Business Administration

Innovation is the key to growth, without it, most organization would forever be stuck doing the same old things the same old way. New products, new services and new ways of doing business would never emerge. Entrepreneurship activities brings about business innovation with resultant development in enterprises which also serves as a panacea to economic growth in developing countries. Entrepreneurship development in Nigeria came up early in the 70s immediately after independence. The promulgation of Nigeria Enterprises Promotion Decree of 1972 provides stimulus for entrepreneurship development via Small and Medium Scale Enterprises (SMEs) promotion. This paper attempts to examine the culture of innovation in entrepreneurship development using Osun State in Southwest Nigeria as a case study. Personal interview combined with analysis of primary and secondary data were applied to reach to this understanding. It was discovered that entrepreneurship development still remains the strong policy option for developing Nigeria's manufacturing, service and industrial sectors. The finding shows that dedicated people achieve innovation with a shared passion for problem solving and for turning ideas into realities. Companies that continuously innovate will create new markets, products, services and business models that lead to undeniable growth.

The paper investigates the investment – growth nexus in Nigeria, for the period 1981-2012. Using the Vector Error Correction Model (VECM), the study finds that investment is cointegrated with economic growth in the country; that is, there is a long run relationship between investment and economic growth in Nigeria. The results further show that investment Granger causes economic growth in Nigeria. The paper argues that there is need for the government to invest heavily through appropriate mechanism, strong institutions and macroeconomic policies in order to result to economic progress and sustainable development in the country.

This study looks critically at the importance and significance of effective management of the most viable factors of production in the organisation-human resource or human capital as well as their interaction with the entrepreneurials in the capitalist economy. Towards the end, solutions were profered to the incessant distruption of production as a result of strike and or lock out to have a harmonious relationship between the workforce and the employer

The purpose of this study is to examine the processes through which personnel are recruited into organisation and the impacts of the personnel recruitment on the organisational development. Six research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and fifty senior personnel formed the sample size from six organisations. A self-designed instrument labeled Personnel Recruitment Process Impact Questionnaire (PEREPRIQ) containing five sections was used in the collection of data. The findings of the study revealed certain recruitment procedures adopted in organisations. It also revealed that the recruitment procedures used in the organisation influence personnel behaviour and performance to a large extent. It further established those factors militating against recruitment processes in organisations as well as its consequences on the personnel and organisational development. Based on the findings, the following recommendations were proffered that recruitment processes and procedures must be developed which all applicants must pass through; that all applicants must all be treated equally, and that what constitute qualification and merit must be well spelt out to include applicant ability to "deliver" and not just 'paper' qualification. R Re ef fe er re en nc ce es s Afolabi, H. B. (1988). Trends, Challenges and Management Strategies in University Administration in Nigeria. Calculated Value: (Rho) = 0.16 and Critical/Table Value  = 0.05 = 0.7450

This work looked at the potentials of entrepreneurship development within the framework of indigenous small scale management. It also show those potentials that are inherent in entrepreneurs of small scale business both low and high potentials and possibly expose some of the problems or drawbacks of entrepreneur of small scale business in Africa. The writer try to show what small scale business is like and possibly other scholars' assumptions of what small scale business is all about. Finally, some suggestions were proffered by the writer based on the personal experiences on how to enhance the potentials of entrepreneurs of small scale business in Nigeria and possibly, the entire continent of Africa; talking about how to cope with, both internal and external environmental forces of the business.

The paper is looking into fund raising through leasing of equipments and machineries rather than purchasing them on cash and carry basis as such having much impact and impart on the working capital of the small and medium scale enterprises. The paper looked into relevant and related studies and came up with the ideas like concept of leasing, types of lease arrangement and Central Bank of Nigeria regulations as to lease for small and medium scale enterprises. The study made use of a self designed questionnaire called ELESOF to get information from respondents and came up with certain conclusions that equipment leasing is very paramount to the survival of organisations and that though the CBN gave the rules to encourage of small and medium scale enterprises through equipment leasing via the commercial banks but this is just an illusion as far as the instruction by CBN to commercial banks.

