DEPARTMENT OF BUSINESS ADMINISTRATION

This study examine the causes and solution small scale business failure in Edo State, Nigeria, with a view to proffer solutions. In every economy there are simple system as well as complex one. At the simple stage of organization, ownership of business is not always distinct form management; this means that supervision of the business is in the hand of the owner. When the scope of business organization increases, it becomes very difficult for one person to co-ordinate, direct and control. At this point, that ownership and management becomes differentiated. Therefore, it becomes very difficult for the owner to supervise the business enterprise. It will be easier here for management to pursue goals that are different from the objectives set by the owner; which brings about conflicting objectives that can result in business failure. In Nigeria, it will be difficult to believe that a small scale business enterprise that is owned and managed by the owner can collapse within a twinkle of an eye. Is it as a result of finance, management inefficiency or government policies? This is what the research work is set to uncover. Based on the findings, the researcher concluded that the failure of government in providing a conducive business environment has affected the performance of small scale business also poor management of resources in no small measure has equally affected the growth of small scale business in Nigeria. Therefore, the researcher recommends that government should try as much as possible to provide a stable and conducive environment and hence organization’s should ensure that both human, capital and material resources are effectively utilized

The broad objective of this study is to examine the effect of organizational learning on employee performance among selected employee in Edo state. The geographical scope of this study is Edo State of Nigeria. The employees in the University of Benin form the population of the study. This study employs the cross sectional survey research design. The population of this study is made up of all teaching and non-teaching in University of Benin, in Benin City, Edo state. Primary data are obtained from personal interviews and the use of questionnaire to concerned individual. The major instrument used for data collection during the research is Likert type questionnaire. Based on this, the study revealed that there is a relationship between shared vision and improved employee performance; there is a relationship between transfer of knowledge and employee performance; there is no relationship between team learning and employee performance and; finally, there is no relationship between system thinking and employee performance. The study recommended that training in the discipline of strategic thinking is recommended, along with the focus of building synergy by creating teams in the organization.

The purpose of the study was to determine the relationship between impression
management and the job performance of academics in selected Universities in Edo
State, using demographic characteristics as moderating variables. Specifically, it
sought to examine the relationship between self-promotion and job performance;
effect of ingratiation on the job performance of academics; the relationship between
exemplification and the job performance of academics; the effect of supplication on
the job performance of academics; influence of intimidation on the job performance of
academics; and determine the mediating effect of demographic characteristics (such
as age, gender, and personality) on the relationship between impression management
and the job performance of lecturers in Universities in Edo State.
The study employed a correlational survey research design and structural equation
modelling (SEM). Its population comprised 3,002 academic staff in the selected
Universities. Questionnaire was the main research instrument. Data collected from the
online questionnaire were analyzed by descriptive statistics (such as mean, standard
deviation and percentages) and inferential statistics through Statistical Package for
Social Science (SPSS) and SEM. It revealed that there was a positive and significant relationship between self- promotion and job performance of the academics; there was a negative and non- significant relationship between ingratiation and job performance of the academics; there was a positive and significant relationship between exemplification, supplication and job performance of the academics. There was a negative and non-significant relationship between intimidation and job performance of the academics. Demographic characteristics such as age, gender, and qualification were found to be
non-significant mediators of impression management tactics and job performance of
academics in Universities in Edo State. Also, there was no significant differences in
impression management tactics among the academics in public and private universities, but there was a significant difference in their job performance. It concluded that there
was need for the university to put emphasis on the issues that significantly affect the
job performance of the academics. Recommendations such as professional development programmes, ethical and constructive impression management
behaviours, regular feedback mechanisms among others were provided

This study investigated communication and employee job satisfaction of the hospitality
sector. Data were primarily sourced through the online administration of two hundred (200)questionnaire out of which same number (200) were found usable for the empirical analysis. The descriptive (frequency, mean and percentage) and inferential statistics (regression) were adopted for the study’s analysis. It was revealed that: there is a significant relationship between communication and employee job satisfaction in the hospitality sector; modern communication channels, such as social media and technology-mediated communication, significantly influence employee job satisfaction in the hospitality sector; and while organizational culture was found to significantly mediate or moderate the relationship between communication and employee job satisfaction in the hospitality sector, leadership styles did not. Based on these findings, it was recommended that: organizations should focus on enhancing their communication strategies; it is essential for organizations in the hospitality sector to actively promote a positive and inclusive organizational culture; and it is still crucial for organizations to invest in leadership development programs.

In today's dynamic work environment, the relationship between employees and employers stands as a critical determinant of organizational success. This study aims to explore the impacts of conflicts between employees and employers on the performance of organizations. Through an extensive literature review and empirical analysis, the survey generated 141 validated replies. The results of the analysis of the replies gathered indicate that organizational conflicts have a significant impact on employee performance. Furthermore, this research delves into the ramifications of such conflicts on organizational performance metrics, including productivity, employee morale, retention rates, and overall efficiency. It seeks to identify how these conflicts disrupt workflow, hinder collaboration, and impede the attainment of strategic objectives. Moreover, by shedding light on the intricate interplay between employee-employer conflict and organizational performance, this research provides valuable insights for both scholars and practitioners. It offers actionable recommendations for cultivating a harmonious work environment, fostering constructive
communication channels, and implementing effective conflict resolution mechanisms to mitigate the detrimental impact of conflicts on organizational performance. Ultimately, this study contributes to a deeper understanding of the dynamics within contemporary workplaces and underscores the imperative of fostering positive employee-employer relations for sustainable organizational success. In order to effectively manage conflict in organisations on a continual basis, management and staff must make a concerted effort to collaborate amicably by developing strong strategies and upholding appropriate regulations.

