Nigerian Organizations Research Articles

Stakeholder Engagement as a Core Management Function: Analysing the Business Value of Stakeholder Engagement for Nigerian Business Organizations

This article examines the importance of adopting credible stakeholder engagement (SE) as a core management function, with particular reference to Nigerian business organizations. It used content analysis method to specifically examine the role of SE in business organizations; determine the utility of credible SE as a core management function rather than as an add-on; and trace measurable links between SE and business value (profit) with reference to selected multinational companies operating in Nigeria’s Niger Delta region. The article situated its arguments within the Stakeholder Model of Business Value Creation, which it used as a conceptual analytical framework to justify why business organizations in the region should dedicate more attention and resources to quality SE for sustainable profitability. As the findings show, business organizations in the Niger Delta tend to treat SE as an add-on rather than as a core management function. Therefore, given the business value that effective SE adds to an organization, a paradigm shift is required. Business organizations in Nigeria should elevate SE to core management level with the requisite budget to make it fully functional.

Stakeholder Engagement as a Core Management Function: Analysing the Business Value of Stakeholder Engagement for Nigerian Business Organizations

This article examines the importance of adopting credible stakeholder engagement (SE) as a core management function, with particular reference to Nigerian business organizations. It used content analysis method to specifically examine the role of SE in business organizations; determine the utility of credible SE as a core management function rather than as an add-on; and trace measurable links between SE and business value (profit) with reference to selected multinational companies operating in Nigeria’s Niger Delta region. The article situated its arguments within the Stakeholder Model of Business Value Creation, which it used as a conceptual analytical framework to justify why business organizations in the region should dedicate more attention and resources to quality SE for sustainable profitability. As the findings show, business organizations in the Niger Delta tend to treat SE as an add-on rather than as a core management function. Therefore, given the business value that effective SE adds to an organization, a paradigm shift is required. Business organizations in Nigeria should elevate SE to core management level with the requisite budget to make it fully functional.

Impact of Ifrs Adoption on Accountability of Nigerian Organisations

Impact of Ifrs Adoption on Accountability of Nigerian Organisations

Strategic Project Management in Nigerian Public Research Organisations

The aim of this study was to assess the application of strategic project management (SPM) in Nigerian public research organisations. A case study approach involving four R and D organisations in Nigeria was used. A total of 213 questionnaires were retrieved and these were analysed using quantitative research software, SPSS version 21. The results revealed that 95 per cent of respondents acknowledged that projects executed by public research organisations were planned, but the conventional project management practices were used instead of strategic project management (SPM) principles. In addition, it was found that the level of implementation of the project management practices were also inadequately implemented as such affected the organisation's performance adversely. As established in this study, the concept of strategy is changing and to address the factors that affect research and development project implementation, senior project practitioners need to pay more attention to strategic, operational and project risks.

Empirical Analysis of the Relationship between Motivation and Job Satisfaction: A Study of Ifesinachi Industries Nigeria Limited

Job motivation and satisfaction, since their discovery as critical elements in organization management had remained authors’ study delight. A mere mention of them invokes different reactions from different persons. It has been observed that the controversy and ambiguity surrounding them as management constructs are persisting, especially, among the Nigerian organization managers. Many of such managers would wish to avoid their deployment in the management of their organizations in order not to be roped in such controversy, despite their critical importance. It has also been observed that most of the studies on the identified constructs were concluded based on different opinions (literature), instead of empirical generalization. This study is set out to empirically investigate the extent of the relationship between motivation and job satisfaction in order to establish their interchangeable or otherwise distinct management constructs. A descriptive survey research was adopted for this study, and correlation design as its method was used for the analysis of the data, which was collected through self designed questionnaire. Pearson Moment Correlation Coefficient was used to determine the internal data consistency. The study population is made up of 68 numbers of broad ranged managers in the study organisation. All the population constitutes the sample size. The study is highly significant, more especially, to the organization managers in Nigeria, who through this rational clarification shall form positive opinion about them, and deploy such appropriately in managing their organizations. The study shows strong correlate between job satisfaction and motivation. The study further shows that the two can be used interchangeably as management constructs. Based on the findings, this study recommends for their use as interchangeable management constructs.

