EFFECTIVE MOTIVATION AS AN INSTRUMENT FOR ENHANCED PRODUCTIVITY IN AN ORGANIZATION: (A CASE STUDY OF THE WEST AFRICAN EXAMINATION COUNCIL, ENUGU)
EFFECTIVE MOTIVATION AS AN INSTRUMENT FOR ENHANCED PRODUCTIVITY IN AN ORGANIZATION:
(A CASE STUDY OF THE WEST AFRICAN EXAMINATION COUNCIL, ENUGU)
CHAPTER ONE
INTRODUCTION 1
CHAPTER TWO
LITERATURE REVIEW
CHAPTER THREE
RESEARCH METHODOLOGY
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA 72
CHAPTER FIVE
CONCLUSION AND RECOMMENDATION 98
BIBLIOGRAPHY 103
APPENDIX I: QUESTIONNAIRE 104
APPENDIX II: ORGANIZATIONAL STRUCTURE OF WAEC ENUGU ZONAL OFFICE
CHAPTER ONE
1.1 INTRODUCTION
Productivity starts with the conceptualization of a product that is capable of satisfying a need and ends of the final consumer. A product, which constitutes the output or input of one company could turnout to be the input of another company.
The choice of writing on effective motivation as an instrument for enhanced productivity in an organization can be of major concern to many. Actually, I felt that not much has been contributed to enhance the productivity of many organizations. I therefore wish to evoke more means of finding a lasting solution to the numerous problems facing it.
The increasing forces of national and international competition, economic social and technological conditions, have awakened the funds of organizational management to develop and acquire new techniques and mechanisms to increase the level of organizational efficiency and effectiveness. This task requires the effective utilization of all available resources of the organization involved in production namely; money, materials and most especially labour which is the human resources.
Production is stratified into different states with their inherent activities. These activities have human connections. For instance, it is human being that sees need and thinks of a suitable product that is capable of satisfying the identified need. The same human effort is required in setting up a company, designing the product and also in employing labour at the different stages of the production line. One important point that challenges the employment of man in the production line is the automation. Moreover, it should not be forgotten that no matter the extent of automation, it is still man that presses the button that automates the line. The selling stage is monopolized by human effort with the exception of the vending machine.
It is now obvious that the human element being an indispensable factor of production in an organization enjoys on higher comparatives in dispensability with other factors f production in an organization. W. Jack Duncan (1978 :139) observes that: “organization has before considered human resources in terms of an infinite pool because of the endless supply of qualified individuals. As a pool has reduced to a drop, man now concentrated on developing, stimulating and maintaining an effective workforce at all skill levels through job design, management by objectives and skill training.
Generally, human beings were formally seen as people who could only be motivated towards increased performance only by money. Though presently, the though and attitude towards increased performance only by money. Though presently, the thought and attitude towards labour has changed for better as it is evident in the attention given to manpower planning and development, staff welfare, job challenge, achievement advancement and of course recognition.
Having seen the importance of the human element in an organization, it is equally necessary to ascertain the morale that make up the labour force. It is therefore not an over statement to say that productivity is a function of the morale of employees and vice versa.
Motivation is derived from the word motive. As defined by B. Berelson and G. A. Steiner (1964: 240) the word “motive” is an inner state that energizes, activates, or moves and that directs or channels behaviour towards goals”, this definition pre-supposes that all human behaviour are caused by an inner state of control. This inner state of control is the motive. Logically, once this motive is controlled or influenced, the action of the individuals concerned can be determined.
The word “motivation” is further defined form a managerial perspective by W. Jack Duncan (1978:140) as thus: “Motivation relates to any conscious attempt on the part of a person or group to influence the direction and rate of behaviour towards the accomplishment of organizational goals”. Going by this definition, it is obvious that motivation towards greater productivity is very dimensional in that all efforts geared towards it are to influence the person(s) concerned to act or perform certain activities towards a predetermined positive direction (organizational goals).
It is difficult to tackle the most dynamic factor of production, which is the human factor. This lies on the fact that there are no generally acceptable laws that govern human behaviour, rather there are theories and observed performance form which expected behaviour is predicted, these theories have gone a long way in helping the way against low morale and dissatisfaction in organizational world. The theories include Abraham Maslow “Hierarchy of Needs”.