This study examines the relationship between total quality management practices and organizational performance. The objective of the study is to examine the relationship between top management, strategic planning, process management, customer focus, employee relation and organizational performance This study adopts a survey research instrument through the administration of questionnaires to two hundred and fifty-five (255) employees of the Nigerian Petroleum Development Company Limited (NPDC), Benin City. The data for the study are analyzed using descriptive statistics, Pearson correlation and ordinary multiple regression. The multiple regressions results show that top management has a significant positive relationship with organizational performance at 1% level of significance, strategic planning has an insignificant negative relationship with organizational performance, process management has an insignificant positive relationship with organizational performance, customer focus has an insignificant negative relationship with organizational performance and employee relation has a significant positive relationship with organizational performance (OPF) at 1% level of significance. The study recommends that the presence of top management as component of total quality management practices would significantly enhanced organizational performance

This study investigated the impact of factors of leadership style on the engagement of non- academic staff at the University of Benin yielded. The study targeted a sample of fifty-two (52) respondents, in which a total of 52 questionnaires were distributed and a total of fifty (50) questionnaires was filled, retrieved, cleaned and used for this study. The data collected was analyzed using SPSS version 20.0 and descriptive statistics was used to present the results while regression test was employed to make findings on the research hypotheses. Notably, while economic factors and intended goals both showed a positive correlation with employee engagement, their effects were found to be statistically insignificant. In contrast, leaders' communication skills and emotional intelligence emerged as significant drivers of employee engagement. Based on these findings, the following recommendation were made that: the institution’s management should prioritize leadership training on soft skills as doing so would bolster leaders' ability to communicate effectively and enhance their emotional understanding and empathy; incentive structures should be redefined by considering a mix of non-tangible benefits that might cater to emotional and interpersonal aspects of job satisfaction and engagement; clear and collaborative goals should be set; open communication channels should be fostered in institution; the institution should implement emotional intelligence assessments which can inform recruitment decisions, highlight areas for improvement, and guide personalized training and development interventions; and adoption of continuous feedback loop

In today's dynamic work environment, the relationship between employees and employers stands as a critical determinant of organizational success. This study aims to explore the impacts of conflicts between employees and employers on the performance of organizations. Through an extensive literature review and empirical analysis, the survey generated 141 validated replies. The results of the analysis of the replies gathered indicate that organizational conflicts have a significant impact on employee performance. Furthermore, this research delves into the ramifications of such conflicts on organizational performance metrics, including productivity, employee morale, retention rates, and overall efficiency. It seeks to identify how these conflicts disrupt workflow, hinder collaboration, and impede the attainment of strategic objectives. Moreover, by shedding light on the intricate interplay between employee-employer conflict and organizational performance, this research provides valuable insights for both scholars and practitioners. It offers actionable recommendations for cultivating a harmonious work environment, fostering constructive communication channels, and implementing effective conflict resolution mechanisms to mitigate the detrimental impact of conflicts on organizational performance. Ultimately, this study contributes to a deeper understanding of the dynamics within contemporary workplaces and underscores the imperative of fostering positive employee-employer relations for sustainable organizational success. In order to effectively manage conflict in organisations on a continual basis, management and staff must make a concerted effort to collaborate amicably by developing strong strategies and upholding appropriate regulations.

This study investigated how the impact of job satisfaction influences employee performance in government-owned establishments in Benin Metropolis. It utilizes structured questionnaires, expert validation, and regression analysis to explore the relationship. Findings from the research unveil a compelling correlation between job satisfaction and employee performance. Specifically, aspects such as salary structure, welfare packages, and the overall working environment emerge as significant determinants of ob satisfaction. Employees who perceive favorable conditions in these areas tend to exhibit higher levels of job satisfaction, consequently leading to enhanced performance outcomes. In conclusion, the study highlights the critical role of job satisfaction in shaping employee performance within government-owned establishments. It underscores the importance of prioritizing factors that contribute to job satisfaction, such as competitive salaries, robust welfare provisions, and conducive working environments. By implementing recommendations such as establishing effective reward systems and improving worker welfare, organizations can cultivate a positive work culture that fosters employee satisfaction and, ultimately, drives better performance outcomes

In today's dynamic work environment, the relationship between employees and employers stands as a critical determinant of
organizational success. This study aims to explore the impacts of conflicts between employees and employers on the
performance of organizations. Through an extensive literature review and empirical analysis, the survey generated 141 validated replies.The results of the analysis of the replies gathered indicate that organizational conflicts have a significant impact on employee performance. Furthermore, this research delves into the ramifications of such conflicts on organizational performance metrics, including productivity, employee morale, retention rates, and overall efficiency. It seeks to identify how these conflicts disrupt workflow, hinder collaboration, and impede the attainment of strategic objectives. Moreover, by shedding light on the intricate interplay between employee-employer conflict and organizational performance, this research provides valuable insights for both scholars and practitioners. It offers actionable recommendations for cultivating a harmonious work environment, fostering constructive communication channels, and implementing effective conflict resolution mechanisms to mitigate the detrimental impact of conflicts on organizational performance. Ultimately, this study contributes to a deeper understanding of the dynamics within contemporary workplaces and underscores the imperative of fostering positive employee-employer relations for sustainable organizational success. In order to effectively manage conflict in organisations on a continual basis, management and staff must make a concerted effort to collaborate amicably by developing strong strategies and upholding appropriate regulations.