Organisational discipline arises out of the need for management to be able to control the conduct of employees and to re-direct their energies towards the attainment of corporate mission and objectives. Discipline is management action that encourages and ensures compliance with laid-down rules and regulations, governing the smooth operation of an organisation. It is management's responsibility to develop and maintain effective discipline within the organisation. As in most peoples' management functions, HR managers have an extremely important role to play in the design and implementation of disciplinary procedures that are fair to all, and that cases of discipline are dealt with in accordance with the organisation's laid-down procedures. For the purpose of this article, reinforcement theory attributed to Skinner (1974), form the theoretical framework for this article. This article examines the nature of discipline, the causes of disciplinary action, the importance of disciplinary procedures and the role of HR managers in discipline handling. The article further takes a peep into the impact of objective disciplinary measures on employees' performance. The article therefore, concludes that for discipline to be a means of correcting or punishing misdeed in an organisation, management must learn to maintain discipline by applying standards in a consistent, fair and flexible manner.
This paper explores the various challenges of HRM and its practice in a global busi-ness environment. The roles and responsibilities of HR departments are transforming as the modern business faces pressures of globalization, hyper-competition in the markets, declining margins and changing consumer demands, workforce diversity, technological advances and changes in the political and legal environment. Today, global HR management has become a front-and-center issue for a wide variety of firms. Many larger corporations, and even smaller ones doing business in key interna-tional markets, now have full-time HR managers devoted solely to assisting with the globalization process. For the HR managers to thrive and be relevant in the global context, new roles and agenda for the profession should not focus on traditional HR activities such as recruitment and selection, training and development, and compensa-tion, but on its outcomes. There is presently an increasing interaction of national eco-nomic systems all over the world through the growth in international trade, invest-ment, and capital flows. This interaction is a worldwide drive toward globalization and a globalized economic system. Globalization, an inevitable and irreversible force is a new reality in which HR practitioners, enterprises and government are always on the lookout for new processes and innovations. This globalization process, therefore, necessitates an investigation into human resource management. The paper utilizes the methods of descriptive analysis and synthesis of the scientific literature and empirical investigation. The paper sums up with requisite conclusion and recommendations that will help HR professionals contribute positively to employees’ well-being and meeting organizational targets in a global business environment
This study critically examined the factors influencing customer patronage of fast food outlets in Benin City. Specifically, the independent variables examined include quality of service delivery, brand image and price and how they relate to customer patronage. The study adopted survey research design. The population includes all customers that patronise fast food outlets in Benin City, Edo State. Fifty (50) respondents each were chosen in four fast food outlets namely: Mr. Biggs, Mat Ice, Kada Food and Omega Food to have a sample size of two hundred (200) out of which 188 questionnaires were found useable, amounting to 94%. The data analyses were done using both descriptive and inferential statistics. All analyses were done using Statistical Package for Social Sciences (SPSS 22.0) software. The study revealed that there are positive and significant relationship between the independent variables (service quality and brand image) and customer patronage except price that showed negative and not significant relationship with customer patronage. Based on these findings, the study recommended that fast food operators should continue to maintain high quality service delivery that will enhance the brand image of selected fast food outlets.
Nigeria as an independent nation cannot discuss her history without recounting her sad experience of one conflict or the other. Notable among these conflicts are those of communal, political and ethno-religious conflicts which often result in destructive violence. Out of all these, ethno-religious conflicts appear to have more implications to national development, security and integration in Nigeria. This paper is an empirical survey of existing literature through secondary investigations. The paper posits that colonialism and its capitalist ideological underpinnings and the transplanting of the same character traits to Nigeria bourgeoisie elements largely accounts for the ethnic divide pervading the Nigerian system. Over and above this argument is the malicious ethnic structures initially created by colonialism which has brought about continuous and contending ethnic strife in the Nigerian state to date. The position of this paper is also that the new trend of criminality and the gory tradition of terrorism and security lapses ravaging the country in most states of the North during the Jonathan’s administration and most states of the North-Central during the Buhari’s administration is akin to ethnic and sectional sentiments as well as ethnic bias. In view of this, the paper therefore attempts to draw explanations on why ethno-religious conflicts have become a permanent feature of Nigeria and its implications to national integration. This paper further takes a peep into the effects of ethno-religious conflicts on economic development in Nigeria. The paper sums up with policy recommendations and conclusion for peaceful co-existence in the 21st century.
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