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Shimawua, Dominic. "IMPACT OF INDUSTRIAL UNIONS STRIKE ON THE PERFORMANCE OF PUBLIC UNIVERSITIES IN NIGERIA." International Journal of Innovative Research in Social Sciences and Strategic Management Techniques 7, no. 1 (September 3, 2020): 247–56. http://dx.doi.org/10.48028/iiprds/ijirsssmt.v7.i1.19.
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The Nigerian University system, which is designed and packaged to be a fulcrum for national development has witnessed so much industrial unrest. Strikes of various and reasons have become a normal phenomenon in growing inconsiderate policy making relationship between the government and academia. Though it is stipulated in the constitution that strikes can be used as avenues to express public opinion which can bring positive changes, and the frequency of industrial crisis/disputes has affects the standard and products of public Universities in Nigeria despite highly improved inputs and this situation is mirrored effectively in the Nigerian economy. This paper reviews the impact of industrial unions strike on the performance of public universities in Nigeria. The study revealed that the problem of industrial relations in the Nigerian University system were found to be lack of education of some labour leaders, the rigid structure of relationships, lack of flow of communication, management and government meddling with union affairs, frequent trade disputes, under funding and inadequate teaching facilities. Political factors were also discovered as some of the causes of industrial disputes within the university system. These affect student academic performance and generally loss of productivity in economic sector of Nigeria. The study recommended that both union leaders and management representatives should from time to time embark on training to understand the workings of industrial relations.
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Adisa, Toyin Ajibade, Ellis L. C. Osabutey, and Gbolahan Gbadamosi. "Understanding the causes and consequences of work-family conflict." Employee Relations 38, no. 5 (August 1, 2016): 770–88. http://dx.doi.org/10.1108/er-11-2015-0211.
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Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.
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Ngara, Christopher Ochanja, and Albert T. Sam-Tsokwa. "Executive-Legislative Relations in Nigeria’s Management of the Border Crisis between Nigeria and Cameroon: The Case of the ICJ Ruling on the Bakassi Peninsula." Journal of Politics and Law 11, no. 2 (May 31, 2018): 61. http://dx.doi.org/10.5539/jpl.v11n2p61.
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This paper examines Executive-Legislative relations in Nigeria’s management of the border crisis between Nigeria and Cameroon with special focus on the ICJ ruling on the Bakassi Peninsula. Using both primary and secondary data, the paper traced the root cause of the border dispute between Nigeria and Cameroon on the Bakassi Pennisula to colonial legacy of arbitrary boundary demarcation by erstwhile colonial powers, namely; Britain, Germany and France. The border crisis resulted in a protracted litigation and eventually culminated in the ICJ ruling which awarded the Bakassi Peninsula to Cameroon in 2002. The executive and the National Assembly which share constitutional responsibilities in external relations could not forge a common policy agenda on the matter. In many instance, both arms of government appeared confused and bereft of ideas to handle situation. The lack of consistent and coherent policy framework on the matter stemmed from inexperience and lack of political will on the part of the National Assembly as well as frequent conflict and mistrust between the two arms of government. Consequently, the Executive arm of government handed over the disputed territory to Cameroon without the approval of the National Assembly. The paper concludes that the Executive and the Legislature in Nigeria should see their roles in government as complimentary and always put national interest above other considerations.
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Adisa, Toyin Ajibade, and Gbolahan Gbadamosi. "Regional crises and corruption: the eclipse of the quality of working life in Nigeria." Employee Relations: The International Journal 41, no. 3 (April 1, 2019): 571–91. http://dx.doi.org/10.1108/er-02-2018-0043.
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Purpose In recent years, there has been a rapid decline in the quality of working life (QWL) of Nigerian workers at all levels. This phenomenon is cryptic and knowledge thereof is inadequate due to a dearth of compelling research on QWL in Nigeria. The purpose of this paper is to a deeper understanding of QWL among Nigerian workers by investigating the impact of corruption and regional crises on QWL in this non-western context. The study also examines what QWL means to Nigerian employees. Design/methodology/approach The study employs qualitative data gleaned from semi-structured interviews. Findings The research reveals that corruption has a strongly negative effect on employees’ QWL, which in turn affects their motivation, attitude towards their job and the psychological contract between them and their employers. Furthermore, the findings revealed that regional crises (such as the heinous activities of the Boko Haram sect in the north–east, the continuing agitation of the secessionists (e.g. the Indigenous People of Biafra), in the south–east, and the tumultuous activities of the Niger Delta Avengers in the south–south) have combined to reduce employees’ QWL. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the selected sample of the research (public sector employees). Originality/value These results and the practical implications thereof will be useful to the Nigerian Government, policymakers and organisations for creating and enhancing good QWL in Nigeria.
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Kifordu, Anthony Anyibuofu, Florence Konye Igweh, and Judith Ifeanyi Aloamaka. "The Impact of Taxation and the Quest for Good Governance: Evidence from Nigeria." Webology 17, no. 2 (December 21, 2020): 416–29. http://dx.doi.org/10.14704/web/v17i2/web17042.
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Taxation affords governments everywhere an avenue for the strategic generation of revenue required for the development of societies. This is particularly true for developing societies that have historically relied on natural resources and foreign aid for state resources. This paper explores avenues through which emerging economies and the Nigerian state in particular can utilize taxation both as a channel for revenue generation and as a medium for the enhancement of state-society relations with a view to promoting good governance. Deploying secondary evidence, the paper argues that there is a palpable disconnect between the government and society in Nigeria owing to the historical fact that revenue generation from the natural resources domain and its utilization has been without accountability and transparency. It insists that governance in Africa’s most populous enclave is conducted without the requisite tactical taxation nous. On the basis of this evidence the paper suggests that Nigeria embrace a transparent and accountable tax regime which can aid economic development, strengthen economic institutions and policies, move beyond natural resources exploitation, and redistribute resources in favour of investments that require little skills and less capital with a view to bridging the gap between the rich and poor while simultaneously bringing a lot of people out of poverty.
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Hopkins, David. "Local Government Finance and Training in Benue State, Nigeria." International Journal of Public Sector Management 1, no. 3 (March 1988): 26–35. http://dx.doi.org/10.1108/eb002935.
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Fadipe, Israel Ayinla, and Nuraen Adesola Bakenne. "BBC Sex-for-Grades-Report: Nigeria Tertiary Institutions ‘Crisis Management Strategies and Stakeholders’ Reactions." Journal of Society and Media 4, no. 1 (April 20, 2020): 156. http://dx.doi.org/10.26740/jsm.v4n1.p156-179.
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Studies have already acknowledged sexual scandals as public relations nightmares of higher institutions of learning. Therefore, we examined the crisis management strategies of Nigerian tertiary institutions and stakeholders’ reactions after the British Broadcasting Corporation’s sex-for-grades report. Adopting qualitative research, we analysed 13 available press releases of institutions retrieved from some institutions’ websites and sampled opinions of 20 stakeholders comprising parents, students and lecturers through a depth interview. We used Coombs’ theory of crisis response strategies: denial, diminish, rebuild and bolstering as thematic categories. We discovered that the institutions mostly used denial with diminish response strategy to blame societal decadence, scapegoat female students for and downplayed the severity of sexual harassment incidence by the institutions. More so, all the stakeholders distrust the credibility of local media in the reportage of sexual harassment cases. However, female students feel aggrieved that school administrations and national government neglected them for failing to outlaw sexual harassment and severely punish offenders. Therefore, we recommend that considering stakeholders’ perception of sexual harassment incidence in Nigerian ivory tower, Nigerian higher educational institutions should not adopt denial response strategy for sex scandal cases.
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Higazi, Adam, and Jimam Lar. "ARTICULATIONS OF BELONGING: THE POLITICS OF ETHNIC AND RELIGIOUS PLURALISM IN BAUCHI AND GOMBE STATES, NORTH-EAST NIGERIA." Africa 85, no. 1 (January 23, 2015): 103–30. http://dx.doi.org/10.1017/s0001972014000795.
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ABSTRACTNorth-east Nigeria is an area of great ethno-linguistic diversity and religious pluralism, with Islam and Christianity both having a strong presence. The majority of the population is Muslim but there is also a substantial indigenous Christian minority, who form a majority in some local government areas. This paper draws on fieldwork by the authors in two north-eastern states, Bauchi and Gombe, to explore why, despite comparable religious demographics, there are marked differences in the levels of collective violence experienced in the two states. Although ethno-religious violence has increased across northern Nigeria since the 1980s, some areas have been more affected than others. To understand why this is, it is necessary to place ethnic and religious differences in their local historical and political contexts. This paper compares Gombe and Bauchi and argues that, although there are complaints of marginalization among different groups in both cases, Gombe State has developed a more inclusive system of government and local conflict management than Bauchi State. We explore what accounts for this difference in the articulation and management of belonging and whether the contrast is significant enough to explain differential levels of violence. In doing so, we consider how inter-ethnic and inter-religious relations have been shaped historically in the two cases and compare current forms of collective mobilization, considering different social and political spaces within each state. The paper also briefly outlines the impacts of the radical insurgent group Jama'at ahl al-sunna li'l-da'wa wa'l-jihad, nicknamed Boko Haram, in Bauchi and Gombe states.
