scholarly journals Influence of Labor Management Relationship on Employee’s Performance

2021 ◽  
Vol 04 (12) ◽  
Author(s):  
Maliki Oshorenua Taiye ◽  
Keyword(s):  
Multinational Corporations ◽  
Employee Performance ◽  
Industrial Relations ◽  
Measurement Instrument ◽  
Error Variance ◽  
Target Population ◽  
Special Focus ◽  
Employment Relations ◽  
Labor Management ◽  
Ogun State

This article theoretically examined the effect of employment relations on employees in multinational corporations with a special focus on Dangote Cement. The article observed that labour-management relations also known as industrial relations play an imperative role in improving and sustaining employees' performance. It serves as the nerves of industrial harmony. The target population of this study, which isfinite (being defined), isthe total number ofDangote Cement Plantin Ibese, Ogun State, Nigeria. The population comprises staff whose population is two hundred and sixty (260). The use of a questionnaire was adopted to elicit information from the cross-section of the selected population. The correlation coefficient value ranges from 0 – 1 and has an acceptable value of 0.88, which indicates higher reliability of the measurement instrument and low error variance, implying that the instrument is reliable. While the analysis was done using regression analysis. The findings revealed that there is a significant influence of employee’s participation, trade union, and industrial harmony on employee performance. Organizations should encourage mutual relationships among employees, as well as provide conducive working conditions/ environment for employees, like organizational learning, effective communication among employees, which will enhance their productivity and employee's performance.

scholarly journals EFFECT OF OUTSOURCING ON EMPLOYMENT RELATIONS IN NIGERIA: A STUDY OF SHELL PETROLEUM PRODUCING AND DEVELOPMENT COMPANY

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Cyril Ogugua Obi ◽  
Obiageli Gloria Akamobi ◽  
Uchenna Juliana Nwumeh ◽  
Juliet Ogonna Okonkwo
Keyword(s):  
Organizational Performance ◽  
Multinational Corporations ◽  
Human Resource ◽  
Third Party ◽  
Special Focus ◽  
Employment Relations ◽  
Descriptive Research ◽  
Human Resource Policies ◽  
Human Resource Outsourcing ◽  
Research Findings

This study investigates the effect of outsourcing practice on employment relations in Multinational Corporations with special focus on Shell Petroleum Producing and Development Company (SPDC). The study also examined the importance of employment relations in organizational performance. Descriptive research methodology was adopted in this study. The questionnaire that was administered in the field survey was the abbreviated version of Hewitt’s Human Resource Outsourcing Survey Questionnaire. The research findings showed that: the management of SPDC engages in unfair labour practices in order to trivialize workers conditions of service; mere transferring human resource management to a third party does not necessarily improve labour-management relations; outsourcing affects workers’ performance in Nigeria; there is positive relationship between employment relations and organisational performance. Based on the research findings, it recommends that the management of SPDC must discontinue its unfair labour practices; should improve the working conditions of its contract staff and show more interest in their career development; should focus attention on fostering mutual employment relations by ensuring that all its human resource policies are not counter-productive especially its outsourcing policy. JEL: L20; L23; L53 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0799/a.php" alt="Hit counter" /></p>

Workers without Borders

2018 ◽  
Author(s):  
Ines Wagner
Keyword(s):  
Industrial Relations ◽  
Employment Relations ◽  
Regulatory Enforcement ◽  
Study Approach ◽  
Key Topics ◽  
National Models ◽  
Management Power ◽  
Exit Options ◽  
Two Sectors

This book addresses the complexities of transnational posted work through three key topics. First, it examines how the de-territorialization of national models and employment relations systems opens up exit options for management, enabling them to use the regulatory framework creatively and at a disadvantage for workers. Second, it discusses how re-territorialization, or resistance, is possible within these spaces. Third, the book analyzes the contours of the new structure for employment relations that emerges within the pan-European labor market and its implications for worker voice, regulatory enforcement, and management power. The research presented in this book is based on a qualitative and multilevel case study approach. It examines how posted workers and actors involved in the posting relationship actually utilize and experience the European posting framework by focusing on the experiences of transnational posted workers. This distinguishes the book from macro- and national-focused approaches in comparative political economy and industrial relations by zooming in on the workplace dynamics in a transnational setting. The window to how posted workers experience intra-EU mobility is Germany and the two sectors where posting is most prevalent: the construction and meat slaughtering industries.

