Research Interests:
Research Interests:
Conflict is a necessary aspect of organizational life. Its presence at the workplace infuses innovation and creative mindset in people through diversity of constructive opinions and criticisms. Although some theories support its... more
Conflict is a necessary aspect of organizational life. Its presence at the workplace infuses innovation and creative mindset in people through diversity of constructive opinions and criticisms. Although some theories support its encouragement while others condemns it. Given today’s new business order which promote and advocates collective participation in decision making, the need for constructive conflict becomes even more than necessary. It was in regard that this study theoretically reviewed the contributory influence of conflict management strategies as a precursor for enthronement of industrial harmony in contemporary workplaces with emphasis on Rivers State University. The study reviewed extant literature on the meaning and nature of all the study variables of study and discovered that no organization irrespective of the kind of business or industry they are in can progress effectively without giving room for constructive conflict to thrive while managing the destructive aspec...
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This study extensively reviewed extant literature on the sociological theory of organizational isomorphism and its influence on corporate survivability. Isomorphism explains the forces that persuade and trigger organizations to pattern or... more
This study extensively reviewed extant literature on the sociological theory of organizational isomorphism and its influence on corporate survivability. Isomorphism explains the forces that persuade and trigger organizations to pattern or recreate itself towards homogeneity. Going by our literary diagnosis, it was observed that the success and failure of an organization is largely tied to its responsiveness towards environmental expectations. Hence, isomorphic pressures such as coercive influence, normative behavior and mimetic process are associated with both opportunities and threats which have the potentials to make or mar the fortunes of organizations. Consequently, the study concludes that organizational survival is only possible in a climate of environmental awareness and swift responses and adaptation to isomorphic dictates. Therefore, we recommend that organizations should develop sustainable resilient behaviors through adaptive capacity building, situation awareness and key...
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Modern organizations are characterized by a diversified workforce, resulting in the multiplicity of attitudes and behaviors among members. There are those who have a penchant for arrogating unrealistic competences to themselves either... more
Modern organizations are characterized by a diversified workforce, resulting in the multiplicity of attitudes and behaviors among members. There are those who have a penchant for arrogating unrealistic competences to themselves either ignorantly or as a personal impression management strategy. Given this understanding, this study conceptually reviewed the concept of overconfidence at work and the dangers and gains associated with it. After a critical literature exploration, it was discovered that overconfidence is an invasive behavior driven by three different forces in the individual which must be subdued in order to have a realistic understanding of self-competence. Based on this, we conclude that overconfidence is not a healthy cognitive phenomenon and should be avoided in the workplace because it brings nothing but halfway gains, irreparable damage, and embarrassments in the long term.
Keywords: Overconfidence, over-estimation, over-placement, over-precision, Demystifying, danger, gains
Keywords: Overconfidence, over-estimation, over-placement, over-precision, Demystifying, danger, gains
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The human aspect of every organization's resources remains the most revered and critical; more especially in the service sector such as the tertiary institutions where knowledge creation and dissemination is only made possible through... more
The human aspect of every organization's resources remains the most revered and critical; more especially in the service sector such as the tertiary institutions where knowledge creation and dissemination is only made possible through effective engagement of the right mix of talent in the right situations. Hence, this study critically reviewed extant literature on the concept of talent management and its contributory role in the enthronement of succession planning efforts in tertiary institutions owned by the State Government in Rivers State, Nigeria. Effective talent management indicates the extent an institution is able to attract, develop and retain the right pool of skilled individuals such that institutions do not ever experience shortfall in expertise in the future. Based on literature exploration, successful organizations are products of quality workforce arrangements through effective talent management and succession planning policies. Furthermore, the study reveals that Rivers State Government owned tertiary institutions have no visible operational talent management policy that promotes sustainable succession planning; rather the predominant practice is what we may call accidental replacement systems. ABSTRACT The human aspect of every organization's resources remains the most revered and critical; more especially in the service sector such as the tertiary institutions where knowledge creation and dissemination is only made possible through effective engagement of the right mix of talent in the right situations. Hence, this study critically reviewed extant literature on the concept of talent management and its contributory role in the enthronement of succession planning efforts in tertiary institutions owned by the State Government in Rivers State, Nigeria. Effective talent management indicates the extent an institution is able to attract, develop and retain the right pool of skilled individuals such that institutions do not ever experience shortfall in expertise in the future. Based on literature exploration, successful organizations are products of quality workforce arrangements through effective talent management and succession planning policies. Furthermore, the study reveals that Rivers State Government owned tertiary institutions have no visible operational talent management policy that promotes sustainable succession planning; rather the predominant practice is what we may call accidental replacement systems. The study therefore concludes that inconsistencies and inadequacies in managing core assets (talents) of the institutions is the main cause of paucity of competent and committed employees to deliver on the institutions' core mandate of progressive novel knowledge generation and dissemination to make the society a healthy place. Therefore, we recommend: i) That the administrators of these institutions go back to the drawing board and set things right before the entire system slides into entropy by reengineering the system's procedures and practices in such a manner that incorporates young talent discovery, attraction, retention and development through mentoring to facilitate transfer of tacit knowledge from the mentors to the mentees as well as regular training through grants for conferences, locally and internationally, to facilitate the acquisition of current knowledge needed for effective succession planning. ii) They should not give politicians any further room to make a mess of the sanctity of the system by declining acceptance of any unqualified applicants imposed on them for employment without merit.