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Ishaya, Daniel. "COMMUNITY POLICING RELATIONS AND PARTNERSHIP AMONG LAW ENFORCEMENT IN 21ST CENTURY CRIME REGULATION, PREVENTION AND MANAGEMENT, NASARAWA STATE." International Journal of Innovative Research in Social Sciences and Strategic Management Techniques 7, no. 1 (September 3, 2020): 112–35. http://dx.doi.org/10.48028/iiprds/ijirsssmt.v7.i1.08.
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Community policing relations and partnership among law enforcement aim at crime regulation and management in Nigeria with reference to Nasarawa state, Obi Local Government Area. The study sought to identify community policing and law enforcement in crime prevention; combatting and the problems solving associates with community policing in crime prevention and partnership among law enforcement. Survey design was adopted and Questionnaire were administered. Frequency and percentages were used to describe the responses from respondents which shows that 3.56% was targeted sample from the population, out of 46 of the respondents, representing 29.5% described community policing as very effective mechanism of crime prevention in the study area. As well out of 45 respondents, 28 of the respondents representing 62.22% agreed quality information determined law enforcement and community policing responses on crime prevention. This implies that community policing is an appropriate tool for crime regulation and management. Chi-square based measure was used to examine the relationship between and among the variables and test of hypotheses. Analysis of the study revealed that community policing and police law enforcement in crime prevention has strengthen relationships of the community and the police amongst others. Furthermore, community policing and law enforcement in crime prevention faces inadequate funding, lack of enough physical structures, poor management and logistics to be some of the major problems affecting community policing and police crime prevention. The study concludes and recommends that community policing and law enforcement should be strengthening to curb crime in society. There should also be motivated to enhance effective management of crime and collaboration between the police and community.
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Muraina, Saheed Adekunle, and Kabiru Isa Dandago. "Effects of implementation of International Public Sector Accounting Standards on Nigeria’s financial reporting quality." International Journal of Public Sector Management 33, no. 2/3 (January 20, 2020): 323–38. http://dx.doi.org/10.1108/ijpsm-12-2018-0277.
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Purpose The purpose of this paper is to examine the effects of the implementation of the International Public Sector Accounting Standards (IPSAS) on Nigeria’s financial reporting quality. Design/methodology/approach The study employed a survey research design to determine the effects of the implementation of the IPSAS on Nigeria’s financial reporting quality. Partial Least Square 3(SmartPLS 3) technique of analysis was applied to achieve the research objective. Findings The study found that accountability positively and significantly affects the quality of financial reporting in Nigeria. Specifically, IPSAS has improved the level of accountability, which in turn improved Nigeria’s financial reporting quality. Research limitations The study only explored two explanatory variables whereas other variables such as transparency, corruption minimization, comparability and faithful representation were not considered in this study. It is, therefore, recommended that further studies could expand the scope to cover some other variables not included in this paper. Practical implications IPSAS-Accrual has engendered the Nigerian Government to launch the Asset Tracking and Management Project (ATMProject) in order to easily track its assets for the purpose of accountability. Thus, accountability was discovered in this study to be the most essential factor to enhance the quality of financial reporting using accrual-based IPSAS in Nigeria. Social implications Accountability will impact positively on the lives of Nigerians in relation to the application of public funds to impact on the lives of the masses. Originality/value The statistical significance of accountability found in this study, using partial least square technique of data analysis, will further enhance financial integrity in the country.
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Obi L.E. and Uwanugo R.G. Uchejiora. "A geotechnical approach to gully erosion control and management at Inyishi, Ikeduru L.G.A., Imo State, Nigeria." World Journal of Advanced Engineering Technology and Sciences 1, no. 2 (December 30, 2020): 063–70. http://dx.doi.org/10.30574/wjaets.2020.1.2.0032.
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This research is aimed at appraising the root causes of gully erosion at Inyishi in Ikeduru Local Government Area of Imo State, Nigeria, and the possible geotechnical control and management techniques that could be applied in curbing the menace. In pursuance to these objectives, field and laboratory investigations were undertaken. The field works involved reconnaissance and chain surveys, and contouring of the gully catchments. It was observed that gullies were initiated in the research area by flow concentrations induced by environmental factors related to roads and aligned buildings constructed with inadequate drainage facilities upstream of the gully locations. Laboratory investigations carried out involved engineering analyses of soil samples collected at the gully sites and beds for the determination of the soils grain sizes, Atterberg limits, moisture content, specific gravity, permeability, shear strength and bulk density relations. A summary of the engineering properties of the soil revealed its poorly graded and sandy nature, its inadequate fine materials content, low liquid and plastic limits, which ranged between 35.80 to 42.20 % and 28.35 to 35.00 % respectively, as well as its low permeability index of 1 × 10-2cm/sec. These findings, coupled with the fact that the gully area was underlain with friable and cohesionless soil, with small time of concentration, which renders it easily disaggregated by runoff are pointers to the relative ease of water infiltration and seepage at the gully locations. The erosive power of the slope within the gully area was estimated by chain surveying of the entire catchment. The efficacy of natural local materials such as vetiver grass, wood shavings, palm kernel shells, coconut husk, bread fruit husk, dead plant mulch, etc. for the geotechnical works on gully erosion control and management was explored. General specifications on the geotechnics of managing the installed control works for their sustainable services were proffered.
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Bello, Abdulrahman. "Analysis of Peasant Farmers in Rabbit Production in Sokoto State, Nigeria." International Journal of Zoology and Animal Biology 3, no. 1 (2020): 1–12. http://dx.doi.org/10.23880/izab-16000198.
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The study evaluated the analysis of peasant farmers in rabbit production in Sokoto south local government area in Sokoto state, Nigeria. The procedure involved multi stage sampling t echniques of the sample size and the use of questionnaire was employed. The entire respondents were rabbit farmers. This study examined current trend on small and ultra - small - holder rabbits units in Sokoto south of Sokoto state Nigeria. The methodology com bined questionnaire survey with on - farm monitoring and recording of data in relations to socio - economic characteristics of rabbits keepers, management, constraints and marketing outlets .the result obtained was presented in frequency and percentage table. The study shows that 70% were male while 30% were female. The study also review that 44%, 36%, 12% and 8%represent the ages of rabbits farmers of 25 - 35years, 36 - 45years, 46 - 45years and 56years and above respectively within the study area, it was also revie w that 64%, 20%, and 16% represent the marital status which includes that of single married and widow. the distributions of years of farmers experience in rabbits production is also represented by 20%, 40%, 10%, and 30% of 1 - 6years, 7 - 12years and 19 years and above of experience respectively. It also reveals that the source of breeding stocks by the farmers, i.e. from own stock, other farmers, market and research institutions which was represented by 40%, 20%, 36% and 4% respectively. And with respect to ho using many farmer place their cage outside the house (70%) and also the major disease experience by the farmer is manage (52%) which serves as one of constrains facing the rabbit farmer meanwhile mating of does follows seasonal pattern due to seasonal heat stress. About (52%) farmer noted that does perceptivity and conception rates were markedly low during the dry season. From this study it highly recommended that the farmer should put down the use of personal experience in putting the animal and the extens ion agent should reach out to the rabbit farmers for proper and adequate information and the farmer should make used of stocks from the research institute for stocks replacement/breeding.
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Olaoye, O. J., S. I. Ezeani, and O. T. Onifade. "An investigation into the factors facilitating extension services available to fish farmers in Ijebu-Ode agricultural extension zone, Ogun State, Nigeria." Nigerian Journal of Animal Production 41, no. 2 (January 10, 2021): 206–18. http://dx.doi.org/10.51791/njap.v41i2.810.
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Extension services bridge the gap between research and farmers for increased productivity and improved livelihood. The study investigated the factors facilitating extension services available to fish farmers in Ijebu Ode Agricultural Extension Zone, Ogun State, aimed to determine fish farmers' preferences, the costs and returns of fishes and the constraints hindering extension services available to the respondents. Purposive and simple random sampling techniques were used to select respondents from all the six extension blocks in Ijebu Ode Zone of Ogun State ADP. One hundred and seventeen fish farmers were randomly sampled using structured interview schedules. The study revealed the mean and standard errors of age, household size and fish farming experience as 46.6±0.9 years, 6±0.3 persons and 6±0.4 years, respectively; 67.5% were male, married (76.1%) and all were literate. Formal sources of extension services available to fish farmers were extension agents from ADPs (99.1%), JDPC extension workers (54.7%) and NGOs (44.4%).Informal sources include; friends and relations (70.9%), extension guide/bulletins (70.9%), and the mobile phone (41.9%). Farmers showed preferences for extension services like field demonstrations (91.5%), fishing inputs marketing information (88.0%), farm record keeping (81.2%) and environmental management (79%). There was significant association between fish farmers' 2 2 marital status (χ2 = 29.67, p < 0.05), educational status (χ2 = 22.63, p < 0.05) and nature of extension services available to them. However, no significant relationship was found between the nature of extension services available and age (r = 0.012; p >0.05), years of experience (r=-0.074; p<0.05) and house hold size (r = 0.033; p >0.05). There was association between 2 nature of extension services available to fish farmers and their profitability ((χ2 = 173.088, p < 0.05). For more effective extension service delivery, this study recommends better linkage of fish farmers to credit sources, favourable government policy on agriculture, proper funding of extension service and remuneration of extension personnel.
