Table of Contents

Employee Rewards and Organizational Performance: A Review

of Literature

Haruna, T. Mohammed; Mustapha N. Mustapha& Musa Ibrahim                   1-15

Global Marketing in a Competitive Environment: Trends and

Challenges

Ladokun, Isaac Olujide                                                                                    16-29

Impact of Micro Finance Bank Loan on the Performance of Small-

Scale Businesses in Maiduguri Metropolis, Borno State, Nigeria

Samuel Tashiwa Pukuma                                                                                30-67

The Impact of Organisational Structure on Employee’s Commitment

In the Nigeria Manufacturing Sector

Macaulay Onovughakpo Augustine; Abudu Kasimu

 & Eshegberi Oha Anthony                                                                              68-79

THE IMPACT OF ORGANISATIONAL STRUCTURE ON EMPLOYEE’S COMMITMENT IN THE NIGERIA MANUFACTURING SECTOR

Macaulay Onovughakpo Augustine¹; Abudu Kasimu²; Eshegberi Oha Anthony³

¹Department of Banking and Finance University Of Benin, Edo State.

²Department of Business Administration, Igbinedion University Okada, Edo State.

³Petroleum Training Institute, Effurun, Delta

Email: austenite2020@yahoo.com

ABSTRACT

This study aims to examine the impact of organizational structure on organizational commitment in the manufacturing sector in Edo state, Nigeria. A survey questionnaire was employed to draw data on a stratified sample of 120 employees from10 selected firms in Edo State.100 valid questionnaires were duly completed and used for analysis. Results reveal that line/ staff and functional type are the dominant organizational structure adopted in most manufacturing organisations investigated.  The chi-square test reveals that organisation structure does affect the level of employee’s commitment in the manufacturing sector. The study concludes that the firms should adopt organizational structure that will ensure optimal employee’s commitment.

Keywords: Employee’s Commitment, Organisational Structure, Manufacturing Sector

IMPACT OF MICRO FINANCE BANK LOAN ON THE PERFORMANCE OF SMALL-SCALE BUSINESSES IN MAIDUGURI METROPOLIS, BORNO STATE, NIGERIA

Samuel Tashiwa Pukuma

samuelpukuma@gmail.com

ABSTRACT

The Importance of Small Scale Businesses has been stressed globally especially in creating jobs and wealth among the poor. However the Deposit Money Banks have not being able to support SSBs financially due to collaterals, this was why Micro Finance Banks were created to fill this gap. Microfinance bank loan is paramount to the performance of small scale businesses as small scale business sector is globally regarded as an important tool for driving economic growth and employment creation in both developing and developed economy.  It is against this background that the study assesses the impact of microfinance bank loan on the performance of small scale businesses in Maiduguri Metropolis. Survey method was used to obtain data from the owners of small scale businesses through questionnaire administration while regression analysis was used in analyzing the data. Findings of the study submits that there exist a significant relationship between micro finance bank loan and the profitability of Small Scale Businesses (SSBs); findings also revealed that a significant relationship exist between Micro finance bank loan and the sales volume of SSBs and that the relationship of micro finance bank and capitals employed is highly significant. The study recommended that government and stakeholders should make provision for training and enlightenment of owners of small businesses in the area of capital expansions so as to help them maximize their loan opportunities and also increase labour employments, the study also recommended that government should improve on the state of infrastructural facilities to reduce the transactional cost associated with the administration of micro credit in the country so as to assist small scale businesses.

GLOBAL MARKETING IN A COMPETITIVE ENVIRONMENT: TRENDS AND CHALLENGES

Ladokun, Isaac Olujide

Department of Marketing

The Polytechnic, Ibadan

Email: ladokunolujide@yahoo.com

ABSTRACT

Global Marketing can be described as a common market place where people, no matter where they live desire standard product and life style. Globalization of marketing has become a part of life; hence no manager can afford to assume that his or her organization is isolated from all of these global activities. The trend and challenges of global marketing in this competitive environment are examined in this paper. The paper presents the various definitions by different authors and the general overview of globalization and global marketing. Some major trends in global marketing environment and the driving force behind global marketing are discussed. Thereafter, the paper looks through the impediments to global marketing. The paper then puts forward recommendations for Nigerian indigenous companies willing to be involved in global marketing. This paper can help Nigerian business firms intending to go abroad face the challenges changing the shape of world business in competitive environment.

Keywords: Globalization, Global marketing, International Marketing, International Trade, Ethics.

EMPLOYEE REWARDS AND ORGANIZATIONAL PERFORMANCE: A REVIEW OF LITERATURE

Haruna, T. Mohammed; Mustapha N. Mustapha & Musa Ibrahim

Department of Business Administration

Federal Polytechnic, Bida, Niger State

Email: harunatm73@gmail.com

ABSTRACT

Different individuals have different understanding of employee reward packages. Some employees consider being recognized by their superior officers is more rewarding than financial rewards. Others feel that the combination of increase in internal happiness (intrinsic rewards) and increase in external happiness (extrinsic rewards) are the best reward packages that can bring about increase in organizational performance. In this paper, we explored some thoughts and learning from previous research literatures on employee rewards and organizational performance. Information was collected from secondary source, specifically, from recent journals and textbooks. However, in most of the literatures we found that employees are positive about the combination of intrinsic and extrinsic rewards as a way of achieving high organizational performance. Nevertheless, limitations and further research were also discussed and it was recommended among other things that organizations should invest in reward packages that can improve on employee commitment because employees who are not committed in their work cannot offer their maximum efforts for higher organizational performance to be realized.

Keywords: Reward, Intrinsic, Extrinsic, Employee, Organization, Performance, Agency, Stewar