Academic literature on the topic 'Business planning – Nigeria'

Purpose: The study aims to investigate the effect of human resource planning on the organizational performance of selected hotels in Nigeria. 
 Method: It is a cross-sectional survey research. A self-developed close-ended questionnaire was used to collect data from managers, supervisors, and front desk officers working in 15 selected hotels operating in Ebonyi state, Nigeria. Descriptive statistics were used to analyze participants' demographic characteristics while regression was used to analyze the hypotheses. 
 Results: The study found that human resource planning dimensions, namely, adequate funding, competence, age, and cultural background have a positive significant effect on organizational performance.
 Implications: The HR managers must focus on the financial capability of the firm as well as the age, competence, and cultural orientation of the prospective employees while making the HR planning.

Purpose- There is a need to develop a framework that will improve the understandings of business planning and performance and its effects on growth particularly during the stages of small business development. The study attempted to fill in the gap stated. 
 Design - The single case qualitative study relates small business growth with strategic planning where financial performance, market share, sales, and profits or instead return on investment is used to measure the growth. Existing literature fails to establish a concrete relationship between strategic planning and growth of small businesses which indicates a gap in the literature that will help understand the steps of managing the organizational transition of small business growth. 
 Findings - The study fails to establish a significant relationship between formal planning and transitional growth, but instead found the influence of the planning process in communication the owner’s goals, vision, mission, and intentions to both internal and external stakeholders of small businesses. The study influence of the shared vision with customers on making them loyal and advertisers through word of mouth. The study revealed how customers’ word of mouth increased the customer base of small businesses thereby increasing the product demand and eventual expansion of capacity leading to the growth of small businesses. The growth of small businesses will result in an increased reduction in the unemployment rate which will reduce the poverty rate in the Nigerian economy. 
 Practical Implications- Answering the primary and supporting questions will help small business owners to understand how strategic planning is essential in the transitional growth of their businesses.

AbstractThe concept of family business in Nigeria has become significantly attractive; its root is in sole proprietorship form of business. Family businesses have the unique strength to separate culture, language and personality. The research analyses the effect of interpersonal relationship on internationalisation and determines the extent to which succession planning affects internationalisation. Research presents that a positive relationship exists between internationalisation and interpersonal relationship. It has also been discovered that no positive relationship exists between succession planning and internationalisation. This study therefore concludes that family businesses which proceed to internationalisation enjoy growth in productivity, adequate brand awareness in the world, diversification of political and financial risks, as well as experience an increase in the share of the market, capital base, asset and open up opportunities in regional markets for workers. The study also recommends that employees in family businesses should communicate with each other effectively for a healthy relationship and managers should not make secret preparations for successors.

Every business organisation need to make the best out of their operations, regardless of their current financial position. Financial planning is not only for the wealthy business organisation, but also in life, it is for every business enterprise. An entrepreneurship business without financial planning is not without problems/challenges in the nearest future. This study seeks to capture and highlight the financial planning tools in entrepreneurship Business in Nigeria. It focused on what Entrepreneurship Business is all about ‘cum’ the nature of planning, the reason for financial planning and its concepts in Entrepreneurship Business. It spells out the importance of financial planning in business. The methodology gives a clear picture on the systematic procedures and methods employed in carrying out this study. Data are presented, analysed and interpreted with the aid of mean, standard error of proportion and Z – statistic. The study is not without findings and recommendations; the findings and recommendations are based on the study. We also suggested areas for further studies, which will be of great benefit to entrepreneurs in Nigeria cum financial homes.

Commonsense suggests, and academic studies agree, that an ameliorative business environment enables entrepreneurial activity and boosts enterprise performance. This paper examines the business environment in southeast Nigeria, using two separate but complementary studies. Defined in terms of infrastructure, access to credit, bureaucratic practices and regulatory policy, the business environment in southeast Nigeria is stressful, and so has the capacity to limit entrepreneurial activity. This stressful business environment, which is a nationwide phenomenon, poses obstacles to Nigeria's industrial development.

