Staff Management In Local Government Of Nigeria (A Case Of Ngor-Okpala Local Government Council)

Project and Seminar material for Public Administration

Project and Seminar material for Public Administration


Abstract


Thinking wrong, believing wrong, acting or working wrong always lead to inefficiency in the life of any organisation. This project is aimed at ascertaining the extent to which staff management functions are applied in Ngor-Okpala local government council. In chapter one, an over view of staffing as a function in the management of an establishment was explained.

A short history of Ngor-Okpala local government was expressed. The chapter also contain the statements of problems, purpose and significance of the study, scope and limitation of the study, definition of terms and research questions.

Chapter two summary reviews literature on staff management activities, who performs personnel functions, personnel policy, principle on which personnel policies are based and challenges of personnel management.

While in chapter three the research methodology and design which includes data collection, nature of population and sample size, sample technique, validity and reliability of method of investigation and method of data analysis were all expressed in details. Chapter four deals with the presentation, analysis and interpretation of data. Chapter five concerns itself with the summary, conclusion and recommendation.


Table Of Content


Preliminary Page(s)

  • Title page
  • Certification
  • Dedication
  • Acknowledgment
  • Abstract

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of the problem
  • 1.3 Objective of the study
  • 1.4 Research questions
  • 1.5 Significance of the study
  • 1.6 Scope of the study
  • 1.7 Limitation of the study
  • 1.8 Definition of terms

Chapter Two

2.0 Literature Review

  • 2.1 Introduction
  • 2.2 Local Government Administration and staff Management
  • 2.3 Functions of Local Government

Chapter Three

3.0 Research Design and Methodology

  • 3.1 Introduction
  • 3.2 Research design
  • 3.3 Source/methods of data collection
  • 3.4 Population and sample size
  • 3.5 Sampling technique
  • 3.6 Validity and reliability of measuring instrument
  • 3.7 Method of data analysis

Chapter Four

4.0 Presentation and Analysis of Data

  • 4.1 Introduction
  • 4.2 Presentation of data
  • 4.3 Analysis of data
  • 4.4 Interpretation of result

Chapter Five

5.0 Summary, Conclusion and Recommendation

  • 5.1 Introduction
  • 5.2 Summary of finding
  • 5.3 Conclusion
  • 5.4 Recommendation
  • References
  • Appendix

Chapter One


1.0 Introduction

1.1 Background Of The Study

A grass root governance reguires that the rural populace are represented in administration and in fact, all decision concerning their well being are made by them.

A smooth management of the economic, social and political welfare of rural area people promotes understanding among them and helps in the general development of a nation.

Local government administration is a grossroots administration set-up required to bring about these function and draw communities closer to the central government. This tier of government remains the simplest government which functions drew personnel from the various communities, that constitudes it. Its simplicity is further demonstrated on its adequate role of linking the rural community to the large nation, which would have posed a serious impossibility if it were not there.

Since the government is run by a group of personnel drawn from thee various communities, a commonest interest of development is achieved when the staff welfare is properly organized. The staffs of local government according to betts (1977) include all employees of the government included in its payroll except those engaged on manual occupation or hawking around the premises.

local government staff thus include clerical and professional staff engaged in such business as disseminating and collection of information, that concerns their communities people and staff welfare, staffing therefore imply the function carried out by the member of personnel which are necessary for special advice and idea lined up for executive for efficient and effective management. Staffing in a local government therefore requires specialised individual having relevant skills and appropriate technical competence whose advice and ideas are communicated to actual executive of the organisation

The Ngor-Okpala local government was instituted by a full fledge third-tier of the Ngor-movement system. The local government is blessed with some cultural heritage which include their women cultural dance and traditional festivals the area has much natural endowment and widely distribution trade channels, which supports its income base.

Suffice to say that Ngor-okpala local government area required a critical survey since all these favourable natural and cultural endowment could not bring an outstanding development to the area despite all effort to afford the people good social and economic livelihood by the central government. Part of the blame has been on the staff management and control.

