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1
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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Sang Long, Choi, Goh Chin Fei, Uti Charles Amechi, and Tan Owee Kowang. "The Relationship between HR Competencies and Organizational Performance in the Banking Sector in Nigeria." International Journal of Human Resource Studies 8, no. 1 (February 2, 2018): 217. http://dx.doi.org/10.5296/ijhrs.v8i1.12495.
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This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to organizational performance.
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Nche, George C. "Beyond Spiritual Focus: Climate Change Awareness, Role Perception, and Action among Church Leaders in Nigeria." Weather, Climate, and Society 12, no. 1 (January 2020): 149–69. http://dx.doi.org/10.1175/wcas-d-19-0001.1.
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AbstractThis study explored the role of church leaders in addressing climate change with a focus on Catholic, Anglican, and Pentecostal churches in Nigeria. The study adopted a semistructured face-to-face interview with 30 church leaders drawn from the selected denominations (i.e., 10 church leaders from each denomination). These participants were spread across five states in five geopolitical zones in Nigeria. A descriptive narrative approach was employed in the thematic organization and analysis of data. Findings showed that while all the participants across the three denominations—Catholic, Anglican, and Pentecostal churches—agreed to have heard of climate change, their perceptions of the causes of the phenomenon were narrow and varied along religious denominational lines. More Catholic participants expressed belief in anthropogenic climate change than did Anglicans and Pentecostals. Awareness creation, charity for disaster victims, and prayer were identified by the participants as the roles churches can play in addressing climate change. Although climate change action was generally poor among participants, Catholics engaged more in organizational action than did Anglicans and Pentecostals. In contrast, climate change actions were more on a personal level than on the organizational/church level within Pentecostal churches. The implications of the findings for the Church/church leaders, policy, and future research are discussed.
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Marcus Garvey Orji and Romanus Nduji. "Business Sustainability and Challenges of Climate Change in Nigerian Indigenous Automobile Companies. A case study of Innoson Motors Ltd, Nnewi, Nigeria." Konfrontasi: Jurnal Kultural, Ekonomi dan Perubahan Sosial 7, no. 1 (March 3, 2020): 77–90. http://dx.doi.org/10.33258/konfrontasi2.v7i1.99.
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Business sustainability is one of the most important challenges of our time. Companies are integrating ideas of sustainability in their marketing, corporate communications, and in all their actions. It is for this reason that this study examined Business sustainability and challenges of climate change in Nigerian Indigenous Automobile Companies with particular emphasis on Innoson Motors Nnewi, Nigeria. The study is a survey research and data were collected from both primary and secondary sources. The target population of the study was 258 employees of the company, and the sample size of 157 was obtained using Taro Yamani. The statistical tool used for data analysis was mean, standard deviation, correlation and multiple regression analysis. The findings revealed that there is a positive relationship between sustainable profit, organizational workers, business opportunities and climate change in Innoson Motors, Nnewi Nigeria. The study therefore recommended that Companies should deploy smart technologies, Invest in new, more environmentally conscious technologies such as green data centre as source of cost reduction as well as competitive advantage; also for there to be a meaningful movement towards absolute emission reduction, companies must test the concept of a trade-off between economic performance and environmental responsibility.
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Marcus Garvey Orji and Romanus Nduji. "Business Sustainability and Challenges of Climate Change in Nigerian Indigenous Automobile Companies. A case study of Innoson Motors Ltd, Nnewi, Nigeria." Konfrontasi: Jurnal Kultural, Ekonomi dan Perubahan Sosial 9, no. 1 (March 3, 2020): 77–90. http://dx.doi.org/10.33258/konfrontasi2.v9i1.99.
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Business sustainability is one of the most important challenges of our time. Companies are integrating ideas of sustainability in their marketing, corporate communications, and in all their actions. It is for this reason that this study examined Business sustainability and challenges of climate change in Nigerian Indigenous Automobile Companies with particular emphasis on Innoson Motors Nnewi, Nigeria. The study is a survey research and data were collected from both primary and secondary sources. The target population of the study was 258 employees of the company, and the sample size of 157 was obtained using Taro Yamani. The statistical tool used for data analysis was mean, standard deviation, correlation and multiple regression analysis. The findings revealed that there is a positive relationship between sustainable profit, organizational workers, business opportunities and climate change in Innoson Motors, Nnewi Nigeria. The study therefore recommended that Companies should deploy smart technologies, Invest in new, more environmentally conscious technologies such as green data centre as source of cost reduction as well as competitive advantage; also for there to be a meaningful movement towards absolute emission reduction, companies must test the concept of a trade-off between economic performance and environmental responsibility.
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Israel Akeke, Niyi. "Strategic Interventions and Performance of Small and Medium Enterprises in Nigeria." International Journal of Community Development and Management Studies 3 (2019): 017–29. http://dx.doi.org/10.31355/38.
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NOTE: THIS ARTICLE WAS PUBLISHED WITH THE INFORMING SCIENCE INSTITUTE. Aim/Purpose................................................................................................................................................................................................. The study seeks to examine the strategic interventions needed to promote the performance of small and medium enterprises (SMEs). Specifically, it analyzed the relationship between organizational learning, cultural values and SMEs performance. Background................................................................................................................................................................................................ The performance of SMEs has been identified as one of the most important success factors behind growth, development and industrialization of nations. In anticipation of such outcome, SMEs have been given adequate attention in emerging economies such as Nigeria but it has performed below expectations. Existing studies noted that business organizations are able to develop by employing strategic management interventions. Strategic interventions involve a deliberate attempt to move organizations towards a more effective state and improve performance. The expected components of strategic interventions needed to achieve the expected change in performance of SMEs are organizational learning and cultural change. However, there has not been a complete research outcome on the relevance of organizational learning and cultural change to SMEs performance in Nigeria. Therefore, the main research question is; whether organization learning and cultural values contribute significantly to SMEs performance. Methodology................................................................................................................................................................................................ In this study, the researcher employs quantitative research methods. Structured questionnaires are used to collect primary data. The study uses data set of 571 owners/managers of registered SMEs with the Ministry of Commerce and Trade in the study area. The structural equation modeling (SEM) was performed to address the research objectives. Contribution................................................................................................................................................................................................ The study provides useful information to understanding the path to achieving SMEs performance through application of strategic interventions approach. It highlights the relevance of organizational learning to improving market share and profit in the small and medium enterprises sector. Findings..................................................................................................................................................................................................... The findings indicate that organizational learning can positively boost performance of the SMEs but cultural values, though covaried with organizational learning do not add to performance outcome of the SMEs. The organizational learning is found to play the direct role of boosting performance through team learning, empowerment, embedded system, inquiry and dialogue and continuous learning respectively. Recommendations for Practitioners............................................................................................................................................................ Increasing performance of small businesses that impact on overall development is a considerable challenge. Consequently, the study highly recommends integration of strategic intervention that is anchored on organizational learning constructs for satisfactory outcome in the SMEs. In achieving this, less emphasis on cultural values may be useful. Recommendation for Researchers............................................................................................................................................................... It is suggested that this type of study needs to be conducted in public-owned establishments and business corporations with large business structure. This may help to further establish the theoretical relevance of strategic interventions to SMEs performance across various dimensions of business forms and organizations. Impact on Society.......................................................................................................................................................................................... The findings provide adequate pathway to societal development through SMEs. For the expected growth of society to emerge through investments in SMEs, stakeholders in the society should take advantage of information embedded in strategic interventions in their performance drive. Future Research.............................................................................................................................................................................................. The study outcomes are much relevant to developing economies in need of small and medium business interventions to tackle growth, unemployment and societal development. Future research, especially in developing and emerging economies may explore the relevance of the approach to boosting small business in their area. The specific contribution of cultural values in that context may be tested.
