E-payment Administration and the Growth of Small and Medium Enterprises (SMEs) in Southeast Nigeria: An Evaluation of Cashless Policy (Published)
Nigerian payment systems are cash based although the use of electronic payment system such as online banking services, automated teller machine services and the mobile banking services started gradually in 2011 with the introduction of cashless policy, which became operational in 2023. This study examined the impact of the cashless policy of the government on the performance of small-scale enterprises in Southeast – Nigeria. It explored the availability of required e-payment facilities, the effectiveness of e-payment administration, and the impact of cashless policy on the performance of SMEs in the region. Descriptive survey design and researcher’s designed questionnaire were adopted to generate data from 500 respondents that were randomly chosen from five states in southeast Nigeria, while statistics of percentages, and SPSS tools were used to analysis the data. Results of the analysis reveal inadequate supply of e-payment facilities and lack of IT skills for managing e-payment transactions among majority of the respondents. In addition, it revealed the ineffectiveness of e-payment system in the management of SMEs with significant negative impact on the performances of SMEs in southeast Nigeria. Among others, the paper recommends awareness creation and sensitization about the cashless economy, and adequate provision or the modernisation of e-payment facilities to ensure the effectiveness of the policy.
Obi, Y.M.V. (2023) E-payment Administration and the Growth of Small and Medium Enterprises (SMEs) in Southeast Nigeria: An Evaluation of Cashless Policy, Global Journal of Political Science and Administration, Vol.11, No.2, pp.42-57
Keywords: Administration, Performance, SMEs, Southeast Nigeria, cashless policy, e-payment facilities
Implications of Employee Participation in Decision Making for the Performance of Local Government Administration in Nigeria: A survey of selected local governments in Enugu state (Published)
The paper is on the Implications of employee participation in decision making for the performance of local government administration in Nigeria. Three local governments in Enugu state were selected for the study. The paper is an empirical research using survey design approach with a population of 1972 drawn from Enugu East (526), Enugu North (746), and Enugu South (649) local government areas. A sample size of 331 employees was used. The instruments used for data generation was structured questionnaire and frequencies and percentages were used for analysis. The findings of the study include that employees’ participation significantly increases the quality of service delivery, reduces work error, increases job satisfaction, enhances better policy implementation, and better directs employees’ efforts towards organizational goals. Challenges facing employees’ participation include assumed poor knowledge and skill of employees; lack of trust of employees by top management that limit their participatory space; management unwillingness to share information with junior staff; and the traditional top-down decision making approach to management.
Keywords: Decision Making, Employees, Implementation, Local government Administration, Participation, Performance
Implications of Employee Participation in Decision Making for the Performance of Local Government Administration in Nigeria: A survey of selected local governments in Enugu state (Published)
The paper is on the Implications of employee participation in decision making for the performance of local government administration in Nigeria. Three local governments in Enugu state were selected for the study. The paper is an empirical research using survey design approach with a population of 1972 drawn from Enugu East (526), Enugu North (746), and Enugu South (649) local government areas. A sample size of 331 employees was used. The instruments used for data generation was structured questionnaire and frequencies and percentages were used for analysis. The findings of the study include that employees’ participation significantly increases the quality of service delivery, reduces work error, increases job satisfaction, enhances better policy implementation, and better directs employees’ efforts towards organizational goals. Challenges facing employees’ participation include assumed poor knowledge and skill of employees; lack of trust of employees by top management that limit their participatory space; management unwillingness to share information with junior staff; and the traditional top-down decision making approach to management.
Keywords: Decision Making, Employees, Implementation, Local government Administration, Participation, Performance
Reengineering the Nigerian Civil Service for Optimum Performance: The Path Not Taken (Published)
Civil Service anywhere in the world plays a very significant role in transforming government policies and programmes into reality. In most developing countries in general and Nigeria in particular the performance of Civil Service in discharging its duties is quite below expectation even after many reforms and restructuring had been carried out. The work identified and discussed what needs to be done for optimum performance of the Civil Service in Nigeria. It examined human and environmental factors that hindered Nigeria Civil Service from realization of its intended goals. The work is of the view that the attainment of optimum performance by the Civil Service in Nigeria is predicated upon the level of commitment and fidelity by the leading operator of the service. The work relied on secondary source and observation to gather the data that were used in this work. The work recommended among others that for Nigerian Civil Service to attain optimum performance there must be vigorous and sustained campaign to make propriety the prime mood of the nation’s culture.
