To see the other types of publications on this topic, follow the link: Organizational performance – Nigeria.
Journal articles on the topic 'Organizational performance – Nigeria'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Organizational performance – Nigeria.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Adagbabiri, Moses M., and Ugo Chuks Okolie. "Human Resource Management Practices and Organizational Performance: An Empirical Study of Oil and Gas Industry in Nigeria." RUDN Journal of Public Administration 7, no. 1 (December 15, 2020): 53–69. http://dx.doi.org/10.22363/2312-8313-2020-7-1-53-69.
Full textAbstract:
The impact of human resource management (HRM) practices on organizational performance has been subject of discourse among social scientists from a wide range of disciplines in the last two decades. But unfortunately, very insufficient number of studies in this area has been conducted in Nigeria and other developing countries. This study was undertaken to fill this obvious research gap. The author applied descriptive method and collected the data via a survey of 164 respondents in Nigerias Oil and Gas Industry. Data collected were analyzed using Pearson product moment correlation and t-test analysis. The study found that there is a significant relationship between HRM practices and organizational performance. As predicted, the study revealed that human resource management practices exert positive and statistically significant impact on organizational performance. Requisite conclusion and recommendations were provided in the light of theoretical and empirical findings. With this study, we hope to contribute to a better understanding of the role of HRM practices in creating and sustaining organizational performance, specifically in the Nigerian context.
2
Bolaji Bello, Oluwayemisi, and Abayomi Olarewaju Adeoye. "Organizational learning, organizational innovationand organizational performance: Empirical evidenceamong selected manufacturing companies in Lagosmetropolis, Nigeria." Journal of Economics and Management 33 (2018): 25–38. http://dx.doi.org/10.22367/jem.2018.33.02.
Full text
3
Oluwalope, Adenuga Abiola, and Ojediran Sunday. "Impact of Budgetary Participation and Organizational Commitment on Managerial Performance in Nigeria." Accounting and Finance Research 6, no. 3 (July 16, 2017): 48. http://dx.doi.org/10.5430/afr.v6n3p48.
Full textAbstract:
Following the prevailing uncertainties in Nigerian business environment, managers and stakeholders require the need to be poised, prepared and plan to compete favourably under the rapidly shifting condition in order to remain relevant and profitable. This study examines the relationship between budget participation, organizational commitment and managerial performance in Nigeria. Primary data were obtained from copies of questionnaire distributed to members of staff at managerial levels at Nestle NIG-food, Nigerian Breweries-drinks, Flour mills-food, 7up Bottling company-drinks, Cadbury-food, Unilever-food, Vitafoam NIG-others categorized based on the nature of their business and analysed through use of Statistical Package of Social Science (SPSS, Version 20) as correlation and regression were used to evaluate relationships among variables. Findings revealed that participation in budget activities and commitment to work done by individuals in an organization positively impacts managerial performance, hence this assertion cannot be overlooked or ignored as it supports the empirical body of positive impacts. It is therefore recommended that organizations should engage in activities that will promote budget participation and commitment and also consider other processes and events that could be explored upon towards enhancing managerial performance.
4
Adeleye, Ifedapo. "First Bank of Nigeria: Restructuring for High Performance." South Asian Journal of Business and Management Cases 2, no. 1 (June 2013): 51–60. http://dx.doi.org/10.1177/2277977913480658.
Full textAbstract:
Stephen Onasanya had successfully steered First Bank through a three-year period of accelerated corporate transformation and growth, as the institution emerged from the global financial crisis of 2008. At the core of the bank’s transformation lay a new organizational structure. In 2010 the bank had transitioned from a geography-based to a customer-based organizational structure, and redesigned its nationwide coverage and deployment model to align with the new organization. In August 2012, it was apparent that the restructuring had been successful. Apart from the impressive financial results the bank had posted, significant progress had been made on many non-financial measures, including customer satisfaction. Nevertheless, Onasanya was not completely satisfied. He wondered what more could be done to make the new organizational structure deliver even better results, and help realize the bank’s ambitious vision of becoming Nigeria’s bank of first choice.
5
Isimoya, Ogochukwu Augustine, Olubayo Thomas Olajide, and Akinwunmi Kunle Onafalujo. "Performance Related Pay and Organizational Commitment – evidence from Nigeria." Journal of Economics and Management 34 (2018): 58–80. http://dx.doi.org/10.22367/jem.2018.34.03.
Full text
6
Adamu Isa, Ahmed. "Bureaucracy and organizational performance in Nigeria: problems and prospects." International Journal of Advanced Multidisciplinary Research 3, no. 12 (December 9, 2016): 12–16. http://dx.doi.org/10.22192/ijamr.2016.03.12.003.
Full text
7
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.
Full textAbstract:
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.
8
Asikhia, U. O., and D. O. Awolusi. "Assessment of critical success factors of business process re-engineering in the Nigerian oil and gas industry." South African Journal of Business Management 46, no. 2 (June 30, 2015): 1–14. http://dx.doi.org/10.4102/sajbm.v46i2.87.
Full textAbstract:
Business Process Re-engineering (BPR) is defined as the critical analysis and radical redesign of existing business processes to achieve breakthrough improvements in performance measures like cost, quality, speed, profitability and services. The purpose of this paper is to identify the critical success factors of BPR implementation, to evaluate their effects on the primary measures as expressed by the operational performance and the secondary measures as expressed by the organizational performance, and to find out the effect of the operational performance on the organizational performance of Nigerian oil and gas companies. To achieve these objectives, an empirical study was conducted via the administration of 650 self-administered copies of questionnaire to a randomly selected senior and management staff of eight (8) re-engineered Oil and Gas Companies in Nigeria. Using the framework from Khong & Richardson (2003), factors manifesting operational performance and organizational performance were regressed on the Critical Success Factors (CSFs) manifesting successful BPR. Findings based on the survey revealed that successful BPR can positively affect both operational and organizational performance measures in the Nigerian oil and gas companies.
