Privatisation and Commercialisation as an Inpetus Towards Economic Development in Nigeria (A Study of Telecommunication)

PRIVATISATION AND COMMERCIALIZATION AS AN INPETUS TOWARDS ECONOMIC DEVELOPMENT IN NIGERIA

(A STUDY OF TELECOMMUNICATION)

RESEARCH PROJECT

WRITTEN BY

YOUR NAME

MATRICULATION NO.

SUBMITTED TO FACULTY OF BUSINESS ADMINISTRATION IN PARTIAL FULFILLMENT FOR THE AWARD OF B.SC IN BUSINESS ADMINISTRATION

AUGUST 2012

ABSTRACT

This is a 69 page project that focused on Privatization and Commercialization as an impetus to Economic Development of Nigeria, A Study of Telecommunications. Countries all over the world in their efforts to achieve industrial growth and development often time embark on one developmental strategy or the other. This is as a result of immense benefits associated with industrialization. To achieve sustained growth and development that will increase the social benefits and welfare that will accrue to Nigerians, the federal government has adopted various strategies to save the country’s economy from the wool and to move the nation forward. Privatization and Commercialization were some of the strategies and policy measures of the government, taken to move Nigeria to her Promised Land. This project x-rayed various privatization and commercialization programmes of Nigerian Government starting from 1988 till date. The various objectives of the programmes, problems encountered and successes achieved in the implementation of the programmes were also examined. Some research questions examined include:- What were the impacts of Privatization and Commercialization on Economic Development of Nigeria? To what extent did the Privatization and Commercialization exercise of the federal government achieved the intended objectives of the government?  Some hypotheses tested include: the privatization and commercialization programme of the federal government does not impact positively on Nigeria’s economic development; corruption among political class and government officials did not negatively impact on the success of Nigeria’s Privatization and Commercialization programme. It was found from the study that corruption among political class and government officials did negatively impact on the success of Nigeria’s Privatization and Commercialization programmes. Nigerian government can improve on the success of future privatization and commercialization programmes by adopting strategies that will eliminate corruption in the society. Corruption has actually eaten deep into the fabrics of our society. However efforts can be made to reduce the evils of these ills in the society called corruption.

CHAPTER ONE

1.0                                                           INTRODUCTION

1.1       Background to the Study

Countries all over the world in their efforts to achieve industrial growth and development often time embark on one developmental strategy or the other. This is as a result of immense benefits associated with industrialization.

As a nation industrializes, the productivity level of such a country will increase thereby leading to increase in the aggregate Gross Domestic Product and cumulatively towards the achievement of higher National Income and higher Per Capital Income which is a measure of standard of living and social benefits accruable to such a society.

According to the classical economists like Adam Smith (1776), John Stuart Mills and David Ricardo (1817) production is the process of creating and expanding wealth of a nation. Through increased productive activities, a country’s standard of live can be increased tremendously which shall ultimately lead to higher social benefits that shall be enjoyed by the people of that society.

As noted by Karl Marx in his political economy, the production and reproduction of the material existence of a society is essential for its continued existence. Thus people’s productive activity is the primary condition of existence because for people to eat and sustain themselves, they must work. To Frederick Engels “work creates Man himself”. It is only by labour that people create and recreate their entire material life (Anifowose R. & Enemuo F. (2008).

To achieve sustained growth and development that will increase the social benefits and welfare that will accrue to Nigerians, the federal government has adopted various strategies to save the country’s economic from the wool and to move the nation forward. Privatization and Commercialization are some of the strategies and policy measures of the government, taken to move Nigeria to her Promised Land.

In July 1988, the Federal Government of Nigeria promulgated Decree No. 25. This Decree outlined how the policy of Privatization and Commercialization shall be executed in Nigeria. The motivation for embarking on this policy was due to the government’s desire to reverse the economic difficulties that have arisen in the society as a result of decades of the state acting as a major and dominating producer of goods and services in the country. The primary aim is to reduce the size and expenditure of government, and the promotion of efficiency and effectiveness in the economic sector of the country.

Since Nigeria got her independence in 1960, Nigerian government has been taking active roles in running the economic affairs of the country. The state have dominant control in the management of such important activities like banking, insurance, agriculture, manufacturing, mining, commerce, construction, provision of health facilities, supply of energy, communication, transportation and provision of basic goods and services.

For instance, prior to the government privatization and commercialization exercise, there were about 70 non commercial and 110 commercial state-owned enterprises which depended on public funds and management for their operations. In monetary terms, the Federal Government invested or held equity shares of over N36 Billion in about 500 enterprises. A good number of them were inefficient and unprofitable ventures that depended on state funds. The direct consequent of this and scope of public involvement in the economy was that about 40 percent of the country’s annual capital expenditures were expended on public enterprises.

