- Human Capital group, Brunei LNG, Lumut, Brunei.
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- Samuel Ajayi is a seasoned HR professional and Generalist with strong inclination to faith and spirituality, a certif... moreSamuel Ajayi is a seasoned HR professional and Generalist with strong inclination to faith and spirituality, a certified lean practitioner and CIPD certified facilitator. Member of South Africa Board of People Practice (SABPP), currently works with the Shell Petroleum group subsidiary company- the Nigeria Liquefied Natural Gas (LNG), plant site Bonny Island.edit
This study examines gender-based violence at workplace using Egor Local Government, Edo State, Nigeria as a case study. A sample of 180 respondents comprising of 100 females and 80 males was selected from Egor Local council area, Benin... more
This study examines gender-based violence at workplace using Egor Local Government, Edo State, Nigeria as a case study. A sample of 180 respondents comprising of 100 females and 80 males was selected from Egor Local council area, Benin municipality, Edo state Nigeria. The objectives of the study is to investigate the prevalence of gender-based violence and its toll on the performance of workers of Egor Local Government of Edo State and proffer solutions in curbing gender-based violence at workplace in all the organizations in the state.
Stress is a universal and common challenge to organization and employee productivity, it is the reality of modern day workplace. Employees working in different sectors and organizations have to deal with stress. Bank workers are among the... more
Stress is a universal and common challenge to organization and employee productivity, it is the reality of modern day workplace. Employees working in different sectors and organizations have to deal with stress. Bank workers are among the group of workers under a great deal of stress due to many antecedents of stress. Stress contributes to decreased organizational performance, decreased employee overall performance, high error rate and poor quality of work, high staff turnover, and absenteeism due to health problems such as anxiety, emotional disorder; work life imbalance ; depression and other forms of ailments such as frequent headache; obesity and cardiac arrests. This paper aims to examine the impact of job related stress on employee performance and job satisfaction. A sample of 150 employees from the Nigerian Bank industry of Nigeria was used for this survey. Components of job stress namely: Lack of administrative support; excessive work load and work demand; problematic customer relations; co-worker's relationship; family & work life balance and associated job risks were examined in this study. The objective of the study is to explore the stress related problems of bankers and examine the relationship between stress and performance and the impact of stress on employee performance. The results show that all these factors of stress cause great stress in Nigerian bankers and negatively impacts their performance. The findings of this study support the findings of a similar study on banking sector of Pakistan conducted by Usman Basher and Muhammad Ismail which showed that job stress significantly reduce the performance of an individual. Job stress is considered rising and has
Communication has crucial impacts within or among workgroups in that organization Communication can be a channel to flow information, resources, and even policies. Given the importance of effective communication on organization... more
Communication has crucial impacts within or among workgroups in that organization Communication can be a channel to flow information, resources, and even policies. Given the importance of effective communication on organization performance , further research is needed to explore this topic as it relates to the organization behaviour field. To this end, this study assesses the impacts of organizational communication on organization performance. The result of this study reveals that there is greater communication among people of same level than people of different level in the organization. It was revealed that organizational environment affects communication effectiveness and that communication has significant effect on organization performance. A relationship exists between effective communication and workers' performance. It was recommended that management should ensure all employees take deliberate steps to improve on their communication skills for them to be aware of the effect of communication on performance, also management should create an environment that supports open and safe communication void of communication barriers so as to improve employee productivity and organizational performance.
Research Interests:
This report investigates the method and process involved in identifying and meeting learning and development needs of the employees of Production Division (PD) of the Nigeria LNG limited. 90% of the employees surveyed are aware and well... more
This report investigates the method and process involved in identifying and meeting learning and development needs of the employees of Production Division (PD) of the Nigeria LNG limited.
90% of the employees surveyed are aware and well informed about the process and found it effective and helpful in their professional and personal development. Respondents suggested improvement for the process in the areas of simplicity; user friendliness of the process; supervisors’ attitudes and effectiveness in carrying it out the process.
