CRITICAL REVIEW OF MAX WEBER BUREAUCRACY THEORY: IT’S APPLICATION ON 21ST CENTURY ORGANIZATION

Max Weber’s bureaucracy theory remains a cornerstone of organizational studies. However, in the context of the 21st century, its applicability is often debated. This paper critically examines the key tenets of Weberian bureaucracy, evaluating its strengths and limitations in modern organizational structures characterized by rapid technological advancements, globalization, and increasing emphasis on flexibility. This review aimed to redress the growing gap between the receding discourse on bureaucracy and bureaucracy’s continuing presence as the predominant organizational form. The review highlights both the enduring relevance and the constraints of bureaucracy in contemporary organizations. The features of bureaucracy were first articulated in methodical manner by the German sociologist Max Weber (1864-1920), whose commitment and theories set the foundations for all following work on the subject. Max Weber developed theory of authority constructions and relations based on an ideal type of organization he called a bureaucracy a form of institute characterized by division of labor, a clearly defined hierarchy, detailed rules and regulations and objective relationships. Bureaucracy has become a dominant institution indeed the institution that epitomizes the era. This paper recommends that, organizations should adopt hybrid structures that combine the efficiency of bureaucratic systems with the flexibility and innovation of more decentralized, agile approaches. Equally, they should encourage decision-making at lower levels to speed up processes and improve responsiveness to changes

PERCEIVED ORGANIZATIONAL POLITICS AND COUNTERPRODUCTIVE WORK BEHAVIOR: EVIDENCE FROM SELECTED DEPOSIT MONEY BANKS IN MINNA METROPOLIS

This study examined Perceived Organizational Politics and Counterproductive Work Behavior among Employees of some selected Deposit Money Banks (DMBs) in Minna metropolis. The study used a survey research method. The instrument used was structured questionnaire which was measured using 5-point Likert scale. A sample of one hundred and forty-four (144) employees of some selected DMBs in Minna metropolis using Taro Yamane (1976) sample size estimate were selected from a population of two hundred and twenty-five (225) employees using convenience and purposeful sampling technique. The data generated through questionnaire were analyzed using Multiple Regression analysis. The regression results show that existence of dominant group of individuals and political behavior have positive and significant effect on counterproductive work behavior of employees of some DMBs in Minna metropolis (P<0.05) while organizational reward practices has no significant effect on counterproductive work behavior of employees of some selected DMBs. The study therefore recommended the management of these particular deposit money banks to pay attention to the variations in workers' perceptions; unfavorable attitude against others, improve communication with employees; and assist employees in comprehending the strategic aim of the business

CONFLICT THEORIES, FAULT LINES, AND ESCALATION MANAGEMENT IN MODERN ORGANIZATION: A LITERATURE REVIEW

While disputes are unavoidable in human existence wherever there are activities and interactions, they must be minimized for the proper operation of any organization and the general well-being of society. The goals of this study are to create a thorough synthesis, look at theories, management, and conflict as well as fault lines in workgroups, conflict management, and conflict escalation management in organizations. Since there was no fieldwork, a conceptual approach was used, although the body of existing literature was reviewed. This study, which was informed by previous research, concentrated on reviewing the body of existing literature from a variety of online journals in addition to the manual text of studies on conflict theories, origins, functions, faultlines, and. This study provides a sufficient overview of conflict in organizations generally through the use of a descriptive layout. According to this study, there are a wide range of conflict theories that explain how different conflict theories relate to the demographics of employees. Conflict faultlines, escalation in organizations, denial averment, causes, sources, and theories. This paper concluded that conflict escalation requires suitable management based on the body of existing literature. According to this study, there are no standards for handling conflict; nevertheless, this is also dependent on how well a company is able to implement participative management.&nbsp

