Sei sulla pagina 1di 13

+234 813 292 6373

Project Topics and Materials

Home MASS COMMUNICATION WOMEN EMPOWERMENT AND COMMUNITY DEVELOPMENT

WOMEN EMPOWERMENT AND COMMUNITY DEVELOPMENT

Format: MS WORD | Chapter: 1-5 | Pages: 75 | 468 Users found this project useful | Price
₦3,000

GET THE COMPLETE PROJECT

ABSTRACT

Consequent upon titanic competition that has beclouded business environment of all sorts,
organizations have employed myriad of strategies. Positive reward to workers for good performance
by management is among the motivational tools employed by management to enhance productivity
and maintain high standard products. Organizations that are indifferent to motivational tool suffer
lack of productivity and standard products. To achieve productivity and standard products, team
work is imperative. To achieve teamwork, a system of reward administration and implementation is
pertinent. To this end it is imperative to investigate the relationship between system of reward
administration and its implementation to establish the influence of reward administration
implementation. On this premise, this study seeks examine the impact of reward administration
implementation has on total quality management (TQM). The object of this study aims at
understanding the influence of reward administration on total quality management.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Consequent upon the myriad of changes which have beclouded the operations of modern business
organisations in recent times, including the fundamental and core changes in the nature of work and
organisations, the dynamic nature of the competitive environment and the need to ensure a
convergence of shareholders interests in the way the organisations are run, a need for new
approaches in human resources management has arisen. The paradigm shift, in other words, includes
“total”. Put differently, total quality management. This means that everyone in the organisation must
be involved in the continuous improvement effort. The concept quality indicates a concern for
consumer satisfaction. Management on the other hand refers to the people and processes needed to
achieve the quality (Aragon, 2003).
Subsequently, reward management deals generally with the handling of workers needs, drives and
motivations in a way that will elicit the desired behavior from employees. This becomes more
reasonable going by the submission of Brian Tracy (a world class management expert) in Omotosho,
(2002) that an average worker will only put in 40% - 50% of his capacity to any job-function at a point
in time. Therefore, for us to induce and trigger off exceptional performance of 70% - 95% from
workers we need to motivate them using any or combination of the reviewed motivational theories
as our foundation. From the foregoing, it becomes one of the ethical issues in staff management in
Caritas University, that is, stimulating reward to emerge with total quality management
implementation. Some experts contend that total quality management can only be implemented
when there is a critical need for remunerative justice in organisation irrespective of teamwork
syndrome.

Again, the contradiction of an acceptable methodology in rewarding employees is both inevitable


and not universal. Therefore, for total quality installation and implementation with a quest for
objectivity (statistical tools) there is a need for identifiable and acceptable techniques of rewarding
players in the total quality management mix. According to Dulewicz (2009), “there is a basic human
tendency to make judgments about those one is working with as well as about oneself”. Appraisal, it
seems, is both inevitable and universal. In the absence of carefully structured system of appraisal,
people will tend to judge the work performance of others, including subordinates, naturally,
informally and arbitrarily. The human inclination to judge can beat serious motivational, ethical and
legal problems in the work place. Without a structured appraisal system, there is little chance of
ensuring that the judgments made will be lawful, fare, defensible and accurate.

For organizations to toe “total quality management” (TQM) and rewarding variables for its
implementation, astute methods of determining the value of individuals not group needs to be
delineated. Understanding the context of the research work, (de-unionized workers operating in a
peripheral capitalist state, baptismal mission University), concentration on collective responsibility
and collaborating effort is replaced by acknowledging individuals responsibility and achievement,
even within the context of a team approach (Cole, 2002).