Succession planning has drawn substantial interest among researchers. Research reports designate deficiency of quality planning in the management of SMEs especially in developing countries like Nigeria and this constitutes a foremost limitation to the effective management of SMEs. Succession planning are fundamental to steady performance, sustainability and competitive advantage of SMEs. The objective of the study was to investigate the effects of HR planning/forecasting on family business continuity and also to examine the effect of workers education on survival of entrepreneur. 110 copies of questionnaire were administered to the employees in the five selected SMEs in Abeokuta Ogun state, Nigeria to get primary data that treated and tested appropriate research questions and hypotheses accordingly. Analysis of variance (ANOVA), correlation efficient and regression analysis was employed. The Yamane formula was used to determine the sample size. The test re-test reliability approach was adopted for the convenience of the researcher. Reliability was ensued by Cronbachs Alpha of 0.932. The data was analyzed using manual and electronic based methods through the data preparation grid and statistical package for the social sciences, (SPSS). The study found out that HR succession planning significantly assists SMEs to increase business continuity and Workers education significantly assists SMEs to increase business survival. The study recommends that organizational succession planning should be at regular interval as this will enable workers to know its importance and also business successors should be appointed based on merit so that the right and experience successors can manage the business.

Since the turn of the century, there has been a growth in the use of e-business by both large and small companies worldwide, a trend that has been given further impetus by the move to online trading in the COVID-19 pandemic era. For small companies, there are the potential benefits of increased efficiencies and market share gain, associated with the re-engineering of selling and marketing processes; but in developing countries, such as Nigeria, research into how small businesses are using e-business systems and technologies is limited. This article builds upon earlier case study research in the Nigerian small business sector to develop a framework for e-business strategy development, implementation and review. Using an inductive approach, data was collected from six small businesses, using interviews and questionnaires, to profile the e-business operations of these companies. This study found that e-business strategy was generally lacking in these companies, but interview material was used to support the development and validation of the strategy framework, which provides a process and a checklist for small businesses pursuing e-business initiatives in developing world environments.

Nigeria’s harsh economy has posed business planning challenges to many small and medium scale entrepreneurs. In a bid to thrive, some of these business entrepreneurs often commit errors along the path of entrepreneurship. While most errors are helpful to the business, others are harmful. The blue ocean strategy (BOS) is an up-to-the-minute approach of thoughts; a bold, recent path to winning the future. This study conceptualizes with empirical data the common errors of a number of the entrepreneur in Nigeria and highlights the BOS as a panacea. The paper identified two objectives; to determine the effect of planning error on entrepreneurs’ success in Nigeria and the effect of Blue Ocean Strategy on the Success of Entrepreneurs in Nigeria. Statistically, two research questions and hypotheses were formulated. The descriptive statistics of simple frequency count and simple percentage were used for description and analysis.

Most family-owned businesses in Nigeria fail to survive to the second generation, and even more fail to survive to the third generation. The problems with sustainability pose issues for individuals and communities but have not been adequately examined by researchers. The purpose of this multiple case study was to explore the strategies that family business owners use to implement succession planning required for business continuity. Succession planning theory was used as the conceptual framework. The participants for the study included leaders of 4 family businesses in Lagos, Nigeria, who have successfully implemented a succession planning strategy required for business continuity. The data were collected through semistructured face-to-face interviews. To enhance the credibility and trustworthiness of the interpretations, methodological triangulation of the data sources and member checking were used. The process of data analysis included word frequency analysis, coding of related phrases, identification of patterns, and generation of themes around the codes. The results of the data analysis revealed five themes: identifying successor leaders, focusing on leadership development, reinforcing knowledge transfer, enhancing longevity of service, and emphasizing mentor and mentee processes. Providing potential successors with valuable skills in the short term becomes valuable for the family business in the long-term, study results show. The findings may raise owners' awareness about how to implement succession planning. The positive social change implications of business longevity include stable employment opportunities and investments in communities.

The purpose of this study was to examine scanning practices in a developing country by looking at the scanning behavior of executives of Nigerian manufacturing firms. Specifically, this study examined the decision maker's perception of environmental uncertainty (PEU), the frequency and degree of interest with which decision makers scan each sector of the environment, the frequency of use of various sources of information, the number of organizational adjustments made in response to actions of environmental groups, and the obstacles encountered in collecting information from the environment.

