Sunday 5 April 2015

Bank credit | Neo-classical Model and Endogenous Growth Theory

Bank credit | Neo-classical Model and Endogenous Growth Theory 

Credit is the extension of money from the lender to the borrower. Spencer (1977) noted that credit implies a promise by one party to another for money borrowed or goods and services rendered. Credit cannot be divorced from the banking sector as banks serve as a conduct for funds to be received in form of deposits from the surplus units of the economy and passed on to the deficit units who need funds for productive purposes.
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THEORY OF FINANCIAL INTERMEDIATION | THEORY OF ECONOMIC GROWTH

THEORY OF FINANCIAL INTERMEDIATION

Credit is an important aspect of financial intermediation that provides funds to those economic entities that can put them to the most productive use. Theoretical studies have established the relationship that exists between financial intermediation and economic growth. For instance, Schumpeter (1934), Goldsmith (1969), McKinnon (1973) and Shaw (1973) in their studies, strongly emphasized the role of financial intermediation in economic growth. In the same vein, Greenwood and Jovanovich (1990) observed that financial development can lead to rapid growth. In a related study, Bencivenga and
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Saturday 4 April 2015

EVALUATION OF TEAM WORK IN THE HOTEL INDUSTRY DATA PRESENTATION AND ANALYSIS

CHAPTER FOUR DATA PRESENTATION AND ANALYSIS

4.1       INTRODUCTION

This chapter provides a statistical analysis and presentation of data collected for the purpose of deducting the reactions of respondents to question raised. Attempt was made to classify and analyse response obtained through the questionnaire according to the respondents demographic data and further analysis to answer research questions that was raised in the previous chapter.

In this study, a total of 60 questionnaires were distributed. This represents 100% responses to the questionnaires.

4.2       ANALYSIS OF RESPONDENTS
BIO-DATATABLE 1: Age Distribution

VARIABLES
FREQUENCY
PERCENTAGE (%)
20-25years
32
53.3
26-49years
18
30
50-59years
10
16.7
60years and above
-
-
Total
60
100

Table 1 represents the classification and analysis of respondents by age. It shows that 53.3% of the respondents were between the age bracket 20-25years, 30% were between 26-49years of age, 16.7% were between 50-59years. While none of the respondents falls within the age group of 60years and above. This implies that majority of the respondents are mature, thus, achieving the objective of study appears realistic.

TABLE 2: Sex Distribution

VARIABLES
FREQUENCY
PERCENTAGE (%)
Male
28
46.7
Female
32
53.3
Total
60
100

Table 2 indicates that 46.7% of the respondents are males and 53.3% were females. This is a typical example of gender distribution in the society where female seems to dominate in the hospitality industry.

TABLE 3: Marital Status Distribution
VARIABLES
FREQUENCY
PERCENTAGE (%)
Single
36
60
Married
24
40
Total
60
100

Table 3 indicates that 60% of the respondents were singles while 40% were married. This implies that respondents were responsible and their contribution to this study would be highly significant.

TABLE 4: Nationality Distribution
VARIABLES
FREQUENCY
PERCENTAGE (%)
Nigerian
60
100
Non-Nigerian
-
-
Total
60
100

Table 4 indicates that all the respondents representing 100% were Nigerians. This means that most enterprise in the hospitality industry are owned by Nigerians.

TABLE 5: Education Level

VARIABLES
FREQUENCY
PERCENTAGE (%)
SSCE
4
6.7
ND/NCE
18
30
HND/B.Sc
20
33.5
Ph.D/M.Sc
12
20
Others
6
10
Total
60
100

Table 5 shows that 6.7% of respondents are SSCE holders, 30% are ND/NCE qualified, another 33.5% are HND/B.Sc qualified while 20% are Ph.D/M.Sc holders. The remaining 10% represents other forms of qualification. Majority of the respondents are HND/B.Sc, thus their views will be of significant input in this study.