Fredrick Herzber’g “Hygiene Approach. Others are victor Vroom’s” Expectancy Theory, Equity theory and operation conditioning theory.
Having seen the importance of the employees in an organization, one cannot help admitting that the studies embarked upon so far on finding out what effective measures motivate employees in Nigeria is insufficient. This greatly accounts for the waste of resources that is something suffered in he course of motivating employees through unsuitable ways. A lot of money is sometimes poured into the pockets of employees and left to do the work of motivation. The students are not left out in this negligence because most of them rush into field where data for research is comparatively more accessible. Nigeria as a developing nation needs all its resources to be pulled in the best way.
That is why effort should be made as an instrument to enhance productivity so that organizations will maximize profits of companies leading to growth of the organization and the nation as a whole.
What actually motivates a worker has since posed problems. Many Nigerian managers and employees have a shallow view of the effective mode of motivation. They see motivation as a simple and ordinary process of making sure when necessary that Nigerian workers are provided with things like promotion, staff bus, fringe benefits and canteen. With this, they expect the desired increase in productivity to be automatic and certain. These are not effective enough to motivate workers for higher productivity. Without mumbling up issues, one can easily find out that effective and highly motivated employees improve on the quality of the organizational goal while poorly motivated employees can push aside the objective of the organization to result in poor performance.
The fact remains that any Nigerian managers have not been able to change the attitude of their workers to work. this study therefore attempts to find out what the employees of West African Examination Council expect and how best it could b realized with a view to motivating] them towards higher productivity. This will equally buttress the importance of effective motivation in the day-to-day management of various organizations.
1.3 PURPOSE OF THE STUDY
Numerous reasons have taken the researcher’s interest towards this study. The major purpose of this research is to identify and analyze the factors that are effective enough to motivate workers towards higher productivity in an organization through a case study of West African Examination Council, Enugu.
As a mater of fact, taking cognizance of the heavy salaries being paid to employees of public service in Nigeria, there is the need to ascertain the best way to make employees realize this fact and thus reciprocate employee’s effort and goodwill by increasing and enhancing productivity.
Attempts will also be mad to identify the causes of low morale among the workers of West African Examinations Council; Enugu with a view to recommending solutions of the organizations as a whole.
1.4 SIGNIFICANCE OF THE STUDY
The findings of this study will be immense help to the management of the West African Examinations Council. They will now appreciate the factors that actually motivate her employees and to what extent the incentives provided have really motivated them to efficiently increase their productivity. It is expected that suggestions made if and when applied will be enhanced industrial peace, interest and interpersonal relationship between the management and employees. Such relationship will reduce friction, stress and actually head to greater effectiveness of the council. This study will also identity problem capable of engendering conflicts within the council and ways of combating such problems will be recommended.
The above benefits also applied to all other government institutions that work with and achieve results through people, such than when there is industrial harmony in an organization the employees are satisfied and happy and will certainly put in their energies, efforts, wisdom, intelligence, not only accepting but also seeing responsibilities which are aimed at increasing productivity, efficiency and of course good public image. This study is also designed to assists management of various institutions in making polices that affect, p[elope in providing them with more effective ways pf causing them to incase their performance to work, resulting in increased productivity.
Finally, as an aspiring manager, this research will aim the researcher with the most effective ways of motivating employees to ensure optimal performance at a minimal cost. The piece will equally in no doubt, provide a basis on which further research could be conducted in future.
1.5 SCOPE OF THE STUDY
Motivation is such a wide area of study that an in-depth study on it is bound to be quite constraining in terms of resources like money, time, data and personnel. In view of this, the researcher cannot claim to have consulted all the works done by numerous other researchers in the filed.
The fact that the resources needed for the study are not available in the right proportion this study is now limited to finding out how effective the employees of the West African Examination Council, Enugu (both senior and junior) can be motivated to increase their performance towards a higher productivity.
1.6 RESEARCH QUESTIONS:
The researcher formulated two different hypotheses on the study namely: Null Hypothesis (Ho) and alternative hypothesis (H1). These hypotheses are either accepted or rejected upon certain tests being conducted later on in he chapter.
