Effect of Teamwork on Organizational Performance in Nigerian Revenue Service (NRS), Abuja (Published)
This study examines how teamwork affects organisational performance in the Nigerian Revenue Service (NRS), with particular emphasis on the Corporate Headquarters in Abuja. As a key institution responsible for Nigeria’s revenue generation, the NRS depends on effective teamwork to meet its operational targets. The study considers core teamwork dimensions—communication, collaboration, trust, leadership, conflict resolution, and shared goals—and how they relate to performance outcomes such as service delivery efficiency, employee productivity, quality of work, and stakeholder satisfaction. A descriptive research design will be used, drawing on primary data (questionnaires and interviews) and secondary sources (NRS reports and records). The population comprises 341 headquarters staff, and the study will capture views across departments and levels of seniority. The findings are expected to show a strong positive link between effective teamwork and improved organisational performance, and to offer practical recommendations for strengthening team structures, communication processes, and performance management in the NRS and similar public institutions.
Keywords: Employee Productivity, Stakeholder Satisfaction, quality of work, service delivery efficiency
Change Management and Employees’ Performance in Selected Pension Fund Administrators (PFAS) In Nigeria (Published)
This study investigates how change management practices—specifically communication effectiveness and training and development—impact employee productivity in selected Pension Fund Administrators (PFAs) in Nigeria. Grounded in Kotter’s 8-Step Change Model, the research adopts a quantitative approach, drawing responses from 150 employees across five leading PFAs. The analysis reveals that both communication and training significantly influence productivity, with communication emerging as the stronger predictor. Employees acknowledged the availability of communication channels but highlighted inconsistency in message clarity and feedback delivery. Perceptions of training were more reserved, with many respondents questioning the relevance and effectiveness of current programs. Regression results confirmed that communication effectiveness accounted for 91.6% of the variation in productivity (R² = 0.916), while training and development explained 86% (R² = 0.860). These findings emphasize the critical role of human-centered strategies in successful change implementation. The study recommends targeted improvements in communication infrastructure and customized training initiatives to boost adaptability and performance. Ultimately, PFAs seeking to enhance employee productivity during change must prioritize transparent communication and continuous learning.
Keywords: Change Management, Employee Productivity, communication effectiveness, pension fund administrators, training and development
Remote Working Policies and Employee Productivity in Abuja Electricity Distribution Company (AEDC) (Published)
This study examined the effect of remote working policies on employee productivity at the Wuse Branch of Abuja Electricity Distribution Company. Specifically, the study assessed the influence of digital technology, remote work schedule flexibility, and the remote working environment on employee productivity. A descriptive research design was adopted, and data were collected through structured questionnaires administered to 254 employees, out of which 224 valid responses were analyzed. Descriptive statistics, correlation, and regression (ANOVA) were used for data analysis. The findings revealed that digital technology has a significant positive effect on employee productivity, indicating that the availability of digital tools and ICT infrastructure enhances efficiency and task execution. Remote work schedule flexibility also showed a significant positive influence on productivity by improving employee motivation, reducing stress, and fostering work–life balance. In addition, the remote working environment was found to significantly affect productivity, as a supportive home workspace improves focus and performance, although challenges such as power supply and internet connectivity persist. The results led to the rejection of all three null hypotheses. The study concludes that when remote working policies are adequately supported with modern technology, flexible scheduling, and conducive work environments, employee productivity increases significantly. The study recommends sustained investment in digital tools, continuous review of flexible work policies, and improved infrastructural support to strengthen the effectiveness of remote working arrangements at AEDC.
Keywords: Digital Technology, Employee Productivity, remote work policy, work environment