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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
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