A deepening world economic crises occasioned by a sustained and continuing fall
in process and demand for industrial materials has left Nigerians in general
with a severe recession. The need for employers of labour to inference in
and motivate the workers for increased productivity has become imperative.
Workers almost in every sector of the economy are being kind of everyday.
Civil service is being reviewed
frantically, but the yield/income don’t seem to be coming fast enough.
The quest to motivate the workers with the available resources by federal,
state and local government manufacturing industries becomes pertinent for
efficient and increase of out put. Newspaper, researchers and management
consultants are teaching with comment and recommendations about motivation for
incentives to worker. Several seminars are equally being organized on the
Motivating workers for higher productivity has become a vial tool aimed at
enhancing higher productivity. It is against this background that I took
up by choice, the study of motivating technical sales people for higher
productivity – a case study of Emenite Nigeria Plc. I choose to look at the
performance of the workers as they constitute the majority of the work force in
A choose to study how the
incentives so far granted to these class of workers has affected and will
affect their productivity and also under what delimare the workers performing
to meet up with the aspiration of their management.
A conducted a library research in which a picked my way through a great lot of
current writing on the subject. Then I planned and wrote out my program
and administered questionnaires followed by oral interview for cross
classification of my facts. I get my data in ultimately and analyzed them,
using progression analysis that are easy to understand.
I studied the Emenite Plc. In Enugu metropolis. The research held oral
interview extensively with eh technical sales people as they are the people who
been all the pressures and anxieties caused by unexpected frustration and
The work is divided into five chapter, chapter one gives the general
introduction which seek to place the technical sales people problems with their
macro economic context, chapter two report our review of literature, chapter
three describes the actual process and the methods of research that I carried
out. In chapter four, details of data analysis, finally, in chapter five
summary of major findings, recommendations, conclusions and possible areas of
further research are recorded. I do hope that someday my recommendation
will get to someone where it matters and arouse serious thought on the policy
issues touched upon.
Perhaps, that may be sooner than I dare to imagine.
TABLT OF CONTENTS
Chapter One – Introduction
Background of the Study
Profile of Emenite Plc.
Statement of Problems
Objectives of the Study
Significance of the Study
Limitation and Scope of the
Definitions and terms
- Literature Review
The Influence of Cultural Value
Perspective in relation to work
The effect of the External
The Organization and Morale
Review of Related Literature
Research Design and Methodology
Sources of Data
Area of Study
Population of the Study
Presentation Analysis and
Interpretation of Data
Summary of Findings, Conclusion
Summary of Findings
BACKGROUND OF THE STUDY
Attitude to work is one of the most researched and discussed subject areas in
both private and public sectors.
Researchers have sought to
explain how and why people are activated to behave in a manner supportive for
Motivating Technical Sales People for higher productivity has been a great
concern in most industries all over the world because they constitute the main
work force of these industries. To motivate a worker is to enhance his
output and his productivity so that the overall result or performance of the
organization can be improved upon.
It is crystal clear that no matter how good or efficient an organization is,
nothing happens until the people who make up the organization are motivated to
This impetus may be totally
internal to the employees, but often it requires the employee to except out
Traditional theories take note of the improved salary and working conditions.
Employee’s attitude to work has
been of great concern also to the Nigerian management practitioners and
The influence of cultural values and perspectives in relation to work in
Nigeria, one noticed that Nigerian factory workers that depend on paid
employment for their livelihood are mostly lazy, indifferent to work and
sometimes dishonest while Nigerian working in the villages or doing community
work are agile, delight efficient, honest and loyal. This could be
because they prefer paternalistic leadership to any other style of leadership
practiced in the typical Nigerian business organization.
This paper is an attempt to find a satisfactory answer, to important question
such as what does a technical sales people of Emenite Plc. Want from their job?
And how best can it be given to them with a view to motivating them for higher
PROFILE OF EMENITE PLC.
The foundation store of the company was laid on 3rd October,
1961 prior to that period however, the company was incorporated Cement (Nig.)
Ld. The cop any was owned by Turner and Newall Ltd. ( A Manchester Uk
based company) and the Government of Eastern Nigeria.
The reasons for sitting the
company at it’s location at Emene Enugu are due to proximity.
