O. R. Dania

This study examined the impact of the perception of compensation management practices on employee performance in the hospitality industry in Benin City, Nigeria. Specifically, it explored the relationships between salaries and wages, fringe benefits, staff allowances, incentives, and training opportunities and their influence on employee performance. A survey research design, specifically the cross-sectional variant, was adopted. The study population comprised all employees in the hospitality industry in Benin City, and a stratified random sampling technique was used to select a representative sample of 385 respondents. Data were collected using a structured questionnaire, with a retrieval rate of 98%, and analysed through descriptive statistics, correlation, and multiple regression analysis using SPSS version 24. Findings revealed that fringe benefits, allowances for staff, and incentives had a positive significant correlation with employees' performance, which testifies the importance of both monetary and non-onetary
rewards in motivating employees. However, wages and salaries did not statistically significantly impact performance, i.e., base pay alone may not be the productivity driver for the hospitality sector. Opportunities for training had a strong but weak positive relationship with performance, i.e., better organised and industry-specific training programmes need to be implemented. Based on these findings, the study recommended that hospitality organizations adopt an overall compensation policy by offering attractive fringe benefits, staff allowances formalized, and properly designed incentive schemes to enhance employees' motivation and performance. Besides, training programmes need to be developed according to the functional needs of employees in order to realize their full potential

This study delves into the prevalent issue of collective bargaining and its impact on industrial disputes using the University of Benin as the case study. The population of the study comprises the academic staff within the institution. The size of the population was 641 academic staff members across the three sampled faculties within the institution (Faculties of Education, Social Sciences, and Management Sciences). A sample size of 246 respondents was selected using the Taro Yamane formula.A comprehensive analysis of the collected data was conducted using SPSS version 20. Several significant findings have emerged from this analysis. The study's findings demonstrate substantial correlations between specific workplace practices and industrial conflicts. More precisely, there exists a notable and favorable correlation between workplace collective bargaining agreements and industrial disputes, suggesting that an increase in collective bargaining is associated with elevated levels of conflicts. Likewise, the presence of efficient systems for addressing complaints is linked to a rise in labor conflicts, indicating that while these systems try to resolve disagreements, they also expose underlying tensions. In contrast, the study found that joint consultation has a negligible impact on workplace conflicts, suggesting that it has little influence on the levels of disputes examined in this research.