4.3       DATA PRESENTATION AND ANALYSIS ACCORDING TO THE RESEARCH QUESTIONS

These are views and opinions of the respondents as they relate to the issue of teamwork in the hospitality industry in Nigeria. The purpose is to collate and interpret divergent opinions of the respondents using statements.

TABLE 6: Teamwork is encouraged and practiced in this organization
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
32
53.3
Agreed
28
46.7
Undecided
-
-
Strongly Disagreed
-
-
Disagree
-
-
Total
60
100
Table 6 indicates that 53.3% of the respondents strongly agreed and another 46.7% agreed to the statement above, while neither of the respondents disagreed nor were undecided about the question. As 100% of agreed to the statement, this implies that teamwork exist in the hospitality industry.

TABLE 7: Employees put the interests and priorities of the organization or unit ahead of the interests and priorities of their respective jobs or functions.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
20
33.3
Agreed
24
40
Undecided
-
-
Strongly Disagreed
6
10
Disagree
10
16.7
Total
60
100

Table 7 indicates that 73.3% of the respondents agreed to the statement above, while 26.7% disagree with it. The majority view reveals that employees put the interest of organization first and thus make the organization thrive.

TABLE 8: Employees obtain and use all the needed information and assistance from others when solving problems or making decisions.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
24
40
Agreed
28
46.7
Undecided
6
10
Strongly Disagreed
-
-
Disagree
2
3.3
Total
60
100
Table 8 indicates that 86.7% of the respondents agreed to the statement above while 33% disagreed with it and another 10% were undecided about the question. The majority view shows that employees depends on each others.

TABLE 9: The employees are organized and structured suitably for the tasks they have to perform.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
10
16.7
Agreed
38
63.3
Undecided
6
10
Strongly Disagreed
2
3.3
Disagree
4
6.7
Total
60
100
Table 9 indicates that 80% of the respondents agreed to the statement, while 10% of the respondents disagreed with it and another 10% of the respondents were undecided about the question. The majority view shows that employees are organized and structured suitably for the tasks they had to perform.



TABLE 10: Conflict between or among employees are handled promptly and effectively.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
20
33.3
Agreed
16
26.7
Undecided
12
20
Strongly Disagreed
8
13.3
Disagree
4
6.7
Total
60
100

Table 10 indicates that 60% of the respondents agreed to the statement, while 20% disagreed with it and another 20% of the respondents were undecided about the question. The majority view reveal that conflict between or among employees are handled promptly and effectively.

TABLE 11: The workers make good use of the time they spend together.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
2
3.3
Agreed
22
36.7
Undecided
16
26.7
Strongly Disagreed
6
10
Disagree
14
23.3
Total
60
100

Table 11 indicates that 40% of the respondents agreed to the statement, while 33.3% of the respondents disagreed with it and another 26.7% of the respondents were undecided about the question. The majority view shows workers make good use of the time they spend together.

TABLE 12: Decision making processes and methods are appropriate and effective.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
26
43.3
Agreed
24
40
Undecided
9
10
Strongly Disagreed
-
-
Disagree
4
6.7
Total
60
100

Table 8 indicates that 83.3% of the respondents agreed to the statement above while 6.7% disagreed with it and another 10% were undecided about the question. The majority view shows that decision making process and methods are appropriate and effective.


TABLE 13: Problem solving processes and methods are appropriate and effective.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
20
33.3
Agreed
24
40
Undecided
-
-
Strongly Disagreed
6
10
Disagree
10
16.7
Total
60
100

Table 7 indicates that 73.3% of the respondents agreed to the statement above, while 26.7% disagree with it. The majority view reveals that problem solving processes and methods are appropriate and effective.

TABLE 14: Employees express their opinions honestly and openly to management.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
2
3.3
Agreed
6
10
Undecided
26
43.3
Strongly Disagreed
2
3.3
Disagree
24
40
Total
60
100

Table 14 indicates that 13.3% of the respondents to the statement, while 43.3% disagreed with it and another 43.3% of the respondents were undecided about the question. The majority view shows respondents were undecided about view.

