Incentives and Job Satisfaction: Its Implications for Competitive Positioning and Organizational Survival in Nigerian Manufacturing Industries

This paper assessed the attitude of workers towards incentive and their satisfaction to work. A sample of 127 valid respondents selected from the managerial and non-managerial staff and data collected were analyzed using Statistical Package for Social Science (SPSS) through descriptive statistics and regression. The findings revealed that financial rewards encourage workers externally; while nonfinancial rewards can satisfy employees internally by making them feel like a valued part of an organization. Also, it was indicated that some employees seem to be satisfied and content with their job not because they derive pleasure from the work itself but because there are no other alternatives. The manufacturing industry needs to embark on the restructuring of jobs and responsibilities in ways that would facilitate competitive advantage without sacrificing the basic objective of the organization

WORK TRANSPARENCY AND INNOVATION ACCOUNTABILITY IN A SELECTED ORGANIZATION IN NIGERIA

Innovation accountability can be activated by creating a culture of workplace transparency in an organization. Hence, workplace transparency is a philosophy that should be espoused by every organization that yearns for a critical framework to drive innovation undertaken by employees across all levels. This study critically examined the effect of workplace transparency on innovation accountability with a focus on Nigeria. To achieve this goal, a sample size of 89 academic and non-academic staff of covenant university in Ogun State, Nigeria, were used. The data collected were analysed by means of regression analysis. The result showed that workplace transparency has positive significant effect on innovation transparency (p<0.05). Based on the findings of the study, it was recommended that workplace culture of accountability in which employees feel empowered to take responsibility and have the poise to innovate should be created by top management

An integrated data set on organisational culture, job satisfaction and performance in the hospitality industry

The relevanceoforganisationalcultureonjobsatisfactionand performance particularlywithinthehospitalitysectorcannotbe over-emphasized.Thecultureofanorganizationgoesalongway in distinguishingitfromotherorganizationsbecauseitshowsits ability toeitherbesuccessfulortofail.Tohoweverachieve excellenceandhigh-levelperformance,itisimportanttonotethat for effectiveandefficient operation,anorganizationwouldneeda formal approachofcommunicationaswellasformakingdecisions and completingthetaskstomatchtheneedsoftheorganization. The managerialimplicationsdrawnfromthestudyisthatorga- nizations shouldtakeadvantageoftheircultureandinculcate valuesthatwillenhanceperformanc

Dataset on brand culture and perceived value of offerings to customers in the hospitality industry in Nigeria

This studycriticallyexaminestheroleofbrandcultureininfluencing theperceivedvalueofofferingstocustomerswithinthe hospitality industryinNigeria.Intoday'scompetitivemarket,the extentatwhichorganizationsdisregardtheimportanceofdevel- oping astrongbrandculturebeforecommunicatingtheirvalueto the outsideworldhasbecomeworrisome.Hence,thisstudy filled in thegapsandatotalof434customersdrawnfromsixdifferent hotelsinLagosstate,Nigeria,weresampled.Thedatawereana- lysedusingStructuralEquationModelling(SEM).Managementof these hotelswereabletodefine theirexpectationsinorderto deliveraconsistentbrandexperiencetotheircustomers.The result showedthatbrandculturehaspositivesignificant influence on theperceivedvalueofofferingstocustomers.Important recommendations havealsobeenmade