Relevant bibliographies by topics / Organizational change – Nigeria

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Organizational change – Nigeria'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Organizational change – Nigeria"

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Nosakhare, Godwin. "STRATEGIC CHANGE AND ORGANIZATIONAL TRANSFORMATION PROCESS IN NIGERIAN ORGANIZATIONS." International Journal of Research -GRANTHAALAYAH 6, no. 9 (September 30, 2018): 116–22. http://dx.doi.org/10.29121/granthaalayah.v6.i9.2018.1214.

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Today’s organizations are confronted with the deepest downturn since the great depressions after The World War II. These distortions have necessitated the need for organizations to consider the issue of organizational change. The objective of this study is to examine the impact of strategic change and organizational transformation process in Nigerian organizations; using selected companies from the Telecommunications industry in Nigeria as a case of study. The data collection tool employed by the researcher was the questionnaire approach and the sampling technique employed by the researcher was the Taro Yemmane sampling technique while the hypothesis formulated was tested using the Z-test statistics. The results from the test of the hypothesis showed that strategic change in the Nigerian Telecommunications industry leads to successful organizational transformation. Based on this, the researcher concluded that organizational change can usher in a host of unwelcome and unavoidable side effects and result in the need for the organization to improve productivity, increase morale or re-define the culture of the organization. It was against this backdrop that the researcher recommended that employees need to be allowed to actively take part in meetings and workshops at the onset where the envisaged changes are discussed and management needs to solicit constant feedback from staff throughout the process and take their views into account when restructuring.
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Aduku, Danlami Joseph, John Olatunji Alabi, and Juwon Johnson Orugun. "An Exploration of Organizational Change and Employees’ Performance in Nigeria." Economic Insights – Trends and Challenges 2021, no. 2 (2021): 19–34. http://dx.doi.org/10.51865/eitc.2021.02.03.

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This study focused on Organizational Change (OC) and employees’ performance in banks in North Central of Nigeria. The study ascertained the effects of tolerance to change and the activities of fraud, and strategy change, organizational structuring, attitude of employees towards change and organizational culture on the performance of banks employee in North Central of Nigeria. The study adopted survey research design. The population of the study for Benue State is 168 and Kogi State is 202. The sample size of the study was 189. Multistage random sampling technique was adopted. Data were analyzed using Multiple Regression. Findings showed that tolerance to change, activities of fraudsters, organizational structuring, strategy change and organizational culture have effect on the performance of banks employee. Finding shows that complexity, attitude of employees towards change and tolerance to change have significant and negative influence, and that perceived advantage and employee motivation has positive and significant influence on the change acceptance of bank employees. The study concluded that OC is pivot to banking practices. The study recommended that bank leaders should sustain change tolerance level, devise better strategic approach to dealing with fraudsters and their activities; this may facilitate employees’ improved performance in North Central of Nigeria.
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Archibong, Udeme, and Umar Abbas Ibrahim. "Assessing the impact of change management on employee performance." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 4 (June 15, 2021): 525–34. http://dx.doi.org/10.20525/ijrbs.v10i4.1246.

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This article assessed the impact of change management on employee performance with evidence from Nile University of Nigeria. This study made use of a descriptive survey research design. Burke Litwin model of organizational change was adopted for this study because the model explains the linkages between variables and individual and organizational performance. The population consists of 1,400 staff (Academic and Non-Academic) staff of Nile University of Nigeria Abuja. Stratified random sampling techniques were employed to select the sample size of 311 from the population. Regression analysis was used to analyze the data that was collected using a five-point likert scale structured questionnaire. The results showed that Change in organizational structure has a significance on the quality of employee service delivery in Nile University of Nigeria, there is a relationship between technological change and quality of employee service delivery in Nile University of Nigeria even though the relationship was not very strong. Leadership change significantly influences the quality of employee service delivery at Nile University of Nigeria. Human resource is an important internal strength of every organization and a source of competitive advantage, the study, therefore, recommended amongst others that organizations should communicate details of the change to the employees to minimize resistance.
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M. N., Okeke, Oboreh, J.C, Nebolisa O., Esione, U.O, and Chukwuemeka Odemegwu Ojukwu. "Change Management and Organizational Performance in Selected Manufacturing Companies in Anambra State, Nigeria." International Journal of Social Sciences and Humanities Invention 6, no. 5 (May 24, 2019): 5437–45. http://dx.doi.org/10.18535/ijsshi/v6i5.06.

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This study examined change management and organizational performance in manufacturing companies in Anambra state, Nigeria. Relevant conceptual, theoretical and empirical literatures were reviewed. This study was anchored on organizational change and Lewin`s Three Step Model . Descriptive survey design was adopted, and primary data was employed. The population for the study was 286 employees working at the selected manufacturing companies in Anambra State. The entire population was used as the sample size for this study.The major instrument used for data collection was the questionnaire. Content Validity was adopted, and the test-retest method was used to test reliability of the research instrument. The study found that technological changes have a positive significant effect on organizational performance in manufacturing companies. Change management strategies have a positive significant effect on organizational performance in manufacturing companies in Anambra state. Leadership changes have a positive significant influence on organizational performance in manufacturing companies in Anambra state. The study concluded that change management has a positive significant effect on organizational performance in manufacturing companies in Anambra state. The study recommends that technology change had influenced employee performance since it simplifies the work to be done,thereby making work more efficient. Organizations which implement new technology should provide proper training to their employees to increase their performance. Every organization should build strong organizational management strategies that help to build good relationships based on their values, norms, behaviours, and perceptions.Leadership changes leaders’ mind-set, style, and behavior.The change process they design as a result of their orientation must encourage employees to want to participate, to choose to contribute, rather than force them to do so.
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Ugoani, John N. N. "Emotional intelligence and successful change management in the Nigerian banking industry." Independent Journal of Management & Production 8, no. 2 (June 1, 2017): 335. http://dx.doi.org/10.14807/ijmp.v8i2.550.

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Successful organizational change requires a supportive culture and competence development driven by exceptional leadership that can influence business strategy in allocating financial, human and material resources, processes and systems that focus on collaborative imperatives. Change management is the lubricant that oils the wheels of organizations in the race for competitive advantage. Many organizational change efforts face resistance mainly because of the method of implementation. Change Management involves the ability to communicate, influence, collaborate and work in harmony with colleagues. Emotional intelligence competencies allow organizational members to acknowledge the need for change, remove barriers, and enlist others in pursuit of new initiatives aimed at organizational success. Beginning in the late 1990s, banks in Nigeria embarked on change management through BPR that involved emotional intelligence competencies which saw the banking industry’s shareholders’ funds rising from minus N792m in 1996 to N1,935bn in 2011. The survey research design was used for the study, and data were analyzed to demonstrate the relationship between emotional intelligence and successful change management. It was found that EI has strong positive relationship with successful change management in the Nigerian banking industry.
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Aduku, Danlami Joseph, Olanrewaju Makinde Hassan, and Akeem Tunde Nafiu. "DESCRIPTIVE ANALYSIS OF PERCEIVED CHANGE ACCEPTANCE AND CHANGE REJECTION IN BANKS IN NORTH CENTRAL NIGERIA." Business Excellence and Management 11, no. 2 (June 5, 2021): 52–68. http://dx.doi.org/10.24818/beman/2021.11.2-04.