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This study conceptually took a comparative overview of conflict and crisis phenomena as it relates to the current state of business operating environment which is riddled with so many threats and uncertainties. In doing this, extant... more
This study conceptually took a comparative overview of conflict and crisis phenomena as it relates to the current state of business operating environment which is riddled with so many threats and uncertainties. In doing this, extant reviews were made on the two variables in order to demystify the controversies surrounding their manifestations and impacts on the organization. Consequently, we discovered that both conflict and crisis phenomena are an indispensable part of human existence and environmental character. The comparative analysis explored revealed that both phenomena impact the organization negatively but at varying degrees. Crises are mainly associated with disaster and hazard that ruthlessly negate the functionality of the organization where the urgent response is not taken to mitigate it. While this goes, conflict is not completely a dangerous phenomenon in its entirety as people superficially perceive it to be. It is like a coin with two sides, the head and the tail; where the head represents success and the tail represents failure. The functional (head) aspect impacts the organization positively while the dysfunctional (tail) aspect leaves the organization with negative and destructive consequences just like a crisis. Therefore, we conclude that both conflict and crisis are inherent phenomena among people and their environments which cannot be eradicated but managed through the adoption of context-fit strategies. In this regards, we recommend that: i) in the face of conflict and crisis, the choice of management approach should mainly be guided by its type, level and phase ii) since conflict and crisis are endemic factors, managers should regularly carry out both internal and external diagnosis as a means of identifying early warning signs of disruptive conflicts and natural crisis's incubation periods and possible manifestation time so as to provide adequate proactive and reactive response strategies timely.
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The diverse nature of modern business operations has made it a strategic necessity to have a proper understanding of oneself as well as why others act the way they do, this is so as to work cooperatively, harmoniously, and freely with... more
The diverse nature of modern business operations has made it a
strategic necessity to have a proper understanding of oneself as well as why others act the way they do, this is so as to work cooperatively, harmoniously, and freely with them to mitigate conflict tendencies inherent in human nature. Therefore, achieving such harmonious and cooperative atmosphere is premised on the degree of emotional intelligence of all members of the organization irrespective of their level and position occupied. It was based on this notion that this study theoretically reviewed the literature on the meaning and nature of emotional intelligence construct, x-rayed its three basic models which explain the various ways an individual can display emotional intelligence competence. The study further situates emotional intelligence in the behavioural school of management thought. Consequently, the study found that emotional intelligence plays inestimable role in the promotion of group cohesiveness at the workplace through effective interpersonal relationship management competence. Given these findings, we conclude that in the organization, employee performance and industrial harmony to a great extent depend on how well and potent emotional intelligence is displayed by the people. Finally, the study recommended as follows: (i) that management of organization should emphasize the need for a sustained social interaction at the workplace among employees through orientation and training since it serves as a lubricant for group cohesiveness (ii) that businesses should provide the necessary leadership that will motivate people in the organization to trust one another and allow free flow of information, learning from one another and mutual support.
