Despite successive attempts to effectively manage Nigeria’s downstream oil sector by strengthening the country’s institutional capacity, the Nigerian public institutions remain ineffective, inefficient, wasteful, incapacitated, inept, unprofessional and uninspired to drive the reform in the downstream oil sector. Public institutions have failed to successively oversee management of the downstream oil sector. This paper draws on the new public management theory and unstructured interviews to assess the role of public institutions in the distribution and marketing segments of the oil sector. It concludes that poor public sector performance is responsible for the crisis in the oil industry that led to subsidy cuts and efforts to deregulate the downstream oil sector.
Employee engagement has emerged as an important concept in hospitality management as well as in human resources management fields. The purpose of the study was to assess the determinants of employee engagement in the South African hospitality industry. The study was conducted against a backdrop caused by volatile uncertain, complex and ambiguous business environments in which business and hotels in general operate exposing employees in the hotel industry to serve in very difficult conditions due to the nature of the diverse and changing needs of their clients. The study used a sample of 260 employees from 15 hotels within and around eThekwini municipality territorial jurisdiction. A cross-sectional survey was used based on a deductive research approach. Both quantitative and qualitative data was collected using a questionnaire. Research findings submits that hotels that put a strong emphasis on cultivating engaged workers reap substantial rewards. Employees who report being engaged at work have been shown to perform better at work, as employee involvement is related to organisational results such as efficiency, organisational citizenship, and overall job performance. The researcher recommends that organisations should examine the possible relationships between engagement and performance-related outcome variables that indicate improving engagement, as these provide a competitive advantage over rivals.
This article explores how the Seychelles post-independence labour market has experienced gradual demographic shifts, due in part to the islands' sustained economic expansion, which has resulted in an increasing dependence on foreign or expatriate labour. The article uses the split labour market theory, in combination with a descriptive research approach based on a single case study qualitative methodology to make sense of the present configuration and some of the structural problems that beset the Seychelles labour market. The main objective of the study is to build on previous analyses of labour market reform initiatives, which are aimed at both alleviating human resources shortages and at the same time control the growing use of expatriate labour. This research also fills a gap in literature from the perspective of the 'Seychelloisation' of the domestic labour market. Research findings demonstrate that the labour localisation (Seychelloisation) quota policies have been constrained by structural barriers such as policy contradictions, perception and tacit social exclusion, an emerging 'mudir syndrome' and rent extraction. The paper also demonstrates that national employment policies alone are not enough to achieve policy targets.
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