This study wants to bring out the best staff management strategy that can carry along the administrative network using the available natural and cultural endowment of the area to foster repid development in the area.


1.2 Statement Of The Problem

Many individuals have criticized local government council. Some criticisms were base on the fact that they cannot manage their resources efficiently due to low skilled personnel, while others blamed their inefficiencies on corruption among staff.

The major issue here is that the administration is run by the people themselves and they could not be properly accounted for because the executives as well as the administrators always feel that the council though a public property, is their indigenous property, which they can handle without a check and balance by any other individual . No wonder the public fund allocated for productive activities in the local government over the years could not be properly accounted for.

However, a general conception by the inability to build up an independent local government through appropriate staff management are;

  1. Poor condition of service which include poor motivation
  2. Workers not satisfied with their job
  3. Unconducive working environment when compared with other types of job such as banking manufacturing and oil servant.
  4. Poor salary or underemployment characterizing the civil service commission

1.3 Objective Of The Study

The main objective of this study is to critically survey the staff management of Ngor-okpala local government area through the following objectives

  1. To determine the technique and strategies, adopted by the management for smooth running of activities
  2. To isolate the best strategies that enhances staff productive efficiency in the council
  3. To show the association of the strategies and out of the staff in the area;
  4. To identify the factors that limits the staff productivity in the area.

1.4 Research Questions

Staff management in local government of nigeria is vital to every organisation and often times, mangers are heard saying, our employee are our greatest asset;

As a matter of fact, the organization that have really understood the truth and validity of this statement and uphold it, have remained the pace setters both in effectiveness and efficiency as of organization efficiency and objective s.

In the course of the research work, the following central shall be addressed.

  1. How appropriate staff employment planning are carried out?
  2. What are the procedure and the basic of recruitment and selection of new employees in the organisation?
  3. Is there any need for socializing or orientating the new employees with the culture of the organisation?
  4. What are the types of training and development used in ngor-okpala in imo state?
  5. Has such training and development any effect on the workers performance?
  6. What are the types of motivation use i9n the organisation?
  7. How is the reward linked with the performance of the employees in the organisation?
  8. What are the compensations available to employees in organisation?

1.5 Significance Of The Study

Local government staff management describes the level of organization, direction and conducting the activities of various classea of personnel in the third-tier of government for the purpose of efficient leadership. This study will focus on the qualitative tools that will enhance staff growth for efficient leadership at this very level of government.

As the level of government relatively gets closer to the rural populace or the common class, this study wants to point out and enhance measures of recruitment tool and strategies that could be adopted by the leader in ensuring that every group in the communities are recognised doing this through the study will ensure that every individual is represented in this level of government.

Again productivity in terms of staff support out-put within this level of government is an area this study will make effort to address as this can be used estimate efficiency of staff. The staff strength and the quality as well a quality of work they are able to cover without a limited time period will give the staff efficiency per unit time.


1.6 Scope Of The Study

The study wants to cover the staff management in ngor-okpala local government. It covers only the management of study although it includes staff productivity and efficency in the council. The study will therefore want to point out the staff socio-economic characteristic, staff motivation, staff strength and out-put per staff.


1.7 Limitation Of The Study

The limitation of the resreach work certain constaints were encountered during the duration of this project.
Some of the restraints experience are given below

Time

This was a major constraint on the research during the period of the work, considering the limited time given for this research the needed attention due to academic work that faced the researcher being an N.D finalist

Financial

Owing to the financial difficultly prevalent in the country and its resultant increase in the prices, of commodities, transportation fares, research material etc. I did not find it aesy meeting all my financial obligation school as a result of which the work waqs restricted to the much affordable

Information Constraint

generally, nigeria researchers have never had it easy when it come to obtaining necessary information relevant to their area of study from private business organisationn and even government agencies.
In staff management ngor-okpala in imo state disclosing information about its internal operation was a difficult task in the published materials on this topic meat going from one library to the other which was not easy.