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This study aimed at analysing perceived change acceptance and change rejection in banks in North Central Nigeria. The study used review strategy and survey strategy. Staff of Systematic Important Banks (SIBs) was the object of interest. For the sample size, given the population for each state (Benue- 168 and Kogi- 202) in the North Central, Sallant and Dillman’s method was used to arrive at 189. Data were analysed using descriptive analytical techniques. Finding showed that employees’ change rejection factors such as perceived change outcomes and change methods are the strongest factors in Benue State while bank employees are likely to reject organizational change on the basis of change type or methods in Kogi State. Finding further showed that the attitude of employees towards change is the strongest factors influencing acceptance of organizational change in Benue State, and that change based on complexity is the strongest factors influencing acceptance of organizational change in banks in Kogi State. The study concluded that employees’ change resistance or rejection is subject to numerous factors. The study recommended that bank leaders should monitor change outcomes and change methods in Benue State, and that change type or methods should be given strong attention in Kogi State.
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Mohammad, Haruna Isa. "Mediating effect of organizational learning and moderating role of environmental dynamism on the relationship between strategic change and firm performance." Journal of Strategy and Management 12, no. 2 (May 9, 2019): 275–97. http://dx.doi.org/10.1108/jsma-07-2018-0064.

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Purpose With the materialization of literature on strategic change, it is clear that organizational learning and organizational dynamism have been among the most notable areas of study. The purpose of this paper is to extend the literature on strategic management by examining the mediating effects of organizational learning and the moderating role of environmental dynamism on the relationship between strategic change and firm performance. Design/methodology/approach A survey questionnaire was administered to 650 respondents who were both corporate and business-level managers of 22 main deposit money banks (commercial banks) and their branches across the country. In total, 630 questionnaires were returned and 587 were used after following all the processes of data preparation. Path analysis was employed to test the hypotheses in this study using Smart PLS 3. Findings The study found a significant mediating effect of organizational learning on the relationship between strategic change and firm performance. Although no significant moderating role of environmental dynamism was found, the directions of the path coefficients are consistent with the hypothesis. All the relationships between the constructs are significant. Research limitations/implications It is paramount for managers to understand the type of environment and learning that fits diverse kinds of strategic changes in order to improve firm performance. It is evident that changes that are not proactive and generative organizational learning may seem dangerous for a firm. However, organizations should learn to incorporate the change to be able to compete in a dynamic competitive environment. Originality/value Prior studies on strategic change, environmental dynamism and organizational learning have mainly focused on manufacturing and construction industries in the developed countries, but less has been done in the service sector, particularly the banking organizations in developing countries. Nigeria is one of those countries. Therefore, this study focuses on the links between strategic change and firm performance, moderating role of environmental dynamism and the mediating effect of organizational learning within the context of the Nigerian deposit money banks.
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Nwanzu, Chiyem Lucky, and Sunday Samson Babalola. "Examining psychological capital of optimism, self-efficacy and self-monitoring as predictors of attitude towards organizational change." International Journal of Engineering Business Management 11 (January 1, 2019): 184797901982714. http://dx.doi.org/10.1177/1847979019827149.

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This study ascertains whether three positive organizational behaviour capacities (optimism, self-efficacy and self-monitoring) predict attitude towards organizational change. Design of this study was cross-sectional, and data were collected with self-report measure. One hundred sixty-nine employees were drawn from 21 organizations in Delta State, Nigeria. The participants were made of 108 (64%) females and 61 (36%) males, with the mean age of 40.21 years (SD, 9.13). Simple regression analysis revealed that optimism, self-efficacy, and self-monitoring, positively and significantly predicted attitude towards organizational change. While multiple regression analysis revealed that only self-efficacy positively and significantly contributed to attitude towards organizational change. It was concluded that the predictors influence employees’ attitude towards organizational change with self-efficacy contributing the highest influence to organizational change attitude. It was recommended that for successful employees change acceptance, optimism, self-efficacy and self-monitoring should be structured into policies and strategies for organizational implementation.
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Adigwe, Ifeanyi, and Josephus Oriola. "Towards an understanding of job satisfaction as it correlates with organizational change among personnel in computer-based special libraries in Southwest Nigeria." Electronic Library 33, no. 4 (August 3, 2015): 773–94. http://dx.doi.org/10.1108/el-01-2014-0018.

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Purpose – This paper aims to understand job satisfaction as correlate with organizational change among personnel in computerized-based special libraries in Southwest, Nigeria. Design/methodology/approach – The study used a survey approach in collecting data. The population of the study comprised all intermediate and senior personnel of the special libraries in Southwest, Nigeria involved in the study on grade levels 06 to 17. Based on the 180 response sample drawn, 148 responses were received from the survey. Findings – The degree and level of satisfaction derived from one’s job is sine qua non to the level of productivity obtained in due cause. Job satisfaction varies from individual to individual and from place to place. Although, organizational change is the basis for spontaneous increase of job dissatisfaction. Findings of the study revealed that organizational change is seen as a precursor to influencing job satisfaction of employees but the level of job satisfaction of employees depend on the impact of organizational change. Research limitations/implications – It should be noted that a number of limitations exist relative to this research, the review of which should both place the research findings discussed, in an appropriate context and thereby suggest direction for future research. This study focused on employees attitudes in special libraries in six states of the federation at one time. Considering the fact that a very wide and varying cultural environmental differences which without doubt affected personnel dispositions in many different ways. Originality/value – This paper differs from the previous literature in presenting statistical evidence to confirm the relationships between job satisfaction and organizational change and a range of potential outcomes.
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Nwagwu, Chinedu John, and Georgina Onosuime Umoru. "CHANGE MANAGEMENT AND ORGANIZATIONAL PRODUCTIVITY “A STUDY OF SELECTED REAL ESTATE FIRMS IN LAGOS, NIGERIA”." International Journal of New Economics and Social Sciences 10, no. 2 (December 31, 2019): 115–26. http://dx.doi.org/10.5604/01.3001.0013.8092.

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This paper examines the concept of change management (CM) and how it affects organizational productivity in the real estate sector. The paper also focuses on change management and its impact on organizational growth and development in the same sector of the economy. The paper adopted a survey research design approach, using the questionnaire as the major data collection instrument. A total of one hundred (100) questionnaires were randomly distributed to respondents of ten different real estate firms who were undergoing a one-month training course at a training institute located in Lagos, Nigeria and ninety (90) were collected and used for analyzing the data for this research paper. The hypothesis of this paper was tested using Chi-square statistical tool. The findings of this paper reveal that X2 calculated value of 62.62, greater than the table value of 51.88, implying that human resource training and development is a function of the efficient and effective workforce. It also revealed that training aimed at enhancing employee’s skills and knowledge base translates to overall organizational success. The study, therefore, recommends among others that the training and development plan to cover all levels of the organization because the whole are interwoven and the neglect of one part may lead to the collapse of all.
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Dissertations / Theses on the topic "Organizational change – Nigeria"

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Imologome, Folashayo Olateju. "Bridging the gap between an old economy culture and a new economy culture to create a high performance organisation : a critical analysis of the organisational performance of an indigenous company in a developing economy." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/97396.

