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AUTHOR(S) /TITLE

Abstracts

1

Amah, E and Dosunmu, R. T.  (2011)

Effects of Human Resource Management on Productivity                         of Workforce in the Educational System in Nigeria.  International Journal of   Management Science.   3, (4) 150-158

Accra, Ghana.

The research titled “Effects of Human Resource Management on Productivity of Workforce in the Education System in Nigeria was conducted to determine, those factors affecting workers’ productivity, evaluate the effects of certain motivating factors affecting job satisfaction as well as determining the effects of certain motivating elements on workers’ productivity.  Five hundred and eleven senior Staff and 1,341 Junior Staff of our three tiers of education out of which 100 senior staff and 500 junior staff were picked randomly, as sample.  The data was collected through the use of questionnaire and Chi-square method was used for the analysis.  Findings were made on the factors that encourage job satisfaction and those motivating elements that can ensure increased productivity of workforce.  It was however, recommended that essential conditions of service such as good pay, motivation, incentives, regular promotions, training and development should be provided for the workforce so as to enable them put in their best in order to increase the level of their productivity in the  School system.

2.

Amah, E. and Umoh, G.I., (2013)

Employees Commitment and Organizational Productivity.  In International Journal of Business and Economic Research.  ISSN 2306-9074 www.isearchscholars.com,  70-75.

New York, USA.

Commitment of Employees to their organization is very necessary if such organization intends to achieve their goals.  Organizations need committed employees to be productive.  Committed employees tend to go the extra mile to ensure that the goals of the organization are achieved.  The paper reviews literature on employee commitment and organizational productivity and made suggestions on how the necessary commitment can be obtained from employees for the organization to achieve its goals.  The paper recommends that values, aims and achievements of the organization be communicated to employees so that they can be proud to identify with it.  It also recommends that management should recognize employees’ contribution.  Management should be fair and just with employees.  Management should rely on consensus and cooperation rather than control and coercion.  Management should establish a single status for all  employees instead of “us and them” culture.  Management should align organizational objectives with that of the individual employees.

3.

Umoh, G.I., Wokocha, I.H. and Amah, E., (2013)

Improvement Function and Corporate Growth in the Nigerian Manufacturing Industry.  In Journal of Industrial Engineering Letters.  ISSN 2224-6096 (print) 3 (9) 39-46.

New York, USA

This paper investigates the extent to which Production Improvement Function had affected the Corporate Growth of the Nigerian manufacturing industry.  Three hypotheses were formulated and questionnaires were distributed to eighty respondents in the eighty sampled manufacturing firms from the one hundred in the industry, quoted in the Stock Exchange (Fact Book 2009).  Sixty two copies of the questionnaire were retrieved. These with the financial statement of the firms were used for the analysis.  From its findings, the study revealed that production planning and control  have significant impacts on growth of Nigerian manufacturing industry; while production scheduling has an insignificant and weak influence on growth alone.  This finding implies that production improvement function significantly affects the growth of firms.  Based on these, the study recommends among others, that the Nigerian manufacturing industry should efficiently and effectively operationalize the all embracing production improvement function,  especially in the area of production scheduling, in order to restore the industry as the base of all development.

4

Umoh, G.I,  and Amah, E. (2013)

Knowledge Acquisition and Organizational Resilience in Nigerian Manufacturing Organizations. In Journal of Information and Knowledge Management. ISSN 2224-5758. 3(9) 56-63.

New York, USA

This study examines the relationship between knowledge acquisition and organizational resilience.  The sample for the study consisted of one hundred and twenty eight (128) employees from the thirty four manufacturing companies that are registered with the manufacturers Association of Nigeria, Rivers State Council.  The study utilized both quantitative data (questionnaire) and qualitative data (interview).   The spearman rank correlation coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 17 were utilized for the analysis of data.  Our finding revealed a positive and significant relationship between knowledge acquisition and organizational resilience.  Specifically, knowledge acquisition was revealed to have a positive and significant influence on organizational resilience.  Based on this finding, it was concluded that knowledge acquisition, enhances organizational adaptation, organizational resourcefulness, and organizational learning.  It is recommended that organizations should continue to strengthen their knowledge acquisition practices in their everyday activities as this is a sure guarantee for their resilience. The managerial implications of these findings were also discussed.

5.

Umoh, G.I,  and Amah, E. (2013)

Knowledge Management and Organizational Resilience in Nigerian Manufacturing Organizations.  In Journal of Developing County Studies.  ISSN 2224-607x, 3,(9)104-120.

New York, USA

This study examines the relationship between knowledge management and organizational resilience.  The sample for the study consisted of one hundred and twenty eight (128) employees from the thirty four manufacturing companies that are registered with the manufacturers Association of Nigeria, Rivers State Council.  The study utilized both quantitative data (questionnaire) and qualitative data (interview).  The spearman rank correlation coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 15 were utilized for the analysis of data.  Our finding revealed a positive and significant relationship between knowledge and organizational resilience.  Specifically, knowledge acquisition, knowledge storage, knowledge sharing  and knowledge utilization were revealed to have a positive and significant influence on organizational resilience.  Based on this finding, it was concluded that knowledge management enhances organizational resilience.  More specifically, it was concluded that knowledge acquisition, knowledge storage, knowledge sharing and knowledge utilization enhance organizational adaptation, organizational resourcefulness, and organizational learning.  It is recommended that organizations should continue to strengthen their knowledge management practices especially knowledge acquisition, knowledge storage, knowledge sharing and knowledge utilization in their everyday activities as this is a sure guarantee for their resilience.  The managerial implications of these findings were also discussed.

6

Umoh, G.I., Wokocha, H.I., and Amah, E.  (2013)

Production Planning and Corporate Productivity Performance in the Nigerian Manufacturing Industry.   In  IOSR Journal  of Business and Management .(IOSR-JBM) ISSN 2319-7668, 14,(2) 01-07

India     

Production Planning has existed in the Nigerian manufacturing industry over the years but has failed to deliver the promised goods of accelerated development of the economy.  This paper investigates the relationship between Production Planning and Corporate Productivity Performance of the Nigerian manufacturing industry.  In this respect, Corporate Productivity Performance is measured in the areas of cost minimization, enhanced equity capital and growth.  Three hypotheses were formulated and questionnaires   were distributed to eighty respondents in the eighty sampled manufacturing firms from the one hundred in the industry, quoted in the Stock Exchange (Fact Book 2009).  Sixty two copies of the questionnaire were retrieved.  These with the financial statements of the firms for a period of five years, were used for the analysis.  From its findings, the study revealed that production planning has significant impacts on operational efficiency, enhanced equity capital and growth of Nigerian manufacturing industry.  This finding implies that production Planning significantly affects the Corporate Productivity Performance of firms.  Based on these, the study recommends among others, that the Nigerian manufacturing industry should review their production planning concepts and implementation, in order to restore the industry as the base of all development.

