ABSTRACT
One of the many problem
facing the business community has been the problem of integrating the
objectives of the employees with that of the organization for the
achievement of the organization objectives. Even when such an integration
has been made there should be a dear method or system of measurement of the
contribution of employees to the organizational achievement. Organization
that practice management by objectives seem to be on the positive threshold of
solving this problem. Management by objective (MBO) is a systematic approach to
managing an organization practicing the basic management functions of planning
organization staffing leading and controlling. Management by objective is a
result oriented all functional area (LOPA energy co.ltd). the distinguishing
characteristic of management by objective (MBO) is its emphasis on
results achievement of objective. It is based on a concept of human
motivation. Accordingly it places emphases on the involvement of the
employee in planning directing and controlling aspects of the job what will be
done when will it be dome and how will it be done?
TABLE OF CONTENTS
Title page
List of table
CHAPETR ONE
INTORDUCTION
1.1 Background
1.2 Statement
of problem
1.3 Purpose
of the study
1.4 Scope
of the study
1.5 Research
question
1.6 Significance
of study
1.7 Limitation
of the study
1.8 Definition
of terms
Reference
CHAPETR TWO
2.0 Literature review
2.1
Meaning of management
2.2 Porter
lower model
2.3 Setting
of objectives
2.4 The
MBO process
2.5 Advantage
of management by objective
Reference
CHAPETR THREE
3.1 researcher
design
3.2 Area
of study
3.3 Population
of the study
3.4 Sampling
and sampling procedure
3.5 Instrument
for data collection
3.6 Validation
for the instrument
3.7 Reliability
of the instrument
3.8 Method
of data collection
3.9 Method
of data analysis
References
CHAPTER FOUR
Date presentation and
analysis
Summary of results
References
CHAPTER FIVE
5.0
Discussion recommendation & conclusion
5.1 Discussion
of findings
5.2 Conclusion
5.3 Implication
of the research findings
5.4 Recommendation
5.5 Suggestions
for further research
5.6 Reason
why ii is GOD to apply MBO
References
Bibliography
CHAPTER ONE
INTRODUCTION
The underlying belief is
that this involvement of employee lead to commitment and if an employee is
committed he can be directed to perform in manner that positively contributes
to the achievement of organizational objects. The MBO afford both the superiors
and subordinates the opportunity to sit together and jointly identify common
goals of enterprise define individual major areas of responsibility term
of the results expected of him and use these measures as guides for operating
the unit and assessing the contribution of each of it misers. Paul Hersey et al
(1988) this leads to the four basic component of the MBO system.
a) Setting
performance objectives and standards for their accomplishment
b) Developing
action plans
c) Coaching
and counseling
d) Annual
performance appraisal
Management by objective
should guard against misdirection of common organizational goal by various
functional managers. Peter Durker (1981). The in depth in the
assumption is that organization that is well vested and excellence among its
managers. By jointly setting objectives between and the subordinate a
mutual understanding results. Employee now accept the responsibility
and works out action. Plan to meet performance standard set for the
specific job. MBO has psychological background. In order to
understand and benefit from MBO all employees who are includes in it must
understand the psychological principles on which it is based. When MBO is
introduced into a company a training course is therefore given which explains
Maslow’s hierarchy of needs Hertzberg’s theory of motivational emphasize
and Mc Gregor’s theory X and Y these emphasize the employees increase in job
satisfaction when he feels a sense of achievement & involvement in his
work. Unless MBO is carried out in this spirit it because merely another
method by which subordinates can be controlled. Graham (1985)
For a business to grow
responsibility is the only thing that will serve. Druker (1981).
Acceptance of
responsibility removes fear and spur up employees with an internal self
motivation for performance. When employee are motivated productivity
increases.
