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ACCOUNTING INFORMATION AS A TOOL FOR DECISION MAKING IN BUSINESS (A STUDY OF SOME SELECTED
FIRMS)

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ACCOUNTING INFORMATION AS A TOOL FOR DECISION MAKING IN

BUSINESS (A STUDY OF SOME SELECTED FIRMS)
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Product Category: Projects

Product Code: 00000962
No of Pages: 77
No of Chapters: 5
File Format: Microsoft Word

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ABSTRACT

This work
is an attempt ot re-emphasize the role of accounting information in ensuring
good decision of business organizations. In this work, accounting information
is seen as
the only means by whicich the amagement of any business organization
could communic‐
ate to its staff, debtors, creditors, government and infact, the
general public about its opera‐
tion successes and failure properly packed, the
accounting information of a business
speaks volumes of the avaibility or other
wise of the business. specifically, this work ex-rays
the extent to which
business organizations make use of accounting information in achiev‐
ing the
objective of good management direction and control. All the accountants,
man‐
agers, and some other staff in decision making position in business
organization of this
study. A total of 23 accountants, managers and members of
management were randomly
selected from three companies in PortHarcourt – River
state.

This work
notes that inspire of the importance of accounting information to business
or‐
ganization, companies make little or no good use of it. I should encourage
the use of accur‐
ate, timely and capable financial data to generate good
accounting information adequate
enough to be used in a basis for day to day and
periodic business decision. This is neces‐
sary not only to sale their
organization from collapse but to help our economy to grow.

TABLE OF CONTENTS

Title page

Approval page……………………..………i

Dedication ……………………………………..……ii

Acknowledgement……………….………………iii

Abstract………………………………..……………iv

Table of contents……………………………….……v

CHAPTER ONE: Introduction

1.1           
Background of the study ………………..……1

1.2           
Statement of problem…………………………3

1.3           
Objective of the study………………3

1.4           
Research Questions………………………...………4

1.5           
Significance of the study……………….………6
1.6           
Scope of the study………………………….…7

1.7           
Definition of terms …………………8

CHAPTER TWO:

2.0     Introduction …………………………………12

2.1     What
is accounting …………….………12

2.2     Objective
of accounting ………………..…………14

2.3     Business
objective & management function ……..………14

2.4     Application
of accounting  in decision making
planning and control.…15

2.5     The
scope and users of accounting 
information ……17

CHAPTER  THREE:

3.0     Introduction
………………….……….35

3.1     Research  Design…………………………….35

3.2     Population
of the study…………..……………36

3.3     Sample
and sampling techniques ………...………36

3.4     Sources
of data

3.5     Method
of data collection …………………36

3.6     Validation
of the instruments.………… …………37

3.7     Distributed
and retrieval of the instruments…………38

3.8     Method
of data Analysis ……………………….39

CHAPTER FOUR:

4.1     Introduction

4.2     Data
presentation and Analysis ………………..40

4.3     Finding  ……………………………..50

CHAPTER  FIVE:
5.0     Summary,  Conclusion And Recommendation ……….54

5.1           
Summary of the Findings …………………54

5.2           
Conclusion ……………...…………54

5.3           
Recommendation ………………..…56

References………………………..………57

Appendix A
…………………….……...59

Appendix B……………………….……...60

Questionnaires
…………………….……..61

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND
OF THE STUDY:

The
Board of Internal Revenue, Enugu in Enugu state has its origin back to the era of our co‐
lonial
masters in Nigeria
being establish along side other government agencies. As internal
Revenue, a
division of the ministry of finance in the then Eastern Nigeria, the
aim was to
generate revenue to enhance the execution of her mapped out
programmes. The Board of
internal Revenue was established as an autonomous government
agency charged with the
sole responsibility of tax administration with the
jurisdiction of the then Eastern Nigeria.
This took effect in 1960
after the independence followed by much demanding and expand‐
ing
responsibilities.