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Abubakar, Ramatu Abdulkareem, and Ahmed Ibrahim Abdullahi. "Política Organizacional Percebida e Incidência de Turnover dos Funcionários: Um Estudo Longitudinal na Nigéria." Journal on Innovation and Sustainability. RISUS ISSN 2179-3565 8, no. 1 (April 1, 2017): 12. http://dx.doi.org/10.24212/2179-3565.2017v8i1p12-17.
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Although prior research has demonstrated that perceived organizational politics were positively related to employee turnover intention, however, little is known about possible causal explanations for the relationship between the two variables. To address this gap, a longitudinal design was employed to examine the relationship between perceived organizational politics and employee turnover intention with data collected over a two-year time period. Specifically, one hundred and seventy five Registered Nurses from government hospitals in Nigeria completed measures of perceived organizational politics and employee turnover intention at 2 times 16 months apart. There was empirical evidence, based on results of longitudinal regression analyses to support either the hypothesis that perceived organizational politics increases employee turnover intention or the hypothesis that employee turnover intention lead to organizational politics. However, employee turn over intention. and perceived organizational politics were found to change instantaneously. Implications of the results are discussed
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Adewale, Adebayo Saheed, Hazri Jamil, and Adebayo-Shittabey Khadijah. "Leadership Self-Efficacy, Change Oriented Behavior and Organizational Citizenship Behavior: The Moderating Effect of Experience." International Journal of Higher Education 8, no. 4 (July 2, 2019): 36. http://dx.doi.org/10.5430/ijhe.v8n4p36.
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Knowledge is an essential factor in human existence. Education has been found responsible for social, economic, cultural and technological development of human society. Higher education institutions are responsible for producing required skilled human capital needed to enhance sustainable development. For these institutions to meet up with numerous demand of the society and function effectively leadership is an essential factor to be considered. This study examined the effect of leadership self-efficacy, change oriented behavior on staff organizational citizenship behavior in higher education institutions focusing on the moderating effect of experience. A total of 420 staff from 10 different higher education institutions in Lagos State, Nigeria were sampled. Structural Equation Modeling was used to access the moderating effect of experience on these variables. It was found that experience moderates the relationship between leadership self-efficacy, change oriented behavior, change policy and organizational citizenship behavior. Therefore, experience must be considered as a vital factor in higher education management and development.
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Asikhia, Olalekan, and Vannie Naidoo. "Assessment of the moderating effects of Nigerian market environment on the relationship between management success determinants and SMEs’ performance." Problems and Perspectives in Management 18, no. 4 (December 18, 2020): 388–401. http://dx.doi.org/10.21511/ppm.18(4).2020.31.
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A reported eighty-five percentage failure rate of SMEs in Nigeria before five years of operation was ascribed to a lack of knowledge of the market environment. Hence, this study investigated the moderating effects of the Nigerian market environment on the relationship between management success determinants and SMEs’ performance to see how the environment has affected SMEs’ performance. The study employed a survey research design, the population of the study comprised chief executive officers (CEOs) of registered SMEs, and a sample size of 1,102 was used. Probability sampling methods of stratified, proportionate, and random sampling were adopted. Responses were collected through a predetermined set of questions and a self-administered questionnaire. Data were analyzed using descriptive and inferential statistics. The study found that the Nigerian market environment had moderating effects on the relationship between management success determinants and SMEs’ performance (R = 0.817, R2 adjusted = 0.664, R2 change = 0.041, and Fchange = 19.694 at ρ = 0.000), most of the Nigerian market environment’s components have significant moderating effects on all the management success determinants relationship with SMEs’ performance; management skills (β = 0.220, 0.182; ρ < 0.05), innovation (β = 0.147, 0.135; ρ < 0.05), operating system (β = 0.083, 0.061; ρ < 0.05), organizational structure (β = 0.290, 0.303; ρ < 0.05), business reporting system (β = 0.142, 0.137; ρ < 0.05), system flexibility (β = 0.110, 0.107; ρ < 0.05), environmental scanning (β = 0.091, 0.062; ρ < 0.05). Only decision-making is not statistically significant (β = 0.037, 0.004; ρ > 0.05). These imply that Nigerian SMEs’ decisions under intense environmental turbulence are mostly ineffective, and the effects of management success determinants in facilitating performance were also drastically reduced as well as firms’ system flexibility. The study has a practical value of identifying the effect of the Nigerian market environment on the relationship between management success determinants and SMEs’ performance, thus revealing the gaps in the Nigerian SMEs’ management factors. Acknowledgment(s)To Small and Medium Enterprises Development Agency of Nigeria and Small Scale Enterprises Association of Nigeria for their support in ensuring participation of their members.
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Edosomwan, Henry Samuel, and Chiyem Lucky Nwanzu. "Psychological Contract Fulfillment and Attitude towards Organizational Change: A Mediation and Moderation Analysis of Affective Commitment and Empowering Leadership." SEISENSE Journal of Management 4, no. 4 (September 22, 2021): 62–76. http://dx.doi.org/10.33215/sjom.v4i4.683.
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Purpose: The underlying factors connecting psychological contract fulfillment (PCF) to attitude towards organizational change (ATOC) have not received much attention in organizational behavior literature. Hence, this study examined the mediating role of affective commitment (AC) and the moderating role of empowering leadership (EL) in the relationship between PCF and ATOC among employees in private organizations. Design/Methodology: This is a quantitative cross-sectional survey. Systematic sampling was utilized for collecting data from employees in private organizations in Delta State, Nigeria, via standardized self-report measures. The sample consisted of 224 employees with a mean age of 28.56 and a standard deviation of 6.41. Regression analysis (Model 1 and 4 of Hayes PROCESS Macro) was used for testing the hypotheses through IBM SPSS version 26. Findings: The results showed that PCF and AC were positive and significant predictors of ATOC. The results also revealed a significant mediating effect of AC and a moderating effect of EL in the relationship between PCF and ATOC. Practical Implications: Human resources management (HRM) in private organizations should promote practices that enhance employees' attachment to the organization. Also, top managerial staff should be encouraged to practice empowering leadership because it promotes positive workplace behaviors. Originality/Value: The present study enhances and brings new critical knowledge regarding the mediating role of AC and the moderating role of EL in the relationship between PCF and ATOC.
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Usman, Bilyaminu, Sharizal Bin Hashim, Jeff Lamptey, and Ashemi Baba Ali. "Autonomous Orientation Behaviors Influence Towards Ex-Juvenile Entrepreneurs Delinquent Behavioral Change in Katsina State, Nigeria: A Conceptual Paper." Malaysian Journal of Social Sciences and Humanities (MJSSH) 5, no. 7 (July 10, 2020): 23–31. http://dx.doi.org/10.47405/mjssh.v5i7.439.
