Abstract
The purpose of this study was to establish the effects of training and motivation on organizational productivity, to investigate the factors that militate against training and motivation in organizations leading to increased productivity. The study was put together utilizing existing related literatures on training and motivation of human resources in organizations. Raw data were collected through questionnaires and oral interview; analyzed through statistical tool chi-square, to establish relationships, which formed the basis on which the researcher accepted or rejected the hypothesis. The major findings of the study were: (1) That manpower training and motivational practices are essential planning strategies of any organization that desires to meet the challenges posed by changes in economic, technological trend in the society. (2) Properly organized and implemented training and motivational practices of human resources in organizations promote increased productivity. (3) That a properly organized and implemented motivational practice should be adequately compensating and made flexible so that employee’s pay and financial rewards are open to some measure of review in line with current inflation rate in the country. (4) That training and motivational in organizations bring about operational efficiency and excellent competitive advantage and promotes good labour-management relationship. (5) That where adequate training and motivation is instituted on organizations, both the employers and employees benefit greatly. It was concluded that: (1) Training and motivation of employees is a viable and veritable means of achieving improvement in the level of organizational productivity. (2) For Training and Motivational practices instituted by organizations to be successful, it must be well thought out, properly organized and implemented, and of course, adequately financed. (3) The workers must see the entire process of Training and Motivation to be free and fair. It was recommended that (1) Organizations should update Manpower Training and Motivational practices in order to keep their employees abreast of modern technology in vogue, which shall in a great way boost the organizational productivity. (2) Training programmes should be conducted regularly by organizations. (3) Organizations should pay their employee commensurately to attract additional efforts and increased productivity. (4) Adequate funds should be made available for Training and Motivational practices of Human Resources in organizations so as to determine high level of their success.
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
The relevance of training and motivation of manpower in industries is enormous and should be assessed with the view to proffering possible suggestions of improving organizational productivity.
According to Lipsey (1989:20), economic growth is a reflection of growth of firms, industries and the local economies. Therefore, the ultimate aim of any economic system is to satisfy the material needs and wants of its members by providing them with a supply of goods and services to consume. Modern growth theory begins from the obvious starting point that to produce goods, one must employ labour on the one hand, and capital goods on the other.
Ugbam (2001:1) defined management as the effective and efficient allocation of the limited resources of an organization to achieve the predetermined objectives of such organization. An organization can remain relevant and meaningfully competitive in the market only if it has quality manpower, which is able to formulate policies and programmes for the firm with market opportunities and organizational resources. Many organizations have gone out of existence (i.e. to extinction) not because of lack of manpower but rather, as a result of the lack of systematic manpower training, development and motivational practices.
Viteless (1953:8) observed that globally, people are increasingly having less commitment to their jobs. Workers no longer make full use of their capacities in maintaining and raising production standards and this has led to production decline, which has been attributed more to motivational than to technological or economic factors. Low productivity has been an issue for concern since the colonial era and in the present economic dispensation, the need for an efficient, dedicated and productive workforce cannot be over-emphasized. This has prompted the government, academics and other groups to organize seminars, lectures, and workshops on productivity.
Ejimofor, (1984:9) in emphasizing the importance of motivation and training stated that no matter how good or efficient an organization is, nothing happens until the people who constitute same are well trained and
motivated to perform. All other things being equal, then if an employee is not given continuous training and is poorly motivated, his performance will be low.
Despite the importance of manpower training and motivational practices to the success of many organizations, it does appear that some organizations remain to treat this issue with the seriousness it calls for.
As Seidmann (1990:41) puts it “Not only must manpower be available, but it must have acquired skills necessary to operate complex modern industrial and agricultural machinery and techniques”. Most modern industries do not think in terms of motivating its workers; this has really affected the productive level of the organization.
Therefore, the general trend in present day Nigeria though, unfortunately, is that most employees render services that do not justify their pay i.e. exhibiting dysfunctional tendencies such as absenteeism, lateness, tardiness, turnover and organizational sabotage. Some even go to the extent of forging sick leave papers. If the employee should be at his place of work and do productive work, if well trained and motivated, then this will go along way in improving the productivity level of the organization, if not, it will lead to low productivity.
It is against this background that the researcher deemed it necessary to have an in-depth search on the relevance of training and motivation of
manpower in industries with the view to proffering possible suggestions of improving organizational productivity.
