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Hr Practice and Corporate Governance in Nigeria: Case Study of Mtn Nigeria cheap mba definition essay help Other assignment help

RESEARCH PROPOSAL 1. INTRODUCTION We might perhaps begin with an acknowledgement of the fact that capitalism is on the ropes all over the world. The observation by the one time British Prime Minister Ted Heath on the “ugly and unacceptable face of capitalism” , following the indiscretions of Tiny Rowlands in relation to the management of Lonrho in the 1970s may appear today somewhat feeble and tepid in the light of the trauma that capitalism has been enduring in the recent pass.

The Global crisis of capitalism which has since come to be described as the “the global meltdown”, has necessitated the re-invention or re-configuration of the capitalist system if it not to expire. Whether it is called a stimulus, bailout, or recovery package, the truth of the matter is that throwing money at the current crisis without interrogating and identifying its underlining causes can only guarantee temporary relief (Oyebode 2009). The whole world is thrown into a state of confusion and gloom because of board schecism and corporate abracatadabra.

The bottom line of the problem is that we have failed to embrace corporate governance. The issue of recruitment has also been lopsided. Without much ado, with all the recent happenings in our corporate world and the national economy we are left with no other choice than the weapon of corporate governance and recruitment that will see merit above mediocrity. 1. STATEMENT OF PROBLEM The issue of corporate governance and Human Resource Management has gained prominence in the world of work over the time because of its importance and its effect in the neglect (Oyebode 2009).

We do not need go far before we see the menace of the neglect of this two great weapon. Bad Human Resources Management has killed a lot of company. Lack of good corporate governance has made a lot of organization to buckle under. They have failed to rise up where others have risen. Corporation creates jobs, generate tax income, produce a wide array of goods and services at reasonable prices, and increasingly manage our savings and secure our retirement income. Amid growing reliance worldwide on the private sector, the issue of corporate governance has similarly risen in prominence.

The recent financial crises all over the world and particular in our industries have made amply clear why the issues of transparency and accountability in corporate governance are so important to investors confidence and to overall national economic performance. Avil (1998) said before you can get good corporate governance in an organization, the organization must be filled with the right people, in the right mix and at the right time, doing the right job always. He therefore linked corporate governance with personnel management.

Human Resources Management itself is the branch or function of management that is responsible for identifying workers, attracting and getting such workers to join and stay in the organization, placing them in suitable position, motivating them, remunerating them and helping them to work together and to grow. Obasan (2002) concluded that for an organization to be what it ought to be , both corporate governance and Human Resources Management must work synergetic ally.

Ekpeyong (2004) said one key element in improving economic efficiency and organization productivity is corporate governance, which involves a set of relationships between a company’s management, its Board, Shareholders and other stakeholders. 2. RESEARCH QUESTION The research question of the study will include: • What is good corporate governance? • What is Human Resource Management? • What is the nexus between corporate and Human Resource Management? • How do you measure national development and economic growth? Does corporate governance and Human Resource Management enhance productivity and national development? • Who is responsible for corporate governance within an organization? 3. RESEARCH HYPOTHESIS • There is no direct relationship between corporate governance and human resource management in enhancing national growth • There is a direct relationship between corporate governance and human resource management in enhancing national growth • Good human resource management practice does not enhance organization productivity Good human resource management practice enhance organization productivity 4. SIGNIFICANCE OF THE STUDY If there is any problem that is hampering growth and productivity in our organization and national development, they are these two important factors we are considering today. This is corporate governance and human resource management. Human resource management has either made or mars many organizations. Many use the rule of the thumbs, many engage in partial recruitment and sentimental selection. The end result of this faulty recruitment is not far fetched.

Over 45% of our industries are producing below their installed capacity. Many lack innovation and initiation. All we see about today is imitation and piracy. The problem that could be associated with this is that many of our organization are not filled with those who can do the job. The people who can give everything to achieve something. Productivity level is low and porous; organization problem keeps on increasing unabated and uncontrolled. National development is undesirable and could not take us anywhere. That brings about the major reason of considering this topic.

We want to look at a means of ensuring a good corporate governance , putting a better human management in place and both combined together to enhance organization and national development. 5. PURPOSE OF THE STUDY The purpose of the study among others includes: • To determine the effect of corporate governance on organization and national development • To determine the effect of human resource management on organization and national development • To determine the relationship between corporate governance and human resource management as it relate to national development To determine the elements that makes up good human resource management practice • To justify the reason why organization and the nation should adopt corporate governance and good human resource management as a means of organization productivity and national growth. 6. SCOPE AND LIMITATION OF THE STUDY Corporate governance and human resource management is a wide topic to consider, especially in this case where it is considered in relation to national development. Our extent of study shall be the effect that corporate governance and human resources management can have on national development.