Null Hypothesis (HO): This hypothesis is based on the fact that only work environment created by leadership style has no effect on motivation of employees. This presupposes the fact that the managerial environment created by a superior for a subordinate will not increase or decrease performance. Moreover, the favourable atmosphere an employee is operating on will not help to increase his willingness to work. This also means that the motivation level or work attitude of the workers in the West African Examination Council will remain the same irrespective of who is supervising and how the person is conducting the supervision.
Alternative Hypothesis (HI): This hypothesis is based on the fact that only money (wages and salaries/cash incentives) motivates workers. This presupposes the fact that money and no other thing activities workers to increased performance.
In 1948, the University of Cambridge Local Examination syndicate and the university of London school examinations matriculation council discussed with the West African Departments Education the future policy of school examination as would best be suited to the needs of West African. Following this discussions, the late Dr. G. B. Jeffery F. R. S., Director of the University of London’s Institute of Education, was invited in October 1949, by the British Secretary of State for the colonies t visit West Africa to study and advise on a “proposal that there should be instituted a West African School Examination Council”.
After a three-month visit to West Africa, touring the Gambia, Sierra Leone, Ghana (than called the Gold Coast) and Nigeria from December 1949 to March 1950, Dr. Jeffery submitted a report strongly supporting the proposal for a West African Examination council and making detailed recommendations on the composition and duties of the council.
The report published in late March 1950, was adopted without reservation by the four West African Government and an ordinance establishing the council as a corporate body was drafted by the West African Inter-Territorial Secretariat in consultation with the Governments. The ordinance was first passed by the legislative Assembly of Gold Coast in December 1951 as the West African Examination Council ordinance No. 40 of 1951 and was later made effective by similar enactments by the governments of Nigeria, Sierra Leone and the Gambia.
The ordinance charged the council with determining the Examinations required in the public interest in West Africa and empowered it to conduct such examinations and to award certificates, provided that the certificates did not represent a lower standard of attainment than equivalent certificates of examining authorities in the United Kingdom.
A temporary office with a small staff headed by the late Mr. Kenneth Humpuneys, the first Registrar to the council, was set up at the offices of the West African Inter-Territorial Secretariat in Accra. Early in 1953, the Accra office moved to building near the former department of Education on Rowe Road, which the Gold coast government made available, and a site for more permanent offices secured at Achimota. Later in the year, the new office building at Achmota was occupied.
In Lagos, in the same year, the government of Nigeria also made available large block offices at the Technical Institute, Yaba, which became the seat of the Deputy Registrar. In Sierra Leone and Gambia, the council in the meantime, worked through the department of education. The council moved with permanent office buildings in Accra, Lagos and Freetown in 1958 including the fourth national office of the Council, which was opened in Banjul on 18th January 1973.
The West African Examination council is made up of members drawn from five countries of West Africa: names; Gambia, Ghana, Liberia, Nigeria Sierra Leone. Other members of the council are drawn from university institutions in the member counties and two overseas universities (Cambridge University and London University), WAEC operates through he council as constituted above headed by a chairman, committees made up of international, national and state committee meant for Nigeria only.
To ensure efficient administration, the Headquarters of the council is situated in Accra-Ghana while all member countries of the council have their own national offices. In Nigeria, the headquarters of the council is situated in Lagos. In order to cope with the ever increasing member of candidates taking WAEC examinations, the council took up a decentralization policy whereby zonal and branch offices were built in Nigeria. Enugu zonal office being one of zonal offices built has Makurdi branch offices attached to it. All the branch offices report to their controlling zonal offices while the zonal offices in turn report to the national offices that finally report to the Head office in Accra.
Enugu zonal office has the zonal coordinator as the head who controls the affairs of the numerous departments in the zone. Each department has a lot of sections attached to it as can be seen from the organization chart of Enugu zonal office – the case study of this research in Appendix B.