9
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.
Full textAbstract:
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.
10
Chukwuemeka Idoko, Edwin, Gerald Nwora Nebo, and Stephen Ikechukwu Ukenna. "Determinants of field salespersons’ sales performance in deposit money banks: Does organizational commitment mediate?" Banks and Bank Systems 15, no. 4 (December 28, 2020): 204–20. http://dx.doi.org/10.21511/bbs.15(4).2020.17.
Full textAbstract:
Field salespersons’ disengagement in deposit money banks (DMB) in Sub-Saharan Africa (SSA) has maintained an upward trajectory. Failures in sales target delivery mostly take the blame. Despite the obvious implications of non-target delivery for DMBs’ financial health, there is under-reportage culminating in little understanding regarding those factors that predict field salespersons’ performance from typical SSA settings. This paper bridges the gap by empirically examining antecedents of field salespersons’ sales target performance in DMBs in Nigeria that is alarmingly competitive and significantly characterized by physical-cash-transactions. Also, it examines the mediating effect of organizational commitment regarding identified antecedents on FS sales target performance in DMBs. A sample of 334 field salespersons from 17 DMBs in Southeastern Nigeria was surveyed using a self-administered questionnaire. The data collected were analyzed using a structural equation modeling approach with the aid of Analysis of Moment Structures (AMOS) 25.0 software concerning hypothesized paths in the research model. Reliability, convergence and discriminant validity were checked. Significant and positive relations regarding motivation, aptitude, and job satisfaction were confirmed; nevertheless, role perceptions and work environment show a negative and significant effect on sales target actualization. Skill-set shows no statistical support. Organizational commitment as a mediator shows a complementary partial mediation effect on determinants and sales target performance. Understanding both economic and human-inclined variables is crucial to improving the performance of field salespersons. Theoretical implications and directions for further research were proposed. AcknowledgmentThe authors express their deep gratitude to Prof. A. D. Nkamnebe of the Department of Marketing, Nnamdi Azikiwe University, Nigeria, for reviewing the manuscript and suggestions for improving the quality of the paper.
11
Genty, Kabiru Ishola, Matthew Adekunle Abioro, and Oluwatobiloba Shofowora. "Job Crafting and Employees’ Performance in MTN Nigeria PLC." Athens Journal of Business & Economics 7, no. 3 (June 16, 2021): 257–70. http://dx.doi.org/10.30958/ajbe.7-3-3.
Full textAbstract:
This study examines the relationship between job crafting (task crafting and relational crafting) and employees' performance (employees’ task performance and organizational citizen behavior) amongst staff of MTN Nigeria PLC. This research makes use of a survey design and analysis was based on primary data generated through a structured questionnaire. Two research hypotheses were formulated and tested at 0.05 levels of significance. The findings revealed that there was a statistically significant influence of task crafting on employees’ task performance in MTN Nigeria, PLC (R2=0.088, F=17.844, p<0.050). Similarly, there is a significant positive relationship between relational crafting and organizational citizenship behavior (rp=0.331, n=187, p<0.050). From the study, it was concluded that workers require a high degree of autonomy and independence on their jobs to perform more efficiently and effectively in order to improve their performance. It was recommended amongst others that organization should provide a flexible job design and structure as well as interpersonal relationship for its employees’ so as to enable them to better perform on the task and create organizational citizen behavior among the employees. Keywords: employees’ performance, job crafting, relational crafting, organizational citizen behavior
12
Oyakhire, Victor Alaba. "Strategic person-organizational fit and organizational performance of selected bottled water producers in Nigeria." Journal of Business Studies 7, no. 1 (June 30, 2020): 29. http://dx.doi.org/10.4038/jbs.v7i1.51.
Full text
13
GENTY, Kabiru Ishola, Matthew Adekunle ABIORO, and Oluwatobiloba SHOFOWORA. "Job Crafting and Employees’ Performance in MTN Nigeria, Plc." LASU Journal of Employment Relations & Human Resource Management 2, no. 1 (December 1, 2020): 186–201. http://dx.doi.org/10.36108/ljerhrm/0202.02.0131.
Full textAbstract:
This study examines the relationship between job crafting (task crafting and relational crafting) and employees’ performance (employees’ task performance and organizational citizen behaviour) amongst staff of MTN Nigeria Plc. This research makes use of a survey design and analysis was based on primary data generated through a structured questionnaire. Two research hypotheses were formulated and tested at 0.05 level of significance. The findings revealed that there was a statistically significant influence of task crafting on employees’ task performance in MTN Nigeria, Plc (R2 = .088, F = 17.844, p < 0.050). Similarly, there is a significant positive relationship between relational crafting and organizational citizen behaviour ( rp=0.331, n=187, p < 0.050). From the study, it was concluded that workers require a high degree of autonomy and independence on their jobs to perform more efficiently and effectively in order to improve their performance. It was recommended amongst others that organization should provide a flexible job design and structure as well as interpersonal relationship for its employees’ so as to enable them to better perform on the task and create organizational citizen behavior among the employees.
14
V.I.O, Odiri, and Ideh A.O. "Determinants of Organizational Performance in Nigeria: Evidence from Service Firms." Humanities and Social Sciences Letters 9, no. 1 (2021): 86–95. http://dx.doi.org/10.18488/journal.73.2021.91.86.95.
Full text
15
ANDOW, Afang Andow, Zainab DABO, and Enenche Cletus EJEH. "IMPACT OF OUTSOURCING ON ORGANIZATIONAL PERFORMANCE OF LISTED FOOD AND BEVERAGES FIRMS IN NIGERIA." LASU Journal of Employment Relations & Human Resource Management 1, no. 1 (December 1, 2018): 156–66. http://dx.doi.org/10.36108/ljerhrm/8102.01.0181.