1.8 Definition Of Terms

Staffing:

This involves recruitment of qualified workers to do necessary duties in an establishment these duties set out to work on are based on some objectives of the establishment, and this attracts a reward called wage or salary.

Management:

This involves organisation, direction, coordination and control of staff and duties in an organization to achieve ban objective.

Integration:

In an attempt to reconcile different individual and society with an organisational interest integration of staff or the society with the establishment is required (fliippo, 1981)

Staff Management:

According to p.w betts staff management is locating, employing and full utilization of staff resource in the interest of the organisation objective. It involves seeking for staff maintaining staff welfare as an incentive for staff efficency.

Training:

Training is internally defined as the process of equipping a staff for a particular job.
It involves skills acquisition through practical teaching. It can imply breaking the vicious cycle of a particular set of people in an organisation.

Efficiency:

Efficiency is determined from input out radio; effort and result obtain from human or material activity (encyclopedia of social science). It may imply the ability to use a limited resource input to accomplish to particular follow. It can mean the maximization of staff out-put at a very low cost of human resources or staff resources use.

Local Government:

this is an institution established to promote local plities. It involved established to promote local polities. It involved political activities, information and awareness are carried to the grossroots.

It implies in a federal system of government for instance, an area which is constituted by law to have substanitial control for local affair including power to impose taxes and to extract labour for prescribed purpose.

Development:

Development involves change in a society or is the manifestation of postitive changes in the economics industrial, political socio-cultural and administrative life of a country or organistion.

Promotion:

This is advancement in staff status or postion deu to his contribution to status or position due to his contribution to the organisation promotion goes with increase in responisibilties that match with the staff neo status.it is an agent of motivation to the affected staff.

Compensation:

This is a package given to a staff for a job he did that needed commendation.
It may mean a package to a staff that pays him for a loss encouraged in doing a job for the organisation. It is also an incentive to staff to encourage them to work even when job will cause them a loss.

Recruitment:

This involves seeking and attracting applications from unemployment people it involved searching and employing prospective staff of an organisation. Which followed by induction that brings the staff closer to the job.

Motivation:

This involves an inducement a staff or group of people obtain while working for his personal need.
It is that which cause an individual to change his or her behaviour toward productivity.

Employee Discipline:

This is a measure listed out for earring employees to keep them off from acts capable of jeopardizing their future in the organisation or else where

Interview:

These are set of question presented to prospective employee at the point of recruitment, which gears towards eliciting information from both inter and the employee. It tells about both parties.


Chapter Five


5.0 Summary Conclusion And Recommendation

5.1 Introduction

Staff management techniques in local government of Nigeria. A smooth management of the economic, social and political welfare of rural people promotes understanding among them and helps in the general development of a nation. Local government administration is a grassroots administrative set- up required to bring about these functions and draw communities closer to the central government.

This tier of government remains the simplest government which function drew personnel from the various communities, that constitutes it.

In the words of Graham and bennit (1992:3) Appropriate staff management techniques concern the human side of the techniques of public enterprise and staff relation with their form” it purpose is to ensure that the staffs of the company that is appropriate staff management are used in such a way that the staff obtain the possible benefits from their abilities and staff obtain both material and psychological reward for their works.

My case study (ngor-okpala local government council in imo state) was instituted by a full fledge third-tier of the ngor-movement system.

The local government is blessed with some cultural heritage which includes their women cultural dance and traditional festivals.

The area has much natural endowment and widely distributed trade channels, which supports its income base. This study wants to bring out the best staff management strategy that can carry along the administrative network using the available natural and cultural endowment of the area to foster rapid development in the area.

