Assessing the Value of International Workers:a Case of Shell Petroleum Development Company in Nigeria

As a result of globalization, many companies, be it corporate, public or international operates on a global scale. With the rise of companies operating in a global village, many companies are also expanding internationally. Mostly, international organizations operating abroad are faced with employees of foreign cultures with an entirely different perspective. Oftentimes, cross-cultural issues arise in the management of the company's human resources (HR). According to Laroche (1998), the rapid globalization of the world's economy has brought forth several changes. In view of this, it is the intention of this non-empirical article to investigate how to assess the international workers, by adopting the latest management trend

Factors Affecting Application of ICT by Managers in the Nigerian Public Sector

The global revolution in Information and Communications Technology (ICT) experienced in the last two decades paved way for massive improvements in the manner management functions are executed worldwide. This study evaluates the impact and impediments to maximum utilization of ICT in enhancing management functions in the Nigerian Public Sector. With the aid of a questionnaire survey covering senior civil servants in the public sector and analysis of their responses, the paper empirically investigated causes of the officers’ inabilities to adopt ICT adequately in performing their functions.Among the findings one should mention that poor state of infrastructure, lack of technical know-how and non-availability of latest technology hinder the use of ICT in performing managerial functions in the Nigerian Public Secto

Strategic Orientations and Technology Policy: An Empirical Test of Relationship in Developing Countries

There is a growing awareness of the pivotal role of technology in securing and maximizing competitive positions. This study based on primary data from two banks in Nigeria examines the relationship between technology policy and strategy dimensions. Differentiation and futurity strategy dimensions were found to be marginally dominant in the managerial practices of these firms. In addition, the study found new evidence of relationship between the strategy dimensions; and the pattern of relationship between technology policy and strategic orientations indicate the use technology to foster defensive behaviours rather than securing competitive edge. Futurity orientation was also found not to be significantly related with most of the technology policy dimensions investigated. These results are expected to provide management and management theorists with valuable practical insight into the relationship between pattern of strategic orientation and technology policy

EFFECTIVE COMMUNICATION: A STRATEGIC TOOL FOR MANAGING ORGANIZATIONAL CONFLICT

The study examines the role of effective communication as a strategic tool for managing organizational conflict. The objectives of the paper amongst others are to: (i) Established whether there is any significant impact of effective communication in managing organizational conflict; and (ii) Ascertain whether the communication skill of the manager or the communicator is vital in managing organizational conflict. This paper uses survey method with structured questionnaires distributed between two multinational organisations in Lagos, Nigeria and three hypotheses that were later tested with appropriate test statistics. Finding shows that effective communication is vital in reducing organizational conflicts and that the communication skill of the communicator is crucial in managing organizational conflict amongst other. The paper recommends the need for organizations to properly communicate their goals and objectives to staff that will help in actualizing their vision; it believes that organizations must endeavor to reduce communication barriers, create good rapport between management and staff; and that organizations must constantly promote upward communication within the system as a way of facilitating feedback information, amongst other

e-Human Resource Management and Organizational Performance (e-HRM) in the Nigerian Banking Industry: An Empirical Study of Guaranty Trust Bank Plc.

Title of Article : e-Human Resource Management and Organizational Performance (e-HRM) in the Nigerian Banking Industry: An Empirical Study of Guaranty Trust Bank Plc. Author(s): Abiodun, A. J., Adeyemi, K. S.&Osibanjo, A. O. Outlet : ANVESHA The Journal of Management, Indian Education Society’ Management College and Research Centre, Mumbai. Submission Date: 2013 Abstract: The study attempted to examine the effects of e-Human Resource Management (with emphasis on e-recruitment, e-performance management; e-appraisal and e-training) on Organizational Performance focusing on service delivery and commitment. A structured questionnaire was used to collect data from 232 respondents from Guaranty Trust Bank Plc and were analyzed using Amos 21, which can be used in testing relationship between variables. However, it was revealed in our model that strong positive association exist amongst e-HRM variables and was in line with organizational performance variable. Further, noted amongst others is the close and significant relationship that exist between e-recruitment and service delivery, thereby accepting the study hypotheses. It is therefore recommended that banks and by extension the corporate world should adopt the use of electronic in delivering their activities especially in human resources. For further study, similar study should be carried out in other industry like manufacturing