90% of the employees surveyed are aware and well informed about the process and found it effective and helpful in their professional and personal development. Respondents suggested improvement for the process in the areas of simplicity; user friendliness of the process; supervisors’ attitudes and effectiveness in carrying it out the process.
Research Interests:
Abstract The Nigeria LNG Limited (NLNG) has traditionally used training that has a residential, face- to- face methodology in delivering most of its work place training, but in recent time has started to utilize e- learning as a system... more
Abstract
The Nigeria LNG Limited (NLNG) has traditionally used training that has a residential, face- to- face methodology in delivering most of its work place training, but in recent time has started to utilize e- learning as a system which is more flexible than the traditional face-to-face practices.
E-learning is gaining an increasing attention in the strategy of the Learning and Development department of the Nigeria LNG limited due to the benefits associated with it, including the ability to consolidate education and training across geographical and time constraints, and cost efficiency.
This paper provides a comparative analysis between Instructor Led Training (ILT) and E-Learning as presently obtained in NLNG, based on information and data obtained from the staff of NLNG staff children school who participated in an e-learning programme that consists of fifteen different modules.
All the respondents agree that E-Learning is a useful training tool, 90% of the respondents said that they prefer to have the course on E-Learning platform to face-to-face classroom training, while 3% is undecided and 7% preferred the traditional class room training to E-Learning.
88% of the respondents said they would like to have more of their training on-line because of the benEfits inherent with on-line training.
97% of the respondents said that setting up the course on their computer was easy to achieve, while 3% claimed to encounter some initial set up problems, and finaly 95% of the respondents agreed that having the course modules on-line saves their department time and cost.
This paper also examined the cost benefit ratio of E-learning and arrived at a cost benefit ratio (cbr) of 1:5
Key words: E-learning; training; costs and benefits.
The Nigeria LNG Limited (NLNG) has traditionally used training that has a residential, face- to- face methodology in delivering most of its work place training, but in recent time has started to utilize e- learning as a system which is more flexible than the traditional face-to-face practices.
E-learning is gaining an increasing attention in the strategy of the Learning and Development department of the Nigeria LNG limited due to the benefits associated with it, including the ability to consolidate education and training across geographical and time constraints, and cost efficiency.
This paper provides a comparative analysis between Instructor Led Training (ILT) and E-Learning as presently obtained in NLNG, based on information and data obtained from the staff of NLNG staff children school who participated in an e-learning programme that consists of fifteen different modules.
All the respondents agree that E-Learning is a useful training tool, 90% of the respondents said that they prefer to have the course on E-Learning platform to face-to-face classroom training, while 3% is undecided and 7% preferred the traditional class room training to E-Learning.
88% of the respondents said they would like to have more of their training on-line because of the benEfits inherent with on-line training.
97% of the respondents said that setting up the course on their computer was easy to achieve, while 3% claimed to encounter some initial set up problems, and finaly 95% of the respondents agreed that having the course modules on-line saves their department time and cost.
This paper also examined the cost benefit ratio of E-learning and arrived at a cost benefit ratio (cbr) of 1:5
Key words: E-learning; training; costs and benefits.
Research Interests:
ABSTRACT This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study. First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the... more
ABSTRACT
This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study.
First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country’s largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches , as well as online services, with its global reach and currently it is Nigerian's largest bank by assets.
Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach.
This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria.
450 well –structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses.
Research questions were raised based on the research objectives and hypotheses.
Chi ( ) statistical test was deployed to test the various hypotheses formulated in the study. The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Financial motivation involving monetary rewards have greater impact on performance and organizational productivity.
This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study.
First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country’s largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches , as well as online services, with its global reach and currently it is Nigerian's largest bank by assets.
Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach.
This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria.
450 well –structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses.
Research questions were raised based on the research objectives and hypotheses.
Chi ( ) statistical test was deployed to test the various hypotheses formulated in the study. The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Financial motivation involving monetary rewards have greater impact on performance and organizational productivity.