7.

Amah.E., and Ahiauzu, A., (2013)

Employee involvement and Organizational Effectiveness. A Study of the Nigerian Banking Industry. Journal of Management Development. ISSN 0262-1711, 32 (I7) 661-674.

Bingley United Kingdom

The study examined the effect of employee involvement on organizational effectiveness in the Nigerian banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used for data collection were questionnaire and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that employee involvement is significantly related to profitability, productivity and market share. Based on these findings we concluded that employee involvement has significant influence on organizational effectiveness. The study therefore recommends that employees should be involved in decision-making process, especially in issues that concern them, as this will make them to be committed to the achievement of such decisions taken.

8.

 Amah, E; Daminabo-Weje,M; and Dosunmu, R.T (2013)

Managing Behind the Scenes: A View Point on Corporate Culture and Organizational Performance. International Journal of Business and Business Management Review ISSN 2052-6407,  1,(3) 1-13.

Luton, United Kingdom

Corporate culture has become a tool for organizational effectiveness in the 21^st century. Corporate culture is said to have benefited many organizations if managed and nurtured properly. In this era of globalization there is need for corporate culture in order to enable organizations respond quickly to changes in the environment. The paper reviews literature on the effect of corporate culture on organizational performance. The paper concludes that the success of organizations to a very large extent depends on their cultures. The paper recommends that managers should put in place an adaptive culture that encourages the involvement of employees as this could enhance their responsiveness and commitment to the achievement of the organizational goals.  The paper also recommends that the managers should share the mission of the organization with employees as it could increase their involvement. Finally the paper recommends that the values of the organization be shared as well to serve as an informal control measure that can be very effective.

9.

Amah, E.  and Nwuche, C.A. (2013)

Influence of Age on Culture and Effectiveness. International Journal of Business and Management Review.

ISSN 2052-6407, 1, (3) 215-225.

Luton United Kingdom

Age is associated with experience in many things.  The paper examined the effect of age on corporate culture and organizational effectiveness in the Nigerian banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used for data collection were questionnaire and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that age is significantly related to corporate culture and organizational effectiveness. Based on the findings we concluded that age have significant effect on corporate culture and organizational effectiveness. The study therefore recommends that Managers should cultivate adaptive culture that enables organizations to overcome the problems associated with different stages of organizational development.

10.

Amah, E and Baridam, D. (2012)

Adaptability and Organizational Effectiveness. A study of the Nigeria Banking Industry in Nigeria. International Journal of Business and Management   Tomorrow. ISSN 2249-9962,   2 (3), 122-131

India

Drawing on empirical data collected randomly from 320 managers in all the 24 banks in Nigeria, this article examines how adaptability influences organizational effectiveness. The study adopted a cross-sectional survey of the quasi-experimental design.  The independent variable, adaptability was measured by creating change, customer focus and organizational learning. A thirteen-item adaptability scale based on Survey of Organizations questionnaire was used. The dependent variable, organizational effectiveness was measured by profitability, productivity, and market share. The measures all used a 5-point Likert scale- (ranging from 1-strongly disagree to 5-strongly agree), Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings indicate that adaptability positively influences organizational profitability and market share. There is no significant relationship between adaptability and organizational productivity. The results imply that increase in the level of adaptability in organizations will enhance profitability, and market share. This means that adaptability is associated with organizational effectiveness.  It is therefore recommended that in addition to continuous adaptability, organizations should put in place definite plans to minimize cost and waste, as this will promote effectiveness. The result cannot be generalized because the study was carried out only in the banking industry.

11

Amah, E; Nwuche, C and Chukwuigwe, N (2013)

Technology and the Influence of Corporate Culture on Organizational Effectiveness. A Study of the Nigerian Banking Industry. In European Journal of Business and Management. ISSN 2222-1905, 5,(22)137-145.

New York ,USA

The study examined the effect of technology on the influence of corporate culture on organizational effectiveness in the Nigerian banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used for data collection were questionnaire and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that organizational technology is significantly related to the influence of corporate culture on organizational effectiveness. Based on these findings we concluded that organizational technology has significant effect on the influence corporate culture on organizational effectiveness. The study therefore recommends technology should be managed effectively to empower workers and improve the competitiveness of organizations.

12.

Umoh, G.I., Amah, E., and Wokocha, H.  (2013)

Organizational Climate and Corporate Performance:  The Nigerian Experience.  In European Journal of Business and Management. ISSN 2222-1905,

 5, (21) 119-129.

New York ,USA

The study examined the relationship between organizational climate and corporate performance in the Nigerian oil industry.  The sample for the study consisted of three hundred and eighty two (382) employees from seven randomly selected major oil companies in Nigeria.  The study utilized both quantitative data (questionnaire) and qualitative data (interview).  The spearman rank correlation coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 17 were utilized for the analysis of data.  Our finding revealed a positive and significant relationship between organizational climate and corporate performance.  Specifically, recognition for achievement, organizational support and cohesion were revealed to have a positive and significant influence on corporate performance.  Based on this finding, it was concluded that the prevailing organizational climate had a significant positive effect on corporate performance.  The managerial implications of these findings were also discussed.

13.

Amah.E., and Ahiauzu, A., (2014)

Shared Values and Organizational Effectiveness. A Study of the Nigerian Banking Industry.  Journal of Management Development, ISSN 0262-1711, 33, (7) 694 -708.

Bingley, United Kingdom

Drawing on empirical data collected randomly from 320 managers in all the 24 banks in Nigeria, this paper examines how shared values influence organizational effectiveness. The findings indicate that shared values positively influence organizational profitability, productivity and market share. The study recommends that organization’s values should be shared amongst employees as it will enable them to act in the interest of the organization at all times. Socialization of new employees should be encouraged, as it is a powerful tool in managing shared values.  New bases for shared values need to be reformulated in response to variety in the organization’s environment to enable the organization adapt to environmental turbulence.

14.

Amah, E; Nwuche, C and Chukwuigwe, N. (2013)

Result Oriented Target Setting and Leading High Performance Teams. Industrial Engineering Letters. ISSN 2224-6096,. 3 (9) 47-59

New York ,USA

Result oriented target setting and effective leadership of teams has become a tool for organizational effectiveness in the 21^st century.  Result oriented target setting and effective leadership of teams is said to have benefited many organizations if managed and nurtured properly. In this era of globalization there is need for result oriented target setting and effective leadership of teams in order to enable organizations respond quickly to changes in the environment. The paper reviews literature on result oriented target setting and effective leadership of teams. The paper concludes that the success of organizations to a very large extent depends on  the type of targets organizations set and how well they are able to lead teams to achieve the set targets. The paper recommends that managers should put in place result oriented goals and encourage the involvement of employees working as a team as this could enhance their responsiveness and commitment to the achievement of the organizational goals.  The paper also recommends that the managers should share the mission of the organization with employees as it could increase their involvement. Finally the paper recommends that the values of the organization be shared as well to serve as an informal control measure that can be very effective.