To the cement factory Nkalagu
To the airport
To the railway line
To a river (Ekulu River)
Production started in 1983 with
the company manufacturing
asbestos cement pipes, roofing
and ceiling products.
During the Nigerian Civil was
(1965 – 1968) with the absence of the British management Nigerian managed the
company under the supervision named Igbo man
Due to the 1973 indigenization
decree the share holding of the company changed the Turners and Newall Ltd. and
Government of Eastern Nigeria. The name was changed later to Turner
building products (Emene) Ltd. and local quarter moved from Lagos to Emene
By 24th March,
1998, Turners and Newall Ltd. transformed it’s share holdings to Eterantremer
Society Anoyme of Belgium (New Eter groups S.A Belgium) the ultimate holding
company/technical partners, while Imo, Anambra, Abia, Enugu and Ebonyi States
share the remaining percentage and the company changed its name to the present
name Emenite Plc.
The company centered the
Nigerian Market scene with a range of products notably:
a. roofing Products:
- Big six corrugated sheets (grey and
- Standard corrugated sheets
- Ultimate corrugated sheets
- Villatile Sheets
- Long span (Aminatus) sheets
b. Ceiling Products:
Emceil flat sheets
Decoration ceiling tiles
c. Garden Items
- Flower ports of various designed
The products are sold through a wide range of distribution network to ensure
availability even in the remotest areas.
They undergo strick quality
control processes that are in accordance with international standard to ensure
that customers derive full benefit from the products.
For customers to enjoy full benefit of the products, the company offers at no
extra cost, full technical advisory service before and after sales. This is
through as team of well trained engineers and technicians.
The service ensures that
customers enjoy high quality and problem free installation.
To make it’s impact felt in the market and ensure steady production more people
were employed. This is to ensure they remained been a leader in roofing
The end points was that the directory referred to as a motivator orients
management whereby the head of the department must be boss but a leader with
great zeal and energy.
STATEMENT OF PROBLEM
The problem being studied is how well and under what constraint is the
technical sales people operates. The task is watching the technical sales
people at work with a view to ascertaining their out put when motivated and
when their morale is low.
This will help to assess the
effect is that workers should be encouraged to do as well as they can do.
To say this, it might seems to non counter to renewable principles of work
ethics viz that the building of morale. Workers should make themselves do
or be made to do things they do not like doing especially for the lazy workers.
A renewed psychologist, William
James in his charming and persuasive way, advice employers of labour to keep
the faculty of efforts alive by a little gratuitous exercise every day since
every one has his/her own optimal level of difficulty and optimal level
The problem of both public and private sector organization in Nigeria include
poor attitude to work, poor performance and generally how morale is been built
among their staff as stated earlier as a result, some of these organization do
not meet their expected production targets. The revenue accruing to the
organization becomes low and consequently the stock holder will not get
adequate returns for their investment.
It is no secret that in this country, a lot of businesses have folded up
because of the indifferences as the management to their staff in terms of
motivation. The researcher, therefore went ahead to know how far the
Emenite Plc., Enugu motivates her staffs and the impacts of such motivational
It has been estimated that rough 35% of the work force is weakly motivated, yet
effective motivation of people offers one of the most direct and powerful means
for increasing organizational performance.
Many industries spend large
amount of time and money researching the behaviour of potential customers while
neglecting to study the motivation and behavhour of their own sales
people. As a result, sales managers have generally had to develop their
own approaches to motivating the sales force, base on a mixture of intuition,
folklore, industrial traditions, managerial role modles, and their own
OBJECTIVES OF THE STUDY
The objective o the study is to examine the attitude of the technical sales
people to their job in the Emenite Plc. Through a case study of motivating
technical sales people in Emenite Plc., and to identify the factor that
conducts the attitudes that is either negative or positive to higher
The quality control processes would be a good medium to look at the traditional
theories of the economy and human behavour who stressed the motivation power
and money and material reward salary and working condition as a motivating
factors. Taking cognizance of their position as a high wage paying
industry, there is thus, t he need to ascertain the best way to treat his
workers to increase productivity commensurately with it’s rewards and to
recommend how these can be incorporated into the organization.
The objective oft his study therefore is to examine and evaluate the motivating
factors given to the technical sales people in Emenite Plc. And how far does it
really motivate those workers in an effort to increase their
productivity. An attempt will also be made to identify the cause of how
morale among the technical sales people with a view to recommending solution
for the industry as a whole.
