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This thesis examined the effect of shared knowledge on the performance of firms in Nigeria. The objectives of the study are: (1) To determine the effect of shared knowledge on the performance of firms (2) To find out whether the contribution of shared knowledge to the performance of firms compares with national and international standards. (3) To determine the effects of knowledge learning capacity of workers on a sustainable competitive performance of the firms. (5) To ascertain the extent to which tacit knowledge helps to improve the performance of the firms. (5) To identify the principal mode of explicit knowledge that contributes to a sustained performance of the firms. (6) To investigate the extent to which knowledge based capacity is considered the most strategic resource for improving the profitability of the firms. The research design chosen in the study is a combination of a survey and oral interview. A representative sample of 504 respondents where chosen using the table of random numbers from a population of 735 respondents from Nigerian Breweries Plc., Guinness Nig. Plc. and Bendel Breweries Plc. The data presentation tools were tables. The data analyses tools were percentages Z test, Z test of population proportions and coefficient of determination. The Z test and Z test of population proportions were used to test the six hypotheses. The test-retest method of reliability and content validity were used. It was found that: (1) shared knowledge had a positive effect on the performance of the firms. (2) It was found that the contribution of shared knowledge to the performance of the firms compared favourably with national and international standards. It was also found that knowledge learning capacity of the workers had a positive effect on the sustained competitive performance of the firms. It was found that the tacit knowledge to a large extent helped to improve the performance of the firms. It was also found that combination and externalization were the principal modes of explicit knowledge that contributed to a sustained performance of the firms and lastly it was found that knowledge based capacity is considered to a large extent a strategic resource but not the most strategic resource as there were other resources such as men, materials, money time, energy, information and infrastructure. It was concluded that as shared knowledge increased, the performance of the firms also increased. It was recommended that the strategic managers of the firms studied should as a matter of policy continue to use shared knowledge as a tool for improving performance in their companies.
This study is on emotional intelligence and implication for career development in selected Federal Universities in South East, Nigeria. The study sought to assess the significant areas that require emotional intelligence in the management of selected Federal Universities in South East, Nigeria; assess the implication of emotional intelligence on the non-academic staff; ascertain the attributes of emotional intelligence that enhance academic staff career development; determine the extent of the relationship between motivation and training and examine the extent to which emotional intelligence affect career development in selected Federal Universities in South East, Nigeria. The study adopted the survey research design and data were collected from primary source through questionnaire and oral interview. Data were also obtained from secondary sources. The target population of the study comprised both academic and non-academic staff of Federal Universities in South East, Nigeria. A sample size of six hundred and fifty one (651) respondents was determined using the Finite population formula of Godden (2004). The chi-square statistics, Z-test, linear regression and the Pearson product moment correlation coefficient through the application of statistics package for social science (SPSS 17.0 windows) were used to test the hypotheses stated. The findings indicated that leadership, negotiation and decision making are significant areas that require emotional intelligence in the management of selected Federal Universities in South East, Nigeria; the implication of emotional intelligence on non-academic staff are team work, job satisfaction and management of stress; self-regulation, motivation and empathy are attributes of emotional intelligence that enhance academic staff career development; there is a significant positive relationship between motivation and training and emotional intelligence has significant effect on career development in selected Federal Universities in South East, Nigeria. The study concluded that emotional intelligence has tremendous implication on career development of staff. The study recommended that management should ensure that the concept of emotional intelligence is developed over the life span of staff through enhanced training, and also organizations should map out strategies to manage worker’s stress, which will help in career success.
The study sought to determine the extent to which risk identification affects organizational productivity in selected federal health institutions, ascertain the extent of the relationship between risk assessment and creativity in selected federal health institutions, determine the effect of risk response strategy on innovation in selected federal health institutions, determine the nature of the relationship between risk management and organizational effectiveness in selected federal health institutions and ascertain the extent at which internal environment affects organizational growth in selected federal health institutions. The study had a population size of 4535, out of which a sample size of 553 was realised using Freund and Williams’s formula at 5% error tolerance and 95% level of confidence. Instrument used for data collection was primarily questionnaire and interview. Out of 553 copies of the questionnaire that were distributed, 506 copies were returned while 47 were not returned. The descriptive survey research design was adopted for the study. The hypotheses were tested using Pearson product moment correlation coefficient and simple linear regression statistical tools. The findings indicate that risk identification significantly affects organizational productivity in selected federal health institutions (r = 0.764; F = 418.677; t= 13.516; p= 0.05 ) . There is a significant relationship between risk assessment and creativity in selected federal health institutions (r =. 955, p < .05). Risk response strategy has a significant effect on innovation in selected federal health institutions ( r = 0.782 ; F= 4.4103; tc = 9.149 > tt = 1.96; p < 0.05). There is a positive relationship between risk management and organizational effectiveness in selected federal health institutions (r =.583, p tt = 1.96; p < 0.05). The study concluded that risk management is a corner stone of good corporate governance which must result in to better service delivery, efficient and effective use of scarce resources .The study recommended that risk management should be a common thread throughout the entire organization. The study recommends that all health institutions should critically carryout risk management programmes, so as to enjoy inherent benefits of the programme and there should be continuous training and development programmes for those who work under risk/safety and emergence units on how to assess risk, handle risk and manage risk for organizational effectiveness and Firms should integrate risk management into their organization’s philosophy, practices and business plans rather than being viewed or practiced as a separate programme and that would allow them to see risk management as a proactive activities rather than reactive.