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Thesis (MBA)--Stellenbosch University, 2008.
ENGLISH ABSTACT: The research seeks to investigate the progress of an indigenous group of companies in the advertising industry in Nigeria, in its bid to transform from unsustainable organisational practices to more sustainable and progressive practices that promote increased operational efficiency and organisational performance. The study made use of the Beehive Survey of High Performance Organisation TM and the Evolution to Excellence Framework (EEF), tools that were used by permission of the owners, The Village of Leaders Consulting, as well as interviews with staff of the company. The research objectives were firstly, to identify positive and negative influences on organisational culture change, secondly, to assist the subject company in identifying necessary steps to take in its bid to become world class and finally, to test the questionnaire model, the Beehive Survey, in an environment other than South Africa where it had been extensively used. The research further aimed to identify how far Nigerian companies had been able to achieve their bid to become truly world class with sustainable organisational practices, what type of leadership and cultural challenges they might face and what they needed to do to overcome these challenges. The major findings of the research were that indigenous companies need to reduce authoritative hierarchy and control, increase participation and interaction at all levels, increase transparency and information dissemination and clearly define the organisational vision and get the buy-in of all stakeholders.
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Kappo-Abidemi, Omolayo Christiana. "People management factors militating against public servants’ professionalism in Nigeria." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2079.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2016.
The Nigerian public service has been perceived over the years as not delivering its services effectively and in most cases leadership has been assumed to be the problem. However, from the perspective of human resource management (HRM) this study seeks to examine the people management practices that could have contributed to this ineffectiveness. It has been observed that the importance of people as the most important element of productivity cannot be underestimated, because machines can be replaced, money can be recovered but diligent, competent and professional employees are an organisational asset that cannot easily be replaced. The professional employee is described as the one with the right skills, knowledge, qualifications and attitudes that support organisational effectiveness. The study was carried out at the Administrative Staff College of Nigeria where all public servants from Grades 07 or above in Nigeria are expected to attend at least one course before the end of their careers. Questionnaires were administered to about one thousand, one hundred (1,100) randomly selected participants while four hundred and seventy six (476) useable ones were retrieved. Likewise, a focus group discussion was held with three different groups. Quantitative data collected was cleaned and coded appropriately for the Statistical Program for Social Science (SPSS) and used to generate descriptive statistics. Recordings of focus group discussions were also transcribed and organised into themes according to the discussion content. All research objectives were achieved relying on both qualitative and quantitative data output. Various statistical analyses were used for the quantitative analysis and factor correlation showed that organisational culture, organisational climate, human resource retention and development, employment relations climate and exit management have significant relationship with professionalism at various levels. Other statistical measures (t-Test and Analysis of Variance) were adopted to determine the relationship of demographic variable and it was shown that age, work grade level and work experience have significant relationship with professionalism. Employee resourcing (recruitment and selection) was also found to have a significant effect on professionalism, having been statistically analysed using ANOVA. Likewise, all qualitative themes acknowledged the significance of the people management role in public servants’ professionalism.
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Odole, Ebenezer Bankole. "Factors that Encourage Unethical Practices by Organizational Leaders in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5112.

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The underlying concern for this research was the increasing numbers of reported culpability of organizational leaders' involvement in unethical practices, and the lack of previous literature on organizational factors that encourage unethical practices by organizational leaders in Nigeria. The purpose of this case study was to gain an understanding of the factors that encourage unethical practices by organizational leaders in Nigeria despite having ethical leadership skills and knowledge. This study was grounded in the framework of moral development theory by Lawrence Kohlberg, also known as the cognitive developmental theory of moralization. Data were gathered from document reviews from public library of the Economic and Financial Crime Commission, the Chamber of Commerce and Industry, and semistructured interviews sessions with 18 purposefully selected leaders, 9 each from 2 organizations from the telecommunication sector of the Nigerian economy. The interview consisted of 12 open ended semistructured questions. Fourteen themes emerged from the initial data analysis and were further classified into the 4 focus areas for the study: highly ethically aware leaders, lack of consequence leadership, compromises and organizational reputation, and focus on employees' needs. Key findings from this study indicate a potentially new area of study, consequence leadership, that should be considered by other researchers for future development. The study was socially significant because organizational practitioners have the potential to bring about a new generation of ethical leaders based on these findings, and thereby be leaders of positive social change in Nigeria.
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Okolai, J. T. "Gendered approach to managing change in organisations : differences in the way men and women manage organisational change in Abuja, Nigeria." Thesis, Coventry University, 2017. http://curve.coventry.ac.uk/open/items/38965cd6-8315-4316-8ca0-8e92bf4d9f75/1.

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Examining the impact of gender leadership differences on organisational change management outcomes in Nigeria, Africa was one of the main aims of this study. Existing literature reports that only one third (30 per cent) of change programmes in organisations meet the desired outcomes, thereby leaving 70 per cent of organisational change programmes failing to achieve anticipated expectations. Some scholars (e.g., Paton and Dempster, 2002) report that the gendered aspect of organisational change management has been largely ignored, and may be one of the contributing factors to organisational change programmes not meeting desired outcomes. Given the increasing rate of change implementations in organisations and the reported failure rate, this study reviews the current trends, strategies and approaches adopted by change leaders. Furthermore, it examines men and women’s differences in their approach to organisational change management in Nigeria, and the impact that this might have on organisational change management outcomes. This research was undertaken in order to identify and recommend strategies that will assist with successfully managing change programmes in organisations. Qualitative research methods through the use of 40 semi-structured interviews were conducted in five organisations (one federal medical health centre, two banking organisations and two government parastatal/ministries). Analytical tools including inductive content analysis, descriptive data analysis, thematic template and cross-case analysis were used to analyse the obtained data. The results show that there may be some differences in the way that men and women approach and manage change scenarios in organisations, which may have some potential impacts on OCM outcomes. However, certain factors appear to affect the observed leadership behaviour and adopted styles. Firstly, leaders’ behaviour and choice of leadership style is influenced by national and sector culture, therefore some of the leaders are unable to adopt their preferred way of approaching and managing the implemented changes as they have to conform to organisational set principles in managing the change programmes. Secondly, the results further show that leaders’ leadership behaviour and style is influenced by the gender and behaviour of the followers. Thirdly, gender leadership differences emerge as a result of leaders’ age and personality, and not necessarily because of their gender or sex. In summary, both men and women may bring intrinsic benefits to the management of organisational change programmes, and these may have a significant and positive impact on the outcome of organisational change programmes. This is based on the perspective of the larger sample of this study’s respondents and some existing views in the literature. This study suggests a gender-inclusive methodology developed from the empirical findings of this study and existing literature, which provides comprehensive guideline on how organisational change programmes can be approached and managed from a more gender-inclusive perspective. The results from the present study raise many interesting issues for both the academic community and practising managers and agents. This is the first study of its kind that has looked at the impact of gender leadership differences on organisational change management outcome in developing countries like Nigeria.
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Yobe, Kingsley. "The relationship between leadership and employee work performance in a Nigerian courier company." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1006858.