Determinants of Customer Loyalty and Recommendations to Others in the Nigerian Telecommunication Industry

Determinant of Customer Loyalty and Recommendations to other in the Nigerian Telecommunication Industry This study presents empirical evidence on the determinants of customers’ loyalty and recommendations to others in the mobile phone market in developing economy. Results of analyses of data obtained from 135 customers of mobile telecommunication companies in Nigeria indicate that customers’ loyalty is a significant predicator of recommendations to others. In addition, while corporate imag

Executives Perception of the Impact of Flexitime on Organizational Performance: Evidence from the Nigerian Private Sector

The paper investigates the perception of Nigerian executives on the impact of flextime on organizational performance. Effort is made to explore the attitudinal disposition of employees towards flextime and how gender affects employee satisfaction with flexitime. The study, based on administered questionnaires as the main medium for data collection from managers in private sector of the Nigerian economy, utilizes correlations and multi-variate regression analysis to determine variables that significantly contribute to manager’s satisfaction with flexible work arrangement. The study finds that marital status and gender exert significant negative impact on level of satisfaction with flexitime. In addition, gender, marital status and motivation capabilities of flexitime were found to be a significant determinant of satisfaction with flexitime. Therefore, given the cultural context of the study it does appear that organizations might find it profitable to adopt a flexitime policy so as to relieve their employees some family or domestic burden with the attendant motivation benefit that increases employee performance

Glass-Ceiling and Female Career Advancement: A Study of the Nigeria Police

Despite the remarkable increase in the existence of women in the workforce, the entry of women into higher managerial positions remains restricted. Various studies have confirmed this fact. This phenomenon of hampering women’s upward advancement to senior management positions has been referred to as the glass ceiling effect. This empirical survey shows results of the effect of glass ceiling on female career advancement in the Nigeria Police Force (NPF). The statistical analysis was based on 198 respondents in the NPF indicating cultural role expected of the female gender makes a significant predictor of the female career advancement. Also, career plan and higher education make significant contributions to the studied dependent construct. The effect of counterproductive male behaviour contributed positively but did not make significant statistical contribution to the prediction of the survey dependent construct. However, it is therefore recommended that organizations (both private & public) embark on enlightenment campaign and also incorporate equal opportunity employment policy in their company or organizational policie

Organisational Change and Human Resource Management Interventions:an Investigation of the Nigerian Banking Industry

The objective of this paper was to study the relationship between human resource management interventionist strategies and organizational change; and flexibility that can make employees more adaptive and receptive to changes. Out of one hundred and sixty copies of questionnaire administered, one hundred and twenty three (123) were collected and analyzed. Structural Equation Modelling (SEM), a hypothesized relationship was tested using Amos 18 that allows test of complex relationships between variables. Our model shows that relationship exists among human resource management interventionist strategies and was consistent with organizational change in the studied industry. However, the study can be extended to other industries, for example manufacturing industry as well as industry within the merger and acquisition of companie

Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry

The paper examines the effect of hum an re source s management on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The survey instrument use d in the collection of data from a sample size of two hundred employees was the questionnaire .Consequently, Correlation and Regression analysis was the n utilize d on the data generate d in line with the objective s of the study. The results from the study indicate that Hum an R e source s Management variable s considered in the study have effect on employee job satisfaction. This suggests that in order to achieve job satisfaction among organisations’ employee s investment in employee s training and development and improving working conditions pay dividend in terms of se curing employees job satisfaction. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and e quip their staff, so as to ensure their loyalty and be source of competitive advantag