Impact of Performance Appraisal on Employees’ Job Performance using Keystone Bank Limited as case study. The main objective of the study was to determine whether performance appraisal has any impact on job performance of employees and the extent of such impacts. In service industries e.g. Bank s, the service is fast, more efficient, and product are delivered on time leading to customer satisfaction and more profit are achieved. The researcher adopted the primary method of data collection through the use of structured questionnaire. Research show that performance appraisal has positive impact on employees’ job performance. Moreover, the respondents all agreed that the Behavioural Checklist and Scales Appraisal System was the best appraisal system to be adopted by an organization. Based on the-research findings, the researcher recommends among others that organization and employees must have a clear idea of where the organization is going and employees must understand how their job contributes to the goals of the company. Besides, employees must be given the needed trainings to ensure they have the skills needed to perform their work. Finally, the researcher further recommends that supervisors must give feedback to employees about their performance on regular basis not just at formal appraisal times.
The study sought to identify the benefits derived from corporate governance practice, assess the challenges encountered in corporate governance practice, and determine the nature of the relationship between corporate governance and organizational effectiveness. The study has a population size of 613, out of which a sample size of 242 was realized using Taro Yamane’s Formula at 5% error tolerance and 95% level of confidence. The Instruments used for data collection were questionnaire and interview. A total of 242 copies of the questionnaire were distributed while 191(79%) copies were returned and 51(21%) were not returned. The Survey research design was adopted for the study. Three hypotheses were tested using Pearson product moment correlation coefficient and chi- square statistical tools. The findings indicated that good corporate governance practice improves corporate performance, improves access to international capital markets and attracts quality foreign investments. Supply of accounting information, demand for information and monitoring cost are challenges encountered in corporate governance practice. There is a positive relationship between corporate governance practice and organizational effectiveness. The study recommended that organisations should be providing shareholders with periodic reports on changes affecting the shareholders in the company, and should hold regular meetings with members of the Board of Directors to ensure that their roles should be done.
This study investigated the impact of labour turnover on the performance of selected deposit banks in Enugu Metropolis. There has been the problem of high rates of resignation and dismissal in deposit banks. The objectives of this study are: to identify the cause (s) of labour turnover in Enugu Metropolis, to assess the extent to which labour turnover affect the workload and effectiveness of the remaining bank employees in Enugu deposit banks, to examine the impact of labour turnover on the profitability of deposit banks in Enugu Metropolis and to ascertain the effectiveness of policy used by deposit banks to reduce labour turnover. Survey research design was adopted for the study because questionnaire and oral interview were used as the research instrument for data collection. Out of the 19 deposit banks in Enugu, 4 was purposively selected with a total population of 787 employees and a sample size of 265 drawn from Yamane’s formula at 5% error of tolerance and 95% level of confidence. Hypotheses 1 and 2 were tested using Chi-square while hypotheses 3 and 4 were tested using Z-test statistical tools. The findings show that: poor remuneration is the main cause of labour turnover in deposit banks (X2c = 30.629 > X2t = 21.03), labour turnover has a positive and significant effect on employees’ workload and effectiveness (X2c = 40.750 > X2t = 21.03), labour turnover has a negative impact on profitability of deposit banks (Zc = 2.299 > Zt =1.96) and policy of collective bargaining has a negative and significant impact on labour turnover reduction (Zc = 2.671 > Zt 1.96). The study concluded that dealing with labour turnover calls for collective and continuous efforts of all employers, employees and stakeholders of selected deposit banks in Enugu Metropolis. The study recommended that: Nigerian banks should enhance remuneration of staff in order to reduce labour turnover and cost, they should make sure that most of their staff are exposed to different job descriptions so that staff can work in another department when there is labour turnover, there is need to select the right and capable candidates that can render quality services to customers in order to reduce loss of personal account and good communication should be improve by allowing staff to freely air their mind without threat from their superior.
Implications of Computer Introduction to Business Organizations (The Case of Selected Commercial
Banks in Enugu Metropolis, Namely, First Bank. of Nigeria Plc and Union Bank of Nigeria Plc)
The Impact of Foreign Exchange squeeze
on Capacity Utilization: A Case Study of
Nigerian Cement Company, Nkalagu and
Diamond Breweries PLC Enugu
Establishing of Small Scale Industries –
Problems and Prospects: The Comparative Analysis of Pharmaceutical and Cosmetics Industries in Lagos Nigeria
Corporate Strategic Reengineering and Repositioning in the Nigerian Manufacturing Industries (An Appraisal Study of Nigerian Breweries Plc)
Impact Of Motivation On Productivity
Performance Rating Of Companies Workforce
In Enugu Metropolis
A Comparative Study Of Job Evaluation
Practices in Private and Public Companies
A Survey of Some Selected Firms in Port
Financing of Small Scale Businesses in Anambra State through the Co-Operative Thrift and Credit Societies
How Entrepreneurs Manage the Funds and
Finances Available to them. A Study of
Entrepreneurs in Enugu Town
Re-Engineering the Printing Industry in