Technology Management Lessons From The Privatization Of NITEL (NIGERIA TELE COMMUNICATION LIMITED)
TITLE PAGE i
CERTIFICATION ii
DEDICATION iii
ACKNOWLEDGEMENT iv
CHAPTER ONE
GENERAE INTRODUCTION 1
STATEMENT OF THE PROBLEM 2
OBJECTIVE OF THE STUDY 3
RESEARCH HYPOTHESIS 4
SIGNIFICANCE OF THE STUDY 5
SCOPE AND LIMITATIONS OF THE STUDY 6
HISTORICAL BACKGROUND OF CASE STUDIES 7
NEPA
NITEL
REFERENCES 16
CHAPTER TWO
2.0 LITERATURE REVIEW 17
2.1 PRIVATIZATION… A GENERAL OVERVIEW 17
2.2 PRIVATIZATIONPROGRAMME IN NIGERIA. 22
23 OBJECTIVES OF PRIVATIZATION-
PROGRAMMES IN NIGERIA. 28
2.4 IMPLEMENTATION ARRANGEMENT FOR THE PRIVATIZATION/
COMMERCIALIZATION PROGRAMMES. 33
IMPACT AND FUTURE PROSPECTS OF THE PRIVATIZATION/ COMMERCIALIZATION PROGRAMMES IN NIGERIA 37
APPRAISAL OF THE TECHNICAL COMMITTEE OF PRIVATIZATION
/COMMERCIALISA4TION SINCE INCEPTION 42
REFERENCES 47
CHAPTER THREE
RESEARCH METHOD AND DESIGN 51
INTRODUCTION 51
RESEARCH METHOD AND DESIGN 51
SOURCES OF DATA 52
POPULATION AND SAMPLE SIZE DETERMINATION. 53
REFERENCES 56
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA 57
PRESENTATION OF DATA 57
HYPOTHESIS TESTING AND DATA ANALYSIS 69
CHAPTER FIVE
FINDINGS, RECOMMENDATION AND CONCLUSION 81
SUMMARY OF FINDINGS 81
RECOMMENDATIONS 82
CONCLUSION 85
REFERENCES 86
BIBLIOGRAPHY 87
APPENDIX 102
CHAPTER ONE
1.0 GENERAL INTRODUCTION
All over the world, the public service as a matter of experience has not been known for their capacity to create wealth. Consequently, public enterprises have usually been perceived as drain pipes, thus creating budgetary strains and avoidable burden on the economy. It became a national policy imperative therefore to disengage the public sector from those areas where the private sector has the comparable advantage to perform, while letting the State concern itself with the provision of infrastructure, security and the enabling environment for business to thrive through enhanced wealth creation.
It is important to observe that for many developing countries like Nigeria, it was perhaps unavoidable for the government, in an earlier epoch, to promote the initial investments in the early phase of national development when the private sector was almost non-existent. Unfortunately, the government got herself so involved in business that could best be tackled by the private sector, that government could no longer perform her traditional functions: the provision of infrastructure and security through the maintenance of law and order as well as the promotion of an enabling and conducive environment for investments and wealth creation. (Any a, O. A., 2000 p4)
1). The import of this economic step is anchored on “the belief that entrepreneurs can manage the industries and can operate services more efficiently and at a lower cost than the public enterprise. (Onodugo,V.A. 1995 P3).
The introduction of privatization fourteen (14) years ago has provoked a lot of public attention and discussion. However, it is clear that as opposed to the 1980s when there were two strong schools of thought on privatization – one for and another against, dissenting voices are much fewer these days. This perhaps, may be an indication of the widespread acknowledgement and
acceptance that the merits of privatization far outweigh its demerits.
It is therefore the purpose of this study to critically analyze this government policy of privatization and commercialization, with a view to finding out whether it has the economic remedy, for which it is meant. In doing this, the researcher will carry out investigation using two government parastatals namely – The Nigerian Telecommunication Limited (NITEL)
STATEMENT OF THE PROBLEM
The economic depression of the late 1930’s with it’s deep and severe consequences coupled with the revolution in the Union of Soviet Socialist Republic (USSR) led to a situation where governments, that hitherto had no business in running enterprises, dabbled into business. This became possible when private sector enterprise, especially in Western Europe collapsed due to the recession.
Nigeria, like many African countries on attaining independence, embarked on establishment of public enterprises. The oil boom of the 70’s further accelerated the growth of the public enterprises. Government presence was felt in virtually every aspect of our economy such that “it became the largest producer, the largest consumer, the biggest employer, the biggest owner of property, the biggest investor, the biggest insurer and the biggest debtor’ (Ubaigboma 1995 P. 8).
However, by the 1980s, it was clear that a nightmarish mistake has been done indicated by the common features of the public enterprises, which are huge annual losses, gross inefficiencies, low returns, mismanagement etc. All these necessitated a move towards competitive market system by the use of economic tools of domestic Deregulation, Privatization (Iromantu,
1999).
Privatization has become a major element of economic reform and an important instrument for advancing the global competitiveness of nations. It is therefore, the problem of this study succinctly examine and analyze the extent to which the objectives of the privatization programmes have been achieved with special reference to the Nigeria Telecommunication Limited (NITEL)
The above problem brings to the fore the following sub-problems: –
1. What effect will the privatization of public enterprises have on the economy of Nigeria?
2. Whether the privatization programmes has improved management efficiency?
3. Whether the parastatals have achieved the much-needed economic objectives for which it was set out to pursue?
4. Are the structures put in place for the proper implementation of the privatization programme adequate?
5. What do the general public stand to benefit from the privatization programme?
OBJECTIVE OF THE STUDY:
The main aim of the study is on Technology Management Lessons From The Privatization Of NITEL (NIGERIA TELE COMMUNICATION LIMITED)
The specific objective of this research work:
1. To identify any organizational structure of NITEL that is interfering with the effective realization of the objectives of the privatization programmes.
2. To examine the incessant interference of government and their agencies on these parastatals and establishing whether it contributes to their inefficiency.
3. To ascertain the public assessment of the economic policy, using their perception of the services rendered by NITEL .
4. To examine the reasons these public enterprises suffer from lack of purpose, role conflict and misplaced objectives.
5. To determine the extent to which the privatization programme have had a positive impact on the operations of NITEL .
RESEARCH HYPOTHESIS:
For the purpose of achieving a reasonable degree of accuracy and relevance in this research work, the following hypothesis have been posited and tested.