The council conducts many examinations that fall under four main categories:
National Examinations, International Examination, Examinations conducted in collaboration with other examining bodies and examinations conducted on behalf of other examining bodies. The National Examinations are restricted to the specific member countries for which they are developed and reflect their local policies, needs and aspirations whilst the international Examination are centrally developed for candidates in all the member countries. The council is also engaged in professional activities like Test Development, Test Administration and the conduct of Educational Research.
In the course of this research, these definitive meanings are attached to the terms.
Personal Environment: All external conditions that affect a single human being.
Personality: Qualities that made a person’s character. These include his impulses, habits, interest, sentiments, opinions and beliefs.
Authority: Authority is related to one’s position with the organization. It is the right to act or command others to act towards the attainment of organizational objectives and goals.
Need: The term “need” refers to any lack or deficit that inspires the health or the well being of an individual.
Drive: The term “drive” refers to the “energy” or “impetus” of behaviour. It implies movement, activity, and striving effort. It is not synonymous with need in the sense that need may exist in the absence of drive. On the other hard, need frequently can give rise to drive and drives are nature’s way of maximizing the organizer’s chance of doing something that will relieve needs.
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THE NATURE AND CONSEQUENCES OF JUVENILE DELINQUENCY IN NIGERIA: A STUDY OF ENUGU NORTH LGA, ENUGU STATE
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(A CASE STUDY OF THE WEST AFRICAN EXAMINATION COUNCIL, ENUGU)
CHAPTER ONE
INTRODUCTION 1
- BACKGROUND 1
- STATEMENT OF THE PROBLEM 6
- PURPOSE OF THE STUDY 7
- SIGNIFICANCE OF THE STUDY 8
- SCOPE OF THE STUDY 10
- HYPOTHESES 11
- HISTORICAL BACKGROUND OF WAEC 12
- DEFINITION OF TERMS 17
CHAPTER TWO
LITERATURE REVIEW
- MAN’S WORKING ENVIRONMENT 19
- MOTIVATION THEORIES AND NEEDS 23
- MOTIVATION TECHNIQUES 47
- VIEWS OF MOTIVATION 55
- INCENTIVES REINFORCES MOTIVATION 58
- MOTIVATIONAL MODELS 60
CHAPTER THREE
RESEARCH METHODOLOGY
- AREA OF STUDY 67
- SAMPLING POPULATION 67
- INSTRUMENTATION 68
- LIMITATIONS 70
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA 72
- QUESTIONNAIRE ADMINISTRATION
- TESTING OF HYPOTHESIS I 79
- TESTING OF HYPOTHESIS II 89
CHAPTER FIVE
CONCLUSION AND RECOMMENDATION 98
BIBLIOGRAPHY 103
APPENDIX I: QUESTIONNAIRE 104
APPENDIX II: ORGANIZATIONAL STRUCTURE OF WAEC ENUGU ZONAL OFFICE
CHAPTER ONE
1.1 INTRODUCTION
Productivity starts with the conceptualization of a product that is capable of satisfying a need and ends of the final consumer. A product, which constitutes the output or input of one company could turnout to be the input of another company.
The choice of writing on effective motivation as an instrument for enhanced productivity in an organization can be of major concern to many. Actually, I felt that not much has been contributed to enhance the productivity of many organizations. I therefore wish to evoke more means of finding a lasting solution to the numerous problems facing it.
The increasing forces of national and international competition, economic social and technological conditions, have awakened the funds of organizational management to develop and acquire new techniques and mechanisms to increase the level of organizational efficiency and effectiveness. This task requires the effective utilization of all available resources of the organization involved in production namely; money, materials and most especially labour which is the human resources.
Production is stratified into different states with their inherent activities. These activities have human connections. For instance, it is human being that sees need and thinks of a suitable product that is capable of satisfying the identified need. The same human effort is required in setting up a company, designing the product and also in employing labour at the different stages of the production line. One important point that challenges the employment of man in the production line is the automation. Moreover, it should not be forgotten that no matter the extent of automation, it is still man that presses the button that automates the line. The selling stage is monopolized by human effort with the exception of the vending machine.