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Recent Entrepreneurship orientation autonomous dimension discussion revealed the important and the positive influence of autonomous orientation as one of the Entrepreneurial orientations (EO) towards organizational performance and profitability. However, discussion of autonomous orientation in the context of individual such as entrepreneurs behavioral change impact still silent, especially in the context of ex-juvenile entrepreneur that can give an insight to the Entrepreneurship body of knowledge. Therefore, the objective of this conceptual paper is to understand the influence of autonomous orientation behaviors as one of the individual entrepreneurial orientation (IEO) towards delinquent behavioral change of ex-juvenile entrepreneurs. The conceptual paper proposed the framework that ex- juvenile entrepreneurs could be autonomous and more importantly autonomous orientation might have a positive influence towards ex-juvenile entrepreneurs’ delinquent behavioral change. Subsequently relating development of this concept, the conceptual review demonstrates the importance of the autonomous orientation as an effective deliberate orientation for ex-juvenile entrepreneurs once they reconsider their delinquent behavior with entrepreneurial autonomous activities. Assuming autonomous orientation looks to replicate a desired reconciliation amongst delinquent behaviors and entrepreneurial autonomous orientation as an alternative to delinquency. Lastly, the conceptual paper concludes with suggesting some inferences for future research to dig out the study theoretically, conceptually and empirically of the individual EO autonomous orientation behaviors among delinquent populace (ex- juvenile entrepreneurs) context. This conceptual paper provides a fresh knowledge about the IEO autonomous orientation potentiality in the entrepreneurs’ self-development and an insight to the entrepreneurship framework.
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Adeyinka, Olugbenga, and Mary Kuchta Foster. "Getting back on track: change management at AfrobitLink Ltd." CASE Journal 13, no. 1 (January 3, 2017): 120–51. http://dx.doi.org/10.1108/tcj-08-2015-0042.
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Synopsis AfrobitLink Ltd was an information technology (IT) firm with headquarters in Lagos, Nigeria. AfrobitLink started as a very small IT firm with less than two dozen staff. Within a few years of its founding, AfrobitLink established itself as a dependable organization known for delivering high-quality IT services. However, starting in 2004, AfrobitLink experienced rapid growth as it expanded to serve the telecommunications firms taking advantage of the deregulated market. This rapid expansion resulted in many challenges for AfrobitLink. The firm rapidly expanded into all 36 states in Nigeria, hiring a manager to oversee the company’s operations in each of the states. Poor hiring practices, inadequate training, excessive spans of control, low accountability, a subjective reward system, and other cultural issues, such as a relaxed attitude to time, resulted in low motivation, high employee turnover, poor customer service, and financial losses. By 2013, the firm was operating at a loss and its reputation was in shambles. Generally, the culture was toxic: employees did not identify with the firm or care about its goals, there were no performance standards, employees were not held accountable, self-interest and discrimination prevailed. The organization was in a downward spiral. Consultants were hired to help sort out the firm’s problems but these efforts yielded few results. Ken Wilson, the founder’s son, was hired in 2014 as VP of Administration to help get the firm back on track. As a change agent, Ken had to decide how to address the issues facing the firm and how to achieve profitable growth. Research methodology Primary sources included interviews with the company CEO, his wife, his son, and a volunteer staff member. Secondary sources included the company website. The names of the people and the firm in the case have been changed to provide anonymity. Relevant courses and levels This case is intended for use in graduate courses (although it can also be used in upper level undergraduate courses) in change management/organization development, organizational behavior, leadership, or international management. For graduate courses, students may focus on application or integration of several theories or concepts. For upper level undergraduate courses, students may focus on application of a single theory or concept. Below are suggested texts or readings for each type of student by subject. Theoretical bases Change management theories (e.g. Lewin’s force field analysis (Schein, 1996), Kotter’s eight-step change management process (Kotter, 2007), The change kaleidoscope approach (Balogun and Hailey, 2008)), social identity theory (Tajfel, 1981), attribution theory (Kelley, 1972), leadership theories (e.g. Hersey and Blanchard, 1969), intercultural/international management theories (e.g. Hofstede, 1980, 1991).
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Ofondu, Magnus M. "Assessing the Effectiveness of Innovation Management in the Hospitality Industry: A Study of Selected Hotels in South-East, Nigeria." Business Management and Strategy 9, no. 1 (June 21, 2018): 196. http://dx.doi.org/10.5296/bms.v9i1.13300.
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This study focused on assessing the effectiveness of innovation management in the hospitality industry. The inability of the change managers of these hotels to meet their expected organizational goals even as they strive to inject something new to meet the ever-rising demand of their clients made this study so essential. To achieve this objective, both primary and secondary data were employed. From a given population of 966, a sample size of 283 was derived using the Taro Yamane’s formula. A survey research design was also employed, and the study proved to be valid and reliable given a content validity and a Cronbach alpha of 0.863. The techniques adopted in analyzing the data were both the descriptive and inferential statistics. Spearman Rank Correlation Coefficient was used in testing the hypotheses. The result of the findings reveals that there is a significant association between the extent of innovation at a given period and the performance of the firms; innovation management does significantly correlate to the growth of the firms. Based on these findings, the researcher concluded that innovation management in the hospitality industry is effective. The researcher therefore recommends among others that there should be a concrete organizational arrangement to improve on the practice of innovation as often as possible in order to enhance the performance of the organizations and be effective.
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Davis, Gerald F., and Aseem Sinha. "Varieties of Uberization: How technology and institutions change the organization(s) of late capitalism." Organization Theory 2, no. 1 (January 2021): 263178772199519. http://dx.doi.org/10.1177/2631787721995198.
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Organization theory faces challenges on all sides, yet it is uniquely suited to help understand and guide our current economic transition. In order to make good on this promise, however, organization theory needs to adopt a rigorously comparative approach and to jettison “America first.” Those who organize firms require ingredients that often include capital, labor, supplies, and a rule-bound market for selling. These ingredients in turn bear the imprint of national economies and the institutions that govern and support them. We argue that innovations in information and communication technologies (ICTs) combine with national institutions to guide what firms will look like by shaping what ingredients are available; ultimately, ICTs can fundamentally reorganize institutions such as capital and labor markets. We illustrate this argument with a comparison of how the ridehailing industry (such as Uber and Lyft in the United States) is organized in the US, Sweden, Germany, India, Indonesia, China, and Nigeria. The same basic innovation—a platform that allows riders and drivers to match via smartphone—produces substantially different organizational forms depending on domestic institutions. Moreover, in the US “Uberization” is challenging fundamental aspects of labor markets and the employment relation in industries well beyond ridehailing. The “varieties of Uberization” across national contexts exemplify the kinds of phenomena that organization theorists should be examining right now, if we aim to inform a more humane future.
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Igbokwe-Ibeto, Chinyeaka Justine. "Re-inventing Nigeria's Public Sector: A Review of National Agency for Food, Drug Administration and Control (NAFDAC)." Africa’s Public Service Delivery and Performance Review 3, no. 2 (June 1, 2015): 183. http://dx.doi.org/10.4102/apsdpr.v3i2.85.