Management in achieving competitive advantage in Nigerian public organisations under the global economy

This paper explores the strategic role of human resources management in achieving competitive advantage in a global economy. Human resource management remains indispensable in engendering competitive advantage for businesses in this era of tense global competition. Productivity and competitiveness of organisations is now dependent on their employees’ ability to generate, process, and apply knowledge. Scholars and practitioners of human resources management agree that a workforce that is properly trained and managed is a source of competitive advantage. The article recognised the fact that public organisations have not really given importance to human resource management and this is responsible for their underwhelming performance. The paper recommends some HR strategies that managers can adopt to improve the quality and value of their workforce, and these range from effective talent management, continuous workplace learning, safe and healthy work environment, ICT adoption, competitive benefit system, HR planning to proper deployment of skills and expertise.

The Relevance of Forensic Audit and Investigation in Resolving Tax Related Fraud and Malfeasance

The incessant tax related fraud and malfeasance resulting to corporate collapse and the failure of the statutory audit to detect and prevent fraudulent activities which had led to the impoverishment of investors had given rise to the need for forensic audit and investigations. In view of the above, this paper considers the application of forensic audit and investigation in resolving tax related fraud and malfeasance. The study is a theoretical research which considers the roles of forensic auditors in combating fraudulent activities, distinction of forensic auditor and statutory auditor, and impact of forensic auditor on corporate governance. Based on the findings; this paper concludes that forensic auditing has improved management accountability, strengthened external auditor’s independence and assisting audit committee members in carrying out their oversight function by providing them assurance on internal audit report have impacted positively to corporate governance, thereby reducing tax related fraud and malfeasance. Therefore the study recommends that; the service of forensic auditors should be employed in Nigerian organisations.

Environment Variables on IT Adoption: A Case of Nigerian Construction Organizations

Pirm’s external environment combines many attributes and plays a vital role in IT adoption. Technological innovations are adopted as organizational reactions to change and for influencing the business environment. This study examined the effect of external environment on IT adoption in construction organizations. Specifically, the study empirically explores the external variables, assessed their effects and determined how they can optimally be combined to enable IT acceptance. The data collected was analysed using structural equation modelling analytical approach. Results of the analysis revealed that external environment strongly influence firm’s IT adoption with a path coefficient of 0.70 and a z-value of 10.5. Furthermore, a confirmatory factor analysis conducted confirmed competitive pressure, government support and market uncertainty as the most significant variables of firm’s external environment in relation to IT implementation with a standardized parameter estimates of 0.75, 0.51 and -0.41 respectively. Precisely, competitive pressure and government support were strongly and positively related to IT adoption while market uncertainty exhibited a strong but negative relationship. It was recommended that managers of construction organizations should, strategically, overcome the pressures they exert from their competitors for improved market share and general organizational performance. Furthermore, government should strive to provide adequate IT infrastructures and enablers within its responsibilities such as adequate electricity, incentives and clear IT policy.

The Role of Internal Auditors in the Management of Nigerian Public Sector Organizations: A Study of National Hospital, Abuja

The role of internal auditors in the management of Nigerian public sector organizations has warranted special attention over time by different fields of knowledge. It has been argued that internal auditors have no space in Nigerian public organizations, while some proponents counter the view strongly. However, this study is of the belief that internal auditors immensely assist management of public sector organizations in ensuring and maintaining adequate internal control system and promoting operational efficiency in organizations. They have been described as that part of management that add value to organizations. The objective of this paper is to examine the functions of internal auditors in the management of Nigerian government-owned organizations with reference to National Hospital, Abuja (NHA). This is necessary particularly at this era where government is requiring all its agencies, parastatals, ministries and extra-ministerial departments at all levels to demonstrate a high sense of accountability, probity and transparency in the running of the government businesses and towards ensuring economy, efficiency and effectiveness of the scarce resources at their disposal. This paper employs descriptive approach of investigation. The finding from the study suggests that internal auditor’s functions have significant relationship with the management of Nigerian public organizations with reference to NHA. By implication, the roles of internal auditors can help to improve quality healthcare delivery in National Hospital, Abuja. This work concludes that where management will continuously empower the internal auditors, the overall operational efficiency of Nigerian public sector organization will improve. Further empirical research on this theme will not only add more value in explaining the internal auditor’s role in managing government-owned organizations but also expand the horizon of academic literature.