On the above premise, the mechanics of this work is articulated on rewards as stimulating
performance/motivation which makes or mark the implementation of total quality management not
in the absence of performance appraisal as a veritable tool in assessing rather than control of
processes of walk of paradigm shift. The thrust of TQM concept is mainly to help work organisation
cope with changing environment and the need to integrate an organisations human resource
strategy and it‟s cooperate strategy. There quality control should be conducted as an integrate part
of management control. Thus, the purpose of this work therefore, is to examine the origin and
development of the reward valuation model in juxtaposition with performance appraisal as
technique for evaluating employees.
1.2 Statement of the Problem

Work relation concern the control of the process wherein worker‟s capacity to labour is translated
into actual work. In pursuit of profitability those who own the means of production adopt control
processes to ensure that maximum effort is extorted from those who have to sell their labour for
wages. Control strategy in relations may be located in the dimensions of bureaucracy-hierarchy,
specialization and division of labour, impersonality and formalized rules as well as in the system of
discipline and reward as occurred in the workplace. The direction of work, the procedures for
evaluating workers performance and the exercise of the firms‟ sanctions and reward becomes
subject with of the company policy work becomes highly stratified, each given its distinct title and
description and impersonal rules govern promotion. Similarly the disciplinary system takes care of act
of challenge, recalcitrance and resistance, which inherently threaten „order‟ whilst the pay system
rewards compliance. Paying people for performance or compliance to the procedure for the
installation and implementation of TQM in organisations particularly Caritas University remains a
mixture of paradoxes. The contradiction arises from the never abating controversy about objectivity
of the appraisal process on one part and the link between individual‟s performance and corporate
goals on the other hand.

Akata (2003: 211) argued that when objectives are stretched, employees easily become
disenchanted but to otherwise is to encourage performance mediocrity. Akata further opined that
different pay rate and bonuses to high performers of the quality implementation team and others
who strive hard to attain average performance will feel aggrieved; Rewarding underperforming
executives with fat performance related bonuses and the work force would grumble. On the above
premise, it could be deduced that part from noting the human element in implementing TQM, other
factors such as basic salary, cash allowance (housing, electricity, transportation, medical etc), fringe
benefits (sale bonus/profit share, entrepreneurial reward, productivity bonus etc), cash awarded for
loyalty, honesty, long service etc, and quality of leadership, workplace relationship and official
recognition of employees ability and contribution to corporate growth and development has great
influence on the level of quality expected from workers.

Taking cursory look at the reward variables, a process of determining who gets what, and how, in
terms of income. Quality implementation in Caritas University however tends to be fixed on
problems anchored on perceived trust, mediocrity religious ethic and appliance of viable oppressive
apparatus on non mediocre workers. This translates into almost general silence by rank and file staff
amidst so much important welfare and corporate issues to discuss. This is explained only in the
context of fear of being sacked and driven back to swollen labour market. To many staff, half bread is
better than none. Thus no matter the dehumanizing conditions of service it is better than none. This
is against the view of Alwitt and Berger, (1993) that rewarding quality has been translated into
economic vote which ultimately influence the purchase and investment decision of individuals.
Most academic staffs are beclouded by visible and invisible spies. The management system seems so
operative that has attracted the slag hammer of the National Universities Commission (NUC). But
still, it seems unabated. Student are not left out in this managerial mis-normed. History is empty with
the record of academic and general behaviour stimuli in terms of reward of any kind. Thus
monument of doubts have strange up in the mind of staff and students regarding the expected
positive impact of the NUC forensic auditing. Is this obnoxious managerial flaw inherent that even
NUC appears too gullible in removing it? Derven, 1990 and lawrie, 1990 advocated for standardized
performance appraisal as the most crucial aspect to guarantee organizational life and growth.

Total quality management calls for the elimination of performance assessments that rate employee
in relations to each other and in mediocre criteria. Lack of performance appraisal has conferred on
the managers of this University too power over employees and they most often abuse. Many
managers fill performance assessment will let them document employee performance for possible
reward, but some employee fear the assessment might used against them in some disciplinary
actions. Performance assessments may give employees with grievances the documentation they
need to prove that managers are treating them unfairly. Thus, the crux of this study, therefore, is to
identify the inherent contradictions in the workability of TQM and the manipulation of the reward
variables in furthering its implementation in Caritas University.

1.3 Research Questions

The following question shall guide this study.