After this long period of difficult-to-manage phenomenal growth in the size of the state, followed an era of shrinking public resources worsened by huge foreign debts and service obligations. In addition, there exist economic constraints on government activities and deeply declined ability to continue supporting largely unprofitable public enterprises. With the strong influence of International Monetary Fund (IMF), World Bank and the Structural Adjustment Programme which these international bodies insist that Nigeria must adopt in order to continue obtaining from international capital, credit investment and aid. Nigeria had no alternative but to embrace the economic philosophy of reducing the size of the state bureaucracy through privatization and commercialization of public enterprises.

1.2 Statement of the Problem

Before the privatization and commercialization exercise of the Federal Government, most government funded and managed establishments were inefficiently and ineffectively managed. These establishments were pipes through which the nation’s wealth was siphoned to the drains. The mentality and orientations of many Nigerians then was that government’s property was no body’s property. Anybody that therefore assume any managerial and leadership position then capitalize that as opportunity to amass wealth and steal the nations wealth. Consequently, looting of national wealth went on unbridled. The politicians, the military, the bureaucrats, civil servants and those in one position of authority or the other both at the federal, state and local government levels in the country used that as opportunities to loot the national treasury at the detriment of the common people who did not have the opportunity of being in government or of holding one official post or the other. Consequently, the nation’s wealth were not evenly distributed. The income gap between the rich and the poor was interpolated. The society which hitherto had no social class structure became dissected into two classes – the poor and rich. The middle class disappeared from the nation’s income class. This ugly trend continued unabated with the poor continuously languishing in abject poverty. The ugly consequence of these was that our morals and social values as a people were thrown to the mud. The social values that bided us together went to the blues. Bribery and corruption became the other of the day. It was no longer the end that justify the means but rather the means that justify the end. Our people no longer care how you made wealth but rather whether you made wealth. Chieftaincy titles and honours are now bestowed on boys of underage just because they can pay for them. Thus our symbol of honesty and personal dignity became what can be purchased by money.

1.3. Aim and Objective of the Study

The main aim of this study is to find out whether Privatization and Commercialization actually act as impetus on national development.

Other objectives of this study are:-

i.        To identify the impact of Privatization and Commercialization on Economic Development of Nigeria

ii.      To identify the extent the Privatization and Commercialization exercise of the federal government achieved the intended objectives of the government.

iii.    To identify the problems that hindered the Privatization and Commercialization exercise of the federal government.

iv.    To identify means that these problems can be solved.

v.      To identify the best strategies to use to improve on future privatization and commercialization programmes of the government.

1.4. Relevant Research Questions

The following questions were asked in this study:-

1.      What are the impacts of Privatization and Commercialization on Economic Development of Nigeria?

2. To what extent did the Privatization and Commercialization exercise of the federal government achieved the intended objectives of the government?
3. Identify the problems that hindered the successful operation of the federal government’s privatization and commercialization programmes?
4. In what ways can these problems be solved?
5. Are there ways that the government can improve on their future privatization and commercialization exercise?

1.5. Relevant Research Hypotheses

1.         H₁: The privatization and commercialization programme of the federal government impacts positively on Nigeria’s economic development.

H₀: The privatization and commercialization programme of the federal government does not impact positively on Nigeria’s economic development.

2.         H₁: The Privatization and Commercialization programmes of the federal government have achieved the intended purpose.

H₀: The Privatization and Commercialization programmes of the federal government have not achieved the intended purpose.

3          H₁: Corruption among political class and government officials did negatively impact on the success of Nigeria’s Privatization and Commercialization programmes.

H₀: Corruption among political class and government officials did not negatively impact on the success of Nigeria’s Privatization and Commercialization programmes

4.         H₁: Sincerity on the part of the government in the implementation of the future Privatization and Commercialization programmes can make the exercises successful.

H₀: Sincerity on the part of the government in the implementation of the future Privatization and Commercialization programmes cannot make the exercises successful.

5.         H₁: Nigerian Privatization and Commercialization programmes brought about income inequality among Nigerians.

H₀: Nigerian Privatization and Commercialization programmes did not bring about income inequality among Nigerians.

1.6. Scope of the Study

This study focused on Privatization and Commercialization as an impetus towards economic development in Nigeria – A Study of Telecommunication. In this study, the researcher investigated how Privatization and Commercialization contributes towards economic development in Nigeria. This study also identified some problems that impeded the successful implementation of the federal government’s privatization and commercialization programmes and also suggested ways that these problems could be solved. This study also x-rayed the state of corruption and looting going on in the state owned organizations that brought about inefficiency and ineffectiveness in the management of these establishments which subsequently led to their privatization and commercialization. This study also examined government’s insincerity in implementing these programmes and also suggested means of making future privatization and commercialization exercise successful.

