Influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviours in selected Nigerian Universities
- Adekanmbi, Foluso Philip, Ukpere, Wilfred I.
- Authors: Adekanmbi, Foluso Philip , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Influence , Materialism , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457507 , uj:40600 , Citation: Adekanmbi, F.P. & Ukpere, W.I. 2020. Influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviours in selected Nigerian Universities.
- Description: Abstract: The current study examined the influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviors among finance officers of selected universities across the south-west, Nigeria. Therefore, it is hoped that this paper will help to reduce employees’ favorable disposition towards fraudulent behaviors within the Nigerian educational sector, especially among the finance officers of selected universities across south-west Nigeria. This paper adopted a quantitative research approach, as well as a cross-sectional research design. The empirical findings revealed that job satisfaction, materialism, and perceived managerial trustworthiness jointly and significantly influence attitude towards fraudulent behaviors. They all had a substantial main effect on attitude towards fraudulent behaviors among finance officers of designated universities across south-west Nigeria. Similarly, the current findings showed that among the six demographic factors (marital status, age, gender, the highest educational level, name of the university, and work experience) that significantly jointly influence attitude towards fraudulent behaviors; only gender, age, and marital status exhibited a significant independent (leading) influence on attitude towards fraudulent behaviors. Besides, this paper concluded that attitude towards fraudulent behaviors is a factor of how materialistic employees are, their level of satisfaction on the job, trust in their organization, gender, age, and marital status of the employees. Notably, this study is distinctive, as it significantly adds to knowledge concerning the appropriate management strategies of getting reorientation about materialism, increasing job satisfaction and managerial trust, which increases attitude towards fraudulent behaviors, specifically amongst the finance officers of designated universities across south-west Nigeria. Hence, the study highlighted the importance of materialism, job satisfaction, perceived managerial trustworthiness, gender, age, and marital status on attitude towards fraudulent behaviors.
- Full Text:
- Authors: Adekanmbi, Foluso Philip , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Influence , Materialism , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457507 , uj:40600 , Citation: Adekanmbi, F.P. & Ukpere, W.I. 2020. Influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviours in selected Nigerian Universities.
- Description: Abstract: The current study examined the influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviors among finance officers of selected universities across the south-west, Nigeria. Therefore, it is hoped that this paper will help to reduce employees’ favorable disposition towards fraudulent behaviors within the Nigerian educational sector, especially among the finance officers of selected universities across south-west Nigeria. This paper adopted a quantitative research approach, as well as a cross-sectional research design. The empirical findings revealed that job satisfaction, materialism, and perceived managerial trustworthiness jointly and significantly influence attitude towards fraudulent behaviors. They all had a substantial main effect on attitude towards fraudulent behaviors among finance officers of designated universities across south-west Nigeria. Similarly, the current findings showed that among the six demographic factors (marital status, age, gender, the highest educational level, name of the university, and work experience) that significantly jointly influence attitude towards fraudulent behaviors; only gender, age, and marital status exhibited a significant independent (leading) influence on attitude towards fraudulent behaviors. Besides, this paper concluded that attitude towards fraudulent behaviors is a factor of how materialistic employees are, their level of satisfaction on the job, trust in their organization, gender, age, and marital status of the employees. Notably, this study is distinctive, as it significantly adds to knowledge concerning the appropriate management strategies of getting reorientation about materialism, increasing job satisfaction and managerial trust, which increases attitude towards fraudulent behaviors, specifically amongst the finance officers of designated universities across south-west Nigeria. Hence, the study highlighted the importance of materialism, job satisfaction, perceived managerial trustworthiness, gender, age, and marital status on attitude towards fraudulent behaviors.
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Leadership structure for consistent disciplinary procedures at a Nigerian University
- Otto, Dorcas Dappasika, Ukpere, Wilfred I.
- Authors: Otto, Dorcas Dappasika , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Consistent , Disciplinary procedure , Leadership structure
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457500 , uj:40599 , Citation: Otto, D.D. & Ukpere, W.I. 2020. Leadership structure for consistent disciplinary procedures at a Nigerian University.
- Description: Abstract: Discipline is essential in any workplace. It curbs the excesses of employees with aberrant behaviour, instils order in workplaces, and enhances productivity and general outputs, if implemented well. Disciplinary decision-making is a leadership function. So, the quality of the leadership structure in any workplace will critically determine the consistency or otherwise of disciplinary decision-making procedure. In the case university, different leaders over the years had adopted various styles and strategies in managing the university. The common notion among many employees of the university is that, disciplinary procedure is not consistently applied mainly due to the leadership structure of the university. However, majority of staff who have experienced the disciplinary process directly, maintain that the procedure is largely consistent with extant rules and precedents. To this end, this paper looked into the leadership structure vis-à-vis consistent disciplinary procedure at a Nigerian University. The objective is to propose an appropriate leadership framework to address gaps in disciplinary procedure in the case university. The article adopted a qualitative research approach anchored within an interpretivist paradigm. A descriptive research design was adopted. Data was primarily obtained from interviews and participant observation. These were complemented with secondary data sources such as journals, text books, law reports, etcetera. The contents of both sources of data were thematically and critically analysed. Overall, leadership at the case university has been more benevolent than toxic but improvement is desired in some areas. Accordingly, an expedient leadership framework (structure) to enhance consistent disciplinary procedure at the case university was proposed in this paper.
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- Authors: Otto, Dorcas Dappasika , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Consistent , Disciplinary procedure , Leadership structure
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457500 , uj:40599 , Citation: Otto, D.D. & Ukpere, W.I. 2020. Leadership structure for consistent disciplinary procedures at a Nigerian University.
- Description: Abstract: Discipline is essential in any workplace. It curbs the excesses of employees with aberrant behaviour, instils order in workplaces, and enhances productivity and general outputs, if implemented well. Disciplinary decision-making is a leadership function. So, the quality of the leadership structure in any workplace will critically determine the consistency or otherwise of disciplinary decision-making procedure. In the case university, different leaders over the years had adopted various styles and strategies in managing the university. The common notion among many employees of the university is that, disciplinary procedure is not consistently applied mainly due to the leadership structure of the university. However, majority of staff who have experienced the disciplinary process directly, maintain that the procedure is largely consistent with extant rules and precedents. To this end, this paper looked into the leadership structure vis-à-vis consistent disciplinary procedure at a Nigerian University. The objective is to propose an appropriate leadership framework to address gaps in disciplinary procedure in the case university. The article adopted a qualitative research approach anchored within an interpretivist paradigm. A descriptive research design was adopted. Data was primarily obtained from interviews and participant observation. These were complemented with secondary data sources such as journals, text books, law reports, etcetera. The contents of both sources of data were thematically and critically analysed. Overall, leadership at the case university has been more benevolent than toxic but improvement is desired in some areas. Accordingly, an expedient leadership framework (structure) to enhance consistent disciplinary procedure at the case university was proposed in this paper.
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The effect of staff perception of consistency or inconsistency in disciplinary decision making on workforce output at a Nigerian University
- Otto, Dorcas Dappasika, Ukpere, Wilfred I.
