CULTURAL FACTORS AFFECTING WORKERS PRODUCTIVITY IN NIGERIA (A CASE STUDY OF GOVERNMENT PRASTATALS IN ENUGU STATE)

ABSTRACT

It is a well-known fact that business organization develops a particular work practice and management altitude, which relied,   their   shared   values,   aspirations   and   goals.   A workforce is  made up of people with diverse values and aspirations; the organization is expected to recognize these values. The more the organization accept these values, the higher the morale and productivity of the employee. This is easier when member of this organization are drawn from the same ethnic configuration. The culture of people which constitute the organization, would which to express their diverse values and expected that such to be respected. Culture  constitutes  the spiritual  consciousness of people and it is deep rooted in their daily lives and they will give their best to those who will make them grow and allow them retain their basic core values. However, in any organization there are power bases and corporate culture are influenced by the culture of that power base. In most organizations in Nigeria, the culture of the host community and country at large determines how work is done. The study discovered that management practices are influenced by culture, the cultural orientation of the company’s management determines the management practice they adopt. It is the management responsibility to cause its workforce to stretch in other to align to the culture being practice by the organization. In the light of the above, this study employs a descriptive survey method in analyzing the impact of culture in  organizational  performance.  Primary  and   secondary source   of   data   were   employed.   Questionnaires   were developed and distributed to the stall of the NBC for a First hand information and chi-square were used to analyse the data and recommendations were made.

CHAPTER ONE INTRODUCTION

1.0 BACKGROUND OF THE STUDY

All organisation have certain resources, which they utilize to achieve the organisational objectives. In modem times, these resources are money, man, materials and machine. Akpala (1990:2). He stresses the need for the combination and utilization of these resources for attaining organizational goals. These goals are about getting an organization into division  of  labour,  assigning  work  to  different  people, creation of hierarchy and establishment of power centers. All these are being performed through and with” individuals in   an   ever   changing   organizational   environment.   So manager have to adjust their managerial operations in the context of environmental factors just as the exchange between the organization and the factors of its environment can bring about and influence the organization, Hampton (1992:12).

One of environmental factor that concerns this study in a way is culture and its influence on organizational performance. Trewartha and Newport (1995:162) gave the

meaning of culture from the anthropological and sociological standpoint saying that it referred to the belief, behaviour, norms, and values within a given society. It refers to learned behavioral traits shared by members of a given society. Ugbaja, (1999:42). It is stepped in tradition and heritage. But looking at culture from organization and management point of view, it is the tradition and heritage that influence the pattern of combining and utilizing the resources of an organization. Nwatu (1999:15).

Culture also influence attitude of people towards work, the character of organization objectives, authority relationships, styles of leadership, the extent of the use of controls and the way employees are rewarded. This assertion seems to the supported  by  past  studies.  On  the  basis  of  a  6  years empirical study of 34 firms, Pascal (1997: 125) report that managerial or management systems are not absolute, rather they re socially and culturally determined. Pascal maintains that across, all cultures and in all societies people when coming together to perform work encounter common problems,  having  to  do  with  established  direction,  co-

ordination and motivation. Culture affects ho’ these issues are addressed in the organizations.

The values and belief of an organization are a manifestation of the kind of good that its members should strive to meet, as well as ideas about the standard of behaviour members should utilize in achieving these goals. From these organizational values, management will develop guidelines and expectations, prescribing the kind of behaviour deemed appropriate for employees to demonstrate in particular situations, thus guiding and controlling the interaction of all members of the organization. The effects of this will be to given an overall corporate “feel” t the internal and external interactions. It is widely acknowledged that organizational culture has an impact upon company performance.

Accordance  to  Joanna  Martin  (1992)  the  objective  of studying organizational culture is to help understand organizational life more. One of the eminent themes that is often discussed and debated in the management and business literature is the influence of corporate culture on organizational performance.

Corporate culture is a management philosophy and a way of managing  an  organization  in  improving  the  effectiveness and efficiency of its performance (Kotler arid Heskett 2006). Understanding of the importance of corporate culture is evident when most organizations acknowledge the fact that an organisation’s well founded culture could contribute to the achievement in every aspect of performance whether in growth, finance and economy. It is against this background that this study is set to examine the effect of culture on organizational performance.

1.2  STATEMENT OF PROBLEM

It is a well-known fact that a business organization develop a particular work practice and management attitude, which reflects their shared values, aspirations and goals People that constitute its workforce came with their diverse aspirations, expecl.ing the organization to help them achieve them. The more they achieve these aspirations the higher the morale and productivity of the employee. This is easier when the members of this organization are drawn from different   ethnic   groups.   The   various   cultures,   which

constitute the organization, do express their diverse values and expect that such be respected.