It is now obvious that the human element being an indispensable factor of production in an organization enjoys on higher comparatives in dispensability with other factors f production in an organization. W. Jack Duncan (1978 :139) observes that: “organization has before considered human resources in terms of an infinite pool because of the endless supply of qualified individuals. As a pool has reduced to a drop, man now concentrated on developing, stimulating and maintaining an effective workforce at all skill levels through job design, management by objectives and skill training.
Generally, human beings were formally seen as people who could only be motivated towards increased performance only by money. Though presently, the though and attitude towards increased performance only by money. Though presently, the thought and attitude towards labour has changed for better as it is evident in the attention given to manpower planning and development, staff welfare, job challenge, achievement advancement and of course recognition.
Having seen the importance of the human element in an organization, it is equally necessary to ascertain the morale that make up the labour force. It is therefore not an over statement to say that productivity is a function of the morale of employees and vice versa.
Motivation is derived from the word motive. As defined by B. Berelson and G. A. Steiner (1964: 240) the word “motive” is an inner state that energizes, activates, or moves and that directs or channels behaviour towards goals”, this definition pre-supposes that all human behaviour are caused by an inner state of control. This inner state of control is the motive. Logically, once this motive is controlled or influenced, the action of the individuals concerned can be determined.
The word “motivation” is further defined form a managerial perspective by W. Jack Duncan (1978:140) as thus: “Motivation relates to any conscious attempt on the part of a person or group to influence the direction and rate of behaviour towards the accomplishment of organizational goals”. Going by this definition, it is obvious that motivation towards greater productivity is very dimensional in that all efforts geared towards it are to influence the person(s) concerned to act or perform certain activities towards a predetermined positive direction (organizational goals).
It is difficult to tackle the most dynamic factor of production, which is the human factor. This lies on the fact that there are no generally acceptable laws that govern human behaviour, rather there are theories and observed performance form which expected behaviour is predicted, these theories have gone a long way in helping the way against low morale and dissatisfaction in organizational world. The theories include Abraham Maslow “Hierarchy of Needs”.
Fredrick Herzber’g “Hygiene Approach. Others are victor Vroom’s” Expectancy Theory, Equity theory and operation conditioning theory.
Having seen the importance of the employees in an organization, one cannot help admitting that the studies embarked upon so far on finding out what effective measures motivate employees in Nigeria is insufficient. This greatly accounts for the waste of resources that is something suffered in he course of motivating employees through unsuitable ways. A lot of money is sometimes poured into the pockets of employees and left to do the work of motivation. The students are not left out in this negligence because most of them rush into field where data for research is comparatively more accessible. Nigeria as a developing nation needs all its resources to be pulled in the best way.
That is why effort should be made as an instrument to enhance productivity so that organizations will maximize profits of companies leading to growth of the organization and the nation as a whole.
- STATEMENT OF THE PROBLEM
What actually motivates a worker has since posed problems. Many Nigerian managers and employees have a shallow view of the effective mode of motivation. They see motivation as a simple and ordinary process of making sure when necessary that Nigerian workers are provided with things like promotion, staff bus, fringe benefits and canteen. With this, they expect the desired increase in productivity to be automatic and certain. These are not effective enough to motivate workers for higher productivity. Without mumbling up issues, one can easily find out that effective and highly motivated employees improve on the quality of the organizational goal while poorly motivated employees can push aside the objective of the organization to result in poor performance.
The fact remains that any Nigerian managers have not been able to change the attitude of their workers to work. this study therefore attempts to find out what the employees of West African Examination Council expect and how best it could b realized with a view to motivating] them towards higher productivity. This will equally buttress the importance of effective motivation in the day-to-day management of various organizations.
1.3 PURPOSE OF THE STUDY
Numerous reasons have taken the researcher’s interest towards this study. The major purpose of this research is to identify and analyze the factors that are effective enough to motivate workers towards higher productivity in an organization through a case study of West African Examination Council, Enugu.
As a mater of fact, taking cognizance of the heavy salaries being paid to employees of public service in Nigeria, there is the need to ascertain the best way to make employees realize this fact and thus reciprocate employee’s effort and goodwill by increasing and enhancing productivity.
Attempts will also be mad to identify the causes of low morale among the workers of West African Examinations Council; Enugu with a view to recommending solutions of the organizations as a whole.