CHOOSING THE RIGHT CONFLICT RESOLUTION APPROACH: ARBITRATION VS MEDIATION

This study examines the factors to consider when selecting the optimal dispute resolution process for either arbitration or mediation. A comprehensive literature review and conceptual analysis were conducted to understand the defining characteristics, applicabilities, and limitations of both approaches. A series of prior empirical studies evaluating attorney preferences, party satisfaction levels, and program outcomes were also reviewed. The results indicate mediation tends to produce higher satisfaction and perceptions of fairness among disputants compared to arbitration or litigation. However, mediator styles and intervention timing have an impact on mediation's effectiveness. Based on these findings, recommendations are provided to promote early use of mediation and grant parties more autonomy in selection. The research aims to guide organizations and legal professionals towards informed choices between conflict management options tailored appropriately to each dispute's intricacies

ORGANISATIONAL CLIMATE AND EMPLOYEE PRODUCTIVITY OF TELECOMMUNICATION FIRMS IN BAYELSA STATE, NIGERIA

The purpose of this research work was to examine the relationship between organisational climate and employee productivity of telecommunication firms in Bayelsa state, Nigeria. Descriptive survey research design was adopted for this research work. A total number of One Hundred and Forty-One (141) members of staff constituted the target population. A sample size of one hundred and forty-one (141) respondents was determined using census sampling. The total number of items instruments titled “Influence of Organisational Climate on Employee productivity” was a 20 items questionnaire to elicit response from targeted respondents. The instrument was arranged after modified Likert 1-4-point rating scale. The multiple linear regression analysis was the statistical tool use with SPSS software version 23 to analyzed data. The research revealed that: organisational climate influenced effectiveness and task capacity (r2=.040 P-V.025) and customer satisfaction was influenced at significant level of (r2 =.123 P-V .000).while leadership styles influenced effectiveness and task capacity at a no significant level of (r2=.005 P-V .469) and customer satisfaction at a significant level of (r2 =.057 P-V.015). The research work recommended that: Organisations should structure their organisation in manner that it will foster seamless operations and inter-departmental collaborations. Organisations should ensure managers are supportive and accessible. They should provide guidance, opportunities for growth and resources. Organisations should regularly acknowledge and reward employees’ dedication, hard work and achievements. Promote a culture of respect, positivity, inclusivity and celebrate milestones as this will encourage teamwork and create sense of harmony. The research was brought to conclusion that organisational climate and employee productivity has a positive significant relationship. &nbsp

INTELLECTUAL CAPITAL AND CORPORATE AGILITY IN THE HOSPITALITY SECTOR IN YENAGOA BAYELSA STATE

The study examined the relationship between intellectual capital and corporate agility. The correlation surveyed design was adopted to measure the relationship between the variables. The population consisted all hotels in Yenagoa, Bayelsa State. However, the researcher selected 10 best ranked hotels with quality assurance standards. A sample size of 80 participants was selected from the hotels. The participants were the management level staff. The questionnaire instrument was used to elicit data. The Spearman Rank Correlation Coefficient was adopted to test the hypotheses with the aid of SPSS version 24.0. The findings showed that intellectual capital dimension relate with corporate agility measures. The researcher concludes that there is a significant relationship between intellectual capital and corporate agility.  However, it was recommended that the management of hotels should improve the capacity of intellectual capital variable such as human capital to enhance the firm’s sensitivity and promptness

DETERMINANTS OF ENTREPRENEURSHIP DEVELOPMENT IN NIGERIA: A STUDY OF SELECTED SMES IN EDE NORTH AND SOUTH OF OSUN STATE

This study investigates the determinants of entrepreneurship development in Nigeria, focusing on the roles of entrepreneurial education, access to mentoring, access to finance, government support services, start-up costs, and networking opportunities. Utilizing a sample of 120 respondents, data was analyzed using multiple regression and Pearson moment correlation techniques. The regression analysis reveals that access to mentoring (ATM) and access to finance (ATF) significantly contribute to entrepreneurship development, with coefficients of 0.276 and 0.369, respectively. These findings underscore the critical role of financial and mentoring support in fostering entrepreneurial activities. Conversely, entrepreneurial education (ENT-EDU) and government support services (GSS) did not show a significant impact, suggesting that practical, on-the-ground support mechanisms may be more influential than formal educational programs. The Pearson correlation analysis further supports these results, highlighting strong positive correlations between entrepreneurship development and factors such as access to finance, mentoring, and government support services. The study concludes that enhancing financial accessibility, mentoring programs, and government support can significantly bolster entrepreneurship development in Nigeria. Recommendations include increasing financial aid availability, expanding mentorship networks, and improving government policies to support budding entrepreneurs

