Organizational Performance

This research assesses the impact of information and communication technology on organizational performance in Federal Inland revenue services, Edo State. The study explored four objectives to drive the research. The objectives include: examination of how availability of ICT affect infrastructure affect organizational performance in Federal Inland Revenue Service, Benin City; examine how ICT capacity of staff affect organizational performance in Federal Inland Revenue Service, Benin City; investigate how corporate taxpayer’s utilization of ICT affect organisational performance in Federal Inland Revenue Service, Benin City; and ascertain the challenges facing FIRS in relation to ICT adoption for effective organizational performance. The study was anchored on Technology Acceptance Model as a framework of analysis for the study and adopted quantitative research analysis where data generated from primary and secondary sources via questionnaires and interview were analyzed in interpreted using Statistical Package for social Sciences (SPSS), and findings discussed. The study revealed the following findinds: ICT has the capability for digital processing and utilization of information by the use of electronic computers; the study reveals that the staff were staff decided they were comfortable with deploying ICT in the dispensing of their duties they were however undecided if the availability of ICT infrastructure would boost the organizational performance at FIRS and it can be linked with the fact that staff also were undecided as to the regularity of trainings schedule organized. The study concludes amongst others that, there exist a relationship between technology and organizational performance in FIRS. The study also concludes that the ICT capability of staff also has an existing relationship with organizational performance. It also concludes that the ICT has reduced bottlenecks for taxpayers and improved the utilization of FIRS services by corporate taxpayers and recommends amongnst others that, ICT should be made more readily available for staffs to employ in deploying their duties. Fundings for ICT should be given priority by management at FIRS. ICT capacity building and trainings should be regularly organized in FIRS, Benin City

This study examined the impact of employee engagement on organizational performance in selected eateries in Benin City, Edo State, focusing on four key engagement dimensions: Career Development Opportunities (CDO), Reward and Recognition (RR), Employee Wellbeing (EWB), and Communication (COM). A total of 199 employee’s data were collected from 133 respondent using a structured questionnaires and analyzed using both descriptive statistics (frequency, mean, and percentage) and inferential statistics (regression analysis). The findings revealed significant positive relationships between CDO (β = .246, p = .004), RR (β = .318, p = .002), and COM (β = .723, p < .001) with organizational performance, highlighting the importance of career growth, recognition, and effective communication in enhancing performance. However, EWB showed a non-significant relationship (β = .050, p = .561), suggesting that existing wellbeing initiatives may not directly influence performance in this context. Based on these findings, the study recommends that eateries should strengthen career development programs, implement comprehensive reward and recognition systems, reassess employee wellbeing initiatives to ensure relevance, and prioritize clear and consistent communication to optimize employee engagement and drive organizational success.

This project critically examines the role of Human Resource Development (HRD) in enhancing the performance of organizations. HRD encompasses a wide range of activities including training and development, career development, and organizational development designed to improve employees' skills, knowledge, and abilities. The study aims to identify the correlation between effective HRD practices and improved organizational metrics such as productivity, employee satisfaction, and profitability. Using a mixed-methods approach, the research employs quantitative data analysis to measure the statistical relationship between HRD interventions and organizational performance outcomes. Additionally, qualitative methods are utilized through interviews and case studies to gain deeper insights into the subjective experiences of HR professionals and employees regarding the efficacy of these interventions. The findings suggest that organizations with structured HRD programs report higher levels of employee engagement, increased job satisfaction, and lower turnover rates, which significantly contribute to better organizational performance. Training programs tailored to the specific needs of the workforce and aligned with organizational goals are particularly effective. Moreover, continual investment in employee development is shown to foster a culture of continuous learning and innovation, leading to a sustainable competitive advantage. The project also explores the challenges organizations face in implementing HRD programs, such as budgetary constraints, measuring the return on investment, and adapting to technological changes. Recommendations are provided for developing strategic HRD practices that are flexible and responsive to the dynamic business environment. In conclusion, the study affirms that human resource development is a critical strategic tool that can drive organizational success. To maximize its potential, organizations need to adopt a holistic approach to HRD, ensuring that it is integrated into the business strategy and supported by top management. Further research is recommended to explore the long-term impacts of HRD on organizational growth and to determine the effectiveness of different HRD strategies across various industry sectors

Performance is considered an important factor determining the health of an organization. It is said to have greatly affected many different sectors of the economy and had both positive and negative impacts on the entire country. In light of this, this study examines a diagnostic analysis of the problem areas affecting the companies' profitability and productivity performance in Nigeria.A case study of Access Bank, Zenith bank,UBA, Axa insurance, NEM insurance and AIICO insurance over a five years period (2018-2022). The quick productivity appraisal approach (QPA) is adopted in this study which uses company performance appraisal (CPA) to analyse company productivity and profitability performance. The study adopt secondary data which is extracted from the annual report of each of these companies from the Nigeria Exchange group with emphasis on return on assets (ROA), which is taken as a proxy for profitability and productivity performance. The deterioration or improvement of return on assets is attributed to two major components, which include the ratio of net profit to net sales and the return on assets turnover. The variables considered are cost of goods to sales ratio, operating expenses to sales ratio, total assets turnover, fixed assets turnover will be examined. Trend analysis is used in this study to examine the profitability and productivity measurement of companies. The findings therefore are analysed in three different levels namely; the company level, the i dustry level and the sectoral level. At the company level the result showed that Access bank plc, Zenith bank plc, Axa insurance plc and AIICO insurance plc exhibited low performance with regard to productivity and profitability. Nem insurance plc experience slight increase in productivity and profitability performance while UBA plc experience increasing productivity and profitability performance. At the industry level, it was found that banks and insurance companies suffer a decline in profitability and productivity performance. Finally, at the sectoral level, the financial sector recorded a decline in productivity and profitability. Therefore the priority areas to look into for improvement are production, marketing and administrative department. Therefore, companies, industries and the sector should improve productivity in relation to capital and labour by replace and repairing old machineries and equipments in the production department, reduce the number of managerial staffs, increase salaries and wages of employees and then strengthen market strategies by promoting companies sales and increasing advertisement.