Full textAbstract:
The study examines the impact of outsourcing on organizational performance of listed food and beverage firms in Nigeria. In spite of the rapid drift in outsourcing, there are limited published sources of literature related to outsourcing in Nigeria, and also previous studies shows contradictory results. The study uses a correlation design, and used secondary data as the main instrument of data collected from the financial statements of the firms contained in the fact-book of the Nigeria Stock Exchange (NSE). The population and sample of the study includes all the eighteen (18) food and beverages firms listed on the floor of the Nigeria stock exchange between2007-2016. Ordinary Lease square (OLS) regression analysis using statistical package for social science (SPSS) was employed to analyze the data and test the hypotheses. The findings reveal that both business process outsourcing and knowledge process outsourcing have a positive and significant impact on organizational performance of listed food and beverage firms in Nigeria. The study concludes that business process outsourcing and knowledge process outsourcing have significantly impacted on the organizational performance which is profitability and competitive advantage of the listed food and beverages firms in Nigeria. The study recommends that the management of these firms should engage in outsourcing strategy in decision making by outsourcing its business processes and knowledge processes in order to increase their profit and achieve performance.
16
Afolayan, Oluyinka Titilope, and Yemisi Tomilola Babalola. "Knowledge Sharing Behavior, Mentoring and Motivation as Determinants of Employee Performance in Selected New Generation Banks, Lagos, Nigeria." International Journal of Knowledge-Based Organizations 10, no. 2 (April 2020): 57–68. http://dx.doi.org/10.4018/ijkbo.2020040105.
Full textAbstract:
Employee performance plays a pivotal role in the attainment of organizational success, especially, in the Nigerian banking industry, due to its high level of dynamism and competition. However, the joint effect between knowledge sharing behavior, mentoring, and motivation on employee performance seems not to have been given attention in the literature. In view of this, this study investigated the interaction between knowledge sharing behavior, mentoring and motivation on employee performance in new generation banks in Lagos, Nigeria. The population comprised 8,334 employees from six new generation banks that are listed on the Nigerian Stock Exchange (NSE). Stratified sampling technique was used to select 1,628 employees. Findings revealed that knowledge sharing behavior, mentoring and motivation jointly influenced employee performance in the selected new generation banks in Lagos, Nigeria. However, in terms of relative contribution to employee performance, motivation made a higher contribution than knowledge sharing behavior while mentoring made no significant contribution to employee performance.
17
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.
Full textAbstract:
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.
18
Oparanma, A. O., and Elezie Patricia Ulunma. "Organizational Resilience and Corporate Performance of Deposit Money Bank in Port Harcourt, Nigeria." International Journal of Business and Management Future 3, no. 2 (July 19, 2019): 1–12. http://dx.doi.org/10.46281/ijbmf.v3i2.357.
Full textAbstract:
This study examined the relationship between organizational resilience and corporate performance of deposit money banks in Port Harcourt. The general purpose was to examine the effect of organizational resilience on corporate performance of deposit money banks while the specific objectives are to examine the effect of organizational learning and adaptive capabilities on corporate performance. Twenty-one deposit money banks operating in Port Harcourt. Sixty three sample representatives were selected from the deposit money. Organizational resilience measures are organizational learning and adaptive capabilities while corporate performance measures are profitability, market share and employee satisfaction. Primary data were sourced through questionnaires and administered to managers at the regional office of the deposit money banks. Descriptive statistics and Spearman rank correlation coefficient with the aid of Statistical Packages for Social Science were used as data analyses techniques. Findings reveal a correlation coefficient of 81.4 percent and probability of 0.0000 between organizational learning and corporate performance. 89.4 percent and probability of 0.0000 between adaptive capabilities and corporate performance. The finding indicates that organizational resilience has positive and significant relationship with corporate performance of the deposit money banks. It therefore recommends that techniques and strategic measures should be devise to enhance organizational resilience among the deposit money banks in Port Harcourt.
19
Iredele, Oluwamayowa Olalekan. "Measuring performance in corporate environmental reporting in Nigeria." Measuring Business Excellence 24, no. 2 (March 6, 2020): 183–95. http://dx.doi.org/10.1108/mbe-05-2019-0040.
Full textAbstract:
Purpose The purpose of this study is to measure the current level of corporate environmental reporting (CER) in the developing economy of Nigeria. This is with a view to drive the effort of firms towards improving on the present practice. An attempt is made to also determine the extent to which the level of CER differs on account of firm characteristics. Design/methodology/approach The study used data for the top 40 companies on the Nigerian stock exchange as of 31 December 2017 based on market capitalization. The annual reports, company website and sustainability reports were the major sources of data. The paper used descriptive statistics and one-way analysis of variance to analyse data. Findings Despite the attempt to explore multiple sources in obtaining environmental information, empirical evidence from the present study confirms that the level of environmental reporting is low; most companies report environmental issues through the website. It further found an association between CER and firm size. Practical implications The findings will be of interest to policymakers and regulators on the need to regulate environmental reporting. Thus, motivating firms towards better environmental performance in Nigeria. Originality/value The paper extends environmental reporting research in Nigeria beyond the use of annual reports. It captured environmental information reported through the website and sustainability reports. It provides information on the current status in terms of quality and content of information reported. Finally, it found that firm size is a contingent factor for CER in Nigeria.
20
Opeke, R. O., and Adelowo, Oluremi Titilope. "Knowledge Management Strategies and Organisational Performance of Deposit Money Banks in Nigeria." International Journal of Scientific Research and Management 8, no. 02 (February 13, 2020): 01–07. http://dx.doi.org/10.18535/ijsrm/v8i2.lis01.
Full textAbstract:
Performance is a picture of some achievements of every organization, that its operations is either about financial aspects, marketing aspects, raising some aspects of fund and disbursement of funds, technological aspects, as well as aspects of human resources. However, the issues of bank not engaging in knowledge management adversely affected performance. There seems to be paucity of studies on the influence of knowledge management strategies on organizational performance of deposit money banks in Nigeria. This study examined the knowledge strategies and organizational performance of selected deposit money banks in Nigeria.
