EFFECT OF CHALLENGES AND PROSPECTS OF WOMEN MANAGERS ON THE PERFORMANCE OF MANUFACTURING INDUSTRY
(A STUDY OF INNOSON TECHNICAL AND INDUSTRIAL COMPANY LIMITED, ENUGU, NIGERIA)
ABSTRACT
This research work, examined Effect of Challenges and Prospects of Women Managers on the Performance of Innoson Technical and Industrial Company Limited Enugu. The objectives of the study include to: determine effect of gender discrimination on the performance of women in Innoson technical and Industrial Company Limited, ascertain the relationship between attitude and performance of women in Innoson Technical and Industrial Company Limited and examine the effect of sex stereotyping on the performance of women in Innoson Technical and Industrial Company Limited. The sources of data used were the primary and secondary sources of data. The population of the study was 18 while the sample size of 18 was determined by applying the rule governing population and sampling. The major instrument of data collection was the questionnaire. The data collected were presented in tables using frequencies and percentages and analysed using the five point lickert scale. The hypotheses were tested using the chi-square distribution formula. The findings include that Gender discrimination have a positive effect on the performance of women in Innoson technical and Industrial Company Limited, there is a significant relationship between attitude and performance of women in Innoson Technical and Industrial Company Limited and sex stereotyping has a positive effect on the performance of women in Innoson Technical and Industrial Company Limited. The researcher concludes that although there are challenges facing women managers, there are also prospects of women managers in the manufacturing sector. It was recommended that sensitization programmes at all levels of the hierarchy should be geared to refuting the myths surrounding women’s capabilities so as to refute the bias and stereotypes men have of women, ensuring that anit-discrimiation legislation is enforced at the work-place so that women have equal access to jobs and the organizations workforce, machines and equipment should properly be coordinated as it enhances the smooth flow of production.
TABLE OF CONTENTS
CHAPTER ONE
NTRODUCTION
1.1     Background of the Study                        
1.2     Statement of the Problem                    
1.3     Objectives of the Study                         
1.4     Research Questions                            
1.5     Statement of Hypotheses                     
1.6     Significance of the Study                        
1.7    Scope of the Study                             
1.8    Limitations of the Study                        
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1    Conceptual Framework of the Study            

2.2     Theoretical Framework of the Study            
2.3     Empirical Review                             
2.4     Summary of Review of Related Literature        
2.5 Gap in the review of the Related Literature         
CHAPTER THREE
METHODOLOGY
3.1    Research Design                            
3.2    Sources of Data                            
3.2.1     Primary Sources                        
3.2.2 Secondary Sources                            
3.3    Area of the Study                            
3.4     Population of the Study                        
3.5    Sample Size Determination                     
3.6     Instruments for Data Collection                
3.7    Validity of the Instrument                     
3.8    Reliability of the Instrument                    
3.9     Method of Data Presentation and Analysis        
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS
4.1    Data Presentation and Analysis                 
4.2    Bio-Data                                    
4.3     Data Relating To Research Questions            
4.3.1 Research Question One                        
4.3.2 Research Question Two                        
4.3.3 Research Question Three                    
4.4    Test of Hypotheses                            
4.4.1 Test of Hypothesis One                        
4.4.2 Test of Hypothesis Two                        
4.4.3 Test of Hypothesis Three                    
4.5    Discussion of Findings                         
4.5.1 Discussion Based on Hypothesis One            
4.5.2: Discussion Based on Hypothesis Two            
4.5.3: Discussion Based on Hypothesis Three            
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1    Summary of Findings                         
5.2     Conclusion                                 
5.3     Recommendations                             
5.4    Contribution to Knowledge                     
5.5     Suggestions for further Research                
List of References                             
Appendix                                    
Questionnaire                                
CHAPTER ONE
INTRODUCTION
1.1    Background of the Study
The challenges of women in the management of organizations have been debated and reviewed by many authorities in the field of management especially in developed countries like the USSR, Britain etc (Horner, 2014:44), since women have been seen by culture as mutilated male, that are inferior to men and cannot achieve greatness like the men.
    The women face a lot of challenges in management. In the words of Feugen, the challenges include societal related barriers, organizational culture related barriers and the stereotyping of women in management position.
The prospects of women however in management positions which includes high level commitment to change the existing culture, equal, employment opportunities polices which are transparent, objective, fair and closely monitored, familiarity, friendly policies in Nigeria organizations are taking measures t improve the working environment of women.
The women folds are mostly forbidden to take part in activities that have to do with achievement and self esteem (Olajide, 2015:72). He further indicated that a basic premise of almost high self concept is noticeable among female executives and that female managers possess unique and definable personality attributes different from non-executives. This view is shared by many researchers.
    Daramola (2016:60), found that women managers generally tend to be a little more serious than average women and may have a tendency to express themselves less freely. Women managers, according to the report, also are intellectually brighter,more conscientious, aggressive and persevering than the norms for other women of equivalent age but with less education. (Durosayo, 2014:86), describing how sex differences affect holders of management position, confirmed the idea that there are many variables in which men and women have been found to be statistically different. She suggested that it was important to determine whether the environment/culture was actually creating differences that did not exist biologically.