15.

Umoh, G.I., Amah, E, and Wokocha, H. I. (2013)

Pay Structures and Continuance Commitment in the Manufacturing Companies in Nigeria.  In IOSR Journal of Business and Management (IOSR-JBM), ISSN 2278-487X, 16 (2) Ver. II (2014). 62-68.

India

The study examined the effect of Pay Structures on Continuance Commitment in the Nigerian manufacturing industry.  A total of 357 employees were randomly drawn from a population of 3386 employees of the 31 manufacturing companies in Nigeria.  The instruments used for data collection were questionnaire and oral interview.  A total of 210 copies of the questionnaire were retrieved and analyzed.  Spearman’s Rank Correlation Statistical tool was used to test the hypotheses.  The findings revealed that Pay Structures is significantly related to economic exchange and few alternatives.  Based on these findings we concluded that Pay Structures has significant influence on Continuance Commitment.  The study therefore recommends that management should utilize the rewards management programme which structures the base pay and compensation package, to attract and retain the right people to the organization.  

16.

Umoh, G.I., Amah, E, and Wokocha, H. I.(2013)

Employee Benefits and Continuance Commitment in the Nigerian Manufacturing Industry.  In IOSR Journal of Business and Management (IOSR-JBM), ISSN 2278-487X, 16 (2). Ver. II (2014). 69-74.

India

The study examined the effect of Employee benefits on Continuance Commitment in the Nigerian manufacturing industry.  A total of 357 employees were randomly drawn from a population of 3386 employees of 31 manufacturing companies in Rivers State Nigeria.  The instruments used for data collection were questionnaire and oral interview.   A total of 210 copies of the questionnaire were retrieved and analyzed.  Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that Employee benefits are significantly related to economic exchange and few alternatives.  Based on these findings we concluded that Employee benefits have significant influence on Continuance Commitment.  The study therefore recommends that the benefits program or plan developed must be subject to modification to suit changing circumstances in the society.  Also organizations should use their rewards to strategically channel their efforts in a way that will drive organizational success.

17.

Umoh, G.I., Amah, E, and Wokocha, H. I. (2013)

Management Development and Organizational Resilience.  A  Study of Some Selected Manufacturing Firms In Rivers State, Nigeria. In IOSR Journal of Business and Management (IOSR-JBM), ISSN: 2278-487X, 16, (2), Ver. III (2014) 07-16.

India

The study examined the effect of Management Development on Organizational Resilience in the Nigerian manufacturing industry.  A total of 140 employees were randomly drawn from employees of the 31 manufacturing companies in Port Harcourt.  The instruments used for data collection were questionnaire and oral interview.  A total of 93 copies of the questionnaire were retrieved and analyzed.  Spearman’s Rank Correlation Statistical tool was used to test the hypotheses.  The findings revealed that Management Development is significantly related to Organizational Resilience.  Based on these findings we concluded that Management Development has significant influence on Organizational Resilience.  The study therefore recommends that organizations should use its management development programmes as a knowledge retention measure that will strategically channel efforts in a way that will drive organizational success.

18.

Amah, E; Nwuche, C and Chukwuigwe, N. (2013)

Effective Reward and Incentive Scheme for Effective Organizations. Research Journal of Finance and Accounting.  ISSN 2222-1697, 4 (13) 73-79. 

New York ,USA

Effective reward and incentive scheme has become a tool for organizational effectiveness in the 21^st century.  Effective reward and incentive scheme can benefit many organizations if managed properly. In this era of globalization there is need for effective reward and incentive scheme in order to enable organizations respond quickly to changes in the environment. The paper reviews literature on the effect of effective reward and incentive scheme on organizational performance. The paper concludes that the success of organizations to a very large extent depends on how effective their reward and incentive schemes are. The paper recommends that managers should put in place an effective reward and incentive scheme that sufficiently motivates employees as this could enhance their productivity, responsiveness and commitment to the achievement of the organizational goals.

19.

Amah, E; Daminabo-Weje, M. (2013)

Corporate Culture: A Tool for Control and Effectiveness in Organizations. Research in Humanities and Social Sciences. ISSN 2224-5766, 3(15) 42-49

New York ,USA

Managers desire an alternative control system that is reliable for the achievement of effectiveness in the organizations. Organizations need to be productive, profitable and increase their market share even with the challenge of coping with changes in the environment.  The need to achieve their goals has made managers seek for cultural means of motivating employees to be productive. The paper reviews literature on how corporate culture can be used to control and ensure organizational effectiveness. The paper concludes that the success of organizations to a very large extent depends on their cultures. The paper recommends that managers should put in place an adaptive culture that encourages the involvement of employees as this could enhance their responsiveness and commitment to the achievement of the organizational goals. Corporate Culture takes care of the need of close supervision as all hands are on deck to achieve the organization’s goal.  The paper also recommends that the managers should share the mission of the organization with employees as it could increase their involvement. Finally the paper recommends that the values of the organization be shared as well to serve as an informal control measure that can be very effective.

20

Amah, E; Daminabo-Weje, M and Dosunmu, R.T   (2013)

Size and Organizational Effectiveness-Maintaining a Balance. Advances in Management and Applied Economics. ISSN 1792-7544. 39( 5) 115- 123.

London, United Kingdom

The paper reviews literature on the effect of size on organizational effectiveness.  The paper concludes that the success of organizations to a very large extent depends on their ability to right size and combine the benefits of small and big companies. The paper therefore recommends that Organizations should have a “big company/small company hybrid” that combines a large corporation’s resources and reach with a small company’s simplicity and flexibility. Size should be managed effectively to empower workers and improve the competitiveness of organizations.

21.

Amah, E., Christie. A. Nwuche and Nwakaego Chukuigwe (2013)

The influence of Size on   Organizational Climate and Corporate Performance in the Nigerian Oil industry. IOSR Journal of Business and Management. ISSN 2279-0845, 16(5) 01-07  

India

The study examined the relationship between size and influence of organizational climate on corporate performance in the Nigerian oil industry. The sample for the study consisted of three hundred and eighty two (382) employees from seven randomly selected major oil companies in Nigeria. The study utilized both quantitative data (questionnaire) and qualitative data (interview). The spearman rank correlation coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 17 were utilized for the analysis of data. Our finding revealed a positive and significant relationship between size and the influence of organizational climate on corporate performance. Based on this finding, it was concluded that the prevailing size of the organizations had a significant positive effect on the organizational climate and corporate performance. The managerial implications of these findings were also discussed.

