First year student experience

The application was made on behalf of the undergraduate courses team who sought to enhance the first year experience by engaging students in the practice of business. The intention was to develop and signpost enterprising qualities and characteristics in first year learners and develop confidence as well as competence. The undergraduate review for FBL commenced in September 2009. This offered an opportunity to innovate and build good practice in enterprise learning as a pilot to inform the undergraduate review. The team sought to provide a coherent and relevant set of learning experiences that could be achieved outside structured curriculum that would enable learning through live projects

The impact of service delivery system effectiveness on service quality: A hierarchical approach

Copyright © 2015 Inderscience Enterprises Ltd. This article focuses on the effectiveness of the service delivery system (SDS) and re-examines its influence on customers' perceived service quality. In this study, the influence of four specific indicators of the SDS' effectiveness (namely front line employees' role performance, their adaptability to individual customer needs, the effectiveness of their coordination and the effectiveness of the service process' control) on perceived service quality is tested. In doing so, a hierarchical approach integrating both managers' and customers' views have been taken. The results confirm the positive influence of three variables on perceived service quality (role performance, effectiveness of coordination and effectiveness of process' control). On the contrary, the influence of employees' adaptability was not found significant

Antecedents of Supplier Selection Decisions in the Public Sector in Nigeria

This paper develops and tests a conceptual model of supplier selection decisions in the public sector. The study seeks to determine the relative importance of a broad range of non-economic variables in explaining supplier selection decisions during strategic organizational purchases. Data were collected from a national sample of 341 senior staff and top management team (TMT) members in 40 public sector organizations in Nigeria using structured questionnaires. Results of structural equation modelling (SEM) analysis shows that government policy requirements, social ties of organizational actors, party politics, decision-makers’ experience, and the perception of instrumental ethical work climates are, respectively, the most important determinants of strategic supplier selection decisions, followed in descending order of importance by: the perception of rules ethical work climates, self-enhancement personal values, CEOs’ structural position, self-transcendent personal values and the perception of time pressure. Findings also indicate that the choice of a supplier per se is not an important determinant of organizational performance

Do ethical work climates influence supplier selection decisions in public organizations? The moderating roles of party politics and personal values.

Purpose - This study examined the relationship between ethical work climates (EWCs) and supplier selection decisions (SSD), and the moderating roles of party politics and personal values on this relationship. Design/methodology/approach - A total of 600 senior level personnel from 40 Nigerian public organizations were surveyed using structured questionnaires. Multiple regression analysis was used to test the hypotheses developed for the study after assessing construct reliability and validity. Findings - Results show that both high and low levels of external political pressures significantly reduce the perception that organisational SSDs are ruled-based and pro-social in nature. Furthermore, regardless of the level of perception of instrumental personal values by employees, instrumental ethical climates significantly determine SSDs; principled/cosmopolitan climate and benevolent/cosmopolitan climate only become significant perceptible determinants when there is less room for the accommodation of personal goals during SSD processes. Research limitations/implications - This study only examined the relationship between ethical climate perceptions and supplier selection decisions without controlling for the effects of some important possible intervening variables on this relationship. Therefore, the study encouraged future researcher to enhance the generalizability of our findings by incorporate relevant control variables in the model, as well as examining other decision phases in the public buying process. Originality/value – This study is original to the extent that only a few studies in the literature are devoted to perceptions of EWCs in African organizations, and no previous studies have examined this phenomenon in relation to SSDs in Nigerian public firms. Key Words: Ethical Work Climates, Supplier Selection Decisions, Public Sector, Nigeria, Party Politics, and Personal Values

Exploring HR practitioners’ perspective on employer branding and its role in organisational attractiveness and talent management

© 2017, © Emerald Publishing Limited. Purpose: The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees. However, the emphasis has been on organisations, which predominantly operate in developed countries typically with Westernised-individualistic cultures. This paper aims to investigate employer branding for service organisations’ image and attraction as an employer in a non-Western culture. Design/methodology/approach: This study examines the perceptions of human resources’ professionals and practitioners on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises, small business unit banks and Mauritian banks. Findings: Analysis of the findings showed that organisations, and banks in this case, are increasingly competing to attract highly skilled personnel in various professional areas; therefore, those organisations that attract the best talent will have a distinct edge in the marketplace. Furthermore, findings from the semi-structured interviews with senior managers suggest that employer branding remains at the embryonic stage within the Mauritian banking sector; therefore, a clear need exists for a more developed strategy. Research limitations/implications: The outcomes of this study call for re-engineering with regards to managerial collaboration in organisations for the successful design and implementation of the employer branding strategy. The empirical findings from the Mauritian banking sector show that the strategic position occupied by the human resource function is still at an embryonic stage as regards with the competitiveness of banks as service organisations. Practical implications: The study presents a need for the development and maintenance of long-term collaborative and trust-based relationships between the human resource and marketing functions. Originality/value: The insights provided through this study addresses the dearth of academic research on employer branding on the African continent while providing invaluable information from a human resource professional perspective