1. What is the relationship between pay, general performance reward and TQM implementation?

2. Is there any standard appraisal system or mechanism in operation in Caritas University?

3. Dose reward has impact on TQM implementation?

4. What is the impact of management style on total quality management implementation?

5. To what extent is TQM susceptible to performance assessment?


GET THE COMPLETE PROJECT

PROJECT INFORMATION

PROJECT PRICE

₦3,000

NUMBER OF PAGES

75

NUMBER OF CHAPTERS

1-5

ADDITIONAL CONTENT

Abstract,Table of content and Questionnaire

NOT WHAT YOU ARE LOOKING FOR?

FOR QUICK HELP CALL US NOW!

+234 813 292 6373

SEARCH FOR YOUR PROJECT TOPIC

HERE'S WHAT OUR AMAZING CUSTOMERS ARE SAYING

JONNAH EHIS

Ajayi Crowther University, Oyo

I was scared at first when I saw your website but I decided to risk my last 3k and surprisingly I got my
complete project in my email box instantly. This is so nice!!!

Excellent

MATTHEW NGBEDE

Ahmadu Bello University

I wish I knew you guys when I wrote my first degree project, it took so much time and effort then.
Now, with just a click of a button, I got my complete project in less than 15 minutes. You guys are too
amazing!

Excellent
TEMITAYO AYODELE

Obafemi Awolowo University

My friend told me about iprojectmaster website, I doubted her until I saw her download her full
project instantly, I tried mine too and got it instantly, right now, am telling everyone in my school
about iprojectmaster.com, no one has to suffer any more writing their project. Thank you for making
life easy for me and my fellow students... Keep up the good work

Very Good

STANCY M

Abia State University, Uturu

I did not see my project topic on your website so I decided to call your customer care number, the
attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they
even taught me how to defend my project and I got a 'B' at the end. Thank you so much
iprojectmaster, infact, I owe my graduating well today to you guys...

Excellent

IBRAHIM MUHAMMAD MUHAMMAD

Usmanu danfodiyo university, sokoto

It's a site that give researcher student's to gain access work,easier,affordable and understandable. I
appreciate the iproject master teams for making my project work fast and available .I will
surely,recommend this site to my friends.thanks a lot..!

Excellent

DAU MOHAMMED KABIRU

Kaduna State College of Education Gidan Waya

This is my first time..Your service is superb. But because I was pressed for time, I became jittery when
I did not receive feedbackd. I will do more business with you and I will recommend you to my friends.
Thank you.

Very Good

JOSEPH M. YOHANNA

Thanks a lot, am really grateful and will surely tell my friends about your website.

Excellent

MERRY FROM BSU

I am now a graduate because of iprojectmaster.com, God Bless you guys for me.
Excellent

SAMUEL FROM AJAYI CROWTHER UNIVERSITY

You guys just made life easier for students. Thanks alot iprojectmaster.com

Excellent

MUSA FROM AHMADU BELLO UNIVERSITY

Thank you iprojectmaster for saving my life, please keep it up and may God continue to bless you
people.

Excellent

HOW TO GET YOUR COMPLETE PROJECT INSTANTLY

Select 3 Project Topics of your choice from your Department.

Submit the 3 topics to your Supervisor for Approval.

Call Our Instant Help Desk on 0813-292-6373 and Get Your Complete Project Material Instantly.

All project materials on this website are well researched by professionals with high level of
professionalism.

FREQUENTLY ASKED QUESTIONS

How do i choose a Project Topic?

Look for your department and select any topic of your choice

I have a fresh topic that is not on your website. How do I go about it?

How fast can i get a complete project from your website?

Within 15 minutes if the exact project topic is on our website

Is it a complete research project or just materials?

It is a Complete Research Project i.e Chapters 1-5, Abstract, Table of Contents, Full References,
Questionnaires / Secondary Data
One of your topics suites my project, but the case study is different. What do i do?

Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

How do i get my complete project?

Your Complete Project Material will be sent to your Email Address in Ms Word document format

Can I get my Complete Project through WhatsApp?

Yes! We can send your Complete Research Project to your WhatsApp Number

What if my Project Supervisor made some changes to a topic i picked from your website?

Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

Do you assist students with Assignment and Project Proposal?

Yes! Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

What if i do not have any project topic idea at all?

Smiles! We've Got You Covered. Chat with us on WhatsApp Now to Get Instant Help: (+234) 813-
292-6373

How can i trust this site?


