hilton hotel calabar serving as the case study.
1.8. Limitation of the study
Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
1.9. Operational Definition of Terms
organization and coordination of the activities of a business in order to
achieve defined objectives.
Management is often included as a factor of production along with machines, materials, and money.
Productivity:Productivity is an economic measure of output per unit of input. Inputs include labor and capital, while output is typically measured in revenues and other gross domestic product (GDP) components such as business inventories. Productivity measures may be examined collectively (across the whole economy) or viewed industry by industry to examine trends in labor growth, wage levels and technological improvement.
Akhtar, S. Ding, D. Z. &Ge, G. (2008).“Strategic HRM practices and their impacts on company performance in Chinese enterprises”. Human Resource Management, 47(1), 15-
Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minimills.Industrial and Labor Relations Review, 45: 488-506.
Barney, J. B. & Wright, P. M. (1998).“On becoming a strategic partner: The role of human resources in gaining competitive advantage”. Human Resource Management, 37(1), 31-
Gerhart, B. &Milkovich, G. T. (1990).Organizational differences in managerial compensation and firm performance. Academy of Management Journal, 33: 663-691
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