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Matthew, Ugochukwu O. "Information System Management & Multimedia Applications in an E-Learning Environment." International Journal of Information Communication Technologies and Human Development 11, no. 3 (July 2019): 21–41. http://dx.doi.org/10.4018/ijicthd.2019070102.
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This paper looked at multimedia application techniques in an e-learning environment in the digital libraries in Nigeria as an alternative paradigm to information management. The article surveyed the current state of affairs in the Nigeria Educational sector through careful review of the budget allocation to the Ministry of Education and discovered a negative trend. The article proposes an alternative paradigm to the current method of information access and distribution in the Nigeria Libraries to accommodate e-learning functionalities. The article attempted to define the term data mining in relation to its usage in driving restructuring in line with the Nigerian government agenda for national development. It also covers different data mining features and standards as its main focus was to engage students and learnable groups productively. The article explains why it is necessary to implement a multimedia Internet of Things in the Eastern Nigeria Institutions, basically libraries with the help of internet repositories with the vision of expanding its functionalities to accommodate other five geopolitical regions of the country. The choice of Eastern Nigeria is on the merit of economic stability, relative peace, and general orientation to Western civilization and culture. The design will be centrally built as knowledge repository otherwise referred as Knowledge Powerhouse that will service other subregions through a wireless data sharing architecture. The study also revealed the budget implication and established to what extend the multimedia Internet of things will be used to drive key innovations in the institution Libraries for human capital development in Nigeria and by extension the entire continent of Africa.
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Lynne Hamilton, Heather. "Employee dissent in federal government organizations." Corporate Communications: An International Journal 16, no. 3 (August 9, 2011): 255–73. http://dx.doi.org/10.1108/13563281111156907.
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Amah, Okechukwu Ethelbert, and Kabiru Oyetuunde. "The effect of servant leadership on employee turnover in SMEs in Nigeria: the role of career growth potential and employee voice." Journal of Small Business and Enterprise Development 27, no. 6 (September 10, 2020): 885–904. http://dx.doi.org/10.1108/jsbed-01-2019-0009.
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PurposeEmployee turnover has been established as a major cause of the abysmal performance of SMEs in Nigeria. Hence, the study explored the role of servant leadership and the work climate created by the leader in the reduction of employee turnover in SMEs.Design/methodology/approachThe study involved 1,000 participants drawn from 200 SMEs in the city of Lagos. Cross-sectional data was acquired through questionnaire designed in such a way as to minimise common method variance.FindingsResults indicate that servant leadership reduced employee turnover, and that employee voice and the career growth dimensions partially mediated this relationship. The study variables explained 59% of the variance in employee turnover.Practical implicationsThe paper highlights that SMEs leaders who adopt servant leadership behaviour can reduce employee turnover directly and through the positive work environment they create. SMEs leaders must not only be servant leaders but must ensure that the entire organisation is managed by servant leaders. They achieve this through recruitment and promotion process.Originality/valuePast studies in Nigeria were in the area of government intervention and the effects of turnover on the productivity of SMEs. This appears to be the only paper that studied the effects of leadership on employee turnover in SMEs in Nigeria. This study advances research by studying the effect of servant leadership and the work environment created by leaders on employee turnover. Thus, the study advances past studies by suggesting possible ways to reduce employee turnover and enhancing the needed productivity of SMEs in Nigeria.
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Evaristus, Agberndifor. "Investigating the Outcomes of the Military Wing of The Civil Society in Enforcing Democracy or Cessation." Advances in Social Sciences Research Journal 7, no. 6 (June 22, 2020): 327–55. http://dx.doi.org/10.14738/assrj.76.8412.
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In Hobbes’ Leviathan, he portrays man as a rationally angry and dangerous creature capable of hurting another in order to remain alive. He says human interpersonal relations are mostly characterized by brutality in what he called “Man against man” in order words man is another man’s wolf. According to him human interpersonal relations are substantiated by the fear of bad or sudden death and so, every human seeks for ways to either remain alive or to maintain his status quo. Anger, resentments, protests and violence are clearly part of the human life and one of the reasons every human must be careful to gather his human arsenal in order to deter another from killing him. Man cannot in any way deal with the other without these ingredients ever present in interpersonal human relations. Though pejorative with many negative defects as Hobbes sees it, they have also brought some common good to societies and countries whose governments are experts in crisis management. However, the same is not the case for countries with haughty governments ruled by mostly dictatorships, which underrate their citizens and use the military to deter them from fighting for their rights. This article shall seek to firstly understand the conceptual background of civil society by examining different definitions of what it means. Secondly, it shall look at two fundamental factors that make civil societies very important and powerful for state development as well as destruction, however, will discuss them separately as one will be deeply discussed in the later parts of the study. Thirdly, it shall shallowly review the relationship between the civil society and democracy in Nigeria which will serve as a preview to understand the foreseen projection that the civil society and democracy in tandem engenders development. Secondly, at the core lies the tireless and selfless service of a powerful civil society vis-à-vis to maintain social order, unity, and social cohesion as well as keep the spirit of nationalism aflame. Lastly, this article shall concentrate on the most vital part of the study which is the military wing of civil societies. This study will show that when the civil society organization is pushed to its limits, it has the power to bring no small trouble to their host governments and domestic affairs sometimes crossing international boundaries and leading to serious international security issues and humanitarian crises. To fully understand this part, the study shall stroll through political exclusion, isolation, opportunity, greed and violence as possible incentives to arouse the devastating military wing of the civil society. Furthermore, the most comprehensive and elaborate study to use to explain this will be the analysis of Collier and Hoeffler’s account of civil war studies but this will be mentioned in passing. To avoid auto repetition, an article earlier published by me titled “Investigating the causes of civil wars in Sub-Saharan Africa, Case study: South Sudan and the Central African Republic” shall be cited. More so, this study shall look at carefully localized independent and dependent variables which shall be used in the comparative method to review the verifiable effects of the military wing of the civil society in Cameroon and Burkina Faso.
“When the enabling factor fails to a haughty government, then civilian enacted military action is the only solution. However, the effects of this civilian enacted military action differs from place to place and there is no assurance of how positively democratic or devastating they could be”
The independent variables shall be political isolation, political exclusion and polarization. And the dependent variable shall be the democracy and secession.
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Oruh, Emeka Smart, Chima Mordi, Akeem Ajonbadi, Bashir Mojeed-Sanni, Uzoechi Nwagbara, and Mushfiqur Rahman. "Investigating the relationship between managerialist employment relations and employee turnover intention." Employee Relations: The International Journal 42, no. 1 (January 6, 2020): 52–74. http://dx.doi.org/10.1108/er-08-2018-0226.
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Purpose The purpose of this paper is to investigate the relationship between managerialist employment relations and employee turnover intention in Nigeria. The study context is public hospitals in Nigeria, which have a history of problematic human resource management (HRM) practice, a non-participatory workplace culture, managerialist employment relations and a high employee turnover intention. Design/methodology/approach Based on a qualitative, interpretive approach, this paper investigates the process by which Nigerian employment relations practices trigger the employee turnover intention of doctors using 33 semi-structured interviews with key stakeholders in public hospitals. Findings This study found that Nigeria’s managerialist employment relations trigger the employee turnover intention of medical doctors. Additionally, it was found that although managerialist employment relations lead to turnover intention, Nigeria’s unique, non-participatory and authoritarian employment relations system exacerbates this situation, forcing doctors to consider leaving their employment. Research limitations/implications Studies on the interface between managerialism and employment relations are still under-researched and underdeveloped. This paper also throws more light on issues associated with managerialist employment relations and human resources practice including stress, burnout and dissatisfaction. Their relationship with doctors’ turnover intention has significant implications for employment policies, engagement processes and HRM in general. The possibility of generalising the findings of this study is constrained by the limited sample size and its qualitative orientation. Originality/value This paper contributes to the dearth of studies emphasising employer–employee relationship quality as a predictor of employee turnover intention and a mediator between managerialist organisational system and turnover intention. The study further contributes to the discourse of employment relations and its concomitant turnover intention from developing countries’ perspective within the medical sector.
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Emelifeonwu, Jude Chukwuemeka, and Reimara Valk. "Employee voice and silence in multinational corporations in the mobile telecommunications industry in Nigeria." Employee Relations 41, no. 1 (January 7, 2019): 228–52. http://dx.doi.org/10.1108/er-04-2017-0073.
