Sustaining the Role of Marketing Strategies in Nigerian Electoral Politics

This paper builds on recent studies which identified the roles of marketing strategies in politics as responsive leadership, mass mobilization, political branding, conflict management, promotion of democratic ideals. The focus of the present study is to determine how best to sustain these roles in Nigerian electoral democracy. Four dominant political parties that emerged from the 2003 General Elections were sampled out of thirty political parties that participated in the elections and their electorates. Eight hundred (800) copies of the questionnaire were administered, and six hundred and twenty six (626) were returned; out of which five hundred and ninety eight (598) were found usable. Their answers to the questionnaire formed the data which were analyzed with tables, frequencies, and percentages to crystallize the findings. The findings show that marketing strategies in Nigerian electoral politics can be sustained through continuous political enlightenment, involvement of innovative politicians, basic marketing training for the operators of the political system, continuous use of marketing research and planning in politics. Based on these findings, it is recommended that Nigerian political actors(including democratic institutions) should take deliberate steps to increase the magnitude of Political marketing by acting out and thinking in marketing terms, among others

A Change Support Model for Distributed Collaborative Work

Distributed collaborative software development tends to make artifacts and decisions inconsistent and uncertain. We try to solve this problem by providing an information repository to reflect the state of works precisely, by managing the states of artifacts/products made through collaborative work, and the states of decisions made through communications. In this paper, we propose models and a tool to construct the artifact-related part of the information repository, and explain the way to use the repository to resolve inconsistencies caused by concurrent changes of artifacts. We first show the model and the tool to generate the dependency relationships among UML model elements as content of the information repository. Next, we present the model and the method to generate change support workflows from the information repository. These workflows give us the way to efficiently modify the change-related artifacts for each change request. Finally, we define inconsistency patterns that enable us to be aware of the possibility of inconsistency occurrences. By combining this mechanism with version control systems, we can make changes safely. Our models and tool are useful in the maintenance phase to perform changes safely and efficiently.Comment: 10 pages, 13 figures, 4 table

Communication and conflict issues in collaborative software research projects

The Open Source Component Artefact Repository (OS- CAR) was developed under the auspices of the GENESIS project to store data produced during the software development process. Significant problems were encountered during the course of the project in both the development itself and management of the project. The reasons for and potential solutions to these problems are examined with the intention of developing a set of guidelines to enable participants in other collaborative projects to avoid these pitfalls. We wish to make it clear that we attach no opprobrium to any of the participants in the GENESIS project as many of the issues we outline below have solutions only visible with hindsight. Instead, we seek to provide a fair-minded critique of our role and the mistakes we made in a fairly typical two-year EU research project, and to provide a set of recommendations for other similar projects, in order that they can (attempt to) avoid suffering similarly

Conflict Resolution in E-HRM Environments

There have been studies on conflict resolutions but many focused on regional inter-tribe and international conflicts between or among nations of the world. Only very few have written about industrial conflict recently, even these few did not touch the mechanism of resolving conflicts in the organization in depth. Therefore, this article will focus on various conflict resolution mechanisms and the three major models of conflict resolutions—namely distributive bargaining, integrated bargaining, and interactive problem solving as given by Cross, Susan, Rosenthal, and Robert (1999). To do this effectively, we will explore the available literature on the antecedents of conflicts in human resource systems. Varieties of views and notions held by individuals and groups in respect of the role and the consequences of conflicts in the functioning of humans in our modern complex organizations will be considered. The consequences of conflicts on interpersonal, inter-group, and inter-organizational processes, when conflict may empower, distress, or lubricate the wheels of human interaction in the context of human resource management will be traced. The views of experts, professionals and academicians on how and why conflicts should be handled to ensure a healthier and conducive environment to work will be traced