1.4 SIGNIFICANCE OF THE STUDY
The findings of this study will be immense help to the management of the West African Examinations Council. They will now appreciate the factors that actually motivate her employees and to what extent the incentives provided have really motivated them to efficiently increase their productivity. It is expected that suggestions made if and when applied will be enhanced industrial peace, interest and interpersonal relationship between the management and employees. Such relationship will reduce friction, stress and actually head to greater effectiveness of the council. This study will also identity problem capable of engendering conflicts within the council and ways of combating such problems will be recommended.
The above benefits also applied to all other government institutions that work with and achieve results through people, such than when there is industrial harmony in an organization the employees are satisfied and happy and will certainly put in their energies, efforts, wisdom, intelligence, not only accepting but also seeing responsibilities which are aimed at increasing productivity, efficiency and of course good public image. This study is also designed to assists management of various institutions in making polices that affect, p[elope in providing them with more effective ways pf causing them to incase their performance to work, resulting in increased productivity.
Finally, as an aspiring manager, this research will aim the researcher with the most effective ways of motivating employees to ensure optimal performance at a minimal cost. The piece will equally in no doubt, provide a basis on which further research could be conducted in future.
1.5 SCOPE OF THE STUDY
Motivation is such a wide area of study that an in-depth study on it is bound to be quite constraining in terms of resources like money, time, data and personnel. In view of this, the researcher cannot claim to have consulted all the works done by numerous other researchers in the filed.
The fact that the resources needed for the study are not available in the right proportion this study is now limited to finding out how effective the employees of the West African Examination Council, Enugu (both senior and junior) can be motivated to increase their performance towards a higher productivity.
1.6 RESEARCH QUESTIONS:
- What are the factors that will be effective enough to motivate workers towards higher productivity in an organization?
- Why is effective motivation an instrument for enhanced productivity in an organization?
- Is there any use of effective motivation as an instrument for enhanced productivity is an organization?
- How has effective motivation enhanced productivity in an organization?
- HYPOTHESIS
The researcher formulated two different hypotheses on the study namely: Null Hypothesis (Ho) and alternative hypothesis (H1). These hypotheses are either accepted or rejected upon certain tests being conducted later on in he chapter.
Null Hypothesis (HO): This hypothesis is based on the fact that only work environment created by leadership style has no effect on motivation of employees. This presupposes the fact that the managerial environment created by a superior for a subordinate will not increase or decrease performance. Moreover, the favourable atmosphere an employee is operating on will not help to increase his willingness to work. This also means that the motivation level or work attitude of the workers in the West African Examination Council will remain the same irrespective of who is supervising and how the person is conducting the supervision.
Alternative Hypothesis (HI): This hypothesis is based on the fact that only money (wages and salaries/cash incentives) motivates workers. This presupposes the fact that money and no other thing activities workers to increased performance.
- HISTORICAL BACKGROUND OF WAEC
In 1948, the University of Cambridge Local Examination syndicate and the university of London school examinations matriculation council discussed with the West African Departments Education the future policy of school examination as would best be suited to the needs of West African. Following this discussions, the late Dr. G. B. Jeffery F. R. S., Director of the University of London’s Institute of Education, was invited in October 1949, by the British Secretary of State for the colonies t visit West Africa to study and advise on a “proposal that there should be instituted a West African School Examination Council”.
After a three-month visit to West Africa, touring the Gambia, Sierra Leone, Ghana (than called the Gold Coast) and Nigeria from December 1949 to March 1950, Dr. Jeffery submitted a report strongly supporting the proposal for a West African Examination council and making detailed recommendations on the composition and duties of the council.
The report published in late March 1950, was adopted without reservation by the four West African Government and an ordinance establishing the council as a corporate body was drafted by the West African Inter-Territorial Secretariat in consultation with the Governments. The ordinance was first passed by the legislative Assembly of Gold Coast in December 1951 as the West African Examination Council ordinance No. 40 of 1951 and was later made effective by similar enactments by the governments of Nigeria, Sierra Leone and the Gambia.
The ordinance charged the council with determining the Examinations required in the public interest in West Africa and empowered it to conduct such examinations and to award certificates, provided that the certificates did not represent a lower standard of attainment than equivalent certificates of examining authorities in the United Kingdom.