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PurposeThe purpose of this paper is to explore employee voice and silence in the mobile telecommunication industry in Nigeria.Design/methodology/approachAn exploratory qualitative case study methodology was employed in this study. Participant selection was done through a purposeful intensity sampling technique, which resulted in 30 employees from two different multinational organizations and an indigenous organization taking part in in-depth interviews.FindingsFindings show the presence of fear of victimization in the Nigerian workplace embellished by the Sub-Saharan culture and the state of the labor market, which resulted in employee silence. The study revealed that the implementation of culturally adapted employee voice mechanisms within organizations in the mobile telecommunication industry in Nigeria promotes employee voice and organizational performance, whereas a lack thereof results in organizational failure.Research limitations/implicationsA limitation is that the purposive sample of employees from three organizations in the mobile telecommunications industry only permits theoretical and analytic generalization.Practical implicationsA focus on the co-creation of a high-performance work environment and the development of a powerful employee value proposition would foster employee voice.Social implicationsIt will enable multinationals operating in Nigeria understand better how to operate employee voice in order to obtain optimal performance from workers in Sub-Sahara Africa.Originality/valueThis paper contributes to the literature on employee/industrial relations by showing that a high-power-distance national culture and a high unemployment rate affect employee voice and silence, which brings to the fore the importance of adequate employee voice mechanisms through which employees express their voice in order to arrive at beneficial individual and organizational outcomes.
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Omoankhanlen, Joseph Akhigbe, and Adamu Momodu Mutairu. "Human Resource Management Practices and Workplace Deviant Behaviour of Manufacturing Firms in Rivers State, Nigeria." European Journal of Business and Management Research 6, no. 2 (April 27, 2021): 203–10. http://dx.doi.org/10.24018/ejbmr.2021.6.2.814.
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The nexus between human resource management practices and workplace deviant behaviour in manufacturing companies in Rivers State, Nigeria, was investigated in this study. The sample was conducted in a cross-sectional manner. This study looked at 470 staff from six manufacturing companies. In order to minimize bias in sample case collection, this analysis utilized a simple random sampling method. The primary data was collected using a questionnaire that was provided to each respondent. The spearman rank order correlation coefficient was used to analyze the results. According to the findings, human resources management practices (compensation and employee relations) had a negative significant relationship with both interpersonal and organizational deviant behaviour, with the exception of compensation and interpersonal deviance, which had no significant relationship. It was determined that an efficient human resource management practice in terms of compensation and employee relations is critical in reducing the occurrence of deviant behaviour by manufacturing employees. As a result, the study proposed that manufacturing company management improve workforce relations by caring for workers' well-being and maintaining industrial cohesion, which would further minimize individual and corporate deviant conduct.
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Rung, Margaret C. "Paternalism and Pink Collars: Gender and Federal Employee Relations, 1941–50." Business History Review 71, no. 3 (1997): 381–416. http://dx.doi.org/10.2307/3116078.
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Women substantially increased their presence in Washington, D.C.'s federal civil service during World War II. Accordingly, agency administrators struggled to define and address the “needs” of these new government women. This article analyzes the crucial role that gender played in the renegotiation of management strategies and policies during the 1940s. It examines the popularization of the human relations school of management in federal agencies and reveals how gendered concepts of authority impacted the employment prospects of female civil servants. The war provided an opportunity for some managers to promote a more “feminine” interpretation of human relations, but as this article demonstrates, that interpretation rested upon stressing the difference between male and female workers. In addition, postwar conservatism allowed for a reassertion of more hierarchical, “masculine” approaches to employment management in the civil service.
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MARCELLUS, IKEANYIBE OKEY. "THE IMPERATIVE OF INTEGRATED MINERAL AND OIL RESOURCES EXTRACTION AND MANAGEMENT POLICY FOR SUSTAINABLE PEACE AND DEVELOPMENT IN NIGERIA." Journal of Environmental Assessment Policy and Management 12, no. 01 (March 2010): 51–68. http://dx.doi.org/10.1142/s1464333210003516.
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Organised mining and extraction of mineral resources began in 1903 in the Northern Protectorates and in 1904 in the Southern Protectorates of modern Nigeria with the establishment of Mineral Survey of the Northern Protectorates and the Mineral Survey of Southern Protectorates respectively, by the British colonial government. Over a century later, extraction of mineral resources in the country is still highly underdeveloped. There are great conflicts that surround oil extraction in the Niger Delta region, and Nigeria imports solid minerals which she is capable of producing domestically. The extraction of solid minerals and oil resources also calls into question issues of environmental neglect in the country. This paper provides for a descriptive analysis of Nigeria's mineral and oil resources extraction and management policy since the colonial period. It is observed that public policies in the sector have been interventionist, marginal, disjointed and elitist, and, have not properly included issues of sustainability for peace and development. Key recommendations of the paper are that public policy in the mineral and oil sector should seek to include more stringent regulations in relation to the environment, ensure equity in rent or royalty distribution especially to the host communities and develop the extraction of solid minerals with which the country is abundantly blessed.
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Motshegwa, Baakile, and Theophilus Tebetso Tshukudu. "Deep rooted conflicts and Industrial Relations interface in Botswana." Journal of Public Administration and Governance 2, no. 3 (September 29, 2012): 118. http://dx.doi.org/10.5296/jpag.v2i3.2349.
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Conflict is inherently part of any industrial relations environment. With the advent of employee – management relations, conflict is bound to be and has always been present. This paper looks at conflict as it occurs in an organisation between employees and management and also government. Botswana has of recent witnessed a series of industrial relations conflict that can be categorised into three areas; union to union conflict; and union – management conflict and union - government conflict. Desktop methodology was used to collect information for this paper and some of the major events that have occurred in the Botswana industrial relations are referred to in this paper.
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Grison, Moreno, and David Worland. "Managers in the Middle: Employee Involvement Effects in a Federal Government Agency." Journal of Industrial Relations 42, no. 4 (December 2000): 573–81. http://dx.doi.org/10.1177/002218560004200406.
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Ku, Chen-Yen. "The Prospects of Employee Participation in State-Owned Enterprises: Lessons from the Case of Chunghwa Telecom Company in Taiwan." Economic and Labour Relations Review 14, no. 1 (June 2003): 21–31. http://dx.doi.org/10.1177/103530460301400103.
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One of the major factors in building a successful system of employee participation is the involvement of unions and government. In this article, the limitations of system of employee participation in Taiwan are examined. The article begins with a brief overview of Taiwanese industrial relations. It then focuses on the development of Employee Participation in Taiwan, before exploring the impacts of privatisation on the state-owned enterprises in Taiwan, with reference to Chunghwa Telecom Company.
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Nuhu, Mohammed, Turner Itari, and Abdullahi Ndagi. "Effect of Career Fulfilment on Employee Performance in Federal Civil Service Commission, Abuja-Nigeria." Review of Politics and Public Policy in Emerging Economies 2, no. 2 (December 31, 2020): 47–57. http://dx.doi.org/10.26710/rope.v2i2.1711.
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Purpose: The study on the effect of career fulfilment practices on employee performance is still scanty in the human resource management domain. The objective of this study is to determine the effect of career fulfilment practices on employee performance in the Federal Civil Service Commission (FCSC), Abuja-Nigeria.
Design/Methodology/Approach: The study is a cross-sectional survey. Hence, researchers adopted the primary data approach of data collection. The population of the study is 400 (FCSC, 2021). Using Krijcie and Morgan (1970), the sample size is 196. The researchers increased the sample size by 50% based on Salkind's (1997) suggestion. Thus, the final sample size of the study is 294 using the stratified random sampling technique. The study administered 294 copies of the questionnaires and was used for the analysis. The returned questionnaires were inputted, coded, and screened using Statistical Package for the Social Science (SPSS) version 22 software. Analysis was carried out using Partial Least Square Structural Equation Modelling (PLS-SEM).
Findings: Findings showed that career fulfilment practices have a positive and significant effect on employee performance in FCSC, Abuja-Nigeria.
Implications/Originality/Value: The study concluded that FCSC, Abuja-Nigeria, government, labour Unions and policymakers should promote career fulfilment practices that will improve employee performance in FCSC, Abuja.
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Germain, Marie-Line. "Work-related suicide." Employee Relations 36, no. 2 (December 20, 2013): 148–64. http://dx.doi.org/10.1108/er-01-2013-0009.
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Purpose – For the past 50 years, the research literature has shown that employment can contribute to an individual's personal development. Yet, it has also shown that it can become a life-threatening stressor. Reported occupational suicides increased by 22.2 percent between 1995 and 2010, becoming a leading cause of death in the USA. The purpose of this paper is to present the results of six US government reports on employee suicides between 1995 and 2012. Design/methodology/approach – Through an interpretive case study approach (Yin, 2003), this study undertook a document analysis of key US government reports examining occupational suicides. Specifically, an analysis of three US Bureau of Labor Statistics reports was undertaken along with other documents, identifying key themes and facts. Findings – The analysis of the US government reports reveals a dim legal recognition of employee suicide as an occupational accident. The paper presents the characteristics of suicides as an occupational accident as well as the profile of a typical US occupational suicide victim. Finally, the paper discusses the main causes of employee suicide. Practical implications – Organizations have a “duty of care” to their employees, both physical and psychological. Human resource (HR) professionals ought to create preventive policies to minimize work-related suicides and have clear crisis management systems in place, should an employee commit suicide or threaten to do so. Originality/value – Occupational distress is not typically apparent or obvious and is not the subject of many studies in the field of HRs. Yet, because of its rampant increase in today's organizations, its direct connection with employee suicide and its impact on organizational revenues, psychological distress in the workplace merits closer attention. This paper is unique as it provides insights for HR professionals based on the analysis of US government reports on work-related suicides.
