Browsing by Author "Abu, Z."

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    A critical assessment of workforce diversity management strategies on firms productivity: A study of some selected Food and Beverage Industries in Lagos State, Nigeria
    (2018-12-16) Oyedele, O.O.; Issa, A.; Abu, Z.
    Workforce diversity management is gradually being used and becoming acceptable as a significant organizational resource in esteems to whether the objective is to be an employer choice, to offer outstanding customer service, or to sustain a competitive advantage.This study examined the effectof workforce diversity management towards organizational performance which focuses into the food and beverage industry within the larger manufacturing sector. The study employed primary data mainly for revalidation of results and inferential information from secondary sources. The study adopted cross sectional research design and considered 3 multinational corporations in the food and beverage sector in Nigeria based on random sampling technique. The sample size constituted the lower, middle and senior level staff of the multinational Corporations at their headquarters and plants to achieve the objectives of this study based on the two hypotheses that were formulated. Both descriptive and inferential statistical techniques were employed. The statistical tools used included cross tabulations, Mean, Regression and Correlation analysis with the aid of SPSS computer packages. The results showed that leadership initiatives (LI) has a significant relationship with organizational success(OS) (at P =0.000). It was also observed that organizational creativity (OCr) has significant effect on organizational creativity (OCr) (at P =0.000).In conclusion, the study reflected that Workforce diversity represents both a challenge and an opportunity for business and corporate entity. Hence, no organization in this dispensation of Globalization can survive without workforce Diversity.
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    DRIVERS_OF_YOUTH_ENTREPRENEURIAL_OPPORTUNITIES_IN_MICRO-SMALL_IT_ENTERPRISES
    (Published by Centre for Entrepreneurship, Kwara State University Malete., 2017-10-20) Kadri, I.B.,; Abu, Z.; Adebayo, P.
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    Human resource management practices and employees performance in Kwara state public service.
    (Kogi Jounal of Management. Published by Kogi State University Anyigba., 2020-05-12) Buoye S F.; Abu, Z.; Abdulraheem I.2020
    The state of the Nigerian public sector is dissatisfactory, and this can be attributed to a number of causes, including a lack of clear objectives and goals that can be traced back to personnel. Continuous observations of employees executing various tasks without any sort of monetary compensation raises the question of whether the problem is related to human resource policies in the public sector, where the majority of people work. This study examine the effect of human resource practices on performance of employees in Kwara State Public services. The specific objectives were to: determine the impact of performance related pay on job satisfaction in Kwara State Public service; examine the effect of job enhancement on employee commitment in Kwara State Public service; ascertain the effect of promotion on employee’s productivity in Kwara State Public service; and evaluate the extent of the relationship between recognition and employee involvement in Kwara State Public service. The population of the study consists of employees of Kwara State Agencies operating under the New Public Service; Kwara State Internal Revenue Service, Kwara State Hospital Management Bureau, Bureau of Land and Kwara State Social and Community Development Agency. The study was exploratory with the view to clarify and define the nature of a problem. It also adopted a cross sectional analysis that allows data from the population using survey methods in analyzing data and was considered appropriate as for the study. The instrument employed during the collection of data for this study was structured closed ended questionnaire and interview. The study adopted a convenience sampling techniques and the data was analysed using standard multiple regression. The regression coefficients revealed adjusted R2 of 0.570, 0.263, 0.146 and a correlation 0.167 for job satisfaction, employee commitment, productivity, and employee involvement respectively. The study find out that Human resource management practices is integral parts of business strategy which focus on improve strategy to achieving organizational objectives, maintain its productivity through increase employee commitment, accommodate employees needs and placing reward on their effort. Reward systems have different parts and structures depending on the need of the organization exploiting the reward system for organization profitability and growth. There is a great need for organization to consider the most common part of every reward system which are paramount and of great concern to their employee performances. The study recommends that organization (State Public Service) needs to fully maintain and sustain the human resource management system, as it is proven to have several benefits for the organizational growth.
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    Inter-Industries linkages of small scale business development and poverty reduction Advance in Management .
    (Published by Journal, journal of the department of Business Administration, University of Ilorin., 2013-04-21) Abu, Z.; Olowu, A.U.,
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    Multinationals’ Dominance and Asset Management Competencies of Indigenous firms in the upstream sector of the Nigerian Petroleum Industry.
    (Published by A Journal Published by the Department of Business Administration Al Hikman University, Ilorin., 2018-10-25) Oluwaseun, O.O.,; Issa, A.; Abu, Z.
    This study examined the effect of expatriate dominance, as a function of multinationals’ dominance, on operational performance of indigenous firms in the upstream sector of the Nigerian oil and gas industry. Four hypotheses were formulated in the study to test the relationship between expatriate and asset management competencies. Survey research design was applied. The targeted population comprised of the three listed indigenous firms as at 2018 in the upstream sector of the Nigerian petroleum industry. Data for this research was obtained from primary source through the aid of a psychometric five-point structured questionnaire. 260 copies of questionnaires were administered, out of which 216 were found to be useful for the analysis. The data were analyzed using descriptive statistics of simple percentage, mean and standard deviation and inferential statistics of linear regression. The hypotheses were tested at 0.05 level of significance. Findings revealed that there is a significant relationship between expatriate dominance and operational performance. Based on the findings of this study, the study concluded that dominance variables must be monitored if sustainable development must be attained in the upstream sector of the Nigerian petroleum industry. It was recommended that that in order to improve the operational performance of indigenous firms in the upstream sector of the Nigerian petroleum industry; the Nigerian government should provide an effective regulatory environment for the development of indigenous capabilities in order to ensure sustainable development of the industry. The sustainable development of the sector depends largely on the local capabilities available.
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    Reaping maximum benefits from entrepreneurship education.
    (JABU International journal of social sciences, Published by A publication of Joseph Ayo Babalola University, Ikeji Arakeji, Osun State Nigeria. A, 2016-05-28) Abu, Z.
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    The impact of systematic training on the operational performance of manufacturing and engineering industries in southwest zone of Nigeria.
    (Published by A Publication of Ife Centre for Psychological Studies & Service, Obafemi Awolowo University, Ile Ife, Osun State Nigeria., 2012-09-01) Onimole, S.O.,; Abu, Z.
    Training in industry is effective only to the extent that it is planned, structured and systematic. However in spite of the indigenization degree of 1974 research evidence has shown that only a few industries are offering training based on identification of needs. It is the seriousness of the possible implication of this situation on the operational performance of the industries that motivates this research work to determine the impact of systematic approach to training, as a step in raising the productivity and efficiency of manufacturing and engineering industries. The research design adopted for the study was a survey and documentary analysis. The area covered by the study consisted of manufacturing and engineering industries in South West of Nigeria. Stratified sampling technique was used to select the respondents for the study. The instrument used was validated and pilot-tested to ascertain the internal consistency using Cronbach Alpha. The reliability coefficient of the questionnaire was 0.71. Data obtained were analysed using mean, one-way analysis of variance, percentages and frequency count. The results of data analyses indicated that there is no significant difference in the mean responses of the Training Managers, Trainers, and Supervisors. The respondents were of the view that industries should have well articulated training and staff development policy and employ full time training officers. The implications of this study for those engaged in Human Resources Development are highlighted. Based on the findings, it was recommended that for training to be cost effective, it must be properly planned, carefully designed, meticulously developed, professionally implemented and thoroughly evaluated.