1.7. Significance of Study

The government’s privatization and commercialization programmes as presently being implemented in Nigeria are faced with several problems as it was pointed out the previous section of this study. At the end of this study, solutions shall be found for most if not all the problems that confront this exercise presently. The findings of this project shall be hosted on the net and made accessible to those that are vested with the responsibility of this privatization and commercialization programme. This study shall also act as a good reference point for future users and readers. It is hoped that the other students in other Nigerian tertiary institutions as well as the larger society shall benefit from this work since this projected shall be made available in libraries and other educational centres throughout Nigeria where people can have access to them.

1.8. Definition of Terms

Commercialization:               This is the process of making government owned and funded establishments to be self sustaining and profit oriented

Economic Development:       This is the process by which a high degree of self-reliant economic growth in a given society, sustained over a long time, is associated with a substantial reduction in poverty, unemployment and inequality.

Deregulation:                         This means removal of controls, rules, restrictions or standards on the operations of a functioning system.    

Indigenization:                       This is the transfer of equity shareholding and ownership in companies to the indigenes of a country or a state

Privatization:                         This the process whereby government equity interests in companies, corporations and parastatals are being sold to private individuals and companies including foreigners

Subsidy:                                 Money paid by a government to help an industry

REFERENCES

1.                  Adebayo, A. (1999) Economics, A Simplified Approach, Lagos: African International

Publishing Ltd, page 210.

2.                  Anifowose, R. and Enemuo, F. (2008) Elements of Politics, Lagos: Sam Iroanusi

Publications, pages 44-45.

The complete part of this project is available for sale

PROJECT PROPERTIES

Project Status	Available
Number of Chapters	5
Number of Pages	68
Number of Words	15,383
Number of References	16
Project Level	B.Sc.
Price	N15,000 (Non-Negotiable)
Abstract, Sample of Questionnaire are included
How to Pay for this Project . . . Contact us via 234-08028177177 for more information

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Organisation Politics, Job Security and Justice as Determinants of Employees Commitment (A Case Study of XYZ Company)

Organisation Politics, Job Security and Justice as Determinants of Employees Commitment (A Case Study of XYZ Company)

Research Project

By My Name

Matric No. …..

Presented to the Department of Accounting, University of …., in Partial Fulfillment of the Requirement for the Award of the Degree of Bachelor of Science (B.Sc.) Business Administration of University of ….

December, 2017

CHAPTER ONE

INTRODUCTION

1.1              Background to the Study

Contingent on the success and survival of any organization be they private or public is the human element of that organization. As Banjoko (2006) noted, among all the organizational resources, it is only the human element that can think, initiate and create ideas. No matter how vast an organization’s financial resources may be and no matter how sophisticated an organization’s machinery may be, without the human element that will put them to productive use, the cardinal objective of organizations which is profit maximization may not be achieved. Essential in achieving organizational performance is employees’ commitment. According to motivation theorists, what quantity of job an employee can do depend on his ability, but what an employee does in reality depends on his level of commitment.

According to Akpan C.P. (2013), organizational commitment refers to the degree to which a worker identifies with his/her work, organization and its goals and the willingness to maintain membership in the organization. Levy (2003) views organizational commitment as the strength of an individual’s identification with and involvement in the organization. This means that it is an effective response to the whole organization. According to Bass (1998), commitment refers to loyalty and attachment to the organization. In organizational behavior and industrial and organizational psychology, organizational commitment is the individual’s psychological attachment to the organization. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability and distribution of leadership have been shown to be connected to a worker’s sense of organizational commitment (Wayne. & Shore 1997).As a combination of both attitudinal and behavioural approaches, organizational commitment is defined as employees’ acceptances, involvement and dedication towards achieving organizations goals.

In organizational behavior and industrial and organizational psychology, organizational commitment is the individual’s psychological attachment to the organization. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability and distribution of leadership have been shown to be connected to a worker’s sense of organizational commitment (Wayne. & Shore 1974).

Organizational commitment can be contrasted with other job – related attitudes, such as job satisfaction. Job satisfaction is defined as an employee’s feeling about their job and organizational identification. This is the degree to which an employee experiences a sense of oneness with their organizations (Robinson & Kraatz 1989). Organizational commitment is a subset of employment commitment which is comprised of work commitment and career commitment. Organizational commitment has been identified in the literatures which are affective, continuance and normative commitment. As a combination of both attitudinal and behavioural approaches, organizational commitment is defined as employees’ acceptances, involvement and dedication towards achieving organizations goals.