Research Interests:
ABSTRACT Communication has crucial impacts within or among workgroups in that organization Communication can be a channel to flow information, resources, and even policies. Given the importance of effective communication on organization... more
ABSTRACT
Communication has crucial impacts within or among workgroups in that organization
Communication can be a channel to flow information, resources, and even policies. Given the
importance of effective communication on organization performance , further research is
needed to explore this topic as it relates to the organization behaviour field. To this end, this study assesses the impacts of organizational communication on organization performance. The result of this study reveals that there is greater communication among people of same level than people of different level in the organization. It was revealed that organizational environment affects communication effectiveness and that communication has significant effect on organization performance.
A relationship exists between effective communication and workers’ performance.
It was recommended that management should ensure all employees take deliberate steps to improve on their communication skills for them to be aware of the effect of communication on performance, also management should create an environment that supports open and safe communication void of communication barriers so as to improve employee productivity and organizational performance.
Keywords: Effective Communication; Workers’ Performance; Organizational Performance; Communication System.
Communication has crucial impacts within or among workgroups in that organization
Communication can be a channel to flow information, resources, and even policies. Given the
importance of effective communication on organization performance , further research is
needed to explore this topic as it relates to the organization behaviour field. To this end, this study assesses the impacts of organizational communication on organization performance. The result of this study reveals that there is greater communication among people of same level than people of different level in the organization. It was revealed that organizational environment affects communication effectiveness and that communication has significant effect on organization performance.
A relationship exists between effective communication and workers’ performance.
It was recommended that management should ensure all employees take deliberate steps to improve on their communication skills for them to be aware of the effect of communication on performance, also management should create an environment that supports open and safe communication void of communication barriers so as to improve employee productivity and organizational performance.
Keywords: Effective Communication; Workers’ Performance; Organizational Performance; Communication System.
Research Interests:
Corporate Social Responsibility (CSR) is a highly volatile and sensitive issue in Africa especially in the oil producing nations like Nigeria, where the deltaic region of the South East and South South part of the country have been... more
Corporate Social Responsibility (CSR) is a highly volatile and sensitive issue in Africa especially in the oil producing nations like Nigeria, where the deltaic region of the South East and South South part of the country have been involved in constant unrest with the multinational oil and gas corporations operating in these regions. Even though there are legislations and government decrees to enforce CSR compliance, these are violated with impunity and the government is at the mercy of these multinationals to provide employment and other economic benefits of their operations at the expense of the community wellbeing and safe and clean environment. A caring and responsible organization recognizes that its economic activities have deeper impact on the people and environment in which it operates. Therefore necessary attention is given on the economic, social, and environmental & human rights impact of its activities on all stakeholders. Although Nigeria is described as a favorable business haven for investors in oil and gas, but the neglect of CSR by some companies operating in the oil rich Niger delta area has led the region to a volatile and hostile environment to operate safely and productively It is in recognition of this challenge that made the owners and management (Nigeria National Corporation Company (NNPC); Shell Petroleum Nigeria; Total and Agip) of Nigeria LNG Limited right at the onset put in place a robust and proactive CSR strategy that endears the company to its immediate community and Nigerians as a caring and socially responsible company. This research examines how Nigeria LNG uses CSR as a key strategy in creating an enabling environment that fosters support from all her stake holders which has led to good performance and growth of the company. This paper tries to bring out CSR initiatives taken by NLNG in Nigeria that made her stands out as role model with regards to CSR in Nigeria. An exploratory research design was chosen in order to develop a profound understanding of the research topic and to obtain in-depth data about the research objectives. All main elements of the research paper, comprising theory, findings and analysis were incorporated in a cohesive and expository manner and structured in order to address and evaluate the central research objectives and hypotheses appropriately.
Research Interests:
Abstract Motivational Drives & Employee Performance: Evidence from Selected Universities in Nigeria. Employees are life blood of any organization. The degree to which an organization achieves its set objectives depends on how employees... more
Abstract
Motivational Drives & Employee Performance: Evidence from Selected Universities in Nigeria.
