CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In
any business venture, human efforts are highly essential, besides human beings are
highly essential. Besides human beings and dynamic and critical element through
which other resources are mobilized in achieving organizational objective and
increased productivity without human element and other factor.
The
need for an organization to used machinery and equipment necessitates the
importance of human being at every level of organization. Hence there is need
to critically examine, the “Effects of lateness, absenteeism and labour
turnover on organizational productivity”.
Economics
difficulties and shortages of skilled manpower males it difficult for
organization to retain suitable candidates who as soon as they have achieved a
certain level of training are often lured to other industries where financial
rewards can be greater. In most cases, employees, leaving voluntarily have not
been dismissed by the employer. They are probably on attainment of organizational
productivity.
No
labour measurement and control system is complete, unless it includes procedure
for controlling an accurate measurement of absenteeism.
Though,
overtime is used to composite for problems in labour variance, late stock and
absenteeism. This has resulted in additional cost of production in the
organization, this is later passed on to the price of the final product(s) the
organization will offer to the market.
Part
of the social cultural problems is the African’s general attitude to time
tagged “Africa time” African do not generally
regards tine as scarce economic resources. They even is official functions are
hardly punctual.
Similarly,
the importance of the problems of lateness and absenteeism is demonstrable when
the effect are shown to permit the while company. The burden of covering for
late comers and absenteeism often falls heavily on the side of the employee who
must apply extra efforts and suffer the additional strain of trying to do more
than one operation. Simultaneously such unnecessary strain on supervisors and
employers is unfair.
Above
all, employee’s absence for whatever reasons is a waste of company’s resources
resulting in inefficiency reduction and indicating loss of output per employee.
Although,
some degree of labour turnover is both useful and desirable as it brings in new
staff, idea and contribution from experts, nevertheless each organization must
not and should not allow lateness absenteeism and labour turnover to impede her
quest for organizational productivity.
1.2 STATEMENT
OF THE PROBLEM
This
research study focuses on the adverse effects of absenteeism, lateness and
labour turnover on organizational productivity. This is due to the fact that
organization are formed primarily to achieve some pre determined objectives
such as profit maximization, sale maximization meeting customer requirement be
a market leader maintenance of financial control market shares and liquidity
among others, for it to remain in operation.
Nevertheless
contributions of human elements (the most difficult to control) cannot be left
in its bid to achieving organizational productivity. Other things investigated
include whether labour turnover, lateness and absenteeism can determine
organizational productivity or whether non availability of enabling working
environment and poor medical services in organization can result in labor
turnover and whether poor supervision among other causes is an underlying for
poor time keeping.
After
investigation on these problems, one will then be able to suggest possible
solutions to such problems.
1.3 THE
OBJECTIVE OF THE STUDY
The
study is concerned with the following objectives:
a.
To examine how WAPCO Plc, Ewekoro works have been able
to enhance organizational productivity by averting the menace of lateness,
absenteeism and labour turnover on her performance
b.
To examine how some important findings revealed are
great benefit to WAPCO Plc as well as management expert and other similar
organizations.
c.
To highlight the cost involved in excessive lateness,
absenteeism and labour turnover
d.
To assists organizational plagued with these problems
in curbing them.
e.
To recommend various antidotes to the problem.
1.4 SIGNIFICANCE
OF THE STUDY
To
enhance and determine causes and effects of lateness, absenteeism and labour turnover
on organizational productivity. This study, upon completion will state the
adverse effects of lateness, absenteeism and labour turnover on organizational
productivity.
The
study will therefore serve as guideline to the management of WAPCO Plc, Ewekoro
in curbing perpetual lateness, absenteeism and labour turnover in enhancing
organizational productivity.
To
the society the company’s customers will be relieved of pains and groaning
associated with time wasted due to late dispatch of maits and late bridge truck
loading, enjoyment of improved services and the eradication of the feelings
that they were not reckoned with.
Lastly,
it will be of immense benefits to various organization, interested researchers
and manager in different organization.
