THE IMPACT OF DELEGATION OF AUTHORITY ON ORGANIZATIONAL GROWTH IN NIGERIA (A CASE STUDY OF LEARN AFRICA PLC.)

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ABSTRACT

This study is on the impact of delegation of authority on organizational growth in Nigeria with the case study on Learn Africa Plc. This is with a view to identifying some of the challenges that have hindered affective delegation in an organization. The methodology adapted involves the use of primary data, through structured questionnaire collected from samples of 120 respondents randomly selected and determined through Bowley's Rule. The data obtained were analyzed using the descriptive method to express the relationship among variables. The data were further subjected to chi-square statistical tool in testing the hypothesis from which the position of the research study was established. The result obtained showed that authority delegation serves as an important device to motivate employee's which ultimately leads to improved efficiency in organization. As such we can conclude that authority delegation if effectively applied will lead to faster and better attainment of organizational goals.

TABLE OF CONTENTS

ABSTRACT

CHAPTER ONE
INTRODUCTION
1.1       Background of the Study
1.2       Historical Background of the Study Organisation - Learn Africa Plc
1.3       Statement of the Problem
1.4       Purpose of the Study
1.5       Research Questions
1.6       Hypotheses
1.7       Significance of the Study
1.8       Delimination of the Study
1.9       Limitations of the Study
1.10     Definition of Terms

CHAPTER TWO
LITERATURE REVIEW
2.1       The Concept of Delegation of Authority
2.2       Process of Delegation of Authority
2.3       Requirement for Effective Delegation
2.4       Conditions under which Delegation can Fail
2.5       Why People don't Delegate
2.6       Effects of Non Delegation of Authority
2.7       Sample of a Delegation Flow chart
2.8       Steps Involved in a Delegation Flowchart
2.9       The Impact of Delegation of Authority on an organizatio
2.10     Delegation of Authority and Responsibility
2.11     Delegation and Accountability
2.12     Advantages of Delegation
2.13     Differences between Authority and Responsibility
2.14     Principles of Delegation

CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1       Research Design
3.2       Description of Population
3.3       Sample of the Study
3.4       Sources of Data
3.5       Method of Collecting Data
3.6       Validity and Reliability of Measurement
3.7       Reliability
3.8       Method of Data Analysis

CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1       Data Presentation
4.2       Data Analysis and Questionnaire
4.3       Test of Hypotheses

CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1       Summary of Findings
5.2       Conclusion
5.3       Recommendation
BIBLIOGRAPHY
APPENDIX

CHAPTER ONE

INTRODUCTION

1.1       BACKGROUND OF THE STUDY

A common and popular adage states that a tree does not make a forest. Put differently, no man is an Island. Based on psychological, economical and biological limitations of individuals. It is unavoidable that individuals should cooperate with one another in order to be able to surmount the many problems facing man.


Similarly, in the business world, the business managers are faced with lots of problems and tasks performance in their organizations. Some of these problems are exogenous, that is problem external to the organization. As a result of this, the manager or who so ever is responsible must prepare himself and herself in order to compete favourably in the dynamic business environment so as to achieve the goals and objectives of the organization. On the other hand, if there is failure then the objectives of the organization for going into business will be defeated. Bearing in mind their human limitations and that humans are not "jack of all trade and master of none". The need for authority delegation in the organization should be given and unquestionable encouragement. This is more because whenever an organization changes its legal form the medium size or large scale company. It inevitably grows to a point of impersonality.

At this point of impersonality, it is no longer possible for top management to know every one in the organization and exactly what they are doing or should be doing nor is it possible for anyone to oversee the whole activities personally. Instead, organizational techniques such as delegating of authority are utilized to spread the bulk of work to be done by the managers with authority delegation in the organization, the work load of the manager is reduced or eased economically. This appears moreso because, left alone the manager cannot accomplish the entire tasks necessary for the attainment of the group goals thus, some of these tasks have to be delegated to enable the delegate to carry out every assigned task.

1.2 HISTORICAL BACKGROUND OF THE STUDY ORGANIZATION LEARN AFRICA PLC

Learn Africa Plc is an educational solutions business with a history spanning over 50 (fifty) years. The company was established in 1981 as Longman Group Uk Limited, now Pearson Education.

On July, 23 1906 the shares of Longman Nigeria Plc were listed on the Nigerian Stock Exchange. In 2008 the company became a subsidiary of Pearson Plc following the latter's increase in its shareholding from 29 to 51 percent. In 2011, however, Pearson and Longman Nigeria mutually agreed to become separate coporaote entities in Nigeria.

The main business of Learn Africa Plc is the publication and marketing of textbooks for the entire gamut of the educational system. Nursery, primary, secondary and tertiary. The company has equally distinguished itself in the marketing of reference, professional and general reading materials.


Today, Learn Africa Plc is Nigeria's largest educational publisher with the widest range of books/educational resources and a very expensive distribution network....

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