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A number of authors have portrayed leadership as a vital factor in the success or failure of an organization. Hence Bass (1994; 1997) believes that excellent organizations begin with excellent leadership and organisations reflect their leadership (Maritz, 1995). Therefore, successful organisations reflect their leadership (Maritz, 1995). In an attempt to investigate the aim of this research, various performance and leadership concepts and theories were investigated: the trait concept, behavioural approaches and situational/contingency approaches. Every one of these theories gave a different explanation to leadership. Furthermore, transactional, and transformational leadership were also discussed. The difference between these two models according to Bass and Avolio (1994) is that the work performance of the followers of transformational leadership is usually beyond expectations, while transactional leadership, at best, leads to expected performance. In terms of performance, it is argued that employee work performance can lead to a successful organisational performance. This is because several organisations attribute their business success to the work performance of their employees. According to Collis and Montgomery (1995) employee work performance has a major positive influence on organisational performance. Nevertheless, the accomplishment of an organisation is dependent on the leader’s ability to enhance human resources; hence “effective organisations require effective leadership” (Maritz, 1995). Transformational leadership was identified as the effective leadership style that can motivate workers to improve on their performance by instilling trust and confidence in them. Transformational leadership is superior to both transactional and non-transactional leadership because it makes workers loyal to the mission and vision of their organizations. Bass (1990) states “that the leadership research over the years has proved that loyalty is more powerful than tangible inducements.” Furthermore, non- transactional leaders avoid decision making, allowing their subordinates to take charge of the work process (Bass 1990). This research focuses on the relationship between leadership and employee work performance in a Nigerian Courier Company. In addressing this aim, a Nigerian Courier company was selected as the research context because of its success in the Nigerian turbulent business environment that is plagued by the country’s economic, social, and political troubles (McKern, Meza, Osayande and Denend, 2010). The research hypothesis of this research was generated to investigate leadership and employee performance. Leadership and performance were also identified as the research independent and dependent variables. Thus the research hypotheses were as follows: Hypothesis 1. Null Hypothesis: There is no significant positive linear relationship between employee performance and transformational leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transformational leadership Hypothesis 2. Null Hypothesis: There is no significant positive linear relationship between employee performance and transactional leadership Alternative Hypothesis: There is significant positive linear relationship between employee performance and transactional leadership Hypothesis 3. Null Hypothesis: There is no significant positive linear relationship between employee performance and non-transactional leadership. Alternative Hypothesis: There is significant positive linear relationship between employee performance and non-transactional leadership. The general methodology included the use of a valid and reliable instrument known as the Multifactor Leadership Questionnaire (MLQ) and the company’s performance appraisal process. These instruments were used to collect information about employee work performance. The validity and reliability of the MLQ is not in doubt because it was formulated from the full range leadership development theory of Bass and Avolio (1997) and has been used extensively worldwide (Bass and Avolio, 1997). The research data was analysed using Statistica (StatSoft, 2011). Once the data was imported the necessary leadership factors were calculated as per the MLQ scoring key. From the eight factors a further three factors were generated namely transformational, transactional and nontransactional leadership. The data was checked and described using frequency tables and descriptive statistics, followed by correlation matrices coupled with their corresponding scatter plots. The research data was tested for consistency and reliability. Sekaran (2000) states that in order to determine the reliability of a measure one needs to test for both consistency and stability. For this research, linear correlation and regression analysis was used. The outcome of the first investigated hypothesis confirmed that there is a strong significant, positive linear relationship between employee performance and transformational leadership (ρ<0.0001). However, the findings on the null hypothesis, states that transformational leadership has no significant positive linear relationship with employee performance. The null hypothesis is REJECTED, because the model is significant at ρ<.0001. Thus, the alternative hypothesis is ACCEPTED because it concludes that there is sufficient evidence, at the 5% level of significance, that there is significant positive linear relationship between employee performance and transformational leadership. The second hypotheses found that with 5% level of significance there is no significant positive linear relationship between transactional leadership and employee performance (ρ =0.317). It must be noted that since the correlation is not significant the null hypothesis which states that there is no significant positive linear relationship between employee performance and transactional leadership was NOT REJECTED. The outcome of the third hypotheses support the null hypothesis, because the negative linear relationship between employee performance and non-transactional leadership is not significant (ρ = 0.6718). This informed the conclusion that at the 5% level of significance, there is no positive linear relationship between non-transactional leadership and employee performance. The findings of this research favour the conclusion drawn by Brand, Heyl and Maritz (2000) that suggested a more significant relationship between transformational leadership and employee performance, than any other leadership style. Evidence put together in the retail and manufacturing sector of South Africa, and the armed forces of the United States of America, Germany and Canada, point in the direction of the strong, positive effects of transformational leaders (Brand, et al., 2000). Again the effectiveness of transformational leadership can be reinforced by the research directed by Ristow, Amos and Staude (1999), which resolved that the effectiveness of transformational leadership was greater in a South African cricketing environment. Hayward, Davidson, Pascoe, Tasker, Amos and Pearse (2003) conducted research in a pharmaceutical organisation and found a positive linear relationship between transformational leadership and employee work performance. These research outcomes clarify the investigation by Pruijn and Boucher (1994) which established “that transformational leadership is an extension of transactional leadership” (Bass, 1997). The difference between these two models according to Bass and Avolio (1994) is that the work performance of supporters of transformational leadership is usually beyond expectation, while the behaviour of the supporters of transactional leadership, at best, leads to anticipated work performance. This research will be used to improve the relationship between the leaders and employees of the courier company under investigation. It will be useful for the placement of individuals to leadership positions in the company. It will also impact on how future leadership training will be conducted by the company, and of course add to the body of knowledge. This is supported by research conducted in the service sector which states that “transformational leadership affects performance over and above transactional leadership” (Geyery and Steyrer, 1998).
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Hill, Katherine C. "Creating Change: An Examination of the Impact of Crisis and Inter-Sectoral Cooperation on Corporate Behavior." Thesis, Boston College, 2008. http://hdl.handle.net/2345/570.

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Thesis advisor: Paul Gray
This thesis is a study of inter-sectoral collaboration and the impact of crises and social learning and cooperation initiatives on corporate change. The main purpose is to demonstrate how governments, corporations, and non-governmental organizations can most effectively work together to solve some of the world's most pressing development problems. Using case studies of extractive multinational corporations operating in Colombia, Papua New Guinea, and Nigeria, this paper presents support for the fact that crises are essential catalysts for corporate change. Moreover, analysis of these cases reinforces the critical role social learning and cooperation initiatives play in driving longterm improvements in corporate practice
Thesis (BA) — Boston College, 2008
Submitted to: Boston College. College of Arts and Sciences
Discipline: Sociology
Discipline: College Honors Program
Discipline: International Studies Honors Program
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Ogah, Marvel Saturday. "Productivity and Employee Behavior Change Strategies in Two Nigerian Manufacturing Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4878.

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Some Nigerian manufacturing organizations suffer significant losses yearly due to a lack of employee commitment and engagement. The purpose of this qualitative multiple case study was to gain understanding of the strategies that leaders in the manufacturing industries in Lagos need to know in order to change employee behavior to achieve increased organizational productivity levels. The conceptual framework that grounded the study was the path-goal theory of leadership. Data were collected from semistructured interviews with a purposeful sample consisting of 24 managerial and non-managerial staff members of 2 manufacturing organizations in Nigeria who have had experience in, and training, and education on how to change employee behavior to achieve increased productivity. The interview consisted of open-ended questions. Using Yin's 5 step data analysis process, member checking, and triangulation, 13 themes emerged: motivated employees, productivity, motivation, enabling work environment, transformational leadership style, continuous improvement, unprofitable organization, low capacity utilization, demotivation, dwindling capacity, diversification, capability development, and innovation. Leaders of Nigerian manufacturing organizations may be able to use these emergent themes to develop strategies to increase the productivity of their employees. The potential implications for positive social change stem from Nigerian manufacturing organizational leaders' development of more effective leadership skills, which may contribute to the growth of the Nigerian manufacturing sector and be a viable source of employment creation.
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Blaise, Pierre J. "Culture qualité et organisation bureaucratique, le défi du changement dans les systèmes publics de santé: une évaluation réaliste de projets de qualité en Afrique." Doctoral thesis, Universite Libre de Bruxelles, 2004. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211123.

