Selected Manufacturing Companies Research Articles

Balancing Supply Chain Ambidexterity and Performance: The Impact of Firm Innovation in Selected Manufacturing Companies in the Greater Accra Region of Ghana

Balancing Supply Chain Ambidexterity and Performance: The Impact of Firm Innovation in Selected Manufacturing Companies in the Greater Accra Region of Ghana

Enhancing Employee Retention: The Impact of Training, Career Development and Remuneration Benefits in Selected Manufacturing Companies of Johor Bahru

The lack of employee retention programs is the most persistent difficulty in most organizations today. Employees are a crucial and precious asset for an organization for them to achieve their company goals and objectives. This has raised the demand for staff training programs, career development, and remuneration benefits in most organizations to ensure employee retention. The study aimed to identify the influence of employee training, career development, and remuneration benefits on employee retention in selected manufacturing companies in Johor Bahru, Malaysia. For data collection, a structured questionnaire was administered to 152 employees from seven departments of manufacturing companies in Johor Bahru. All the data was analyzed using SPSS statistics. The finding implies that career development appeared to be the most significant variable among all independent variables. Therefore, organizations should put more focus on the improvement of career development among their employees. Top management should emphasize career development and regularly offer training programs to gain employees’ interest in staying in the organizations. Top management should also highlight the importance and benefits of the career development programs and encourage them to join. This in turn enhances retention and increases productivity at selected manufacturing companies in Johor Bahru, Johor.

AN ASSESSMENT ON CONFLICT MANAGEMENT STRATEGIES IN ORGANIZATIONAL PERFORMANCE: A CASE STUDY OF A SELECTED MANUFACTURING COMPANY IN ABUJA, NIGERIA

This study examines the impact of conflict management strategies on the attainment of organizational goals in selected manufacturing companies in Abuja. The study adopted a descriptive research design with two research questions raised and two research hypotheses. The study investigates conflict management strategies in nine manufacturing companies in Abuja, including 7up Bottling, Coca-Cola, Nigerian Breweries, Glasco Plastic Company, Ero Table Water, Alpha Ceramics and Aslo Glass. The research aims to establish the relationship between management strategies and organizational goal attainment. The study has limitations, such as its focus on a few selected firms and the small sample size, which may limit the generalizability of the findings. Data were generated through the use of a validated structured questionnaire. Descriptive and inferential statistics were employed to analyze data collected from the respondents. The study used Spearman correlation analysis as a methodology tool. The results showed a significant positive relationship between conflict management strategies (collective bargaining, compromise, and accommodation) and organizational goal attainment. Non-integrative strategies (competition, domination and avoidance) had a negative effect. Collective bargaining strategy had the highest positive correlation with goal attainment. The study recommends an inclusive and collaborative conflict management strategy, involving unions in strategic decisions, to avoid conflict insurrection. Conflict is unavoidable in organizations and can affect goal attainment depending on the chosen conflict management strategies.

The Role of Workforce Diversity in Improving Organizational Sustainability and Innovation of the Manufacturing Industry in Nigeria

Objectives: The goal of this study was to see how worker diversity affected organisational sustainability and innovation in a specific manufacturing industry in Nigeria. Specifically the study determine the impact of gender, age diversity, ethnic diversity and educational diversity on the sustainability and innovation of organisations. Theoretical Framework: The management research, functional categories, social categories, and psychological research where explored in this study. These categories serve as illustrative examples within the broader context of understanding various dimensions of research in the field of management. Method: The study included a descriptive research design. Individual survey questionnaire were distributed to a sample of 20 companies and 81 participants from the indicated industrial industries. CVR=1 was obtained by using Lawshe's template to test the questionnaire's validity, while Cronbach Alpha was used and supplied a coefficient alpha of 0.86 to establish the questionnaire's homogeneity. Data was collected on-site and analysed using frequency counts and percentages. At p.01 and .05, the Spearman rank correlation coefficient was utilized to evaluate statistical significance. Findings: Gender, age, and educational background are all substantially connected with organizational sustainability and innovation, workforce diversity characteristics have been identified as major predictors of organizational sustainability and innovation, but ethnic diversity has been found to be negatively related to organisational sustainability and innovation. The implication is that the chosen manufacturing firm has an outstanding age, gender, and educational diversity composition, and that it must be handled properly to fully profit from the diversity. Conclusion: The selected manufacturing company must supply various skill maximization training to enhance the employees' current inventive capacity and ensure ethnic variable is handled the positive way to ensure organizational sustainability.