Human Resource Management in the African Context

2021 ◽  
pp. 305-326
Author(s):  
Frank M. Horwitz ◽  
Linda Ronnie
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Emerging Market ◽  
Cross Cultural ◽  
Employment Relations ◽  
Policy And Practice ◽  
African Countries ◽  
New Findings

This chapter provides a critical overview of the evolving human resource management (HRM) research context, labor market developments, insights regarding cross-cultural diversity, human resource practices, issues pertaining to the efficacy of adoption of Western and East Asian international HRM, and employment relations in African countries. Given the influence of multinational corporations on the diffusion and development of HRM in African countries, issues pertaining to their influence are critically evaluated. Even with the increasing focus on the Chinese–African HRM nexus, studies on African management or HRM are often country specific, occasionally comparative, and variously suggest that HRM practices follow the convergence perspective, “cross-convergence” perspective, or divergence perspectives. There are still unexplored issues relating to African management or HRM, and new findings could reshape the research agenda, HRM policy, and practice. Though often country or regionally focused, there is evidence of increasing research on HRM issues and mergers and acquisitions, impacts of privatization on HRM, knowledge appropriation, emerging market multinational corporation HRM policy and practice, diversity and cross-cultural management, HIV/AIDS policy implementation issues, sustainable development and corporate social responsibility, and impacts of the institutional and regulatory environment on HRM and employment relations.

Corporate governance failure at Ricoh India: rebuilding lost trust

2018 ◽  
Vol 8 (4) ◽  
pp. 1-20
Author(s):  
Sonu Goyal ◽  
Sanjay Dhamija
Keyword(s):  
Corporate Governance ◽  
Board Of Directors ◽  
Multinational Corporations ◽  
Audit Committee ◽  
Governance Structure ◽  
Special Focus ◽  
Corporate Governance Structure ◽  
Content Type ◽  
External Auditors ◽  
The Board Of Directors

Subject area The case “Corporate Governance Failure at Ricoh India: Rebuilding Lost Trust” discusses the series of events post disclosure of falsification of the accounts and violation of accounting principles, leading to a loss of INR 11.23bn for the company, eroding over 75 per cent of its market cap (Financial Express, 2016). The case provides an opportunity for students to understand the key components of corporate governance structure and consequences of poor corporate governance. The case highlights the responsibility of the board of directors, audit committee and external auditors and discusses the changes required in the corporate governance structure necessary to ensure that such incidents do not take place. The case also delves into the classic dilemma of degree of control that needs to be exercised by the parent over its subsidiaries and freedom of independence given to the subsidiary board, which is a constant challenge all multinationals face. Such a dilemma often leads to the challenge of creating appropriate corporate governance structures for numerous subsidiaries. Study level/applicability The case is intended for MBA courses on corporate governance, business ethics and also for the strategic management courses in the context of multinational corporations. The case can be used to develop an understanding of the essential of corporate governance with special focus on the role of the board of directors, audit committee and external auditors. The case highlights the consequences and cost of poor corporate governance. The case can also be used for highlighting governance challenges in the parent subsidiary relationship for multinational corporations. The case can be used for executive training purposes on corporate governance and leadership with special focus on business ethics. Case overview This case presents the challenges faced by the newly appointed Chairman Noboru Akahane of Ricoh India. In July 2016, Ricoh India, the Indian arm of Japanese firm Ricoh, admitted that the company’s accounts had been falsified and accounting principles violated, leading to a loss of INR 11.23 bn for the financial year 2016. The minority shareholders were agitating against the board of directors of Ricoh India and were also holding the parent company responsible for not safeguarding their interest. Over a period of 18 months, Ricoh India had been in the eye of a storm that involved delayed reporting of financials, auditor red flags regarding accounting irregularities, a forensic audit, suspension of top officials and a police complaint lodged by Ricoh India against its own officials. Akahane needed to ensure continuity of Ricoh India’s business and also act quickly and decisively to manage the crisis and ensure that these incidents did not recur in the future. Expected learning outcomes The case provides an opportunity for students to understand the key components of corporate governance structure and consequences of poor corporate governance. More specifically, the case addresses the following objectives: provide an overview of corporate governance structure; highlight the role of board of directors, audit committee and external auditors; appreciate the rationale behind mandatory auditor rotation; appreciate the consequences of poor corporate structure; explore the interrelationship between sustainability reporting and transparency in financial disclosures of a corporation; understand management and governance of subsidiaries by multinational companies; and understand the response to a crisis situation. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 11: Strategy.

scholarly journals The influence of collective employment relations on work accommodation: case studies in Estonia, Hungary and Poland