1. That NITEL have not attained higher productivity levels since implementation of privatization and commercialization.
2. That there has been no improvement in economic growth as indicated by increases in government income, per capita income and GDP since the implementation of the programme.
3. That there has not been marked improvement in the management efficiencies of NITEL since privatization and commercialization.
4. That the services rendered by NITEL have not improved reasonably since the privatization programme was implemented.
SIGNIFICANCE OF THE STUDY
The services sector has enlarged to become a dynamic sector whose importance has continued to rise in most economies in the late 1980s and the 1990s. The sector currently represents over 60% of GNP in most of the developed economies. There is no doubt that these public enterprises are growing in importance over the years. In Nigeria, the number of public enterprises has increased tremendously and now occupies a central position on the economy and has therefore become major instrument of development (Project Work).
These have necessitated increasing investments in these enterprises by the government but inspite of these investments, the returns have been extremely poor. The public sector has thus gained the reputation of constituting sources of waste, and being inefficient coupled with bad attitude to work, undue interference, corruption and low morale.
It is therefore the objective of this study to determine the root cause of these problems and to proffer probable solutions or directions to follow. In the view of this, it is therefore hoped that the study of the effect of the privatization programmes in two parastatals NITEL both in Enugu, will help the management and indeed the government in the formulation of effective policies to enable them continue the implementation of these programmes.
It is also hoped that workers, the society and especially scholars who might wish to conduct further research on the subject matter in the future will find it very reliable.
SCOPE AND LIMITATIONS OF THE STUDY:
.
Whenever a research of this nature is being conducted, there is bound to be some constraints militating against the study.
A major area of limitation was the attitude of respondents most of which were non-cooperative, nonchalant, illiterate and ignorant about the subject of study and this heavily hindered the completion of the questionnaires.
Another major area of limitation was the unavailability of secondary sources of data considering the fact that both parastatals are yet to be privatized.. This constituted a major set back as there was basically nothing on which judgments and inferences could be based on.
Finally, this study was also constrained in terms of time, money and logistics and of which none came cheap.
HISTORICAL BACKGROUND OF CASE STUDY:
THE NIGERIAN TELECOMMUNICATION LIMITED (NITEL), ENUGU
The Nigerian Telecommunication Limited (NITEL) started as a postal branch of the British Post Office in 1851 and in 1885 an internal telecommunications arm with better system of telecommunications was established to serve the interest of the colonial masters. In 1966, the Postal and Telecommunications (P&T) a quasi- commercial department of the Ministry of Communications was formed and backed by Decree 22 of the miscellaneous provisions. In 1985, the Nigeria Telecommunications limited was formed.
The external telecommunications concerned with the provision of direct telegraph services between Nigeria and London, made possible hi 1886 by the African District Telegraph (ADT) and the Cable and Wireless Company of London. In 1997, the Federal Government acquired 51% equity ownership of the Cable and Wireless Company and changed its name to Nigerian External Telecommunications (NET) Limited. By 1972, the government acquired the remaining 49% and made it a Federal Government wholly owned company which was to provide external telecommunications services.
In 1984, P&T and NET were merged and incorporated as a Limited Liability Company under the companies Decree of 1968.
This merger saw the birth of the Nigerian Telecommunications Limited (NITEL), which officially kicked off on 1st January 1985. On 22nd May 1992, there was a contract agreement between the Federal Government, NITEL and the Technical Committee on Privatization (TCPC), now known as the Bureau of Public Enterprises (BPE). This agreement marked the beginning of the era of Privatization of NITEL, which will now become NITEL Plc.
On incorporation, the company had an authorized share capital of N 4,000,000 shares of N 1.00 each with N 2,000.000 fully paid up by Government. This was reviewed in 1992 when the company was re-registered as a Public Limited Company with an authorized share capital of N 5.5 billion all of which was fully paid. In almost a century of providing telecommunications services, Nigeria could boast only of 250,000 lines most of which were of the analogue technology. The transmission link was also mainly of the analogue system while the two gateways located at Oyo State and Kaduna State were aging and going out of fashion.
NITEL was also characterized with other problems such as undue interference from the government, labor turnover, management inefficiency, fraudulent practices by some staff, abandoned projects, uneconomic investment decisions, low returns, inadequate network capacity, low tariff structure and delayed dial tone. To overcome these problems and more, long term development strategies were mapped out during the formative years, but these strategies hardly saw the light of day because of the limited power of NITEL, as they relate to decision making and policy implementation.
To overcome these, the Government decided to embark on commercialization of the company, which took off in May 1992. This action granted NITEL autonomy especially as regards business oriented and customer oriented decisions. This enabled it embark on network expansion and to adequately maintain existing facilities and modernize others. The effect of these developments resulted in the provision of digital facilities in Abuja (20,000 lines), Lagos (45,000 lines), Kaduna (10, 000 lines), Enugu (30, 000 lines) and Ibadan (25, 000 lines).
NITEL also extended its services to the rural areas with the installation of digital exchanges using the colophony technology. On the part of International Connectivity, NITEL established dual antenna (digital) satellite earth stations in Lagos and Enugu and a third to be finished in Kaduna. In addition to the conventional services of telephone, telex and fax, NITEL also introduced value- added services like Mobile Cellular Phone System, Voice mail, Paging Services and Internet services.
 