TABLE 15: There is a strong feeling of teamwork and cooperation in this organization.
VARIABLES
FREQUENCY
PERCENTAGE (%)
Strongly Agreed
12
20
Agreed
18
30
Undecided
6
10
Strongly Disagreed
10
16.7
Disagree
14
23.3
Total
60
100

Table 15 indicates that 50% of the respondents agreed to the statement above while 40% disagreed with it and another 10% of the respondents were undecided about the question. The majority view shows that there is a strong feeling of teamwork and cooperation in the organization.

4.4       TESTING OF RESEARCH HYPOTHESIS

The research hypothesis is tested using chi-square statistical test for decision on the hypothesis. The chi-square test is represented with the following formulae:
X2cal   = ∑(O – e)
                   e


Where         O – Observed frequency
                   e – Expected frequency
                   ∑ - Summation
Degree of freedom = (K-1) (5-1) (4)
Level of significance = 5% = 0.05
Table X2 (k-1) = (0.05, 4) = 9.488

DECISION RULE

If x2 calculated exceeds x2 tabulated at 0.05 level of significance and (4) degree of freedom, then the null hypothesis (H0) should be accepted while the alternative hypothesis (H1) should be rejected.

TESTING OF HYPOTHESIS 1

This hypothesis is formulated to test if teamwork is effective in hospitality industry. Stated below are the null hypothesis and alternative hypothesis (H1).
H0:    Teamwork contributed immensely to the decision making processes and methods of the hospitality industry.
H1:    Teamwork contributed immensely to the decision making processes and methods of the hospitality industry.

TABLE 20: Chi-Square Contingency Table with Reference to Table 12

VARIABLES
o
e
o-e
(o-e)2
o-e2/e
Strongly Agreed
26
12
14
98
8.2
Agreed
24
12
12
72
6
Undecided
6
12
-6
18
1.5
Strongly Disagreed
-
12
-12
72
6
Disagree
4
12
-4
32
2.7
Total




24.4

Where; expected frequency (e)        = 60  = 12
                                                            5
X2cal = 24.4
X2tab = (0.05, 4)  = 9.488

DECISION RULE

Since the X2cal (24.4) is greater than (>) the X2tabulated (9.488), at 0.05 level of significance and 4 degree of freedom, the null hypothesis (H0) is accepted and we conclude that teamwork contribute immensely to the decision making processes and methods of the hospitality industry.

TESTING OF HYPOTHESIS II

This hypothesis is formulated to test if policies are in place to encourage the establishment and development of small and medium scale enterprises in Nigeria. Stated below are the null hypothesis (H0) and alternative (H1) hypothesis.
H0:   The employees are organized suitably for the tasks they have to perform.
H1:    The employees are not organized suitably for the tasks they have to perform.

TABLE 21: Chi-Square Contingency Table with Reference to Table 9

VARIABLES
o
e
o-e
(o-e)2
o-e2/e
Strongly Agreed
10
12
-2
4
0.2
Agreed
38
12
26
676
28.2
Undecided
6
12
-6
36
1.5
Strongly Disagreed
2
12
-10
100
4.2
Disagree
4
12
-8
64
2.7
Total




36.8

Where; expected frequency (e)        = 60  = 12
                                                            5
X2cal = 24.4
X2tab = (0.05, 4)  = 9.488

DECISION RULE

Since the X2calculated (36.8) is greater than the X2tabulated (9.488), at 0.05 level of significance and 4 degree of freedom, the null hypothesis (H0) is accepted and we conclude that the employees are organized suitably for the tasks they perform.

CHAPTER FIVECONLUSION AND RECOMMENDATIONS

5.1       CONCLUSION

Teamwork in the hospitality can help the organisation achieve its objectives as well as bring fulfillment to individual team members. Considering the service nature of the industry, organisational success can only be achieved with effective teams. Teams should not be mistaken, there with groups of people working individually with no collection team objective.

