ABSTRACT
Informal
group came into existence through the interaction of people as a result of
socialization. When individual meet and interact with one another, there is the
tendency for individuals with similar interest and characteristics to form
powerful cohesive groups in order to obtain organizational objectives. It
therefore, the objective of this research was find out the relationship that
existed between informal groups activities on productivity levels in
organizations for effective management of the informal groups in Nigeria
organizations. A review of the related interactive was made to provide a sound
theoretical background of the concept of informal groups. This was done by
review of work previously done by scholars on the concept of informal groups.
By making use of a case study, questionnaires was distributed or rather
administrated to the workers at University of Nigeria Teaching Hospital, Enugu.
The data collected from the filed was analyzed, the hypotheses, which were
formulated, were tested through the use of statistical models. The findings of
the research were that workers were found to be keenly interested in belonging
to informal groups in their work places such as the trade unions. They agreed
that they derive benefits groups offered by the groups to workers given the
opportunity to work for their benefits. Workers should realize their primary
objectives through group association. Managers should realize that team spirit
is the important characteristics of informal groups which motivate them to be
effective in organization. Informal organization are not officially recognized
and do not have any space in organizations organigram. My conclusion is that
since informal organizations continue to exist and can not be stopped or
terminated in any set up, it should continue to be accommodated as much as it
does not adversely affect the attainment of organizational goals. During
recruitment, selection and orientation, new employees should be made to join
informal groups such as trade union or any other, this makes the workers to
socialize and adopt quickly and better to the values existing in the
organization. More consultation of the informal groups by the management should
be encouraged and suggestions made by the workers be utilized as this motivates
the workers more for greater performance.
TABLE
OF CONTENTS
CHAPTER
ONE:
1.1 Background of Study
1.2 The statement of the Problem
1.3 The Objective of the Study
1.4 Research Questions/Hypothesis
1.5 Significance of the study
1.6 Limitation of the study
1.7 Delimited/ scope of the study
1.8 Definition of special terms
Reference
CHAPTER TWO
The review of the related literature
2.1 Theoretical Frame Work for the Study
2.2 Historical Background
2.3 Current literature on postulated above
References
CHAPTER THREE
Research Design and Methodology
3.1 The research design
3.2 The source of data
3.2.1 Primary sources of data
3.2.2 Secondary sources of data
3.3 The Population for the Study
3.4 The Sample Design and determinations of
Sample size
3.5 Method of data collection
3.5.2 Secondary methods of data collection
3.6 Methods of data presentation and Analysis
References
CHAPTER FOUR
4.1 Data presentation
4.1.2 Demographical Characteristics
4.1.3 Presentation according to key research
Questions
4.1.4 Analysis Based on Research Questions
References
CHAPTER FIVE
5.1 Summary of finding
5.2 Recommendations
5.3 Conclusions
Bibliography
Appendix
i. Questionnaire
ii. List of frame for sampling
CHAPTER
ONE
1.1 THE BACKGROUND OF THE STUDY
The
organization development is a vital exercise that must be carried out with a
successful conclusion if technological bondage is to be avoided in the nation.
In our society today there is need for adopting a creative approach for our
technological take off. The reason is to encouraged employees to cultivate the
ability of making maximum use of resource available to them, develop new ways
of resources utilization that may come in the course of their job.
Since Nigeria independence, the nation has gone through a gradual rise in the
level of industrialization and the evolution of both small and complex organization.
An organization as defined by Griffin (1984:86) is a combination of people, or
human efforts, working in pursuit of certain common purposes called
organization goals. It is any group of two or more people working to achieve a
goal or goals.
Organization range from the small business units to the very large
and complex corporate bodies. There are two groups the formal and informal
groups.
The formal group come into being as a result of organizational
hierarchy which defines expected relationships among its workers in most cases,
a group of people come together and discuss about the problems of the company,
individual problems and how the problems should be handled. Also, talk about
those with different opinion from other and how such people should be treated
or handled. Furthermore, this kind of group will usually have its mission or
area of activity spelled out.