Psychological Analysis of Employees of the Same Gender, Job Cadre across Ethnic Groups in Nigerian Organisations

Psychological Analysis of Employees of the Same Gender, Job Cadre across Ethnic Groups in Nigerian Organisations Dr Akintayo Olufemi Akinwumi Abstract The study looked at the psychological analysis of employees of the same gender, job cadre across the three main ethnic groups in Nigeria including the minorities. The objectives of the research were to determine the differences/similarities between employees of the same gender/work cadre across the ethnic groups in Nigerian Organisations. To do this, the researcher considered the personality factors of the employees such as psychoticism, extraversion/introversion, and neuroticism; job characteristics such as satisfaction with work, pay, promotion, supervision and co-worker; work group functions such as group homogeneity, group goal clarity, group cohesiveness, open group process and internal fragmentation; organisational commitment dimensions such as identification, involvement and loyalty; locus of control and job involvement. To achieve these objectives, data were collected from 520 manufacturing workers from Sharada Industrial Estate, in Kano state; Trans Amadi Industrial layout, Aba, in Imo State and Apapa Industrial layout, in Lagos State of Nigeria using six standardised psychological instruments with appropriate psychometric properties. The instruments used are: Eysenck personality questionnaire (EPQ), Job descriptive index questionnaire (JDI), Work group functions scale (WGFs) and Organisational commitment scale (OCs); Locus of control and Job Involvement questionnaires. The participants consisted of 260 males and 260 females with age between 23 and 65 years. They were randomly selected from the companies. The sample consisted of senior and junior workers distributed across the companies. The workers responded to the six testing instruments used for the study and biographical information questionnaire and their responses were subjected to statistical analysis using the SPSS statistical package. Means and standard deviations were calculated to obtain descriptive results. One way Anova and Scheffe tests were carried out to obtain inferential results. The results showed that both junior and senior female employees differ significantly across ethnic groups in Nigerian organisations. Male junior and senior employees are not different in most of the variables under consideration across ethnic groups in Nigerian organisations. Full Text: PDF DOI: 10.15640/jpbs.v3n1a12

Top Management and Leadership Antecedents of Corporate Sustainability Performance: A Scoping Review

The increasingly widespread concern sustainability creates among organisations worldwide makes management exercise of leadership in organisations, to boost corporate sustainability performance a major real-world, contemporary problem. This paper set out to provide a foundation for subsequent empirical studies of sustainability leadership, by summarising existing literature on top management and leadership antecedents of corporate sustainability performance. Pursuant to the aim and review question, the paper used a combination of keywords, backward and forward search techniques to explore a wide variety of academic databases and libraries as well as professional libraries for pertinent literature. Based on the literature, the paper established management exercise of leadership in organisations, to boost corporate sustainability performance, as a principal, practical, present-day problem; as well as leadership and top management being vital in sustainability embedment and corporate sustainability performance. It found that managerial discretion, leadership competencies, leadership styles and emotional intelligence are vital for corporate sustainability performance. The paper also showed that leadership competencies, leadership styles and emotional intelligence breed managerial discretion. The review also revealed that researchers’ have concentrated on exploring competencies managers and leaders require for successful sustainability performance in organisations; using mostly quantitative and qualitative methodologies in equal measure to conduct such studies mainly in Europe and the Americas. The paper suggested the need to explore competencies managers and leaders require for successful sustainability performance in Nigerian organisations. It also suggested the need to explore how emotional intelligence, leadership styles and discretion make for successful sustainability performance in Nigerian organisations. Arising from the foregoing and the reviewed literature, the paper concluded with a research question and model to propel a proposed empirical study that will seek to explore how top managers’ leadership competencies and styles engender discretion to drive sustainability performance in Nigerian organisations.

Internal Control and Fraud Prevention in Nigerian Business Organizations : A Survey of Some Selected Companies in Warri Metropolis

Internal Control and Fraud Prevention in Nigerian Business Organizations : A Survey of Some Selected Companies in Warri Metropolis

Leading Organisational Change Management in Nigerian Oil Organisations: Exploring the Adoption of a Leadership and Competing Values Framework (CVF) Model

Leading Organisational Change Management in Nigerian Oil Organisations: Exploring the Adoption of a Leadership and Competing Values Framework (CVF) Model

Экстремистская группировка “Боко Харам” в Нигерии: угроза местного или глобального уровня?