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Public Over the years, the efficiency and effectiveness of Nigeria’s public sector has been a subject of debate. However, in recent time, the organizational performance and service delivery of National Agency for Food, Drug Administration and Control (NAFDAC) have been a success story. Within the framework of New Public Management (NPM) theory, the study investigates the secrete behind the degree of success achieved by NAFDAC with the aim of recommending such to other public sector organizations in Nigeria which has over the year’s demonstrated lack of zeal for service delivery. The study relied heavily on primary and secondary data. Yamani’s formula for sample size determination was used to select a sample of 133 employees from NAFDAC Lagos office out of a total of 200. Weighted mean and chi-square statistical tools was used to determine the independence or otherwise of the variables under investigation. It is the position of the study that NPM has enhanced NAFDAC’s performance and service delivery. It concludes that since the traditional public administration theories has failed to deliver the much needed public goods and services, it is therefore imperative to reinvent Nigeria’s public sector in line with (NPM) international best practices so as to reposition the Nigerian public sector for the challenges of a modern and rapidly changing world. However, while change is desirable, we feel there is need to exercise caution on account of the peculiar nature and character of the Nigerian state and society. Reinventing the country’s public sector should progress slowly and wisely.
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Awodun, PhD, Muritala, and Faizu Edu, PhD. "The Impact of Continuous Training on Maximizing Efficiency in Tax Administration: The Case of a State Internal Revenue Service (SIRS) in the North Central Region of Nigeria." International Journal of Applied Business and International Management 3, no. 1 (August 7, 2018): 165–72. http://dx.doi.org/10.32535/ijabim.v3i1.86.
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The purpose of this study is to establish the role of continuous training in maximizing efficiency in tax administration using the case of a State Internal Revenue Service (SIRS) in the North Central Region of Nigeria. The study examined the strategies adopted for continuous training by the SIRS and subsequently measured the impact of these strategies on the performance of all levels of management (low, middle and top) of the SIRS under focus.
The SIRS identified the need for training from its inception and built into its process the entry training programme (of 3 months) for all staff, the monthly field feedback and training (of a day monthly) for all staff, directorates’ regular technical training, professional trainings, and leadership and management trainings (both local and international). These schedule five stage trainings have become a closely knitted continuous training strategy that has improved the skills and capacities of the employees of the SIRS. To ascertain the extent to which the above have impacted on the employees, the SWOT Analysis was adopted along with the appraisal of five set of questionnaires applied to 642 staff of the SIRS present at a particular month field feedback session.
The five set of questionnaires were designed to measure; (1) the state of change readiness of employees of the SIRS for service excellence, (2) the state of change thinking of employees of the SIRS for service excellence, (3) the state of resistance to change by the employees of the SIRS, (4) the state of resistance to going through the process of change by the employees of the SIRS, and (5) the state of resistance to leaving the current state for the desired state of excellence. All these are targeted towards measuring the state of readiness for change, through continuous training, on the employees’ commitment, efficiency and performance. The above is in addition to the analysis of the individual strengths and weaknesses that culminates in the organizational strengths and weaknesses, including the environmental opportunities and threats which have a significant role to play on the organizational performance.
The findings revealed that between 73 - 87 percent of the staff of the SIRS are change ready, with positive change thinking mentality, not resistant to change, not resistant to going through the change process, and are not resistant to leaving the current state for the desired state of excellence. Ultimately, the study concludes that there is a positive relationship between continuous training, and employee commitment and job satisfaction, on the one hand, and continuous training and performance excellence as relating to efficiency and effectiveness in tax administration, on the other hand.
This study is a pioneer one that extends the employee commitment debate to the Internal Revenue Service, using this SIRS as a case study. It provides an explanation, with empirical evidence, by demonstrating that training extends direct positive effect on employee commitment in revenue administration. The study also demonstrates that, in the revenue administration, job satisfaction helps to transmit the effect of continuous training on employee commitment and performance excellence.
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Singhry, Hassan Barau. "Perceptions of leader transformational justice and job satisfaction in public organizations." International Journal of Public Leadership 14, no. 2 (May 14, 2018): 80–95. http://dx.doi.org/10.1108/ijpl-01-2018-0007.
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Purpose Transformational leadership (TL) is one among the leadership behaviors that is important in a period of uncertainty and continuous change. The behavior affects employees’ job satisfaction (JS) and performance. Nevertheless, there is an inconclusive debate over how organizational justice (OJ) can help transformational leaders to influence employees’ (JS). Therefore, the purpose of this paper is to investigate the role of OJ on the relationship between TL and employees’ JS. Design/methodology/approach The study employed a quantitative research design based on cross-sectional strategy. Structured questionnaires were distributed and data were collected from a sample of 418 middle managers of public organizations in Nigeria. Multiple regressions aided by structural equation modeling were employed to test four hypotheses. Findings The regression results support the mediating role of OJ, such as distributive, procedural, interpersonal and informational justice between TL and JS. Equally, the relationship between TL and JS, TL and OJ, and OJ and JS are all positive and significant. Overall, the influence of TL and OJ has a strong explanatory effect on JS. Originality/value This study adds to the literature of human resource management and organizational behavior by empirically validating and integrating TL theory with the four dimensions of OJ theory. The study will be beneficial to the top management and middle-level employees in public organizations.
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Choko, Onyinye Prince, Laura Schmitt Olabisi, Robert Ugochukwu Onyeneke, Stella Nwawulu Chiemela, Lenis Saweda O. Liverpool-Tasie, and Louie Rivers. "A Resilience Approach to Community-Scale Climate Adaptation." Sustainability 11, no. 11 (June 1, 2019): 3100. http://dx.doi.org/10.3390/su11113100.
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Climate risk is expected to impact rural communities in West Africa in multiple ways. However, most current research addresses resilience and climate adaptation at either the national or the household scale; very little is known about community-scale interventions. We interviewed 934 community members in six communities in southeastern Nigeria about sources of climate risk and community-based actions for climate change adaptation. We found these communities contained multiple active and engaged groups that have implemented a wide range of interventions to reduce climate risk, most of which are seen as effective by community members. Flooding was the most common form of risk in this region, but drought, windstorms, and irregular rainy seasons are also frequent, implying that effective climate adaptation will have to be sensitive to multiple types of risk. Structural interventions (constructing roads, bridges, etc.) were the most common type of intervention, suggesting that communities are capable of marshalling considerable organizational and human power for adaptation efforts, even in the absence of external assistance. Efforts to boost community resilience and adaptation to climate change would benefit from first understanding what community actions are currently underway, and working with the groups implementing these actions to support and extend them.
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Chukwuemeka, Emma E. O., Joy Ugwu, Titus Okey Enugu, and Dan Igwegbe. "An Empirical Study of Industrial Conflict and Management in Nigeria Local Government System: A study of Enugu State." International Journal of Human Resource Studies 2, no. 3 (July 4, 2012): 1. http://dx.doi.org/10.5296/ijhrs.v2i3.2048.
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The study was carried out to assess labout conflict and management in the local Government system in Nigeria with particular reference to Enugu State. Descriptive Research method was adopted, data were collected and analysed. Essentially, the findings revealed that the organizational framework for management of conflict and grievances is poor. The problem is as a result of leadership ineffectiveness which according to the study had resulted to disputes and consequently to strike actions. Management scarcely bargains with staff in resolving conflict situations. Management does not always explain its reasons for taking a particular position in resolving conflicts.The study further revealed that other factors that heightened labour conflict include low participation of employees in taking key decisions, especially matters affecting them. The Local overnment of Enugu State of Nigeria is believed to be poorly funded, This information was furnished by a key respondent, the poor funding is peculiar to the following local governments: Enugu North, Igbo-Eze North, and Nsukka Local Government Areas.. The aforementioned local government areas were consistently on ‘zero allocation’, which the resultant effect was epileptic payment of salaries and allowances of workers. Flowing from the findings, the following recommendations among others were proffered A democratic leadership style should be imbibed in Enugu State Local Government Councils to ensure congenial work relationship, the reign of democracy, as a style would ensure reduction of labour conflict. In spite of the fact that funding was not identified as a major problem that led to labour conflict, funding of the Local government in Nigeria should be strengthened. Management and staff of the local government should strive to see labour conflict as a process to change and thus try to resolve it in such a way that both parties are winners. Labour conflict should be resolved through the instrumentality of collective bargaining, which involves negotiation, dialogue, or mediation by a third party or through statutory framework which involves Trade Dispute ACT No.7 of 1976 as amended in 1977. Keywords: Labour Conflict, Leadership, Funding of Local Government, Collective Bargaining
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Ololube, Nwachukwu Prince, and Dennis Ogutum Ololube. "Organizational Change Management." International Journal of Applied Management Sciences and Engineering 4, no. 1 (January 2017): 25–42. http://dx.doi.org/10.4018/ijamse.2017010103.