PREDIKSI LABA MASA DEPAN MELALUI PERSISTENSI LABA DENGAN ARUS KAS OPERASI DAN AKRUAL

The purpose of this study was to determine the effect of operating cash flow and accruals on earning predictability in manufacturing companies listed on the Indonesia Stock Exchange (IDX) during 2017-2018. This research used 150 samples from selected manufacturing companies with purposive sampling method. The analysis technique used in this research is multiple linear regression, which performed classical assumption in advance, before testing the hypothesis. The data in this research were inputted and calculated using Microsoft Excel program and processed using the EViews 12.0 program. The results of this study indicate that the operating cash flow had a positive and significant effect on earning predictability, and accruals had a positive and significant effect on earning predictability.

Group Cohesion and Workers' Diversity in Selected Manufacturing Companies in Enugu Metropolis, Nigeria

In the current competitive and global conditions, it is assumed that organizations with a diverse staff outperform those without. Diversity in the workforce broadens the pool of talent available to a business and allows its individuals to benefit from each other's backgrounds, experiences, and points of view. The workforce is varied because of diversity. This study examined the effect of worker diversity on group cohesion in selected manufacturing companies in the Enugu metropolis. The study adopted a descriptive survey design. The population of the study consists of the staff of two selected manufacturing companies in Enugu state namely; Innoson Group and Nigerian Breweries Plc. They are made up of two hundred and eighty-seven (287) respondents. Cochran sample size derivation statistic was used to derive the sample size of the study and the value yielded one hundred and sixty-four (164). A simple random sampling technique was used as the sampling technique for the reason that the method ensures an equal chance of selection among the respondents. The data for the study was collected with the aid of a questionnaire that is properly designed using the 5-scale Likert system. Data collected from the questionnaire were analyzed and interpreted accordingly with the aid of descriptive statistical techniques such as simple percentages and regression analysis. The major findings of the study showed that age diversity contributes positively and significantly to group cohesion in selected manufacturing companies in Enugu metropolis, ethnic diversity contributes positively and significantly to group cohesion in selected manufacturing companies in Enugu metropolis and gender diversity contributes positively and significantly to group cohesion. It is the recommendation of the study that the management of companies should ensure there are no internal forms of discrimination based on the diversity of the workforce and sometimes, diverse groups will start forming cliques of sameness in the organization. The management of these companies should watch out for these developments.

Effect of Employee Retention on Organizational Performance in Selected Manufacturing Companies in Calabar, Cross River State, Nigeria

Increasing competitiveness has influenced the retention of knowledge-based human resources in manufacturing firms for sustainable performance in a changing business environment. This study examined effective work environments, compensation and benefits, and training and development. The study was guided by research questions, hypotheses, and Job-Embeddedness Theory. A cross-sectional research design was used for data collection with a sample size 329 staff. A content validity on the instrument was carried out and reliability was through the use of Cronbach Alpha. The study adopted the linearity and multicollinearity tests to ascertain data accuracy, while correlational analysis was used to test the hypotheses at 0.01 level of significance. Findings revealed that an effective work environment relates to organizational performance (r =.354 (35.4%), n= 322, p>0.05). The second hypothesis shows compensation and benefit relates to organizational performance (r =.577 (57.7%), n= 322, p>0.05). The findings on the third hypothesis reveal that training and development relate to organizational performance (r =.743 (74.3%), n= 322, p>0.05). The study concludes that improved organizational performance significantly depends on HR policies and practices to retain the workforce in a volatile and knowledge-driven environment. The study recommends among other things that management should review the policy framework of the firms to ensure that the work environment appeals to the confidence of the employees and encourages teamwork and collaboration.