    During the past one decade, the dramatic increase in the number of women entering the labour market and pursuing professional and managerial careers in Nigeria has had a major impact on the workforce (Abdullahi, 2016:56). Although armed with appropriate education, training, and experience, Nigerian managerial and Professional women appear not to have made much progress in entering the ranks of senior management. They encounter what is called or termed the “glass ceiling”. Today, Nigerian women managers constitute a reasonable component of managerial workforce and their recruitment and development is increasingly seen as a bottom line issue related to corporate success (Okafor, 2016:72). To understand the small number of Nigerian female managers and their underutilization particularly at the senior levels of organization, (Burile and Mckeen, 2015:106), argued that women are different from men and that this difference is perceived as a deficiency in them when considered against the male organization norm. Thus, women’s attitudes, behaviours, traits and socialization, handicap them in the masculine corporate environment.
    According to Morrison and Glinow (2015:63), research support for this position in terms of empirical data has been limited but almost all of the evidence shows little or no difference between the traits, abilities, education and motivation of managerial and professional women and men.
    According to Kanter (2014:77), managerial and professional women are held back by the bias and stereotypes men have of women especially in the manufacturing industry. Such bias or discrimination is either sanctioned by the labour market or rewarded by organizations despite the demonstrated level of job performance of women.
    It is against this backdrop that the researcher decided to research on Effect of Challenges and Prospects of Women Managers on the Performance of Manufacturing Industry with Innoson Technical and Industrial Company Limited Enugu.
1.2    Statement of the Problem
The challenges facing women managers in the manufacturing industry has led to decline in productivity of such organizations, as women are known to play a contributory role in the success of such organizations. Other problems include conflicts between the traditional role of women as wives, mothers and their new role as managers. Sex stereotyping: Managerial function is seen as an exclusive preserve of men which therefore requires masculine qualities that women are not thought to possess, male attitude towards women in management, gender discrimination in terms of appointment, function and advancement, education and hostility towards women.
Other problems include structural and systems discrimination in organizational policies and practices which affect the treatment of women and which limit their advancement. These policies and practices include women’s lack of opportunity and power in organization, tokenism, lack of mentors and sponsors and denial of access to developmental opportunities such as challenging assignments.
1.3    Objectives of the Study
The broad objective of the study is to examine the effect of challenges and prospects of women managers on the performance of Innoson Technical and Industrial Company Limited Enugu. However, the specific objectives include:
(1)    To determine the effect of gender discrimination on the performance of women in Innoson technical and Industrial Company Limited.
(2)    To ascertain the relationship between attitude and performance of women in Innoson Technical and Industrial Company Limited?
(3)    To examine the effect of sex stereotyping on the performance of women in Innoson Technical and Industrial Company Limited.
1.4    Research Questions    
Based on the objectives of the study, the following research questions were raised:
(1)     To what extent has gender discrimination affected the performance of women in Innoson technical and Industrial Company Limited?
(2)    What is the relationship between attitude and performance of women in Innoson Technical and Industrial Company Limited?
(3)    To what extent has sex stereotyping affected the performance of women in Innoson Technical and Industrial Company Limited?
1.5    Statement of Hypotheses:-
Based on the research questions, the following hypotheses were formulated.
Hypothesis One
H1:    Gender discrimination has a positive effect on the performance of women in Innoson technical and Industrial Company Limited.
Hypothesis Two
H1:    Attitude has a significant relationship with performance of women in Innoson Technical and Industrial Company Limited.
Hypothesis Three
H1:    Sex stereotyping has a positive effect on the performance of women in Innoson Technical and Industrial Company Limited.
1.6    Significance of the Study
This study is very important because it is designed to provide empirical data and to shed some light on the challenges and prospects of the Nigeria women in management.
    The study is beneficial to government, business enterprises, and management practitioners because for quite sometime, they have been pleading for data on how companies, decision, and policy makers might respond on this issue of women in management.
    Women managers and women aspiring to be managers will also benefit as the study will give them a clue as regards women emancipation in a field that is totally dominated by the male folk.
    The researcher will benefit as the study is a pre-requisite for graduation. The researcher will also benefit from the study as the researcher already has a fore-knowledge of the challenges and prospects she will face as a manager in future. The university will benefit as the research work increases their data bank.
    The research work also serves as a “spring board” for further research.
1.7    Scope of the Study
The research work covered effect of challenges and prospects of women managers on the performance of Innoson Technical and Industrial Company Limited Enugu. The research work covered the characteristics and role of the Nigeria women in management. Organization covered is Innoson Technical and Industrial Company Limited.
1.8    Limitations of the Study
The researcher encountered some constraints in the course of carrying out this research work. Among them are time, finance and uncooperative attitude of the respondents.
Time: The researcher carried out part of this research work using the time for lectures. This made the researcher to miss some lectures.
Finance: The researcher spent some money on transportation to Innoson Technical and Industrial Company Limited. The researcher also spent some money in browsing and printing out relevant materials related to the research work.
Uncooperative Attitude of Respondents: Some women managers were economical with information, but when they found out that this research work was for academic purpose, they gave out useful information relevant for the study.