Performance is considered an important factor determining the health of an organization. It is said to have greatly affected many different sectors of the economy and had both positive and negative impacts on the entire country. In light of this, this study examines a diagnostic analysis of the problem areas affecting the companies' profitability and productivity performance in Nigeria. A case study of Access Bank, Zenith bank,
UBA, Axa insurance, NEM insurance and AIICO insurance over a five years period (2018-2022). The quick productivity appraisal approach (QPA) is adopted in this study which uses company performance appraisal (CPA) to analyse company productivity and profitability performance. The study adopt secondary data which is extracted from the annual report of each of these companies from the Nigeria Exchange group with emphasis on return on assets (ROA), which is taken as a proxy for profitability and productivity performance. The deterioration or improvement of return on assets is attributed to two major components, which include the ratio of net profit to net sales and the return on assets turnover. The variables considered are cost of goods to sales ratio, operating expenses to sales ratio, total assets turnover, fixed assets turnover will be examined. Trend analysis is used in this study to examine the profitability and productivity measurement of companies. The findings therefore are analysed in three different levels namely; the company level, the i dustry level and the sectoral level. At the company level the result showed that Access bank plc, Zenith bank plc, Axa insurance plc and AIICO insurance plc exhibited low performance with regard to productivity and profitability. Nem insurance plc experience slight increase in productivity and profitability performance while UBA plc experience increasing productivity and profitability performance. At the industry level, it was found that banks and insurance companies suffer a decline in profitability and productivity performance. Finally, at the sectoral level, the financial sector recorded a decline in productivity and profitability. Therefore the priority areas to look into for improvement are production, marketing and administrative department. Therefore, companies, industries and the sector should improve productivity in relation to capital and labour by replace and repairing old machineries and equipments in the production department, reduce the number of managerial staffs, increase salaries and wages of employees and then strengthen market strategies by promoting companies sales and increasing advertisement.

This study explores the managerial challenges and prospects in the university of Benin theatre.The study analyzes case studies of individuals in the managerial aspects in the theatre.The findings provide insights for theatre managers seeking to improve the prospects of their theatre.

The study examined and analyzed corporate social responsibility and it's impact on Organizational performance. Data were primarily sourced through the administration of one hundred (100) questionnaire out of which same number were found usable for the empirical analysis. The descriptive (frequency, mean and percentage) and inferential statistics (regression analysis) were adopted for the study's analysis. Specifically, the analysis revealed that corporate social responsibility has a significant impact on the performance of organizations, positively impact organizational employees, has a significant impact on organizational reputation, and lastly significantly impact organizational customers. As result of the findings, it was recommended that organizations should provide training programs on CSR principles and the impact of the organization's initiatives. This helps employees understand the company's commitment to social responsibility and how they can contribute. Also, organizations should prioritize sustainability and environmental responsibility. Implementing eco-friendly practices will enhance its reputation as a socially conscious entity. Accordingly, organizations should involve customers in CSR initiatives. For example, offer opportunities for customers to participate in charitable activities or environmental programs, creating a sense of shared responsibility.Lastly, organizations should ensure ethical governance and compliance with regulations

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 was carried out with the aim to examine employees’ engagement in decision strategy and organizational performance: a case of study of Zenith Bank Nigeria Plc. The specific objectives of the study were to determine the relationship between team work, information sharing, employee consultation, employee delegation, collective bargaining on organizational performance. To achieve this objective, a total of one hundred (100) questionnaires were administered to the respondents, and ninety-four (94) of the questionnaires were properly filled, returned and were used for the analysis. The data gathered from the administered questionnaires were analyzed using two methods, the simple percentages and the Ordinary Least Square (OLS). The hypotheses of this study were tested using Ordinary Least Square (OLS) regression technique. The findings from analysis revealed among other things that there is a significant relationship between employee consultation, collective bargaining and organizational performance. The study also revealed that there is no significant relationship between team work, information sharing, employee delegation and organizational performance. In line with the findings, the study recommended that management of banking sector should encourage the practice of team work by either sponsoring training of staff on team work or organizing seminars that will enhance the practice of team work, which will in turn promote organizational performance.

The provision of social services is a development strategy, while community participation is one of the methods of achieving this objective, thus, the two concepts can be conceived together as community development. The United Nations defined community development “as the process by which the efforts of the people themselves are united with those of governmental authorities to improve the economic, social and cultural condition of communities, to integrate these communities into the life of the nation and to enable them to contribute fully to national progress” (United nations, 1963). This complex process therefore, consists of two essential element