Effect of Knowledge Acquisition on Organizational Performance

In today's ever-evolving and fiercely competitive business environment, the acquisition, assimilation, and effective utilization of knowledge have emerged as quintessential drivers of organizational success. Knowledge acquisition, which encompasses not just the accumulation of data but also the cultivation of tacit and explicit knowledge, plays a pivotal role in fuelling innovation, facilitating informed decision-making, and fostering adaptability. This study examines the impact of knowledge acquisition on organizational performance, with a null hypothesis guiding the inquiry. The research design adopted was survey research, A purposive technique was utilized. A sample size of 412 respondents from selected manufacturing companies in Oyo State, Nigeria, formed the study's subject group. Data collection was executed through a questionnaire, with a rigorous validation process. The findings of this study indicate a significant positive effect of knowledge acquisition on organizational performance. Enhanced knowledge acquisition is shown to empower organizations to achieve sustainability by developing new competencies that cascade across different organizational levels. This underscores the vital role of knowledge acquisition in positively influencing organizational performance. It was recommended that organizations invest in structured knowledge acquisition processes, mentorship programs, and knowledge management systems. Fostering a culture of continuous learning and knowledge sharing should also be a top priority, as these measures are poised to yield substantial enhancements in overall organizational performance and long-term sustainability.

The Impact of Managers’ Deviant Workplace Behavior on Employees in Selected Manufacturing Companies in Maseru Urban, Lesotho

As the global business landscape grows, issues related to managers’ deviant workplace behaviour remain a major concern that needs intervening and alleviation. Consequently, deviant workplace behaviour by managers has been identified as a major concern in most manufacturing companies in Maseru, Lesotho. This paper established that deviant workplace behaviour of managers affects employees in the orgarnisations that they lead. The findings in this study reveal significant correlations between supervisory unethical behaviour and negative employee outcomes, such as decreased job satisfaction and increased turnover intention. The research highlights the importance of ethical leadership and provides recommendations for organizational policy reforms to mitigate unethical practices. This study contributes to the existing body of knowledge by offering a comprehensive analysis of the dynamics between supervisory conduct and employee well-being.

Measurement And Analysis of Lighting in A Selected Manufacturing Company

Measurement And Analysis of Lighting in A Selected Manufacturing Company

MANAGING EMPLOYEE COMPETENCIES IN CRISIS CONDITIONS ON THE EXAMPLE OF A MANUFACTURING COMPANY

Managing employee qualifications and competencies is an important element of all management activities and organizational policy. The subject of the research is the process of qualifications management and effective employment planning. The set of elements and factors that make up the human resources management process in a manufacturing company is taken into account. The aim of the article is to diagnose the current state and propose actions aimed at improving the qualifications management system and the personnel management planning system in a selected manufacturing company. Based on the conducted research process, it was concluded that it is advisable to place particular emphasis on the development of non-material incentive mechanisms in the proposed activities.

Sustainable Agility Culture—The Case of a Pasta Company

The ability of an organization to be agile, and, therefore, the organizational culture of agility that determines it, is a key characteristic necessary for enterprises to meet the challenges of the requirements of sustainable development under conditions of uncertainty. Uncertainty, in turn, is an inherent feature of achieving the challenging goals of growth and often survival in today’s competitive enterprise market. Analyzing the organization’s ability to be agile, the article includes the results of a study of the productivity of the pasta packaging process in a selected manufacturing company. The main purpose of the article was to identify the factors important for the implementation of the concept of organizational agility and to develop steps to follow the Shu Ha Ri methodology in a pasta packaging company in order to increase production productivity. Based on the data obtained in the form of the number of employees per shift and the amount of packed pasta, significant differences in the productivity of shifts were found, and the challenges of organizational agility were also identified, which include the changing nature of demand, the impact of the state of the machines on the continuity of production, and the occurrence of shortages at the packing stage due to the manual nature of the process. Based on the conducted research and analysis of the tools used in the formation of an agile culture, a proprietary approach to sustainably increase the productivity of the packaging process was proposed using the Shu Ha Ri methodology. The conducted research made it possible to formulate the paradigm of sustainable agility culture and its main dimensions for companies in the food industry.