The tripartite partnership between female entrepreneurs, banks and governments in female entrepreneurship-development: A case study of Zambia

Purpose – This paper provides insights on the void between the needs and demands of bank finance from female entrepreneurs and the supply as well as the approaches of banks for that finance. In addition, it creates a conceptual framework recognising a tripartite and dynamic partnership among female entrepreneurs, banks and governments as essential to female entrepreneurship-development, based on Zambia as the context. Design/methodology/approach – Concepts and theories are explained to construct a conceptual framework using the lens of multi-polar network theory and stakeholder engagement theory. In-depth discussions are facilitated through a bilateral partnership between each party and tripartite partnerships among female entrepreneurs, banks and governments. Findings – The framework presents how female entrepreneurs, banks and governments are interconnected in the network as mutually benefiting stakeholders and shows their collective contribution to female entrepreneurship-development within certain contexts. The findings suggest that the sustainable development of female entrepreneurship depends on a dynamic tripartite partnership among female entrepreneurs, banks and governments. Research limitations/implications – The conceptual framework has important implications when setting up a nation’s enterprise development strategies and policies promoting inclusivity and diversity among a nation’s entrepreneurs. The contributions and the dynamic relationship of the three stakeholder groups should be acknowledged and considered in order to achieve the sustainable development female entrepreneur enterprises. The framework can be generalised to other emerging economies with similar social, economic and cultural profiles to Zambia, particularly in sub-Saharan African countries with patriarchal norms. Originality/value – This paper extends multi-polar (network) theory and Stakeholder Management engagement theory, previously explained in homogeneous firms, to more complex and dynamic partnerships among heterogeneous organisations, i.e. female entrepreneurs, banks and governments

Over Half a Century of Strategic Planning Performance Research – What Have We Been Missing

Purpose The purpose of this paper is to provide a review of literatures and previous studies on the relationship between strategic planning and performance and propose conceptual designs and hypotheses using multidimensional constructs to advance the understanding of this relationship, contribute to existing debates in the extant literature and make recommendations. Design/methodology/approach A semi-systematic literature and previous studies (studied by various groups of researchers within diverse disciplines) review approach has been used in this paper to contribute to the debate on whether strategic planning affects performance and how. Using more recent knowledge about the strategic planning concept, the semi-systematic review looked at how research within strategic planning has progressed over the past five decades and its relationship with performance. Findings In the past, the strategic planning performance relationship has been treated as a black box and this paper proposes that the conceptualisation of a number of constructs and the inclusion of strategy implementation will help converting the black box into a white box. To strengthen support for the debate regarding the relationship between strategic planning and performance this paper proposes a further conceptual/operational design, mathematical expressions and hypotheses to be tested empirically in further studies. The proposal provides a conceptualisation of the major constructs (strategy development; strategy implementation; and performance), and the use of strategy implementation as a mediator and/or as a moderator in the planning performance relationship. Research limitations/implications This study is limited due to fact that the findings have not been tested empirically, it is not a cross-sectional and/or a longitudinal research and only a limited number of dimensions of strategy development and strategy implementation have been used. In addition, the approach used is a semi-systematic review followed by quantitative thinking, which, in turn, typically assumes the relevance of and a warrant mainly from a positivist epistemology. Originality/value The proposed design developed in this paper ensures that core issues in planning performance relationships research are addressed. Furthermore, the inclusion of strategy implementation in planning performance relationship studies means that the whole chain of activities in the strategy process is being considered, drawing a complete and comprehensive conclusion on how strategic planning affects an organisation’s performance. In addition, by separating strategy implementation and by not combining it with formulation/formation activities will theoretically and analytically help to evaluate the importance or role of each stage of the strategy process. Moreover, the conceptualisation and operationalisation of the key concepts as multidimensional constructs contribute to past research gaps. Finally, this paper provides some clarity to many contradictory findings concerning the strategic planning and performance relationship