22

Amah, E; Baridam, D and Dosunmu, R (2012)

Shared Mission and Organizational Effectiveness. A  Study  of the Nigerian Banking Industry. European Journal of Business and Management.  ISSN2222-1905

  4(8)177-186

New York ,USA

The study examined the effect of shared mission on organizational effectiveness in the banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used for data collection were questionnaires and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that shared mission is significantly related to profitability, productivity and market share. Based on these findings we concluded that shared mission has significant influence on organizational effectiveness. We therefore recommend that organizations’ mission should be shared amongst employees to enable them contribute effectively to the achievement of organizational goals.

23

Asiegbu, I. F; Amah, E and Odili, M. E. (2012)

Use- of-Dashboard: A Vital Moderator of Sales Force Competence Management and Marketing Performance Relationship. Information and knowledge Management, ISSN (Paper) 2224-5758. 2(5)

30-39

New York ,USA

Prior research has not been clear on the role the use-of-dashboard plays in moderating the relationship between competence management and a firm’s corporate performance, notwithstanding that such a moderating effect is conceptually quite plausible. This study, empirically examined the role of use-of-dashboard as a moderator in the sales force competence management – marketing performance relationship. By using Pearson partial correlation test, the study found evidence that supports the moderating effect of use-of-dashboard on the strength of the relationship between sales force competence management and marketing performance. The paper therefore, recommends that firms wishing to fully harness the positive influence of sales force competence management on marketing performance should consider the use-of-dashboard as a veritable contextual option.

24

Amah, E   (2012)

Corporate Culture and Organizational Effectiveness. European Journal of Business and Management.  ISSN2222-1905

 4(8) 212-229

New York ,USA

The study examined the effect of Corporate Culture on organizational effectiveness in the banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used for data collection were questionnaires and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings indicate that adaptability positively influences organizational profitability and market share. There is no significant relationship between adaptability and organizational productivity. Shared mission, employee involvement, and shared values (consistency) are positively related to profitability, productivity and market share. Based on these findings we concluded that corporate culture has significant influence on organizational effectiveness. It is therefore recommended that in addition to continuous adaptability, organizations should put in place definite plans to minimize cost and waste, as this will promote effectiveness. Organizations’ mission should be shared amongst employees to enable them contribute effectively to the achievement of organizational goals. Employees should be involved in decision-making process, especially in issues that concern them, as this will make them to be committed to the achievement of such decisions taken. Organization’s values should be shared amongst employees as it will enable them to act in the interest of the organization at all times. Socialization of new employees should be encouraged, as it is a powerful tool in managing shared values. New bases for shared values need to be reformulated in response to variety in the organization’s environment to enable the organization adapt to environmental turbulence.

25

Amah,E and Ekere, A. U.  (2013)

Staff Benefits and Organizational Performance. A Study of Private                Hospitals in Rivers State. Nigeria.  IOSR Journal of Business and M

anagement. ISSN2319-7668, 16(2) (Version – 3) 24-28.

Ghaziabad, India

The prevalence of dissatisfaction among health sector professionals is well documented in literature and leads to reduction in provision of quality care. The job performance in the health sector is largely dependent on the satisfaction level of the people involved. In Nigeria, the public health sector has been well established and settled to some level- remuneration wise, while the private health sector, especially private hospitals and clinics, are having quite some challenge in coping with benefits available in the public sectors. The objective of this study was to determine how benefits affect job satisfaction and performance among staff in the private medical establishments in Port Harcourt, Nigeria. The study examined relevant literature in the area and concluded that the benefits and remuneration in the private medical sector in Port Harcourt, Nigeria is poor and the level of job satisfaction is also low leading to low job performance. The study therefore recommends that there is need for improvement through advocacy and government regulations.

26.

Accra-Jaja, S and Amah, E .(2014)

Mentoring and Organizational Resilience. A Study of Manufacturing Companies in Rivers State. IOSR Journal of Business and Management.  ISSN 2319-7668, 16, (10) (Version – 1) 0-09.

Ghaziabad, India

The study examined the effect of Mentoring on Organizational Resilience in the Nigerian manufacturing industry. A total of 140 employees were randomly drawn from employees of the 31 manufacturing companies in Port Harcourt. The instruments used for data collection were questionnaire and oral interview. A total of 93 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that Mentoring is significantly related to Organizational Resilience. Based on these findings we concluded that Mentoring has significant influence on Organizational Resilience. The study therefore recommends that organizations should use its mentoring programmes as a knowledge retention measure that will strategically channel efforts towards organizational success. In other words mentoring should be used as a tool to enhance organizational resilience.

27.

Amah, E. (2014)

Sustained Knowledge Acquisition and Organizational Effectiveness; A Study of Manufacturing Firms Based in Rivers State, Nigeria. IOSR Journal of Business and Management. ISSN2319-7668,     Vol. 16, Issue 10(Version – 1) 0-09.

India

This study empirically examines the relationship between sustained knowledge acquisition and organizational effectiveness, with respondent managers drawn from 32 manufacturing firms in Rivers State. The study analyses the role of sustained knowledge acquisition in achieving optimal productivity, profitability and market share within the Nigerian socio-economic context. A triangulation of methodologies was adopted in the study, entailing a dominant nomothetic and a supportive ideographic approach. The aim was to adequately capture, not only the objective but the subjective stance of the respondents in the evaluation of the study variables. Our findings reveal a significant relationship between sustained knowledge acquisition and organizational effectiveness and in view of our results, the recommendations are made.

28

Kpakol, A and Amah, E.(2014)

Re- Engineering Corporate Culture for Organizational Receptivity to  
Change.  European Journal of Business and Management. 6 (29)167-176

New York, USA

This study, using a cross-sectional survey approach, empirically investigates the relationship between re-engineering corporate culture and organizational receptivity to change. Analysis is carried out on the individual unit while data is generated from 72 employees from three selected banks in Rivers State. Using the confirmatory analysis and spearman’s rank order correlation tool, analyses was carried out on the relationship between re-engineering corporate culture through its measures which are corporate values and corporate norms, and organizational receptivity to change. The objective of the study is to adequately illustrate the role effective corporate cultural re-engineering plays in achieving an enhanced attitude, especially from the employees, towards both external and internal change; this was achieved through a hypothesized model and two statements of bivariate relations; which were tested using a predominantly nomothetic (quantitative) methodology. Our findings reveal a significant relationship between re-engineering corporate culture and organizational receptivity to change and based on the results, conclusions were drawn and recommendations made.

29

Amah, E and Dosunmu, R. T.  (2011)

Improving Educational Management Productivity of Tertiary Institutions in Nigeria: Issues, Possibilities and Strategies for the Intellectuals. International   
 Journal of Research in Education,  3(5)139-145.