- Authors: Otto, Dorcas Dappasika , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Consistency , Staff perception , Disciplinary decision-making
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457471 , uj:40595 , Citation: Otto, D.D. & Ukpere, W.I. 2020. The effect of staff perception of consistency or inconsistency in disciplinary decision making on workforce output at a Nigerian University.
- Description: Abstract: Discipline is decisive in achieving organisational goals. If properly applied, discipline curtails the excesses of employees with deviant tendencies in organisations, and increases productivity and outputs generally. Nonetheless, of recent, there has been an increasing incidence of reactions against perceived inconsistent disciplinary decision-making in universities in Nigeria. Several employees who go through the disciplinary process complain of inconsistencies and some of these employees have resorted to civil litigation at public courts of law. It is against this backdrop that, this article explores the effect of staff perception of consistency in disciplinary decision-making in a Nigerian University. The objective is to identify the impact of perception of consistency or inconsistency in disciplinary decision-making on staff output and morale. Data were collected from both primary (interviews) and secondary (journals, text books, law reports and other documents) sources. The article adopted a qualitative research approach. The findings established that perception of consistency in disciplinary decision-making among the interviewees, majority of whom, have experienced the disciplinary process directly, is favourable; though among many of the employees yet to go through the process, the perception of consistency of disciplinary decision-making is unfavourable. When the views of employees who had gone through the process and those yet to have direct experience is aggregated however, the perception of the employees on consistency of disciplinary decision-making seems positive. This positive perception of consistency in the disciplinary decision-making resulted in increased output and high staff morale. However there is always room for improvement. Among others, it is proposed that consistency of disciplinary decision-making in the case university could be enhanced if the leadership improves on the publicity and transparency of disciplinary decision-making processes; appointment of members of disciplinary panels on the basis of their expertise; as well as specify timeframe for the conclusion of all disciplinary matters. These will likely enhance disciplinary decision-making at the university and impact positively on staff morale and productivity.
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- Authors: Otto, Dorcas Dappasika , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Consistency , Staff perception , Disciplinary decision-making
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457471 , uj:40595 , Citation: Otto, D.D. & Ukpere, W.I. 2020. The effect of staff perception of consistency or inconsistency in disciplinary decision making on workforce output at a Nigerian University.
- Description: Abstract: Discipline is decisive in achieving organisational goals. If properly applied, discipline curtails the excesses of employees with deviant tendencies in organisations, and increases productivity and outputs generally. Nonetheless, of recent, there has been an increasing incidence of reactions against perceived inconsistent disciplinary decision-making in universities in Nigeria. Several employees who go through the disciplinary process complain of inconsistencies and some of these employees have resorted to civil litigation at public courts of law. It is against this backdrop that, this article explores the effect of staff perception of consistency in disciplinary decision-making in a Nigerian University. The objective is to identify the impact of perception of consistency or inconsistency in disciplinary decision-making on staff output and morale. Data were collected from both primary (interviews) and secondary (journals, text books, law reports and other documents) sources. The article adopted a qualitative research approach. The findings established that perception of consistency in disciplinary decision-making among the interviewees, majority of whom, have experienced the disciplinary process directly, is favourable; though among many of the employees yet to go through the process, the perception of consistency of disciplinary decision-making is unfavourable. When the views of employees who had gone through the process and those yet to have direct experience is aggregated however, the perception of the employees on consistency of disciplinary decision-making seems positive. This positive perception of consistency in the disciplinary decision-making resulted in increased output and high staff morale. However there is always room for improvement. Among others, it is proposed that consistency of disciplinary decision-making in the case university could be enhanced if the leadership improves on the publicity and transparency of disciplinary decision-making processes; appointment of members of disciplinary panels on the basis of their expertise; as well as specify timeframe for the conclusion of all disciplinary matters. These will likely enhance disciplinary decision-making at the university and impact positively on staff morale and productivity.
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Determining tourism graduate employability, knowledge, skills, and competencies in a VUCA world : constructing a tourism employability model
- Wakelin-Theron, N., Ukpere, Wilfred I., Spowart, J.
- Authors: Wakelin-Theron, N. , Ukpere, Wilfred I. , Spowart, J.
- Date: 2019
- Subjects: Employability , Tourism industry , Higher education
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/296431 , uj:32296 , Citation: Wakelin-Theron, N., Ukpere, Wilfred, I. & Spowart, J. 2019. Determining tourism graduate employability, knowledge, skills, and competencies in a VUCA world : constructing a tourism employability model.
- Description: Abstract: The aim of this study was to determine tourism graduates’ employability, knowledge, skills, and competencies in a VUCA world by constructing a tourism employability model. The concept of employability differs depending on the context, as well as the views of the people making employment decisions and those seeking employment in a VUCA world. It has become imperative to ensure an adequate level of preparedness among tourism graduates in a world dominated by technology, by understanding what the important knowledge, skills, and competencies are to enhance graduates’ chances of securing and sustaining employment in the tourism industry in South Africa...
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- Authors: Wakelin-Theron, N. , Ukpere, Wilfred I. , Spowart, J.
- Date: 2019
- Subjects: Employability , Tourism industry , Higher education
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/296431 , uj:32296 , Citation: Wakelin-Theron, N., Ukpere, Wilfred, I. & Spowart, J. 2019. Determining tourism graduate employability, knowledge, skills, and competencies in a VUCA world : constructing a tourism employability model.
- Description: Abstract: The aim of this study was to determine tourism graduates’ employability, knowledge, skills, and competencies in a VUCA world by constructing a tourism employability model. The concept of employability differs depending on the context, as well as the views of the people making employment decisions and those seeking employment in a VUCA world. It has become imperative to ensure an adequate level of preparedness among tourism graduates in a world dominated by technology, by understanding what the important knowledge, skills, and competencies are to enhance graduates’ chances of securing and sustaining employment in the tourism industry in South Africa...
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Exploring consistency inthe application of disciplinary measures within a state-owned entity
- Ukpere, Wilfred I., Knight, Xavier
- Authors: Ukpere, Wilfred I. , Knight, Xavier
- Date: 2019
- Subjects: Consistency , Disciplinary measures , Perceptions
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/404985 , uj:33987 , Citation: Ukpere, W.I., Knight, X. 2019 : Exploring consistency inthe application of disciplinary measures within a state-owned entity.
- Description: Abstract : Please refer to full text to view abstract.
- Full Text: false
- Authors: Ukpere, Wilfred I. , Knight, Xavier
- Date: 2019
- Subjects: Consistency , Disciplinary measures , Perceptions
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/404985 , uj:33987 , Citation: Ukpere, W.I., Knight, X. 2019 : Exploring consistency inthe application of disciplinary measures within a state-owned entity.
- Description: Abstract : Please refer to full text to view abstract.