A number of authors have portrayed leadership as a vital factor in the success or failure of an organization. Hence Bass (1994; 1997) believes that excellent organizations begin with excellent leadership and organisations reflect their leadership (Maritz, 1995). Therefore, successful organisations reflect their leadership (Maritz, 1995). In an attempt to investigate the aim of this research, various performance and leadership concepts and theories were investigated: the trait concept, behavioural approaches and situational/contingency approaches. Every one of these theories gave a different explanation to leadership. Furthermore, transactional, and transformational leadership were also discussed. The difference between these two models according to Bass and Avolio (1994) is that the work performance of the followers of transformational leadership is usually beyond expectations, while transactional leadership, at best, leads to expected performance. In terms of performance, it is argued that employee work performance can lead to a successful organisational performance. This is because several organisations attribute their business success to the work performance of their employees. According to Collis and Montgomery (1995) employee work performance has a major positive influence on organisational performance. Nevertheless, the accomplishment of an organisation is dependent on the leader’s ability to enhance human resources; hence “effective organisations require effective leadership” (Maritz, 1995). Transformational leadership was identified as the effective leadership style that can motivate workers to improve on their performance by instilling trust and confidence in them. Transformational leadership is superior to both transactional and non-transactional leadership because it makes workers loyal to the mission and vision of their organizations. Bass (1990) states “that the leadership research over the years has proved that loyalty is more powerful than tangible inducements.” Furthermore, non- transactional leaders avoid decision making, allowing their subordinates to take charge of the work process (Bass 1990). This research focuses on the relationship between leadership and employee work performance in a Nigerian Courier Company. In addressing this aim, a Nigerian Courier company was selected as the research context because of its success in the Nigerian turbulent business environment that is plagued by the country’s economic, social, and political troubles (McKern, Meza, Osayande and Denend, 2010). The research hypothesis of this research was generated to investigate leadership and employee performance. Leadership and performance were also identified as the research independent and dependent variables. Thus the research hypotheses were as follows: Hypothesis 1. Null Hypothesis: There is no significant positive linear relationship between employee performance and transformational leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transformational leadership Hypothesis 2. Null Hypothesis: There is no significant positive linear relationship between employee performance and transactional leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transactional leadership Hypothesis 3. Null Hypothesis: There is no significant positive linear relationship between employee performance and non-transactional leadership. Alternative Hypothesis: There is significant positive linear relationship between employee performance and non-transactional leadership. The general methodology included the use of a valid and reliable instrument known as the Multifactor Leadership Questionnaire (MLQ) and the company’s performance appraisal process. These instruments were used to collect information about employee work performance. The validity and reliability of the MLQ is not in doubt because it was formulated from the full range leadership development theory of Bass and Avolio (1997) and has been used extensively worldwide (Bass and Avolio, 1997). The research data was analysed using Statistica (StatSoft, 2011). Once the data was imported the necessary leadership factors were calculated as per the MLQ scoring key. From the eight factors a further three factors were generated namely transformational, transactional and nontransactional leadership. The data was checked and described using frequency tables and descriptive statistics, followed by correlation matrices coupled with their corresponding scatter plots. The research data was tested for consistency and reliability. Sekaran (2000) states that in order to determine the reliability of a measure one needs to test for both consistency and stability. For this research, linear correlation and regression analysis was used. The outcome of the first investigated hypothesis confirmed that there is a strong significant, positive linear relationship between employee performance and transformational leadership (ρ<0.0001). However, the findings on the null hypothesis, states that transformational leadership has no significant positive linear relationship with employee performance. The null hypothesis is REJECTED, because the model is significant at ρ<.0001. Thus, the alternative hypothesis is ACCEPTED because it concludes that there is sufficient evidence, at the 5% level of significance, that there is significant positive linear relationship between employee performance and transformational leadership. The second hypotheses found that with 5% level of significance there is no significant positive linear relationship between transactional leadership and employee performance (ρ =0.317). It must be noted that since the correlation is not significant the null hypothesis which states that there is no significant positive linear relationship between employee performance and transactional leadership was NOT REJECTED. The outcome of the third hypotheses support the null hypothesis, because the negative linear relationship between employee performance and non-transactional leadership is not significant (ρ = 0.6718). This informed the conclusion that at the 5% level of significance, there is no positive linear relationship between non-transactional leadership and employee performance. The findings of this research favour the conclusion drawn by Brand, Heyl and Maritz (2000) that suggested a more significant relationship between transformational leadership and employee performance, than any other leadership style. Evidence put together in the retail and manufacturing sector of South Africa, and the armed forces of the United States of America, Germany and Canada, point in the direction of the strong, positive effects of transformational leaders (Brand, et al., 2000). Again the effectiveness of transformational leadership can be reinforced by the research directed by Ristow, Amos and Staude (1999), which resolved that the effectiveness of transformational leadership was greater in a South African cricketing environment. Hayward, Davidson, Pascoe, Tasker, Amos and Pearse (2003) conducted research in a pharmaceutical organisation and found a positive linear relationship between transformational leadership and employee work performance. These research outcomes clarify the investigation by Pruijn and Boucher (1994) which established “that transformational leadership is an extension of transactional leadership” (Bass, 1997). The difference between these two models according to Bass and Avolio (1994) is that the work performance of supporters of transformational leadership is usually beyond expectation, while the behaviour of the supporters of transactional leadership, at best, leads to anticipated work performance. This research will be used to improve the relationship between the leaders and employees of the courier company under investigation. It will be useful for the placement of individuals to leadership positions in the company. It will also impact on how future leadership training will be conducted by the company, and of course add to the body of knowledge. This is supported by research conducted in the service sector which states that “transformational leadership affects performance over and above transactional leadership” (Geyery and Steyrer, 1998).