Culture  constitutes  the spiritual  consciousness of people and is deep rooted in their lives. Their rituals are part of their daily Lives and they will give their best to those who will  make  them  grow  and  allow  them  retain  their  basic values. Hence you will find that each group will carry out its own cultural values into the work places which make many organizations not only ineffective but also inefficient.

From the foregoing showing the conflicting circumstances in which different culture affects work place this study aimed at probing into and discovering the effect of organizational culture and its influence on organizational performance.

1.3   OBJECTIVES OF THE STUDY

The objectives of his research include the following.

1.     To   identify   how   organizational   culture   influences organizational performance

2.     To    identify    how    organizational    culture    affect management decision making

3.     To   identify   how   organizational   culture   influence employees behaviour

4.     to  make  necessary  recommendation  in  respect  of cultural effect in organization

1.4  RESEARCH QUESTIONS

1.     To  what  extent  does  organizational  culture  affects organization’ performance?

2.     To  what  extent  does  organizational  culture  affects management decision making?

3.     To what extent does organizational culture influence employee’s behaviour?

4.     To what extent does culture helps employee, to adapt to organizational internal environment.

1.5  RESEARCH HYPOTHESIS

The null hypotheses are;

Ho 1:        Organizational   culture   does   not   organization performance

Ho2:         Organisational    culture    does    not    influence management decision making

Ho3:         Organizational culture does not influence employees behaviour

1.6  SCOPE OF THE STUDY

This study shall cove thee effect of culture in organizational performance as it relates to management of Nigeria Bottling Company (NBC) “coca-cola”. Nevertheless the research will be limited to the study of NBC 9th mite corner Enugu.

1.7  LIMITATIONS OF THE STUDY

This research would have covered a larger geographical area and shape but some circumstances would not warrant an exhaustive  investigation about this study. Some of them are:

1. FINANCIAL CONSTRAINT

Because  of  the  poor  economic  situation  in  the  country, money lost its value and lost its purchasing power. As such the  income  of the researcher which is low could not go higher   than   normal   in   carrying   out   this   research. Purchasing of books, browsing the internet requires money and was not at the disposal of the researcher to expand the research beyond this stage.

II. TIMF CONSTRAINT

“Time and tide waits for no man” The research was carried out amidst other assignments and examinations that students normally and usually have. So, it took a little lime (lapse of time) between writing the project, reading and attending  lectures,  writing  assignment,  and  studying  for final exams.

III. DEARTH/PA U CITY OF INFORMATION

Obtaining or gaining information is on itself a difficult encounter, mangers of coca-cola failed to offer concrete information for tear of selling their age long established strategies.  The  interact  also did  not  offer  any  important information. This really expended much of the researchers time and energy as the people who had information hid it for fear that the researcher was on espionage.

IV. FATIQUIZ/HUNGLR

This is tiredness caused by movement from place to place laggardly but doggedly determined to achieving success. The researcher  found  out  in  the  course  of  the  study  that couldn’t help to avoid sleeping. “One cannot cheat nature

after all”. Some times, lack of food to cat became a point of weakness.

V. OTHER ECONOMIC PROBLEM

The state of the economy was very excruciating that fuel scarcity, epileptic power failure, bad roads, high transportation  costs,  and  lack  of  water  posed  a  serious threat to this research.

1.8  THE HISTORICAL BACKGROUND OF COCA COLA The  best known taste in the world is an Ice-cold bottle or glass of Coca-Coda. Coca-Cola was first made on 8th May, 1

886 in Atlanta, Geogia, USA by Dr. John Styth Pemberton, a Pharmacist.   It   was   named   Cocoa-Cola   by   Frank   M. Robinson,  Dr.  Pemberton’s  partner  and book  keeper. He also  designed  the  flowing  script  that  distinguishes  the famous the trade mark.

Coca-Cola content remains a secret as they have been (hr over 100 years. The formula known as MERCHANDIX 7X is kept in a special security vault in a hank in the United States. Coca- Cola is made by first, selecting the bottles (both new and returned), and dispose of those with defects.

The  bottles  are  then  washed  thoroughly.  After  this,  the bottles   are   closely   scrutinized   to   ensure   they   UI’C hygienically clean and not chipped. In another section of’ the plant, pure refined sugar is added to pure drinkable water to produce a solution called “simple syrup”. In the next stage, the syrup is passed through filter to ensure its purity.  This  then  flow  to  a  point  it  is  mixed  with  [he undiluted   Coca-Cola   solution   known   as   ‘Concentrate’. Carbon  dioxide  gas  (C02)  is  now  added  to  give  you refreshing   Coca-cola.   At   this   step   Coca-Cola   is   now measured  into  bottle  mechanically.  People  got  to  know about. Coca-Cola for the first time through Dr. Pemberton ‘s advertising and marketing activities.