Informal groups, on the other hand, Michael (1985:1990).develop in response to
the needs of the people making up the group. As a result they do not have an
explicitly stated set of goals nor are there institutionally defined in and
position of authority. These aspects of an informal group develop as a result
of group of individual with the same objectives. Hence, informal groups are not
set up by the management of the organization but arise as a result of people
with similar interest interacting and also as a result of friendship
association. Most cases, group of people come together and discuss about the
company’s problems, some individual problems and how they should be dealt with,
does who have contrary opinion from others would be convinced, are forced to
accept the opinion spell out by other members of the groups.
The above comment succinctly shows the existence of informal groups in an
organization. These groups although not created by the management of the
organization are very powerful and have considerable influence on individual
members. Members are observed to be often committed to the achievement of the
group objectives. These objectives of the informal groups sometimes go contrary
with organizations objectives.
Therefore it is very important for the management to be aware of the existence
of these groups and understand how they work. Some managers fail to realize the
fact that informal groups work under certain conditions which dominate the
formal organization and neglect the efforts of management.
Moreover, they can be pervasive with some managers themselves belonging to the
informal groups. Depending on whether they are favourable or unfavourable, this
may result to the increase or decrease in the productivity of the organization.
Improper management of the informal groups may also lead to dissatisfaction of
workers, absenteeism, personal turnovers, grievances and conflicts and these
may adversely affect the stability of an organization.
As a matter of fact, there are potential benefits to be tapped from the
existence and activities of the informal groups. The management can only tap
the benefits when it is willing to work with them effectively without engaging
in measures to suppress the informal organization.
1.2 The Statement of Problem
Management of organizations have been trying to improve individual
productivity through researches and product development, employment of high
skilled and experienced workers. Despite these efforts, productivity is
declining in a organization who is to be blamed is still declining or has
remained low and unimpressive.
What is actually responsible for the continuous decline in
productivity despite serious efforts by the management, who have control over
these group is yet to be achieved from the above assertions, it become
imperative or necessary to research and conduct an assessment on the influence
of informal groups on organizational productivity.
Do informal group activities influence organization decision-making?
To provide answers to this problem motivated the researcher to
carry out this project.
It become imperative or necessary to research and conduct an
assessment on the influence of informal groups on organizational productivity.
1.3 The Objective of Study
The objectives of this research are:
1. To determine the effects of informal group
activities on organization productivity.
2. To find out the actual relationship between the
informal groups and management in the organization.
3. To discover the concern and contribution of
informal groups towards the realization of the organizations objectives.
1.4 Research Questions
The researcher formulated under listed
questions to provide a guide in the course of this research.
1. To what
extent do informal group activities affects organizational productivity?
2. What
is the actual relationship between informal groups and management in the
organization?
3. To
what extent informal group influence the organizational productivity?
4. To
what extent do informal group activities contribute to the realization of the
organizational objectives?
1.5 Significance of the Study
The
existence of informal groups in organizations have negative or positive
influence which may pronounced or silent but vital to the achievement of
organizational objectives.
Understanding and controlling the informal group activities might
become possible when an empirical study has been conducted and some facts about
the relationship existing between these factors informal groups, formal groups
and the management within an organization are revealed the identification of
the needs of the individual workers will help the management to motivate the
workers better for improved productivity.
Thus, the research would be useful to organizations, academia and consultants
to organizations. If also provide a platform for further work on the topic by
other scholars.
1.7 Scope of The Study
The scope of this study was limited to cover type of groups,
reasons for joining groups, activities of informal groups informal group
leadership roles, problems of informal groups and the effects on the
productivity in the organization.
1.8 Definition of Special Terms
For easy understanding of this work the following technical terms
are necessary to be interpreted by the researcher:
UNTH: University
of Nigeria Teaching Hospital
WAEC: West
African Examination Council
HND: Higher
National Diploma
OND: Ordinary
National Diploma
BSc: Bachelor
Degree of Science
Department | Business Administration and Management |
Project ID Code | BAM0333 |
Chapters | 5 Chapters |
No of Pages | 72 pages |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |