Impact of organizational culture on the performances of universities in Nigeria

This study examines the impact of organizational culture on performances of Universities in Ogun State, Nigeria. The objectives of the study were to identify which element of organizational culture has the most contribution in predicting the performances of Universities, and to reveal the relationship that exists between organizational culture and performances of Universities. To determine the impact of organizational culture on performances of Universities, a sample of 300 academic and non-academic staff of Covenant University, Ota, Olabisi Onabanjo University, Ago-Iwoye, University of Agriculture, Abeokuta, all in Ogun State were drawn. The data were analyzed using simple frequency tables, Pearson product moment correlation and multiple regressions. The finding shows that there is no significant contribution of organizational culture in predicting the performances of Universities and some elements of organizational culture contributed predicting the performances of Universities in Ogun State. Finally, the analysis shows that there is no significant relationship between organizational culture and performances of the Universities studied. The general agreement is that positive organizational culture will have a positive impact on performance of any University

Environmental Factors and Entrepreneurship Development in Nigeria

The interface between entrepreneurship and the entrepreneurial environment has been given attention in entrepreneurship literature. This paper starts by placing the issue of entrepreneurial environment in theoretical context, with particular reference to Nigeria. Two major theoretical perspectives were considered; however, the work dwelt extensively on the demand side perspective, which gives primacy to the compelling influence of environment on entrepreneurial practice. Using resources from academic publications, reports and publications of government agencies and other stakeholders in the field of entrepreneurship in Nigeria, some policy programmes of government were examined with a view to understanding their relevance and states in entrepreneurship development initiatives in the country. It was found that most of the programmes considered were moribund either due to discontinuation by succeeding governments or lack of adequate resources, both human and material, for their operations. In few cases where the programmes were in place, a skewed spread was observed,which was capable of hampering the success of these programmes. The paper recommends the following: an auditing of all the policy programmes to avoid duplication and clashes in spheres of operation; continuity in programme implementation; commitment from credit institutions to spread their activities beyond the “comfort zones” in which they currently operate;and sustained education and enlightenment programmes on the opportunities that abound in the environment amongst other

Organizational Culture: Creating, Changing, Measuring and Consolidating for Performance

The Culture of an organization starts with the leadership of the organization. The culture of an organization is seen as a DNA that is not visible to the eye, but a very powerful tool that shapes what happens in an organization. Therefore, organizational culture is the personality of the organization. The main thrust of this paper examines how an organization can create, change and strengthen culture as it affects her performance. Furthermore, it examines how organizational culture dynamically creates structures and frameworks for the operations of an organization. This paper further suggests that it is central to comprehend the environmental setting of an organization in order to delineate the cultural standards, values and beliefs to implement. Employees with beliefs and values that are compatible with the organizations’ culture must be recruited from the inception of an organization operation and throughout her life span. Organizations must inspire socialization and incorporation of individual employees’ goals with the organizations’ goals and objectives to sustain her culture. An organization’s Management should implement the development of interconnecting culture through the use of unambiguous statements of single-mindedness, core values and cultural standards. Actively, top management should appraise various cultural elements, as this will help to manage and take necessary actions in strengthening culture

Predicting Performance through the Elements of Organizational Culture

Organizational culture is shaped by the leaders and by the purpose for which the organization exist. There are many cultures and subHcultures, which may be of different strengths and which may have different levels of influence. The main aim of this paper was to determine what elements of organizational culture predict the performance of an organization. The objectives of the study were to determine if the different elements of organizational culture has significant contribution on the performances of Universities and to reveal which of the different elements of organizational culture has the most significant contribution in predicting the performances of Universities. To determine what elements of organizational culture predict the performance of an organization, a sample of 100 staff (academic and nonHacademic)each of Covenant University, Ota, Olabisi Onabanjo University, AgoHIwoye, University of Agriculture, Abeokuta, all in Ogun State were drawn. Data was collected with the use of a Likert type questionnaire and were analyzed using multiple regressions with the aid of Statistical Package for Social Sciences (SPSS). The finding shows that Quality Consciousness, Role Clarity, Employee Concern, Customer Care and Code of Conduct made the most significant contribution in predicting performances of organizations. Conclusively, there is no such thing as a ‘right’ or ‘best’ culture for all organizations. The most appropriate culture for an organization is the one that best helps it cope with the exigencies of its business environment. The most appropriate culture for an organization is the one that best helps it cope with the exigencies of its business environment

Public relations: Pathway for the entrepreneur to achieve enduring client-customer relationship. Evidence from three Nigerian SMEs

The study examined the relationship between effective use of Public Relations and attainment of organizational goals. It further examined how customer loyalty can be enhanced through effective use of public relations, amongst others. The paper applied a mixture of exploratory and descriptive designs. It involves administering a semi-structured questionnaire to sampled respondents. Information gathered from the field was analyzed using correlation test statistics. This was due to the nature of the hypotheses. Findings showed that there is significant relationship between effective use o public relations and attainment of organizational goals. Findings further revealed that there exist a strong relationship between effective use of public relations and creation of client customer relationship. The paper makes strategic policy recommendations which companies will find useful when implemented

Organiczational Ethics and Employee Level of Productivity in Nigerian Private Universities

Employee level of productivity is one of the many possible outcomes of ethical issues in an organization. An organization with strong ethical beliefs leads to a greater sense of commitment among its employees. The purpose of this research paper was to establish the relationship between organizational ethics and employee level of productivity in higher education institution (private university) in Nigeria. The researcher utilized both explorative and cross-sectional survey research method to gather the needed information. The participants of the study were faculty of Covenant University from the College of Development Studies (CDS) and College of Science and Technology (CST). The population for this study was 390 academic staff of Covenant University out of which samples of 198 participants were determined using Yard's formula. The gathered data were analysed with the use of frequency, percentage, standard multiple regression analysis and correlation analysis. The findings of the study revealed that Wasted Time, Leisure, Degree of Gratification, Self-Reliance, Centrality of Work, Hard Work, and Morality are not statistically significant to employee rewards and hours worked. The study recommends that: 1.) Private universities should embark on creating leisure periods for their faculty in order to increase their level of productivity; 2.) Private universities should continue to use reward system and increase promotion as a way of maintaining faculty loyalty

Organizational Culture and Performance A case study of Covenant University, Nigeria

Every organization has set objectives that mark its essence of existence, the achievement or otherwise of these objectives is dynamically subject to the aptitudes, learning, capacity and the fundamental trademark representing the organization. The basic trademark here dives genuinely deep into the continuing piece of the organization: the qualities and convictions administering its individuals. This study aims at examining how the aggregate qualities, convictions and standards of the people in an organization generally affect the organization’s ability to meet and surpass its set objectives. This conceptual paper breaks down the achievement of Covenant University, Nigeria, which in spite of the challenging Nigerian business environment described by absence of foundations, infrastructure, unfavorable government strategies, and high inflation rate, has seen huge development and improvement in the twelve years of presence as displayed by its position as the number one University in Nigeria and 15th in West Africa according to the 2015 Webometrics Rankings of Universities. It is observed that the success of the University is as a result of the core values of the organization, which has trickled down from the entrepreneur to every level of management, teaching and non-teaching staff and which is duly enforced on the students of the University

An Analysis of Institutional Environments on Corporate Social Responsibility Practices in Nigerian Renewable Energy Firms

Several studies have proposed a one-size fit all approach to Corporate Social Responsibility (CSR) practices, such that CSR as it applies to developed countries is adapted to developing countries, ignoring the differing institutional environments (such as the regulative, economic, social and political environments), which affects the profitability and practices of businesses operating in them. CSR as it applies to filling institutional gaps in developing countries, was categorized into four themes: environmental protection, product and service innovation, social innovation and local cluster development. Based on the four themes, the study employed a qualitative research approach through the use of interviews and review of available publications to study the influence of institutional environments on CSR practices engaged in by three renewable energy firms operating in Nigeria. Over the course of three 60-minutes sessions with the top management and selected workers of the firms, four propositions were made: regulatory environment influences environmental protection practice of Nigerian renewable firms, economic environment influences product and service innovation practice of Nigerian renewable energy firms, the social environment impacts on social innovation in Nigerian renewable energy firms, and political environment affects local cluster development practice of Nigerian renewable energy firms. It was also observed that beyond institutional environments, the international exposure of an organization’s managers reflected in their approach to CSR. This finding on the influence of international exposure on CSR practices creates an area for further study. Insights from this paper are set to help policy makers in developing countries, CSR managers, and future researcher