Keywords: Civil service, Nigeria, Performance, Propriety
Job Satisfaction and Attitude to Work: Implications for Akwa Ibom State Civil Service (Published)
Whereas there is a theoretical nexus between job satisfaction and attitude to work, this paper examined the nature of this relationship and it’s influence on Akwa Ibom State civil service. It was necessary to carry out this research because cases of habitual late arrival at work by all grades of personnel, truancy, loitering, missing and delays in processing of files, absenteeism from duty post, greasing of elbows to curry favour, have been reported in the service which raises concern on the ability of government to deliver effective and timely services to the public. Survey data was collected from 214 respondents through simple random sampling method of five ministries drawn systematically. Hypotheses were tested using Pearson’s Product Moment Correlation. The result of the analysis showed a positive relationship between job satisfaction and attitude to work in Akwa Ibom State civil service implying that a happier civil servant is a productive worker. The adoption of the New Public Management postulations built on the principles of Management by Objectives (MBO) which favours a horizontal structure where all employees are involved at least in some ways in the decision-making process that involves their work was recommended..
Keywords: Civil Servants, Job Satisfaction, Performance
AN ANALYSIS OF DIFFERENTIAL PERFORMANCES OF THE ECONOMIC AND FINANCIAL CRIMES COMMISSION (EFCC) ALONG LEADERSHIP REGIMES IN NIGERIA (Published)
One of the greatest enemies of human growth and societal development is corruption. More worrisome is when there is manifestly a deliberate failure to get rid of its spread and existence. This research is a survey type that assessed the perception of Nigerians on possible differential performance of EFCC along leadership regimes. This research is an extraction of a Ph.D thesis that explored both primary and secondary data. The theory of prismatic society provided a frame work for the analysis. The study reveals a differential perception on the performance of the EFCC along leadership regimes. It also shows that president Olusegun (1999-2007) is favorably higher in ranking in the fight against corruption than the YarAdua regime with Goodluck’s administration at lowest ebb of the score. The research concludes that the premise for this leadership cocksureness is the vacuum created by weak institution of governance. This vacuum provides an avenue for tendentious attitudes and despotic inclination to governance. The study recommends inter alia; a need for virile institutions of governance, political culture of discipline and leadership consciousness and conscious national agenda.
Keywords: Anticorruption, Corruption, Leadership, Performance, Regime
CONFIGURATION OF NIGERIAN TERTIARY INSTITUTIONS EMPLOYEE USING MISSION STATEMENTS: A DISCOURSE (Published)
Organization Mission Statement is a critical roadmap or compass of an Institution. It is useful for practical day-to-day running of Institutions operation. However, significant percentage of Nigerian Tertiary Institutions employees is not adequately informed about the philosophy and objective of the institution which has affected their performance in the system. This qualitative study discusses the configuration of Nigerian tertiary institutions employee by using awareness, motivation and organizational commitment to spur Nigerian tertiary institutions for greater performance. Eclectic theory of social identity was adopted to position the study a distinct study. Results obtained revealed that there is presence of mission statement in Nigeria tertiary institutions; displayed on website, strategic places in the institutions. But significant percentage of the employees is not aware of their institutions mission statement despite the potentials it has to offer. The study concluded, given the mission statements are vital for dynamic management tool and advanced performance; it is outstanding that Nigerian tertiary institutions management should articulate mission statement, based on the environmental exigencies and where necessary make it collective responsibility among the employee in the institution.
Keywords: Configuration, Employee, Mission Statement, Performance, Tertiary Institutions
THE IMPACT OF INDIRECT COMPENSATION ON EMPLOYEE PERFORMANCE: AN OVERVIEW (Review Completed - Accepted)
“If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don’t have to manage them.”(Jack Welch).Compensation management is one of the most important elements of personnel management. It includes economic rewards in shape of wages and salaries as well as in different forms of non-wage economic payment known as fringe benefits, indirect compensation or supplementary pay. The subject of Compensation and for that matter Indirect Compensation is of great importance because it affects the wellbeing of the individuals in the concerned organizations. According (Tsai, Yu, & Shih-Yi, 2005), Indirect compensation helps organizations to attract and retain highly competitive employees which are seen as strategic resources in getting competitive advantage. Therefore, this research work has been done to look at the impact of Indirect Compensation on the performance of employees. Organizations should pay the necessary attention to the Indirect Compensation, as this will help to boost the morale of employees which will in turn result in higher productivity
Keywords: Benefits, Compensation, Indirect, Management, Performance