Through management by
objectives (MBO) responsible worker emerge there is the contention that (MBO)
brought employee satisfaction. Nwachukwu (1988). Employees
contribution is recognized and rewarded through job performance appraisal
system which is an ingredient of management by objective (MBO)
One of the major problem
contorting the Niger civil service are intangible 50 are their result that is
to serve the people. This sound ambiguous and cannot easily be subjected
to any quantitative and qualitative education. To determine when a civil
service has become result oriented entails having specific limited dearly defined
target to be accomplished within a given time Nwachukwu (1988).
Management by objective
enable prudent utilization of resources setting of prionties and time as
Druker (1977) puts it only its target and defined can resource be allocated to
their attainment priorties and dragline be set and somebody be held accountable
for result”
Employees can be
denominated if an employees perceives that his contribution has not been
equitable compensated rewarded or recognized.
Coaching and counseling
are used to guide subordinates to be on the objective track.
In summary management by
objective in the recent years has been one of the most
striking developments in the managerial cut of getting result in an
organization. Significant number of firms small enterprise to giant
public corporation report accomplishment of a most astonishing and
profitable nature. When MBO is correctly applied it enhance work
simplification equitable compensation better utilization of equipment starting
a new business inventory control and organization clarity (Mali 1972)
It is clear from the
vast body of information and knowledge developing around (MBO) concept a
dynamic management way of life is steadily maturing and will remain
with as for sometime to come. This is informed by the fact that
management practitioners themselves are increasingly concerned with improving
ther own effectiveness with the use of management by objective (
MBO). The researcher work will examine the impact MBO on the performance
of the company LOPA Enugu Co.
Being a theoretically
oriented research work theories by eminent scholars as they affect the
research topic will be discussed. The objectives scope and innovative
material offered in this researcher paper should be of help to any manager at any
organizational level who is interested in increasing the results and quality of
output of his group or organization.
Additionally the paper
would provide meaning techniques increase their individual resulted in the
context of their job responsibilities. In only management employee are
includes in the MBO system that is employees who are only salary group 10 and
above even those without experience or the fresh recruits.
Conversely employees on
salary group mine or below are excluded form MBO system irrespective of the
many years of experience that have had on the job. These level of
employees performed what the company referred to as “assigned tasks”.
This study examined management staff of the company could make to the MBO
system to facilitate accomplishment of the company’s goal and objectives.
1.1 A
BRIEF HISTORICAL BACKGROUND OF THE COMPANY
LOPA energy company was
co-operated and the year 1985 under the company’s allied matter act of 1965
amended in 1990 and registered the company’s name as LOPA energy Co Ltd ammonia
processing plant.
The company got its
registered number which is 176062 in 58 Awka Road Onitsha under the memorandum
of association to design commission operate and supply all kinds of petroleum
plant which includes liquidity petroleum gas (LPG) and also to set up and
market all kind of chemicals petro chemical plants organic and inorganic.
The company is floated
by chief Bony Alo and engineer Ansalem Alo on behalf of their other brother
LOPA is located at Emene Enugu East.
The company has branch
and gas plant at Abakiliki for the bottling of liquidity and gas
plant petroleum gas (LPG) and ammonia factory and gas plant at Enugu.
Soon after the completion of the company LOPA energy has a setback. The
national fertilizer company of Nigeria (NAFCON) entered into an agreement with
LOPA energy and offered the company and excusive leadership of her bye-product
but (NAFCON) later reneged from that co-actual agreement. So the company
become a still birth out of the wood and the problem were sowed until
1993. NAFCON was compelled by federal government of Nigeria (FGN) to supply
the product to LOPA energy Co-Ltd and to respect with the company is agreement.
Since then LOPA energy went into active business as a result of this LOPA
constructed an ammonia bending plant for bending of anhydrous ammonia and the
chemical name is NHZ.