Among issues of the US-Africa summit in August 2014 the problem of religious extremism in Africa was most important. In that context Nigerian Islamist group Boko Haram plays a significant role. Kidnapping by Boko Haram militants of about 200 schoolgirls in April 2014 added oil to the fire. This action increased the fears of international community about possible linkage between Boko Haram and foreign Al Qaeda-like terrorist organizations. Initially, the group emerged as a local movement of devout Muslims in Northern Nigeria. But eventually it became a very radical militant Salafi-Jihadist group with ambitious goal to build an Islamic state in Nigeria. As is well-known, Nigerian population is divided not only into relatively rich South and poor North, but also into Christian and Muslim communities. As a result of sectarian clashes in Nigeria, thousands people lost their lives. The sectarian violence in this country is connected in part with the Islamist revolt of 1999 (“Sharia conflict”), after adoption of Sharia law in several Northern Nigerian states. Ethnic-religious violence in Nigeria is connected in particular with the British colonial heritage, but also with current serious social-economic problems (including the unemployment, corruption, cruelty of security services, unbalanced national economy etc.). From some point of view Nigeria may be considered even as a “failed state” because its federal government cannot control the whole territory of the country. While some southern regions are under control of the Movement for the Emancipation of the Niger Delta militants, some areas in northern states are controlled by Islamists of Boko Haram and other radical groups. It's possible to say that Boko Haram has created its own “state within the state”. Boko Haram's ideology is anti-Western and anti-secular. It supports the revival of “pure” Islamic traditional values. Denying any inter-communion with the Western world, above all, the group claims against corrupted – from its point of view – Nigerian authorities and Muslim establishment (local version of the Islamist "Close Enemy"). An issue of the Boko Haram's engagement to global Jihadist movement is rather unclear. On one hand, ideologically, the group is very close to other Islamist groups (e.g. Al Qaeda and its branches in Maghreb, Somalia and Arabic Peninsula). But on the other hand, Boko Haram prefers to act against domestic (Nigerian) targets with very rare exclusions (for instance, an explosion of UN building in the capital-city Abuja). It must be clear that some attempts to find links between Boko Haram and Al Qaeda's network reflect the interest of Nigeria's authority to win international support for its struggle against local Islamist radicals. But it is impossible to ignore the information about logistical and operational links between Nigerian militants and such terrorist organizations as “Al Qaeda in Islamic Maghreb” or Somalian “Al Shaabab” (not to speak of common ideological agenda). It is necessary to point out that factional splits inside of Boko Haram (e.g. the emergence of the militant group “Ansaru”) make the picture more complex. Actually, the Boko Haram constitutes a danger primarily for Nigeria and potentially for neighboring countries. But considering the current evolution of the group, there is a great danger of further radicalization and internationalization of its activities both at local and regional (and maybe global) levels.

Factors in Organisational Environmental Management System Implementation – Developed vs. Developing Country Contexts

Country specificities and national cultures influence Environmental Management Systems (EMS) implementation and pro-environmental behaviour in organisations. Previous studies have focused on organisations in developed or emerging economies, creating a need to establish the extent to which findings are applicable to developing counterparts. This paper presents EMS implementation from a developing country perspective, reporting on EMS implementation factors (drivers, benefits, barriers) affecting Nigerian organisations’ pro-environmental behaviour, by analysing questionnaire responses from 136 Nigerian organisational respondents. Most commonly cited drivers were ‘environmental concern’ and ‘desire for improved organisational efficiency’. Key barriers were ‘cost of implementation/budget barriers’ and ‘regulatory agency bureaucracy’. Key benefits were ‘reduced environmental accidents and improved site safety’, ‘enhanced corporate image’ and ‘more efficient resource use’. To situate findings within a global construct, results were compared with previous studies in more developed economies. EMS implementation factors differed from those in more developed economies. Plausible explanations for differences are discussed.