Accra Ghana

The production of quality students from Nigerian institutions has continued to be of perennial concern as the major goal of the institutional education industry.  The issues, possibilities and strategies that are raised in this paper might be involved in improving the educational productivity and institution management of tertiary institutions.  Improving the productivity of tertiary institutions implies raising students’ high standard or performance demonstrable during and after school.  An analytical review of related literature was undertaken to fathom the major issues raised.  The paper recommended a focused attention on supporting inputs, enabling conditions, conducive school climate and effective teaching/learning process as prerequisites with the qualified lecturers standing among them for their proper matrix.  While the strategies adoptable included resources scrutiny and evaluation, allocation of more time to teaching specific courses, collaborative leadership, setting high performance design, critical eye on all educational programmes, and high students achievement as a pre-eminent goal.

30

Amah, E and Nwuche, C. A.  (2013)

The Influence of Age on  Corporate Culture and Organizational                         Effectiveness in the Nigerian Banking Industry. International  Journal of Business and Management  Review                   ISSN 2052- 6393, 1(3) 215-225

Luton, United Kingdom

The paper examined the effect of size on corporate culture and organizational effectiveness in the Nigerian banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used for data collection were questionnaire and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that size is significantly related to corporate culture and organizational effectiveness. Based on the findings we concluded that size have significant effect on corporate culture and organizational effectiveness. The study therefore recommends that Organizations should have a “big company/small company hybrid” that combines a large corporation’s resources and reach with a small company’s simplicity and flexibility. Size should be managed effectively to empower workers and improve the competitiveness of organizations.

31

Amah, E and Nwuche, C. A. (2013)
The Influence of Size on
Corporate Culture and
Organizational
Effectiveness in the Nigerian
Banking industry, international
Journal of Business
Administration. SSN 1923- 4007,
 4(5) 15-23

Toronto, Canada
 

The paper examined the effect of size on corporate culture and organizational effectiveness in the Nigerian banking industry. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The instruments used far data collection were questionnaire and oral interview. A total of 320 copies of the questionnaire were retrieved and analyzed. Spearman’s Rank Correlation Statistical tool was used to test the hypotheses. The findings revealed that size is significantly related to corporate culture and organizational effectiveness. Based on the findings we concluded that size have significant effect on corporate culture and organizational effectiveness. The study therefore recommends that Organizations should have a “big company/small company hybrid” that combines a large corporation’s resources and reach with a small company’s simplicity and flexibility. Size should be managed effectively to empower workers and improve the competitiveness of organizations.

32

Amah, E and Worlu, G (2015) Nurturing a culture of creativity, innovation and continuous  improvement. European Journal of Business Management 7 (17) 88 -91

New York, USA

The paper reviews literature on the effect of nurturing a culture of creativity, innovation and continuous improvement.  The paper concludes that the success of organizations to a very large extent depends on the ability of the manager to cultivate a culture of creativity, innovation and continuous improvement. The paper therefore recommends that to cultivate and nurture a culture of creativity, innovation and continuous improvement a manager must have a consciousness and belief in individualized consideration, intellectual stimulation, inspirational motivation and idealized influence.  

33

Obgoso O. C. and Amah E. (2016) Exemplary Leadership and Employee Engagement in Commercial  Banks in Nigeria. Interntional Journal of Managerial studies and Research (IJMSR) 4 (1) 16-26.

Andhra Pradesh, INDIA

This study is correlational and adopts the cross sectional survey design in assessing the relationship between exemplary leadership and employee engagement in the Nigerian banking industry. Data for the study was generated from a sample of 201 employees from the main branches of the 21 commercial banks in Port Harcourt Nigeria. Analysis concerned the demographic, primary and secondary data analysis in which frequencies and contingency tables were used to describe the data distribution. The Spearman’s rank order correlation coefficient was used to ascertain the relationship between the study variables and all three hypothetical statements of null relationships between the dimensions of the predictor variable, exemplary leadership (model the way, inspiring a shared vision and enabling others to act) and the criterion variable, employee engagement was rejected given the outcome of significant associations in all three instances. The Findings show that exemplary leadership significantly impacts and enhances employee engagement within the selected banks and propels them to perform better and at optimal levels. Based on the foregoing findings, it was therefore recommended that for organizations; especially banks, to effectively commit and get their workforce engaged with regards to their jobs; it is important for them to recognize exemplary leadership as an imperative pathway to adequately enhancing and motivating their workforce.

34

Baba, S. and Amah, E. (2016) Succession planning and maintenance of high performance  standards by fast-food companies in Nigeria. Interntional Journal of Managerial studies and  Research (IJMSR) 4 (1)123-132.

Andhra Pradesh, INDIA

This study is necessitated by the growing emphasis in today’s business environment for performance measurement and standards; given changes in relative and associated constructs and settings such as leadership, the socio-economic as well as the socio-political context; hence this study evaluates the effect of succession planning on the maintenance of performance standards by fast-food companies in Nigeria. A total of 62 employees from 21 fast-food outlets in Port Harcourt comprised the sample size for the study; with data generated through the use of structured questionnaire copies. Two hypothetical null statements of no association between the dimensions of succession planning (mentoring and management development) and the maintenance of performance standards were tested and found to be false given the significance of the correlations. Therefore we assert that the careful and predetermined succession of leadership is imperative to the maintenance of performance standards and recommend that adequate policies and frameworks be instituted to support and guide such events

35

Amah, E. and  Alamina, U. (2015)  Supervisors self awareness and workers productivity in selected
 hotels in Bayelsa state, Nigeria. International Journal of Business and Management.  3 (12) 129 -134. ISSN  2321 - 8916

The survival of any entity is determined by the strength of its workforce. This implies that for an organization to increase productivity, employees’ welfare and their emotional status should be taken into consideration. The study therefore, seeks to examine the relationship between supervisors’ self awareness and workers’ productivity in the hotel industry in Bayelsa state. The study adopts the quasi-experimental research design and the stratified random sampling technique to collect the data used for the study. It also made use of the Spearman’s Ranked Order Correlation Coefficient (rho) as the statistical tool to analyze the data with the aid of SPSS version 20. The study found that supervisors self confidence in the hotel industry has given rise to workers efficiency which is influenced by respondents’ levels of education. It also found that supervisors’ accurate self assessment gave rise to workers effectiveness as this is influenced by good treatment of employees by supervisory staffs and hotel management. The study concludes that hotels who encourage supervisors self awareness in the industry are likely to enhanced or increase their workers efficiency and effectiveness which will in-turn lead to increased productivity for the hotels. Based on the findings, the study recommends that hotels who want to survive the turbulent business environment facing the industry should endeavour to recruit competent and more educated individuals who are capable of recognizing their emotions and those of their subordinates; hotels should also create an enabling environment for workers to express their wealth of knowledge and expertise without much interference by hotels management; and finally that workers should be treated as valuable assets by giving them motivational incentives to boost their morale and increase their commitment to service delivery.