Effect Of Working Capital Management On The Profitability Of Selected Manufacturing Companies In India

Effect Of Working Capital Management On The Profitability Of Selected Manufacturing Companies In India

Tax Shield and Firms Value of Quoted Manufacturing Companies in Nigeria

This study investigated the effect of tax shield on firms’ value of selected manufacturing companies in Nigeria from 2012 to 2021. The dependent variable of this study was firm value which was proxied by Tobins Q, while the independent variables were debt tax shield, depreciation tax shield and charitable donation tax shield. The research design adopted for the study was ex post facto, secondary data were employed, three hypotheses were tested and purposive sampling technique was used. The data for the study were analyzed using ordinary least square regression technique and the statistical tool package used was SPSS Version 20. From the result of the analysis, it was found out that debt tax shield, depreciation tax shield and charitable donation tax shield have significant effect on market value of selected manufacturing firms in Nigeria. Hence, it was concluded that tax shield could be used to optimize the value of manufacturing firms’ in Nigeria. Based on the outcome of this study, it was recommended among others that management of manufacturing firms should consider increasing debt financing, invest more in non-current asset, take advantage of charitable donation as means to enhance corporate image and maintain a proper mix of tax shield in the firm thus bringing overall benefit to shareholders and prospective investors.

Financial Motivational Factors Supporting the Optimisation Process

Abstract Objective The research objective of the paper is to present the results of an analysis of financial motivational factors supporting the optimisation process in the implementation of Lean Management concepts on the example of a selected manufacturing company. Methodology To verify the studied issue, a survey was conducted on the relationship of the influence of financial motivation on the reporting of Kaizen requests among the employees of a manufacturing company apart on two groups of employees, that is, two groups of respondents: GI N=158 2022 and GII N=137 2023, using a five-point Likert scale. The paper draws on Lean Management and Kaizen literature, academic articles, online sources, analyses of data from 2020–2023 obtained from the analysed company, and empirical results. Mathematical analysis tools were used to describe the research results obtained, allowing for the construction of summaries and the creation of presented conclusions. An estimation model was also developed to allow managers to evaluate existing motivational factors. Findings The research identified a gap resulting from the communication and information flow process operating within the company. A 4 percentage points increase in the effectiveness of the activities carried out, with a 62% level of non-involvement, was observed, indicating the low attractiveness of the current financial motivation factors as a tool to support optimisation processes in the surveyed company. Value Added By carrying out the research, valuable and practical information was obtained, which has been used by company managers to take measures to increase employee motivation and the impact of the financial motivation factor operating within the company to support optimisation processes. Recommendations The current bonus system in terms of financial incentives to support optimisation processes is at an unsatisfactory level for employees. The scoring of applications should be evaluated or the financial value per model evaluation point should be increased.

Perceived Self-Efficacy Effect and Demographic Factors in Work-Family Balance Among Manufacturing Sector Employees

Abstract Work and family are important domains of life to many individuals with each attracting different roles and expectations. Employees who are able to balance work and family responsibilities have been reported to engage more with their work. However, negative work outcomes may result from conflicts among roles. Therefore, this paper investigated the influence of self-efficacy, gender, job status and length of service on work-life balance among employees in selected manufacturing companies in Nigeria. Participants consisted of 464 (female = 25.9%) employees that were randomly selected from manufacturing companies in Lagos state, Nigeria. Participants completed the Work-Family Balance Questionnaire and Self-Efficacy Scale. Results of the Two-Way ANOVA analyses revealed a between subject significant main effect of job status, [F(2,455) = 14.35, p<.05, ƞp2 = .059] and self-efficacy, [F(2, 455) = 7.501, p<.05, ƞp2 = .032] on work-family balance. It further showed a between subject significant main effect of gender, [F(1,458) = 14.68, p<.05, ƞp2 = .031] and a significant main effect of length of service, [F(2, 458) = 4.83, p<.05, ƞp2 = .021] on work-family balance. The study concluded that self-efficacy, job status, length of service and gender influenced the capacity to balance work and family roles among employees of manufacturing companies in Nigeria and thus recommended that management should enable employees to utilize their initiative to an acceptable level to enhance their self-efficacy.