- Full Text: false
Perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry
- Wakelin-Theron, Nicola, Ukpere, Wilfred I., Spowart, Jane
- Authors: Wakelin-Theron, Nicola , Ukpere, Wilfred I. , Spowart, Jane
- Date: 2018
- Subjects: Important knowledge and skills , Tourism industry , Graduates
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/279706 , uj:30042 , Citation: Wakelin-Theron, N., Ukpere, W.I. & Spowart, J. 2018. Perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry. African Journal of Hospitality, Tourism and Leisure, 7(4):1-18. , ISSN: 2223-814X
- Description: Abstract: Higher education institutions (HEIs) are under increasing pressure to equip graduates with the necessary knowledge, skills, and attributes that would make them employable and highly versatile in various tourism sectors. This means that the various qualifications in tourism that are awarded by HEIs should reflect the tourism industry’s needs and expectations. Consequently, it is important to identify the kind of knowledge skills that need to be developed in tourism graduates to prepare them for the working world. The purpose of this article is to identify the perceptions of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry. The research adopted a sequential explanatory mixed method, which entailed combining quantitative and qualitative methods. However the findings, both from the quantitative and qualitative phases highlight the important knowledge and skills required. In terms of important knowledge and skill, both parties seem to be at par in their perception. The study found that the most important knowledge and skills required in the tourism industry are customer service/awareness, ethical conduct at work, verbal communication, acceptance of responsibility, attention to detail, ability to work under pressure, time management skills, and motivation. Significant differences existed between the perceptions of tourism graduates and those of the tourism industry regarding professional, operational, knowledge and skills attributes. However, no significant differences existed between the perceptions of tourism graduates and those of the tourism industry regarding personality traits. This paper is hopefully useful for the development of important knowledge and skills required in the tourism industry. As such it has meaning for higher education institutions that offer tourism qualifications as well as the tourism industry who employs tourism graduates. This paper is original, as the study contributes to the body of knowledge and skills required in the tourism industry since no other paper as far as could be assessed, has taken up the topic of the perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry in South Africa.
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- Authors: Wakelin-Theron, Nicola , Ukpere, Wilfred I. , Spowart, Jane
- Date: 2018
- Subjects: Important knowledge and skills , Tourism industry , Graduates
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/279706 , uj:30042 , Citation: Wakelin-Theron, N., Ukpere, W.I. & Spowart, J. 2018. Perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry. African Journal of Hospitality, Tourism and Leisure, 7(4):1-18. , ISSN: 2223-814X
- Description: Abstract: Higher education institutions (HEIs) are under increasing pressure to equip graduates with the necessary knowledge, skills, and attributes that would make them employable and highly versatile in various tourism sectors. This means that the various qualifications in tourism that are awarded by HEIs should reflect the tourism industry’s needs and expectations. Consequently, it is important to identify the kind of knowledge skills that need to be developed in tourism graduates to prepare them for the working world. The purpose of this article is to identify the perceptions of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry. The research adopted a sequential explanatory mixed method, which entailed combining quantitative and qualitative methods. However the findings, both from the quantitative and qualitative phases highlight the important knowledge and skills required. In terms of important knowledge and skill, both parties seem to be at par in their perception. The study found that the most important knowledge and skills required in the tourism industry are customer service/awareness, ethical conduct at work, verbal communication, acceptance of responsibility, attention to detail, ability to work under pressure, time management skills, and motivation. Significant differences existed between the perceptions of tourism graduates and those of the tourism industry regarding professional, operational, knowledge and skills attributes. However, no significant differences existed between the perceptions of tourism graduates and those of the tourism industry regarding personality traits. This paper is hopefully useful for the development of important knowledge and skills required in the tourism industry. As such it has meaning for higher education institutions that offer tourism qualifications as well as the tourism industry who employs tourism graduates. This paper is original, as the study contributes to the body of knowledge and skills required in the tourism industry since no other paper as far as could be assessed, has taken up the topic of the perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry in South Africa.
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A review of instructional delivery in social work education using ICT tools
- Ukpere, Wilfred I., Benedict, H.T, Balogun, O.O
- Authors: Ukpere, Wilfred I. , Benedict, H.T , Balogun, O.O
- Date: 2014
- Subjects: Social work - Study and teaching , Information and Communication Technology
- Type: Journal
- Identifier: uj:5472 , ISSN 2039-2117 , http://hdl.handle.net/10210/13448
- Description: Education has been aptly referred to as a veritable tool for meaningful development. The quality and effectiveness of teaching determine to a great extent the overall quality of education and the attainment of educational goals and objectives. Information and Communication Technology ICT) has been globally acclaimed as a tool that can accelerate and promote teaching and learning (National Policy for Information Technology, 2001). As opined by Kirschmer and Waperies, (2003), Information and Communication Technology can make the school more efficient and productive, there by engendering a variety of tools to enhance and facilitate teachers’ professional activities. This theoretical paper reiterates the vital role of ICT in effective teaching and learning generally and essentially in Social Work Education. It kicked off by examining the concepts of ICT and social work; establishing the need for ICT tools in instructional delivery in social work. The paper thereafter examined some applications of ICT tools in Social Work Education delivery and emphasizes the need for social work educators to judiciously utilize the opportunities and benefits inherent in ICT oriented instructional delivery. The paper concludes with a caution on the potential impact of ICT on professional identity of confidentiality.
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- Authors: Ukpere, Wilfred I. , Benedict, H.T , Balogun, O.O
- Date: 2014
- Subjects: Social work - Study and teaching , Information and Communication Technology
- Type: Journal
- Identifier: uj:5472 , ISSN 2039-2117 , http://hdl.handle.net/10210/13448
- Description: Education has been aptly referred to as a veritable tool for meaningful development. The quality and effectiveness of teaching determine to a great extent the overall quality of education and the attainment of educational goals and objectives. Information and Communication Technology ICT) has been globally acclaimed as a tool that can accelerate and promote teaching and learning (National Policy for Information Technology, 2001). As opined by Kirschmer and Waperies, (2003), Information and Communication Technology can make the school more efficient and productive, there by engendering a variety of tools to enhance and facilitate teachers’ professional activities. This theoretical paper reiterates the vital role of ICT in effective teaching and learning generally and essentially in Social Work Education. It kicked off by examining the concepts of ICT and social work; establishing the need for ICT tools in instructional delivery in social work. The paper thereafter examined some applications of ICT tools in Social Work Education delivery and emphasizes the need for social work educators to judiciously utilize the opportunities and benefits inherent in ICT oriented instructional delivery. The paper concludes with a caution on the potential impact of ICT on professional identity of confidentiality.
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Application of grounded theory in career research reviewed
- Ukpere, Wilfred I., Van Rensburg, Adele Janse
- Authors: Ukpere, Wilfred I. , Van Rensburg, Adele Janse
- Date: 2014
- Subjects: Grounded theory
- Type: Journal
- Identifier: uj:5457 , ISSN 2039-2117 , http://hdl.handle.net/10210/13433
- Description: Most research studies pose some element of concern, discrepancies and controversy. Grounded theory (GT) research is not an exception. This paper provides an overview of how GT was applied in a PhD study about career transition phenomenon. It should be noted that it is not the intent of this paper to provide a detailed account of the completed study, but rather to provide a practical example of the process followed, which first-time GT researchers might find useful. Therefore, firstly, this paper provides an overview of GT in general, including two of the most controversial topics which are the use of literature and the application of qualitative data analysis (QDA) programs. Secondly, the researcher’s school of thought and her first-hand account of how grounded theory was applied, is explained.