So business blossomed on
like a flower and in expansion of business LOPA energy increased in the
production of LPG and this LPG is the cooking gas and brings to future
dream. Now LOPA Enugu Co Ltd is the only company that is supplying
liquidity petroleum gas (LPG)
1.2 STATEEMNT
OF THE STUDY
Whether a business
enterprise deliver a product or service depending on the work of the number of
people whose effort must be marshaled and directed toward the a ultimate
objective. The organizing of drilling and producing on the other
hand and directing and motivating of employees on the other hand are two of
most important of the many essential activities of LOPA energy management.
No enterprises has
achieved significant economic and social development with our clearly set
objectives and stipulated performance standard. This main problem addressed by
this research was the relationship between management by objective (MBO) and
its significance impact on employee performance at LOPA energy
productivity is affected up front because of procurement of raw material
the refinery which product liquidity because the product is not regular even
the processing of raw material (NAFCON) The national fertilizer company of
Nigeria closed down so they import the material up till now.
In from of sales company
that patronizes LOPA energy has reduced as a result of importing of raw
material. The product will be very costly because of the raw material is
very made and used for the production the cost of the product will be high.
Some of the company has closed down because of the expensive of the product
(the any hydrous) which is used in some breweries for production of malt and
for cooling. Productivity is affected when stimulating challenging
and vigorous objective and performance standards are
established and the performance adequately rewarded a measure of
reinforcement
1.3 PURPOSE
OF STUDY
This study aimed at
achieving the following objectives or purpose:
1) To
find out wither management by objective practiced in LOPA Enugu improve the
overall performance of the company
2) To
find out the extent of management involvement in MBO as a tool for effective
performance at LOPA Enugu
3) To
find out how management by objective (MBO) could applied at LOPA energy Co. Ltd
to motivate the employee to work better.
1.4 RESEARCHER
QUESTIONS
Research questions are
question posed by the researcher answer to which would lead to the solution of
the problem
The research question
are as follows
1) Does
management by objective (MBO) improve or enhance the overall performance of the
company?
2) To
what extent does management involvement in MBO as a tool for effectives
performance at LOPA energy?
3) How
does management by objective (MBO) applied at LOPA energy Co Ltd motivate the
employees to work better.
1.5 RESEARCH
HYPOTHESIS
The hypothesis for the
research work is formulated after thorough and careful review of
work that are directly or indirectly related to the subject matter.
The hypothesis for this
research work are as follows
H0:
Management by objective (MBO) does not improve the overall
performance of the
company
H1:
Management by objective (MBO) improve the overall performance of
t he company
H0: Management involvement in MBO
does not work as a tool for effective performance at LOPA Enugu
H1: Management involvement in
MBO work as a tool for effective performance at LOPA Enugu
H0: Management by objective (MBO)
applied at LOPA energy does not motivate the employees to work better
H1: Management by objective (MBO)
applied at LOPA energy motivate the employees to work better
1.6 SINGIFICANCE
OF THE STUDY
Management of LOPA
energy in particular and other enterprise is Nigeria generally would find the
result of this research very rewarding and variable when applying management by
objective (MBO).
From this result they
would know the particular problem jeopardizing the correct application of
management by objective (MBO) and thereby take remedial action.
Consequently, the
acceptance of this study and adoption of the researcher’s recommendation could
assist management of LOPA energy other organization and public sectors in
making sound and strategic decision to improve employee performance and
productivity through careful result measurement appraisal rating and
commensurate reward system.
1.7 SCOPE
OF THE STUDY
The scope of this study
is targeted at evaluating the trend and problems of MBO as a management
technique with particular reference to LOPA energy situated at Emene in Enugu
East L. G. A of Enugu State.
It is hoped that the
study would be able to throw some light on the issue of an avenue for survival
and growth of the company. This study will help to know what is
jeopardizing the progress of the company
| Department | Business Administration and Management |
| Project ID Code | BAM0387 |
| Chapters | 5 Chapters |
| No of Pages | 74 pages |
| Reference | YES |
| Format | Microsoft Word |
| Price | ₦4000, $15 |
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| Contact Us On | +2347043069458 |