Self-Destructive Work Behavior Management for Socio-Economic Emancipation: A Classic Case of Saving One from Oneself

Africa is amply endowed with diverse dimensions of resources as well as having a rich cultural heritage with great potentials for economic growth and development. It is also worthy of mention that the resourceful capacities of Africans in the diaspora in all spheres of life have contributed immensely to the development of other continents of the world. Despite these great progressive potentials, a large percentage of African States are in obvious and dire need of sustainable socio-economic emancipation. This glaring need to identify the key challenges and propose solutions necessitated this study. This study is conceptual and examined self-destructive behaviors at multiple levels using theoretical underpinnings from the Human survival and the self-destruction paradox as well as the dialectical behavioral therapy. This Paper identified several ingrained sources of self-destructive work behaviors in contemporary public sector workplaces in Africa which contribute to the socio-economic challenges. This work highlights that these obnoxious, self–destructive work behaviors seem highly inimical to management praxis. The behaviors seem capable of contending against the aggregate fight for sustainable socio-economic emancipation of the Continent. Deliberate self-salvation was opined here to steer away behaviors, especially in workplaces, from this current path of self-destruction. Novel Actionable thoughts were suggested to stem this unfavorable tide and push for a generation of operational work behaviors as well as an ethical renaissance in management praxis for the emergence of archetypes completely devoid of any anti-progress tendencies

VIOLENCE AND HARASSMENT MANAGEMENT: TOWARDS A WORKPLACE POLICY ON DOMESTIC VIOLENCE IN NIGERIA

This paper focused on the consequential implications of the violence and harassments employees faced within the home front with a view to emphasizing the need for workplace policies to manage domestic violence. Firms may usually strive to make employees comfortable at work in order to bring out the best of their work behaviors so as to meet or even surpass industry standards and boost firms’ chances in competitiveness.  However, the discomforts employees experience outside the workplace are brought into the workplace which may adversely affect their work behaviors and jeopardize all firms’ efforts at achieving success. It is apparent that employees would prefer to manage in silence their private concerns and firms themselves seem averse to interfering in the private lives of their employees. Nevertheless, this paper contributes to unique dimensions of the study discourse on occupational health and safety management as well as corporate philanthropy. The reliance on the Centeredness Theory and the Theory of Collective Empathy to underscore the need for firms to be interested in the distress experienced by employees within and outside the workplace made this possible.  This Paper suggested open communication and social orientation, amongst others, as strategic workplace solutions to the menace of domestic violence from which specific workplace policies could be drawn.  Keywords: Culture, Gender, Health, Management, Nigeria, Safety

First Name Office Culture and Employee Behavior in Work Places

Abstract The examination of the behavioural responses of the reciprocal first name exchange as a policy in firms in Nigeria was the main objective of this research.  It was also the intent of this empirical work to highlight the challenges and issues of the transferability and applicability of contemporary work culture within the context of the Nigerian cultural environment. For this study, the cross sectional survey design was adopted and the questionnaire method of data collection was used .A non parametric Bivariate Correlation was employed for the purpose of data analysis. The findings revealed that the lower the level of comfort employees felt with the reciprocal use of first names as a policy in workplaces the more dysfunctional their behaviours. It was recommended among other things that corporate policies, practices and strategies must take cognizance of local national cultural specifics

Unity in Diversity: Implications for Managers

This Study empirically examined the nature of the relationship between the Management of ethnic and religious diversity and Corporate Performance of firms in Nigeria. In Nigeria, a Nation with several ethnic nationalities and languages, as well as diverse cultural and religious backgrounds, the issue of diversity appears to be one of the most important challenges to managers. Nigeria which has grown from a basically agrarian society is now regarded as one of the most populous industrially developing nations in the world, which is richly endowed with abundant human and natural resources. However, most of the economic drawbacks of the nation are attributable to the inability of the organizations to perform optimally.  This Paper believes that the proper management of a diverse workforce is the key to achieving optimum corporate performance and highlights challenging issues which have implications for managers. Key words: Workforce, diversity, Ethnicity, Religion, Nigeri

Maintenance Culture Management for Global Impact

Noble and concerted efforts have been made in many respects in the development of Africa. Although a lot seems to have been achieved, a lot more is still left to be desired in order to attain the optimum level of development and  boost the  contributions of African States, particularly those in the Sub-Saharan region, in key areas of positive global best practices . The need for the consciousness of maintenance culture cannot be over stressed if the continent is to attain her full potentials. Maintenance culture Management could act as a key driver in sustaining competitive advantage in as well as ensuring sustainability of processes in social and organizational settings. Thus, this is one critical area of immense potential developmental benefit to the continent and a veritable avenue to impact the global space. Through participative observation and desk research, this exploratory paper took an introspective look at the macro, micro and mini level perspectives of Maintenance culture Management. This was done to trigger behavioral alterations in the different dimensional perspectives and within the African continental environment with a view to changing the current unfavorable narrative and increasing her potentials for better global impact. Keywords: Africa, culture, development, global, maintenance, management. DOI: 10.7176/JRDM/64-04 Publication date: April 30th 202

Home-work management and social behaviour development

Persons who work for firms together with their family members make up the society in which corporate entities operate. The traditional African society enjoyed relative peace and tranquility as well as a relatively low crime rate. However, the current apparently perturbing exhibition of undesirable behaviours in the Nigerian society calls for intervention by responsible corporate citizens to look into the social and emotional malaise and retool their internal policies and programmes to counteract any external threat such a menace may pose. This paper is a workplace approach to mitigating contemporary socio-behavioural ills through the management of Home-role and Work- role balance of employees for the socio-behavioural wellbeing of the society. It is an attempt at triggering new capacities in firms towards rethinking their Corporate Social Responsibility stance by embarking on viable workplace grown solutions to societal challenges and for the country to have a renewed hope for socio-cultural regeneration