THE EFFECTS OF HUMAN
DEVELOPMENT, MOTIVATION AND EXCELLENCE IN EMERGING COMPANIES
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:
1. To
examine the effect of human development on excellence in emerging companies.
2. To
examine the effect of motivation on excellence in emerging companies.
3. To
identify the factors militating against excellent performance in emerging
companies.
1.4 RESEARCH QUESTIONS
1. What
is the effect of human development on excellence in emerging companies?
2. What
is the effect of motivation on excellence in emerging companies?
3. 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;
1.
H0: Human
development has no significant effect on the
excellence of
emerging companies.
H1: Human
development has a significant effect on the excellence of emerging
companies.
2.
H0: Motivation
of employees has no significant effect on the excellence of emerging companies.
H1: Motivation
of employees has a significant effect on the excellence of emerging
companies.
1.6 SIGNIFICANCE OF THE STUDY
The
following are the significance of this study:
1. This
study will educate the management of emerging organizations on how human
management and motivation can be used as a tool to drive excellence.
2. 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