THE ROLE OF SALEMEN IN CHENNEL OF DISTRIBUTION

CHAPTER ONE

1.0    INTRODUCTION

This study is set to examine the role of salesmen in channel of distribution and in the development of an organization. Also the project looks at the concepts and tools of analysis and decision-making that are available to help fulfilled those responsibilities.

In the past, selling activities, take place in the market between the manufactures directly to the consumer. But with the advent of technological development the producers have increased their production and so produce in large quantities, it is therefore impossible for them to carry the whole line themselves and so resorted to salesmen who will carry goods to the various customers.

With this development, manufacturing organizations started having various departments including sales department with different selling abilities to convey the different lines of the organizations product to various prospective and potential customers. The effort of these salesmen there needs to be properly trained, directed, coordinated, and controlled.  

The role of salesmen is indispensable to the prosperity of any organization. The sales manager sees to the affairs of the salesmen and also creates a good relationship between the organization for smooth operation, and for salesmen activities to effectively take place.

In every business, for an organization to survive, there is the need to strive hard to achieve targeted objectives. Such objective might include increasing volume of sales, good image, to assess the achievement of the company since inception to date; to identify its limited factor in its bid to satisfy the consumer, to evaluate its efficacy system of administration and adoption of modern marketing techniques, to compare its competitive strength and good will in the competitive market etc;

For such objective to be achieved there is the need for marketing manager to introduce and manipulate the variable that are within the control taking into account the environmental constraints that surround the business. These variables are product, price, promotion, and place which are collectively from the marketing mix.

Marketing helps in finding the needs and then filling it successfully by the application of sales techniques and process, so large company such as Unilever Nigeria Plc Maiduguri and others look for marketing opportunities in order to market their product well.

Unilever Nigeria plc engaged in distribution of industrial and consumer goods such as bar and toilet soaps, detergent, petroleum jellies, tea and coffee etc. However to satisfy consumer and as well as accomplish company’s objectives, it is advisable to adopt the marketing mix elements.

          Salesmen give information to the management on potential demand. They serve as a link between consumers and their company which they represent.

Salesmen typically operate with little or no supervision, in contrast to other employees usually working under close supervisory control. They need more facts, diplomacy, dynamic and social poise then other employees usually working under close supervisory control

They  would need more facts, diplomacy, dynamic and social poise then other employees in the company, salesmen requires a consideration amount of traveling to make sales for the company. They apply all of the marketing mix that interact with the elements of marketing are product, price, promotion and place.

It simply communicates to the consumer that, the product he wants the price he can afford is available at the right place.

1.1                 BACKGROUND OF UNILEVER BOTHERS NIGERIA PLC

Unilever brothers formerly known as Lever Brothers Nigeria Plc is a subsidiary of Unilever Overseas Holdings Limited; it was incorporated in Nigeria as a private company in 1923. Under the name Lever Brothers (W.A) Limited. This was changed to the West African Soap Company Limited in 1924, Lever Brothers Nigeria Limited in 1955. LBN went public in 1973 in compliance with the Nigerian Enterprise Promotion Act of 1972; forty percent (40%) of the company’s equity share was sold to Nigerian citizens and institutions by Unilever Holdings Limited.

Share holding by Nigerians was increased to sixty percent (60%) in 1978, which is currently spread over 35,850 individuals and institutional shareholders. The balance of forty percent (40%) is currently held by Unilever Overseas Holding Limited Lipton Tea Company and Chesebrough Pond International Limited.

In July 1985, LBN Plc merged with Lipton Nigeria Limited and with that experience, the company’s management was able to make their food and drinks business a strong arm of the business. To further diversify its base and improve the return on its investment Lever Brother Nigeria Plc consummates another merge in 1988 with Chesebrough product industries limited.

The company currently operates in four (4) locations; Apapa, Aba, Agbara and Isolo. The company’s first factory was commissioned in 1924 and started with the production of bar soaps, using local palm oil. This has since been extended to include the production of international toilet soap brands- Lux, Astral and Asepso. Also the company was engaged in manufacturing and making of detergent, petroleum jellies range and other liable oils and tea and coffee.

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THE ROLE OF TRAINING ON JOB PERFORMANCE CHAPTER ONE

                                         INTRODUCTION

1.1     BACKGROUND OF THE STUDY

          Training is not an end itself, it’s only purpose is as a means of improving present job performance. It is preparation for a particular job. It is concerned with job performance and the application of knowledge and skills to present work.