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Introduction

Depuis une quinzaine d'années en Afrique, cercles de qualité, audits cliniques, cycles de résolution de problèmes et autres 'projets qualité' ont été mis en oeuvre dans les services publics de santé pour améliorer la qualité des soins. Ces projets ont souvent mis l'accent sur des approches participatives, la résolution locale de problèmes et le changement, bousculant les pratiques managériales traditionnelles. A court terme, les évaluations montrent l'amélioration des résultats de programmes ou d'activités. Mais la pérennité de la dynamique reste largement à prouver. Le véritable aboutissement d'un programme d'assurance qualité devrait être apprécié à l'aune de sa capacité à mettre la préoccupation pour la qualité au cœur du management et du fonctionnement du système, et ce de façon continue. C'est en effet la vision moderne de l'assurance qualité déclinée dans les approches du management de la qualité totale, de l'amélioration continue de la qualité ou de l'organisation apprenante.

Méthode

La définition, la mesure et le management de la qualité en santé se révèlent être beaucoup plus qu'une simple procédure technique: c'est un processus social dans un système complexe dont l'étude requiert une approche méthodologique appropriée (Chapitre 1). Notre objectif est d'explorer dans quelle mesure les projets qualité ont permis aux systèmes de santé d'adopter les principes du management de la qualité.

Nous proposons de conduire une 'évaluation réaliste' de projets qualité en Afrique (Chapitre 2). Conceptualisée par Pawson et Tilley (1997) dans le domaine des sciences sociales, l'évaluation réaliste ('realistic evaluation') est une approche méthodologique de la famille des theory based evaluations. Au-delà du constat d'un effet produit par une intervention, l'évaluation réaliste cherche à comprendre ce qui marche, pour qui, dans quelles circonstances et comment. Alors que les résultats issus de la 'grounded theory', de la recherche action et d'autres méthodes de recherche sur les systèmes de santé restent très liés à un contexte, l'évaluation réaliste génère des théories intermédiaires ('middle range theories') qui permettent d'étendre la validité des interprétations au-delà d'un contexte particulier. Construite autour d'études de cas menées dans des contextes multiples et variés, l'évaluation réaliste met en effet l'accent sur l'interaction entre le contexte et la logique d'une intervention.

Résultats

Afin de construire une théorie initiale, nous comparons les systèmes de santé Européens et Africains à l'aide des configurations organisationnelles de Mintzberg (chapitre 3). Nous mettons ainsi en évidence le rôle joué par la nature bureaucratique ou professionnelle de la configuration des organisations de santé dans les résistances à l'introduction des principes du management de la qualité.

Nous menons ensuite une série d'études de cas au Niger, en Guinée, au Maroc et au Zimbabwe pour étudier cette interaction. Dans une première série comparative de trois études de cas (Chapitre 4), nous mettons en évidence la tension qui existe entre la logique de commande et de contrôle des organisations bureaucratiques et la logique de l'assurance qualité valorisant la prise d'initiative de changement par des équipes non hiérarchisées. Nous explorons ensuite cette tension dans trois études de cas distinctes au Zimbabwe et au Maroc. Laissées à la merci des contraintes bureaucratiques, les initiatives locales pour améliorer la qualité apparaissent dépendantes de la capacité des acteurs à développer des stratégies de contournement (Chapitre 6). Faute de quoi elles doivent réduire fortement leurs ambitions à moins qu'elles ne bénéficient d'un soutien émanant d'une institution située hors de la ligne hiérarchique mais reconnue légitime (Chapitre 5). Les systèmes publics de santé de ces pays, conçus comme des organisations bureaucratiques structurées autour de relations hiérarchiques de commande et de contrôle tolèrent une démarche qualité, valorisant l'innovation, la créativité, la prise d'initiative locale et le travail en équipes non hiérarchisées, à la condition qu'elle se déroule à l'abri d'un projet. Force est de constater que ces dimensions clé de la culture qualité n'ont pas fondamentalement ni durablement imprégné des pratiques de management restées bureaucratiques. L'émergence d'une véritable 'culture qualité', un produit attendu de l'introduction de projets qualité, ne semble pas s'être produite au niveau organisationnel (Chapitre 7).

Nous procédons ensuite à la synthèse 'réaliste' de l'ensemble de nos études de cas (Chapitre 8). Nous en tirons les leçons sous la forme d'un enrichissement progressif de notre théorie initiale. Nous pouvons alors formuler une théorie améliorée, toujours intermédiaire et provisoire, dérivée de nos théories intermédiaires successives.

Discussion

Notre discussion s'organise autour de deux thèmes (chapitre 9).

Dans une première partie, nous discutons le potentiel et les limites de nos résultats et de l'approche réaliste de l'évaluation. Nous montrons que nos résultats sont des théories provisoires et incomplètes, deux caractéristiques d'une middle range theory. En dépit de ces limites, l'approche réaliste est potentiellement très riche pour interpréter les effets d'interventions dans des systèmes complexes. Elle se situe dans une perspective d'aide à la décision pour orienter l'action sur le terrain plutôt que dans une perspective de genèse de lois universelles. Elle représente une avancée méthodologique particulièrement pertinente pour la recherche sur les systèmes de santé dans un monde turbulent où de multiples initiatives se télescopent.

Dans une deuxième partie, nous discutons les conséquences de nos résultats pour le futur de l'assurance qualité dans les systèmes de santé. Les projets qualité étudiés ne parviennent pas à changer une culture organisationnelle bureaucratique qui compromet pourtant leur pérennisation. Nous envisageons alors les stratégies susceptibles de permettre à la culture qualité de s'épanouir et au contexte organisationnel d'évoluer en conséquence. Décentralisation et nouveau management public, en vogue hier et aujourd'hui, montrent leurs limites. Il faut probablement trouver un équilibre entre trois idéaux-types décrits par Freidson: l'idéal-type bureaucratique, malmené par les stratégies de débrouille locale, l'idéal-type du marché, valorisant l'initiative, et l'idéal-type professionnel, émergent mais encore embryonnaire en Afrique. Finalement, à côté des mécanismes du contrôle et de la compétition, un troisième mécanisme régulateur devrait prendre toute sa place: la confiance.

Introduction

For nearly two decades in Africa, quality circles, clinical audits, problem solving cycles and other quality projects have been implemented in public health services to improve quality of care. Challenging traditional managerial practices, these projects usually emphasized participatory approaches, local problem solving and change. At short term, evaluation shows improvement in programs and activities output. However the capacity to put quality at the heart of system's management should be considered as the genuine achievement of a quality assurance program. Did quality projects contribute to the adoption of quality management principles by health systems ?This is the question addressed in the present thesis.

Method

Our methodology belongs to the realistic evaluation paradigm conceptualized by Pawson and Tilley and focuses on the interaction between an intervention mechanism and its context in order to understand what works, for whom, in what circumstances and how ?Based on case studies in various contexts in Niger, Guinea, Morocco and Zimbabwe, we build a middle range theory, that explains organizational behavior towards quality management.

Results

Based on Mintzberg's models, we show the role of health care organizational configuration in resisting to quality management principles. We then explore the tension between the bureaucratic organization's command and control approach and the quality assurance approach promoting initiative and change through team work. Local initiative had to develop coping strategies to overcome bureaucratic constraints. Failing to do so, ambitions had to be reduced unless there was support from an external, yet legitimate institution. Public health systems of these countries, structured as command and control hierarchical organizations, allowed innovation, creativity, local initiative and non hierarchical relationships as long as they developed within the boundaries of a project. However, these key characteristics of a quality culture did not permeate routine management. The quality culture shift expected from quality projects does not seem to have happened at organizational level.