Survey research design was adopted for the study. The population of the study covered 2,405 management staff of the selected deposit money banks in Lagos State, Nigeria. The sample size of 432 was determined through the Raosoft sample size calculator. Multi stage sampling method was utilized for selecting the respondents. Data were collected through adapted validated questionnaire. The reliability test for the instrument yielded Cronbach’s alpha coefficients for the constructs ranging from 0.77 to 0.89. The instrument achieved a response rate of 100%. Data collected were analyzed using descriptive and inferential statistics.
The result revealed that knowledge management strategies sub-variables had significant effect on organizational performance; knowledge collection (β= 2.746, r = 0.532, T= 12.768, p<0.05), Knowledge provision (β= 0.368, r = 0.092, T= 1.956, p>0.05), knowledge communication (β= 1.211, r= 0.270, T= 6.171, p<0.05), knowledge exchange (β= 0.709, r = 0.254, T= 7.092, p<0.05) and knowledge transfer (β= -0.944, r = -0.163, T= -3.214, p<0.05).
The core objective of this study was to examine the influence of information management practices, knowledge management strategies and organizational performance of selected deposit money banks in Nigeria. Specifically, examined the influence of knowledge management strategies indices (knowledge provision, collection, transfer, communication and exchange) on each of the organizational performance (effective service delivery, profitability, employee satisfaction and teamwork) in Nigeria.
The result of the analysis revealed that knowledge management strategies components have a statistically significant effect on organizational performance and it indices (effective service delivery, profitability, employee satisfaction and teamwork. The result further revealed that some of the indices of knowledge management strategies knowledge transfer have negative significant effect on organizational performance. From the result of the data analysis, it can be concluded that knowledge management strategies plays a major role in achieving continued performance in the organization especially in the deposit money banks under study.Service delivery, profitability, employee satisfaction, teamwork, performance and knowledge management, knowledge management strategies.
21
Owolabi, Folashade, Solabomi Ajibolade, and Uwalomwa Uwuigbe. "The design and use of performance measurement innovations and organizational outcomes in Nigerian listed companies." Problems and Perspectives in Management 19, no. 2 (May 13, 2021): 91–103. http://dx.doi.org/10.21511/ppm.19(2).2021.08.
Full textAbstract:
Performance measurement innovations (PMI) provide frameworks for the improvement of organizational performance. While developed economies have widely accepted PMI, little is known about their design and use in developing economies. This study aimed to investigate the relationship between the design and use of PMI and organizational outcomes among listed firms in Nigeria. Partial least squares structural equation modeling was adopted for the analysis using cross-sectional survey data comprising 126 corporate managers in the sampled listed companies. The results showed that all the path coefficients for design of PMI and customer perspective (β = 0.325, p &lt; 0.0001), financial (β = 0.314, p &lt; 0.0001), internal business process (β = 0.346, p &lt; 0.0001), and learning and growth perspectives (β = 0.367, p &lt; 0.0001) were significantly positive. This suggests that designing performance measures to include a diversity of measurement incorporating financial and non-financial measures would positively affect organizational outcomes. Besides, diagnostic use was found to have a negative effect on customer perspective (β = –0.315, p &lt; 0.01), while the interactive use (β = 0.411, p &lt; 0.01) of PMI demonstrated a positive effect on it. This implies that using PMIs in a diagnostic manner brings about a negative image of the customer perspective, but it is divergent for interactive use. AcknowledgmentThe authors sincerely appreciate Covenant University, Nigeria, for sponsoring this publication.
22
Nnah Ugoani, John Nkeobuna. "Performance Management and Bank Profitability in Nigeria." Business, Management and Economics Research, no. 53 (March 20, 2019): 49–56. http://dx.doi.org/10.32861/bmer.53.49.56.
Full textAbstract:
Performance management ensures that the contributions of organizational members are directed toward growth and profitability. Although performance objectives are set at the beginning of the financial year, the achievement of such critical objectives rests on robust performance management. This embraces management action toward key FPIs such as gross earnings, ROA, ROE, NIM, among others that help in driving bank profitability. The exploratory research design was used for the study. Data were analyzed through descriptive and regression statistical methods and it was found that performance management has positive correlation with bank profitability. Based on the result of the study, it was recommended that banks should always check performance to ensure profitability.
23
A. Obalade, Adefemi, Babatunde Lawrence, and Joseph Olorunfemi Akande. "Political risk and banking sector performance in Nigeria." Banks and Bank Systems 16, no. 3 (July 9, 2021): 1–12. http://dx.doi.org/10.21511/bbs.16(3).2021.01.
Full textAbstract:
Political risk is prevalent in Nigeria and tends to influence business outcomes and the stability of the banking system. As a result of this study, it was determined whether political risk matters to the performance of the banking sector in Nigeria. The effect of political risk on different banks’ performance measures, such as return on assets, return on invested capital, credit risk and stock price, were examined in a panel of 12 selected commercial banks for the period 2006–2018. Data was analyzed using a two-stage system of generalized method of moments. The results provided evidence that the effect of political risk on bank performance depends on the performance proxies. Specifically, political risk was found to be negatively related to banks’ returns on invested capital and positively related to deteriorating credit risk. Hence, it can be concluded that political risk induces poor banking system performance in Nigeria. The study provides a critical insight into the management of a country’s political systems in terms of their potential to create unfavorable conditions for banking systems to thrive.
24
Muhammed, Abdulrahman, and Lamidi Yusuf. "Manufacturers’ perceived quality of electricity service and organizational performance in Nigeria." Journal of Transportation and Logistics 1, no. 2 (November 15, 2016): 143. http://dx.doi.org/10.22532/jtl.267842.
Full text
25
Eseme Gberevbie, Daniel. "Organizational retention strategies and employee performance of Zenith Bank in Nigeria." African Journal of Economic and Management Studies 1, no. 1 (April 9, 2010): 61–74. http://dx.doi.org/10.1108/20400701011028167.
Full text
26
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.
Full textAbstract:
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.
27
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.