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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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Anda, Michael. "Foreign Policy Decision-Making in Nigeria. By Ufot B. Inamete. Selinsgrove, PA: Susquehanna University Press, 2001. 313p. $48.50." American Political Science Review 96, no. 4 (December 2002): 882–83. http://dx.doi.org/10.1017/s0003055402260475.
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This elaborate study analyzes the Nigerian foreign policy decision-making structures and processes from 1960 (when Nigeria became an independent country) until 1999. Using Graham Allison's conceptual models of decision making (the rational-actor model, the organizational process model, and the bureaucratic politics model), Ufot Inamete examines how foreign policy decision making during the Balewa, Ironsi, Gowon, Muhammed/Obasanjo, Shagari, Buhari, Babangida, Shonekan, Abacha, Abubakar, and Obasanjo governments manifested both changes and continuities (p. 289). Importantly, theory from Allison's model is well integrated with the substantive and analytical portions of the book, and, thus, it goes beyond the theory of a strong-leader approach in Third World countries to demonstrate that developing countries do have organizational structures that deal with foreign policies.
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Oba, Ibrahim, and Diana Andreea Mândricel. "Readiness for Agriculture Companies Effectiveness Begin with Employee Motivation." International Journal of Innovation in the Digital Economy 9, no. 4 (October 2018): 24–36. http://dx.doi.org/10.4018/ijide.2018100103.
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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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Adeola, Ajayi. "Impact of External Business Environment on Organisational Performance of Small and Medium Scale Enterprises in Osun State, Nigeria." Scholedge International Journal of Business Policy & Governance ISSN 2394-3351 3, no. 10 (November 26, 2016): 155. http://dx.doi.org/10.19085/journal.sijbpg031002.
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The paper examined the impact of external business environment on organizational performance of Micro, Small and Medium Scale Enterprises in Nigeria. It also reviewed literature on MSMEs, business environment and organizational performances. Secondary sources of data were utilized for the study. The findings from reviewed literature showed that the external business environment (economic, political, legal, socio-cultural environment, demographic, natural, technological, global and financial environment) have influence on MSMEs operators in Nigeria. It was also discovered that there exists relationship between SMEs and the environment in which it occurs. The study concluded that SME operators should understand all these types of external business environment and their implications on organizational performance of their business activities in order to identify opportunities and threats to their businesses and update their knowledge, understanding and skills to meet the predicted changes in realm of their enterprises.
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Decker, Stephanie. "Africanization in British Multinationals in Ghana and Nigeria, 1945–1970." Business History Review 92, no. 4 (2018): 691–718. http://dx.doi.org/10.1017/s0007680518001034.
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Multinationals experienced significant legitimacy challenges in less-developed countries between 1945 and 1970. Corporate responses to these challenges cover three distinct periods. Unsuccessful postwar attempts focusing on colonial welfare concerns were followed by pragmatic endeavors intended to repair corporate reputations by Africanizing senior management. By the 1960s, this had become a common approach to legitimization. The challenges of Africanizing ethnocentric multinationals led to organizational changes: internationally diversified multinationals were better able to decentralize subsidiary management, while the late 1960s saw regionally focused multinationals absorbed by more diversified multinationals. Organizational survival was directly linked to legitimacy advantages derived from Africanization.
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HABIB, MARYAM ABDULLAHI. "A NEW ERA FOR MANAGEMENT ACCOUNTANTS IN NIGERIA: A GUIDE TO ACHIEVEMENT OF ENHANCED ORGANIZATIONAL PERFORMANCE AND SUCCESS." International Journal For Research In Business, Management And Accounting (ISSN: 2455-6114) 1, no. 1 (July 6, 2021): 35–43. http://dx.doi.org/10.53555/bma.v1i1.1668.
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Management accountants, in the conventional and contemporary age, have contributed to the development of organisations with regards organisational performance and success which has proven to be latent in Nigeria. The differences in development of organisational performance are dependent of the factors which have influenced both facets of roles of management accountants in Nigeria. This study compares the conventional and contemporary roles of management accountants and their contribution towards enhanced organisational performance and success in Nigeria. Secondary sources were analysed and information was gathered in the bid to produce literature on the issue of concern. The study shows that even with its current situation, management accountants, to varying extents, contribute to organisational performance and success. The study serves as a steer to academicians, potential employees, practicing management accountants and students in ensuring that these roles move with changes in the business environment for the sake of organisational performance and success.
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Adenike, Adeniji, Osibanjo Omotayo, and Abiodun Abolaji. "Organizational change and human resource management interventions: An investigation of the Nigerian banking industry." Serbian Journal of Management 8, no. 2 (2013): 139–54. http://dx.doi.org/10.5937/sjm8-3712.
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AKINBOLA, Olufemi Amos, Nureni Sanusi ALAKA, and Sekinat Arike SANNI. "EXPLORING RELATIONSHIP BETWEEN ORGANIZATIONAL LEARNING AND INTERNATIONAL BUSINESS PERFORMANCE." LASU Journal of Employment Relations & Human Resource Management 1, no. 1 (December 1, 2018): 284–93. http://dx.doi.org/10.36108/ljerhrm/8102.01.0113.
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International Corporations globally are seeking ways of being ahead of other competitors in the industry of operations. Companies ranging from production to service firms in globally strive harder to meet the challenges posed to them by environmental changes. Also the consulting industry is an integral part of service industry due to the sum they contribute to the growth of the economy. The study tried to situate positions whether organizational learning could serve as a strategic tool for enhancing organizational performance as regards employee commitment and organizational competitiveness. 240 copies of questionnaire were administered to selected international audit service firms considered for the study in Nigeria to get primary data that treated appropriate research questions and hypotheses were tested accordingly. The study found that opportunity for individual learning makes employees in the global firms to be committed and that organizational conditioning has significant effect on competiveness. The study recommends that international service firms should endeavour to direct more resources to the area of organizational learning in order for them to be able to achieve better global industry relevance.
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Yusuf Adebola, Bako, Taiwo Akeem Ayinde, and Ademeso James Olufemi. "Change Implementation and Competitive Positioning." JOURNAL OF INTERNATIONAL BUSINESS RESEARCH AND MARKETING 2, no. 1 (2016): 14–23. http://dx.doi.org/10.18775/jibrm.1849-8558.2015.21.3002.