To look at appropriate staff management more specifically, Robbins (982:74) suggest that “it is process of four function the acquisition, development, motivation and maintenance of proper employment, in less academic terms, it may be described as getting people, preparing them, activating them and keeping them in the organisation among the aforementioned resource , appropriate staff management appears to be the umbilical cord that links and gives life to others that is to say, available fund cannot reason out, how, when and what to invest it on, so also machine cannot make or buy themselves neither can they say to what, how when and for whom to staff, it is the staff techniques that co-ordinate them all to achieve the organizational efficency and objectives.

The measure adopted by ngor-okpala local government area in the recruitment, training, remuneration, welfare and discipline of staff has contributed immensely to the effective techniques of it appropriate staff.


5.2 Summary Of Finding

The summary of the project mostly emphasis on the staff management techniques of human and non-proper management. As earlier pointed out in chapter one of the work, management had it that appropriate employment are their greater asset in the improving of an organisation efficient and objectives from the analysis of the data collective, it was obviously observed that effective communication is very vital in the operation of efficient organization, communication is said to be synonymous with human relations. Since most personal relationship we carried through some form of communication. It also enhance good cordial relationship between management and the worker which will turn to and lead to effectives implementation of organisational policies. Selection as the process of making prediction by matching difference in people to difference in job description and to flush out staff who seem to be liabilities to be process of developing an individual skills, knowledge and abilities so as to improve present and future performance helps to increase productivity, quality, minimize cost and accident and also prevent staffing obsolesces. Motivation serves as a vital to stimulate the staff for excellence and high productivity it was observe that the motivation (bonuses, periodic promotion) enhance the improving of local government efficiency and objective effectively and efficiently.


5.3 Conclusion

Every organisational management, be it profit oriented or non- oriented, needs financial, physical and appropriate staff to succeed. All these resources when harnessed in the right proportion will keep an organisation going at all time. Among the aforementioned resource, appropriate staff management appears to be the umbilical cord that links and gives life to others. That is to say , available fund cannot reason out, how, when and what to invest it on, so also machine cannot make or buy themselves, neither can they say to what , how when and for whom to staff, it is the staff techniques that co-ordinates them all to achieve the organizational efficiency and objectives.

The measure adopted by Ngor-okpala local government area in the recruitment, training, remuneration, welfare and discipline of staff has contributed immensely to the effective techniques of its appropriate staff method and this has greatly enhance and sustained the consistent growth and development of the company, hence it was remained one of the foremost manufacturing hence it was remained one of the foremost manufacturing companies for the 78 years and its products among the beat.


5.4 Recommendation

From the finding of the questionnaire administered and the personal interview conducted some factors were discovered to be affecting the effectiveness of staff management techniques in achieving the Ngor- okpala local government efficency and objectives to the optimum.

Based on the finding the following recommendations are made.

  1. Training and development should be given to all workers from time to time. By improving staff ability to perform the tasks required by the company, training allows better use to be made of the appropriate staff management by giving the employees a feeling of master over their work and recognition by the management by giving the employees a feeling of mastery over their work and recognition by the management. It also increase workers satisfaction, therefore, all staff in the organisation should be trained and retrained from time to time.
  2. As time changing, so also are the technological and legal approaches to work methods. Therefore the company as the pacesetters they said they are in the industry ought to keep on embracing these changing by regular training of its workers, improvement of product quality production technology ,brand techniques and packaging.
  3. I want to recommend that the company should keep motivating the workers, not just for the sake of doing it, but to stimulate them for higher performance and they are bound to put in their best.
  4. Communication in the company should continue to be a two way process, for this will make the staff to have a good report with their supervisors and feels belonged to0o in the working place. It i9s my belief that if all these are continually implemented in ngor-okpala local government in imo state the company will continue to flourish and better than its competitors in the manufacturing industry. Gruber and Niles in the book “the new techniques line executives and staff professional in the future: said that employees should be considered as assets.

Furthermore, if a company is to develop its fullest potentials, the top managerial, commercial and technical skills must be considered as assets. No organisation that handles it staff management as an expense item can make a wide plan as the one that recognizes explicit the asset characteristic of it appropriate staff management.


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