Based on the objectives of the research project the following research question
Why should motivating of technical sales people be encouraged in any
manufacturing industries; especially in Emenite Plc?
To what extent does poor compensation plan affect the productivity of technical
Does ports territory allocation affects the achievement of technical sales
What are the hindrances in the realization of potential technical sales people
for the industry?
What recommendation could be made fro enhancement of growth of Emenite Plc.?
Ho: A good compensation policy motivates technical sales people
to achieve higher productivity in Emenite processing industry.
Hi: Technical sales people can also be
motivated by provision of better social amenities.
H2: Opportunities for advancement motivates technical sales
people to higher productivity.
H30: Recognition for a job well done will increase the technical sales
people, self esteem and motivating the workers to higher productivity.
H3i: Technical sales people and their supervisors in the place of work
can motivate the worker to higher productivity.
SIGNIFICANCE OF THE STUDY
The study will enable Emenite to know how far the incentive provided tot heir
technical sales people have really motivated them to higher productivity.
The study will also help the Emenite as a whole to know the motivational factors
that can be provided to their technical sales people for higher productivity
since they are the main working force in the industry.
Companies and industries will benefit from this study in the formulation of
their package of service condition that could motivate their technical sales
people to higher productivity.
The students of behavioural/social sciences will also benefit from this
researcher since the problem of motivation and attitude to work boarder an
human behaviours and besides, since the study is on technical sales people the
main working force of industries, which seems not to have being receiving
enough attention form the management and the researchers.
Finally, suggestions and recommendation of this study will be useful to the
federal government, state government another industry on the motivational
factor that can be given totheir technical sales people and administration of
Motivation has been used. Inter changeable with incentives in our everyday
life, and oxford advance learners dictionary of current English, defines
motivation as something that gives a motive or even encourages a person in an
incentives, this has shown why a resent times the concept of motivation has the
concern of most manager especially when the worker feel through from their own
assessment, that their workers always provide with what ever it takes to
produce in maximum quality or to meet the target of their organization and yet
there is always this undesirable gap between the idea production load and the
organizational objectives and consequently, that of their workers as the
organization might not be in position to pay the workers salary and wages fro
example in the time of completely satisfaction, such organization is regarded
as been unsuccessfully managed.
Since the workers are the care element of every organization, success is making
them realize their own objective. It is therefore directly related to
that of the organization when these two interrelated objectives are achieved,
the organization is said to be successfully managed that is any organization
that is unable to achieve its objective all things been equal, ahs equally
failed in helping its workers realized their respective objectives for joining
or staying in the organization.
An organization production is a function of the workers ability and willingness
to work towards the organizational goals.
Hence, the theory of motivation which vogue a few years ago as a sort of catch
all for studies which as not clearly identified with any of the traditional
applied disciplines such as industrial psychology but which were broadly
concerned with human factors that affected productivity. It has to do
with the way I which people habits, attitude and reaction to each other affects
what they can accomplish in their work.
The insidiousness of motivation to productivity has many researcher like Mosho
Herzbeng, Megrefor and Vroom to come up with definitions (views) of the word
motivation in order to finding a lasting solution to the problem of low
productivity as a result of lacking in sufficient motivation.
However, some of those view are some low conflicting and therefore, there is
need to know which one that tends to treat the problem of motivation very well.
Indeed, this study is going to question the validity of the assertion that the
problem of motivation in Nigerian Industries/companies.
Rosenbeng, jerry M, (1975 p. 210) also defined motivation as a stimulus that
energies differentially certain responses with a person.
Victor it Vroom (1964; p. 50) equally defined motivation as a process of
governing choices made by persons or low organizers and alternative forms of
This study will question the role of motivation as a n inducement for workers
to behave in a specific way towards achieving the organizational goals
specially stated by the motivation (Torrington; 1974).
Productivity is also defined as measurement of the efficiency of production; a
radio of output of input.
Workers is defined as any person that work for a fixed compensation in business
enterprise or government or insituion but subordinated to the authority of the
employer in any achieving assigned to him to produce good services for the
owner in other to make profit, or in the case of government as the employer for
increase in the wealth or well being of the community or country.
Technical is derived from the word technique, connected with special to, one of
the mechanical or industrial art or with methods used by experts and artists.
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