Discussion

We first discuss the potential and limitation of realistic evaluation which appear particularly relevant for complex health systems research. We then discuss consequences of our results on the future of quality assurance in health systems. Since quality projects fail to transform a bureaucratic organizational culture, which in turn undermines their sustainability, alternative strategies must be sought to promote quality culture and relevant organizational change. Decentralization and new public management show their limitations. We suggest a balance between three ideal-types described by Freidson: The bureaucratic ideal-type, challenged by local coping strategies, the market ideal-type, which is fashionable today and promote initiative, and the professional ideal-type, emerging and promising, yet still embryonic in Africa.
Doctorat en Sciences de la santé publique
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Books on the topic "Organizational change – Nigeria"

1

Olaopa, Tunji. Public administration and civil service reforms in Nigeria. Ibadan, Nigeria: bookcraft, 2012.

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Management of change: A re-orientation of the public & civil service in Nigeria. Lagos, Nigeria: The Institute of Information and Records Management of Nigeria, 2014.

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Osisioma, Benjamin C. Corporate strategic change in Nigeria: A search for an accounting perspective : being a monograph presented for Inaugural lecture at the Nnamdi Azikiwe University, Awka, Anambra State- : May 19, 2004. Enugu, Nigeria: El'Demak, 2004.

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Uchendu, Patrick Kenechukwu. Perspectives in Nigerian education. Enugu, Nigeria: Fourth Dimension Pub. Co., 1993.

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Okonjo, Chukuka. The quiet revolution: On creating an information-age education system for Nigeria. Ibadan: Spectrum Books, 2000.

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Innovation Biotechnology and Organizational Change in Nigeria. Lap Lambert Academic Publishing, 2010.

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Aderinto, Saheed. Prostitution and Trafficking in the Age of HIV/AIDS. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252038884.003.0009.

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This epilogue links the colonial history of sexuality with the contemporary politics of HIV/AIDS and girl-child trafficking in Nigeria. The continuity and change in the institutional response to illicit sexuality mirrored the transformative process in the core structures of Nigeria's political and economic ordering. Unlike in the 1940s, when the Nigeria Police Force (NPF) and the CWO were chiefly responsible for policing prostitution, postcolonial Nigeria witnessed the emergence of new organizations like the National Agency for the Prohibition of Traffic in Persons (NAPTIP), which monitors sexual exploitation of underage girls. Indeed, the character, intensity, and composition of regulatory agencies have changed to meet the new challenges of urbanization, HIV/AIDS, underdevelopment, and the globalization of sex in post-independence Nigeria.
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Chuka, Okonkwo, and Nigeria Union of Teachers. Imo State Wing., eds. Effective primary school management in Nigeria: Changes and challenges. Owerri: M. Cajec Konzult and Nigeria Union of Teachers, Imo State Wing, 1994.

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Book chapters on the topic "Organizational change – Nigeria"

1

Okafor, Joachim Chukwuma. "Flood, Livelihood Displacement, and Poverty in Nigeria: Plights of Flood Victims, 2012–2018." In African Handbook of Climate Change Adaptation, 2535–45. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-45106-6_124.

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AbstractThe impacts of flood on the Nigerian population over the years have been enormous. This is because the attendant associated risks such as destruction of lives and properties, livelihood displacement, and impoverishment of victims arising from increasing flood cases have constituted a threat to the citizens’ survival and therefore inform the attention the menace has drawn among scholars, policy analyst. This chapter has as its primary aim, a critical assessment of the impacts of government responses over the plight of victims of flooding in Nigeria over the years under review. Thus, special attention is given in this chapter to the various barriers or challenges facing government response to the plight of flood victims in Nigeria. Finally, some valuable steps, which if taken will reduce these barriers or challenges, are outlined. Though, the study adopted the use of secondary sources of data collection via content analysis, the experiences and knowledge gathered in this chapter will be strategically useful to people and organizations interested in the government of Nigeria’s response to the plight of flood victims, barriers inhibiting the success of fund utilization in reducing the suffering and impoverishment of the flood victims, number of deaths, and population displaced as a result.
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Iyiola-Tunji, Adetunji Oroye, James Ijampy Adamu, Paul Apagu John, and Idris Muniru. "Dual Pathway Model of Responses Between Climate Change and Livestock Production." In African Handbook of Climate Change Adaptation, 523–62. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-45106-6_230.

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AbstractThis chapter was aimed at evaluating the responses of livestock to fluctuations in climate and the debilitating effect of livestock production on the environment. Survey of livestock stakeholders (farmers, researchers, marketers, and traders) was carried out in Sahel, Sudan, Northern Guinea Savannah, Southern Guinea Savannah, and Derived Savannah zones of Nigeria. In total, 362 respondents were interviewed between April and June 2020. The distribution of the respondents was 22 in Sahel, 57 in Sudan, 61 in Northern Guinea Savannah, 80 in Southern Guinea Savannah, and 106 in Derived Savannah. The respondents were purposively interviewed based on their engagement in livestock production, research or trading activities. Thirty-eight years’ climate data from 1982 to 2019 were obtained from Nigerian Metrological Agency, Abuja. Ilela, Kiyawa, and Sabon Gari were chosen to represent Sahel, Sudan, and Northern Guinea Savannah zone of Nigeria, respectively. The data contained precipitation, relative humidity, and minimum and maximum temperature. The temperature humidity index (THI) was calculated using the formula: THI = 0.8*T + RH*(T-14.4) + 46.4, where T = ambient or dry-bulb temperature in °C and RH=relative humidity expressed as a proportion. Three Machine Learning model were built to predict the monthly minimum temperature, maximum temperature, and relative humidity respectively based on information from the previous 11 months. The methodology adopted is to treat each prediction task as a supervised learning problem. This involves transforming the time series data into a feature-target dataset using autoregressive (AR) technique. The major component of the activities of livestock that was known to cause injury to the environment as depicted in this chapter was the production of greenhouse gases. From the respondents in this chapter, some adaptive measures were stated as having controlling and mitigating effect at reducing the effect of activities of livestock on the climate and the environment. The environment and climate on the other side of the dual pathway is also known to induce stress on livestock. The concept of crop-livestock integration system is advocated in this chapter as beneficial to livestock and environment in the short and long run. Based on the predictive model developed for temperature and relative humidity in a sample location (Ilela) using Machine Learning in this chapter, there is need for development of a web or standalone application that will be useable by Nigerian farmers, meteorological agencies, and extension organizations as climate fluctuation early warning system. Development of this predictive model needs to be expanded and made functional.
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Oriji, John N. "The Aro Trade Network: Changes in Igbo Society During the Eighteenth-Nineteenth Centuries." In Political Organization in Nigeria since the Late Stone Age, 107–38. New York: Palgrave Macmillan US, 2011. http://dx.doi.org/10.1057/9780230116689_5.

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Greenwalt, Julie, Michael Dede, Ibinabo Johnson, Prince Nosa, Abi Precious, and Barbara Summers. "Climate Change Adaptation and Community Development in Port Harcourt, Nigeria." In African Handbook of Climate Change Adaptation, 2775–802. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-45106-6_47.