36

Nweke, E. O, Amah, E. and  Okechukwu, O.(2016) Building Entrepreneurs through Technical  Education in Rivers State. International Journal of Advances in Management, Economics and
Entrepreneurship.3 (4) 01-06 Available online at: www.ijamee.info

Entrepreneurship goes beyond opening a business. Entrepreneurship covers innovative and inventive business establishment. In this era of dwindling economic indices in Nigeria and Rivers State in particular it has become very urgent for our education managers to reappraise the technical education in scaling up viable economic engagements among the students and graduates. This paper therefore has examined the various areas technical institutions of training, especially the Polytechnic system can through technical training enhance graduates business ownership. Emphasis is laid on the point that people should attach business essence to whatever course they study in the school in addition to the academic garnishing. A situation where Polytechnic graduates or other school leavers from similar institutions roam the street after their training leaves a lot to be desired. This paper has identified that students should start their own businesses while in still in school, in line with what that are studying. Recommendations were made on how Polytechnic institutions can operate this phenomenon seamlessly without the usual financial alibi.

36

Amah, E. and Kpakol, A. G. (2016) The mediating implication of workplace cliques on the
     association between succession strategies and employee perceptions of leader effectiveness in Nigerian manufacturing companies. Journal of Strategic and International studies. Xi (1) 104-110

Washington DC USA

The continuity of leadership necessarily determines the survival of any enterprise. Given the interplay of various organizational elements upon which the success and effectiveness of the outcomes of such continuity lies, this study examined the mediating influence of workplace cliques on the relationship between succession strategies and employee perceptions of leader effectiveness. Analysis is at the micro level with employees of the selected target companies serving as units of measurement. The predictor variable; succession strategies; is operationally measured using two dimensions; intra-firm succession and intra-industry succession strategies. Findings indicate significant associations between the two dimensions of succession strategies and the criterion variable; employee perceptions of leader effectiveness; with intra-firm succession having a higher correlation coefficient with the criterion variable. Workplace cliques are also shown to significantly influence the association between the predictor and the criterion variables. The findings imply that the outcomes of employee perceptions of leader effectiveness highly correlate with succession strategies and suggest interpretations of leader effectiveness as being strongly influenced by workplace leader affiliation or clique membership.

37

Daminabo Weje, M. and  Amah, E. (2016)  Professional career development: a valuable strategy for job creation, organizational and national effectiveness. Journal of Strategic and International studies. 
      Xi (1) 126-130.

Washington DC USA

This paper seeks to define the relevance of effective professional career development as a valuable strategy for job creation, organizational and national excellent result attainment. It appraised how this strategy has been utilized progressively. It harnessed different strategic options to enable organizations and nations attain appreciable excellent results through career development. It concludes by spelling out different elements that are required to boast business ventures for corporate, national and global advancement. Succinctly, recommended that effective professional career development would boast job creations, organizational and national progress in our society.

38

Akoh, A, and Amah, E (2015)  Distributive justice and employees’ commitment to  supervisor in selected hospitals in Rivers State, Nigeria. The International Journal of Business &  Management 3
     (12) 122 -127

In this research, we investigated the relationship between procedural justice and employees’ commitment to supervisor in Rivers State of Nigeria. A self-administered survey questionnaire was sent out to a sample size of 103 employees, resulting in 99 responses out of which 13 copies of the questionnaire were not statistically usable. The spearman rank correlation coefficient was used for data analysis. This study found a positive and significant relationship between procedural justice and employees’ commitment to supervisor. We found that employees tend to easily identify with supervisors that implement fair procedures than those that do not and employees do study or evaluate their organizations’ justice climate to identify procedural injustice by comparing policies of different organizations. We concluded that, fairness of procedures can reinforce a healthy justice climate and employees’ commitment to supervisor in turn. The justices of outcome and interaction depend mainly on the justice of procedures, as unjust procedures may not turn out a just outcome. We therefore recommended that organizations should commission enquiries into the justice climate of the industries they operate, ascertain the best practice, beat such a practice or at least align procedures, policies and programmes with the principles of fairness.

39

Amah, E; Eketu, C. A. and Dosunmu, R. (2011) Impact of employee coordination and integration on organizational effectiveness. A study of the banking industry in Nigeria.  International Journal of    Sustainable Development. 4  (4)154-161

This study examined the impact of employee coordination and integration on organizational effectiveness. The correlational study was conducted with a sample of 320 managers of all the 24 banks in Nigeria. The findings indicate that coordination and integration are significantly related to profitability, productivity and market share. Based on the findings we conclude that coordination and integration have significant influence on organizational effectiveness. We therefore recommend that organizations must use various means of coordination to achieve its overall mission. Internal integration must also be encouraged as it binds members together and commit them to the organization.

40

Emeh, E. G; Amah, E and Weje, M. D. (2011) Staff development and performance; Problems and  prospects: The case of tertiary institutions in Rivers State. African Journal of Management and  Administration. 4 (3) 33-39

This paper examines the need for staff development and performance in tertiary institutions. Staff development has been relegated to the background for quite a long time since the beginning of the last decade. The study appraised the purpose of staff development in order for them to perform better on their jobs, make good use of equipment to ensure increased productivity and effectiveness. The study also investigated the advantages of staff development and the problems affecting staff development and performance in tertiary institutions, which include poor financing, poor record keeping etc. The paper also evaluated staff development programmes. Some recommendations were made which include; that qualitative training and development should be encouraged for organizations to achieve its goals.

41

 Nwuche , C. A and Amah, E (2016) IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668.  18, (8) .Ver. II ,  24-31

The inevitability of conflict in the workplace in an undisputed reality and so also is the need for its effective handling in order to mitigate unwanted outcomes. Using 3 conflict management styles from the Thomas-Kilman model (1974) namely, collaborating, compromising and accommodating styles, the study investigated (a) the use of these styles by management of some manufacturing firms in Port Harcourt, Nigeria to handle conflict and (b) the relationship between the styles and industrial harmony measured by low strike incidence and mutuality. We hypothesized that no significant relationship exists between the styles and industrial harmony. A cross-sectional survey design was adopted. Questionnaire was administered to a sample of 240-respondents drawn, using Krejcie and Morgan (1972) table, from a population of 642 employees. 219 copies of returned questionnaire were usable. Data generated were analyzed using both descriptive and inferential statistics. Results revealed just about average use of the styles in the management of conflict and that all the styles highly correlated industrial harmony but comparatively more so with the collaborating style. The study concludes that there is need to look beyond conflict management styles in explaining the control of conflict and the achievement of relative harmony in the workplace. We recommend a greater involvement of employees in decisions when conflictual situations are confronted as well as an extension of the tenets of the collaborating styles to include a more integrative problem-solving.