1.5 SCOPE
OF THE STUDY
This
research work was conducted with particular reference to WAPCO Plc, Ewekoro
works where majority of the respondent were contacts
1.6 LIMITATION
OF THE STUDY
In
carrying out this research work, various problems were encountered limiting the
extent to which it must have been conducted it includes:
-
Time constraints: This project research has a limited
lag within which the research work is to be carried out, complete and submitted
for approval
-
As a result, more data pertaining to the subject matter
of this research find could not be collected
-
Financial constraints: There is a shortage of fund to
carry out this research work at the researchers’ disposal as this includes a
more comprehensive research work.
-
Lack of
cooperation: Some respondents reluctantly refused to obtain questionnaire from
the research on the pretext of having no time and others that obtained it even
misplaced.
1.7 RESEARCH
QUESTION
1. To what
extent have absenteeism; lateness and labour turnover affect this company’s
productivity?
2. Is lack
of enabling working environment with poor medical services in industries a cause
of labour turnover?
3. To what
extent can creation of harmonious labour management relation increase
organizational productivity?
4. How do
you curb excessive absenteeism among your workers?
1.8 RESEARCH
HYPOTHESIS
For
the purpose of this study, it is imperative that hypothesis be formulated to
this end, that following hypothesis are proposed
1. Ho: There is no significant differences
between work schedule and proposed
Hi:
There is a significant difference between work schedule and absenteeism of the
worker
2. Ho: There is
no significant difference between conducive working environment and labour
turnover
Hi: There is significant
difference between conducive working environment and labour turnover
3. Ho: There is
no significant relationship between punctuality at work and employees
efficiency
Hi: There is
significant relationship between punctuality at work and employees efficiency
4. Ho: There is
no significant relationship between medical provision at work and employee
lateness
Hi: There is
significant relationship between medical provision at work and employee
lateness of the respondents was contracted.
1.9 HISTORICAL
BACKGROUND OF THE STUDY
Brief History of WAPCO PLC
West
African Portland Cement Plc was established on the 26th February,
1959 and commences production with first factory in Ewekoro, Ogun State
in 1960.
The
first bags of Elephant Cement entered into the Nigeria
market on 3rd December, 1960 as the second locality manufactured
cement, it has since assumed the No 1 position in the Nigeria cement industries because
of the product reputation for high quality and reliability. Elephant cement is perhaps
the only product that has been fully accepted as superior to imported
alternative in terms of quality.
The
first cement factory of the company was commissioned in 1960 at Ewekoro in Ogun State
with an initial capacity of 200,000 of cement manufacturing. This later grew
with demand to about 1.5 million metric tomes per annum.
However,
a second factory at Sagamu also in (Ogun
State) was commissioned
in 1978 with an installed capacity of 720,185,000 tones using the wet process
of cement manufacturing.
The
total production in eighties remains 1,500, 000 tones but has now reduced due
mainly to the problem in Ewekoro works but today WAPCO installed capacity
stands at 1.65 million tones per annum, although actual production is a little
lower than this because of the current difficulties which has seriously
hampered WAPCO operation.
During
the last thirty years, WAPCO mode giants strides not just with contribution of
elephant cement to nations building, but also through diversification into
other areas like Sand, Paints, Electric motor reviewing servicing and Portland
Electric Repair, Portland transport services at Sagamu and lately into craft
56.2% share of Nigeria Craft Bags Ltd to ensure quality packaging of our
cement.
At
the moment WAPCO is one of the largest employers of labour, employing about
3,000 Nigerian workers (male and female) in its factories, offices and deport
in various part of the country.
WAPCO
was the first the indigenous cement manufacture to be awarded the Gold plague
(a reward of market product excellence) by the Nigerian Industrial Stands (NIS)
In
addition to this, it has been honored with an award by SWAN, Ogun State
for being the corporate sponsor of sports by advise of WAPCO’s investment in
the annual sponsorship such as Table Tennis, Squash, Rackets, Golf, Polo,
Football, Athletics and other games.