It is imperative that teams are facilitated to develop from groups and management concern for team building will boast team development through active member participation. Management can help team members grow by understand the theory of what motivates people to work. With proper motivation, people can sacrifice the time and energy into the corporate objective.

Effective leadership enhances team performance and improves communication among team members. An effective team leader should develop the competence of team member relevant to the best and not dwell  on the attributes of feeling and lifestyle of member.

Communication is also important among departments and sectional teams so that their collective efforts can be harnessed.

In order to improve communication, it is important that the right medium is used and  when it is expressed orally, the body  language, pasture, facial expression of and gestures all communication what is actually meant.

5.2   RECOMMENDATION

1.      Team building and development should be incorporated into the training programmes of hospitality enterprises.  Infact, there should be a policy on team recognition and appraised and appraised at the end of the financial year.
2.      For team  effectiveness teams should be given adequate  material time and psychological support by management to give members a feeling of worth and appreciation.
3.      Effective team leaders should be drawn from people who are able to listen and communicate with team members.
4.      There should be an established line of communication that is devoid of the formalities in reaching senior colleagues, senior colleagues should be easily approachable by their subordinates.
5.      Team performance should be evaluated and appraised. There should be a flow for receiving feedback and reviewing methods of achieving team responsibility.

REFERENCES


1.      Boella M. H. (1973): Personal Management in The Hotel and Catering Industry, London Gower Publishing Company.

2.      Cole G. A. (2002), Personnel and Human resource Management (5th ed) London, 3000k Power.

3.      Katzenbach J. R. and Smith D. K. (2004), Harvard Business Revises on Teams that succeeds, Harvard Business Publishing Corporation.

4.      Margerison C. and Mccann D. (1990) Team Management Practical New Approaches, London Mercury Books, Gold Arrow Publishing Limited.

5.      Rickards T. and Mogers. (1999) Handbook for Creative Team Leaders, London Gower Publishing Limited, Groft Road.

6.      Wheelan S. A. (1999) Creating Effective Teams California, Sage Publication Incorporated.

APPENDIXQUESTIONNAIRE ON
EVALUATION OF TEAMWORK IN THE HOSPITALITY INDUSTRY

Please tick (√) where appropriate from the option provided below.
1.           Age:
20 – 25years                 (     )
26 – 30years                 (     )
31 – 49years                 (     )
50years and above       (     )

2.           Sex:
Male                              (     )
Female                          (     )

3.           Marital Status:
Single                            (     )
Married                         (     )

4.           Nationality:
Nigerian                        (     )
Non-Nigerian                (     )

5.           Educational Level
SSCE                             (     )
ND/NCE                       (     )
HND/B.Sc                     (     )
Ph.D/M.Sc                    (     )
Others (Specify) ____________________________

SECTION B

Kindly tick (√) where appropriate in the box
Scoring key on a 5-point scale
Strongly Agree     (SA)
Agree                             (A)
Disagree              (D)
Strongly Agree     (SD)
Indifferent            (I)

S/N
RESEARCH QUESTION
SA
A
D
SD
I
6.    
Teamwork is encouraged and practiced in this organization





7.    
Employees put the interests and priorities of the organization or unit ahead of the interests and priorities of their respective jobs or functions.





8.    
Employees obtain and use all the needed information and assistance from others when solving problems or making decisions.





9.    
The employees are organized and structured suitably for the tasks they have to perform.





10.    
Conflict between or among employees are handled promptly and effectively.





11.    
The workers make good use of the time they spend together.





12.    
Decision making processes and methods are appropriate and effective.





13.    
Problem solving processes and methods are appropriate and effective.





14.    
Employees express their opinions honestly and openly to management.





15.    
There is a strong feeling of teamwork and cooperation in this organization.





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