42

Akoh, A, and Amah, E (2015)  The International Journal of Innovation and
Economic Development. 2 (5)7-17

URL: dx.doi.org/10.18775/ijied.1849-7551-7020.2015.25.2001
DOI: 10.18775/ijied.1849-7551-7020.2015.25.2001

  Interactional justice and employees’ commitment to 
        supervisor in Nigerian Health Sector

This research was designed to study the relationship between interactional justice and employees’ commitment to supervisor in Nigerian health sector. A self-administered survey questionnaire was sent out to a sample size of 103 employees, resulting in 99 responses out of which 13 copies of the questionnaire were not statistically usable. The Spearman rank correlation coefficient was used for data analysis, and our findings reveal that employees who have received fair informational and interpersonal treatments commit themselves to their supervisors. We discovered that the degree of influence exerted by interpersonal justice on employees’ commitment to supervisor was stronger than that of informational justice. We concluded that employees attach themselves to supervisors that are fair in communication and relationship. The fairness of interaction and communication boost employees’ confidence, impacting positively on employees’ commitment to supervisor and making employees see themselves as part owners in the organization. We, therefore, recommended that organizational managers or supervisors should communicate and relate properly with employees, in order to satisfy their customers and other stakeholders.

43

Ajogwu Akoh and Edwinah Amah(2016)

Procedural justice and Employees Commitment to Supervisor in Nigerian Health Sector.
        

 In this research, we investigated the relationship between procedural justice and employees’ commitment to supervisor in Rivers State of Nigeria. A survey questionnaire was sent out to a sample size of 103 employees, resulting in 99 responses out of which 13 copies of the questionnaire were not statistically usable. The Spearman rank correlation coefficient was used for data analysis. This study found a significantly positive relationship between procedural justice and employees’ commitment to supervisor. We found that employees tend to easily identify with supervisors that implement fair procedures than those that do not and employees do study or evaluate their organizations’ justice climate to identify procedural injustice by comparing policies of different organizations. We concluded that fairness of procedures could reinforce a healthy justice climate and employees’ commitment to supervisor in turn. The justices of outcome and interaction depend mainly on the justice of procedures, as unjust procedures may not turn out a just outcome. We, therefore, recommended that organizations should commission enquiries into the justice climate of the industries they operate, ascertain the best practice, beat such a practice or at least align procedures, policies and programmes with the principles of fairness.

44

Okpani, M. E, Amah, E and Olori , W.O (2016)  International Journal of Advanced Academic

          Research. 2 (9)13-22

Management Practices and Effective Outsourcing in Civil Service. Rivers State

 This study investigates the extent to which managerial practice relates with effective outsourcing in civil service in Rivers state. A sample size of 400 are derived using taro Yamane formula and only 301 copies of research instrument were retrieved and useful for analyses. The study finds out a significant relationship existing between target setting, reduced cost and timely delivery. The study further recommends government proactive measures in ensuring that effective plans are made before every project is executed within the civil service.

S/NO

AUTHOR (S)/TITLE

Abstract

1.

C.A. Eketu and Edwinah Amah (2013)

Towards developing a conceptual model from empirical references For research in impression management. Review of Public Administration and Management Dept.  of Public Admin. Nnamdi Azikiwe  University,

Awka.  ISSN 2315-7844 Pg 119- 123.

Nigeria

The study critically reviewed the literature on impression management to produce a coherent empirical reference for empirical research development on impression phenomenon in organizations. The exploration of the literature revealed that impression management is an embodiment of 5 dimensions that are parsimonious for theory development. This paper identified impression management as a psycho-socio predictor variable that takes a prospective perspective on action and social action paradigms, with the individual as a unit of analysis. Therefore, research on it is considered possible through subjective and/or at least critical realism philosophical research approaches.

2.

Amah, E   (2012)

Conflict Management as a Strategy for National Development, Nigeria’s Niger Delta Case. Nigerian Academy of Management Journal, ISSN2006-4667, Vol. 6 No. 1, June, 2012. Pp 39-50

Nigeria

The Niger Delta had for long been a place of serious contention between the state and various groups fighting for conscious environmental practice, resource control and development. The region suffered neglect despite various levels of agitation and protests by the people during the military regime. Sustainable development is tied to sustainable peace. This paper examines response of the State to the Niger Delta problem and how the response to the Niger Delta debacle has contributed to the development of the country. Information was gathered from relevant literature. The importance of democratic governance and the role conflict management has played in the environmental security of the Niger Delta was established. The paper recommends that the oil producing companies and government’s measures at conflict management should be increased so that national development will also improve.

3.

Amah, E and Dosunmu, R. T (2010)

Empowerment and Organizational Effectiveness. A Study of the Nigerian Banking Industry. African Journal of Professional Research in Human Development. ISSN 1117-2465 Vol. 6 No. 4, 2010. Pg 21-30.

Nigeria

Drawing on empirical data collected from 320 managers in all the 24 banks in Nigeria, this article examines how empowerment influences organizational effectiveness. The findings indicate that empowerment positively influences organizational profitability, productivity, and market share. Based on these findings we concluded that employee empowerment has significant influence on organizational effectiveness. Employees should be empowered as it creates a sense of ownership and responsibility towards the organization.

4.

Dosunmu, R. T. and Amah, E.  (2009)

Towards Practical Entrepreneurship Education through Decision- Making Process for National Economic Development. African Journal of Inter-Disciplinary Studies. 8 (4) August, 2009. Pg 108-114

Nigeria

In Nigeria,  the post liberalization  and globalization era has brought with it a growing middle class-roughly estimated to be 250 million and rising disposable income through micro-finance, this presents a huge potential, which if tapped can be a veritable gold mine, entrepreneurs can make the best of this by catering to various demands of this segment. Entrepreneurship education is the major key to promote entrepreneurship development.  Entrepreneurship on the other hand is actually concerned with creating opportunities and meeting the needs of concerned individuals and it is the process of identifying gaps in ones immediate environments and bringing together resources in an innovative way to fill these gaps created in these environments. It also involves the acquisition of knowledge, skills, ideas and managerial abilities necessary for personal self-sufficiency and self-reliance. The focus of this paper is geared towards effective decision making for a more practical entrepreneurship education was the desire of the authors. Recommendations and conclusion to the above effects were stated therein.

5.

Dosunmu, R. T. and Amah, E.   (2009)

Towards Effective Quality Control for Managing Educational Standard
in Nigeria. African Journal of Inter-disciplinary Studies 8 (4) August, 2009. Pg 36-42

Nigeria

Most often, people have complained about the standard or quality of education offered to the secondary school students. As a result of this, a lot of educators or educationists have sought to more clearly offer a clear cut of definition of what quality entails so as to help the teachers and the school to be more focused in their attempt to restore qualitative education in the public and private schools. Quality is the event at which awareness of both subjects and objects is made possible through education. Qualitative education deals with the provision of learning exercise which the learner after going through the educational programmes prepared for him or her through the assistance of the teacher becomes a responsible individual. This paper therefore takes a look at the issues that bedevil the standard of education in Nigeria. Certain workable recommendations and conclusion were made therein for government to dwell upon.