Organisation politics has been discussed in earnest in the literature over the last two decades. The concept of organizational politics and the perception of organisational politics in the work place evolved during the 1990’s and are considered to be a primary component of contemporary business practices. Aronow J. A (2004) defined organizational politics as behaviours that occur on an informal basis within an organization and involve intentional acts of influence that are designed to protect or enhance individuals’ professional careers when conflicting courses of action are possible”. She saw politics as a specific quality of the organizational dynamic which impacts all aspects of business life. Politics is a part of any organization. Employees use organizational politics to gain different advantages in the organization. Organizational politics is defined as a set of behaviours aimed at maximizing self-interest at the cost of others, (Blau G. J, 1988). It usually reflect “employee views about the level of power and influence used by other organizational members to gain advantages” (Coyle – Shapiro et al, 2003).

Agomo (2011) refers to job security as the legitimate interest an employee has in his job which affords him the opportunity to make projections about the economic future of his family based on job expectations. Adeogun (1986) perceives job security as an instrument of social justice utilized to achieve employment protection through the entrenchment of substantive justice and fair play in the employment process.

1.2  Statement of the Problem

The aim of this project is to ascertain if there is a relationship between organizational politics, job security, justice, employee commitment and job performance in the work place. Many organisations in Nigeria have failed to achieve the required organisational goals and objectives. The reason behind this inability is that the human elements in the organisations are not being effectively motivated to enable them put their best to work. Commitment is likely to be enhanced if organizations adopt appropriate organisational politics, put in place measures that will ensure job security for their employees and exhibit fairness in their dealings with employees. The trends obtainable in most Nigerian organisations are quite far from the ideal. Most Nigerian organisations are still adopting methods similar to the classical organisational theory of the pre 20^th century.The classical theory considered organisation as “closed mechanical system” and its workers as mere elements composing them. This approach tended to see workers as parts of a machine rather than socio- psychological beings. Any lack of commitment

 or mistake of a worker was corrected by simply removing this worker and bringing a new one in his place. In this approach workers had no importance as “individuals” at all and their contribution to the organization was limited strictly to their job descriptions. This attitude of the management reflects on the workers, and could cause the workers not to be committed in their duties. In many Nigerian organisations, the leadership style mostly in use is the autocratic leadership style, which is an ego-centered leadership style where the leader gives definite instructions and demand compliance, the leader is dogmatic and positive, and usually leads by the ability to withhold or give rewards and punishment. The autocratic style makes it difficult for the people following the leader to be anything but followers. Also, it serves to foster frustration in so far as it imposes barriers to the satisfaction of individual needs. This also debases group morale and initiative, generates hostility and foster aggressive behavior, which is the norm in many Nigerian organisations. This situation inhibits organisational commitment. This reason accounts for low commitments among most Nigerian organisations.

It is on this backdrop that the researcher decided to carry out this study organisation politics, job security and justice as determinants of employees commitment (A case study of Chris Ejik Group of Company), in order to find lasting solutions to the fore identified problems.

1.3  Aim and Objectives of the Study

The main objective of this study is to examine how organisation politics, job security and justice determine employees’ commitment. Other subordinate objectives of this study include the following:-

i. To determine the factors that can enhance employees’ commitment.

ii. To examine how job security affects employees’ commitment.

iii. To examine how organizational politics affects employees’ commitment.

iv. To examine how organizational justice affects employees’ commitment.

1.4  Research Questions

       I.            What are the factors that can enhance or reduces employees’ commitment?

    II.            How can job security decrease or increase employees’ commitment?

 III.            What is the relationship between organizational politics and employees’ commitment?

 IV.            What is the relationship between Job justice and employees commitments?

    V.            Can a variables affects employees commitment both positively and negatively?

1.5  Research Hypotheses

1.      H_0: There is no significant relationship between organization politics and employees’ commitment.

H_1: There is a significant relationship between organization politics and employees’ commitment.

2.      H_0: There is no significant relationship between Job security and employees’ commitment

H_1: There is a significant relationship between Job security and employees’ commitment.

3.    H₀: There is no significant relationship between Organization justice and employees’               commitment.

H_1:  There is a significant relationship between Organization justice and employees’            commitment.

1.6 Significance of the Study

In organisational theory, the amount of work an employee can do depends on his ability, but what he does in reality depends on his level of commitments. Organizational behaviorists claim that companies that strive to meet the needs of their employees attract the best people and motivate them to do excellent work. Putting in place the right work culture and making employees happy is a key to ensuring committed workforce in the work places. However organisational politics, job insecurity, injustice and inequity in the workplaces can mare employees’ level of commitment to their organisations and thereby negatively impacting on organisational performance.