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Nwagbara, Uzoechi. "Exploring how institutions shape managerialist employment relations and work-life balance (WLB) challenges in Nigeria." Employee Relations: The International Journal 42, no. 6 (June 14, 2020): 1401–21. http://dx.doi.org/10.1108/er-07-2019-0269.
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PurposeThis study explores the nexus between institutions and managerialist employment relations and subsequent work-life balance (WLB) challenges for Nigerian employees. Through an exploratory approach, the paper investigates how institutions shape employment relations, which is characterised by systematic and normalised managerialist practices and lack of employee participation.Design/methodology/approachRelying on a qualitative, interpretive approach, this study explores the relationship between institutional pressures, managerialism and employment relations. 31 semi-structured interviews and nine focus group interviews data was used.FindingsThis paper found that institutions shape organisational practice, specifically employment relations and human resource management (HRM) practice generally through its normative tendency. The study also found that although managerialist employment relations leads to WLB challenges, Nigeria's unique context aggravates this situation constituting serious WLB challenges for workers.Research limitations/implicationsResearches dealing with the relationship between managerialism, employment relations and WLB are largely underdeveloped and under-theorised. HRM phenomena such as unhappy workforce, stress, lack of flexibility, burnout, turnover and turnover intention, associated with management practice, have major implications for engagement procedures and HRM strategies. However, the sample size used potentially limits generalisation including its qualitative approach.Originality/valueThis study contributes to the dearth of researches focusing on employer–employee relationship quality as a precursor to WLB challenges and a mediator between managerialist employment relations and WLB challenges. Additionally, the study contributes to the burgeoning WLB discourse from developing countries perspective, which is understudied. It also sheds light on how Nigeria's unique context can bring new insights into the nascent WLB discourse and its associated HRM practices.
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Nam, Taewoo. "Determinants of local public employee attitudes toward government innovation." International Journal of Public Sector Management 32, no. 4 (May 13, 2019): 418–34. http://dx.doi.org/10.1108/ijpsm-06-2018-0134.
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Purpose The purpose of this paper is to identify individual level perception-based determinants influencing participation in government innovation and to examine the moderating effect of innovation cynicism upon those determinants. Design/methodology/approach Focusing on the case of Government 3.0, a Korean National Government innovation initiative, this study analyzes survey data regarding local public employee perceptions of the initiative through ordered logistic regression. Findings Multiple theoretical correlates of perceived desirability, perceived efficacy, performance expectancy, facilitating leadership, peer influence and demonstrable symbols have positive influences on participation in Government 3.0. Surprisingly, cynics of government innovation reported more active participation in Government 3.0 than non-cynics. While cynicism negatively moderates the influence of perceived desirability, performance expectancy and peer influence on Government 3.0 participation, the expected negative moderating effect does not correspond with the influence of perceived efficacy on innovation participation. Originality/value The study highlights the importance of innovation cynics, who are probably neither skeptics nor pessimists regarding recent changes but rather are concerned about recurring rhetoric and poor performance of government innovation.
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Afolabi, Mosinmileoluwa, Ochei Ailemen Ikpefan, Godswill Osagie Osuma, and Grace Evbuomwan. "Impact of Agricultural Credit on Economic Growth in Nigeria." WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 18 (March 5, 2021): 511–23. http://dx.doi.org/10.37394/23207.2021.18.52.
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This study’s aim was to examine the influence of agricultural credit on Nigeria's economic growth for the period of 1981-2017. Data is sourced from Central Bank of Nigeria (CBN) statistical bulletin and world development indicator (WDI). The detailed objectives are to analyze the effect of the Agricultural credit guarantee scheme fund (ACGSF) and the deposit money bank credit to agric sector (DMBCA) on Nigeria's Economic Growth. Data was analyzed using the test for stationarity, Auto-Regressive Distributed Lag (ARDL). ARDL is adopted due to the mixed order of stationarity of the variables at levels and first difference. From the research results, it was established, in the long run, that DMBCA is significant and there exists a direct relationship, only in the short run, and the ACGSF is insignificant both the short and long run but has a direct relation in the short run and an inverse relationship in the long-run. Therefore, it is recommended, that the Federal Government should make coordinated attempts to ensure that farmers especially small-scale farmers have easy access to the financial aids and grants provided and the funds should be disbursed appropriately and adequately without any hitch.
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JAYEOBA, Foluso Ilesanmi. "COVID-19: NEW ORDER FOR EMPLOYMENT RELATIONS AND HUMAN RESOURCE MANAGEMENT." LASU Journal of Employment Relations & Human Resource Management 2, no. 1 (December 1, 2020): 216–36. http://dx.doi.org/10.36108/ljerhrm/0202.02.0151.
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The onset, spread, control measures and the behaviour of society, government and businesses have far reaching implications – social, economic and legal – for the immediate and future of employment relations and human resource management in Nigerian organisations. This chapter, drawing from available COVID-19 literature, ILO and WHO protocols, examined various concerns and challenges posed by ongoing covid-19 pandemic and the regimes of measures which are modeled after developed economies of the world but are at best ad-hoc, panicky, illdigested and their operations execution not based on empirical/objective assessment. COVID-19 has evidently brought job losses and unprecedented changes in work modes and some of the lessons and fallouts may live with us for a long time. Post-COVID-19 economic recovery though expected to be slow will leave the workplace and society with routines and rituals, lessons to learn and corrections to be made, not to avert future pandemics but to manage it in more precise manner with less panic and greater forthrightness
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Oruh, Emeka Smart, and Chianu Dibia. "Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain." Employee Relations: The International Journal 42, no. 6 (June 25, 2020): 1381–400. http://dx.doi.org/10.1108/er-11-2019-0425.
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PurposeThis paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.Design/methodology/approachUsing a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.FindingsThe study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.Research limitations/implicationsResearch on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.Originality/valueThe article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.
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Hirsch, Peter Buell. "The plebeians rehearse the uprising." Journal of Business Strategy 36, no. 5 (September 21, 2015): 50–54. http://dx.doi.org/10.1108/jbs-07-2015-0067.
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Purpose – The purpose of this paper is to explore the impact of rising concerns about income inequality on the reputation of large global employers. In an era in which middle class incomes have stagnated for several decades, the continuing decline of labor unions seems paradoxical. The paper suggests that the impassivity of the workforces of the developed countries may be coming to an end and that thoughtful employers can and should be doing more to address the needs of their employees from both a benefits and job satisfaction perspective. Otherwise, they may face renewed repetitional threats that could translate into regulatory penalties. Design/methodology/approach – The paper cites evidence of an increasing concern about income inequality in the developed economies and examines best practices in employee relations from a number of leading corporations to suggest ways in which companies can manage new repetitional threats relating to the way they manage their employees. Findings – The paper provides insights into three strategies that well-managed companies can adopt with respect to their employee relations: they can become leader brands, consistently pursuing employee benefits strategies at the cutting edge; they can develop a distinctive employee investment strategy; or they can create workplaces focused from innovation from the bottom up. Research limitations/implications – Due to the anecdotal nature of the evidence adduced to suggest best practices in employee relations, further research needs to be done to examine the question presented in a more empirical fashion. Practical implications – The employee relations strategies described can be deployed by any corporation seeking to create a new employee compact with its employees to safeguard its reputation and be perceived as a builder, rather than despoiler, of communities. Social implications – Concerns about income inequality and its negative impact on the social fabric are being voiced by leading voices in the business community. If the strategies recommended in the paper are adopted broadly, this could have a significant impact on the regeneration of struggling communities. Originality/value – Although substantial attention has been devoted to the subject of income inequality from an economic perspective, there is very little in the literature that addresses income inequality from the viewpoint of its impact on corporate reputation and the threat of future anti-business government action.
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Clibborn, Stephen. "Australian industrial relations in 2018: Inequality, policy stagnation and a brewing storm." Journal of Industrial Relations 61, no. 3 (June 2019): 318–25. http://dx.doi.org/10.1177/0022185619848372.
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This article introduces the Journal of Industrial Relations' Annual Review of Industrial Relations in 2018. Providing an overview of the other articles contained in the Annual Review issue, this article discusses industrial relations policy stagnation, and manoeuvring for change from both employer and employee representatives. With leadership uncertainty and change within the federal government, it has been a quiet year for industrial relations reform, although some key decisions from courts and tribunals are examined and some states’ return to private sector regulation noted. A number of questions are raised regarding potential for reform in 2019 and for how to conceptualise industrial relations change.
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Emmott, Mike. "Employment relations over the last 50 years: confrontation, consensus or neglect?" Employee Relations 37, no. 6 (October 5, 2015): 658–69. http://dx.doi.org/10.1108/er-07-2015-0140.
