Drafts by Lawrence A B R A H A M Onochie
Available at SSRN: https://ssrn.com/abstract=3572003 or http://dx.doi.org/10.2139/ssrn.3572003, 2020
This study examines Boko Haram insurgency in the North-East of Nigeria, with a perspective focus ... more This study examines Boko Haram insurgency in the North-East of Nigeria, with a perspective focus on how the sect emerges and the unprecedented onslaughts the group has unleashed on the population and the government of Nigeria. It also discusses the strategies and dynamics including the methodology their war farers adopted to carry out attacks on the public. The study uses theories to debate the sect’s emergence and politics most especially as it bothers on Nigeria’s configurations. It proffers solutions to addressing the menace against collapse of national security and the corporate existence of Nigeria as one nation in unity in diversity. The significance of the study is primarily to explain the emergence of terrorism in Nigeria brought by the Boko Haram sect. This necessitated the descriptive historical analysis made for this justification.
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Papers by Lawrence A B R A H A M Onochie
SSRN, 2020
Stress is an unavoidable factor in everyone’s lives, people deal with it more than once in their... more Stress is an unavoidable factor in everyone’s lives, people deal with it more than once in their lifetime. Stress may be defined as a feeling of physical, psychological or emotional tension which is developed by different circumstances or events that occur in our lives. In every organization, employees are the backbone that ensures the smooth running of the business, but as a matter of fact, these employees are ordinary people who are vulnerable to any and all threats, be it physical, emotional and psychological and this includes stress which can cause them to lose focus in their activities and accumulate low performance in most and/or all their functions as they may be distracted thinking about their own problems at the expense of their work.
Despite that, stress can also be positive because it pushes people to do more and fulfil their obligations. Stress is not uncontrollable, It can be managed in order to protect any sort of negative impacts/ effects. This process is called stress management which means methods of handling and/or controlling stress. Stress management has a huge effect on employees and their performance as it brings about positivity and competence, therefore, it has an even greater impact on the organization because if their employees are stress-free, they are at least 95% focused in their duties, thus the businesses advantages increase. This study therefor is undertaken to investigate the Challenges Affecting Stress Management within an Organization and its Consequences on Employees’ Performance, to determine what causes stress, identify the different dimensions of stress, and how to handle or manage stress.
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SSRN, 2020
Purpose: One of the major areas on HRM is how to develop employees and get the most efficient out... more Purpose: One of the major areas on HRM is how to develop employees and get the most efficient out of them by retaining employees and reducing an organization's turnover rate. People leave organizations all the times, depending on various reasons that might be personal and out of the control of the employee, and/or either due to conflict of interest or employees seeking a change in their careers. There are various possible factors of the range of control of the organization. However, it has been observed that organizations can keep their employees longer if they are oriented and well- trained. In this paper, investigation will be on the impact of employees' orientation as a tool towards reducing high turnover rates.
Methodology: Both primary and secondary data were used to gather information for this investigation. The secondary data was obtained from articles, blogs, papers online, and textbooks. The questionnaires were sent to respondents electronically via Google forms. A link was produced: Https://forms.gle/GEgBCklkmlkMXmL9 after the survey was built, it was shared amongst respondents with an attached letter of clarification explaining the process of participation which was on voluntary basis. The survey was opened for a span of one week and within a week 144 surveys were filled and submitted above the benchmark which targeted 100 participates. The targeted audience was a random selection of The Gambia’s workforce, there was no specific organization under reviewed.
Findings: The Statistics of this survey shows that very few numbers of employees stayed with an organization for more than 5 years of employment which indicates a high turnover. Over 73% of the respondents received orientation prior to job engagement with little and/or less information about how to do their jobs. Whereas, over 27% of employees never received any orientation. Results also show that management does not get involved often in ensuring that their newly hired employees understand what-to-do? And how-to-do-their jobs, rather most employees ended up learning their jobs by themselves. Finally, this survey recorded 38% for employees’ feedback and 66% of the time management does not respond to staff feedback. Feedback is one of the most ideal ways of improvement but management concentrates less on it. On the side of training and development, 42% of the respondents believe that orientation helps in reducing the rate at which people leave an organization. While 36% feel neutral about this statement and 50% of the respondents believe that orientation helps in retaining employees.