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- Authors: Ukpere, Wilfred I. , Van Rensburg, Adele Janse
- Date: 2014
- Subjects: Grounded theory
- Type: Journal
- Identifier: uj:5457 , ISSN 2039-2117 , http://hdl.handle.net/10210/13433
- Description: Most research studies pose some element of concern, discrepancies and controversy. Grounded theory (GT) research is not an exception. This paper provides an overview of how GT was applied in a PhD study about career transition phenomenon. It should be noted that it is not the intent of this paper to provide a detailed account of the completed study, but rather to provide a practical example of the process followed, which first-time GT researchers might find useful. Therefore, firstly, this paper provides an overview of GT in general, including two of the most controversial topics which are the use of literature and the application of qualitative data analysis (QDA) programs. Secondly, the researcher’s school of thought and her first-hand account of how grounded theory was applied, is explained.
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Democracy and development in Rivers State of Nigeria
- Ukpere, Wilfred I., Otto, Godly
- Authors: Ukpere, Wilfred I. , Otto, Godly
- Date: 2014
- Subjects: Democracy - Nigeria , Nigeria - Politics and government
- Type: Article
- Identifier: uj:5466 , ISSN 2039-9340 , ISSN 2039-2117 , http://hdl.handle.net/10210/13442
- Description: Democracy is popularly defined as the government of the people by the people for the people. In other words, it is a peoples’ government informed by the majority for the interest of the greatest number in society. Such a government must therefore aspire to improve the welfare of the greatest number in society to remain relevant. Nigerians clamoured for the return to democratic governance for a long time and that clamour was not without conflicts and injuries. However, since 1999, democracy has been in the country and currently is about 13 years old. The question is: are the expectations being realized? This work compares the pre-democratic and democratic dispensations in Rivers State using the unbalanced growth theory. The work observed that the cost of democracy in Nigeria at this time is relatively high compared to the military era. There is a need for more efficiency in governance in Nigeria now.
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- Authors: Ukpere, Wilfred I. , Otto, Godly
- Date: 2014
- Subjects: Democracy - Nigeria , Nigeria - Politics and government
- Type: Article
- Identifier: uj:5466 , ISSN 2039-9340 , ISSN 2039-2117 , http://hdl.handle.net/10210/13442
- Description: Democracy is popularly defined as the government of the people by the people for the people. In other words, it is a peoples’ government informed by the majority for the interest of the greatest number in society. Such a government must therefore aspire to improve the welfare of the greatest number in society to remain relevant. Nigerians clamoured for the return to democratic governance for a long time and that clamour was not without conflicts and injuries. However, since 1999, democracy has been in the country and currently is about 13 years old. The question is: are the expectations being realized? This work compares the pre-democratic and democratic dispensations in Rivers State using the unbalanced growth theory. The work observed that the cost of democracy in Nigeria at this time is relatively high compared to the military era. There is a need for more efficiency in governance in Nigeria now.
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Employee performance management at a South African government organization
- Ukpere, Wilfred I., Khan, Saajida
- Authors: Ukpere, Wilfred I. , Khan, Saajida
- Date: 2014
- Subjects: Performance management , Employees - Rating of
- Type: Journal
- Identifier: uj:5469 , ISSN 2039-9340 , http://hdl.handle.net/10210/13445
- Description: Performance Management is a process by which the outputs of employees are measured and controlled in order to improve organisational effectiveness and reward employees accordingly. The objective of this study was to determine the effects of Performance Management, inclusive of its policies; administration processes and systems on employees and determine how to optimize its current status at a South African Government Organization. Face-to-face interviews and performance management compliance audits were conducted with all Line Managers and a sample of employees in order to determine its impacts on employees and the management of their performance. It has been found that gaps exist in terms of understanding the use of the electronic performance management system, compliance to performance management policy & timelines, pertinent feedback from management with regard to development areas, and a lack of training initiatives to address training needs in order develop organisational effectiveness & employee morale. It is recommended that mechanisms are initiated such as information sharing sessions, feedback timelines and training plans in order to address these challenges effectually.
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- Authors: Ukpere, Wilfred I. , Khan, Saajida
- Date: 2014
- Subjects: Performance management , Employees - Rating of
- Type: Journal
- Identifier: uj:5469 , ISSN 2039-9340 , http://hdl.handle.net/10210/13445
- Description: Performance Management is a process by which the outputs of employees are measured and controlled in order to improve organisational effectiveness and reward employees accordingly. The objective of this study was to determine the effects of Performance Management, inclusive of its policies; administration processes and systems on employees and determine how to optimize its current status at a South African Government Organization. Face-to-face interviews and performance management compliance audits were conducted with all Line Managers and a sample of employees in order to determine its impacts on employees and the management of their performance. It has been found that gaps exist in terms of understanding the use of the electronic performance management system, compliance to performance management policy & timelines, pertinent feedback from management with regard to development areas, and a lack of training initiatives to address training needs in order develop organisational effectiveness & employee morale. It is recommended that mechanisms are initiated such as information sharing sessions, feedback timelines and training plans in order to address these challenges effectually.
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Evaluating HIV/AIDS programme within South African universities
- Ukpere, Wilfred I., Gobind, Jenni
- Authors: Ukpere, Wilfred I. , Gobind, Jenni
- Date: 2014
- Subjects: HIV/AIDS programmes - South Africa - Evaluation , AIDS (Disease) - Government policy - South Africa
- Type: Journal
- Identifier: uj:5470 , ISSN 2039-2117 , http://hdl.handle.net/10210/13446
- Description: This paper presents the occasion to consider the need and benefit of evaluating HIV/AIDS programmes within South African universities. The emergence of the need for workplace policy has resulted in a barrage of HIV workplace policies saturating the workplace. The International Labour Organisation and Higher Education HIV/AIDS Programme (HEAIDS) have made recommendations as to points, which policy and decision makers should consider in the development of national policies and programmes on HIV/AIDS. Many Higher Education Institution policy makers have yet to question the need and benefits of an HIV/AIDS programme. This paper further suggests that an HIV/AIDS programme should be followed by an evaluation that would determine the effectiveness of such programme.
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- Authors: Ukpere, Wilfred I. , Gobind, Jenni
- Date: 2014
- Subjects: HIV/AIDS programmes - South Africa - Evaluation , AIDS (Disease) - Government policy - South Africa
- Type: Journal
- Identifier: uj:5470 , ISSN 2039-2117 , http://hdl.handle.net/10210/13446
- Description: This paper presents the occasion to consider the need and benefit of evaluating HIV/AIDS programmes within South African universities. The emergence of the need for workplace policy has resulted in a barrage of HIV workplace policies saturating the workplace. The International Labour Organisation and Higher Education HIV/AIDS Programme (HEAIDS) have made recommendations as to points, which policy and decision makers should consider in the development of national policies and programmes on HIV/AIDS. Many Higher Education Institution policy makers have yet to question the need and benefits of an HIV/AIDS programme. This paper further suggests that an HIV/AIDS programme should be followed by an evaluation that would determine the effectiveness of such programme.
