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THE IMPACT OF EFFECTIVE PERSONAL

MANAGEMENT POLICY ON WORKERS
PRODUCTIVITY
(A CASE STUDY OF INTERNATIONAL EQUITABLE
ASSOCAITION, ABA)

TABLE OF CONTENTS

Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of contents

CHAPTER ONE
1.0 Introduction
1.1 Background of study
1.2 Statement of problems
1.3 Purpose of study
1.4 Research questions
1.5 Significance of the study
1.6 Limitations of study
1.7 Scope of the study
1.8 Definition of terms
1.9 Brief history on the case
CHAPTER TWO
2.0 Literature review
2.1 Concept of personnel management
2.2 Definition of term
2.3 Personnel policy and objectives
2.4 Employee and productivity
2.5 Measurement of productivity and problems

CHAPTER THREE
3.0 Research design and methodology
3.1 Research design
3.2 Population of study
3.3 Sampling size and its determination
3.4 Sampling techniques
3.5 Data collection
3.6 Data analysis and technique
3.7 Questionnaire

CHAPTER FOUR
4.0 Presentation, analysis and interpretation of the data
4.1 Introduction
4.2 Presentation of data
4.3 Interpretation of data

CHAPTER FIVE
5.0 Summary of Findings, Conclusion and
Recommendation
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5.1 Summary of findings

5.2 Conclusion
5.3 Recommendation
5.4 Areas for further studies
Bibliography
Appendix
 CHAPTER ONE
1.0 INTRODUCTION

In recent years management, workers are been blamed and

people always see the policies of the organization as a factor

that will hardly impact on the productivity. On the other hand,

it is not always easy and common to consider that the policies

formulated for different departments in the organization can

turn out to influence the output of the resources. For example,

it is common in many firms this days to observe disagreement

between the management and workforce both in public and

private sector where several working hours wasted on strikes

and industrial actions, it happens in order to find the cause of

the problem and remedy the situation.

In most cases, organization were set out for objective to be

varying, professionally, formulated and strategically outlined to

facilitate the survival and growth of the organization. It

occurred that some organization of the expertise progresses for

many years while others had difficulties in their early stages

and success in failure.

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Therefore, it is now understandable that management uses

workforce to achieve the objective and workforce need to be

adequately considered in any type of policy formulation. The

policy ensures the growth and development of employees,

satisfy their needs and create an enabling environment that

would motivate the employees to be serious in their job for the

achievement of positive results. Though personnel policy does

not necessary based on making employee happier, sensitive or

better people in any way, they rather involves full realization of

undertaking human resources and basic philosophies with

appropriate to encourage employees to high level of

productivity which is a critical factor in organizational growth.

Detail analysis of the causes of the various conflicts between

management and employees in the past unfolds inequality and

disagreement between employees and management, in some

part of the personnel policies of the organization. These are the

consideration from the basis of this research which centered on

personnel policies and impact on employees productivity.

1.1 BACKGROUND OF STUDY

In February 1995, Colgate-Palmolive acquired a majority share

in international equitable association Ltd and made it a

subsidiary of the multinational company and with the entry of

Colgate the manufacturing process and machine was upgraded

thus increases output. Some new products like Axiom dish

washing paste, Ajax sourcing powder and protex-antibacterial

soap were introduced in the several products that the company

is producing. At this point, Colgate gave Brian Munro the sole

right to market Palmolive. In addition, the company imported

other popular products such as Colgate subsidiaries.

In 1998, the company posted a turnover of about eight

hundred million naira as capital by the combination of ill luck,

distracted; the management out of the poor understanding of

the local market, the company lost it gory for good two years.

There was almost a complete loss of market, share and by the

end of 1999, the turnover was struggling to reach two billion

naira as a result of this development, there was chaos as

minor, shareholders and major shareholders. These minor

shareholders could not perform up to expectation which result

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to the reselling of the company to Brain Munro by Colgate

Palmolive heralding the rising of new lease of hope to the

numerous Nigerians, the company provides source of

livelihood, since then the company started making profit and

has the ability to pay the shareholders their dividends. The

company has an installed capacity of producing 3000 tons of

soap per month which is about 67% and 11 tons of detergent

per day which is about 85% presently the international

Equitable Association Nigeria Limited has about 317 Staff in the

Company.