Full textAbstract:
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.
28
ALASAN, Ali Ibrahim, and Julius Paul EYANUKU. "HUMAN RESOURCE MANAGEMENT PRACTICES AND NIGERIAN BANKS’ PERFORMANCE." LASU Journal of Employment Relations & Human Resource Management 2, no. 1 (December 1, 2020): 124–40. http://dx.doi.org/10.36108/ljerhrm/0202.02.0190.
Full textAbstract:
The importance of human resource management practices has gained acceptance and wide recognition in a cross-cultural context. Several studies, examining the procedures and practices of human resource management (HRM) and its implementation aspects have emerged, and been applied in different contexts. Achieving better employee performance has been a significant focus for both private and public organisations. Hence there is need to investigate how human resource (HR) practices impact upon organizational performance. This research focuses on three HRM variables, that is, training and development, recruitment and selection and remuneration, and the impact on organizational performance. Using a survey method, data was collected from 257 employees working in commercial banks, Ikorodu. This study analysed the data using descriptive statistics like the mean, median, maximum and standard deviation toanalyse the characteristics of the variables. On the other hand, the hypotheses were tested using regression analysis. We further carry out normality test before performing regression analysis on each of the variables as shown in the following model specification, which tallies with our Research Questions, Research Objectives and Research Hypotheses. The findings revealed that training and development is positively related to organizational performance in commercial banks in Nigeria, the study concludes that, Training and Development will grants the employee’s more insight and control over their jobs. Similarly, in the case of Recruitment and Selection and organizational performance, the study concludes that, employees with good motivational package have more confidence in their capabilities, thus remaining more committed to their organisations. This in-turn boosts organizational performance. Conversely, the study reported a statistical insignificant relationship between Remuneration and organizational performance in commercial banks in Nigeria
29
Ogala S. C. "Effect of Employees’ Commitment on Organizational Performance in Selected Firms." Randwick International of Social Science Journal 1, no. 1 (April 25, 2020): 108–20. http://dx.doi.org/10.47175/rissj.v1i1.14.
Full textAbstract:
This study investigated the effect of employee’s commitment on organizational performance in selected brewing firms. Two objectives which are ;To examine the impact of employee commitment on organizational profitability in brewing industry in Nigeria To examine the dimensions of employee commitment on performance in brewing industry in Nigeria guided the study. Also two research questions and hypotheses were drawn along that line. A survey design was adopted with a sample population size of 216 drawn using Taro Yamani. Data were presented and analyzed using tables and simple percentages. Also, hypotheses were tested using parametric statistics. Findings revealed that Organizational profitability had a positive influence on employees performance in the area studied (Zc=4.226 > Zt =1.645) and Inadequate employees development programmes had a positive influence on employees commitment in the area studied (Zc=4.531 > Zt =1.645). It was recommended that Organizations should regularly embark on performance appraisals because; it will go a long way to know whether the human capital development is producing the needed result and that there should be a systematic view towards employees’ commitment development in organizations. That is to say all levels, sections should be given equal opportunity to develop. As generally stated, if you fail to plan, then you are planning to fail
30
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.
Full textAbstract:
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.
31
Agwu, Edwin M. "Impact of Stakeholders' Analysis on Organizational Performance." International Journal of Strategic Decision Sciences 10, no. 4 (October 2019): 64–80. http://dx.doi.org/10.4018/ijsds.2019100104.
Full textAbstract:
Businesses have grown to the realization that no individual sector can make a significant, sustainable difference alone. Also, several studies have indicated the extensive use of stakeholder analysis within most organizations to improve their businesses. However, this depends on how well organizations can align and fulfill the needs of most if not all stakeholder concerns. This paper is based on a comparative case study of two organizations in the Nigeria financial sector in relation to their stakeholder management practices. The aim is to study the impact of stakeholder analysis on the performance of these selected organizations. The stakeholders of each organization were identified based on their respective mission and vision statements, including their core values and how their stakeholder management practices have impacted on each of their financials and social performances were also examined. The study confirms the importance of stakeholder analysis in the improvement of organization performance and also asserts that the achievement of an organization's set objectives is dependent on how well the organization can represent the interest of its key stakeholders. It was thus concluded that if an organization can align and fulfill the needs of all its stakeholders successfully, its performance can be improved significantly. It is recommended that management of organizations should not only ensure that their business activities are committed to addressing their stakeholder concerns and needs effectively, but must also be committed to the long-term survival of the organizational goals.
32
Emelifeonwu, Jude Chukwuemeka, and Reimara Valk. "Employee voice and silence in multinational corporations in the mobile telecommunications industry in Nigeria." Employee Relations 41, no. 1 (January 7, 2019): 228–52. http://dx.doi.org/10.1108/er-04-2017-0073.
Full textAbstract:
PurposeThe purpose of this paper is to explore employee voice and silence in the mobile telecommunication industry in Nigeria.Design/methodology/approachAn exploratory qualitative case study methodology was employed in this study. Participant selection was done through a purposeful intensity sampling technique, which resulted in 30 employees from two different multinational organizations and an indigenous organization taking part in in-depth interviews.FindingsFindings show the presence of fear of victimization in the Nigerian workplace embellished by the Sub-Saharan culture and the state of the labor market, which resulted in employee silence. The study revealed that the implementation of culturally adapted employee voice mechanisms within organizations in the mobile telecommunication industry in Nigeria promotes employee voice and organizational performance, whereas a lack thereof results in organizational failure.Research limitations/implicationsA limitation is that the purposive sample of employees from three organizations in the mobile telecommunications industry only permits theoretical and analytic generalization.Practical implicationsA focus on the co-creation of a high-performance work environment and the development of a powerful employee value proposition would foster employee voice.Social implicationsIt will enable multinationals operating in Nigeria understand better how to operate employee voice in order to obtain optimal performance from workers in Sub-Sahara Africa.Originality/valueThis paper contributes to the literature on employee/industrial relations by showing that a high-power-distance national culture and a high unemployment rate affect employee voice and silence, which brings to the fore the importance of adequate employee voice mechanisms through which employees express their voice in order to arrive at beneficial individual and organizational outcomes.
