CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
For any organization to succeed, be it private or public sector, there is the need for impactive acquisition, utilization and maintenance of available human resources exposed of such establishment. A clearly defined means for ensuring a better performance or productivity in respective of any business organization is by getting people and organizational subunits to conflict for successful strategy implementation, which involves creativity using an equitable reward mechanism or as deems appropriate.
It is on this note that this had been investigated and identified that no matter how efficient and supplicated organizational machines, tools and equipment, together with it vats financial and materials resources, the relevance and utilize the importance to organizational survival. In an adverse impact resulting from improper conduct posits a cheat to the success any organization. An adequate present of both physical and financial resources does not guarantee economic development.
Hence activities need to be co-ordinate, organized and put into practiced terms by human elements (people) to help an organization to succeed. Human being is the nerve centre of everything if you go deep into any problem, you would get people, organization be it public or private are social system composed of denominator among this categories are people. The human elements is involved in the designing, building down to the operation or organization structure. People are also involves in the department and use of appropriate technology for achieving organization goals and objective.
Similarly, people form different spheres of life directly influence their immediate environment the consequence of which is later translated to either elements is therefore the most important and versatile resources in any consideration, the non-challant attitude of workers is said to have resulted to the low level of commitment in earlier official who have failed to recognize and protect the interest of workers. In accordance with these, it has possibly been argued that if there’s no positive correction between this effort (input) and productivity (output), then there will be no justifiable reason on why employee should take the blame for a decline in productivity. It would be disastrous if we pretend that there are no productivity crises in our country and more dangerous to think that it constitutes no serious threat to our economy, Nigeria’s know to have witnessed series of low productivity within her productive sector compared to other developing country of the world. Since the early 1980’s when Nigeria recorded a massive set back, there has been a down ward trend in productivity ad sloppy economic performance.
With the advent of structural adjustment programme in 1986, the capacity utilization of our industrialization had shrunk to all time low motivation to work, poor work attitude and bad ethics, all these threat together and in an attempt to address the situation had in recent time put the country into a state of choice.