The study looked at what financial windfall is all about as well as the legal perspectives and the constitutional framework of managing such fund in Nigeria.  The study went further to looked at the reasons behind the clash of interest of the private and public sector of the economy on the management of the financial windfall.  The possible effects of financial windfall on the economy and; finally, proffer suggestions and ways towards effective and efficient management of such financial windfall.

The study looks into wages and salaries administration as a motivational tool in Nigerian organisation.  The study went further to distinguish between gratuitous and paid job with possible effect of wages and salaries as it relates to individual contribution and effort towards the achievement of the corporate goals and objectives.  The study made use of a self-designed questionnaire and eventually used chi-square to analyse and conclude on the hypothesis that wages and salaries serves as motivational tool and that wages and salaries has significant relationship with workers performance in Nigerian organisation.

This study looks critically at the importance and significance of effective management of the most viable factors of production in the organisation-human resource or human capital as well as their interaction with the entrepreneurials in the capitalist economy. Towards the end, solutions were profered to the incessant distruption of production as a result of strike and or lock out to have a harmonious relationship between the workforce and the employer

The purpose of this study is to examine the processes through which personnel are recruited into organisation and the impacts of the personnel recruitment on the organisational development. Six research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and fifty senior personnel formed the sample size from six organisations. A self-designed instrument labeled Personnel Recruitment Process Impact Questionnaire (PEREPRIQ) containing five sections was used in the collection of data. The findings of the study revealed certain recruitment procedures adopted in organisations. It also revealed that the recruitment procedures used in the organisation influence personnel behaviour and performance to a large extent. It further established those factors militating against recruitment processes in organisations as well as its consequences on the personnel and organisational development. Based on the findings, the following recommendations were proffered that recruitment processes and procedures must be developed which all applicants must pass through; that all applicants must all be treated equally, and that what constitute qualification and merit must be well spelt out to include applicant ability to "deliver" and not just 'paper' qualification. R Re ef fe er re en nc ce es s Afolabi, H. B. (1988). Trends, Challenges and Management Strategies in University Administration in Nigeria. Calculated Value: (Rho) = 0.16 and Critical/Table Value  = 0.05 = 0.7450

This work looked at the potentials of entrepreneurship development within the framework of indigenous small scale management. It also show those potentials that are inherent in entrepreneurs of small scale business both low and high potentials and possibly expose some of the problems or drawbacks of entrepreneur of small scale business in Africa. The writer try to show what small scale business is like and possibly other scholars' assumptions of what small scale business is all about. Finally, some suggestions were proffered by the writer based on the personal experiences on how to enhance the potentials of entrepreneurs of small scale business in Nigeria and possibly, the entire continent of Africa; talking about how to cope with, both internal and external environmental forces of the business.

This work looked at the quality control mechanism in organisation with the mission of getting high quality products/services during production across to the end user. The work looked into quality control concept with much emphasis on tolerance level and went further to show those identified challenges of quality control to Nigerian manufacturing firms. The problems of quality control as well as the internal and external elements affecting quality control. Finally, it was concluded that Nigerian manufacturing firms will find it difficult to cope with the current trend and the challenges of globalization due to the economic problem in the nation; worst still the present economic recession.

This study examined how the organisation's human capital was compensated and see whether the compensation even serves as a motivational tool to enhance organisational performance. Seven research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and twenty personnel formed the sample size from six organisations. A self-designed instrument labeled Wages and Salaries as a Motivational Tool Questionnaire 2 (WASAMOTOQ2) containing seven sections was used in the collection of data. The findings of the study revealed those factors that militate against adequate compensation to include labour market conditions, the ability of the organisation to pay adequate compensation and the existing country/nation's present cost of living; what makes up good and adequate compensation include recognition of individual performance and taking care of individual incentives and it shows the relationship between compensation and motivation. It further established the consequential effect of inadequate compensation and motivation on the organisational development. Based on the findings, the following recommendations were proffered that there should be wages/salaries scale and schedule; such should be based on identified indices in the study; that disparity between two identical workers should not be based purely on 'paper' qualification but the ability to 'deliver'; and that wages/salaries should display equality, no 'sacred cow'.