Thesis (MA)--University of Stellenbosch, 2005.<br>ENGLISH ABSTRACT: Corporate social responsibility is a subject that is of concern to most companies that operate on a large scale today. This assignment looks at corporate social responsibility to understand how this fits into a company today. There is a short overview of the history to better understand the underlying factors and to determine the importance of corporate social responsibility. Attention is given to the argument that the current approach of companies to adhere to corporate social responsibility is because of pressure. There is also a focus on the relationship between business and society to establish how business can view its responsibilities. The example of Shell is used to show how a company under immense pressure can develop sustainable practices to ensure that they remain profitable. After the main discussion some important points are mentioned in the conclusion to clarify the business case for corporate social strategy.<br>AFRIKAANSE OPSOMMING: Korporatiewe maatskaplike verantwoordelikheid is ‘n onderwerp wat van belang is vir meeste maatskappye wat grootskaals bedrywig is vandag. Hierdie opdrag ondersoek korporatiewe maatskaplike verantwoordelikheid om beter te verstaan hoe dit vandag in die maatskappy inpas. Daar is ‘n kort oorsig oor die geskiedenis om die onderliggende faktore beter te verstaan en om die belangrikheid van korporatiewe maatskaplike verantwoordelikheid te bepaal. Daar word ook aandag gegee aan die argument dat maatskappye verantwoordelik optree as gevolg van druk. Daar word ook gefokus op die verhouding tussen besigheid en die samelewing om te bepaal hoe besigheid sy verantwoordelikhede moet benader. Die voorbeeld van Shell word gebruik om te wys hoe ‘n maatskappy onder druk volhoubare gebruike kan ontwikkel om te verseker dat hulle winsgewend bly. Na die hoof bespreking word daar ‘n paar belangrike punte in die slotsom saamgevat om 'n besigheidsaak vir korporatiewe maatskaplike strategie uit te maak..

<p> Absence of management transition planning in Nigerian family enterprises undermines economic growth and job creation. Family businesses contribute significantly to the economic development in Europe and North America. This Mixed methods study involving sequential explanatory design investigated and explored the connection between culture and management transition planning in Nigeria. The specific problem investigated was the incessant collapse of family businesses after the death of founders. Management transition planning and its relationship with national culture of Nigeria, from the perspectives of nonfamily managers, is the main objective of this research. A survey involving a self-developed 40-item Likert-type scale was used for collection of data for the quantitative segment of the study. One hundred managers from 10 family businesses located in Lagos and Ogun states of Nigeria participated in the survey. During data analysis, SPSS 21.0 aided the computation of Spearman&rsquo;s Rank Order correlation coefficient, which revealed that cultural beliefs and values, extended family system, tradition/legacy, and lifestyles of the family business owners had negative relationship with management transition planning. The quantitative findings indicated statistically significant correlation between culture and attitudes of family business owners toward management transition planning and allowed rejection of the four null hypotheses. Five top managers of the family businesses participated in the qualitative segment by responding to semi-structured interview questions. NVivo 10 software assisted the analysis of the qualitative data. The qualitative findings supported the quantitative results. Administrators, bankers, family business entrepreneurs, and academics would obtain valuable information from the outcomes of this study.</p>

AbstractThe use of biomass and biofuels, such as wood, charcoal, petroleum, kerosene, and gas, is becoming competitive based on the level of development of each nation. However, charcoal production (CP) and marketing now tends to be a major business among many households in both rural and urban communities with no consideration of its effects on climate change adaptation. While the research question considers the various definition of climate change adaptation, and the importance of charcoal production in Nigeria, the manuscript speaks mainly of the problems of charcoal production, the lack of planning to address these problems, and the lack of planning to move the communities away from this practice and out of poverty. It addresses the impacts of charcoal production on agriculture, such as lack or loss of labor and destruction of arable lands. The paper discusses the effect of charcoal production on health. Also, the environmental problems of CP are highlighted in the manuscript. The policy frameworks on forestry by the Federal Ministry of Environment 2006 with its flaws will be included. Remedy such as the establishment of a Land Use Planning Agency (LUPAG) and panacea for greening the charcoal value chain issues will be discussed. Lastly, attention is given to the agricultural adaptation strategies to climate change which are capable of reducing charcoal production, such as mixed cropping.