33
Ibidunni, Ayodotun Stephen. "Exploring knowledge dimensions for improving performance in organizations." Journal of Workplace Learning 32, no. 1 (January 4, 2020): 76–93. http://dx.doi.org/10.1108/jwl-01-2019-0013.
Full textAbstract:
Purpose The purpose of this study is to investigate the influence of organizational knowledge on organizational performance. Design/methodology/approach A survey of 66 managerial cadre employees of firms in Nigeria’s telecommunications industry made up the population for this study. The research study is descriptive in nature and it adopted a qualitative research design. Data were analysed using thematic analysis. Findings The study revealed that organizational knowledge dimensions such as individual-tacit, individual-explicit, group-tacit and group-explicit knowledge are essential to achieving organizational objectives and higher levels of performance. However, it is obvious that telecommunication firms in Nigeria are still laid back in their efforts to become aware of specific knowledge management strategies, especially with the adoption of specific information technology facilities that could achieve this goal. Originality/value Although organizational knowledge has been argued as a vital means of enhancing organizational competitiveness, most discussions in existing literature have been limited by a technology-based perspective of organizational knowledge. As a result, human cognitive skills have largely been expunged in relation to organizational knowledge discourse. Based on a conceptualization of organizational knowledge from a perspective that combine people and technology, this research proposes four dimensions of organizational knowledge that can be linked to performance.
34
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.
Full textAbstract:
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 &lt; 0.05), innovation (β = 0.147, 0.135; ρ &lt; 0.05), operating system (β = 0.083, 0.061; ρ &lt; 0.05), organizational structure (β = 0.290, 0.303; ρ &lt; 0.05), business reporting system (β = 0.142, 0.137; ρ &lt; 0.05), system flexibility (β = 0.110, 0.107; ρ &lt; 0.05), environmental scanning (β = 0.091, 0.062; ρ &lt; 0.05). Only decision-making is not statistically significant (β = 0.037, 0.004; ρ &gt; 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.
35
Peter, Idoko. "Relationship between Democratic Leadership and Organisational Performance of Dangote Cement PLC Gboko, Benue State Nigeria." International Journal of Contemporary Research and Review 9, no. 12 (December 11, 2018): 20562–73. http://dx.doi.org/10.15520/ijcrr.v9i12.634.
Full textAbstract:
This research examined the relationship between democratic leadership and organizational performance of Dangote Cement Plc Gboko. The study was anchored on Trait Theory of Leadership. Both primary and secondary source of data and information were used. Questionnaire was used to obtained information from the primary source while journals and internet constituted secondary source of data collection. Two hundred and twenty nine questionnaires (229) were administered to the staff of Dangote Cement Plc Gboko and one hundred and eighty nine (189) were properly filled and returned. The technique used in analyzing the data was Pearson Product Moment Correlation analysis with the aid of SPSS version 23.0, while percentages was used to present descriptive data. The results of the Pearson Product Moment Correlation indicate that there is a positive or direct relationship between Organizational Performance and leadership measurement in Dangote Cement, Benue State. Hence, on the basis of p-value of the estimate, we reject the null hypothesis; that is, we accept that there is a significant relationship between leadership measurement and organizational performance. An inverse relationship exists between Organizational Performance and realistic timeframe in Dangote Cement, Benue State. Also, an inverse relationship exists between Organizational Performance in Dangote Cement, Benue State and achieving teambuilding. A positive or direct relationship between Organizational Performance in Dangote Cement, Benue State and Leadership Accuracy. It was concluded that democratic leadership positively relates to organizational performance> It was recommended among others that it is advisable to practice democratic leadership in an organization especially when the rules are followed this will boast the moral of the people and they will work harder for the organization to achieve its goals.
36
Ohue, P. I., and P. A. Akhator. "Supply chain management and performance of brewing firms in South-South, Nigeria." Research Journal of Business and Economic Management 4, no. 1 (February 28, 2021): 13–18. http://dx.doi.org/10.31248/rjbem2021.054.
Full textAbstract:
The broad objective of this paper is to determine the nature of relationship that exists between supply chain management and performance of brewing firms in South-South, Nigeria. Specifically, this study seeks to ascertain the extent of relationship between agile supply chain and organizational innovation. The study was fastened on Ludwig von Bertalanffy systems theory of 1950s. Survey research design was adopted for the study, a total population of two hundred and forty-eight (248) was used for the study. Census sampling method was used for the study because the population is a manageable size. The data collection tool employed by the researcher was the questionnaire, while the analysis of the data was done using the linear regression analysis. Results obtained from the test of hypothesis revealed that a strong significant positive relationship exists between agile supply chain and organizational innovation (F =6755.312; R-squared = 0.853; P <.05). Based on the findings, the study concluded that there exists a strong significant positive relationship between supply chain management and performance of brewing firms in South-South, Nigeria. Base on that, the study recommended an enactment and implementation of an agile supply chain strategy by the production department of the focused brewing firms as it could impact organizational innovation.
37
., Oga, Kelechi Charles, and B. Chima Onouha. "Economic Environment and Organizational Performance of Manufacturing Firms in Rivers State, Nigeria." International Journal of Scientific and Research Publications (IJSRP) 10, no. 05 (May 26, 2020): 992–97. http://dx.doi.org/10.29322/ijsrp.10.05.2020.p101119.
Full text
38
Edeh, Friday Ogbu, and Ikechukwu Dialoke. "Effect of Human Resource Planning on Organizational Performance of the Hospitality Sector in Nigeria." Business Perspective Review 2, no. 1 (May 22, 2020): 1–12. http://dx.doi.org/10.38157/business-perspective-review.v2i1.71.
Full textAbstract:
Purpose: The study aims to investigate the effect of human resource planning on the organizational performance of selected hotels in Nigeria.