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AbstractPort Harcourt, Nigeria, as with many cities in Africa, is already experiencing impacts from climate change while also facing development challenges and compounding vulnerabilities. There is often a gap between the adaptation recommendations of academia and international organizations and the conditions needed to achieve these recommendations given the realities on the ground in cities with vulnerable populations, pressing challenges, and minimal capacity. This gap can make it difficult to translate theoretically persuasive plans and guidance into practically sustainable actions. This chapter builds on the experience of CMAP, a Port Harcourt-based NGO leading participatory mapping, community media, and public space design programs in the city’s informal waterfront settlements. Drawing on the perspectives of Chicoco Collective, the youth-led volunteer network which CMAP supports, and the datasets that they have built, the chapter explores local awareness and skills for climate change adaptation. This chapter concludes with recommendations relevant for Port Harcourt and similar African cities to build on such local skills and experiences and advocates for a partnership-based approach that brings together adaptation professionals and community-based actors for more effective critical analysis of local conditions and prioritization of actions to meet the development and climate change needs of local communities.
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Chiawo, David O., and Verrah A. Otiende. "Climate-Induced Food Crisis in Africa: Integrating Policy and Adaptation." In African Handbook of Climate Change Adaptation, 1–21. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-42091-8_75-1.

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AbstractClimate change threatens development and economic growth in Africa. It increases risks for individuals and governments with unprecedented negative impacts on agriculture. Specifically, climate change presents a major threat to food security in Africa for the long term due to the low adaptive capacity to deal with successive climate shocks. There is a need for greater awareness of the trends of food crisis patterns and adaptive initiatives. The objective of this chapter was to analyze the trends of the food crisis in Africa within the past 10 years and adaptive initiatives. Quantitative data analyzed for food security indicators were obtained from the United Nations Food and Agriculture Organization (FAO) and World Development Indicators (WDI) available at the Environment and Climate Change data portal. Policy and adaptation measures related to climate change were reviewed in 26 countries in Africa, with the view to highlight their integrative nature in enhancing food security. High prevalence of undernourishment was observed in six countries, all in sub-Saharan Africa (SSA) including Chad, Liberia, Central African Republic, The Democratic Republic of the Congo, Zambia, and Zimbabwe. Countries with a high land acreage under cereal production recorded reduced undernourishment. Niger demonstrated effective adaptation for food security by registering the highest crop production index in extreme climate variability. However, Kenya appears to be the most predisposed by registering both high climate variability and below average crop production index. It is observed that diversification and technology adoption are key strategies applied across the countries for adaptation. However, the uptake of technology by smallholder farmers is still low across many countries in SSA.
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Chiawo, David O., and Verrah A. Otiende. "Climate-Induced Food Crisis in Africa: Integrating Policy and Adaptation." In African Handbook of Climate Change Adaptation, 1789–809. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-45106-6_75.

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AbstractClimate change threatens development and economic growth in Africa. It increases risks for individuals and governments with unprecedented negative impacts on agriculture. Specifically, climate change presents a major threat to food security in Africa for the long term due to the low adaptive capacity to deal with successive climate shocks. There is a need for greater awareness of the trends of food crisis patterns and adaptive initiatives. The objective of this chapter was to analyze the trends of the food crisis in Africa within the past 10 years and adaptive initiatives. Quantitative data analyzed for food security indicators were obtained from the United Nations Food and Agriculture Organization (FAO) and World Development Indicators (WDI) available at the Environment and Climate Change data portal. Policy and adaptation measures related to climate change were reviewed in 26 countries in Africa, with the view to highlight their integrative nature in enhancing food security. High prevalence of undernourishment was observed in six countries, all in sub-Saharan Africa (SSA) including Chad, Liberia, Central African Republic, The Democratic Republic of the Congo, Zambia, and Zimbabwe. Countries with a high land acreage under cereal production recorded reduced undernourishment. Niger demonstrated effective adaptation for food security by registering the highest crop production index in extreme climate variability. However, Kenya appears to be the most predisposed by registering both high climate variability and below average crop production index. It is observed that diversification and technology adoption are key strategies applied across the countries for adaptation. However, the uptake of technology by smallholder farmers is still low across many countries in SSA.
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Ololube, Nwachukwu Prince, and Dennis Ogutum Ololube. "Organizational Change Management." In Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work, 1750–69. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7297-9.ch087.

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Change management is a continuous method used in transitioning individual employee, groups, and organizations to an anticipated future change. It focuses on the change management processes that addresses individual employee, groups and organizational factors that acts as catalyst for possible changes in organization. The purpose of change management is ultimately to make use of initiatives and ensure that every employee in an organization is willing and ready to switchover to an anticipated new role in the proposed business environment. This current study evaluated the relationship between leadership perception, attitudes and application towards organizational change. Using a structured questionnaire, principal officers, their deputies and faculty perceptions were analyzed and the results revealed that though change matrix are often painful and chaotic, however, significant relationship was found between employee perception, attitude, application and organizational change. The study recommends that Nigerian universities should be proactive in the implementation of changes to improve their employees' perception, attitude and application towards organizational change.
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Kuka, Musa Gambo Kasuwar. "Factors Determining the Price of Umra Package among Travel Agencies in Kano Metropolis." In Emerging Research on Islamic Marketing and Tourism in the Global Economy, 217–47. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-6272-8.ch010.

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The incessant complaints by civil society organizations and the general public in Nigeria against exploitative charges by tour operators and travel agencies on hapless Hajj and Umrah pilgrims call for careful examination. Previously, some of these unscrupulous tour operators have hidden under the excuse of the high cost of visas to charge exorbitant fees. However, with the recent clarification from the Saudi Arabian Embassy in Nigeria that both Hajj and Umrah visas are free, it is clear that some travel agencies have been exploiting Nigerian pilgrims. This chapter is conducted in order to address this issue. Consequently, the chapter attempts to provide relevant insights on Islamic tourism in Nigeria with specific emphasis on the reasons behind the high cost and variations in the prices of Umra packages among travel agencies in Kano State of Nigeria. It is an exploratory study that uses a qualitative approach through in-depth interviews with senior officers of selected travel agencies in Kano. Findings from the study reveal that Umra pilgrims in Kano pay higher and different fares. It has also been established that there are variations in Umra prices due to some direct and indirect factors that determine Umra package fares. Consequently, it is recommended that there is a need for the National Hajj Commission of Nigeria (NAHCON) to properly regulate Umra pilgrimage like that of Hajj and to embark on an aggressive enlightenment campaign to educate potential and present Umra pilgrims on the necessary factors that affect the price of a typical Umra package and how they can identify a registered travel agency from a quack one so as to protect themselves against undue exploitation.
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Oba, Ibrahim, and Diana Andreea Mândricel. "Readiness for Agriculture Companies Effectiveness Begin With Employee Motivation." In Human Performance Technology, 1549–62. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8356-1.ch075.

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The main aim of this article is to contribute to the understanding of the organizational change and the effect of the human factor within the management of change in nigerian agriculture companies. The method approached considers an investigative study to identify the main directions of the manifestation of organizational performance among private companies to identify and motivate employees' contribution to organizational performance. The results reveal that the best motivation strategies remain those that take into account employees' motivation and satisfaction levels and determine their degree of involvement. Finally, these findings are relevant for the transformation of human resources from a passive state to an active one in producing and implementing change.
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Essien, Essien. "Strengthening Performance of Civil Society Through Dialogue and Critical Thinking in Nigeria." In Handbook of Research on Civic Engagement and Social Change in Contemporary Society, 82–102. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-4197-4.ch005.