Keyword: Emotional intelligence, models, social awareness, relationship management, intrapersonal relations, interpersonal relations, behavioural school of management thought
strategic necessity to have a proper understanding of oneself as well as why others act the way they do, this is so as to work cooperatively, harmoniously, and freely with them to mitigate conflict tendencies inherent in human nature. Therefore, achieving such harmonious and cooperative atmosphere is premised on the degree of emotional intelligence of all members of the organization irrespective of their level and position occupied. It was based on this notion that this study theoretically reviewed the literature on the meaning and nature of emotional intelligence construct, x-rayed its three basic models which explain the various ways an individual can display emotional intelligence competence. The study further situates emotional intelligence in the behavioural school of management thought. Consequently, the study found that emotional intelligence plays inestimable role in the promotion of group cohesiveness at the workplace through effective interpersonal relationship management competence. Given these findings, we conclude that in the organization, employee performance and industrial harmony to a great extent depend on how well and potent emotional intelligence is displayed by the people. Finally, the study recommended as follows: (i) that management of organization should emphasize the need for a sustained social interaction at the workplace among employees through orientation and training since it serves as a lubricant for group cohesiveness (ii) that businesses should provide the necessary leadership that will motivate people in the organization to trust one another and allow free flow of information, learning from one another and mutual support.
Keyword: Emotional intelligence, models, social awareness, relationship management, intrapersonal relations, interpersonal relations, behavioural school of management thought
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This study extensively reviewed extant literature on the sociological theory of organizational isomorphism and its influence on corporate survivability. Isomorphism explains the forces that persuade and trigger organizations to pattern or... more
This study extensively reviewed extant literature on the sociological theory of organizational isomorphism and its influence on corporate survivability. Isomorphism explains the forces that persuade and trigger organizations to pattern or recreate itself towards homogeneity. Going by our literary diagnosis, it was observed that the success and failure of an organization is largely tied to its responsiveness towards environmental expectations. Hence, isomorphic pressures such as coercive influence, normative behavior and mimetic process are associated with both opportunities and threats which have the potentials to make or mar the fortunes of organizations. Consequently, the study concludes that organizational survival is only possible in a climate of environmental awareness and swift responses and adaptation to isomorphic dictates. Therefore, we recommend that organizations should develop sustainable resilient behaviors through adaptive capacity building, situation awareness and keystone vulnerability management to be able to synchronize the different isomorphic persuasions.
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The state of business operations' method is changing rapidly and assuming a new dimension and organizations that fail to synchronize these changes with potent strategies risk speedy entropy. Technology is changing the world and its impact... more
The state of business operations' method is changing rapidly and assuming a new dimension and organizations that fail to synchronize these changes with potent strategies risk speedy entropy. Technology is changing the world and its impact on virtually every aspect of human life is unfathomable. Therefore this paper looked at how globalization and industry 4.0 will affect training and retraining of employees in the developed and underdeveloped countries. After careful extant literature review, it proved that both globalization and industry 4.0 are phenomena driven by increased growth of technology in the West over the years. However, the study showed that developing and underdeveloped nations have not fared well in the midst of globalization movement as the losses incurred has exceeded the much promised benefits and a new era is about to be born which will entirely change manufacturing dynamics. In this circumstance, we deduced that for organizations operating in developing and underdeveloped countries to transit to the new era, training and retraining of their workforce must be on top gear so as to upscale their skills to meet the new challenges ahead. In line with that we recommend that organizations operating in developing and underdeveloped world should be conscious of the revolutionary and evolutionary nature of global business environments and ensure that they adapt appropriately without losing sight of the imperialistic tendencies of the West; that before the adoption of industry 4.0 system, there is need for a proper identification of the required skills set before following it up with adequate training and retraining programs to upscale their skills in that direction and also reduce the tendency for resistance and failure.