ABSTRACT
 
This study examined the Corporate Social Responsibilities (CSRs) of Shell Petroleum Development Company (SPDC) and Nigeria Agip Oil Company (NAOC) for Sustainable Community Development in Rivers State. Five research questions and three null hypotheses were posed for the study. The research design adopted was the survey design. The population of the study comprised of the Community Development Committee (CDC), Shell and Agip Community Liaison Officers (CLOs) who were the indigenes of the oil communities. The populationalso include staff of the Corporate Community Relation Department of SPDC and NAOC. The total sampled size was 731 respondents representing 35% of the targeted population. The instruments used for data collection were questionnaire, focus group discussion and interview. The research questions were analyzed using percentages and mean statistic. T test was utilized in testing the hypotheses at 0.05 level ofsignificance. The result of the study revealed that Shell CSR was not well known by the host communities,while Agiphave CSR for sustainable development of their host communities. Shell and Agip through CSR contributed positively in resolving conflicts in their host communities. Shell through CSR could not contribute muchto socio-economicdevelopment of the host communities while Agip through CSR contributed to socio-economic development of their host communities. The companies (Shell and Agip)  through CSR could not mitigate the environment of their host communities. Based on the findings the following recommendations were made: Oil companies should recognize their responsibilities, the host communities expectations and develop partnership as preferred model for their community development activities for peaceful co-existence. The oil bearing communities should try as much as possible to be a good host to these oil multinational companies by providing a safe and conflict free environment for them. The government should provide an enabling environment for sustainable development through CSR principles and practices and also leading by examples