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Purpose – The purpose of this paper is to discuss significant changes in the concept and practice of employment relations over the last 50 years. It does so from both public policy and management perspectives and highlights the continued failure to align these two perspectives. Design/methodology/approach – The paper draws on the author’s research as an adviser at the Chartered Institute of Personnel and Development, and his previous experience as a civil servant in the Employment Department. A range of published sources are relied on, including quantitative, survey based and qualitative, case-study and other evidence. Findings – The over-riding need to tackle inflation led governments in the 1960s and 1970s to make repeated attempts to build a stronger legal framework around collective bargaining, and to intensifying incomes policies which brought governments into frequent conflict with the trade unions. This was followed by incremental reform of trade union legislation under Margaret Thatcher in the 1980s, to which there has subsequently been no serious challenge. The question is posed whether the author is nearing the end of the road for trade union voice in the UK, or whether there is scope for a “new deal” under which trade unions can join with other key stakeholders in making a positive contribution towards economic regeneration. Looking forward, the paper discusses shifts in trade union approaches to industrial action and major challenges for employers, including managing individual conflict and employee voice. Originality/value – The paper suggests that the ambiguity of the term “employee relations” means the author needs to ask what are the specific challenges facing employee relations practitioners today. Employee relations managers are undertaking a wide range of jobs. Their current focus on employee relations reflects a shift from the defensive attitudes that characterised the earlier part of the period to a more positive one. The paper concludes by arguing the case for a national forum bringing together employers, trade unions and other key stakeholders to advise government on workplace issues.
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Nash, David. "Recent Industrial Relations Developments in the United Kingdom: Continuity and Change under New Labour 1997-2005." Journal of Industrial Relations 48, no. 3 (June 2006): 401–14. http://dx.doi.org/10.1177/0022185606064793.
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This article reviews the achievements of the first two terms of the New Labour government in the UK over the period 1997-2005. It analyses the legislative programme in the areas of individual and collective employment regulation and the promotion of partnership. The article argues that whilst there have been developments in the areas of extending employee protections and granting unions a statutory recognition procedure, much of the legislative framework of the previous Conservative administrations has remained unchanged. The achievements of the Labour government are placed in an international context and the relative merits of the ‘Europeanization’ and ‘Americanization’ theses are explored. The article concludes with the assessment that far from marking a radical break with the past, Labour’s Industrial Relations programme lacks consistency and coherence.
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JPT staff, _. "E&P Notes (March 2021)." Journal of Petroleum Technology 73, no. 03 (March 1, 2021): 14–17. http://dx.doi.org/10.2118/0321-0014-jpt.
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KrisEnergy Pumps Cambodia’s First Crude in 17 Years A Cambodian concession has commenced production after years of delays in a venture between Singapore’s KrisEnergy and the government. The crude comes from oil fields in Block A, comprising 3083 km2 of the Khmer basin in the oil-rich Gulf of Thailand, off the southwestern coast of Sihanoukville. The concession will progress in phases once new wells are commissioned and completed. Kelvin Tang, chief executive of KrisEnergy’s Cambodian operations, called the 29 December event “an important strategic milestone” for the company, while Prime Minister Hun Sen hailed the first extraction as “a new achievement for Cambodia’s economy” and “a huge gift for our nation.” Ironbark Australian Exploration Well Declared Dry; Co-Owner Stocks Plummet BP has come up dry at its Ironbark-1 exploration well, the anticipated multi-trillion-scf prospect off the west Australian Pilbara coast. The disappointing prospect was once seen as a potential gas supplier to the emptying North West Shelf (NWS) LNG plant, where BP is a co-owner, within 5 to 10 years. After 2 months of drilling to a total depth of 5618 m, “no significant hydrocarbon shows were encountered in any of the target sands,” according to co-owner New Zealand Oil and Gas (NZOG). Petrorecôncavo Buys Petrobras’ Onshore Bahian Stake for $30 Million Brazilian operator Petrobras on 23 December signed a contract with independent producer Petrorecôncavo to sell its entire stake in 12 onshore E&P fields, the Remanso Cluster, in the state of Bahia. The sale value for the fields was $30 million; $4 million was paid on signing, $21 million at the closing of the transaction, and $5 million will be paid 1 year after that. The Remanso Cluster comprises the onshore fields of Brejinho, Canabrava, Cassarongongo, Fazenda Belém, Gomo, Mata de São João, Norte Fazenda Caruaçu, Remanso, Rio dos Ovos, Rio Subaúma, São Pedro, and Sesmaria. Zion Spuds the Israeli Megiddo-Jezreel #2 Well On 6 January, Zion Oil and Gas officially spudded the MegiddoJezreel #2 on its 99,000acre MegiddoJezreel license area in Israel. “With unique operating conditions in the COVID19 environment, our crews have performed an amazing task,” Zion CEO Robert Dunn said. “Mobilizing a rig into a new country during a pandemic and rigging up is the most challenging part of the drilling operation,” Zion’s vice president of operations, Monty Kness, added. Exxon Declares a Dud at Second Guyana Well Exxon Mobil said on 15 January that its exploration well in the prolific Stabroek Block off Guyana’s coast did not find oil in its target area. Exxon, which operates the Stabroek Block in a consortium with Hess and China’s CNOOC, has made 18 discoveries in the area in 5 years, totaling more than 8 billion BOE, for a combined potential for producing up to 750,000 B/D of crude. The Hassa1 exploration well was the giant’s second setback to its drilling campaign in recent months. Heirs Holdings Buys 45% of Shell Nigeria’s OML 17 Field Shell Nigeria announced on 15 January it had completed a $533 million sale of its stakes in an onshore OML 17 oil field in Nigeria to African strategic investor Heirs Holdings, Nigeria’s largest publicly listed conglomerate. The deal is one of the largest oil and gas financings in Africa in more than a decade, with a financing component of $1.1 billion provided by a consortium of global and regional banks and investors. Heirs Holdings, in partnership with Transcorp, one of the largest power producers in Nigeria with 2000 MW of installed capacity, purchased 45% stake in the field. It acquired the stakes of Shell, Total, and Eni to further its expansion into the oil and gas industry. Apex Discovers Oil in Egypt’s Western Desert Privately held independent E&P firm Apex International Energy, backed in part by UK energy investment firm Blue Water Energy, on 18 January announced a discovery in the Southeast Meleiha Concession (SEM) in the western desert of Egypt. The discovery was made at the SEMZ-11X well located 10 km west of Zarif field, the nearest producing field. The well was drilled to a total depth of 5,700 ft and encountered 65 ft of oil pay in the Cretaceous sandstones of the Bahariya and Abu Roash G formations. Testing of the Bahariya resulted in a peak rate of 2,100 B/D with no water. Additional uphole pay exists in the Bahariya and Abu Roash G formations that can be added to the production stream in the future. Kosmos Announces Oil at Winterfell Well Dallas-based E&P independent Kosmos Energy announced on 19 January an oil discovery in deepwater US Gulf of Mexico. The Winterfell discovery well, the product of infrastructure-led exploration (ILX), was drilled to a total depth of approximately 23,000 ft and is located in approximately 5,300 ft of water. This subsalt Upper Miocene prospect in off-shore Louisiana encountered approximately 85 ft of net oil pay in two intervals. ILX exploration, which has featured prominently in upstream operators’ portfolios in recent years of relatively low oil prices, is exploration around producing hubs that can be hooked up to those facilities easily and cheaply. The development sidesteps the need for costly and time-consuming individual hub construction. Equinor Gets Permit To Drill North Sea Wildcat Well The Norwegian Petroleum Directorate has granted Equinor a drilling permit for wildcat well 31/11-1 S in the North Sea offshore Norway, 62 km south of the Troll field. The drilling program is the first exploration well to be drilled in production license 785 S, awarded on 6 February 2015 (APA 2014). Operator Equinor and Total E&P Norge are 50/50 partners in the license, which consists of parts of Blocks 26/2 and 31/11. Petrobras, ExxonMobil Hit Hydrocarbons at Urissanê Well, Offshore Brazil Brazilian state-owned Petrobras announced on 29 January it had discovered hydrocarbons in a well located in the Campos Basin presalt off Brazil’s coast of Campos dos Gotyacaze in the State of Rio de Janeiro. Well 1-BRSA-1377-RJS (informally called Urissanê) is located in Block C-M-411, at a depth of 2950 m approximately 200 km offshore. Petrobras, which operates the block in a 50/50 partnership with Exxon Mobil, said it would analyze the well data to better target exploratory activities and assess the potential of the discovery. BP Offloads 20% Share of Oman’s Block 61 To PTTEP Marking another significant step in its divestment program, BP will sell a 20% participating interest in Oman’s 3950 km2 Block 61 in central Oman to Thailand’s national PTT Exploration and Production (PTTEP) for $2.59 billion. BP will remain operator of the block, holding a 40% interest. The sale comprises $2.45 billion payable on completion and $140 million payable contingent on preagreed conditions. After the sale, BP will hold 40% interest in Block 61, while OQ holds 30%, PTTEP 20%, and Petronas 10%. Block 61 contains the largest tight gas development in the Middle East.