PROPELLERS OF MUSLIM UNIVERSITY UNDERGRADUATES’ ENTREPRENEURIAL INTENTION: DOES GENDER MODERATES

Religious affiliation is a strong force in regulating and predicting human actions and behaviours. Accordingly, this paper seeks to determine predictors of entrepreneurial intentions among Muslim undergraduates in northwest, Nigeria, vis a vis, testing the Theory of planned behaviour. Theory of planned behaviour was empirically tested on Muslim undergraduates. It was analyzed using AMOS structural equation model on a sample of 300 Muslim undergraduates in northwest Nigeria, using Federal University Gusau and Usman Danfodio Sokoto. This study discovered that perceived behavioural control and attitude significantly and positively predict Muslim undergraduates' entrepreneurial intention, but subjective norm did not. The moderating effects of gender indicated that the relations of the dimensions of intention to the dimensions of attitude, subjective norm and PBC were gender-invariant. Furthermore, Muslim youths have the intention to become entrepreneur. Being informed of what motivate a particular religion will assist government in making policy without wastage of unnecessary time, resources and effort. Theory of planned behaviour has been applied in general term and mostly in western cultures. Therefore, this study applied Theory of Planned behaviour in the context of religious affiliation, Muslim undergraduate

EFFECT OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES ON THE PERFORMANCE OF SMALL AND MEDIUM ENTERPRISES (SMES) IN KADUNA STATE, NIGERIA

This study examines the effect of human resource management practices on the performance of SMEs in Kaduna State. The objectives of the study are to determine the effect of recruitment and selection, compensation and training on the performance of SMEs in Kaduna State. The study employs cross-sectional survey research design. The population of the research was 2862 Chief Executive officers of SMEs in Kaduna and 400 Chief Executive officers of SMEs were sampled for the study. Primary data was employed for the study. Multiple Regression Analysis was used to determine the effect of human resource management practices on the growth of SMEs in Kaduna State. The results revealed that Recruitment and selection, Compensation, Performance appraisal and Training have significant effect on the growth of SMEs in Kaduna state. Based on the findings the study concludes that human resource management practice has significant and positive effect on performance of SMEs in Kaduna state. The study recommends that SMEs should ensure meritocracy in hiring process, establish scheme of service that spells out job requirements, job specifications as well as academic and professional qualifications which should be considered during initial recruitment and for career progression

WORK PLACE ENVIRONMENT AND EMPLOYEE SATISFACTION IN THE FEDERAL FIRE SERVICE, ABUJA

This study examined the work environment's effect on employee satisfaction in the Federal Fire Service, Abuja. In order to explain how the physical, social, and leadership aspects of the work environment effect employee engagement, job satisfaction, and work-life balance at the Federal Fire Service in Abuja, a descriptive research approach was employed. Utilizing a quantitative research method, data was gathered via a carefully crafted questionnaire. The study used a census of 138 respondents from the Federal Fire Service in Abuja; however, when the questionnaire was sent, only 97 respondents responded. After using SPSS statistical tools to analyse the data collected, findings demonstrated that employee satisfaction at the Federal Fire Service, Abuja, was positively affected by the workplace environment. The research findings conclusion indicated that there exists a relationship between the work environment and the long-term job satisfaction of Federal Fire Service, Abuja employees. According to the findings, the Federal Fire Service in Abuja can enhance employee engagement, job satisfaction, and work-life balance by implementing effective leadership and creating a sustainable social and physical work environment