Moreover, Coca-Cola came to Nigeria in 1953 when the Nigerian Bottling Company opened its first Plant in Lagos. Coca-Cola produces a lot of drinks including Coke, Fanta Orange, Fanter Ginger Ale, Fanta ‘blue, Fanta Soda, Fanta Chapman, sprite, krest Bitter Lemon, Schweppes Bitter Lemon, Soda, Tonic and Eva Table water and Five alive fruit juice which is produced locally under license as a result of

the current Federal Government ban on importation of foreign  brands in retail packs.

Nevertheless, Nigerian Bottling Company Plc (NBC), which is part of Coca- Cola HBC, vas incorporated in Nigeria on 22

November, 1951 as a private limited liability company to bottle and market carbonated nonalcoholic beverages. The company became a public company in 1 972 with shares listed on the Nigeria Stock Exchange.

The  company  has  sole  Franchise  to  bottle  Coca-Cola products in Nigeria. It commenced production of Coca-Cola in 1953 at a bottling facility in Lagos and new plant in Kano, Port-Harcout, Ibadan and Enugu were opened afterward. The company generates its own power and is self- sufficient   in   carbon   dioxide   and   water   production. Currently, it has 16 bottling Facilities located around (lie country and it uses more than 80 distribution ware houses and 200,000 distribution outlets with corporate Head Office in Ebute-Metta, Lagos.

Nigerian bott1ing  Company  (NBC) has  helped  to develop other  industries,  such  as  Delta  Glass  Company  which

produces soft drink bottles; Crown Products Limited which manufacture bottle crowns; Benin Plastic Company which makes plastic cases (crates) for bottle. These are sources of employment for many Nigeria:

   NBC employs thousands of Nigerians.

      NBC  has  several  dealers  for  (S  products  all  OVCI Nigeria, all of whom are called on once a week.

   NBC  is  the  largest  manufacturer  of  carbon  dioxide

(C02) gas for making soft drinks.

      NBC  has  the  largest  privately  own  fleet  of  delivery trucks, pick-ups and cars in Nigeria- all working bring delicious Coca-Cola to you.

There is no doubt that Nigerian Bottling Company (NBC) is one of the largest employer of labour in the non-oil private sector of the Nigerian economy. During its financial year ended December 3 I , 2002, NBC posted a profit after tax (PAT) of N4.2 billion on a gross earning of N6 1.2 billion compared with N2.8 billion on a turnover of N34.9 billion during the previous year (2001).

Nigeria Bottling Company puts something back into the society  as  a  reward  for  patronizing  its  product  mainly through philanthropic activities. For example, the company is a leader in the crusade for environmental protection (EP). It  is  also  a  major  sponsor  sporting  events  also  very conscious of its social responsibilities. For this reason, it sponsors activities such as:

•    Football, where it sponsors the national team and local competitions;

•   Table tennis, the Nigeria (close) championships;

•   The conservation movement;

•   Activities of the disabled;

•   Olympic games; and

•   Many communal events and projects.

Furthermore the Nigerian Bottling Company (NBC) plant located at 9th  mile corner Enugu is one of the numerous Coca-Cola plants in Nigeria. The plant was installed in 1973 to produce Coca-Cola soft drinks for the people (consumers) around and beyond Enugu State. The plant Manager is Mr. Andy Erhabor. And their vision is “to be the best managed plant in the region/NBC”.

While their process system management mission statement is-“we have search the world for the best practice, found it, measure it, adopted and adapted it to suit our business and our consumers: Now we are using it while we keep checking that it is still the best practice (Onodugo and Eze, 20Q2)

The separate plants located at different places iii Nigeria including the Enugu (9tk mile corner are run like a chain store.

1.9  DEFINITION OF TERMS

1.      Organization:     A  group  of  people     who  form  a business, club etc together in order to achieve a particular aim

2.      Culture: The  beliefs  and  attitudes  about something that people in a particular group or organization share.

3.      Motivation:      The   reason   why   somebody   does something or behaves in a particular way.

4.      Norms: A situation or a pattern of behavior that is usual or expected

5.      Values: Values  about what is right and wrong and what is important in life.

6.      Compensation: Thins that makes something better

7.      Rituals:  The  repetitive  sequence  of  activities  that express   and   reinforce   the   key   values   of   the organization

8.      Spiritually:   The   inner   life   that   nourishes,   by meaningful  work that takes  place in the  context  of community.

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