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Implementing complex organizational changes involve collective action by many people, each of whom contributes something. Implementation of change may face a big problem if the required environment, technique, and technologies are lacking. Descriptive survey research design was adopted. The population of this study comprised 43,820 management employees of the telecommunication industry (NCC 2012). Based on proportional stratified sampling technique, the survey sample size calculator software was used to select 2312 employees. A six-point likert scale type questionnaire used to collect data was validated by experts and a 0.81 Cronbach alpha coefficient confirmed its reliability. Of the 2312 questionnaire copies administered, 1435 were returned duly filled out. Change implementation had a significant relationship with competitive positioning (R2=0.251, p-value=0.0000 < 0.05); hence, the result showed a positive significant relationship. The study concluded that change implementation significantly determined competitive positioning. The study recommended among other things that managers should make change implementation an integral part of change management so as to ensure competitive positioning. A major implication of the findings for the industry is that it has provided an insight into some of the implications change implementation have on competitive positioning in the Nigerian telecommunication industry. Implementing change judiciously is necessary.
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Nwauzor, Uzoma Hyacinth. "Agbacha Ekuru Nwa Dance: A Study of Performance Ethics for Music Students in Colleges of Education." Journal of Education and Practice 5, no. 1 (June 2, 2021): 36–48. http://dx.doi.org/10.47941/jep.581.
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performances and providing the theoretical framework for the study of general music education by students in colleges of education. To promote the baseline from which dance performance is produced to enhance cultural heritage and the structure with which all aspects of social events are finally understood. The need for increased awareness and participation in dance is apparent. In tertiary institutions, the study of dance as an academic course virtually does not exist. Dance should be given the attention it deserves in the curriculum for the promotion of sustainable development in creating jobs for the youths.
Methodology: Participant observation-adopting this survey is very necessary due to the nature of the research, it is a practical performance that involved dance groups. There are varieties of approaches to research in any field of investigation. Using the descriptive method is aimed at obtaining information concerning the current status of Agbacha ekuru nwa dance as it is expressed in the traditional setting. This is important in understanding the dance similarities among the groups selected from each of the 3 local government areas in Mbaise. The data collected for this project are obtained through oral interviews, observation, personal contact, and participation. Observation and participation in dance rehearsal are very necessary for future performance with the students. Uzoigwe (1998) explained that the descriptive method allows for better acceptance and understanding of all music elements discovered during research.
Results: Traditional dance is a part of life evolution, memory, and history, it is integral with the communities of the peoples' culture. And because communities re-shape and re-model folk music in line with changing tradition, ideals, and social interaction, it should be used to educate the people on the ills and goodwill of the society. Given the multiplicity of social performances in Nigeria, it will be possible to agree that the people's total culture is subsumed with music and dance and that it has become very important in promoting and developing our cultural heritage.
Unique contribution to theory, practice and policy: There is the need for us to revive our cultural heritage by ensuring that those subjects which teach and safeguards morals, norms and value system are given attention in school curriculum to revamp the fallen standard of education, cultural ideologies, and judgment regarding the way we see ourselves. This will lead to a drastic change in our attitude and behaviour. To better attract the interest of learners, the curriculum has a part to play; this is by designing a solid structure for the dance program in all levels of education in Nigerian schools. The nature of dance, as well as students' interest, will be captured and aimed at revitalizing general music education in our schools providing a balance between intellectual tasks and social interaction. This will be a way of expanding knowledge and skills for future use as a form of integrating cultural heritage into our educational system. Using Agbacha ekuru nwa dance as a case study will be beneficial to students because if all organizational principles are applied to teaching and learning it will provide structured performance ethics towards achieving collective objectives. Dance is teamwork and should be organized as such. One of the benefits is creativity in performance; talent development could be formed where students, lovers of music, and the larger society can function very well in creating dance. This will be one of the most valuable courses to enhance human personality.
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Rodrigues, B., and V. Vanderpuye. "Impact of the African Organisation for Research and Training in Cancer on Improving Cancer Care on the Continent: 15-Year History." Journal of Global Oncology 4, Supplement 2 (October 1, 2018): 152s. http://dx.doi.org/10.1200/jgo.18.52400.
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Background and context: African Organisation for Research and Training in Cancer (AORTIC) seeks to become the continent's preeminent nonprofit organization working for cancer control. Established in 1982, and gaining exponential momentum since 2003. Milestones achieved include placing cancer control on the continent's health agenda. Main activities have been to foster collaboration for research and training, advocacy, palliative and psychosocial care, survivor groups, educative meetings for local and international cancer care professionals. Strategy/Tactics: To demonstrate impact of AORTIC on the continent over the past one and a half decades as a successful nonprofit organization aimed at reducing impact of cancer in Africa. Position our organization to lead the continent with home grown innovation to sensitize the cancer workforce to needs of our patients and countries by developing strategies that impact on improving cancer care across the continuum, research priorities and capabilities, professional development, including advocacy, survivorship, acting as a consultative mouth piece and authority on cancer control needs of Africa. Program/Policy process: 11 successful international biennial cancer conferences in Africa, with a steady increase in attendance from 300 to +900 delegates, 12 to 95 sessions, +3000 abstracts presented over 15 years. Last meeting labeled as; “This meeting is high-value; at the level of the best oncology meetings as ASCO and ESMO”. Regional training in pathology, oncology, psycho-oncology, palliative care, advocacy, prevention and early diagnosis. Regional meetings: Senegal, Tanzania, Nigeria, Angola, Mozambique and Cape Verde. Special interest groups: radiation, pathology, nursing, pediatrics and advocacy promoting professional and research development activities. African cancer leadership mentoring academies for young investigators - +40 participants to date. Grants for qualifying members to participate in external training workshops. 39 newsletters - translated into French and Portuguese. Memberships - span across the African continent, Europe, North America and Australia and organizations - 500 individual and close to 20 organizational members. Hosted Africa regional meetings at UICC WCC since 2014. Active on social media - +1300 followers. Publications: Cancer Plan for the African Continent 2013-2017 Handbook for Cancer Research in Africa Cancer Advocacy Training Toolkit for Africa AORTIC Cancer Network Directory, plus an online map Journal articles and position papers - 12 Declarations - 2 Projects - cancer registry mapping Grants - Beginning investigator catalytic grants (BIG Cat), partner NCI (USA) +20 beneficiaries. What was learned: Through coordinated and concerted efforts, relevant stakeholders who can influence and improve cancer care on the continent through collaboration, research and training, AORTIC is a continental networking hub spanning the African continent of more than 13,000 contacts and is a major instrument of change in effective control of cancer in Africa.
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Bada, Abiodun O. "Local Adaptations to Global Trends: A Study of an IT-Based Organizational Change Program in a Nigerian Bank." Information Society 18, no. 2 (March 2002): 77–86. http://dx.doi.org/10.1080/01972240290075011.
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Adeola, Ajayi, and Adegbite Stephen Akinade. "An Exploration Of The Challenges Of Micro, Small And Medium Scale Farmers In Ile-Ife Township Of Osun State, Nigeria." Scholedge International Journal of Business Policy & Governance ISSN 2394-3351 3, no. 9 (November 26, 2016): 122. http://dx.doi.org/10.19085/journal.sijbpg030901.