1.2 STATEMENT OF THE PROBLEM
This study is to identify the factors that retard good training and motivational practices, which result in low productivity in organizations.
It will also identify the bad effects of lack of training and motivational practices of human resources in organizations so as to establish its relationship with organizational productivity.
The study will further investigate the effects and or impact of proper funding of training and motivational practices of human resources on organizational productivity so as to establish the effect or otherwise of such activities in organizations.
More so, the study will identify the impact of adequately instituted
training and motivational practices of human resources in organizations so as to establish whether they lead to proficiency in work performance.
1.3 RESEARCH HYPOTHESIS
The research hypothesis can be stated thus:
(i) Properly organized and implemented training and motivational practices of human resources in organizations promote increased productivity.
(ii) Well-funded training and motivational practices of human resources in organizations result in improved performance.
(iii) Adequately instituted training and motivational practices lead to proficiency in work performance.
1.4 BACKGROUND INFORMATION OF STUDY AREA Constrained by circumstances, the researcher has used the MB- ANAMMCO (NIGERIA) LIMITED, EMENE-ENUGU and ENAMELWARE INDUSTRIES (NIGERIA) LIMITED, ONITSHA for the purpose of this study. This is so because of the position/ performance of the organizations within the manufacturing sector of the Nigerian Economy in addition to their accessibility to the researcher.
Their detailed historical backgrounds are as hereunder:
MB–ANAMMCO (NIGERIA) LIMITED, EMENE-ENUGU
The company ANAMMCO (Nigeria) Limited is situated at Emene near Enugu and occupies an area of approximately 300,000 square meters. ANAMMCO was conceived in the 1970s as a joint venture between the Federal Government of Nigeria (FGN) and Daimler-Benz AG (“Daimler”) of Germany to import and assemble Completely Knocked Down (CKD) units of Mercedes Benz trucks and buses in Nigeria.
By its Memorandum of Association, ANAMMCO is established to carry on the business of importation of CKD sets of Mercedes Benz commercial vehicles and passenger cars as well as spare parts pertaining thereto and the assembling of same in Nigeria under licence from Daimler, utilizing parts purchased from Daimler or from local suppliers.
Daimler and ANAMMCO also entered into Manufacturing and Agency Agreements which gave ANAMMCO selling rights in respect of trucks and buses imported in CKD version and assembled and/or manufactured by ANAMMCO in Nigeria only and the spare parts appertaining thereto. There were both Manufacturing Agreement dated 19th January 1977 between Daimler and ANAMMCO, and the Agency Agreement dated 4th June 1980 between Daimler and ANAMMCO.
It can be described as an example of successful economic and
technological co-operation between Nigeria and a foreign technical partner – possessing over thirty-six (36) after-sales service locations and spare parts supply depots spread across the country; this is in addition to its central spare parts Depot in Enugu. The company has an installed production capacity of about seven thousand five hundred (7,500) commercial vehicles with present capacity utilization at about 22% of installed capacity.
Its equity shareholding can be represented as follows:
Daimler-Benz : 40.00% Federal Ministry of Finance : 35.00%
| Enugu State Ministry of Finance : | 10.50% |
| Anambra State Ministry of Finance : | 2.00% |
| Rivers State Ministry of Finance : | 3.40% |
| Imo State Ministry of Finance : | 1.30% |
| Abia State Ministry of Finance : | 1.20% |
| Nigeria Citizens and Associations : | 6.60% |
MB-ANAMMCO as at 1999 has a staff strength of over eight hundred (800), a figure, which includes some twelve (12), expatriates.
The company currently has a product range, which includes: MB Trucks of 5-38 metric tons gross weight
MB 0131 (42 seater city/inter city Buses) MB 0400R (Intercity Bus – 49 seats)
MP 0400RS (Intercity Bus – 53 seats) MB 0400RSD (Intercity Bus – 56 seats) MBO 911 (56 seater bus)
MBO 1414 (61 seater bus) MBO 1520 (52 seater bus) MBO 1635 (52 seater bus) Fire Fighting Vehicles Ambulances
Mobile Clinics
Refuse Disposal Vehicles
Vehicle Refurbishing
It is agreeable that the transportation industry has in the recent past being under fierce competition, with the beneficiaries/customers seeking the greatest comfort at the least cost. Each year automobile manufacturers across the world make available new products/models by way of modifications, miniaturization, etc. In addition to such global trend the Nigerian auto-manufacturers such as MB-ANAMMCO is compounded by the erratic and questionable liberal policies on importation of vehicles.
