CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The greatest asset of any company is its human resources that ensure that achievement of the company’s goal and objective. (Human resource Article, 2012). It is unfortunate that most company’s or organization have neglected the development and management of their chief asset which is human resource (human resource Article 2012).
According to Susan, (2012), human Management is the function within an organization that focused on recruitment of, management of, and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment (Susan, 2012). Effective Human management enables employees to contribute effectively and productivity to the overall company direction and the accomplishment of the organization’s goals and objectives (Susan, 2012).
Human management is administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation and also a functions within an organization that focuses on people (Wikipedia, 2012). According to Wikipedia, Human resources is the set of individuals who make up the work force of an organization. Human management encompassed activities designed to provide for and co-ordinates, all human element within the organization (Akpan, 2001). This will ensure its stable continuity and achievement. The human personnel element represents one of the company’s largest investments. Susan, (2012). Consequently, organization should prioritize the development of the human element to maximize talents, skills and ability which will automatically reflects on the company’s profit. It pre-supposes that we do need people in order to firm a business which that no business can exist entirely without people. Even a computer auto-mental machine factory has to employ some people, though a conventional plant with similar capacity might require more people. There arises the need for proper planning of these people employed otherwise known as “Manpower planning” (Source: eHow contributing writer).
Human development has also been seen a way of motivating company’s employee for excellence. Motivation is an equally important responsibility of human management. It translates directly into productivity and team effectiveness. People working together with energy and enthusiasm are far more effective and productive than a group lacking that spark because of job dissatisfaction or boredom. As a manager, you play a big role in building team motivation (Aniago and Ejiofor, 2004).
The importance of motivating people at work is noticeable at all levels of organization. Starting from managers who need to be aware of factors that motivate their subordinates to make them perform well, through employees who need to think through what expectations they have of work, ending up with human resource professionals who have to understand motivation to effectively design and implement reward structure and systems. It seems to be obvious that companies need motivated employees and without any doubts motivation is an important aspect of human management. However, because of a complex nature of human behavior, motivation is not easy to understand and to use (Hacket, 1999).
1.2 STATEMENT OF THE PROBLEM
Some of research suggested that money is not as potent as it seemed to be, many companies tried to implement monetary incentives as their main tool to motivate employees for excellent performance. Performance related pay became the new mantra that was used unquestionably by plenty of companies (Frey & Osterloch, 2002). Despite positive developments that have taken place, Nigeria is still among the countries with some of the lowest indicators of human development. Its levels of illiteracy and poverty are unacceptably high. The rise in income inequalities and regional disparities is also a matter of concern. Employment has grown, but the jobs created are not of high quality. Although there has been an expansion in several social services like staff welfare and education, the quality of most of these services remains poor in most of the organizations.
1.3 OBJECTIVES OF THE STUDY
The following are the objectives of this study:
- To examine the effect of human development on excellence in emerging companies.
- To examine the effect of motivation on excellence in emerging companies.
- To identify the factors militating against excellent performance in emerging companies.
1.4 RESEARCH QUESTIONS
- What is the effect of human development on excellence in emerging companies?
- What is the effect of motivation on excellence in emerging companies?
- What are the factors militating against excellent performance in emerging companies?
1.5. RESEARCH HYPOTHESES
The following hypotheses will be tested to guide this study;
H0: Human development has no significant effect on the excellence of emerging companies.
H0: Motivation of employees has no significant effect on the excellence of emerging companies.
1.6 SIGNIFICANCE OF THE STUDY
The following are the significance of this study:
- This study will educate the management of emerging organizations on how human management and motivation can be used as a tool to drive excellence.
- This research will also serve as a resource base to other scholars and researchers interested in carrying out further research in this field subsequently, if applied will go to an extent to provide new explanation to the topic
1.7 SCOPE/LIMITATIONS OF THE STUDY
This study will cover various approaches towards organizational excellence with a special focus on human development and motivation.
LIMITATION OF 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
DEFINITION OF TERMS
In order to avoid any form of ambiguity as regards to the terms used in this research work the following given optional definition:
Human Development: This is the activities undertaken to expose an employee to perform additional duties an assume position of importance in organization.
Productivity: Is the measure of how well resource are brought together in organizations and utilized for accomplishing a set of results, productivity is reaching the highest level of performance with the least expenditures.
Organization: This is the process of dividing work into convenient tasks or duties or grouping such duties in the format posts delegation of authority to each post and approving qualified staff to be responsible that the work is carried out as planned.
Motivation: Is a term used to describe those processes both instructive and national by which people seek to satisfy the basic desires, perceived needs and personal goals which trigger human behavior.
Development: Is the act of improving once ability to face future job responsibility or challenges.
Management Development: According to Chile (1969) management development can be seen or defined as an economic resource that performs a technical function such as planning, organizing, staffing, Directing and controlling.
Training: Is the improvement of an employees skill or performance to help the individual employees current job effectively. B.S. Dele (1991) in book Management training and education sees training as the organized procedure by which people acquire knowledge and skill for a definite purpose.
Unitilization: This is a set of guidelines that will help make sure that each person gets right services and supports at the right time, in the right amount and as long as they need them
REFERENCES
Akpan, L (2001) Management in Nigeria, Lagos: Nim Magazine, Nov.
Aniago, U.A and Ejiofor P.N (2004). The Nigerian Manager Challenges and Opportunity, Longman Nigeria Ltd.
Hacket, P. (1999) Success in Management Personnel London: John Mumy, Publishers Ltd.
Susan, J. A. (2012) Management Concept, 3rd edition techniques and cases.
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