Integrated Management System Implementation in SMEs: A Proposed model for Organisational Performance and Sustainability (Published)
Management systems are important for any organization especially to small and medium enterprises (SMEs) that face limitations in areas that larger firms have stability. One of the approaches to overcome these challenges and maintain business growth is implementing and following an integrated management system (IMS), as a model for improving the organizational performance and to maintain sustainable growth in a business. SMEs are global leaders in providing employment opportunities – around 60-70 % in developed economies and 99% of all business in OECD countries, hence sustaining them and enhancing their performance in the business market over larger firms is critical to retain employment opportunities in the future. IMS provides internal and external benefits, especially being more feasible and appropriate for SMEs by increasing competitiveness, stability in business, effective resources management and resilience during market challenges. However, it’s important to focus on the specific characteristics and factors that determine SMEs effective implementation of IMS. To overcome the various barriers limiting their business growth and organizational performance, the proposed conceptional model developed through this research study in conjunction with the associated factors would enable SMEs to effectively implement IMS to achieve organizational performance and sustainability. SMEs in order to maintain a competitive nature in the emerging business markets must adopt different strategies and mechanisms to address the challenges in technology and innovation, which are the prime impacting factors that define a clear road map for sustainable growth.
The capacity of any organisation to function in line with its strategic objectives depends largely on its employees. But employees are not needed for themselves, rather, for their skills and competences which have limits but can be enhanced through training and development for efficient organisational performance. However, some organisations are reluctant to invest in staff training and development under the assumption that they can price skilled employees from their competitors to solve their immediate performance needs rather than invest long term in staff training and development. Consequently, the role of staff training and development tends to be downplayed. Therefore, the purpose of this study was to assess whether organisations can do without staff training and development. Using the exploration of secondary data from relevant previous studies in a mainly qualitative method, this study found sufficient evidences that strongly link staff training and development to employee and organisational performance. The study asserted that although organisations are at liberty to determine when, how and to what extent they embark on staff training and development, they inevitably have to in their pursuit of organisational success.
The paper reviews existing literature on Corporate Social Responsibility (CSR) to ascertain the level of corporate social responsibility activities that will enhance the performance/profitability of businesses in Nigeria. It revealed that the success of an organization depends on the extent to which the organization is capable of managing its relationship with key groups, such as financial and stakeholders, but also customers, employees, and even communities or societies. Stakeholders must be considered in the decision making process of the organization. CSR is a concept that includes many different activities and actions which businesses have to involve themselves in for the purpose growth sustainability and growth of businesses. Businesses that voluntarily participates in local community development, such as providing the community with donations, assisting them with projects and sharing some of its profit with the community, helps to increase the business profitability in the long-run.
Employee’s Job Burnout, Worker’s Satisfaction and Commitment in Nigerian Banking Industry (A Study of Access Bank Plc) (Published)
This study evaluated the job burnout on workers’ satisfaction in Nigerian banking industry. The study was carried out using staff of Access Bank Plc in Lagos State which is one of the largest bank in Nigeria. The study made use of primary source of data which was gathered among 50 staff of Access Bank Plc at the Headquarter in Lagos through the use of questionnaires. Furthermore, Chi-square test was used to test the hypothesis and SPSS was used for the analysis of the data. The result of the analysed data shows that physical fatigue affects employees’ commitment. The study however recommended that there should be proper reward system in terms of good pay, benefits and incentives as a means of motivation which reduces job burnout and in turn enhances employees’ satisfaction and invariably employee’s commitment.