The main purpose and objective of this study is to examine how the organisation's personnel relate with the customers and the impacts of the customer service relations on the organisational growth. Seven research questions and three hypotheses were postulated to find solutions to the problems of the study. Forty personnel formed the sample size from two branches of the organisation. A self-designed instrument (CUSERIM) containing two sections was used in the collection of data. The findings of the study revealed that customer satisfaction enhance customer service relation and continuous patronage as well as organisational growth. Some of the recommendations of the study include having a sole department or Strategic Business Unit in charge of customer service relation, for the staff in such department must be trained, retrained and well motivated. They should also be customers " friends and family " as well as allowing the organisation's ideals and values to be tailored towards the needs and aspirations of the customers.

The purpose of the study was to ascertain the perspectives of library users in two selected academic universities on the provision of information services through mobile technology. Six research questions were drawn to bring out the views of the respondents with a self-designed questionnaire that was administered to collect primary data. The findings revealed high possession of internet capable mobile device which were used for information search through various means. It also showed that those academic libraries presently do not provide information services through mobile technology. However, library users have preferences for mobile device in information search and also want information services to be provided through mobile technology. The study further established certain factors that hinder the provision of information services through mobile technology. The researcher recommends that academic libraries should consider the provision of information services through mobile technology to remain indispensable in the academic environment.

This work looked at the quality control mechanism in organisation with the mission of getting high quality products/services during production across to the end user. The work looked into quality control concept with much emphasis on tolerance level and went further to show those identified challenges of quality control to Nigerian manufacturing firms. The problems of quality control as well as the internal and external elements affecting quality control. Finally, it was concluded that Nigerian manufacturing firms will find it difficult to cope with the current trend and the challenges of globalization due to the economic problem in the nation; worst still the present economic recession.

Information on Government's involvement in appropriate project appraisal and evaluation is still limited. The key objective of this study was to examine, and gain more insights into how projects evaluation and appraisal are done in the public sectors of Rivers and Bayelsa States, Nigeria. This study adopted the qualitative method of data analysis; and the Exploratory Research Design. And both primary and secondary data were used; but the study was constrained by gross inadequate information due to government bureaucracy and other administrative bottle neck. However, this study concluded among others that, with appropriate appraisal and evaluation mechanisms in place, government's projects can promote non-profitable public service as well as public infrastructural provision, ecosystem and environmental protection; and hence, stimulate the growth and development of the less developed regions in the states. And hence, the establishment of a legal framework through the instrumentality of the State Houses of Assembly to strengthen the existing but weak policies regarding the appraisal and evaluation of government projects. As these strengthened policies will be applicable where the market forces cannot efficiently allocate economic and social resources was recommended among others.

This study is a simple application of Checkland soft system methodology to identify and proffer solutions to Nigerian premier football league to make it a world-class league. The soft system is a seven-stage tool in Management Information System for identifying, analyzing and proffering solution in Management. The study identified five main problems and each problem broken down into its root causes and proffer solutions in order to have a major improvement and more investment in football and allied businesses in Nigeria.

This study was undertaken to determine the relationship between pay satisfaction, job burnout and intention to stay. The determinants of both pay satisfaction and job burnout were looked at as previous validated in other related studies. The interrelationship between the variables was analysed using regression and Anova analytical tools. The findings revealed that pay satisfaction and job burnout are strong indicator of the intention to stay by lecturers in tertiary institutions in Rivers State, though, job burnout has inverse relationship. We, therefore, recommend that management of the institutions should as a matter of urgency pay adequate and prompt attention to pay satisfaction and job burnout by looking at their determinants and as well, improve the lecturers' interpersonal training and, stress and stress related activities management.

This work was just to look at the causes and the effects of politics within organisation. It started with the reasons for groups within organisations, causes and possible effects of organisational politics on the organisation and the employees. Finally, the work made it clear that employees need to relate which may give room for politicking but moderation and utmost supervision should be the guarding principle.