We are well aware of fraudulent activities that have been happening on the internet. It is
regrettable, but hopefully declining. However, we wish to reinstate to our esteemed clients that we
are genuine and duly registered with the Corporate Affairs Commission as "PRIMEDGE
TECHNOLOGY". This site runs on Secure Sockets Layer (SSL), therefore all transactions on this site are
HIGHLY secure and safe!

RELATED PROJECT TOPICS

CHALLENGES FACING THE MEDIA IN DISSEMINATION OF INFORMATION

PROSPECTS AND CHALLENGES OF CAMPUS BROADCAST STATION IN NIGERIA; A CASE STUDY OF


UNIQUE 88.5 FM

A CRITICAL EVALUATION OF THE IMPACT OF DIGITALIZATION ON BROADCASTING MEDIA

AN ASSESSMENT OF MASS MEDIA’S ROLE IN THE CAMPAIGN AGAINST DRUG ABUSE IN NIGERIA

AN ASSESSMENT ON THE EFFECTS OF ENGLISH PREMIER LEAGUE MATCHES SHOWING ON DSTV ON


NIGERIA YOUTHS

ANALYSIS OF CHALLENGES FACING FREEDOM OF INFORMATION IN NIGERIA

APPRAISAL OF THE IMPACT OF OPINION LEADERS IN INFORMATION DISSEMINATION

ASSESSMENT OF THE ROLE OF MASS MEDIA IN REBRANDING NIGERIA

CHALLENGES OF THE FREEDOM OF INFORMATION BILL TO THE BROADCAST MEDIA

THE ROLE COMMUNITY RELATIONS HAS PLAYED ON THE CORPORATE IMAGE OF SHELL PETROLEUM
PLC PORTHARCOURT

COMMUNICATION: THE KEY IN EFFECTIVE PUBLIC RELATION

COPYRIGHT INFRINGEMENT IN NIGERIA AND CHALLENGES IN A DIGITAL WORLD

CRITICAL APPRAISAL OF THE ROLE OF NATIONAL BROADCASTING COMMISSION (NBC) IN


CONTROLLING THE PERFORMANCE OF BROADCAST INDUSTRY IN NIGERIA

CRITICAL ASSESSMENT OF NTA NATIONAL INTEGRATION PROGRAMME

CUSTOMERS PERCEPTION OF GSM INTERRUPTIVE ADVERTISMENT IN NIGERIA: A STUDY OF GSM


USERS IN ABRAKA

EFFECTIVE COMMUNICATION AS A TOOL FOR ACHIEVING ORGANIZATIONAL OBJECTIVES

EFFECTIVENESS OF ADVERTISING TOOLS FOR SUCCESSFUL MARKETING OF MTN PRODUCTS

EFFECTS OF MASS MEDIA ON YORUBA CULTURE AND TRADITION

EFFECTS OF SATELLITE TELEVISION ON THE LIFE PATTERNS OF NIGERIA STUDENTS


EFFECTS OF VIOLENT TELEVISION PROGRAMMES ON NIGERIAN YOUTHS

FACTORS AFFECTING THE QUALITY OF ‘FAMILY FORUM’- A RADIO PROGRAMME OF ANAMBRA


BROADCASTING SERVICE, AWKA

HAZARDS AND PROSPECTS OF JOURNALISM IN NIGERIA

IMPACT OF NEW MEDIA ON POLITICAL ADVERTISING IN 2015 GOVERNORSHIP ELECTION IN DELTA


STATE

IMPACT OF POLITICAL ADVERTISEMENT ON 2015 GOVERNORSHIP ELECTION IN DELTA STATE

IMPACT OF PRINT MEDIA IN SPORTS DEVELOPMENT IN NIGERIA

IMPACT OF RADIO AND TELEVISION CAMPAIGN AGAINST CULTISM IN NIGERIA – A CASE STUDY OF
OSUN STATE POLYTECHNIC, IREE

INFLUENCE OF SOCIAL MEDIA ON POLITICAL MARKETING IN 2015 GOVERNORSHIP ELECTION IN


DELTA STATE

LIBEL AND THE MEDIA

MASS MEDIA AND THE COVERAGE OF HUMAN RIGHT ISSUE IN NIGERIA

POSITIVE EFFECTS OF MASS MEDIA AND TECHNOLOGY ON THE UPBRINGING OF CHILDREN

PROBLEMS AND PROSPECTS OF GOVERNMENT OWNED BROADCASTING MEDIA IN NIGERIA

RADIO LISTENERSHIP PATTERN AMONG MARKET WOMEN

RADIO LISTENING HABITS OF STUDENTS IN HIGHER INSTITUTION (A CASE STUDY OF UNIVERSITY OF


UYO STUDENTS)