It
therefore, has undergone and served various governments since its inception
such like
Eastern Nigeria, East central state, Anambra state and to its present
state as one of the
leading and autonomous viable extra-ministerial department
of Enugu state
government.
Policies are formulated and implemented just for the better welfare
of the people by the
government either in national, state or local levels.
therefore at different levels the govern‐
ment has various organs by which it
executes their policies for the interest of its subjects.
Among these
organization especially in Enugu State is the Board of internal Revenue,
Enugu.
 It
is through that there were such changes in government and the ones arising from
even
successive governed especially on those government organs yet, there is
that Constance in
the duties and responsibilities of the said Board in Enugu as the main organ
charged  with
the generation of revenue
for the government the execution of her programmes.

With
due consideration, therefore as to the objective and with particular reference
towards
achieving the goal of the Board of internal Revenue, Enugu as an organization. There must
be an
effective and efficient tax administration with in and outside state on behalf
of the
government. A summarized break down of the objectives of the
organization goes thus:

-                    
To assess personal income tax on persons
and enterprises other than that of limited
liability companies.

-                    
Taxes is to be collected on behalf of
the state under the following divisions:

a)               
Personal Income tax

b)               
Entertainment tax

c)                
Pay as you earn

d)              
Road tax

e)                
Social function tax

f)                                 
With holding taxes on contracts, rents,
dividends, director’s fees and professional
fees etc.

-                    
To advice government on tax matters.

-                    
To render proper account of the revenue
collected on behalf of the state.

-                    
To formulate tax policies in liaising
with the joint board.

-                    
To prepare annual revenue estimate.

-                    
To liaise with federal Board of Internal
Revenue for the state share of value Added
Tax (VAT)

-                    
To prepare and render weekly, monthly
and annual revenue returns.

-                    
To issue and validate tax clearance
certificate.

-                    
To investigate and obtain information
for tax purposes etc.

The
Board with its present organizational structure has the director of internal Revenue
as
the Chief executive and Accounting officer. The position of the director of
internal revenue
through mandatory as occupied by a career officer, yet has
the status of director general by
federal government directive.
          In accordance with Decree 43 of 1983
(now abrogated) the Board now has three main
service department namely:
personnel management department with sole responsibility for
all personnel
functions; finance and supplies department directly in charge of all matters
concerning finance and supplies; and the planning, research and statistics
department-
which is in charge of planning and other related matters. Others are
the line department
which carryout the duties with which the Board is
identified / established. These depart‐
ment include Assessment Department. It
shoulders all matters related to tax assessment.
Then the collection department
which is entirely responsible for tax collection form all
sources; the
investigation and information procurement department whose duty is to
in‐
vestigate and procure information for tax purposes. Then to enhance a grassroots
and ef‐
fective execution of its due responsibilities, there are three special
zonal officers married by
zonal tax authorities re-established by the Board
with in the state namely zonal tax authorit‐
ies, Enugu zone, Nsukka zone and
Abakaliki zone (in the present Ebonyi state capital). They
are responsible for
tax assessment and collection form all local government motor licens‐
ing and tax
offices with their zonal being directly responsible to the director of internal
rev‐
enue as it affect all tax activities in their different zones, they collect
and render weekly,
monthly and annual returns as at when due.

The
motor licensing offices are controlled by the motor licensing offices authorities
while
the executive secretaries to assessment authorities control the local governed
tax office.
The life wire of the Board of internal revenue activities within
the present Enugu
state com‐
prises the zonela and local government tax and motor licensing offices.

          Below is a diagram of organizational

structure of Board of internal Revenue, Enugu
to
expatiate more as ot the above:

1.2     STATEMENT
OF THE PROBLEM

Almost
all activities are generally and basically determined and are being carried out
by act‐
ors (persons) that make up such public sector. Machinery, materials and
money (struc‐
tures) together with time can be unproductive without human efforts
and directions human
manpower, simply every aspect of the activities of any or
all public sector is determined by
the competence and general effectiveness of
its available human resources.