Method: It is a cross-sectional survey research. A self-developed close-ended questionnaire was used to collect data from managers, supervisors, and front desk officers working in 15 selected hotels operating in Ebonyi state, Nigeria. Descriptive statistics were used to analyze participants' demographic characteristics while regression was used to analyze the hypotheses.
Results: The study found that human resource planning dimensions, namely, adequate funding, competence, age, and cultural background have a positive significant effect on organizational performance.
Implications: The HR managers must focus on the financial capability of the firm as well as the age, competence, and cultural orientation of the prospective employees while making the HR planning.
39
Madugba, Joseph, Ben-Caleb Egbide, Dike Wozuru Jossy, Uche Toby Agburuga, and Onwubiko Onyebuchi Chibunna. "Effect of electronic banking on financial performance of deposit money banks in Nigeria." Banks and Bank Systems 16, no. 3 (September 9, 2021): 71–83. http://dx.doi.org/10.21511/bbs.16(3).2021.07.
Full textAbstract:
The impact of technology on commerce cannot be denied, especially in relation to trade. This study was conducted to examine the impact of electronic banking on the financial performance of Nigerian deposit money banks. The data for the study was obtained from the Central Bank of Nigeria’s Statistical Bulletin and the National Bureau of Statistics’ Statistical Bulletin for various years, as well as from published financial statements of the banks under study. An ex-post facto research design was used and a normality test was carried out to establish the goodness of the data; descriptive statistics and a multicollinearity test were conducted in which the independent variables were found good. Regression was adopted to test two hypotheses. It was found that ATM has a positive and significant association with Earning EPS and ROA; POS and NEFT significantly affect ROA only, while WEB has an insignificant impact on both EPS and ROA. It is concluded that electronic banking significantly affects financial performance of deposit money banks in Nigeria. Thus, the study recommended that deposit money banks in Nigeria should educate their customers more in the use of NEFT, WEB, and POS, and that the amount of ATM withdrawals should be increased to improve bank performance.
40
Mohammed Sani Abdullahi, Ummi Rahma Shehu, Bashir Mikail Usman, and Alhassan Musa Gumawa. "RELATIONSHIP BETWEEN TOTAL QUALITY MANAGEMENT AND ORGANIZATIONAL PERFORMANCE: EMPIRICAL EVIDENCE FROM SELECTED AIRLINES IN NIGERIA AVIATION INDUSTRY." Asian People Journal (APJ) 3, no. 1 (April 30, 2020): 30–44. http://dx.doi.org/10.37231/apj.2020.3.1.128.
Full textAbstract:
Total Quality Management (TQM) is perceived to be a very important factor for an organization's long-term success and its implementation is an important aspect of increasing operational efficiency. Previous studies of the relationship between TQM and organizational performance (OP) showed inconsistent and contradictory findings. The purpose of this study is to investigate the relationship between TQM and OP: Empirical Evidence from Selected Airlines in Nigeria Aviation Industry. In this study, descriptive research design was utilized and stratified and simple random sampling methods have been used. A close-ended questionnaire was used as the information collection tool on a 5-Likert scale, descriptive statistics were used to analyze the profile of the study participants while Pearson's Correlation was the statistical technique used to evaluate the research hypotheses through the Statistical Package for Social Science (SPSS) version 21. The results indicate that Customer Satisfaction (CS) and Employee satisfaction (ES) that serve as the dimensions of TQM have a favourable connection with OP. Therefore, to make use of these outcomes, it merely implies that organizations need to pay more attention to achieving TQM in terms of products or services by efficiently fulfilling their customers and staff need, as they serve as criteria for OP which ultimately leads to organizational diversification..Keywords: Customer satisfaction, Employee satisfaction, Total Quality Management, Organizational Performance
41
Garba, Adamu. "EFFECT OF MATERIAL MANAGEMENT ON THE PERFORMANCE OF BENUE BREWERY INDUSTRY, NIGERIA." International Journal of Research -GRANTHAALAYAH 8, no. 2 (May 30, 2020): 228–34. http://dx.doi.org/10.29121/granthaalayah.v8.i2.2020.213.
Full textAbstract:
This research work examined the effect of material management on the performance of Benue Brewery Industry, Nigeria using survey research design with a population of 242 respondents and a sample of 151. Data was collected using questionnaire and analyzed using descriptive statistics such as frequency, simple percentage and the relationship between the variables of the model was tested using multiple regression analysis. The result of the regression analysis shows that inventory control system and stock valuation have a positive and significant (p<0.05) effect on organizational performance. Lead time was negatively signed but the effect is statistically significant (p<0.05). The researcher concludes that when properly carried out planned material management can bring about efficiency at workplace. The researcher recommends that, management of the Nigerian Brewery should bring an improvement in the lead time as it is will bring about acquiring and delivering the needed materials within the shortest time possible.
42
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.
Full textAbstract:
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.
43
Akpa, Victoria O., Asikhia, Olalekan U., and Okusanya, Adedoyin, O. "Leadership Styles and Organisational Performance in Nigeria: Qualitative Perspective." International Journal of Engineering and Management Research 11, no. 1 (February 5, 2021): 46–53. http://dx.doi.org/10.31033/ijemr.11.1.7.
Full textAbstract:
Organizations in different sectors of the Nigerian economy continue to record high cases of misappropriation, embezzlement, immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and employees’ dissatisfaction, which have further resulted in poor performance. The theoretical paper dwelled on the concepts of leadership styles as opined by several scholars in the literature and used these as springboards to arrive at elaborate ones that encapsulated all and introduced a range of common and contemporary models and approaches, including an addition of a cutting-edge competitive list to help managers discover, devise and adjust their individual management practice and style for navigation towards a sustainable organizational performance.
44
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.
Full textAbstract:
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.