1.2 STATEMENT OF PROBLEM

The management of organization aim to increase employee

productivity while in the minds of the employees is how to

better their service condition. This twin variable bothers on the

nature of organizations personnel policies. Many organizations

formulate their personnel policy in a way that the management

is favoured highly at the detriments of the operative

employees. The provision of these policies is in such a way that

even the government employment legislation frowns, but the

top management of the organization will never want to listen,

but if one employee goes away there are about hundred of

them applying for employment. This ugly situation cause job

mobility, career change in the firm, as well affects economy as

a whole. Nigeria economy and employees are always afraid of

suspension or dismissal, because when they are afraid of

opposing most of the unflavored policies, some unpatriotic

union leaders will collect bribe and misdirect them.

This does not necessary mean that the employees are

completely overcome, but since they are main employees they

can influence, the total productivity of the organization and

pre-determine the objective because they are not fully

considered and compensate, which will result to certain

unethical practices like waste of materials, lateness to work,

absenteeism and this issues have direct relationship with

management techniques and personnel functions. However, the

above problem of this study led to the following research

questions.
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1.3 PURPOSE OF STUDY

i. To establish the adequate relationship between

management techniques and personnel functions in the

organization.

ii. To identify the problems associated with personnel

policy formulation, interpretation and execution.

iii. To make useful recommendation based on the finding

of the study

iv. To find ways and strategies through which such

problems can be solved.

1.4 RESEARCH QUESTION

i. The operational procedure, is it in live with policy

provision

ii. What is the relationship between personnel policy and

employ productivity

iii. Should employees take part in personnel policy

formulation

iv. How can the impact of personnel policy on the

employee’s productivity be determined?

1.5 SIGNIFICANCE OF THE STUDY

The significance of the study lies on the finding and

recommendation of the research. The researcher believes that

the corporate entities, professional researchers even the

ordinary would benefit from this study. On the part of

corporate executives, it will provide a basis for decision making

regarding management techniques and personnel functions.

Furthermore, it will reveal the relationship between functions

and management techniques applied. It will equally provide

information and guideline fir government and its agencies

regarding policy, formulation at the national level. Move so, it

will provide material data and information for academic work

and the researcher believes that if the recommendations of this

study are used by the affected sectors, there must be positive

changes in favor of the organization and the employees.

1.6 LIMITATION OF THE STUDY

Many factors came up against this study most of them were

controlled and others managed as they occur. The prominent

among these factors are:

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i. Time factor

ii. Financial constraint

The time scheduled for this study appears to be short and

inadequate in considering other semester work, which denied

the researcher enough time for the study. Again the researcher

made several traveling and visited libraries in the causes of

secondary data collection which involved must money that

means inadequate finance affects the work.

1.7 SCOPE OF THE STUDY

The study covers all personnel management policy on workers

productivity from the origin to present day. This is because the

study includes personnel management function which is the

simple emotional work in the earlier period of the industrial

revolution.

1.8 DEFINITION OF TERMS

For the purpose of this research work, the following terms are

hereby defined:
i. Motivation: Motivation concerns itself with

management behaviour action, environment or

incentive, which enables the worker to willingly seek

responsibility and carry out his task, satisfactorily.

ii. Organization: An organization is the structure of the

relationship, power, objectives, roles, activities,

communities and other factors that exist when persons

work together.

iii. Personnel management: The recruitment of able

people into the public service, challenge them with

meaningful work and keep them satisfied with their job.

iv. Discipline: Discipline mean orderliness the opposite

confusion, it is a fundamental requirement for people

working in a plant just as it is for other segments of

society.

v. Public policy: Public policy refers to as governmental

actions taken to vote the general public interest.

vi. Administration: Administration is defined as the

organization and direction of persons in order to

accomplish a specified goal.

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vii. Leadership: Leadership is the behaviour of an

individual when he is directing the activities of a group

towards a shaved goal.

1.9 BRIEF HISTORY ON THE CASE INTERNATIONAL

EQUITABLE ASSOCIATION

International equitable association Nigeria limited was found on

the twenty fifth February nineteen-fifty two by Mr. P.B.

Nicholas who was a Greek born industrialist. The company was

then called Nicholas soap, industry and it started operation

with an initial capital base, about twenty thousand pounds,

staff strength of about twenty. The average production was

100 cartons of soap per day, the main product then was the

truck bar soap.

In 1992 he sold foreign equity of the company to a British

company called Brian Munro. They managed the company for

two years i.e 1992 – 1994 within the two years the company

fortunes hit the roof. The turnover and the profit after tax was

very high. The major brand names produced by the company

was the Green truck bar, Artemis toilet soap, appopolio

detergent, house soap appolio liquid soap, Green truck table

soap, yellow truck bar and table soaps and Palmolive soap,

antitheses are being produced under licenses by the company,

international equitable association went ahead to open there

other branches in some other states like Lagos, Kano, Sokoto,

in order to increase the distribution of the products