Employees are life blood of any organization. The degree to which an organization achieves its set objectives depends on how employees are motivated and engaged. Motivated workers tend to be committed and satisfied about their jobs, which translate to higher job performance and consequently improved organizational performance. Financial or monetary rewards such as salary, fringe benefits, bonuses, commission, etc., are not the only way to get employees motivated. There are other ways employees can be motivated with zero financial cost attached. Empirical literature has confirmed that non-financial forms of motivation produce the same or better result than financial forms. It is against this backdrop the study examined the relationship between motivational drives and employee performance in universities in Ogun State. The specific objectives of the study were to examine the relationship of employee performance with achievement, autonomy, career advancement, personal development, recognition and nature of work. The study employed the descriptive survey design and the purpose sampling technique was adopted to select three universities in Ogun State namely Federal University of Agriculture, Abeokuta; Olabisi Onabanjo University, Ago-Iwoye and Crawford University, Igbesa. The population of the study comprised of 4,458 employees. However, after applying the Taro Yamane formula, the sample size of the study consisted of 477 staff. The study made use of primary data through administered questionnaire to obtain data from respondents. Out of 477 questionnaires administered, 378 copies were returned. The descriptive statistics and the Pearson Product moment of correlation were employed for the analysis of data. The major findings of the study are summarized as follows:
Career advancement has the strongest relationship with employee performance, followed by personal growth, recognition, autonomy, achievement and nature of work.
Also Achievement; Career advancement; Personal growth; recognition; autonomy; and nature of work all have significant and positive correlation with performance of employees of selected universities in Ogun State. With the following r factors: Achievement (r=0.900; p<0.05); Career Advancement (r=0.939; p<0.05); Autonomy (r=0.921; p<0.05); Personal growth (r=0.926; p<0.05); Recognition (r=0.924; p<0.05) and Nature of work (r=0.894; p<0.05)all had strong positive relationship with employee performance in selected universities in Ogun State, Nigeria.
Motivational Drives & Employee Performance: Evidence from Selected Universities in Nigeria.
Employees are life blood of any organization. The degree to which an organization achieves its set objectives depends on how employees are motivated and engaged. Motivated workers tend to be committed and satisfied about their jobs, which translate to higher job performance and consequently improved organizational performance. Financial or monetary rewards such as salary, fringe benefits, bonuses, commission, etc., are not the only way to get employees motivated. There are other ways employees can be motivated with zero financial cost attached. Empirical literature has confirmed that non-financial forms of motivation produce the same or better result than financial forms. It is against this backdrop the study examined the relationship between motivational drives and employee performance in universities in Ogun State. The specific objectives of the study were to examine the relationship of employee performance with achievement, autonomy, career advancement, personal development, recognition and nature of work. The study employed the descriptive survey design and the purpose sampling technique was adopted to select three universities in Ogun State namely Federal University of Agriculture, Abeokuta; Olabisi Onabanjo University, Ago-Iwoye and Crawford University, Igbesa. The population of the study comprised of 4,458 employees. However, after applying the Taro Yamane formula, the sample size of the study consisted of 477 staff. The study made use of primary data through administered questionnaire to obtain data from respondents. Out of 477 questionnaires administered, 378 copies were returned. The descriptive statistics and the Pearson Product moment of correlation were employed for the analysis of data. The major findings of the study are summarized as follows:
Career advancement has the strongest relationship with employee performance, followed by personal growth, recognition, autonomy, achievement and nature of work.
Also Achievement; Career advancement; Personal growth; recognition; autonomy; and nature of work all have significant and positive correlation with performance of employees of selected universities in Ogun State. With the following r factors: Achievement (r=0.900; p<0.05); Career Advancement (r=0.939; p<0.05); Autonomy (r=0.921; p<0.05); Personal growth (r=0.926; p<0.05); Recognition (r=0.924; p<0.05) and Nature of work (r=0.894; p<0.05)all had strong positive relationship with employee performance in selected universities in Ogun State, Nigeria.