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Exploration of psychosocial risk and the handling of unsafe acts and misconducts in the workplace
- Visagie, Jan, Ukpere, Wilfred I., Swanepoel, Jacquelene
- Authors: Visagie, Jan , Ukpere, Wilfred I. , Swanepoel, Jacquelene
- Date: 2014
- Subjects: Occupational risks , Industrial safety
- Type: Journal
- Identifier: uj:5473 , ISSN 2039-2117 , http://hdl.handle.net/10210/13449
- Description: The aim of this article was to investigate the psychosocial risk environment influencing employee behaviour, and subsequently the trust relationship between employer and employee. The unique nature and commonness of negative acts, such as unsafe behaviour, human errors, poor performance and negligence (also referred to as unsafe practices) are explored in this article. Pertinent literatures were reviewed on the nature of negative acts or unsafe behaviour. The findings of this study were used to draw comparisons between unsafe behaviour/misconduct and accidents in the workplace and finally recommendations were made on how the problem can be addressed from a labour relations perspective. The results indicate that a relationship between unsafe practice/misconduct and occupational injuries and accidents exist, owing to system flaws, human error or psychosocial risk.
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- Authors: Visagie, Jan , Ukpere, Wilfred I. , Swanepoel, Jacquelene
- Date: 2014
- Subjects: Occupational risks , Industrial safety
- Type: Journal
- Identifier: uj:5473 , ISSN 2039-2117 , http://hdl.handle.net/10210/13449
- Description: The aim of this article was to investigate the psychosocial risk environment influencing employee behaviour, and subsequently the trust relationship between employer and employee. The unique nature and commonness of negative acts, such as unsafe behaviour, human errors, poor performance and negligence (also referred to as unsafe practices) are explored in this article. Pertinent literatures were reviewed on the nature of negative acts or unsafe behaviour. The findings of this study were used to draw comparisons between unsafe behaviour/misconduct and accidents in the workplace and finally recommendations were made on how the problem can be addressed from a labour relations perspective. The results indicate that a relationship between unsafe practice/misconduct and occupational injuries and accidents exist, owing to system flaws, human error or psychosocial risk.
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Exploring the triggers of transformational change in the South African Department of Correctional Services
- Ukpere, Wilfred I., Coetzee, Jos, Mdletye, Mbongeni A.
- Authors: Ukpere, Wilfred I. , Coetzee, Jos , Mdletye, Mbongeni A.
- Date: 2014
- Subjects: Organizational change , South Africa. Dept. of Correctional Services
- Type: Journal
- Identifier: uj:5459 , ISSN 2039-2117 , http://hdl.handle.net/10210/13435
- Description: sChange is a critical phenomenon in any organisation that wants to optimise its performance at individual, team and organizational levels in order to survive and remain competitive in the intensely competitive and globalised operational environment – be it economic, social, political, technological, international or labour market environment. This paper presents empirical evidence gathered from research participants in the Correctional Centres located in the KwaZulu-Natal Region of the Department of Correctional Services on the factors that triggered the fundamental culture change from the punishment-oriented philosophy to the rehabilitation-driven philosophy in terms of the treatment of sentenced offenders (herein referred to as DCS change). An interest in the triggers of transformational change within a correctional environment has motivated the authors to embark on an empirical study which sought to establish the triggers of the transformational change in the Department of Correctional Services of South Africa. The study was significant, particularly if one considers the fact that there is generally an interest in the factors that force organisations to initiate and implement organisation-wide changes. Change and transformation strategists, organisation development practitioners, and managers in general in both the public and private sector globally and in South Africa in particular will benefit from the study, particular if one considers the fact that transformational change interventions are currently being implemented across the South African public service as part of the government’s agenda of reconstructing and developing the South African society. An extensive literature study on the external and internal triggers of organisational change was undertaken as part of contextualising the triggers of transformational change within the South African Correctional Services environment in general. The literature study was followed by the empirical study which focused on gathering data from correctional officials and offenders through utilising two survey questionnaires. The empirical findings revealed that the fundamental culture change from the punishment-oriented philosophy which was characterised by nonexistence of a human rights culture to a rehabilitation-focused philosophy underpinned by the promotion and maintenance of a human rights culture was sparked off by various internal and external factors. These ranged from financial, social and political reasons to complaints about service from offenders, complaints from national and international bodies regarding human rights violations, competitive forces, proactive and progressive leadership,and the need to reduce recidivism.
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- Authors: Ukpere, Wilfred I. , Coetzee, Jos , Mdletye, Mbongeni A.
- Date: 2014
- Subjects: Organizational change , South Africa. Dept. of Correctional Services
- Type: Journal
- Identifier: uj:5459 , ISSN 2039-2117 , http://hdl.handle.net/10210/13435
- Description: sChange is a critical phenomenon in any organisation that wants to optimise its performance at individual, team and organizational levels in order to survive and remain competitive in the intensely competitive and globalised operational environment – be it economic, social, political, technological, international or labour market environment. This paper presents empirical evidence gathered from research participants in the Correctional Centres located in the KwaZulu-Natal Region of the Department of Correctional Services on the factors that triggered the fundamental culture change from the punishment-oriented philosophy to the rehabilitation-driven philosophy in terms of the treatment of sentenced offenders (herein referred to as DCS change). An interest in the triggers of transformational change within a correctional environment has motivated the authors to embark on an empirical study which sought to establish the triggers of the transformational change in the Department of Correctional Services of South Africa. The study was significant, particularly if one considers the fact that there is generally an interest in the factors that force organisations to initiate and implement organisation-wide changes. Change and transformation strategists, organisation development practitioners, and managers in general in both the public and private sector globally and in South Africa in particular will benefit from the study, particular if one considers the fact that transformational change interventions are currently being implemented across the South African public service as part of the government’s agenda of reconstructing and developing the South African society. An extensive literature study on the external and internal triggers of organisational change was undertaken as part of contextualising the triggers of transformational change within the South African Correctional Services environment in general. The literature study was followed by the empirical study which focused on gathering data from correctional officials and offenders through utilising two survey questionnaires. The empirical findings revealed that the fundamental culture change from the punishment-oriented philosophy which was characterised by nonexistence of a human rights culture to a rehabilitation-focused philosophy underpinned by the promotion and maintenance of a human rights culture was sparked off by various internal and external factors. These ranged from financial, social and political reasons to complaints about service from offenders, complaints from national and international bodies regarding human rights violations, competitive forces, proactive and progressive leadership,and the need to reduce recidivism.
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Factors impacting job satisfaction of employees in the fast food industry in Cape Town
- Ukpere, Wilfred I., Ukandu, Nnenna E.
- Authors: Ukpere, Wilfred I. , Ukandu, Nnenna E.
