Marketing Technical Sales People, For Higher Productivity (a Case Study Of Emenite Nigeria Plc.)

 A deepening world economic crises occasioned by a sustained and continuing fall in process and demand for industrial materials has left Nigerians in general with a severe recession.  The need for employers of labour to inference in and motivate the workers for increased productivity has become imperative.

 Workers almost in every sector of the economy are being kind of everyday. 

Civil service is being reviewed frantically, but the yield/income don’t seem to be coming fast enough.  The quest to motivate the workers with the available resources by federal, state and local government manufacturing industries becomes pertinent for efficient and increase of out put.  Newspaper, researchers and management consultants are teaching with comment and recommendations about motivation for incentives to worker. Several seminars are equally being organized on the subject.

 Motivating workers for higher productivity has become a vial tool aimed at enhancing higher productivity.  It is against this background that I took up by choice, the study of motivating technical sales people for higher productivity – a case study of Emenite Nigeria Plc. I choose to look at the performance of the workers as they constitute the majority of the work force in the company.

A choose to study how the incentives so far granted to these class of workers has affected and will affect their productivity and also under what delimare the workers performing to meet up with the aspiration of their management.

 A conducted a library research in which a picked my way through a great lot of current writing on the subject.  Then I planned and wrote out my program and administered questionnaires followed by oral interview for cross classification of my facts. I get my data in ultimately and analyzed them, using progression analysis that are easy to understand.

 I studied the Emenite Plc. In Enugu metropolis.  The research held oral interview extensively with eh technical sales people as they are the people who been all the pressures and anxieties caused by unexpected frustration and problems.

 The work is divided into five chapter, chapter one gives the general introduction which seek to place the technical sales people problems with their macro economic context, chapter two report our review of literature, chapter three describes the actual process and the methods of research that I carried out.  In chapter four, details of data analysis, finally, in chapter five summary of major findings, recommendations, conclusions and possible areas of further research are recorded.  I do hope that someday my recommendation will get to someone where it matters and arouse serious thought on the policy issues touched upon.

 Perhaps, that may be sooner than I dare to imagine.   

 

Title page

Approval page

Acknowledgement

Abstract

Table of content

Chapter One – Introduction

Background of the Study

Profile of Emenite Plc.

Statement of Problems

Objectives of the Study

Research Question

Hypothesis

Significance of the Study

Limitation and Scope of the Study

Definitions and terms

Chapter Two - Literature Review

The Influence of Cultural Value and 

Perspective in relation to work 

The effect of the External Environment of 

The Organization and Morale

Review of Related Literature

Chapter Three 

Research Design and Methodology

Sources of Data

Area of Study

Population of the Study

Analytical techniques

Chapter Four

Presentation Analysis and 

Interpretation of Data

Chapter Five

Summary of Findings, Conclusion & Recommendations

Summary of Findings

Conclusions

Recommendations

Bibliography

Questionnaire

 Attitude to work is one of the most researched and discussed subject areas in both private and public sectors.

Researchers have sought to explain how and why people are activated to behave in a manner supportive for organizational goals.

 Motivating Technical Sales People for higher productivity has been a great concern in most industries all over the world because they constitute the main work force of these industries.  To motivate a worker is to enhance his output and his productivity so that the overall result or performance of the organization can be improved upon.

 It is crystal clear that no matter how good or efficient an organization is, nothing happens until the people who make up the organization are motivated to perform.

This impetus may be totally internal to the employees, but often it requires the employee to except out external stimulus.

 Traditional theories take note of the improved salary and working conditions.

Employee’s attitude to work has been of great concern also to the Nigerian management practitioners and workers.

 The influence of cultural values and perspectives in relation to work in Nigeria, one noticed that Nigerian factory workers that depend on paid employment for their livelihood are mostly lazy, indifferent to work and sometimes dishonest while Nigerian working in the villages or doing community work are agile, delight efficient, honest and loyal.  This could be because they prefer paternalistic leadership to any other style of leadership practiced in the typical Nigerian business organization.

 This paper is an attempt to find a satisfactory answer, to important question such as what does a technical sales people of Emenite Plc. Want from their job? And how best can it be given to them with a view to motivating them for higher productivity.

PROFILE OF EMENITE PLC.

 The foundation store of the company was laid on 3rd October, 1961 prior to that period however, the company was incorporated Cement (Nig.) Ld.  The cop any was owned by Turner and Newall Ltd. ( A Manchester Uk based company) and the Government of Eastern Nigeria.

The reasons for sitting the company at it’s location at Emene Enugu are due to proximity.

- To the cement factory Nkalagu

- To the airport

- To the railway line

- To a river (Ekulu River)

Production started in 1983 with the company manufacturing

asbestos cement pipes, roofing and ceiling products.

During the Nigerian Civil was (1965 – 1968) with the absence of the British management Nigerian managed the company under the supervision named Igbo man

Due to the 1973 indigenization decree the share holding of the company changed the Turners and Newall Ltd. and Government of Eastern Nigeria.  The name was changed later to Turner building products (Emene) Ltd. and local quarter moved from Lagos to Emene Enugu.

By 24th March, 1998, Turners and Newall Ltd. transformed it’s share holdings to Eterantremer Society Anoyme of Belgium (New Eter groups S.A Belgium) the ultimate holding company/technical partners, while Imo, Anambra, Abia, Enugu and Ebonyi States share the remaining percentage and the company changed its name to the present name Emenite Plc.

The company centered the Nigerian Market scene with a range of products notably:

a. roofing Products:

 - Big six corrugated sheets (grey and coloured)

 - Standard corrugated sheets

 - Ultimate corrugated sheets

 - Villatile Sheets

 - Long span (Aminatus) sheets

b. Ceiling Products:

 - Emceil flat sheets

 - Duraceil     Decoration ceiling tiles

 - Emlux

 - Qualite 

c. Garden Items

 - Flower ports of various designed and dimension

 The products are sold through a wide range of distribution network to ensure availability even in the remotest areas.

They undergo strick quality control processes that are in accordance with international standard to ensure that customers derive full benefit from the products.

 For customers to enjoy full benefit of the products, the company offers at no extra cost, full technical advisory service before and after sales.  This is through as team of well trained engineers and technicians.  

The service ensures that customers enjoy high quality and problem free installation.

 To make it’s impact felt in the market and ensure steady production more people were employed.  This is to ensure they remained been a leader in roofing product.

 The end points was that the directory referred to as a motivator orients management whereby the head of the department must be boss but a leader with great zeal and energy.