2019 ◽  
Vol 25 (4) ◽  
pp. 451-464 ◽  
Author(s):  
Märt Masso ◽  
Deborah Foster ◽  
Liina Osila ◽  
Balázs Bábel ◽  
Jan Czarzasty ◽  
...  
Keyword(s):  
Current Knowledge ◽  
Industrial Relations ◽  
Specific Situation ◽  
Employment Relations ◽  
Action Research Project ◽  
Reasonable Accommodations ◽  
Social Partners ◽  
Disabled Employees ◽  
Work Accommodation ◽  
Work Accommodations

Work accommodations are generally understood to refer to individual solutions for older and disabled employees that have been tailored to their specific situation within a workplace. This article, however, argues that there is potential for collective employment relations to motivate and enable social partners to develop a role in implementing reasonable accommodations and supporting older and disabled employees in the labour market. Focusing on industrial relations and work accommodation systems in Estonia, Poland and Hungary, the potential role that social partners could play in creating more inclusive workplaces is explored. This is done by reference to the findings from an action research project that brought together social partners to discuss ways in which practices in providing work accommodations could help better to integrate underutilised sources of labour in these three countries. The industrial relations regimes in the three countries have potentially enabling characteristics that could facilitate work accommodations. Current knowledge of the work accommodation process and the integration of this issue into the collective employment relations agenda, however, needs further improvement.

scholarly journals Family Characteristics as Correlates of Academic Performance among School Children in Fishing Settlements in Nigeria

2018 ◽  
Vol 7 (2) ◽  
pp. 90
Author(s):  
Adesoji Adeolu Oni ◽  
Olakunle Lateef Olaniran
Keyword(s):  
Academic Performance ◽  
School Children ◽  
School Quality ◽  
Strong Relationship ◽  
Target Population ◽  
Family Characteristics ◽  
Junior Secondary Schools ◽  
Ogun State ◽  
Multistage Sampling ◽  
Teaching Learning

In all societies, the family is the premier institution for the socialization of children, adult intimate relationship, life-long economic support and occupation and continuity of relationship along the life course. Scholars had argued for and against the fact that there is a strong relationship between family characteristics and children educational success or otherwise. This present study investigate family characteristics as correlates of academic performance among school children in fishing settlements of Ogun state, Nigeria. A descriptive research design was adopted. The target population comprisedall JSS2 students in Ogun water side local government area of Ogun state. Three null hypotheses were tested at 0.05 level of significance. The samples comprised of 400 respondents and 8 junior secondary schools. Multistage sampling techniques were adopted. A self-designed questionnaire was used to collect relevant data. Data generate were analyzed using frequency count, simple percentage, mean, standard deviation and one-way analysis of variance (ANOVA).Recommendations were made that there should be increase cooperation between the parents/ guardians and the school. Quality assurance unit of policy makers should ensure regular monitoring of school particularly in the area of teaching learning process.

IMPACT OF LEADERSHIP STYLES ON EMPLOYEE PERFORMANCE: A MODERATING ROLE OF GENDER

2020 ◽  
Vol 5 (12) ◽  
pp. 27-52
Author(s):  
Omkar Dastane
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Multinational Corporations ◽  
Online Survey ◽  
Employee Performance ◽  
Future Research ◽  
Democratic Leadership ◽  
Autocratic Leadership ◽  
Laissez Faire ◽  
The Impact

The impact of different leadership styles on employee performance was investigated in this study, whereby the proposed styles included transformational leadership, Laissez-Faire leadership, democratic leadership, and autocratic leadership. Concomitantly, the moderating effect of gender between such leadership styles and employee performance was also tested. The required data were collected by utilising a structured questionnaire and disseminating it through an online survey, engaging a sample size of 211 employees of multinational corporations in Malaysia selected using convenient sampling. Accordingly, IBM SPSS 24 was employed to conduct the reliability and normality assessment, while IBM SPSS AMOS 24 application was for the purpose of conducting the confirmatory factor analysis (CFA), structural equation modelling (SEM), and moderation analysis. As a result, a positive and significant relationship was found between the transformational, Laissez-Faire, and democratic leadership styles towards employee performance in Malaysia, respectively. Furthermore, the relationship between autocratic leadership and employee performance was statistically insignificant following the hypothesis testing. Meanwhile, the impact of transformational and Laissez-Faire leadership styles on employee performance was fully moderated by gender, whereas the correlation between democratic leadership and employee performance was only partially moderated. In contrast, gender posed a statistically insignificant impact for autocratic leadership and employee performance association. Moreover, the effect of transformational leadership on employee performance was more pronounced in males compared to females. The effect of Laissez-Faire leadership on employee performance is more pronounced in �female� compared to �male�. Meanwhile, the effect of democratic leadership on the variable was more pronounced in females compared to males, but with a minimum difference. The managerial implications, limitations, and future research avenues are discussed accordingly.

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