AbstractThe use of biomass and biofuels, such as wood, charcoal, petroleum, kerosene, and gas, is becoming competitive based on the level of development of each nation. However, charcoal production (CP) and marketing now tends to be a major business among many households in both rural and urban communities with no consideration of its effects on climate change adaptation. While the research question considers the various definition of climate change adaptation, and the importance of charcoal production in Nigeria, the manuscript speaks mainly of the problems of charcoal production, the lack of planning to address these problems, and the lack of planning to move the communities away from this practice and out of poverty. It addresses the impacts of charcoal production on agriculture, such as lack or loss of labor and destruction of arable lands. The paper discusses the effect of charcoal production on health. Also, the environmental problems of CP are highlighted in the manuscript. The policy frameworks on forestry by the Federal Ministry of Environment 2006 with its flaws will be included. Remedy such as the establishment of a Land Use Planning Agency (LUPAG) and panacea for greening the charcoal value chain issues will be discussed. Lastly, attention is given to the agricultural adaptation strategies to climate change which are capable of reducing charcoal production, such as mixed cropping.

This chapter discusses the evolution, opportunities, succession model, and sustainability challenges of formal and informal family businesses in Nigeria. Using qualitative research method, while relying on content analysed secondary data, the chapter found that the family businesses that evolved in Nigeria laid the foundation for socio-economic development, and they contributed immensely to employment generation, stimulation of indigenous entrepreneurship, mobilization of idle savings, and growth of gross domestic product. Family businesses in Nigeria prefer relay succession planning for transferring control to family members. The major sustainability challenges include poor succession planning, harsh macro-economic environment, conflict of interest, emotional family problems, parochial family vision, absence of mentoring, competition from multinational corporation, poor access to funding, inadequate entrepreneurial knowledge, weak financial management, bad governance, and a host of others. The chapter concludes with research implications, limitations, and suggestions for further research.

This study examined the effect of cultural value perspectives of entrepreneurs from three subgroups of Ibo, Hausa and Yoruba in Nigeria. The results of this study are interpreted within the cultural context of the study. A major research question was whether the results of this study can help illicit information on cultural differences and similarities among the subgroups. The results show Ibos displaying more power orientation, Yorubas displaying high uncertainty, the Hausas at ease with uncertainty. On starting one's own business, experience and lack of alternatives do have a great influence on the subgroup respondents, while desire for creativity, independence and power were factors that motivated the subgroup entrepreneurs involved in the study. Lack of training, cash flows and bad planning were identified as the top three factors contributing to business failures. Family was found to be the most important life-related value factor highly shared by the respondents.

Making decisions is the most important task of university leaders or managers and it is often the most difficult task. This chapter offers a step-by-step decision-making procedure for solving complex problems. It outlines the concept of decision-making and processes for both public and private decision-making agendas, using different decision criteria and different types of information. This chapter also describes barriers to effective decision making and decisions that must be made in conditions of certainty and uncertainty. Using a descriptive and suggestive research design, multiple statistical procedures; the results revealed that the types, styles and barrier to decision making processes are significantly related to the poor quality management of higher education in Nigeria? It is therefore imperative that institutional leaders are thoughtful and precise decision makers. This study recommends that the process of decision making ought not to be reactionary, but systematically planned and swift as well as planning for the unanticipated and unintentional situations as they arise.

Nigeria's renewed interest at transforming agriculture essentially entails that the process of farm planning should be in constant focus at all levels of agricultural enterprise production. As agricultural enterprise becomes more business oriented and environmental regulations become more site-specific, farm planning becomes more useful. It is against this backdrop that this chapter focuses on the concept of farm planning and analysis with a view to equipping the investing farmer with the rudiments of farm planning and analysis. The methodology is based on a systematic review of related and relevant literature. It is recommended that farmers should be able to constantly evaluate the profitability of their proposed investments; where the relevant skills are sufficiently deficient, it is advisable that professionals be invited to undertake the analysis.