- Date: 2014
- Subjects: Job satisfaction , Fast food restaurants - Employees
- Type: Journal
- Identifier: uj:5451 , ISSN 2039-2117 , http://hdl.handle.net/10210/13427
- Description: Job satisfaction increases the level of performance in any organisation including the fast food outlets. Job satisfaction helps to stimulate employees’ commitment in the workplace. In other words, employee satisfaction is vital for organisational development and growth. The fast food workers are unique and have their individual needs, potentials, values and goals. Job satisfaction can also enhance the level of motivation in the workplace. Hence, when the workers are satisfied, they also tend to be motivated towards organisational goals. This paper aims to look at factors impacting the job satisfaction of employee within the fast food industry, in order to proffer ways of improving the level of job satisfaction of fast food employees, in order to achieve a high level of employee and organisational performance. A survey concentrated mainly on the fast food industry. Only fast food employees with at least six (6) months experience were selected for the study, in order to obtain a reliable and valid response. Data was obtained from both the operational workers, administration, cashiers and the managers. A total of 200 closed-ended questionnaires were distributed and 123 employees responded, which gave a response rate of 62.5%. Research finding shows that the rate of personal growth of the employees in their workplace was not satisfactory with a rate of 56.1% respondents. Also, the flexible time plan was not very satisfactory to the workers since they were given a flexible time sometimes during busy periods. In addition, the employees were not allowed to participate in decisions that affects them. It is thus proposed that fast food employees should be empowered through effective participation in decision making. Moreover, the employee skills should be improved through coaching and feedback system.
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- Authors: Ukpere, Wilfred I. , Ukandu, Nnenna E.
- Date: 2014
- Subjects: Job satisfaction , Fast food restaurants - Employees
- Type: Journal
- Identifier: uj:5451 , ISSN 2039-2117 , http://hdl.handle.net/10210/13427
- Description: Job satisfaction increases the level of performance in any organisation including the fast food outlets. Job satisfaction helps to stimulate employees’ commitment in the workplace. In other words, employee satisfaction is vital for organisational development and growth. The fast food workers are unique and have their individual needs, potentials, values and goals. Job satisfaction can also enhance the level of motivation in the workplace. Hence, when the workers are satisfied, they also tend to be motivated towards organisational goals. This paper aims to look at factors impacting the job satisfaction of employee within the fast food industry, in order to proffer ways of improving the level of job satisfaction of fast food employees, in order to achieve a high level of employee and organisational performance. A survey concentrated mainly on the fast food industry. Only fast food employees with at least six (6) months experience were selected for the study, in order to obtain a reliable and valid response. Data was obtained from both the operational workers, administration, cashiers and the managers. A total of 200 closed-ended questionnaires were distributed and 123 employees responded, which gave a response rate of 62.5%. Research finding shows that the rate of personal growth of the employees in their workplace was not satisfactory with a rate of 56.1% respondents. Also, the flexible time plan was not very satisfactory to the workers since they were given a flexible time sometimes during busy periods. In addition, the employees were not allowed to participate in decisions that affects them. It is thus proposed that fast food employees should be empowered through effective participation in decision making. Moreover, the employee skills should be improved through coaching and feedback system.
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Financial performance measures and business objectives attainment in fast food SMMEs in the Cape Metropoli s: a preliminary liability and suitability analysis
- Ukpere, Wilfred I., Smit, Yolande, Ngary, Clency, Bruwer, Juan-Pierre
- Authors: Ukpere, Wilfred I. , Smit, Yolande , Ngary, Clency , Bruwer, Juan-Pierre
- Date: 2014
- Subjects: Fast food restaurants - Economic aspects - South Africa - Cape Town
- Type: Journal
- Identifier: uj:5455 , ISSN 2039-2117 , http://hdl.handle.net/10210/13431
- Description: According to the Small Business Act No. 102 of 1996, Small Medium and Micro Enterprises (SMMEs) were introduced by the South African government to assist with the achievement of uplifting the national economy to reduce the rising trend unemployment and poverty in the country. SMMEs are believed to contribute up to 30% of the Gross Domestic Product of South Africa and are further believed to be responsible for absorbing up to 80% of the national labour force. Regrettably, prior research suggests that these initiatives have not succeeded in reducing unemployment and eradicating poverty, since more than 75% of SMMEs have been reported to fail within their first two years of existence. Economic factors have been blamed for the dismal outcomes. However, the achievement of business objectives is very relevant to how a business is managed, particularly from a financial outlook. In essence, the current authors are of the view that SMMEs were not attaining their objectives owing to the ineffective utilisation of financial performance measures, which consequently affects the smooth existence of these entities as a going concern. The main objective of this paper was to determine the extent to which SMMEs make use of financial performance measures to attain their business objectives. The research adopted a quantitative approach, which entails the collection of data from 30 SMMEs leaders (owners and/or managers) in the Cape Metropolis. All participants were required to adhere to a list of strict delineation criteria. The finding reveals that SMMEs leaders do make use of financial performance measures to manage their respective businesses towards the attainment of business objectives, but only to a limited extent.
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- Authors: Ukpere, Wilfred I. , Smit, Yolande , Ngary, Clency , Bruwer, Juan-Pierre
- Date: 2014
- Subjects: Fast food restaurants - Economic aspects - South Africa - Cape Town
- Type: Journal
- Identifier: uj:5455 , ISSN 2039-2117 , http://hdl.handle.net/10210/13431
- Description: According to the Small Business Act No. 102 of 1996, Small Medium and Micro Enterprises (SMMEs) were introduced by the South African government to assist with the achievement of uplifting the national economy to reduce the rising trend unemployment and poverty in the country. SMMEs are believed to contribute up to 30% of the Gross Domestic Product of South Africa and are further believed to be responsible for absorbing up to 80% of the national labour force. Regrettably, prior research suggests that these initiatives have not succeeded in reducing unemployment and eradicating poverty, since more than 75% of SMMEs have been reported to fail within their first two years of existence. Economic factors have been blamed for the dismal outcomes. However, the achievement of business objectives is very relevant to how a business is managed, particularly from a financial outlook. In essence, the current authors are of the view that SMMEs were not attaining their objectives owing to the ineffective utilisation of financial performance measures, which consequently affects the smooth existence of these entities as a going concern. The main objective of this paper was to determine the extent to which SMMEs make use of financial performance measures to attain their business objectives. The research adopted a quantitative approach, which entails the collection of data from 30 SMMEs leaders (owners and/or managers) in the Cape Metropolis. All participants were required to adhere to a list of strict delineation criteria. The finding reveals that SMMEs leaders do make use of financial performance measures to manage their respective businesses towards the attainment of business objectives, but only to a limited extent.
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Impact of leadership styles on teaching and learning process in Imo State
- Ukpere, Wilfred I., Anyanwu, O.J., Okoroji, L.I.
- Authors: Ukpere, Wilfred I. , Anyanwu, O.J. , Okoroji, L.I.
