This study explores the causes of business failures especially manufacturing firms in Ikwerre Local Government Area (KELGA) of Nigeria. The study samples were drawn from five (5) randomly selected manufacturing firms such as Rizonpalm... more
This study explores the causes of business failures especially manufacturing firms in Ikwerre Local Government Area (KELGA) of Nigeria. The study samples were drawn from five (5) randomly selected manufacturing firms such as Rizonpalm Limited, Unizon Limited, Johnson Nigeria Limited, Chinda Limited, and Chizi Limited. Data were collected through the use of questionnaire and personal interviews of the sample elements
This paper examined the relationship between leader ingratiatory impression management and subordinate job involvement in the telecommunication industry in Nigeria. Using questionnaire as the main research instrument, data were collected... more
This paper examined the relationship between leader ingratiatory impression management and subordinate job involvement in the telecommunication industry in Nigeria. Using questionnaire as the main research instrument, data were collected from a sample of 306 employees of 6 telecommunication firms that are operational. A total of 279 copies of the questionnaire were retrieved representing 91% response rate. Demographic characteristics of respondents are presented in form of distribution with emphasis on gender, academic qualification, status and tenure, while Spearman Rank Correlation Coefficient was utilized to test the hypothesized statements using the SPSS software version 21. The results revealed that: (1) leader other-enhancement ingratiatory strategy significantly associated with job involvement; (2) leader opinion conformity ingratiatory strategy is significantly associated with subordinate job involvement; (3) leader self-presentation ingratiatory strategy is significantly associated with subordinate job involvement; and (4) leader favour-doing ingratiatory strategy is significantly associated with subordinate job involvement. The study concluded that leaders who effectively ingratiate their subordinates prompt them to be job involved for maximal performance. The study recommended that: (a) Managers in the Nigerian telecommunication industry should effectively ingratiate their subordinates to enhance their expanse of likeability and attractiveness to them. This will vitalise good quality exchanges, and result in subordinate attitudinal and behavioural compliance. (b) Managers in the focal industry should effectively ingratiate their constituents based on goal-relevance and value-orientedness to harness social influence and power. (c) Managers in the Nigerian telecommunication industry should effectively ingratiate their subordinates to elicit their pristine emotions that can interface with rational analysis. (d) Managers, in the firms investigated, should effectively ingratiate their constituents to earn positive evaluation and admiration earn social influence and power.
Organizations concerned with the productivity of their workers do so in the realization that organizational performance cannot be separated from that of the workers. Often organizations have sought to enhance their performance through... more
Organizations concerned with the productivity of their workers do so in the realization that organizational performance cannot be separated from that of the workers. Often organizations have sought to enhance their performance through deliberate efforts to develop the competences of their workers as a major plank of competence management. Such efforts include project works, skill training, and mentoring. This paper examines these and their contributions to the productivity performance of corporations in Nigeria in terms of cost minimization, time minimization, waste minimization, product line, output level, and product quality; and recommends courses of action for their application by both management practitioners for Human Resource Management and scholars for research.
Organizations comprise of ordered task arrangements and relationships geared towards the achievement of specified objectives. The success of such arrangements and relationships are most often premised on the effective motivation of... more
Organizations comprise of ordered task arrangements and relationships geared towards the achievement of specified objectives. The success of such arrangements and relationships are most often premised on the effective motivation of members, interaction between members, and the resilience of the leader. In this study we argue, that given the social context the organization affords its members and the diverse groups which comprise those contexts, the effectiveness of leadership would be based on its ability to meet the expectations of its followers. One way this can be achieved is through emotional reflexivity which entails the practice of reflection, morphing and alteration of emotions or emotional states as a means of adapting to situations and the expectations of social groups. We first reviewed literature on the concept of the variables, and thereafter the role of emotional reflexivity in terms of emotional experience, identification and display on the effectiveness of leadership. In conclusion we found that emotional reflexivity affords leadership a more flexible approach towards social issues and relationships.
Worker Competence Management (WCM) has been proposed as a unique and complete process of managing the competences of workers for superior performance. The purpose of this paper is to examine some of its various dimensions and recommend... more
Worker Competence Management (WCM) has been proposed as a unique and complete process of managing the competences of workers for superior performance. The purpose of this paper is to examine some of its various dimensions and recommend courses of action for its application for both Human Resource Management practitioners and scholars. The paper examines literature on the area to develop frameworks of the domains, process, functions and tasks of Worker Competence Management. This is intended to critique the extant works related to it, define the gap that the paper seeks to fill and actually fill the gap with its findings. The study reveals the existence of a "theoretical or academic jungle" about the subject and provides some classificatory taxonomy that imposes some order upon the jungle. It finds clear-cut courses of action for Human Resource Management and research on WCM. Not all conceivable functions and tasks or activities in the Worker Competence Management process are covered by the paper. Also not covered is its context. The WCM activities the paper discuses suggest courses of action organizations could take or agenda they could follow in managing the competences of their workers for superior performance. For research, it is now possible to approach the concept of Worker Competence Management from different well defined perspectives given the proposed taxonomy and operationalized concept for study. A very useful agenda for management practitioners and scholars who seek directions in distilling from theories, practical steps to enhance the management of the competences of workers and studying how these are managed from the point of view of Competence Management Theory.
KEYWORDS: Taxonomy/Domains of Worker Competence Management (T/D-WCM), Worker Competence Management Process (WCMP), Competence Planning (CP), Competence Development (CD), Competence Monitoring (CM), WCM Indices.