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This chapter discusses dialogue and critical thinking as a tool for civil society's performance and achievements in contemporary societies. The problem statement raises the need for knowledge of what dialogue and critical thinking is, as well as the competence in how to employ and apply its tools in policy engagement. Drawing upon extensive contemporary literature on civil society and policy engagement, this study examines how to enhance the performance of civil society organizations through the paradigm of dialogue and critical thinking. Findings reveal that critical thinking and dialogue is crucial in the success story of civil society organizations, just as the quality of the work accomplished is contingent upon the quality of the ideas, critical thinking and analysis of the problems to be solved. This chapter therefore, has a significant implications for cumulative research on the nexus between critical thinking and dialogue in Civil Society in contemporary societies
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Conference papers on the topic "Organizational change – Nigeria"

1

Adebiyi, Juwon, Adebola Bada, Daniel Maduagwu, and Emem Udoh. "Practical Approach for Implementation of the Revised National Policy on Occupational Safety and Health 2020 in the Informal Sector: A Focus on South-South Nigeria." In SPE Nigeria Annual International Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/208225-ms.

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Abstract The regulation of Occupational Safety and Health (OSH) in Nigeria, which is currently seeing some progress in the formal sector, has been short of impressive in the informal sector of the economy. Con- sidering it is the role of every government to ensure that all sectors of the economy operate in a manner that guarantees and ensures the safety and well-being of its citizens, Article 4 of International Labour Organization (ILO) Convention No. 155- Occupational Safety and Health Convention was ratified by the Government of the Federal Republic of Nigeria (FRN) in 1994, which led to the development of a coherent National Policy on Occupational Safety and Health in 2006. This, inter alia, failed to address the informal sector; hence the Revised National Policy on OSH 2020 was introduced by the Govern- ment, through the office of the Honorable Minister of the Federal Ministry of Labour and Employment, as a framework for bridging the existing gap. In a bid to ensure the success of the Policy document, the Department of Occupational Safety and Health of the Federal Ministry of Labour and Employment was designated the Competent Authority by the Government. This paper takes a look at the stakeholders in the informal sector of the economy, focusing on the south- south part of Nigeria, and identifies some of the challenges hampering the effective implementation of Occupational Safety and Health systems needed for the promotion of safety and health at workplaces. It concludes by providing a practical tool that can be a guide for the policy users, especially in the in- formal sector of the Nigerian economy, in alignment with the second of the three determinants of the future of energy, as captured in the theme for NAICE 2021: "The Future of energy – a trilogy of de- terminants; Climate Change, Public Health, and the Global Oil Market".
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Okafor, Emeka, and Brad Bass. "Modelling the Spread of Covid-19 in a Typical Oil and Gas Facility Setting." In SPE Nigeria Annual International Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/207177-ms.

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Abstract The spread of infectious diseases such as COVID-19 in a typical oil and gas facility setting, the health of employees, their families and their communities, is of real concern to the industry. In this work, a suitable predictive, agent-based model is used to predict the spread of COVID-19 in different settings as well as to evaluate strategies to block the spread. The agent-based modelling work is based on the simulation platform, Complex Organization and Bifurcation Within Environmental Bounds, or COBWEB. COBWEB simulates how a system of autonomous agents adapts to variation and sudden changes in the resource base or other features of their environment. Previous COBWEB simulation results illustrate that the tool is useful for predicting the evolution of COVID-19 spread and the effectiveness of various preventive actions including self-isolation of symptomatic people, social/physical distancing, effective PPE use, and ‘shielding’ (physical isolation) of the high-risk population. We adapted model parameters to better represent uncertainty about what might be expected in such a setting, in particular by shifting the distribution of risk severity towards ineffective PPE use, self-isolation and poor social distancing, which expectedly shows upward trend of the spread of the COVID-19. Ultimately, governments and industry can apply the predicted trends, as well as apply the model to specific settings, to make more informed decisions on the additional measures and preventative strategies to curb the spread of COVID-19.
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Quiniou-Ramus, Valérie, Rémi Estival, Pascal Venzac, and Jean-Baptiste Cohuet. "Real-Time Network of Weather and Ocean Stations: Public-Private Partnership on In-Situ Measurements in the Gulf of Guinea." In ASME 2013 32nd International Conference on Ocean, Offshore and Arctic Engineering. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/omae2013-10903.

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Monitoring of meteorological or/and oceanographic conditions is done on many Oil & Gas platforms offshore West and Central Africa (from Nigeria to Angola), but it is often only used in real-time and not necessarily archived on a hard-drive, or it is protected by each company’s IT firewalls thus making it difficult to send the information to the “outer world”. In 2010, TOTAL Oil & Gas Operator launched a project to give remote and public access to this real-time wind, current and also wave or other meteorological / oceanographic (“metocean”) data. The objectives of this initiative were multiple: • Improve weather and ocean hindcasts and forecasts, which will be beneficial to all Oil & Gas operations in Africa, • Help feed a database for future O&G developments; • Enable design checks after ∼1 year of operation; • Serve as a “black box” in case of an incident which could be due to environment; • Help feed or validate ocean and oil spill drift forecast in case of emergency; • Contribute to the international effort of monitoring the oceans in the long term (operational oceanography, climate change, etc.); • Encourage capacity building in Africa by supporting development and maintenance of technical solutions to reach objectives In 2013, with the support of the French Meteorological Office Météo-France, the data from half a dozen platforms offshore Nigeria, Congo and Angola will be available on the World Meteorological Organization’s (WMO) Global Telecommunication System (GTS). This paper will present the type of metocean stations that are part of this network “MODANET”, the IT architecture that was selected to send it out of the Company’s network, the quality control undertaken by Meteo France before sending it to the GTS, and future possible use of the data that are envisaged.
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Umeh, Ebuka, Stanley Ibeh, Boniface Obah, Chukwunonso Abonyi, and Stephen Nnakaihe. "Regulatory Requirements for Accuracy in Flare Gas Measurement – Synergizing Software Method Advancement to assist the Hardware Technology to meet Accuracy Demands." In SPE Nigeria Annual International Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/207145-ms.

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Abstract Over the years, the industry has been so used to the hard logic of utilizing flare gas meters (notably the ultrasonic flare gas meters) in the measurement of stranded flare gas. This is because it has been a workable solution for years with minimal challenges due to the broader range of accuracy required by regulatory bodies. Usually, companies are either constrained to either utilize the associated gas from the oil and gas facilities as fuel gas to power up the unit or reinject in the reservoir to serve as pressure maintenance agent that pushes the oil towards the reservoir, or stored in the reservoir and/or flare the gas (which in most cases, have been deployed by operators despite the penalties by the regulatory organization). With the recent steer in carbon capture, natural gas utilization, climate change and energy transition, accuracy level demands has been made more stringent with some countries including Nigeria requesting for 2.5 – 3% accuracy level of measurement from operators in a bid to monitor and curb the essence flue gases that are unaccounted for. This can only be for gases flared during routine conditions which does include when process upsets give rise to shut down and blowdown of gases through the flare header to the flare tip. The high demand of measurement accuracy has opened windows for OEM to produce calibrated meters that are bespoke with a longer timeline for recalibration as most of the hardware in critical operations could require a process shutdown to either maintain, repair, calibrate or even replace. With this growing concerns in the industry and the surging growth of digitalization involving AI, data analytics etc in other areas, the software method would be a potential source of synergy to assist the failing hardware which are being impacted by time as calibration issues continue to resurface throughout the life of the meters, giving rise to wider accuracy measurement in the region 5 – 10%, hence attracting the hammer from the regulators. This paper is intended to produce a deep dive of the current regulatory requirements for gas measurement in Nigeria by the regulators (DPR), the impact of the recent 3% accuracy requirements as it impacts both large and medium size operators, the role of gas measurement software for bridging the gaps and shortfalls of the hardware components. A case study of newly developed flare gas measurement software and its impact in assisting operators in gas performance reporting, production allocation and flare penalties where applicable
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