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McHugh, Marie. "Employee absence: an impediment to organisational health in local government." International Journal of Public Sector Management 14, no. 1 (February 2001): 43–58. http://dx.doi.org/10.1108/09513550110387066.
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Lyons, Lizanne, and Anthony D. Vivenzio. "Employee Involvement in Seattle: Reengineering Government in a City Lacking a Financial Crisis." Public Personnel Management 27, no. 1 (March 1998): 93–101. http://dx.doi.org/10.1177/009102609802700109.
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Without fiscal pressure, but with a clamor for re-engineering and service reform reverberating, the usually progressive Seattle began an improved labor-management relations effort through a series of project teams sponsored by departmental joint-labor management committees. The aim was to save costs and improve service. Unlike the other examples in this issue, Seattle didn't start with bargaining improvement or conflict resolution in mind, nor did it begin with a large and visible project like health care or a civic arena. Seattle started with a simple but ambitious plan, sponsored by labor and management, to create the capacity to set up well-structured ad hoc joint teams to attack potential savings and improvements under the umbrella of joint committees in each department. Cost savings and improvements came from such diverse services as the electric utility, the parks department, fleet maintenance, the municipal court and animal control. The resulting Employee Involvement Committees can discuss any issue, other than wage and benefits, that relates to services improvement. A citywide oversight committee helps to share lessons and to help put issues relevant to bargaining into play in the proper forum. With the help of a U.S. Federal Mediation and Conciliation Service (FMCS) grant, Seattle and the coalition of unions jointly built training and administrative capacity to ensure success. The grant and the city support expanded the number of management and union leaders involved with constructive problem solving. Over two dozen involvement committees were launched and made progress within a year, and many departmental joint committees were started or revitalized. The results of the EICs and related arrangements led to and created enthusiasm for expansive changes in the labor-management relationship. These innovative arrangements were also expected to affect the bargaining climate and a broader range of workplace, service and cost items. In a dramatic broadening of these early efforts, the city formed a city-level Labor Management Leadership Committee with key representatives from the city council, the mayor's office and cabinet department. The Seattle example, partly an alternative to managed competition, shows the possibilities in starting small, building capacity, focusing on service through joint efforts, and seeing the expanded trust moving to other aspects of the relationship and creating greater opportunities for improvement. This jointly authored perspective brings insight to understanding how the EICs became a successful event and an effective catalyst for broader change.
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Oseni, A. E., and A. S. Durowoju. "Application of GIS in Electricity Distribution: A Case Study of part of Ashamu Layout Kosobo, Oyo East Local Government Area, Oyo State Nigeria." Nigerian Journal of Environmental Sciences and Technology 4, no. 2 (October 2020): 370–81. http://dx.doi.org/10.36263/nijest.2020.02.0106.
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Due to the natural limitations faced by the old system of keeping, planning and managing the distribution of electricity, a computerized system is developed for Power Holding Company of Nigeria (PHCN), on Ashamu Layout of Kosobo Area, Oyo State, Nigeria. Data was acquired using south total station (NTS) and the data was downloaded using NTS.comp and project boundary was plotted with AutoCAD civil 3D, 1m Ikonos resolution satellite imagery was downloaded and geo-referenced with Arcgis10.1. Spatial features such as roads and buildings were vectorized. Electricity distribution and management was designed and created using relational database management system (rdbms) approach. The raster image was added as layer to ArcGIS 10.1 environments for geo-referencing and vectorization. The roads, buildings, electric poles were vectorized and a south total station was used to acquire co-ordinates of the electric poles and transformers to their position on the imagery, creating spatial database for the study area. The developed system was tested by carrying out spatial analysis and spatial search using ArcGIS 10.1. The results obtained were displayed in graphics and tables. It was established from the result that Geographic Information System (GIS) has the capacity as an effective tool for management of electricity distribution system.
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Walmsley, Andreas, Shobana Partington, Rebecca Armstrong, and Harold Goodwin. "Reactions to the national living wage in hospitality." Employee Relations 41, no. 1 (January 7, 2019): 253–68. http://dx.doi.org/10.1108/er-02-2018-0044.
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Purpose The purpose of this paper is to explore reactions to the introduction by the UK Government of the National Living Wage (NLW) in the UK hospitality sector and consider implications for the status of employee relations. Design/methodology/approach In-depth interviews were conducted with senior industry representatives of the hospitality sector in the UK. Findings Concerns surrounding an increase in the wage bill, in maintaining pay differentials and in shifting employment to youth were confirmed. Managers expressed ambiguity in face of the legislation, offering agreement at a personal level with the rationale underpinning the NLW, but also expressing concern about impacts on their businesses. Research limitations/implications This exploratory study offers the basis for further research in understanding the foundation of employee relations in hospitality. Social implications A reconsideration of the nature of the employment relationship is key at a time of growing concerns about the business-society relationship. Originality/value Uses reactions to the UK Government’s stipulation of a NLW to explore the basis of employee relations in the hospitality sector. This is timely where work to date in hospitality has largely focussed on symptoms but not causes of poor working conditions.
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Mahmud, Abbas. "EFFECTIVE MANAGEMENT: A RECIPE FOR ATTAINING THE GOALS OF NOMADIC EDUCATION PROGRAMME IN NIGERIA." Sokoto Educational Review 14, no. 1 (June 30, 2013): 9. http://dx.doi.org/10.35386/ser.v14i1.84.
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The paper examined different areas of management in relation to Nomadic Education programme and looked into policy statement which is enshrined in the National Policy on Education and definition regarding to management. System theory was also used in order to examine issues o f effective management in schools. Administrators roles in schools was discussed such as mutual respect, shared ideas and the process in establishing nomadic schools with a lot of considerations before erecting the structure. School plant planning was discussed in respect of managers/head teachers in managing the schools toward the achieving educational goals. The paper also examined the component that helps in achieving the goals which are management structure, the hierarchical model to the management o f nomadic schools and how it will really help in managing the school activities. Lastly the paper made some recommendations, such as, government should provide the needed teaching and learning materials for successful attaining goals etc.
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Ibrahim, Maha, and Saoud Al Falasi. "Employee loyalty and engagement in UAE public sector." Employee Relations 36, no. 5 (July 29, 2014): 562–82. http://dx.doi.org/10.1108/er-07-2013-0098.
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Purpose – The purpose of this paper is to investigate the relationship between employee loyalty (Organizational Commitment) and its two dimensions namely, affective commitment (AC) and continuance commitment (CC) with employee engagement. Design/methodology/approach – A self-administered questionnaire was used for collecting the study data from 50 employees who represent three managerial levels from the government sector in United Arab Emirates (UAE). Three hypotheses were developed in order to test the said relationship. Hypotheses were tested through using various testes namely: the correlation coefficient and the regression analysis from the Statistical Package for Social Science software. Findings – The findings indicated that there is a significant relationship between loyalty and engagement. AC was found to be more important in affecting employee's engagement when compared with CC. Research limitations/implications – The study is based on a small number of employees working mostly in one single organization which limits the generalizability of the results; a limitation that does not allow for statistical generalization but allows for analytical generalization. Originality/value – The study contributes to the literature of OC and more specifically to the relationship between employee loyalty and engagement in the UAE public sector. The outcome of the research draws decision makers’ attention to the importance of employees’ loyalty and its impact on their engagement.
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Ibrahim, Adamkolo Mohammed, and Muhammad Nura Nguru. "PUBLIC RELATIONS AND EMPLOYEE PERFORMANCE IN NIGERIAN INSTITUTIONS OF HIGHER LEARNING." INFORMASI 48, no. 2 (December 1, 2018): 267–79. http://dx.doi.org/10.21831/informasi.v48i2.21972.
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Organizations’ internal publics, which generally comprises two categories of personnel, namely management staff and employees constitute some of the key elements that contribute toward realizing the goals and objectives of the organization. However, unlike non-academic organizations, institutions of higher (academic) learning have two additional categories of internal publics — academic staff and students. This makes such institutions a bit unique. Public relations (PR) as a management function and tool is utilized by the management between itself and all categories of internal publics to facilitate smooth information dissemination and communication for enhanced job performance. Hence, a unique type of PR practice capable of addressing the characteristic needs of the academic staff (who are directly involved with the students) in addition to those of the non-academic staff will be required. A critically review of extant literature surrounding the impacts of the practice of PR on job performance among employees of Nigerian institutions of higher learning was performed. Additionally, critical intra-organizational PR media capable of addressing the characteristic and specific needs of the overall and specific internal publics were underscored and some policy recommendations offered. This article concludes that effective PR (a PR practice that addresses both the comprehensive and specific needs of the various classifications of internal publics) enhances job performance and productivity.HUBUNGAN MASYARAKAT DAN KINERJA KARYAWAN DI LEMBAGA PENDIDIKAN TINGGI NIGERIAInternal publik dalam sebuah organisasi yang pada umumnya terdiri dari dua bagian yaitu manajemen staf dan karyawan, merupakan beberapa elemen kunci yang memberikan kontribusi terhadap realisasi sasaran dan tujuan organisasi. Namun, tidak seperti organisasi non-akademik, institusi akademik memiliki dua bagian tambahan lain dalam internal publiknya – staf akademik dan siswa. Hal inilah yang kemudian membuat institusi-instistusi akademik memiliki sedikit keunikan. Public Relations (PR) sebagai fungsi manajemen digunakan oleh institusi untuk memfasilitasi penyampaian informasi dan komunikasi untuk meningkatkan performa kerja antara manajemen dan seluruh bagian publik internalnya. Oleh karena itu, PR yang memiliki keunikan seperti ini harus mampu menganalisa hal-hal apa saja yang menjadi kebutuhan staf akademik (yang secara langsung terlibat dengan siswa) dan juga staf non-akademik yang nantinya akan dibutuhkan. Sebuah tinjauan kritis menghasilkan temuan mengenai dampak praktik PR pada performa kerja para karyawan yang bekerja di institusi-institusi Nigeria. Selain itu, media intra-organisasi PR yang kritis harus mampu menganalisa karakteristik dan kebutuhan-kebutuhan tertentu dari seluruh ataupun sebagian kecil publik internal dan kebijakan-kebijakan yang ditawarkan. Penelitian ini menyimpulkan bahwa PR yang efektif (praktik PR yang menganalisa secara mendalam ataupun spesifik kebutuhan-kebutuhan berbagai kalangan yang merupakan bagian dari publik internal) dapat meningkatkan performa pekerjaan dan produktivitas.