45
Babatunde, Onamusi Abiodun. "KNOWLEDGE ACQUISITION CAPABILITY, STRATEGIC RESPONSE CAPABILITY, AND ORGANIZATIONAL PERFORMANCE: A MEDIATION ANALYSIS." Business Excellence and Management 10, no. 3 (September 15, 2020): 47–60. http://dx.doi.org/10.24818/beman/2020.10.3-04.
Full textAbstract:
This study examined the effect of knowledge acquisition capability on organizational performance of firms in multiple industries in Oyo State, Nigeria, more so, it investigated the indirect effect of strategic response capability on the interaction between knowledge acquisition capability and organizational performance. The cross-sectional survey is designed with a sample of 343 employees from multiple industries; including banks, insurance, FMCGs, telecoms and small and medium enterprises in Oyo State, Nigeria. The multiple regression analysis to test the mediation hypotheses was conducted. The results show that knowledge acquisition capability has a positive and significant effect on organizational performance (R2 =0.306, F (1,341) = 150.057, β= 0.489, t= 12.250, p= 0.000),). Further analysis shows that when strategic response capability was incorporated into the model as a multiple regression analysis, (Adj. R2 = 0.462, F(2,340) =148.135 p= 0.000) reveals that while the coefficient of strategic response capability had significant effect (β=0.732, t= 10.092, p= 0.000) on organizational performance, the coefficient of knowledge acquisition capability became insignificant (β= -0.084, t= -1.262, p= 0.208) suggesting that a full mediation effect was established. The findings suggest that knowledge acquisition capability benefit organizational performance through the deployment of strategic response capability. Therefore, the study recommended that firms should strengthen their competency to develop innovative means of acquiring knowledge either from within or outside the organization, more so they should develop highly creative means to respond to both competitive rivalry and environmental challenges. This is because both capabilities can be adopted as competitive strategies in responding to changing environment and achieving significant superior performance
46
Adeniyi, Adetunji. "Nigeria’s Bank of Agriculture: An Agenda for Organizational Renewal." Journal of Business Administration Research 10, no. 1 (May 8, 2021): 41. http://dx.doi.org/10.5430/jbar.v10n1p41.
Full textAbstract:
Bank of Agric (BoA) was establish as a special purpose specialized financial institution to provide agricultural loans to deserving customers as a way to promoting access to affordable credit facilities to segments of the Nigerian society that have little access to the services of conventional banks while accepting savings deposits from customers and encouraging banking habits at the grass-roots. However, the performance of the bank has been below expectation because it has not fulfilled purpose. In a country like Nigeria of N200 million population, where agriculture currently provides about 54 per cent of employment and the quest for economic resilience and sustainability is further driving diversification into agribusiness, improving access to agricultural credit, is imperative. It is against this background that the need to reposition the bank becomes necessary. It is recommended that the bank be partially privatised for access to increased / private capital, while its operations should be modernized and computerized to improve customer convenience and operational efficiency.
47
Onyishi, Ike E., Kenneth Amaeshi, Fabian O. Ugwu, and Ibeawuchi K. Enwereuzor. "Going the Extra Mile Because My Organization Does: How Does Corporate Social Responsibility Influence Organizational Citizenship in Nigeria?" Management and Organization Review 16, no. 1 (January 10, 2020): 169–97. http://dx.doi.org/10.1017/mor.2019.44.
Full textAbstract:
ABSTRACTThere is a growing call to understand the influence of corporate social responsibility (CSR) on organizational outcomes, especially in developing economies. Given the strong link between organizational citizenship behavior (OCB) and organizational performance and survival, on one hand, and the constant need in the literature to understand their antecedents, on the other hand, this study adopts the social cognitive theory to examine the relationship between employees’ perceptions of their organizations’ engagement in CSR and their individual engagement in OCB in Nigeria. Based on the relevance of organizational learning culture to both CSR and OCB, the study further examines the mediating role of organizational learning culture in the relationship between employees’ perceptions of their organization's CSR engagement and their individual engagement in OCB. We tested these relationships in a sample of 254 employees drawn from banking, oil and gas, manufacturing and service industries. The results showed that there is a significant positive relationship between employees’ perceptions of their organizations’ engagement in CSR and their exhibition of OCB. This relationship is mediated by organizational learning culture. The implications of the results for CSR, especially in non-enabling institutional contexts, were discussed.
48
Segun Ogunmuyiwa, Michael. "The Influence of Publicity and Sales Promotion on Marketing Performance in Nigeria." Athens Journal of Business & Economics 8, no. 1 (September 20, 2022): 451–64. http://dx.doi.org/10.30958/ajbe.8-1-4.
Full textAbstract:
Sales promotion and publicity are key promotional marketing tools which have assisted organizations to wax stronger in a global competitive environment. This study investigates the significance of publicity and sales promotion in Nigeria. The research design adopted for this study is survey research design while the sampling technique adopted is simple random sampling technique The Chi-square method is used to test the hypothesis based on the responses from the five-point Likert rating scale of the structured questionnaire. The findings reveal that publicity and sales promotion are veritable tools for achieving organizational marketing goals in a competitive marketing environment. It is recommended that publicity and sales promotion should be well utilized to stimulate customers demand, boost organizational reputation without detriment to product quality and performance. JEL Codes: M31, M37 Keywords: publicity, sales promotion, digital marketing era, promotion mix, marketing tools, marketing performance
49
Yasar, Mehmet Fatih, Aminu Ahmed, and Abdurrahim Emhan. "Analysis of Relationships between Organizational Learning Capacity and Organizational Performance : A Case Study of Banking Sector in Nigeria." Nigerian Chapter of Arabian Journal of Business and Management Review 2, no. 1 (February 2014): 1–10. http://dx.doi.org/10.12816/0003714.
Full text
50
Uzochukwu, Onyeizugbe Chinedu, and Okoroji Nnadozie Uchenna. "Organizational Memory and Employee Performance in Federal Parastatals in Enugu State of Nigeria." International Journal of Public Policy and Administration Research 6, no. 2 (2019): 91–101. http://dx.doi.org/10.18488/journal.74.2019.62.91.101.
Full text