- Date: 2014
- Subjects: Leadership , High school teachers
- Type: Journal
- Identifier: uj:5462 , ISSN 2039-2117 , http://hdl.handle.net/10210/13438
- Description: The research examined the effect of leadership styles on teaching and learning process. The population comprises the academic staff of selected secondary schools in Owerri North Local Government Area (LGA). The academic staff members selected includes junior and senior staff members, as well as male and female staff. Sixty-six teachers, which constitute the population of academic staff of selected from secondary school makes up the sample for the study. Stratified random sampling technique was used for sample selection. Self structured questionnaire was the instrument used for data collection. The method of data analysis used on this research work is ANOVA statistics. Based on the summary of the findings, Gender to a high extent, influences the leadership style used in classroom teaching and learning process. The result also reveals that majority of secondary school teachers in Owerri North used democratic leadership style more than other types of leadership styles. Having listed some findings of the research work, it is necessary to make recommendation. Both male and female teachers should be exposed to constant and relevant seminars, workshop by the school management boards in order to ensure that these teachers are equipped with better understanding of leadership style as well as better combination of these styles.
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- Authors: Ukpere, Wilfred I. , Anyanwu, O.J. , Okoroji, L.I.
- Date: 2014
- Subjects: Leadership , High school teachers
- Type: Journal
- Identifier: uj:5462 , ISSN 2039-2117 , http://hdl.handle.net/10210/13438
- Description: The research examined the effect of leadership styles on teaching and learning process. The population comprises the academic staff of selected secondary schools in Owerri North Local Government Area (LGA). The academic staff members selected includes junior and senior staff members, as well as male and female staff. Sixty-six teachers, which constitute the population of academic staff of selected from secondary school makes up the sample for the study. Stratified random sampling technique was used for sample selection. Self structured questionnaire was the instrument used for data collection. The method of data analysis used on this research work is ANOVA statistics. Based on the summary of the findings, Gender to a high extent, influences the leadership style used in classroom teaching and learning process. The result also reveals that majority of secondary school teachers in Owerri North used democratic leadership style more than other types of leadership styles. Having listed some findings of the research work, it is necessary to make recommendation. Both male and female teachers should be exposed to constant and relevant seminars, workshop by the school management boards in order to ensure that these teachers are equipped with better understanding of leadership style as well as better combination of these styles.
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Innovation through global collaboration : a new source of competitive advantage (a study of Nigerian Breweries PLC)
- Ukpere, Wilfred I., Otto, Godly
- Authors: Ukpere, Wilfred I. , Otto, Godly
- Date: 2014
- Subjects: Competitive advantage , Breweries - Nigeria , Nigerian Breweries Plc
- Type: Article
- Identifier: uj:5467 , ISSN 2039-9340 , http://hdl.handle.net/10210/13443
- Description: Recent studies on innovation portray traditional approaches to innovation, wherein firms focus solely on their centralized Research and Development team in their pursuit and creation of innovation, as fast becoming outdated; bringing about the need to rethink the way firms managed innovation. This study was motivated by the need to understand the strategies and practices used by firms that have achieved greater success in their collaborative innovative efforts, and how this gave them a competitive advantage, using Nigerian Breweries Plc., as a case study. The research objectives are to: ascertain ways of measuring and developing innovation capabilities for business growth; provide an insight into the concept of global innovative collaboration and how it leads to organizational efficiency; and find out how an effective collaborative network can enhance innovativeness as a springboard for attaining competitive advantage. The research design adopted was the survey method. Primary data were collected using the questionnaire; our hypotheses were tested using the Chi-square, and our respondents comprise of the Management staff, and other category of workers at Nigerian Breweries Plc., which resulted in the following findings: that Nigerian Breweries Plc. was able to achieve efficiency and an immense growth in business by developing adequate collaborative innovative capabilities which have positive impact on the competitive advantage of the organisation. Therefore, the effective collaborative innovative network is the springboard of Nigerian Breweries Plc.’s attainment of competitive advantage; and a corporate collaborative innovation environment helps reinforce and amplify employee morale, build leadership and career opportunities by helping employees work better together. It was concluded that, collaborative innovation is an effective and efficient way to achieve competitive advantage. It is recommended that organisations should, critically assess their collaborative innovation strategies alongside those of other players in preparing for collaboration, tactfully address the issue of trust, focus on efficient use of firm’s resources, and continually foster an organisational climate that promotes the processes of collaborative innovation.
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- Authors: Ukpere, Wilfred I. , Otto, Godly
- Date: 2014
- Subjects: Competitive advantage , Breweries - Nigeria , Nigerian Breweries Plc
- Type: Article
- Identifier: uj:5467 , ISSN 2039-9340 , http://hdl.handle.net/10210/13443
- Description: Recent studies on innovation portray traditional approaches to innovation, wherein firms focus solely on their centralized Research and Development team in their pursuit and creation of innovation, as fast becoming outdated; bringing about the need to rethink the way firms managed innovation. This study was motivated by the need to understand the strategies and practices used by firms that have achieved greater success in their collaborative innovative efforts, and how this gave them a competitive advantage, using Nigerian Breweries Plc., as a case study. The research objectives are to: ascertain ways of measuring and developing innovation capabilities for business growth; provide an insight into the concept of global innovative collaboration and how it leads to organizational efficiency; and find out how an effective collaborative network can enhance innovativeness as a springboard for attaining competitive advantage. The research design adopted was the survey method. Primary data were collected using the questionnaire; our hypotheses were tested using the Chi-square, and our respondents comprise of the Management staff, and other category of workers at Nigerian Breweries Plc., which resulted in the following findings: that Nigerian Breweries Plc. was able to achieve efficiency and an immense growth in business by developing adequate collaborative innovative capabilities which have positive impact on the competitive advantage of the organisation. Therefore, the effective collaborative innovative network is the springboard of Nigerian Breweries Plc.’s attainment of competitive advantage; and a corporate collaborative innovation environment helps reinforce and amplify employee morale, build leadership and career opportunities by helping employees work better together. It was concluded that, collaborative innovation is an effective and efficient way to achieve competitive advantage. It is recommended that organisations should, critically assess their collaborative innovation strategies alongside those of other players in preparing for collaboration, tactfully address the issue of trust, focus on efficient use of firm’s resources, and continually foster an organisational climate that promotes the processes of collaborative innovation.
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Monitoring infrastructure policy reforms and rural poverty reduction in Ghana : the case of Keta Sea Defence Project
- Ukpere, Wilfred I., Garr, Ewald Q., LLe, Isioma U.
- Authors: Ukpere, Wilfred I. , Garr, Ewald Q. , LLe, Isioma U.
- Date: 2014
- Subjects: Poverty - Ghana , Infrastructure (Economics) - Ghana , Rural poor - Ghana
- Type: Journal
- Identifier: uj:5452 , ISSN 2039-2117 , http://hdl.handle.net/10210/13428
- Description: Over the years Ghana has adopted many policy reforms with the aim of reducing poverty. Though official reports indicate reduction in poverty, poverty has become a rural phenomenon. An essential factor identified as crucial for rural poverty reduction is infrastructure. Though the government of Ghana has acknowledged the potential contribution of infrastructure to poverty reduction, and continues to increase annual expenditure on infrastructure provision, the government is worried about the failure of many infrastructure projects to reduce poverty. Since policies provide frameworks that guide action, it would be expected that Ghana’s infrastructure policies address these problems. The study explores the relationship between infrastructure and rural poverty reduction, and the adequacy of Ghana’s infrastructure policy environment in contributing to rural poverty reduction.