ABSTRACT

 
This study entitled ― Analysis Of Factors Affecting Employee Productivity
focused on looking at the real issues that either increase or reduce the levels of employee productivity. The study was guided by the main objective which was to determine the perceived factors that affect employee productivity. This study is anchored on three theories, namely; the goal settings theory, the systems theory and the organizations theory. The goal settings theory argued that when specific goals that are difficult to achieve are set up by the organization, it will automatically lead to high levels of employee productivity because the employees will be working hard to meet the set goals or the target. The second theory was the systems theory which argued that an organization comprised of different segment within its structures and if the organizations has to increase on its levels of production, then the various systems within the organization must have a shared vision, support each other. This will help to raise the levels of employee productivity. Finally the organizations theory argued that it‘s the organization which is responsible for shaping the attitudes and behaviors of its employees, the organization has to realign all its structures in the right manner and put in place an organizational culture that will make the employees to raise their levels of productivity. The study had a target population of 300 employees and a sample size of 150 respondent‘s .The study adopted a stratified sampling technique whereby all the employees were categorized into the existing departments at the Nigerian bottling company with its  headquarters in Enugu state. Primary data was collected using the self-administered questionnaires. The questionnaire was divided into two major parts A & B where section A contained the bio data of the respondents while section B covered the statements on the perceived factors affecting employee productivity. Data was collected using the process of a drop and pick up later method. The study found out that a number of factors that affected employee productivity included the following; the style of leadership in the organization. If the leadership was progressive and acted as an inspiration to the employees, the levels of employee productivity are likely to go high. The communication systems in the organization; if the organization has got proper mechanisms that promote good communication, productivity will be high and the reverse is also true. Thirdly the proper training that the employees are taken through, performance appraisals, motivational levels of the employees, knowledge, skills and attitudes that employees have. In view of these the study recommends that the leadership of the Nigerian bottling company needs to change on its style of leadership so that it becomes responsive to the needs of the employees and inspire confidence in the employees. Secondly the study recommends that proper communication systems needs to be reorganized and strengthened so that it fosters communications in the organization both vertically and horizontally. Thirdly the study recommends that the existing policies on employee promotions at the Nigerian bottling company should be sponsored for further training either internally or in workshops, seminars and conferences so as to sharpen on their knowledge and skills and finally the study recommends a further research on the area of government employment policy in relation to the employee productivity and a similar study to be carried out on other non- governmental organizations and public organizations.\

CHAPTER ONE INTRODUCTION

            Background of the Study

 
Stringer (2007) noted that globally organizations both public and private usually rate the levels of productivity and perceptions of their employees as a yard stick of the overall performance and progress of their institutions. This is the most reliable parameter of assessing the general performance of the organization. This parameter has been tried, tested and proven right, in that if the employees are better trained, better paid and remunerated, and constantly motivated, their perceptions would be positive and their levels of productivity will be high and the employees who are unhappy, poorly paid, poorly trained and possess negative attitude towards the organization that they work for will have negative perceptions and will do nothing other than registering a low level of productivity. This parameter has been trusted by most employers and the employees themselves. Stringer further observes that employees who are well taken care of by the organization will develop a positive attitude towards the company and they will feel empowered, recognized and encouraged. This means that they will enjoy their work unlike complacent employees who will be working because of a pay check. The levels of productivity of the former are likely to be higher than those of the latter.
 
 
This study was anchored on three theories, namely the goal setting theory, the systems theory and the organizations theory. Goal setting theory argues that when specific goals that are difficult to achieve are set up by an organization, it will automatically lead to high levels of performance because employees will be working hard to meet the set goals
 
or the target, however the study has noted that by the fact that an organization has set goals that are challenging. It does not automatically lead to increased productivity when it is left on its own; instead it requires the support of the levels of commitment, team work, and good working relations of employees and the employer to increase the levels of productivity. The second theory is the systems theory which advances the argument that organizations comprises of different segments within its structures, and if the organization has to increase its levels of production, then the various systems within the organization must have a shared vision, support each other, properly identifies the capability of its employees as well as working in support of each other. This therefore means that each sub-system must work hard to improve productivity, if an employee performs poorly, he will affect the entire sub-system, and finally the organizations theory argues that it‘s the organization which is responsible for shaping the attitudes and behaviors of its employees. Therefore the organization must realign all its structures in the right manner and put in place a viable organizational culture that will enable it to realize its primary goal which is to increase on its levels of productivity.
 