A temporary office with a small staff headed by the late Mr. Kenneth Humpuneys, the first Registrar to the council, was set up at the offices of the West African Inter-Territorial Secretariat in Accra. Early in 1953, the Accra office moved to building near the former department of Education on Rowe Road, which the Gold coast government made available, and a site for more permanent offices secured at Achimota. Later in the year, the new office building at Achmota was occupied.
In Lagos, in the same year, the government of Nigeria also made available large block offices at the Technical Institute, Yaba, which became the seat of the Deputy Registrar. In Sierra Leone and Gambia, the council in the meantime, worked through the department of education. The council moved with permanent office buildings in Accra, Lagos and Freetown in 1958 including the fourth national office of the Council, which was opened in Banjul on 18th January 1973.
The West African Examination council is made up of members drawn from five countries of West Africa: names; Gambia, Ghana, Liberia, Nigeria Sierra Leone. Other members of the council are drawn from university institutions in the member counties and two overseas universities (Cambridge University and London University), WAEC operates through he council as constituted above headed by a chairman, committees made up of international, national and state committee meant for Nigeria only.
To ensure efficient administration, the Headquarters of the council is situated in Accra-Ghana while all member countries of the council have their own national offices. In Nigeria, the headquarters of the council is situated in Lagos. In order to cope with the ever increasing member of candidates taking WAEC examinations, the council took up a decentralization policy whereby zonal and branch offices were built in Nigeria. Enugu zonal office being one of zonal offices built has Makurdi branch offices attached to it. All the branch offices report to their controlling zonal offices while the zonal offices in turn report to the national offices that finally report to the Head office in Accra.
Enugu zonal office has the zonal coordinator as the head who controls the affairs of the numerous departments in the zone. Each department has a lot of sections attached to it as can be seen from the organization chart of Enugu zonal office – the case study of this research in Appendix B.
The council conducts many examinations that fall under four main categories:
National Examinations, International Examination, Examinations conducted in collaboration with other examining bodies and examinations conducted on behalf of other examining bodies. The National Examinations are restricted to the specific member countries for which they are developed and reflect their local policies, needs and aspirations whilst the international Examination are centrally developed for candidates in all the member countries. The council is also engaged in professional activities like Test Development, Test Administration and the conduct of Educational Research.
- DEFINITION OF TERMS
In the course of this research, these definitive meanings are attached to the terms.
Personal Environment: All external conditions that affect a single human being.
Personality: Qualities that made a person’s character. These include his impulses, habits, interest, sentiments, opinions and beliefs.
Authority: Authority is related to one’s position with the organization. It is the right to act or command others to act towards the attainment of organizational objectives and goals.
Need: The term “need” refers to any lack or deficit that inspires the health or the well being of an individual.
Drive: The term “drive” refers to the “energy” or “impetus” of behaviour. It implies movement, activity, and striving effort. It is not synonymous with need in the sense that need may exist in the absence of drive. On the other hard, need frequently can give rise to drive and drives are nature’s way of maximizing the organizer’s chance of doing something that will relieve needs.
Download our android mobile app for more materials
ORDER NOW
COMPLETE MATERIAL COST N2,500 Or $10. FRESH PROJECT MATERIAL COST 50,000 NAIRA FOR UNDERGRADUATE, OTHERS 100,000 -200,000 NAIRA.
THE NATURE AND CONSEQUENCES OF JUVENILE DELINQUENCY IN NIGERIA: A STUDY OF ENUGU NORTH LGA, ENUGU STATE
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Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
Account Number: 0117780667.
Swift Code: GTBINGLA
Dollar conversion rate for Naira is 175 per dollar.
ATM CARD: YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY.
OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.
form>DELIVERY PERIOD FOR BANK PAYMENT IS LESS THAN 24 HOURS
CALL OUR CUSTOMERS CARE OKEKE CHIDI C ON : 08074466939,08063386834.
AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO
08074466939 or 08063386834, YOUR PROJECT TITLE YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.
WE HAVE SECURITY IN OUR BUSINESS.
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