This study examined resource mobilisation and innovative culture of small and medium-scale enterprises (SMEs) owners in South-West, Nigeria. Five research questions were raised. The study adopted the descriptive survey research design. The sample comprised one thousand, four hundred and seventeen (1417) SME owners / managers out of which one thousand, three hundred and eighty-two (1382) responded appropriately, this showed 97% response rate. Data were collected using two instruments; these are Resource Mobilisation Questionnaire (r = 0.85) and Innovative Culture Scale (r = 0.68). Data were analysed using descriptive statistics, Pearson Product Moment Correlation and Independent t test.The results showed that SME owners possessed high level of resource mobilisation and innovative culturein South-West, Nigeria. Significant relationship existed between resource mobilisation and innovative culture of SME Owners’ in South-West, Nigeria. Furthermore, there was significant difference in the score on resource mobilisation of SME Owners while no significant difference existed in the score on innovative culture of SME Owners in South-West, Nigeria. Based on the findings, it was recommended among others that Government agencies should create strategies to improve resource mobilisation. This, in turn, will upgrade and enhance innovation among SMEs.
The skills and competencies exhibited by the secretarial staff in a University setting show how vast is such secretary in the art of delivery of his/her services. A secretarial staff has been considered to be the brain box of any organisation. They are incharge of all information emanating and disseminating from the establishment; as such the role of the secretarial staff as the custodian of information in the university cannot be over-emphasized. The aim of the study was to determine the levels of the University secretarial staff employability skills and organizational citizenship behaviour in South-West, Nigeria. The study adopted a descriptive research design of ex-post facto type. Two research questions were raised. The sample for the study consisted of 1,209 secretarial staff in 36 universities in South-West, Nigeria selected through stratified random sampling technique. Three instruments were used for data collection, namely: Demographic Data Form, Graduate Employability Scale (GESS), ‘r’=0.86; Organisational Citizenship Behaviour Scale (OCBS), ‘r’=0.96. Multiple Regression Analysis (MRA) and Pearson Product Moment Correlation (PPMC) were used to analyse the data at 0.05 level of significance. The results revealed that the University secretarial staff generally possessed a high level of employability skills (50.5%) and organizational citizenship behaviour (50.8%).It was concluded that the secretarial staff generally possessed the employability skills and organisational citizenship behaviour which are needed to perform optimally in their duties. The study recommended, among others, that the secretarial staff should endeavour to seek for more knowledge to equip them with relevant employability skills that will make them to be assets to the organization. The University secretarial staff should be exposed to regular training programmes with an emphasis on how to enhance their employability skills and further improve their knowledge. Also, there is need to compensate any secretarial staff who displays the traits of organizational citizenship behavior.This will serve as motivation for other secretarial staff.
In any organization, effective administration of the resources available is very important and paramountto the attainment of its objectives. The human aspect of the resources is most important and crucial asit is the one responsible for the co-ordination of other factors and more importantly conflict situationamong staff cannot be over-emphasized. It is known fact that no two workers are the same, even twinsare only alike.Nwakwo (1987), Craston (2002) and Onanuga and Arikewuyo (2005) describes administration as thecareful and systematic arrangements and use of resources (human and material), situation andopportunities for the achievement of specific objectives of a given organization. To this end, it is worthyof note that effective organizational administration is necessary for managing conflict situation in anysystem, such should be embedded in the day-to-day running of the industry. Conforming to thisviewpoint, Peretomode (2001) describes administration as the performance of executive duties, thecarryout of policies or decisions to fulfill a purpose, and the controlling of the day-to-day running of anorganization. To this extent, among the very important duties of an administrator, is the management ofconflict among workers of different categories.
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