 
Samantha (1994) defines Employee productivity as the relationship between the output (goods and services produced) to input (consumed resources in the manufacturing, as well as the transformation process). Banolack (1997) on the other hand defines Employee productivity as how much and how well employees produce more with fewer resources. This means that if employees produce more with less resource, productivity is high or if the same products are produced with less resources productivity is also high. Weinrich & Koontz (1994) defined the term productivity to be that term that acts as a ratio between the inputs and the out puts in a specified time frame. This is done in comparison to the quality of the product. This means that in order to measure the levels of productivity, one will have to look at the extent to which the intended goals of the organization have been met and how quality standards of the expected output has been adhered to. The authors observe that the employers expect the employees to produce more output with little resources even as they maintain the levels of efficiency in production process. This author concurs with the views of Drucker (1990) who argued that the levels of employee productivity have a direct impact on the organizations overall performance. This means
that employees who are more productive will produce large quantities of output in a short period of time thereby helping the organization to save money, time and labor in the production process, unproductive employees on the other hand will take long periods of time to finish small projects. In this way costing the company more time, money, labor as well as power.
 
 
Ron and Ronald (2002) noted that the levels of employee productivity can be measured using the period of time than an employee spends at the work place. This means both physical and mental preserve. In order to ensure this, the organization must take a keen interest in an employee‘s levels of satisfaction, health status as well as levels of morale. The organization through its managers as well as the supervisors must ensure that their employees re in good status of wellbeing in order to increase on their productivity levels. Saksena (1988) observed that although it‘s difficult to measure an employee‘s levels of productivity, but its efforts will be directly felt in the overalls organizations performance. For instance, it can be easier to measure the production levels of a skilled worker than a knowledgeable worker. Ochieng (2005) suggested that productivity of the employees could be measured using variables such as cost reduction, inventory reduction, increased flexibility in operations and reduction in delivery time of goods and services, improved quality of products, services as well as increased efficiency. However the author suggests that the standardized way of measuring the output levels of both workers is to use the levels of efficiency, speed as well as occurrence of the employee in relation to his role, job and duties.
Nzuve (1992) observed that contrary to what many scholars have argued before, it is not only the salary increments, better pay or constant promotions at work that leads to the increase of employee productivity. Liberda (2003) pointed out that the style of labor management in an organization, such as poor planning; poor levels of supervision, as  well as inadequate provision of relevant information to the employees will automatically lead to lower levels of employee productivity. Rojas & Aramvareekel (2003) identified four major category of factors that affects the levels of employees productivity, they include management systems and plans such as scheduling, manpower capacities, such as how experienced and motivated is the manpower, what are the working conditions that employees are subjected to, as well as the external environment that the organization operates in the authors argued that management of systems and plans is the greatest factor that affects the levels of employee productivity, they include management systems and plans such as scheduling, manpower capacities, such as how experienced and motivated is the manpower, what are the working conditions that employees are subjected to, as well as the external environment that affects the levels of employee productivity, then closely followed by manpower, working conditions as well as the external environment that a company operates in.
 
 
Other scholars such as Wanyama &Mutsotso (2010) carried out a study on the effects of capacity building on employee productivity, they discovered that there was a total clash between the employers and the employees, employees demand higher salaries and working less, while the employers are demanding
 
for more work and offering little salaries, besides these the scholars observed that there was poor levels of supervision, poor employee equipment was offered, lack of necessary skills and knowledge management practices, all these contributed to the low levels of productivity among the Nigerian banks, this lower productivity levels were explained through issues such as poor service delivery in the banking sector, the inefficiencies of various structures of bank, poor levels of customer relations, customer dissatisfaction as well as low levels of profits. Stevenson (2009) noted that among the factors that influence productivity levels include the amount of capital, type of technology used, management style, differences of quality of services offered, internet use, viruses affecting the computer, new workers, shortage of ICT workers and layoffs, levels of incentives and breakdown of the machines.
 
