Organizational Stress A Critical Review from Nigeria

This chapter presents and discusses the current state of organizational stress as experienced by individuals working in Nigeria. Within this context, we review the unique stressors and strains experienced by the Nigerian worker and the approaches adopted to cope with organizational stress. We consider how organizational stress in Nigeria compares to other parts of the world and explain the mediating roles of state and culture on organizational stress within the Nigerian context. The issues covered in this chapter are topical for this text which explores organizational stress around the world. At present, Nigeria has the biggest economy in Africa. In attaining its position as the leading economy in Africa, there have been establishment, growth, and expansion of many industries such as education, healthcare, banking, and manufacturing – with a corresponding increase in the size of the Nigerian labor force. However, while the rise of Nigeria’s economy has been widely discussed, the role of workers resident in Nigeria, their contributions to this rise, and the stresses which they inadvertently face in the workplace have received scant attention. Therefore, this chapter will focus on the prevalence of organizational stress amongst Nigeria’s workforce

Legitimisation strategies and managerial capture: a critical discourse analysis of employment relations in Nigeria

YesIrrespective of the fundamental role of legitimacy in industrial relations as well as social and organisational life, little is known of the subtle meaning-making strategies through which organisational concepts, such as employment relations and engagement, are legitimised in modern world of work, particularly in developing countries such as Nigeria, which results in managerial capture. As a result, this paper explores the discursive legitimisation strategies used when making sense of employment relations in Nigeria’s conflictual, non-participatory employment relations terrain. Relying on Leeuwen’s (1995) legitimisation strategies, critical discourse analysis (CDA) and call by Bailey, Luck & Townsend (2009) and Legge (1995) to widen employment relations discourse, we explore interview, focus group and shadow report data, and distinguish and analyse five legitimisation strategies. The strategies include authorisation, moralisation, mythopoesis, rationalisation, and management. Therefore, we contend that while these specific legitimisation strategies appear in separate data source, their recurrent manifestation and application underscores legitimising discourse of managerial capture in Nigeria’s employment relations

Keep Quiet: Unheard Voices of Domestic Workers in Nigeria

This chapter explores the phenomenon of silence and unheard employee voice among domestic workers in Nigeria. While voice involves the presence and processes that facilitate two-way communication between management and employees (Marginson et al., 2010), unheard voice is a situation in which employees express their voice, and it is ignored. Silence is where employees fail to express their voice, either because of the risks involved in doing so or because of the perceived futility in doing so (Detert & Trevino, 2010; Grant, 2013). When the perceived risks of voicing outweigh the perceived benefits, silence is likely to ensue: the withholding of any form of genuine expression about a perceived or experienced injustice from persons capable of effecting change or redress (Pinder & Harlos, 2001). Conceptually, silence is the failure to voice (Morrison, 2011, 2014), and there is research interest in how employers perpetuate a climate of silence concerning a range of issues (Donaghey et al., 2011). The term ‘Employee voice’ refers to the ways in which employees attempt to have a say—formally and/or informally, collectively and/or individually—potentially to influence organisational affairs relating to issues that affect their work, interests, and the interests of managers and owners (Wilkinson et al., 2020a, p. 5). In the extant literature on industrial relations, voice is concerned with workers’ issues while in organisational behaviour and human resource management literature, the focus is more on organisational improvement (see Oyetunde et al., 2022; Wilkinson et al., 2021). While voice is considered critical to both employees and employers, notions of voice are very much rooted in western scholarship, and research on voice remains concentrated in traditional organisations in formal economies within Anglo-American countries (Pyman et al., 2016; Wilkinson et al., 2020b). The few studies conducted on employee voice in regions of the global south suggest that voice may have limited applicability to contexts in which cultural values and working conditions differ considerably to those in western nations (Mellahi et al., 2010; Soltani et al., 2018)

Are People the Greatest Asset: Talent Management in SME Hotels in Nigeria during the COVID-19 crisis

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Persepsi Masyarakat Lokal terhadap Ekowisata Mangrove Kuri Caddi Desa Nisombalia Kabupaten Maros

The aims of this research are 1). to determine the local community's perception of the development of mangrove ecotourism in Kuri Caddi; 2). To provide a solution to the community-based Kuri Caddi mangrove ecotourism development policy formulation. The method in this study is a qualitative research with an interview method approach using a questionnaire. The results of this study are 1). The local community's perception of the Kuri Caddi mangrove ecotourism, Nisombalia Village, Maros Regency, namely the aspect of community knowledge of mangrove ecotourism reached 74% stating they already knew about mangrove ecotourism, community attitudes towards mangrove ecotourism obtained 70% agreed, community behavior towards mangrove ecotourism obtained 7% always and 51% sometimes and the use of mangrove ecosystems in people's lives gets 13% and 43% sometimes. This shows the support of the local community of Kuri Caddi for the development of mangrove ecotourism in Kuri Caddi, Nisombalia Village, Maros Regency. 2). Recommendations for the development of mangrove ecotourism in Kuri Caddi, Nisombalia Village, Maros Regency, are community-based mangrove ecotourism. The implications of this research can be used as a reference in the formulation of community-based mangrove ecotourism policies

Advancing Antiracism in Community-Based Research Practices in Early Childhood and Family Mental Health

Structural racism-the ways that institutional policies, practices, and other norms operate to create and sustain race-based inequities-has historically been foundational to the operations of academic medical centers and research institutions. Since its inception, academic medicine has depended on the exploitation of vulnerable communities to achieve medical, educational, and research goals. Research practices have long ignored or taken advantage of the individuals purportedly benefiting from the research, a dynamic most manifestly true for Black, Indigenous, and People of Color (BIPOC) communities in the United States. Reflecting current practices in racial justice work, we intentionally use the term BIPOC to highlight shared experiences within racially and ethnically minoritized communities, given the history of White supremacy in the United States. We acknowledge limitations of this term, which collapses myriad unique communities and histories into one construct. Specifically, child and adolescent psychiatry has historically been driven by Eurocentric approaches, paradigms, and methodology. These nonparticipatory dominant research practices have contributed to a lack of culturally responsive interventions for BIPOC communities, a paucity of evidence-based practices with demonstrated effectiveness within BIPOC communities, and disparities in access and quality of care. Mental health research involving BIPOC communities has been replete with exploitation and inequality.