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This study explored the factors suppressing micro, small and medium enterprising (MSME) farmersin Ile-Ife Township of Osun State, Nigeria with a view to find the obstaclesmilitating against the performance of the small and medium enterprises subsector to the Nigeria economy and recommend ameliorative measures to make the sub-sector strong and vibrant in order to play the crucial role in Nigeria economy growth and development.Primary and secondary sources of data were utilized for the study. Primary sources of data were employed using structures questionnaires while secondary sources were from books, journals, newspapers, internet sources and public lectures on the field of industrial small and medium scale farmers. Multi stage random sampling was used to select a total of 120 respondents utilized for the study. Both descriptive and inferential statistics were used to achieve the objectives of the study. The results from the questionnaires revealed that SMEs have performed below expectation due to a combination of challenges which ranges from financial constraint, poor managerial skills, poor road network, weakness in organizational marketing and information, low and dwindling consumer personal, multiple taxes, insecurity of lives and properties and lexies, attitude and habits of SME famers themselves through frequent policy changes and somersault government instability and environmental related factor among others. The paper concluded that government should take a practical radical approach to address the identified problems of SME farmers inIle-Ife Township of Osun State, Nigeria.
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Onuoha, Foreman, Charles U. Oyegun, and John N. Ugbebor. "Assessment of Leadership Style and Safety in Oil and Gas Servicing Firms in Port Harcourt Metropolis, Nigeria." International Journal of Occupational Safety and Health 11, no. 1 (March 10, 2021): 3–8. http://dx.doi.org/10.3126/ijosh.v11i1.33417.
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Introduction: Safety leadership is the process of interaction between leaders and followers, through which leaders exert their influence on followers to achieve organizational safety goals under the circumstances of organizational and individual factors.
Objective: This study was aimed to assess leadership style and safety in oil and gas servicing firms in Portharcourt, Nigeria.
Methods: A cross-sectional study was conducted among the junior-staff of the oil servicing firms. The Taro Yamane equation was used to generate appropriate sample size of 389 respondents from 16240 workers. Data analyses was done using analysis of variance (ANOVA).
Results: It was established that 230 (59%) respondents agreed that, leaders checked staff work on a regular basis to assess their progress and learning. Many respondents (62%) averred that leaders didn’t gave any incentives for extra work. Also, 338 (87%) respondents adduced that changes in policies were discussed with workers before they were carried out but, the input of the workers were not required, neither staff were expected to be innovative as opined by 76% respondents and leadership emphasis on the importance of quality was sustained. Albeit, workers weren’t allowed to contribute to control standards based on perception of problems. The characteristics of leadership displayed in the companies imply the transactional type. This was because the rapport between workers and leaders wasn’t cordial.
Conclusion: The study therefore strongly recommends a review of the leadership style adopted for oil and gas workers in the area, while improving on the worker/leader relationships.
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Nyahas, Samson Iliya, Joseph Mpeera Ntayi, Nixon Kamukama, and John Munene. "Stakeholders influence on voluntary disclosure practices by listed companies in Nigeria." International Journal of Law and Management 60, no. 2 (March 12, 2018): 267–83. http://dx.doi.org/10.1108/ijlma-05-2017-0110.
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PurposeThe purpose of this paper is to investigate stakeholders influence on voluntary disclosure practices of listed firms in Nigeria from the perspective of managers.Design/methodology/approachThe study used a cross-sectional research design. Data were collected using a survey questionnaire for the constructs of power, legitimacy and urgency. The data for the voluntary disclosure practices were obtained from financial reports of 92 listed companies. The data were analysed using partial least squares.FindingsThe results indicate that managers’ perception of stakeholders’ power and urgency are associated with voluntary disclosure. Legitimacy, firm size and industrial category are not significant predictors of voluntary disclosure. It was concluded that stakeholders who are in control of critical resources such as the financial community, customers and creditors should put more pressure on companies to disclose information to meet various stakeholder needs. This will complement the efforts of regulatory agencies in promoting transparency in voluntary disclosure.Research limitations/implicationsThe cross-sectional nature of the study means that it does not capture changes in perceptions of managers overtime. Future research may consider a longitudinal study. The study is not industry-specific as such and may capture industry differences. However, in this study, the authors controlled for industry category.Practical implicationsThe result has implications for a number of interested parties such as shareholders, regulatory bodies, labour union, academics and mangers.Originality/valueThe study has contributed to the authors’ understanding of managers’ perception of stakeholder attributes that matter in voluntary disclosure decision from the perspective of a developing country like Nigeria.
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Oyitso, Mabel, and C. O. Olomukoro. "TRAINING AND RETRAINING AS A TOOL FOR PROMOTING WORKERS’ PRODUCTIVITY IN NIGERIA." Sokoto Educational Review 16, no. 2 (December 31, 2015): 11. http://dx.doi.org/10.35386/ser.v16i2.129.
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Human resources are the key element in any organization as they plan, coordinate, organize and harness all other resources towards the achievement of organizational goals. For any organization to increase its productivity level depends on the level of competence of its workforce. Hence, the need for training and retraining of workers to develop their abilities in order to function effectively and efficiently in the organization. Training is an indispensable tool for human and national development, hence a worthwhile investment for greater productivity in the organization. Training can be viewed as the acquisition of skills, knowledge and abilities to enable one function effectively in the performance of one’s job. The major types of training for workers are in-service training made up of on – the – job and off – the – job training. Training makes workers to be confident, enriches employee’s knowledge and increased performance skill, creates greater efficiency and effectiveness, increases productivity and leads to higher profitability. The major problems affecting the training of workers are inadequate finance and lack of constant training. Therefore, periodic training should be organized for workers to keep them abreast of technological changes in their work and adequate financial allocation should be devoted to training of workers in the organization.
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Idiagbon-Oke, Moronke, and Adegoke Oke. "Implementing innovative flexible work practices in Nigerian local firms: Implications for management of change in less-developed countries." Journal of Occupational and Organizational Psychology 84, no. 3 (February 8, 2011): 518–43. http://dx.doi.org/10.1111/j.2044-8325.2011.02021.x.
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Bala, Hussaini, Noor Afza Amran, and Hasnah Shaari. "Audit committee attributes and cosmetic accounting in Nigeria." Managerial Auditing Journal 35, no. 2 (November 1, 2019): 177–206. http://dx.doi.org/10.1108/maj-06-2018-1897.
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Purpose The literature on the influence of audit committees (ACs) and cosmetic accounting (CSA) is scarce. This paper aims to examine the influence of AC attributes on CSA and how this relationship is moderated by the audit price (AUPR). Design/methodology/approach The study used pooled logistic regressions to analyse 624 firm-year observations of listed companies in Nigeria from 2008 to 2016. Findings The results show that AC financial accounting expertise, AC legal expertise and female AC membership were negatively related to CSA. The negative relationship is highly pronounced when a firm incurs higher audit fees. Results for the robustness checks were similar, even with changes to the measurements of dependent and independent variables and alternative estimation. Practical implications This study can benefit policymakers and regulators, enabling them to better appreciate the importance of AC attributes and AUPR in curtailing artificial manipulation and enhancing financial reporting quality. Social implications This study can benefit policymakers and regulators, enabling them to better appreciate the importance of AC attributes and AUPR in curtailing artificial manipulation and enhancing financial reporting quality. Originality/value The findings provide an initial insight into the moderating effect of AUPR on the relationship between AC attributes and CSA.
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ADEOGUN, S. O., B. G. ABIONA, T. D. AJAYI, and W. AMULUDUN. "EFFECTS OF ORGANIZATIONAL COMMUNICATION STYLES ON EMPLOYEES JOB PERFORMANCE IN OGUN-OSUN RIVER BASIN DEVELOPMENT AUTHORITY (OORBDA), OGUN STATE, NIGERIA." Journal of Humanities, Social Science and Creative Arts 11, no. 1 (November 22, 2017): 54–65. http://dx.doi.org/10.51406/jhssca.v11i1.1683.