 

            Research Problem

 
In the modern world, matters dealing with the human resource in relations to their productivity levels have continued to be a major concern of every employer, organizations as well as the governments all over the world. This is because there is the emergence of new challenges that affect the quality of the human resource and its output; therefore it‘s important for the subject employee productivity levels to be looked into with a lot of keen interest. For instance issues such as employee motivation levels, the levels of performance appraisals, management of human resource, communication systems to the human resource as well as quality of training are the leading issues as far as measurement of employee productivity is concerned. This is because depending on how an organization manages its workers concerns, its levels of productivity and overall performance will be affected in one way or the other (Delancy 1996). This view is supported by that of Knootz and Weihrich, (2004) who argued that top managers do not share all the information because they fear challenging their bases, while middle level
managers feel that they are not provided with sufficient information from top managers. In most cases they see the top managers are uninspiring, offer poor leadership and vision for the progress of the organization, the lower level managers on the other hand are either alienated or sidelined. All the above scenario leads to one major effect to the organization, that is lowering the organizations overall performance. This is because the employees are having low morale levels, uninspired hence the productivity will be very low.
 
 
The Nigerian bottling company has got slightly over 1000 workers who are spread across the country. The organization has got 300 of its employees who are based at the headquarters in 9^th Mile, Enugu stateThe organization is divided into five major departments namely; Sponsorship department, Operations department, Administration and Security department, Finance and Support department, and Program development and Grants Acquisition department. Each department is headed by a director. The current status of the employee productivity at the World Vision is that the organization is not satisfied with the levels of productivity of its employees. This according to the report is among other things due to lack of proper training among the employees, refusal of some employees to work in certain areas of the country, political atmosphere in the country, lack of support from the communities in the remote areas as well as poor financial challenges which makes the organization not to be able to carry out on its daily operations. All these in one way or the other affect employee productivity
 
A number of studies have been carried out in the area of employee productivity. For instance Tongo (2008) did a study on causes of low productivity of workers in the Nigerian industries, the author found out that, most regular employees in the Nigerian industries felt that they are giving more to the industries than what they are getting from the industries, he found out that if the employees could be given financial incentives, such as overtime payments, salary increments as well as retirement benefits, this will go a long way in increasing their levels of productivity hence improving the overall performance of the industry. Munyao (2002) carried out a study on what needs to be done in order to increase the productivity levels of teachers in the public primary schools in Nigeria, he found out that all employees love it when they work in well performing institutions, proper HR practices such as employee satisfaction, motivation as well as constant reward will boost the levels of employee productivity.
 
 
It is therefore upon this background that this study will seek to answer the research question, what are the perceived factors that affect employee productivity in the Nigerian bottling company in Nigeria.
 
 

            Research Objective

 
The main objective of this study was to determine the factors that affect employee productivity in the Nigerian bottling company in Nigeria.
 
 

            Significance  of the Study

 
The study will be useful to policy makers as it will greatly in form the policy making process both the finding so as well as the recommendations made by this study will be useful to the management, from the headquarters, the government of Nigeria through NGO board, the Ministry of  Planning, the Ministry of Labor and human resource as well as the ministry of Interior and Co-ordination of government. These institutions will be informed of the existing challenges that employee  are experiencing in as far as human resource is concerned. The suggestions made by this study on how to improve on the levels of employee productivity will be useful for them
as they design new policies. The findings of the study will also be useful to other NGOs in the private sector, this is because, not only will it give them insights on how to prepare, review and improve on the working conditions of their employees, but will seek to devise new ways of how to ensure an increment in employee productivity.
 
 
Secondly, the study will serve to identify the weaknesses of the three theories that have been used to anchor the study on; these theories include the goal setting theory, the systems theory as the organizations theory. Not only will the study put the relevance of the three theories into a practical test, but will also serve to strengthen them in that the weaknesses of the goal setting theory such as an organization setting difficult goals for its employees to achieve, but at the same time failing to ensure that the employees remain committed to the goal, and stay motivated even as they strive to meet the set targets, among other weaknesses are addressed. The improved theories will be in a better capacity to fulfill its core functions of describing a phenomenon, explaining a phenomenon, predicting a phenomenon as well as prescribing a phenomenon. This will be useful to the academicians in future and form a basis for further research and a platform of Academic debates.
Finally, the study will also be useful in the field of Human Resource Management and HR practice. This is so because all the Human Resource Managers will be greatly informed of the modern challenges that affect the levels of employee productivity in all the organizations globally. The HR managers and practitioners will be very keen when designing of job advertisements, preparing of job descriptions, and the recruitment of
 
new staff. They will be keen in going for those personal attributes that will enable the employee have high levels of productivity. Besides these the findings of the study as well as the conclusion and recommendations made will be useful in expanding the existing knowledge of HR practice, not only will it offer constructive criticism to the existing theories of employee productivity but it will offer suggestions on how the theories can be improved in order to ensure that they adequately describe, explain, predict and prescribe all the matters dealing with employee productivity.