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Drafts by Lawrence A B R A H A M Onochie
Papers by Lawrence A B R A H A M Onochie
Despite that, stress can also be positive because it pushes people to do more and fulfil their obligations. Stress is not uncontrollable, It can be managed in order to protect any sort of negative impacts/ effects. This process is called stress management which means methods of handling and/or controlling stress. Stress management has a huge effect on employees and their performance as it brings about positivity and competence, therefore, it has an even greater impact on the organization because if their employees are stress-free, they are at least 95% focused in their duties, thus the businesses advantages increase. This study therefor is undertaken to investigate the Challenges Affecting Stress Management within an Organization and its Consequences on Employees’ Performance, to determine what causes stress, identify the different dimensions of stress, and how to handle or manage stress.
Methodology: Both primary and secondary data were used to gather information for this investigation. The secondary data was obtained from articles, blogs, papers online, and textbooks. The questionnaires were sent to respondents electronically via Google forms. A link was produced: Https://forms.gle/GEgBCklkmlkMXmL9 after the survey was built, it was shared amongst respondents with an attached letter of clarification explaining the process of participation which was on voluntary basis. The survey was opened for a span of one week and within a week 144 surveys were filled and submitted above the benchmark which targeted 100 participates. The targeted audience was a random selection of The Gambia’s workforce, there was no specific organization under reviewed.
Findings: The Statistics of this survey shows that very few numbers of employees stayed with an organization for more than 5 years of employment which indicates a high turnover. Over 73% of the respondents received orientation prior to job engagement with little and/or less information about how to do their jobs. Whereas, over 27% of employees never received any orientation. Results also show that management does not get involved often in ensuring that their newly hired employees understand what-to-do? And how-to-do-their jobs, rather most employees ended up learning their jobs by themselves. Finally, this survey recorded 38% for employees’ feedback and 66% of the time management does not respond to staff feedback. Feedback is one of the most ideal ways of improvement but management concentrates less on it. On the side of training and development, 42% of the respondents believe that orientation helps in reducing the rate at which people leave an organization. While 36% feel neutral about this statement and 50% of the respondents believe that orientation helps in retaining employees.
Despite that, stress can also be positive because it pushes people to do more and fulfil their obligations. Stress is not uncontrollable, It can be managed in order to protect any sort of negative impacts/ effects. This process is called stress management which means methods of handling and/or controlling stress. Stress management has a huge effect on employees and their performance as it brings about positivity and competence, therefore, it has an even greater impact on the organization because if their employees are stress-free, they are at least 95% focused in their duties, thus the businesses advantages increase. This study therefor is undertaken to investigate the Challenges Affecting Stress Management within an Organization and its Consequences on Employees’ Performance, to determine what causes stress, identify the different dimensions of stress, and how to handle or manage stress.
Methodology: Both primary and secondary data were used to gather information for this investigation. The secondary data was obtained from articles, blogs, papers online, and textbooks. The questionnaires were sent to respondents electronically via Google forms. A link was produced: Https://forms.gle/GEgBCklkmlkMXmL9 after the survey was built, it was shared amongst respondents with an attached letter of clarification explaining the process of participation which was on voluntary basis. The survey was opened for a span of one week and within a week 144 surveys were filled and submitted above the benchmark which targeted 100 participates. The targeted audience was a random selection of The Gambia’s workforce, there was no specific organization under reviewed.
Findings: The Statistics of this survey shows that very few numbers of employees stayed with an organization for more than 5 years of employment which indicates a high turnover. Over 73% of the respondents received orientation prior to job engagement with little and/or less information about how to do their jobs. Whereas, over 27% of employees never received any orientation. Results also show that management does not get involved often in ensuring that their newly hired employees understand what-to-do? And how-to-do-their jobs, rather most employees ended up learning their jobs by themselves. Finally, this survey recorded 38% for employees’ feedback and 66% of the time management does not respond to staff feedback. Feedback is one of the most ideal ways of improvement but management concentrates less on it. On the side of training and development, 42% of the respondents believe that orientation helps in reducing the rate at which people leave an organization. While 36% feel neutral about this statement and 50% of the respondents believe that orientation helps in retaining employees.