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Organizations cannot exist without effective communication because the changing in social and economic atmosphere bring changes in the work settings of any organization. The study determined impact of organizational communication on job performance in Ogun-Osun River Basin Development Authority (OORBDA) Ogun State, Nigeria. Proportionate stratified random sampling technique was use to select 114 respondents which represented 35% of the total population. The study showed that majority (53.3%) of employees were male , 60.9% of the employees fall within the age categories of 20-40 years, majority (77.2%) were married, more than half (58.7%) had higher degrees. Also, the mean age of the respondents was 38.5 years. The findings also revealed that the most preferred communication channel was Face to face (x̅=3.46), Memo ((x̅=3.42) and Letter (x̅=3.30, while the least preferred communication channels were, Facebook (x̅=2.42), WhatsApp (x̅=2.27 and Intranet (x̅=2.0). Furthermore, the study revealed that majority of the respondents (75.2%) indicated that leaders at OORBDA deployed the use of Assertive/dominant communication styles while very few (8.3%) indicated that aggressive communication style in the organization. The inferential statistics show that significant relationship was existed between marital status (χ2=12.795, p<0.00), education (χ2=11.762, p<0.00) and employee’s job performance. Study’s analysis showed that organization communication styles do not have significant effect on job performance. The study concluded that the employees who are better educated perform well on their job also, majority of leader at OORBDA deployed the use of assertive/dominant communication style in the organization. Management of the organization should ensure motivation incentives such as access to training and promotion as at when due to deserving employees are ensured to boost employees’ job performance.
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Okolo, Julius Emeka. "Integrative and cooperative regionalism: the economic community of West African states." International Organization 39, no. 1 (1985): 121–53. http://dx.doi.org/10.1017/s0020818300004884.
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The Economic Community of West African States (ECOWAS), the most recent effort at regional integration in the Third World, is the first potential success for such endeavors among less developed countries (LDCs). Deficient in some of the neofunctional variables of regional integration, ECOWAS differs from similar LDC groupings. Its formation was the result of high-level political support. The terms and provisions of its treaty create a harmonious political environment for cooperation, and the community has so far been free of the conflicts that destroyed several similar LDC ventures. A quasi-supranational secretariat serves as a vanguard of integration by insulating technical issues from the politics of national interest. Nigeria, the major subregional actor, endeavors to make side payments (despite its economic difficulties), and a more conducive international environment has accompanied the changed attitude of France, the principal extraregional actor, from opposition to support. Despite some contrary forces, ECOWAS may become the Third World's first success in integration.
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Olarewaju, Tolu. "Organising household consumption and occupational proportions." International Journal of Organizational Analysis 26, no. 4 (September 3, 2018): 748–72. http://dx.doi.org/10.1108/ijoa-03-2017-1141.
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Purpose The purpose of this paper is to contribute to the occupational status and entrepreneurship research in developing countries by proposing that there are implications for household consumption depending on the occupational status proportion of households. When the occupational proportion of the household changes, household consumption is affected. This effect also changes depending on what quantile level the household is in terms of household consumption. Design/methodology/approach The paper makes use of OLS and quantile regressions to examine 6,919 households comprising 40,294 individuals from the 2009 Nigerian Living standards measurement survey. Findings The paper finds that there are implications for household consumption based on the proportion of individuals in each occupational category. The contributions of each employment proportion changes at different quantiles with self-employed individuals increasing household consumption at the lower quantiles but reducing household consumption at the upper quantiles. Crucially, having a higher proportion of unemployed individuals in the household is oftentimes better than having a higher proportion of own account self-employed individuals. Research limitations/implications This paper offers new insights into how occupation proportion influences household consumption in developing countries. As a result, the household could seek to organise its members in such a way as to maximise combined household consumption, as diverse occupational statuses contribute differently to the household consumption at different quantile levels. The nature of the data used in this study however does not allow for causality tests. Practical implications The proportion of employment statuses in the household has implications for household consumption and so the mix of employment in the household is important. The self-employed could also be involved in activities to enhance household consumption that are not captured by labour income. However, self-employment does not seem to always have a positive effect on household consumption and sometimes unemployment might be better. Originality/value The paper provides a new way to view the household as an organising entity in terms of how it can allocate employment proportions to maximise household consumption.
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Hicks, Joseph Paul, Matthew John Allsop, Godwin O. Akaba, Ramsey M. Yalma, Osasuyi Dirisu, Babasola Okusanya, Jamilu Tukur, et al. "Acceptability and Potential Effectiveness of eHealth Tools for Training Primary Health Workers From Nigeria at Scale: Mixed Methods, Uncontrolled Before-and-After Study." JMIR mHealth and uHealth 9, no. 9 (September 16, 2021): e24182. http://dx.doi.org/10.2196/24182.
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Background The in-service training of frontline health workers (FHWs) in primary health care facilities plays an important role in improving the standard of health care delivery. However, it is often expensive and requires FHWs to leave their posts in rural areas to attend courses in urban centers. This study reports the implementation of a digital health tool for providing video training (VTR) on maternal, newborn, and child health (MNCH) care to provide in-service training at scale without interrupting health services. The VTR intervention was supported by satellite communications technology and existing 3G mobile networks. Objective This study aims to determine the feasibility and acceptability of these digital health tools and their potential effectiveness in improving clinical knowledge, attitudes, and practices related to MNCH care. Methods A mixed methods design, including an uncontrolled pre- and postquantitative evaluation, was adopted. From October 2017 to May 2018, a VTR mobile intervention was delivered to FHWs in 3 states of Nigeria. We examined changes in workers’ knowledge and confidence in delivering MNCH services through a pre- and posttest survey. Stakeholders’ experiences with the intervention were explored through semistructured interviews that drew on the technology acceptance model to frame contextual factors that shaped the intervention’s acceptability and usability in the work environment. Results In total, 328 FHWs completed both pre- and posttests. FHWs achieved a mean pretest score of 51% (95% CI 48%-54%) and mean posttest score of 69% (95% CI 66%-72%), reflecting, after adjusting for key covariates, a mean increase between the pre- and posttest of 17 percentage points (95% CI 15-19; P<.001). Variation was identified in pre- and posttest scores by the sex and location of participants alongside topic-specific areas where scores were lowest. Stakeholder interviews suggested a wide acceptance of VTR Mobile (delivered via digital technology) as an important tool for enhancing the quality of training, reinforcing knowledge, and improving health outcomes. Conclusions This study found that VTR supported through a digital technology approach is a feasible and acceptable approach for supporting improvements in clinical knowledge, attitudes, and reported practices in MNCH. The determinants of technology acceptance included ease of use, perceived usefulness, access to technology and training contents, and the cost-effectiveness of VTR, whereas barriers to the adoption of VTR were poor electricity supply, poor internet connection, and FHWs’ workload. The evaluation also identified the mechanisms of the impact of delivering VTR Mobile at scale on the micro (individual), meso (organizational), and macro (policy) levels of the health system. Future research is required to explore the translation of this digital health approach for the VTR of FHWs and its impact across low-resource settings to ameliorate the financial and time costs of training and support high-quality MNCH care delivery. Trial Registration ISRCTN Registry 32105372; https://www.isrctn.com/ISRCTN32105372