ROLE OF MEDIA IN EMERGING DEMOCRACY

ROLE OF PUBLIC RELATIONS IN NON COMMERCIAL ORGANIZATION (A CASE STUDY OF GUIDANCE


COMMUNITY DEVELOPMENT FOUNDATION)

TELEVISION AS A TOOL FOR NATIONAL INTEGRATION (A CASE STUDY OF N.T.A KADUNA)

TELEVISION AS AN INSTRUMENT OF EDUCATIONAL ADVANCEMENT IN KOGI STATE

THE ATTITUDE OF FEMALE MASS COMMUNICATION STUDENTS TOWARDS JOURNALISM AS A


CAREER

THE ECONOMIC ROLE OF RADIO IN NATIONAL DEVELOPMENT

THE EFFECT OF ADVERTISEMENT ON THE SUCCESS OF A BUSINESS ORGANIZATION

SEARCH FOR YOUR PROJECT TOPIC


DEPARTMENT CATEGORY

ACCOUNTING3686

ACCOUNTING EDUCATION5

ADULT EDUCATION5

ACTUARIAL SCIENCE5

AGRICULTURAL EXTENSION181

ARCHITECTURE41

AGRICULTURAL SCIENCE288

ANIMAL SCIENCE48

AFRICAN LANGUAGES6

BANKING AND FINANCE1184

BUSINESS ADMINISTRATION1050

BUSINESS EDUCATION11

BIBLICAL AND THEOLOGY22

BIOCHEMISTRY167

BREWING SCIENCE4

BUILDING AND TECHNOLOGY110

COMPUTER SCIENCE1550

CHEMISTRY38

COMMERCE25

COMPUTER SCIENCE EDUCATION16

CURRICULUM STUDIES4

CIVIL ENGINEERING80

CHEMICAL ENGINEERING212

ECONOMICS1167

EDUCATION3596
ENGLISH360

ELECTRICAL & ELECTRONICS230

ENVIRONMENTAL SCIENCE266

ESTATE MANAGEMENT207

ENTREPRENEURSHIP167

FOOD SCIENCE & TECH.137

FINE & APPLIED ARTS41

FISHERY & AQUACULTURE62

FORESTRY & WILDLIFE5

GUIDANCE AND COUNSELING176

GEOGRAPHY59

GEOLOGY43

HUMAN RESOURCE MANAGEMENT285

HEALTH & SEX EDUCATION13

HOME ECONOMICS50

HUMAN KINETICS26

INFORMATION TECHNOLOGY31

INDUSTRIAL CHEMISTRY36

INSURANCE139

INTERNATIONAL RELATIONS108

ISLAMIC & ARABIC STUDIES4

LAW214

LIBRARY SCIENCE196

MARKETING929

MASS COMMUNICATION1323

MATHEMATICS EDUCATION4

MICRO BIOLOGY158
MARINE AND TRANSPORT4

MECHANICAL ENGINEERING149

NURSING76

OFFICE TECHNOLOGY246

PUBLIC ADMINISTRATION863

POLITICAL SCIENCE503

PSYCHOLOGY59

PHILOSOPHY162

PHYSICS29

PROJECT MANAGEMENT8

PHARMACY4

PURCHASING & SUPPLY267

PRODUCTION & OPERATIONS MGT.15

PETROLEUM ENGINEERING49

QUANTITY & SURVEYING73

RELIGIOUS & CULTURAL STUDIES19

SOCIAL STUDIES9

SCIENCE LABOURATORY251

SOIL SCIENCE11

SOCIO