          Training is organisational effort aimed at helping an employee to acquire basic sills required for the effective evaluation of the functions for which he was lured. An organisation my have employees of ability and determination, with appropriate equipment and management suppose, yet productivity falls below expected standards. The missing factor in many cases is the lack of adequate skills and knowledge, which are acquired through training and development.

          Effective managers have come to terms with the fact that training is an ongoing process and not a one-short activity, and realised that the needs or symptoms for training can manifest themselves in the organisation in variety of ways such as; lack of interest in ones job, negative attitude to work, low productivity, tardiness, excessive absenteeism rate, excessive complaints, high rejects or low quality output, high incidence of accidents and insubordination; when an organisation starts experiencing some of these warning signs from the employees, it should consider training.

          Moreover, training was considered necessary for only new employees in the past, but today, with the rapid increase in technological changes, training as become so necessary for both new employees and the existing ones. It is pertinent to note that for private and public enterprises to function, training procedures must be adequate so as to make industrial revolution a reality, especially in a developing nation such as Nigeria. Skilled staff being considered the most important asset of an organisation, their training is integral to the welfare of the organisation.

          In spite of the importance of training on the job performance, studies has shown that training can help to solve problems in the organisation such as retrenchment, dismissals, structural unemployment, under employment, early retirement, redundancy and lay-offs can be minimised through training. Many industrial strikes, lockouts and open conflicts that culminates on enormous losses to the organisation results from manpower inefficiency. The ability for management to forestall the on-coming crisis or to remove bottle necks in production sales and marketing and finance can be improved through manpower development and training.

1.2     HISTORICAL BACKGROUND OF THE CASE STUDY.

          Central Banks are specialised institutions, usually owned by the state and charged with the responsibility of managing money supply in an economy.

          The acceptance of the Central Bank of Nigeria (CBN) was the West African Currency Board, which was established by the colonial government in 1912. The board was established for the purpose of converting West African Coins and Notes on demand into Pound Sterling balances in London. The Board was located in London to serve the interest of Anglophone West African countries.

          The Central Bank of Nigeria was established by the Central Bank of Nigeria Act of 1958 and commenced operations on 1^st July 1959. in the early years of its formation, legal support services requirements of the Bank were at its lowest ebb. It owes few properties, ranches, currency centres and the number of members of staff were also few. The litigation for or against the bank was little known as was provided by the law of Chief M.E.R. Okosodudu. However, as the Bank continues to expend, with the establishment of more outputs, acquisition of properties, involvement in litigation both locally and abroad, and the increase in members of staff, the need for the establishment of a legal office in the bank arose, this in 1969 a legal office was created in the bank.

          Among the primary objectives of the Central Bank of Nigeria are:

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STAFF TRAINING AND TEACHERS JOB EFFECTIVENESS IN SECONDARY SCHOOL

CHAPTER ONE

INTRODUCTION

1.1     Background of the Study

Staff training and teacher’s effectiveness are two related processes which no organization can afford to ignore. All organizations need to be train their staff and at the same time develop them for maximum utilization.

Training is the systematic development of the knowledge skills and attitude required by an individual to perform adequately in a given task or job. The presuppose that training in any organization is aimed at given employees at all levels efficient instruction and guidance to enable them perform the job effectively and prepare themselves for promotion and advancement invalid (1998).

Many organizations meet their needs for training in adhoc and haphazard way. Training in their organization is more or less unplanned and unsystematic, other organizations set about identifying their training needs, then design training activity is a rational manner and finding assess the result of training. Such organizations are engaging in a systematic approach to the training and effectiveness of their staffs Cole (1993).

In very organization, the personnel manager is responsible for given advice and coordinating the training policy and programme of the establishment as a whole while higher managers directly control the development of the skills and potentials of their subordinates. This is so because a vast majority of all training takes place on the job.

Adenigi (1995) observed that staff training is a work activity that can make a very significant contribution to be overall effectiveness and profitability of an organization. He therefore provides a systematic approach to training which encases the main elements of training.

The effectiveness and success of an organization (school) therefore lies on the administrator and teachers within the school. In appreciation of this fact, organization like educational institution conduct final training programmes for the different levels of their man-power. The issues of major concern to most educationist today are that which concerns teachers relationship with their work terms or jobs satisfaction, productivity and effective and efficient achievement of the school objectives.