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- Authors: Ukpere, Wilfred I. , Garr, Ewald Q. , LLe, Isioma U.
- Date: 2014
- Subjects: Poverty - Ghana , Infrastructure (Economics) - Ghana , Rural poor - Ghana
- Type: Journal
- Identifier: uj:5452 , ISSN 2039-2117 , http://hdl.handle.net/10210/13428
- Description: Over the years Ghana has adopted many policy reforms with the aim of reducing poverty. Though official reports indicate reduction in poverty, poverty has become a rural phenomenon. An essential factor identified as crucial for rural poverty reduction is infrastructure. Though the government of Ghana has acknowledged the potential contribution of infrastructure to poverty reduction, and continues to increase annual expenditure on infrastructure provision, the government is worried about the failure of many infrastructure projects to reduce poverty. Since policies provide frameworks that guide action, it would be expected that Ghana’s infrastructure policies address these problems. The study explores the relationship between infrastructure and rural poverty reduction, and the adequacy of Ghana’s infrastructure policy environment in contributing to rural poverty reduction.
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Monitoring public participation processes at local government level : with specific reference to agricultural processes in Ntcheu district
- Namondwe, Z., Ile, I.U, Ukpere, Wilfred I.
- Authors: Namondwe, Z. , Ile, I.U , Ukpere, Wilfred I.
- Date: 2014
- Subjects: Agriculture - Malawi , Agriculture extension services - Malawi
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/363944 , uj:5425 , ISSN 2039-2117 , http://hdl.handle.net/10210/11952
- Description: Agriculture is the greatest source of economic development in Malawi. With decentralisation, the Ministry of Agriculture and Food security through the Department of Agriculture Extension Services sector, established the New Agricultural Extension policy to create participatory processes to address farmers’ needs. This is against the background that research has shown that the more people participate in developmental issues the more their needs are prioritised, especially if the participatory structures have legal backing and are respected by stakeholders, including government officials. This research engaged the established participatory structures in agricultural processes and the extent of their efficiency. It emerged that these structured were not as effective because committees that could allow for the participation of farmers in planning and decision making at Area and District level are in fact not operational as expected.
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- Authors: Namondwe, Z. , Ile, I.U , Ukpere, Wilfred I.
- Date: 2014
- Subjects: Agriculture - Malawi , Agriculture extension services - Malawi
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/363944 , uj:5425 , ISSN 2039-2117 , http://hdl.handle.net/10210/11952
- Description: Agriculture is the greatest source of economic development in Malawi. With decentralisation, the Ministry of Agriculture and Food security through the Department of Agriculture Extension Services sector, established the New Agricultural Extension policy to create participatory processes to address farmers’ needs. This is against the background that research has shown that the more people participate in developmental issues the more their needs are prioritised, especially if the participatory structures have legal backing and are respected by stakeholders, including government officials. This research engaged the established participatory structures in agricultural processes and the extent of their efficiency. It emerged that these structured were not as effective because committees that could allow for the participation of farmers in planning and decision making at Area and District level are in fact not operational as expected.
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Perceptions: a critical factor in transformational change management – lessons from the Department of Correctional Services of South Africa
- Mdletye, Mbongeni A., Coetzee, Jos, Ukpere, Wilfred I.
- Authors: Mdletye, Mbongeni A. , Coetzee, Jos , Ukpere, Wilfred I.
- Date: 2014
- Subjects: Organizational change - Management , South Africa. Dept. of Correctional Services
- Type: Journal
- Identifier: uj:5463 , ISSN 2039-2117 , http://hdl.handle.net/10210/13439
- Description: There is growing recognition globally that the current organisational change management methodologies and practices are ineffective. This admission is based on the fact that change efforts implemented in organisations do not produce the desired results in terms of set change objectives. This assertion is evidenced by the dismal success rate in the implementation of organisational change initiatives. Empirical studies conducted previously by authors such as Hattingh (2004), Balogun and Hope Hailey (2004), Bregman (2009), Lotich (2011), and Choi and Ruona (2011) have confirmed that there is indeed a high failure rate in the implementation of organisational change efforts. The high failure rate that organisations record is attributed to managers’ neglect of the elements and dynamics of change, which constitute the human dimension of change. People’s perceptions of change form part of the dynamics of change which need to be seriously addressed if success in the implementation of organisational change efforts is to be attained. Empirical studies that seek to validate the claim that perceptions play a critical role in shaping people’s attitudes towards change and consequently their responses to change in terms of their reactions and resistance to change, have somehow been very limited. This is what this study sought to do – to investigate, establish, explore and understand the role that perceptions play in influencing people’s attitudes towards change, thereby influencing the status of change in terms of success or failure. The undertaking of the study on perceptions was to ensure that managers understand the influence that perceptions have on people’s attitudes towards change. The researcher conducted a literature study in order to contextualise the role of perceptions in influencing people’s attitudes within the offender correctional environment in the Department of Correctional Services of South Africa. Two survey questionnaires, one for correctional officials and the other for offenders, were utilised for purposes of collecting data. The results of the study revealed that perceptions play a significant role in shaping people’s attitudes towards change and consequently their reactions to and experiences of change.
- Full Text:
- Authors: Mdletye, Mbongeni A. , Coetzee, Jos , Ukpere, Wilfred I.
- Date: 2014
- Subjects: Organizational change - Management , South Africa. Dept. of Correctional Services
- Type: Journal
- Identifier: uj:5463 , ISSN 2039-2117 , http://hdl.handle.net/10210/13439
- Description: There is growing recognition globally that the current organisational change management methodologies and practices are ineffective. This admission is based on the fact that change efforts implemented in organisations do not produce the desired results in terms of set change objectives. This assertion is evidenced by the dismal success rate in the implementation of organisational change initiatives. Empirical studies conducted previously by authors such as Hattingh (2004), Balogun and Hope Hailey (2004), Bregman (2009), Lotich (2011), and Choi and Ruona (2011) have confirmed that there is indeed a high failure rate in the implementation of organisational change efforts. The high failure rate that organisations record is attributed to managers’ neglect of the elements and dynamics of change, which constitute the human dimension of change. People’s perceptions of change form part of the dynamics of change which need to be seriously addressed if success in the implementation of organisational change efforts is to be attained. Empirical studies that seek to validate the claim that perceptions play a critical role in shaping people’s attitudes towards change and consequently their responses to change in terms of their reactions and resistance to change, have somehow been very limited. This is what this study sought to do – to investigate, establish, explore and understand the role that perceptions play in influencing people’s attitudes towards change, thereby influencing the status of change in terms of success or failure. The undertaking of the study on perceptions was to ensure that managers understand the influence that perceptions have on people’s attitudes towards change. The researcher conducted a literature study in order to contextualise the role of perceptions in influencing people’s attitudes within the offender correctional environment in the Department of Correctional Services of South Africa. Two survey questionnaires, one for correctional officials and the other for offenders, were utilised for purposes of collecting data. The results of the study revealed that perceptions play a significant role in shaping people’s attitudes towards change and consequently their reactions to and experiences of change.
- Full Text: