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Project Topic:

IMPACT OF FLEXIBILITY IN THE WORKPLACE A CASE STUDY OF DANGOTE GROUP PLC

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 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 90 ::   Attributes: Questionnaire, Data Analysis,abstract, table of content, references ::   171 people found this useful

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ABSTRACT

The study aimed to examine the impact of flexibility in the other aims of the study include to examine the relationship between flexibility in workplace and employees’ performance and to discuss some of the varieties of flexible working options and types of flexibility found in Dangote Group Plc. The study adopted the method of survey to elicit information from the respondents. The study made use of a sample size of 40 employees of Dangote Group from a total population of 100. Pearson correlation method was used to test the hypothesis. Conclusion was made based on the findings from the responses of the respondents and useful recommendations were made to enhance good policy generation in Dangote Group plc

 

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF STUDY

The practice of flexibility of work place in Nigeria has grown overtime as more ideas are being added to the business environment today. It is evident that one of the most important issue that need to be look into in most business organisation today as regard flexibility in the work place is the issue of employment relationship (ER).

According to (Claydon & Collin, 2005) stated that through a thorough research a lot of arguments arose as regards changes in the past on the types of employment offered by most organisation; some include the exchange of job security for commitment. Currently other organisation especially those with more than 50 employees usually demand from their employees or workers flexibility, multiple skills and a high level of performance in their various point of duty. They also stated that there are various opportunities for training and development so that people can venture into various training and learn some skills and competence thus making themselves more marketable.

Another determinant of the flexibility of workplace is the flexible work hours in most organisations.

According to Rndstad ( 2008), in his survey stated that flexible work hours are among the top three benefits employees identify as contributing to ‘’happiness at the workplace’’, with more than 4 of every 10 employees indicating that flexible work hours and increased paid, time off are important and as well as competitive pay and health insurance.

It is stated in the Employment rights act (1996), an employee can apply to his employer for a change in their terms and conditions of employment, if the change relates to the hours required to work, the times when he   is required to work, where he is required to work. This gives minimum charter of rights to employees in their workplace and because of this rights the employee and employer, will work out ways that will be beneficial to them both.

From domestic competitive pressure, technological changes, international competition and major financial events have made organisations in the last two decades of the 20th century seek “greater flexibility and productivity as well as new strategies focused on speed, responsiveness to changing market conditions and innovation have induced organisations to eliminate jobs not just in the factory floor as often as in the past but also among those who have traditionally been offered a long-term career within the organisation”(Hilltrop:1995:286). The emergence of flexibility in the workplace is the responses of organisations to external and internal factors. The ones that the organisation cannot control for instance, competition, globalisation, technological advances, regulation, consumer behaviour and deregulation are external factors. While the internal factors, investment considerations and their impact on organisational objectives is under the internal factors which include initiatives of the organisation. For the purpose of staying relevant and competitive, response towards changes both external and internal factors are made (Hassanain, 2006).It is to this regard that the study wishes to examine to impact of flexibility in the workplace using the Dangote Group as the case study.

1.2 HISTORICAL BACKGROUND OF DANGOTE GROUP

Established in May 1981 as a trading business with an initial focus on cement, the Group diversified over time into a conglomerate trading cement, sugar, flour, salt and fish. By the early 1990s the Group had grown into one of the largest trading conglomerates operating in the country.

In 1999, following the transition to civilian rule and after an inspirational visit to Brazil to study the emerging manufacturing sector, the Group made a strategic decision to transit from a trading based business into a fully-fledged manufacturing operation. In a country where imports constitute the vast majority of consumer goods, a clear gap existed for a manufacturing operation that could meet the 'basic needs' of a vast and fast growing population.

The Group embarked on an ambitious construction programme, initially focused on the construction of flour mills, a sugar refinery and a pasta factory. In 2000 the Group acquired the Benue Cement Company Plc from the Nigerian government and in 2003 commissioned the Obajana Cement Plant; the largest cement plant in sub-Saharan Africa.

The Group is now one of the largest manufacturing conglomerates in sub-Saharan Africa and is pursuing further backward integration alongside an expansion programme in existing and new sectors.

1.3 STATEMENT OF RESEARCH PROBLEM

What really instigated the study on the impact of flexibility in the work place is the high level of inconsistency in employees’ productivity as a result of inflexible work place;when employees’ in an organisation are not given the right to work out ways that will be beneficial to them both, then the work place become inflexible for such employee.

1.4 AIMS AND OBJECTIVES OF STUDY

The main aim of the research work is to examine the impact of flexibility in the workplace. Other specific objectives of the study include:

  1. Examine the relationship between flexibility in workplace and employees’ performance
  2. To examine the factors affecting flexibility and its need in workplace in Dangote Group plc.
  3. To discuss some of the varieties of flexible working options and types of flexibility found in Dangote Group

1.5 RESEARCH QUESTIONS

The study came up with research questions so as to ascertain the above stated objectives. The specific research questions for the study include:

  1. Is there any relationship between flexibility in workplace and employees’ performance?
  2. What are the factors affecting flexibility and its need in workplace in Dangote Group plc?
  3. What are the varieties of flexible working options and types of flexibility found in Dangote Group?

1.6 SIGNIFICANCE OF STUDY

The study on the impact of flexibility in the workplace will be of immense benefit to Dangote Group and her employees as it will discuss the importance and effect of flexibility in the workplace on the employees’ performance.

1.7 SCOPE OF STUDY

The study on the impact of flexibility in the workplace is limited to Dangote Group Plc.

1.8 LIMITATIONS OF STUDY

Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work

1.9 DEFINITION OF TERMS

FLEXIBILITY:in accordance to the study refers to the absolute range of movement in series in an organisation

 


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Paper Information

Format:ms word
Chapter:1-5
Pages:90
Attribute:Questionnaire, Data Analysis,abstract, table of content, references
Price:₦3,000
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