Induction and Staff Attitude towards Retention and Organizational Effectiveness

Abstract: Organizations continuously find themselves assessing what resources or tools that can be used to educate their employees. This may be due to the fact that organizations do not have clear ethics which can be communicated to employees. Therefore, this study examined how knowledgeable staffs are about the meaning and benefits of induction. It examined the main attitudes of workers towards induction/orientation to work and how induction programmes motivate staff to be committed to the organizational effectiveness. Descriptive research method was adopted for this study using two hundred and seventy one (271) valid questionnaires which were completed by academic and non-academic staff of Olabisi Onabanjo University, Ago Iwoye, Ogun State Nigeria. The data collected were carefully analyzed using descriptive statistics to represent the raw data in a meaningful manner. The findings revealed that induction significantly influences staff attitude and behaviour towards organizational effectiveness. This means that well packaged induction programme will positively influence staff attitude. It was recommended that induction programmes should be reviewed and improved upon from time to time to earn employees loyalty and positive attitudes towards work Keywords: Induction, Orientation, Effectiveness, Attitude, Values, Performance, Commitmen

Globalization and Multinational Corporations: The Nigerian Business Environment in Perspective.

The paper attempts an encompassing definition of the concept of globalization. It examines different but critical insights on the theme of economic globalization, as well as the view that multinational corporations are important conveyors of it. It also provides perspective on the varying challenges multinational corporations may contend with in Nigeria’s evolving business environment

Work-Life Balance Practices in Nigeria: A Comparison of Three Sectors

Abstract The study investigates the concept of work-life balance (WLB) policies and practices in three sectors of the Nigerian Economy namely the Banking, Educational and Power Sector. The types of WLB initiatives available in the three sectors were explored and the barriers to implementation of the WLB initiatives were identified. This research implored quantitative methods to investigate the work-life balance practices in three sectors of the Nigerian Economy. This was achieved using an in-depth case study analysis of these sectors. The data set comprised of responses from both managers and employees in the Banking sector with five hundred and eighty six copies of the questionnaire retrieved. The Educational sector comprised of both managers and employees with five hundred and thirty one copies of the questionnaire retrieved; while five hundred and seven copies retrieved from the Power Sector. The findings reveal that there is diversity in terms of how respondents perceive the concept of Work-Life Balance. There is a wide gap between corporate WLB practices and employees’ understanding of the concept; the paper suggests some policy implications which would aid the implementation of WLB policies in the studied sectors. This study also suggests direction for future research. Keywords: work life balance, Nigerian banking sector, Educational sector, Power sector, Human resource management

Modelling the Relationship between Performance Appraisal and Organizational Productivity in Nigerian Public Sector

Quite a number of challenges have been identified as confronting the effective and efficient practice of the performance appraisal system which includes the effect of managerial decisions, reward and its turnout in commitment and loyalty of employees which triggers productivity within the organization. Therefore, this study concentrates on ‘what’, ‘why’ and ‘how’ as the factors generate extreme dissatisfaction among employees and employers. Descriptive survey design method was adopted with the use of questionnaire distributed to the management and staff of some selected public sectors in Lagos State, South-West, Nigeria out of which 254 representing 85% were valid for the research. The questionnaire was structured into four sections. The study pointed that if managerial decisions are fair and just with equitable reward and promotion for job done, it will increase employees’ commitment and loyalty in the organization. In the same vein, if employees were properly motivated with the necessary and adequate training needs, innovation would increase rapidly on the job and this will thereby lead to competitive positioning. In addition to this, employees agreed that if they got regular feedbacks about their performance on the jobs, it could secure competitive positioning for the organization. As this will help them to identify their strengths and weaknesses which could invariably produce opportunities to the organization they are working with and threat to their competitor

Modeling the Relationship between Motivating Factors; Employee’ Retention; and Job Satisfaction in the Nigerian Banking Industry

The concept of motivation in the field of management is as old as human race and it is seen as major strategy in managing employees. Organizations thrive to adopt various strategies in satisfying their employees in order to retain them and be relevant in the industry where they operate. This study explores the relationship between motivation (salary, promotion, incentives, award, relationships, & benefits); employee’ retention; and job satisfaction in the Nigerian banking industry. The survey method was adopted, and the primary data was obtained through the self administered questionnaire. The valid three hundred and seventy six (376) respondents were analyzed by AMOS 21. Structural equation model (SEM) analysis results shows that salary and promotion have strong positive implications for employee retention. Similarly, incentives and benefits also have positive effects on job satisfaction. While unexpectedly, award and relationships have negative effects on job satisfaction. This study tends to assist managers and decision makers in selecting the appropriate motivating factors in order to retain and satisfy their employees

Strategic Communication as a Means of Resolving Conflict among Academics in the Nigerian Public Universities