The question now is what is the relationship between the teachers and effectiveness accomplishment of their school’s task? What can be done to improve the teacher’s efficiency? To this effect this research work aimed at examining staff training and teacher’s job effectiveness in secondary school in Essien Udim Local Government Area of Akwa Ibom State.

1.2     Theoretical Framework

This research work adopts the human capital theory propounded by Schultz (1961).

Human capital theory suggests that education or training raises the productivity of workers by imparting useful skills, hence raising workers future income by increasing their life time earnings (Becker, 1994). It postulates the expenditure on training and education is costly and should be considered an investment since it is undertaken with a views to increasing personal incomes. The human capital approach is often used to explain occupational wage differentials. Human such as the ability to read and write, or in specific terms, such as the acquisition of a particular skill with a limited industrial application. In his view, human capital is similar to ‘physical means of production’, e.g, factories and machines; one can invest in human capital (via education, training, medical treatment) and one’s out puts depend partly on the rate of return on the human capital one owns.

Thus, human capital is a means of production, into which addition investment yields additional output. Human capital is substitutable, but not transferable like land, labour, or fixed capital.

According to the Human capital theory, staff training and teacher’s job effectiveness in school will be improved if successful applied. The teacher is no doubt the pilot on which qualitative education and effectiveness hang-any attempt made towards educational development and activation teacher education programme that will prepare teacher for the indispensable teacher-ship role they are expected to play. Oribabor (2000) submitted that training aimed at developing competence such as technical, human, conceptual and managerial for the furtherance of individual and organization growth, also Isyaku (2002) postulated that the process of training is a continuous one. Edem (2000) in support of this stated that training makes works realized the skills required for proficient performance most of the teachers effectiveness will be examine in the literature review.

1.3     Statement of the Problem

Insufficient provision for training of reasonable teachers to acceptable standards constituted the major causes of the poor quality of education.

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THE EFFECT OF INDUSTRIAL CONFLICT IN ORGANIZATIONAL PRODUCTIVITY

CHAPTER ONE

1.1       BACKGROUND OF THE STUDY

Good organizational structure is vital for the existence and survival of any organization or establishment. For the survival and increase production, the establishment strives to make at least marginal profit, and that is where there is competent organization. In other word poor organizational structure and management may be enough reason for poor profit making.

          Management has been defined as the process of combing and utilizing or allocating an organization input (men, material, machine and money) by planning, organizing, directing and controlling in order to get a desirable output to accomplish the organizational objective (Akpala. 1990:3). Therefore poor management is bound to occur in a business with poor organization structure. This is because organization structure is the “frame work” of management without which the management cannot function effectively.

          According to Drucker, “Good organization structure does not by itself produce good performance just as a good constitution does not guarantee great leaders in a moral society. But a poor organization structure make good performance impossible, no matter how good the individual who manages may be (Drucker 1954:225).

          From the above, it is evident that a sound organization structure is a pre-requisite to effective and efficient organizational performance, though good organization structure is not an end itself. It is a means to an end, without which the end will not be achieved.

Hence given competent managers, highly   skilled and experience labour force, most modern plants and equipment, ample financial resources and adequate source of raw materials, without an appropriate structure, good performance will be impossible.

          The  trying economic time in Nigeria goes further to underscore the need for good and proper organization structure as business find it difficult  to get needed resources (financial and material). This is as a result of high lending rate depreciation in Naira value and government inconsistent polices. Therefore it is necessary that any establishment whether government owned or private owned should have proper designed and structured organization.

          In view of the likely problems associated with defects in the structure if any organization which invariably affect the organization performance, the purpose of this study is to review the organization structure of Anamco Ltd and Nigergas Ltd, Emene with a view of identifying defects (if any) and associated problems, how such defects have affected company performance and to recommend the one suitable for them.

 1.2   STATEMENT OF PROBLEMS

          The impact of organizational structure lies in the fact that many performance problems result from defect in the design or maintenance of the organization structure (Akpala 1990:60).Most problems which manifest in form of inter-personal and inter-group tension; conflicts etc have their root in the structure of the organization.

          However in the wake of economic recession as a result of the fall in the world oil price, the nation’s economy suffered reverberating consequences in all sectors, as oil is the chief foreign exchange earner. This gave rise to serious balance of payment problem, and inflationary trends with skyrocketing prices. Lack of fund leads to unavailability of raw materials, in industries and some establishment were compelled to take far-reaching measure such as retrenchment of workers and creating of employment opportunities in a bid to survive. Whereas some government establishment embarked on the policy of privatization and commercialization of its companies.         

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