Environmental Disclosure and Price-earnings Ratio of Manufacturing Companies Listed in Nigeria

A good price-earnings ratio is a result of excellent corporate performance; nevertheless, reaching a desirable price-earnings ratio in typical Nigerian manufacturing enterprises is complex and difficult. Meeting price-earnings ratio expectation of shareholder as companies were faced with complexities and unethical non-compliances issues. Studies have suggested that effective environmental disclosure has the capacity to enhance the price-earnings ratios in manufacturing companies. This study was to examine the effect of environmental disclosure on the price-earnings ratio of listed manufacturing companies listed in Nigeria. The study employed an ex-post facto research design. The population of the study was the 66 listed manufacturing companies listed on the Nigerian Exchange Group as of 31st December 2021. Using purposive sampling technique 29 manufacturing companies were selected. Validated data, covering a period of 16 years (2006 -2021) were extracted from published financial statements of the selected manufacturing companies. The reliability of the data was premised on the statutory audit of the financial statements. Descriptive and inferential (multiple regression) statistics were used to analyze the data at a 5% significant level. The findings revealed that environmental disclosure affected the price-earnings ratio of manufacturing companies in Nigeria (Adj.R2 = 0.218, F (5, 458) = 22.87, p < 0.05) . The study recommended that the management of companies should embrace sustainable environmental disclosure to ensure an effective price-earnings ratio for manufacturing companies in Nigeria

Corporate Social Responsibility and Financial Performance: Evidences from the Nigerian Industrial and Consumer Sector

The issue of corporate social responsibility has attractive more attention recently as result of its contribution towards stakeholders. This study investigated Corporate Social Responsibility (CSR) on financial performance of some selected manufacturing companies in Nigeria. Ex-post facto research design was used for the study. The study population comprised of all customer goods and industrial sectors of manufacturing companies in Nigeria among which fifteen (15) of them were selected using purposive sampling technique for the period of 2010-2019. Secondary data were collected from the annual report the sampled companies. Two hypotheses were formulated and tested. Both descriptive and inferential statistics (correlation and multi - regression) were used for data analysis. The result of analysis revealed that CSR has significant relationship on financial performance measured with EPS and negative significant relationship on NPM of selected manufacturing companies in Nigeria

The Dimensional Context of Leadership Impact on the Organizational Performance of Selected Manufacturing Companies in Lagos State, Nigeria

This research looks at how different types of leadership affect organizational productivity. Three hundred and seventy-two respondents were surveyed using an adopted and validated questionnaire. The results show that the majority of those surveyed were married and male, with the highest working experience being 9 years and above, as well as possessing a bachelor’s degree as their educational qualification. With the exception of the laissez-faire leadership style (LZS; = -0.094, t = -1.029, p 0.05), the ordinary least square (OLS) regression result shows that leadership style positively affects operational performance with an adjusted R2 value of 0.415, which is positively significant at 5% (ALS; = 0.358, t = 3.062; DLS; = 0.376, t = 3.229, p 0.05). So, the R-squared value of 0.440 shows that the style of leadership only explained 44% of the difference.

Use of Social Media to Improve Marketing Performance of Selected Manufacturing Firms in Tanzania: Evidence from Coastal Region

The purpose of this study was to examine the effect of social media marketing on marketing performance of the manufacturing companies in Tanzania. Specifically, the study aimed to examine the effect of social media strategy, active presence and customer engagement initiatives on the marketing performance of selected manufacturing companies in Coastal Region. The study used social penetration theory. Quantitative research approach and cross sectional research design was used. A sample of 138 respondents was selected from 29 manufacturing companies in Coastal Region using simple random sampling technique. A structured questionnaire was used for collecting primary data. Data were analysed by using the Statistical Package for Social Science (SPSS) to compute descriptive statistics and undertake multiple linear regression. The results show that social media strategy had positive and significant relationship with marketing performance (B = 0.539, p = 0.000). Moreover, the results show that there was positive and significant relationship between active presence in social media and the marketing performance of the manufacturing companies (B = 0.620, p=0.001). Furthermore, the findings show that there was positive and significant relationship between customer engagement initiatives in social media and marketing performance of the manufacturing companies (B = 0.919, p = 0.000). The study concludes that social media strategy, active presence and customer engagement initiatives in social media have positive effect on the marketing performance of the manufacturing companies. The study recommends that manufacturing companies should make sure social media strategy, active presence and customer engagement initiatives become part of the marketing strategies in order to increase marketing performance.