Abstract: The aim of this paper is to present a theoretical survey of resolving conflict among academics in the Nigerian public universities. The paper tends to adopt the theoretical research methodology, which permits the use of secondary data obtained from the literature reviewed. Though researchers have focused on different aspect of conflict in Nigerian organizations including the universities, there appears to be very little in the area of the quality of communication in handling the range of internal and external conflicts in these institutions. However, there is the fear that without this critical connection, intervention efforts will yield very minimal results. It is in line with this perspective that this paper is presented. This paper adopted recommended standpoint strategic communication, which is a key ingredient for resolving conflict. It also made a case for a robust training for all stakeholders in the education industry in this critical area of strategic communication. It is evident that full benefit of collective bargaining will be fully realized, which tends to support the provision of the transformation agenda of the present Nigerian administration

Toward An Understanding of Presenteeism and its Effects in the Workplace

The effect of presenteeism in the workplace has not been sufficiently addressed in most organizations. Efforts have been on ensuring that employees are not absent from work irrespective of sickness, stress, family issues or even the working conditions of the organization, without taking cognizance of the effects of bemg present at work at all cost. Based on the foregoing, this work examines the concept of presenteeism and its effects in the workplace with a view to suggesting ways in which it can be managed. This research is qualitative in nature and relies solely on secondary sources of data collection, and concludes that employees can be present but absent (not productively engaged), which has adverse effects in the workplace, and recommends that empirical studies be carried out to ascertain the actual effects of workplace presenteeis

Effect of Marital Instability on Children in Abeokuta Metropolis

Marriage instability has hindered the growth and progress of many homes and children in Nigeria. Many factors could be responsible for this disappointing situation. The study therefore focused on identifying effects of marital instability on children in Abeokuta Metropolis. A descriptive research method was adopted for the study. The total numbers of two hundred and fifty one (251) respondents were selected from Abeokuta Metropolis using stratified and systematic sampling technique with the use questionnaires to collect information from respondents who participated in the study. The data collected were carefully analysed using percentages supported by chi-square to represent the raw data in a meaningful manner. it was discovered that children of divorced/separated are prone to drug addiction, armed robbery, commercial sex workers and other forms of criminal activity, not only that they also tend to go wayward, naughty, unruly and rebellious. The study also established that children who grow up in a single parent family are more likely to be used for trafficking, rituals and house helps than the children who grow up in an intact family. It is therefore recommended that family counselling be emphasized by the stakeholders (government, religious leaders, and counsellors to minimise instability in the family and effort should be intensified to discourage marital discord

AN EVALUATION OF FINANCING CHALLENGES OF INFORMAL ENTREPRENEURS IN SOUTHWEST, NIGERIA

Meeting the requirements for accessing fund for entrepreneurial venture within the informal sector remains the major discouraging factor. This paper evaluated the financing challenges confronting informal entrepreneurs in Southwest, Nigeria. Survey method was used to collect data from 182 informal entrepreneurs’ in Southwest, Nigeria and analysed with simple frequency percentage and chi- square. Findings revealed the following: poor financing constitute a major challenge to informal entrepreneurs in South-Western States of Nigeria with X2T = 5.99 <X2 c = 67.35 informal entrepreneurs have adequate knowledge of sources of finance with X2r - -5.99 <

Perceived Influence of Organizational Culture and Management Style on Employees Performance in Nigerian Banking Sectors

The concept of organizational culture has gained wide acceptance in understanding the management of change in human relation practices. The review of numerous literatures proved that management of human resource in organization has become indispensable in attaining the mission and vision statement. In the light of the complexity of organizational culture and how it impacts on employees’ performance, the study examined the fears and style of management in integrating employees to the values, norms and beliefs of organizations s in organization on the performance of their employees. The survey descriptive research design was adopted for the study and empirical data for the study were collected through a well-structured questionnaire, which was prepared and distributed among the staff and management in Abeokuta Metropolis, Ogun State, South-West Nigeria. 97 questionnaires were duly filled and returned. Stratified and simple random sampling methods were adopted in selecting the participants for this study. The inferential statistics was adopted through SSPS. The findings revealed that it is evident that strong relationship exists between organizational culture and employee performance, suggesting organization material such as equipment handling; social behavior and symbolic elements have positive and large influences the performance of employees. It was also evident that there was a significant relationship between employees’ attitudinal behaviors and management style; while relative relationship exists between learning new culture and cooperation among employees.   An organization with a culture that encourages employee participation, commitment, team work, which is characterized by team work and harmony, and which give room for employee self-development and improvement will attract highly attract, retain and motivate highly skillful individuals. No doubt, this will result in a high performing organization evident in its profitability and turnover rate. Consequently the challenge of incompatibility in values, beliefs and norms that could arise between employee and the organization will be avoided. Keywords: Innovation, Learning, Values, Mentality, Promotion, Communication Style, Customers Estee