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Narayanamurthy, Gopalakrishnan, Pradeep Kumar Hota, Surya Prakash Pati, and Manoranjan Dhal. "Maruti Manesar lockout: the flip side of people management." Emerald Emerging Markets Case Studies 5, no. 2 (April 16, 2015): 1–14. http://dx.doi.org/10.1108/eemcs-02-2014-0042.
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Subject area Human Resource Management (HRM), Industrial Relations, Labor Law (Indian business context), Organizational Behavior, Trade Union and Employer-Employee Relationship. Study level/applicability Academic students (MBA and BBA), management trainees, HR managers and top management of organizations interested in understanding the importance HRM practices. Case overview This case describes an Industrial Relations situation in an automobile company in India. It begins with the mention of Maruti Suzuki India Limited's (MSIL) brush with an unprecedented labor violence that rocked its Manesar facility on July 18, 2012, eventually leading to the lock out of the same on July 21, 2012. Further, it describes the background of the company, employer-employee relationship, a series of strikes experienced by the company, incidents that led to the violence, incidents that happened on the day of violence and finally actions taken after the violence by the company, the government and the union. With such details, the case raises questions on the prolonged people management issues afflicting MSIL. It endeavors to educate the discussants on the specifics of an industrial relations system and the role of each actor toward maintaining industrial peace. Expected learning outcomes Understanding the role of actors of industrial relations toward effective HRM in the organization. Analyzing the compliance of the actors under the existing labor laws as applicable to the organization. Comprehending the attitude of employees, employers and industry toward each other and also toward the job. To understand the nuances of people management function and its contribution toward the violence that eventually resulted in lockout. To comprehend various organizational behavior concepts that shall help synergize the employees' objectives and employer's goal. To analyze the complete incident with relevant organizational and industrial relations (IR) theories. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.
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Johari, Johanim, Faridahwati Mohd Shamsudin, Tan Fee Yean, Khulida Kirana Yahya, and Zurina Adnan. "Job characteristics, employee well-being, and job performance of public sector employees in Malaysia." International Journal of Public Sector Management 32, no. 1 (January 14, 2019): 102–19. http://dx.doi.org/10.1108/ijpsm-09-2017-0257.
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Purpose The purpose of this paper is to examine the structural relationships between the job itself (i.e. job characteristics), employee well-being and job performance in light of the new administrative reform called the Government Transformation Program in Malaysia that stresses on measurable performance outputs. Design/methodology/approach A total of 208 public sector employees from various public agencies and departments in the northern region of Peninsular Malaysia were surveyed. Some of the agencies that took part in the study include state departments, the fishery department, agriculture-related agencies and the rural development agency. Findings The authors observed that feedback positively influenced employee well-being, which served as a significant mediator in the relationship between feedback and job performance. The results indicated that 26.4 percent of the variance that explained employee well-being was accounted for by the different characteristics of a job. The authors also demonstrated that employee well-being accounted for 41.8 percent of job performance. Research limitations/implications The authors recommended that public sector managers consider the element of feedback and enhance employee well-being to improve job performance. Originality/value This study offers an insight into the effect of perceived changes in the job itself on employee well-being and subsequent job performance in light of government reforms.
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Griffin, Gerard, and Vincent Giuca. "One Union Peak Council: the Merger of ACSPA and CAGEO with the ACTU." Journal of Industrial Relations 28, no. 4 (December 1986): 483–503. http://dx.doi.org/10.1177/002218568602800401.
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The possibility of a merger between the ACTU and the white-collar peak councils was first raised publicly in 1969. By 1981, the Australian Council of Salaried and Professional Associations (ACSPA) and the Council of Australian Government Employee Organisations (CAGEO) has disbanded and most of their former members had affiliated to the ACTU. A number of factors, such as converging policies, the changing nature of white-collar unionists and, after 1975, a hostile federal government, pointed to the logic of unification. Despite these influences, however, the merger discussions virtually halted in the mid-1970s. The ultimate success of these discussions is largely attributable to the attitudes and actions ofsenior ASPCA officials and their belief in the concept of one peak council for all trade unions.
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Adisa, Toyin Ajibade, Olatunji David Adekoya, and Kareem Folohunso Sani. "Stigma hurts: exploring employer and employee perceptions of tattoos and body piercings in Nigeria." Career Development International 26, no. 2 (March 15, 2021): 217–37. http://dx.doi.org/10.1108/cdi-09-2020-0239.
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PurposeThis study draws on social stigma and prejudice to examine the perceptions and beliefs of managers and employees regarding visible tattoos and body piercings, as well as the impact they have on potential employment and human resource management in the global South, using Nigeria as the research context.Design/methodology/approachThe study uses a qualitative research approach, drawing on data from 43 semi-structured interviews with employees and managers in Nigeria.FindingsContrary to the popular opinion that tattoos and body piercings are becoming more accepted and mainstream in society, this study finds that some Nigerian employers and employees may stigmatise and discriminate against people with visible tattoos and body piercings. The findings of this study suggest that beliefs about tattoos are predicated on ideologies as well as religious and sociocultural values, which then influence corporate values.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.Practical implicationsReligious and sociocultural preconceptions about people with visible tattoos and body piercings have negative implications for the recruitment and employment of such people and could prevent organisations from hiring and keeping talented employees. This implies that talented employees might experience prejudice at job interviews, preventing them from gaining employment. Furthermore, stigmatising and discriminating against people with visible tattoos and body piercings may lead to the termination of employment of talented employees, which could negatively affect organisational productivity and growth.Originality/valueThis study provides an insight into the employment relations regarding tattoos and body piercing in Nigeria. The study highlights the need for mild beliefs and positive perceptions about people with visible tattoos and unconventional body piercings. There should be a general tolerance of the individual preference for body art and physical appearance, and this tolerance should be incorporated in organisational policies, which are enactments of corporate culture.
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McIntosh, Barbara, and Michael A. Gurdon. "Factors Influencing Health and Safety Performance in New Zealand." Journal of Industrial Relations 28, no. 4 (December 1986): 521–33. http://dx.doi.org/10.1177/002218568602800403.
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Multiple environmental pressures, both internal and external to the organization, are examined as factors influencing the administration of health and safety programmes and subsequent accident performance. Data were collected from seven industrial sectors in New Zealand. Those firms with better safety records indicated that the most influential factors shaping their policies included government rules and regulations and demonstrated employee concerns and demands. The quality of the relationship with the union and the locus of enterprise ownership also play a significant role in the effectiveness of health and safety administration.
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Markey, Raymond, and Ann Hodgkinson. "The Impact of the Workplace Relations Act on Regional Patterns of Industrial Relations: The Illawarra Region of Australia, 1996— 2004." Journal of Industrial Relations 50, no. 5 (November 2008): 752–78. http://dx.doi.org/10.1177/0022185608094116.
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Work Choices fundamentally restructured the Australian industrial relations system in 2005, by marginalizing the role of awards and the Australian Industrial Relations Commission, privileging individual contracts and restricting industrial action by trade unions. The Workplace Relations Act 1996 (WRA) represented a significant first step in this direction prior to the Liberal National coalition gaining control of the Senate in 2005. However, there has been no extensive workplace data of the kind produced by the Australian Workplace Relations Survey to take stock of the impact of the WRA. This study undertakes a stocktake of the impact of the WRA for the Illawarra region. It compares data for trade unions, employer associations, forms of employee participation, workplace reductions, industrial disputes and payment systems from the Illawarra Regional Workplace Industrial Relations Survey 1996 with a further survey in 2004. It concludes that while the WRA did impact on the region, the Illawarra nevertheless maintained a distinctive pattern of industrial relations in which the New South Wales State system was more influential. If this provides any indication of the wider impact of the WRA, it offers strong reasons as to why the government proceeded with Work Choices.