The study will also look at the symptom of national growth and the indicator or yardstick of measuring national growth. Though a seemingly herculean task to accomplish. The subject will be the senior management cadre of MTN Nigeria. We are also going to look at their method of reporting, accounting and recruitment process to establish if corporate governance is really in effect within the company. The constrained face in the cause of the research includes: • Time frame for the execution of this research • Contact constraint.

This are the challenges faced in meeting with our subject of our case study. Many are evasive, non-cooperating and look too busy to corporate. • Financial and logistics constraints limit the number of questionnaire distributed • Secrecy constraints are the challenge faced trying to look into their accounting record and the proceeding of their annual general meeting. Whether it is in compliance with the codes of corporate governance 7. HISTORICAL BACKGROUND OF MTN NIGERIA LIMITED MTN Nigeria is part of the MTN Group, Africa’s leading cellular telecommunications company.

On May 16, 2001, MTN became the first GSM network to make a call following the globally lauded Nigerian GSM auction conducted by the Nigerian Communications Commission earlier in the year. Thereafter the company launched full commercial operations beginning with Lagos, Abuja and Port Harcourt. MTN paid $285m for one of four GSM licenses in Nigeria in January 2001. To date, in excess of US$1. 8 billion has been invested building mobile telecommunications infrastructure in Nigeria. Since launch in August 2001, MTN has steadily deployed its services across Nigeria.

It now provides services in 223 cities and towns, more than 10,000 villages and communities and a growing number of highways across the country, spanning the 36 states of the Nigeria and the Federal Capital Territory, Abuja. Many of these villages and communities are being connected to the world of telecommunications for the first time ever. The company’s digital microwave transmission backbone, the 3,400 Kilometre Y’elloBahn was commissioned by President Olusegun Obasanjo in January 2003 and is reputed to be the most extensive digital microwave transmission infrastructure in all of Africa.

The company subsists on the core brand values of leadership, relationship, integrity, innovation and “can-do”. It prides itself on its ability to make the impossible possible, connecting people with friends, family and opportunities. MTN Nigeria also recently expanded its network capacity to include a new numbering range with the prefix 0806, making MTN the first GSM network in Nigeria to have adopted an additional numbering system, having exhausted its initial subscriber numbering range – 0803.

MTN’s overriding mission is to be a catalyst for Nigeria’s economic growth and development, helping to unleash Nigeria’s strong developmental potential not only through the provision of world class communications but also through innovative and sustainable corporate social responsibility initiative 8. OPERATIONAL DEFINITION The concepts used in the research will be defined as follow: • Corporate governance: Refers to the relationship among the Board, the Directors and the top management in determining the direction and performance of any organization. Human Resource Management: Involves all management decisions and actions that affect the nature of the relationship between the organization and its employees or human resources as the case may be. • Corporate Governance Code: It is the guide and principles of relationship among the industrial stakeholders. • Stakeholders: Are those who are by virtue of their location or better still relationships connected with the operations of the organization. • Shareholders: Are the owners of the organization • Board of Directors: Are the set of people at the highest hierarchy of the organization that check, ratify the decision of management.

REFERENCES • O. B Fagbohungbe (2003) the dynamics of corporate governance and policy monitoring. Paper delivered at the Institute of Corporate and Business Affairs Management (ICBAM) • Martin Check (1998) Principles of corporate governance. Harvard Business Review. HBS Press • Folayan Ojo (2006) Personnel Management: Theories and Issue; Panaf Publishing inc, Lagos • Donald J. Johnson (2004) OECD Principles of Corporate Governance. OECD Publication Services, Paris • Joseph Sanusi (2002) Promoting good corporate governance: Issues and challenges. Keynote address delivered at the Annual Directors Seminar organized by FITC, Abuja

BUS 461 Week 4 Discussion 2

10-55) A golf club manufacturer is trying to determine how the price of a set of clubs affects the demand for clubs. The file P10_50.xlsx contains the price of a set of clubs and the monthly sales.
Assume the only factor influencing monthly sales is price. Fit the following three curves to these data: linear (Y = a bX), exponential (Y = abX), and multiplicative (Y = aXb). Which equation fits the data best?
Interpret your best-fitting equation.
Using the best-fitting equation, predict sales during a month in which the price is $470.