The paper examined knowledge management as a strategy for mentoring business educators in Nigerian universities. The purpose of the study was to investigate how knowledge management could serve as a tool for mentoring business educators in Nigerian universities. This is because, knowledge management has become a catchphrase in most universities in recent times. This is occasioned by the evolving nature of institutional value from physical assets (tangible) to knowledge assets (intangible). Knowledge management has thus, taken a centre stage institution’s ability to remain both relevant and competitive in the global scheme of things. Organizational knowledge includes both tacit and explicit knowledge.Tacit is the one an individual possesses about a product, system, and process; while explicit knowledge is codified in manuals, databases and information systems.The challenge of many institutions is how to manage both tacit and explicit knowledge and make sure that they are shared to other colleagues who may see it useful both in the present and future job requirements. The implication of this is that the exit of the senior and experienced business educators due to retirements or other extraneous factors will not create loss of memory that may affect university effectiveness and productivity. Business educators in Nigerian universities therefore need to appreciate the indispensable nature of knowledge management and then develop a mechanism such as mentoring to tap into the collective intelligence, skills and expertise of senior and experienced staff in order to create a greater knowledge base. It is against this background that this paper examines problems plaguing Nigerian universities, knowledge management, ways universities can influence it, the need for knowledge management in Nigerian universities, mentoring in universities, benefits of mentoring and KM as a strategy for mentoring in Nigerian universities. They arrived at logical conclusions and offers key recommendations.
The study examines the impact of employing green human resource management on business educators' motivation for their jobs in Delta State's public universities. The study's major goal was to determine how the adoption of green human resource management affects business educators' job motivation in public universities in Delta State. The study was directed by two research questions, and two hypotheses were developed and tested at the 0.05 level of significance. The research design for the study was correlational survey. 58 lecturers in business education at public universities in Delta State made up the study's population. The complete population was used, hence there was no selection or sampling method. A structured questionnaire with questions based on the research questions was the instrument for collecting the data. While Pearson Product Moment Correlation Coefficient was employed for the hypotheses at 0.05 level of significance, the Mean and Standard Deviation were used to answer the study questions. The findings were summarized, and it was shown that there is a substantial positive association between business educators working in public institutions who are motivated by their jobs and green human resource management of training and remuneration. Based on the results, it was determined that green human resource management, namely in terms of training and remuneration, are significant predictors of employment motivation for business educators in public institutions in Delta state. The statistical implication of this is that business educators working at public universities will be more motivated to do their jobs if there is an increase in green human resource management in terms of training and compensation. In light of the findings, measures are suggested, including the need for Government at all levels to work together to guarantee that business instructors in Nigerian universities receive regular training since this will increase their job satisfaction and involvement in the institutions.
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