6.

 Amah, E     (2000)

Communication Methods of Nigeria Business Organizations.  Journal of Niger Delta Research. RSUST.  ISSN: 1119-2232 Vol 2 No. 1, 2000 pp 24-38

Nigeria

The success or growth of any organisation depends largely on effective management and the level of understanding between the management and the managed. Effective communication is a prerequisite for effective management and that is why this study seeks to know the state of communication in the organizations studied and the effect of the communication methods on the productivity of the Industries. The study is based on five organizations in two Industries (three banks and two manufacturing companies). The result obtained shows that oral, written and pictorial methods of communication are used and this has made clarity, easy reference and effective management, possible in the organizations studied.

7.

Amah, E     (1999)

Effects and Control of Inflation in Nigeria: A case study of Rivers State. Nigerian  Research Review (NRR) ISSN:1116-7130, Vol. 3 Number 1, 1999 pp 89-101

Nigeria

Nigeria’s economic history has shown remarkable expansion but the growth has not been steady. There has been periods of price instability (inflation) which has adversely affected employment and output. Presently we are plagued with the dangerous experience of stagflation, which is a simultaneous rise in price coupled with unemployment. This paper seeks to identify the effects of inflation on the nation’s economy, and how the inflation can be brought within controllable level. A case study of Rivers State is taken to highlight the situation.

8.

Emeh, E. G; Amah, E and Weje, M. D.(2011)

Staff Development and Performance; Problems and Prospects: The Case of Tertiary Institutions in Rivers State. African Journal of Management and  Administration. ISSN: 2141-0143 Vol. 4 No. 3, 2011. Pg 33-39

Nsukka, Nigeria

This paper examines the need for staff development and performance in tertiary institutions. Staff developments have been relegated to the background for quite along time, since the beginning of the last decade. The study appraised the purpose of staff development in order for them to perform better on their jobs, make good use of equipment to ensure increased productivity and effectiveness. The study also investigates the advantages of staff development and the problems affecting staff development and performance in tertiary institutions, which include poor financing, poor record keeping, etc. The paper also evaluates staff development programmes. Some recommendations were made which include, that qualitative training and development should be encouraged for organizations to achieve its goals.

9

Emeh, E. G; Amah, E and Weje, M. D.(2012)

Leadership Styles and Employee Productivity in Nigerian Public Enterprises. International Journal of Marketing and Business Development. ISSN: 2251-1121 Vol. 4, No. 1. 2012. Pp 14-19.

Lagos, Nigeria

This study examined leadership styles as a viable tool for increasing productivity in Nigeria public Enterprises, with a view to establishing effective leadership style. Leadership is the process of providing a suitable environment and influencing people to strive willingly and enthusiastically toward the achievement of organizational goals. These, the study examined various leadership styles for organizational productivity and employee satisfaction in Nigeria public enterprises with a view to establishing effective leadership style that is most viable. The study went further to highlight the drive of leadership styles, leadership effectiveness and enterprise productivity, certain recommendations were made which included,’ leaders should create good working environment and conditions of service for efficiency and effectiveness in Nigerian public enterprise.

10

Nweke, E. O; Amah, E. and Okwurume, C. N. (2016) Operating a paperless office:  its  implications in the efficiency of the day-to-day running of a modern office. University of  Port Harcourt journal of Management.1 (1)

Port Harcourt, Nigeria.

The advent of Modern Office Tools, have caused pleasant alteration in office processes and routine.  This paper has considered and advocated for the need for offices to go paperless.  Paperless office has the potential to be more efficient in the aspects of service delivery and cost reduction.  In these days of biting economic challenges and myriad calls for economic diversification, it behooves on organizations to reduce the cost of their operational expenses which includes costs of papers, ink, toner, repairs and maintenance of printers and personnel costs.  Paperless Office awareness will contribute to engaging widespread ICT competence since organization staff will not have any other option but to use the ICT tools. This will call for the training and retraining of office workers in order not to lose the trend.   The how-abouts of what organizations and companies need to do to go paperless have been identified to include deployment of paperless enabling softwares such as SAP (Systems Applications and Products), Internet and Intranet facilities, digital archiving devices.  The paper identified government agencies and establishments as a possible last group to paperless office owing to the bureaucratic tie-down tendencies of government offices in Nigeria. However, international best practices have been advocated for government organizations to adopt in order to safeguard documents.  Recommendations on how organizations can encourage paperless office were also made.

1

Udu, G.O.C. and Amah, E. (2014)

Recapitalization Policy: Implications for sustainable banking sector in Nigeria in Issues in Nigerian public policy implementation: A Reader

The study examined the reasons for recapitalization. The effects of recapitalization  and the positive implications.

2.

Amah, E. and Udu, G.O.C (2014)

The Effect of Kidnapping on Business Operations in  South-South Nigeria in Issues in Nigerian public policy implementation: A Reader

 The work examined the history of kidnapping, the types, possible causes and its adverse effect on businesses in the south- south Nigeria.

S/NO

TITLE

DESCRIPTION

1.

Amah, E and Daminabo-Weje, M.

Functional Management   by Amethyst and Colleagues Publishers, 
 PH.

The book “Functional Management” introduces the management student and practitioner to the functional areas of management. Personnel, production, finance and  marketing are discussed in simple and clear terms to enable the reader appreciate and practice management

2.

Amah, E. and Madume, J.

Introduction to Production and Operations Management  by Amethyst     and Colleagues Publishers, PH.

This book “Introduction to Production and Operations Management” is a highly simplified and straight forward technique to understanding Production Management.  It explains the basic principles behind important areas of the subject.

3.

Amah, E   

Human Resource Management - Amethyst and Colleagues Publishers, PH (2006)

The book “Human Resource Management” simplifies the subject for all those interested in getting the best from their human resource. It introduces the management student as well as the practitioner to the theory and practice of Human Resource management. This book is designed for people who are pursuing Undergraduate and Post Graduate Studies in Management

4.

Amah, E. and Nkuda, M

Foundations of Business Management – Tema & T. Press, PH

This book is carefully written to put in proper perspective the true meaning and nature of Management. It discusses the principles of Management and its role in organizations.    .

5.

Amah, E

Corporate Culture and Organizational Effectiveness. University of Ibadan Press, Ibadan
          

This book was written to enable all those interested in getting the best out of their employees with ease.  It is also for those who want to have competitive edge in their industry. It introduces the management student and practitioner to the importance and use of culture to achieve organizational objectives. It is a useful tool to the researcher because it is research based.  It was published by TETFund to enable more readers’ access to its contents.