          I therefore, maintain that both the

behaviour and attitude ot work by the employees of
any said public sector are
often associated with or influenced by level of motivation and
other factors
available in such establishment such employee motivation includes:

a)      Clearly defined schedule of duties

b)      Reward for effectiveness / over time claim

c)       Conductive working environment

d)      Hazard allowance

e)       Adequate information

f)       Opportunities for improvement – Training

etc.

g)      Adequate supply of working tools

h)      Transportation – travel allowance

i)       Health / welfare service (canteen,

hospital, sick / maternity leave

j)        Confidence and trust

k)      Adequate recognition and protection

L)      Accommodation

M)     Reward for sacrifice

n)      pre-retirement attention / pre-briefing

o)      Equity and fairness

          these and other employee motivation

factors plays a vital role (positive effect) in the
performance and
effectiveness of the staff in any public sector. Therefore the level with
which
these motivating factors are provided especially to public sector offers some
remedy
for comparison in terms of general performance between two organizations
that perform
similar functions e.g (union bank and Afri bank)

1.3     PURPOSE
OF THE STUDY

This
little work is hereby deigned to contribute to the issue of employee motivation
as it af‐
fects the public sector, its workers to enable them put in their best
performance in the im‐
mediate existing task of nation building towards the
improvement of our economy. This
sole desire and hopelessness into which the
employee motivation especially in public sec‐
tors has been place. This resulting
from the unstable policy, economy and its inflationary
trend.

          The study therefore is aimed ot

identify those factors that motivate employee in the
public sector and their
impact on job performance. it is basically directed toward identify
those motivating
factors which are lacking in the board of internal revenue Enugu. Analysis
would be made on their
general implication and suggest possible solution on how best an
employee
should be motivated in order to effect an improved job performance especially in
the public sector.

1.4     SIGNIFICANCE
OF THE STUDY
This
study of under taken to emphasize the necessity of employee motivation I public
sec‐
tors which are service oriented establishment with set objectives to achieve
lack of such
factor and hence motivation shall obviously lead to how
performance among workers and
eventually to non-realization of the set goal of
the establishment.

          It will offer possible solution as ot

how employee can be motivated in order to en‐
hance job performance.

1.5     RESEARCH
QUESTIONS

It
will be necessary to examine the following question.

i)                 
Can you identify the time / duration
spent by employees in the Board of internal Rev‐
enue, Enugu state.

ii)              
Do you think that the employees of the Board
of Internal Revenue performed at op‐
timum level? yes / No

iii)           
From the question above, if you answer
is yes please could you mention some of he
factors where you based your
opinion.

iv)            
Is there over-staffing in the Board of
Internal revenue Enugu
state, which may prevent
the government from motivating them accordingly.

1.6           
SCOPE
/ DELIMITATION OF THE STUDY

This
study is focused on those factors which affect the motivation of employees in
the pub‐
lic sector, with particular reference to the workers of the Board of
Internal Revenue Enugu
state.

1.7     DEFINITION
OF TERMS

For
the purposes of clarification and proper under standing of this work, several
concepts
and term used here with, to an extent be defined as follows:

1.7-1 EMPLOYEES:    This refers to all the worker employed and

working in an organization /
establishment.

1.7-2 MOTIVATION: Is
a general term applying to he entire class of

drives,
desire need wished and similar forces. This reflects wants, hey are the
identified
rewards or incentives that sharpen the drive to satisfy these wants.
It also the menas
by which conflicting needs may be recociled or one need
hightened so that it will be
 given priority over another that conscious effort
made to induce a positive attitude of a
person or group of persons toward
something.

1.7-3 SATISFACTION:
 Refers to the contentment
experienced when

a
ant is satisfied. It is the out come already experienced.

1.7-4 PUBLIC
SECTOR: It is there establishments set up and is controlled

by
either the government by private individuals. A field of activity especially of
business
trade etc solely designed to serve the public.

1.7-5 GOAL:                This refers to the objective

or target set for

achievement or realization by an organization.

1.7-6 CONDITION
OF SERVICE: This is he stipulation of a number of

incentives
aimed at attracting he right calibra of employees as well as indu‐
cing the
worker to produce salary. Housing allowance, pension, leave allow‐
ance, free
insurance vehicle loan and free medical etc.

1.7-6 PRODUCTIVITY:      It refers to the workers out put per annual,

hour
or performance in relation to his work. 

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