It is against this background that the efforts of MB-ANAMMCO (Nigeria) Limited, in training and re-training its personnel to adequately meet the ever changing customer taste and thus remain relevant is commendable. The company, has a training center known as MB- ANAMMCO Training Centre, and was established on April 26, 1982. The center is charged amongst others with providing a broad range of technical skills, work habits, etc to factory workers, artisans and first-line managers of MB- ANAMMCO (Nigeria) Limited, staff of its distribution, dealers and fleet owners.
ENAMELWARE INDUSTRIES (NIGERIA) LIMITED, ONITSHA
Located some five (5) kilometers from the famous upper-Iweka junction, Onitsha along Onitsha/Owerri Expressway; the company
Enamelware Industries (Nigeria) Limited, Onitsha is a joint venture concern involving some India nationals acting as technical partners.
The company was established in July, 1984 and commenced the business of manufacturing in September, 1985. The company can effectively be described as a successful medium scale commercial venture, utilizing the services of seven (7) expatriates and over one hundred and seven (107) Nigerians.
The company is engaged in the business of manufacturing Enamelwares of various kinds consisting: soup bowls, plates, trays, etc. Their products also include pots, kerosene cooking stove, and some grades of plastic products.
The company has an ownership structure, which leaves the foreign technical partner with 40% equity participation with the remaining 60% being held by some interested Nigerians.
Though, without an established Training Department, the company has a range of training programmes, which includes a series of succession plan that has worked well for the company.
1.5 PURPOSE OF THE STUDY
The purpose set for this study includes the following:
i. To determine if the study areas have established system(s) of manpower training and development.
ii. To identify those factors that motivate employees and the level of motivation in these companies.
iii. To determine the major constraints to Human Resources Training and
Motivational Practices of the two organizations.
iv. To evaluate the impact of Human Resources Training and Motivation on Employee Productivity.
v. To offer recommendations towards the use of proper motivational variables and Human Resources Training and Development.
SCOPE OF THE STUDY:
The research study will focus on the effects of Training and Motivational Practices of Human Resources on Organizational Productivity. Emphasis will be placed on the Training and Motivational variables that are relevant in the Nigerian situation and their implications on job performance and productivity. The study will cover non-management staff though, not exclusively.
SIGNIFICANCE OF THE STUDY:
This research work will be a useful material that brings about good and proper human resources training and motivational practices in organizations. Effective human resources training and motivational practices leads to organizations operational efficiency, excellent competitive advantage and high productivity.
It is therefore believed that the research work will help Managers of Nigerian Enterprises to find solutions to problems of motivation and motivational practices and inadequacy in human resources training of their employees, taking into cognizance our peculiar economic situation and socio-cultural background.
LIMITATION OF THE STUDY:
It is not unusual to encounter certain problems in the course of accomplishing this task. Some of the problems are:
i. Lack of attention from possible respondents, uncooperative attitude of some organization’s staff in providing relevant data required for this study.
ii. The lukewarm attitude of some heads of department in the two organizations did hamper the study but it did not deter the researcher in completing the study.
iii. Time factor also served as a constraint in the course of this study while finance served to limit the number, diversity and complexity of the case organization. In spite of all the aforementioned, it is pertinent to note that the finding of this research remains valid.
1.9 DEFINITIONS OF TERMS
The terms used in this, which have unique meaning that could be subjected to different interpretations by different readers of this project, are defined as follows:
Motivation: Hornby (2006:956), defined motivation as an act of making somebody want to do something, especially something that involves hard work and effort.
Organizations: Chukwu (2007:6). A concept used to explain the assembling of resources for production to take place. It implies bringing together all the relevant human and non- human materials, that is, inputs of production.
Productivity: Hornby (2006:1159), states that productivity is the rate which a worker, a company or a country produces goods and the amount produced compared with how much time, work and money is needed to produce them.
Training: According to Boydell (1979:5), training is one way of achieving behavioural changes in a required direction. He relates behavioural changes to knowledge, skill, and attitude.
This material content is developed to serve as a GUIDE for students to conduct academic research
THE EFFECTS OF TRAINING AND MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY
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