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This study theoretically reviewed the linkage between crisis management and corporate resilience of multinational oil and gas companies operating in Rivers State. In a bid to understand the meaning of the study variables and their... more
This study theoretically reviewed the linkage between crisis management and corporate resilience of multinational oil and gas companies operating in Rivers State. In a bid to understand the meaning of the study variables and their relationship, extant literature exploration was carried out and consequently discovered that crisis is an inescapable phenomenon that threatens an organization's survival if not handled with utmost sense of urgency. We also found that crisis can be induced by natural forces as well as human action. Therefore, we concluded that to survive and bounce back to normalcy in the face of crisis, organization must be resilience-driven in their behavior. Also, that extent to which they overcome this situation is dependent on how proactive and reactive they are in ameliorating its damaging consequences. Based on this, we recommended that Multinational oil and gas companies no matter how stable and rosy their environment are at any given time, they should not be carried away rather they should remain forward-looking by putting appropriate mechanisms such as proactive and reactive measures in place to combat crisis whenever it strikes.
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Multinational organizations play an essential role in the development on many emerging economies and as a result have been embraced by business leaders and scholars alike. However, the successes of these organizations depend largely on... more
Multinational organizations play an essential role in the development on many emerging economies and as a result have been embraced by business leaders and scholars alike. However, the successes of these organizations depend largely on their ability to adapt to a whole lot of challenges while operating in their various industries and host countries. These challenges stem from the social, legal, economic and technological environments of their host communities as well as the actual toxicity of some of their activities on the ecology of their host communities. This paper, therefore, reviewed these issues and how these organizations respond to them in their respective host countries and found that in Nigeria the multinational organizations have not done well in the improvement of the living standards of their host communities as their operations have brought them with loss of their ecosystem and primary means of existence as aided by the government actions and inactions; thereby generating regular clash and disharmony among them. Based on this we recommend: That multinational organization should carry out their productive activities in line with global best practices without hiding under their host countries weak environmental regulatory framework to cheat and undermine the rights and privileges of members of their host communities
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The employees remain the lifeblood of the organization as its success or failure depends largely on their performance and commitment; and as such managers are saddled with the responsibilities of sourcing and acquiring the best of them... more
The employees remain the lifeblood of the organization as its success or failure depends largely on their performance and commitment; and as such managers are saddled with the responsibilities of sourcing and acquiring the best of them irrespective of wherever they are located. Consequently, this result in a highly diverse workforce which if not properly managed can lead to a total failure of the organization as a result of its inherent conflict tendency. In view of this, this study is billed to theoretically review the changing trend in workers demographic profiles through the lens of X, Y and Z generational cohorts. In the cause of extant literature review, we discovered that there is a great diversity between the different generational class and such dichotomy presents the organization with both competitive advantages as a result of varied talents and skills among the workforce and conflict tendencies due to differences in the value system and experiences encountered by each generation. However, in order to fully maximize the potentials benefits of diversity in a changing world of business, we critically determined some possible and potent strategies through which its associated challenges can be overcome. Finally, we conclude that through generational-friendly policies and strategies like acceptance of the uniqueness of each cohort, rapid knowledge transfer across cohort, diversity receptiveness training programs, synergy etc. a manager can transform the supposed differences into competitive advantage for the organization and recommended that for organizations to thrive in this new economic order, managers should recognize and accept that there is a unique ability inherent in every generational class necessary for its goal attainment.
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Building a sustainable entrepreneurial posture within an organization is a necessary shortcut to business prosperity and perpetuation even in a constantly changing environment of business. It particularly promotes business functionality... more
Building a sustainable entrepreneurial posture within an organization is a necessary shortcut to business prosperity and perpetuation even in a constantly changing environment of business. It particularly promotes business functionality through its creative and innovative tendency needed to meet and surpass the ever changing customers' expectations from service providers. Given this understanding, it is the purpose of this study to theoretically review the role of leadership styles in the advancement of entrepreneurial orientation strategy in business operation. In order to achieve this purpose, the study was divided into the following slants: the meaning and nature of leadership styles, taxonomies of leadership, the concept of entrepreneurial orientation, key components of entrepreneurial orientation, and nexus between leadership styles and entrepreneurial orientation. Finally, the study concluded that the concept of leadership styles has a positive influence on organizational behavior such as entrepreneurial orientation which has the ability to position a business competitively better and well ahead of their rivals in both large and small organizations. Based on this, we recommend that: i) in order to achieve organizational goal, quality leadership should be given atoppriority ii) that the adoption of leadership style should be based on situation and not based on what worked in the past iii) that through good leadership style such democratic, charismatic, transformational and transactional style, entrepreneurial orientation posture can be developed and sustained in contemporary business management.