¬The Influence of Leadership Styles on Organizational Performance in Nigeria (Published)
The leadership style scale developed by Simon Oates (2011) was adopted and 84 usable response obtained. The predictor variable was Leadership Style [Democratic, Autocratic and laissez faire] and the criterion variable was firm’s performance. Crobach alpha > 0.9 using one way Anova etc. It was found that managers with democratic inclinations account for more variance in performance than autocratic and laissez faire. The implication of this and the result obtained are discussed in terms of national and individual interest and possible desirable changes.
Keywords: Autocratic, Laissez Faire and Democratic, Leadership, Performance
The Behavior of the Managers to Human Resources as a Factor in Building a Good Organizational Climate (Published)
The modern working conditions with the application of a number of daily changes that create conditions for growth and development of the organization, imply the need for “healthy” organizational climate that is characterized by motivated employees that consider their jobs as a challenge rather than as a process which tires you and is seen as an obligation. Treating the human resources by managers as intellectual capital, which is the organizational wealth by which the organization develops its competitiveness in the market, is the dominant factor based on which is built the sense of total commitment and belonging of the individual in the organization, which is becoming recognizable in the environment by the attitude of the individual towards its work experience as pleasure and not as an imposed obligation that must be realized. This condition can be achieved if the directors have developed managerial, and leadership skills that are necessary condition for building a working climate in which the employee will be treated as a resource that is in the center of the organization.
Keywords: "healthy" organizational climate, Intellectual Capital, Motivation, Performance, leadership behavior
Influence of Strategic Human Resource Development on Performance of High Schools in Busia Sub-County, Kenya (Published)
Strategic human resource development (HRD) has been emphasised as a key contributor to ensuring organisational effectiveness and the maximum return from their most important asset; the people. Organisations that are seeking not only to survive, but to maximise operational effectiveness in an ever changing environment, need to ensure that at all levels, the human resource development strategy is aligned with broader strategic imperatives, and that sufficient emphasis is placed on the human resource development function. In Kenya, Schools and other organizations sanctioned by the ministry of education have engaged their teachers in a number of development programs in form of workshops, seminars, refresher courses and in-service trainings. However, the impact of these strategic development programs has not been established. This scenario raises basic policy concerns about the influence of the strategic human resource development on the performance of the schools. The purpose of this study is to investigate the influence of SHRD on performance of high schools in Busia sub-county.The study adopted ex-post facto research design. The sample size comprised 82 teachers out of a population of 104 teachers consisting of principal, deputy principals, senior teachers and heads of department from17 high schools in Busia Sub County was arrive at using Fisher’s model as cited in (Mugenda & Mugenda, 2003. The data collected was analyzed using correlation analysis and analysis of variance. Correlation analysis showed the degree of correlation between the independent variables and the dependent variable was .550. This is interpreted as moderate. R-square showed that approximately 30.2% of the variations in KCSE mean score was attributed to variation in strategic human resource development.
Keywords: High School, Performance, Science and Mathematics, Strategic Human Resource, Sub-count
The Effect of Motivation on the Performance of Teaching Staff in Ghanaian Polytechnics: The Moderating Role of Education and Research Experience (Published)
Motivation has been empirically confirmed to be a major driver of employee performance. This paper assesses the effect of motivation on the performance of teaching staff of Ghanaian polytechnics, with the moderating role of research experience and highest education attained captured. A quantitative research technique is employed in this study. The target population of the study was teaching staff who had taught in Ghanaian polytechnics for at least 2 years, had a minimum of a second degree, and had some level of research experience. Simple and stratified sampling procedures were used to select 465 respondents. The study confirms a significant positive correlation between motivation and performance among teaching staff of Ghanaian polytechnics, r (408) = .892, p < .05. In this respect, motivation accounts for 79.5% of the variation in performance. Moreover, highest education attained and the research experience of teaching staff influence both motivation and performance. This means that teaching staff of polytechnics in Ghana can maximise their motivation and performance by improving their education and research experience.
Keywords: Education, Motivation, Performance, Polytechnics, higher educational institutions, research experience, teaching staff
A Research Perspective on Impact of Employee Engagement on 3 ‘P’s In Aviation Industry (Published)
The intent of this research is to bring out strategic impact of one of the facet of the employee engagement – work life balance in high precision service industry and analyse it’s impact on Performance, Productivity and Profitability as popularly known as ‘3P’. .Author has tried to highlight the importance of employee engagement through instituting systems and practices of work-life balance on performance, productivity and profitability of the organisation. Accordingly author has chosen aviation industry which is characteristically known as high demand service industry. Background and introduction highlighted the key rationale and understanding of the research area and literature review has been provided to create an academic platform to conduct the research. Author has chosen case based approach to investigate the key research aim, objectives and questions to present comprehensive analytical insights on the area. Conclusion and recommendation has been made to value add in the subject area and towards future research.
Keywords: Aviation Industry, Employee Engagement, Performance, Productivity
THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE (Published)
This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization’s performance (X2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization’s performance (X2 = 20.007; df = 4; p<0.05).
Keywords: Human resource, Organization, Performance, Recruitment, Selection
HUMAN RESOURCE MANAGEMENT AND PUBLIC ORGANIZATIONS (Published)
This research provide the most important foundations of human resource management that we can apply in both public and private sector organizations such as job design, control, teamwork, leadership, managerial roles, staffing practices and career management.It then moves on to review the process of HRM in private and public organizations, performance, functions in the PS, in addition to the operations of human resource management in public sector, the main standards and its application, then we talk about the HR role in the public sector reform which is giving greater involvement in public sector in order to improve services.
Keywords: Human resource, Management, Performance, process of HRM, public organizations