This study examined how organisational politics, job security, and justice determine employees’ commitment. This study aims at highlighting how organisational politics can negatively or positively impact on employees’ commitment, and subsequently suggested ways through which organisational politics can be eradicated or tailored well in the work environment or brought to the barest minimum. The study also examined how job security positively impacts employees’ commitments and also suggested means to increase job security in the workplace so as to enhance employees’ organisational commitment. The study also examined how employees’ commitment positively or negatively impacts on productivity and also suggested strategies to improve employees’ commitment.

This study brings to the fore, the need for improving employees’ commitment and new method of managing Human Resources in Organizations in order to achieve employees commitment strategies which in time, translates to desired levels of productivity and in the long run, sustainable organizational profitability. Against this backdrop, this study will be of great significant to management, scholars and practitioners in both the private and public of the economy. For management practitioners in general, the study will amongst other things further highlight the relationship between organisation politics. job security and justice and employees’ commitment and performance as organizational success factors; while for the company under study it will keep in perspective organizational activities as they relate to the identified variables. It will also provide great insight into employee behavioural patterns in the company used as a case study in this project.

For scholars, apart from contributing to the enrichment of existing literature on organisation politics, job security and justice and employees’ commitment, employee’s, the study will suggest areas of interest to academics with a view to enhancing employee’s performance in Nigeria. It also acts as a referral to researchers.

1.7       Scope of the Study

This study examines how organisational politics, job security, and justice determine employees’ commitment. This study focuses on how organisational politics can negatively impact on employees’ commitment, and subsequently suggesting ways through which organisational politics can be eradicated from the work environment or brought to the barest minimum. The study also examines how job security can positively impact employees’ commitments and also suggests means to increase job security in the workplace so as to enhance employees’ organisational commitment. The study also examines how employees’ commitment can positively impact on job output and also suggesting means to improve employees’ commitment. These are the issues that were examined in this study.

1.8       Definition of Terms

Commitment: is the relative strength of the individual’s employee identification with and involvement in a particular organization.

Employee: the productive human resource of an organization who uses both mental and physical efforts to get works done.

Job security: is an instrument of social justice utilized to achieve employment protection through the entrenchment of substantive justice and fair play in the employment process.

Performance: The ability and the act of increasing in level of growth and achievement of meaningful success and adapting to circumstance through human effort.

Power the s the ability to control others, to hire, to fire, to determine who uses what resources. It is the tool to influence one to behave in a particular way. The purpose of power is to control and influence others to direct employees wills and to command respect.

Productivity: This is the ratio of output to the input of labour.

Organisation: is a collectivity of people engage in a systematic effort to achieve certain goals not reached single handedly

Organisational justice. The fairness with which individuals are treated in the workplace.

Organisational politics:  Behaviors that are not officially approved by an organization that   people take to promote their own self-interest at the expense of the organization's interest.

REFERENCES

Adeogun A.A. (1986) From contract to status in quest for security. An inaugural lecture    delivered at the University of Lagos, page 32

Agomo, C.K. (2011) Nigeria employment and labour relations, law and practice, Lagos:   Concept Publications, page 156.

Aronow Julie. Ann Paleen (2004) The impact of organizational politics on the work of the  internal human resource professional, An unpublished Student Project submitted to The       Graduate School, University of Wisconsin – Stout

Banjoko S.A (2006), Human Resource Management-An Expository Approach Lagos: Saban           Publishers, Pages 24, 71-92

Blau, G. J. (1988). Further exploring the meaning and measurement of career commitment, Journal of Vocational Behaviour, Vol.32: 284-297

Coyle-Shapiro, J. A-M & Conway, (2005) Exchange relationships: An examination of perceived organizational support.

Robinson, S. L., & Morrison E.W., (2000). The development of contract breach and violation: a longitudinal study. Journal of Organizational Behavior, 21, 525-546.

Wayne, S.J., Shore, L.M. and Liden, R.C.(1997). Perceived organizational support and leader member exchange: A social exchange perspective. Academy of management journal, 40, 82-111

The complete part of this project is available for sale

PROJECT PROPERTIES

Project Status	Available
Number of Chapters	5
Number of Pages	113
Number of Words	22,968
Number of References	63
Project Level	B.Sc/M.Sc
Price	N15,000 (Non-Negotiable)
Abstract, Sample of Questionnaire are included
How to Pay for this Project . . . .Contact us via 23408028177177 for more information on how you can get this project

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