Indigenous Knowledge Systems and Leadership Styles in Nigerian Work Organisations

This research project investigated four managerial leadership styles in Nigerian organizations. The research question that the research tries to address is: to what extent are the leadership styles expressed in modern management theories consistent with Nigerian Traditional values? The findings do confirm that the perceived leadership style in the organizations by the managers is autocratic, the preferred style is the paternalistic and the rejected is the autocratic. For about one in five Nigerian managers, the democratic style is the most often rejected. The study challenges the validity of dominant Western universal perspectives in managerial leadership in traditional African organizations. The study suggests that elements of traditional values pose serious challenge to Nigerian managers’ ability to adopt traditional and modern management practice that can improve the effectiveness of leadership in their organizations

Wages and Salaries Administration as Motivational Tool in Nigerian Organisation (A Case Study of Nestle Nigeria PLC)

<em>The study looks into wages and salaries administration as a motivational tool in Nigerian organisation. The study went further to distinguish between gratuitous and paid job with possible effect of wages and salaries as it relates to individual contribution and effort towards the achievement of the corporate goals and objectives. The study made use of a self-designed questionnaire and eventually used chi-square to analyze and conclude on the hypothesis that wages and salaries serves as motivational tool and that wages and salaries has significant relationship with workers performance in Nigerian organisation.</em>

Employee Motivation: The Key to Effective Organizational Management in Nigeria.

This article explores the indispensability of employee motivation in effective organizational management. In the style of a qualitative research, the paper x-rays, exhaustively, the merits, efficacy and relevance of motivation in the success of organizational management. It also identifies and explains the factors that affect employee motivation, the benefits of employee motivation in Nigerian organizations, some theories of motivation and the significantlink between effective organizational management and employee motivation in Nigerian organizations, both the public and the private. For the fact that employee motivation is an intricate and sophisticated subject, once applied in the right way an organization is bound to achieve a long-lasting success. However, if ignored an organization will fizzle out in the game. For Nigerian managers to have an understanding of employee motivation, they must know the concept of motivation, organizational management, differences in individual needs and the variety of motivational factors and the changes in priorities of these factors overtime. The necessity of this work is situated in it provision of solutions to Nigerian employees' redundant attitude to work and its consequences.

An Assessment of the Use of Social Media as Advertising Vehicles in Nigeria: A Study of Facebook and Twitter

Social media sites such as Facebook and Twitter are potent tools in modern communication and marketing. Considering Social media’s growing popularity, particularly Facebook and Twitter, this study assessed the use of social media as advertising vehicles in Nigeria. In order to generate data for this study, the survey research method was employed and the questionnaire was used as the instruments for data collection. The study revealed that 70% of business organisations in Nigeria are embracing social media to communicate with their customers while 30% are yet to see the promises that these new media hold. Of these 70%, the study revealed that the use of social media in advertising has been successful for 35% of business organisations using them to place advertisement. Others (65%) leverage on their social media presence to get their fans/followers informed about their products/services. The work recommended among other things that more Nigerian organisations should embrace social media advertising since it has the potential of reaching their target market and should see them as good avenues to market their products, counter negative perception about their organisation’s products/services and attend to their customers and potential customers online. Key Words : Social media, Facebook, Twitter, Advertising, Nigeria

Collective Transnational Power and its Limits: London-Based Nigerian Organisations, Development at ‘Home’ and the Importance of Local Agency and the ‘Internal Diaspora’

In the recent wave of enthusiasm about the development role of migration, international diaspora organisations have been posited as powerful actors in the progress of their communities of origin. Drawing on research on Nigerian diaspora organisations in London and their places of intervention in Nigeria, this article seeks to subject such claims to greater empirical scrutiny. To understand the relative importance of these organisations in the development of their ‘home’ communities, their collective transnational interventions are set in the context of contributions made by local actors and internal migrants within Nigeria. It is found that the international diaspora organisations engaged in this study make a limited, almost marginal contribution to local development at ‘home’, and that local actors and internal migrants are much more important drivers of community progress. It is therefore argued that ‘home’-based actors and internal migrants should be given greater recognition in the conceptualisation of how and to what extent migration contributes to local development. To this end, a translocal perspective is advanced that incorporates local, internal and international actors in more effectively comprehending the development role of migration in all its forms.