eng
ZARSMI
Management Studies and Economic Systems
2408-9583
2313-5166
2019-01-01
4
1
1
17
80068
Assessment of Promotion and Its Effect on Attitudinal Change towards Family Planning: A Case Study in Amhara National Regional State, Ethiopia
Nigist Kelemu
nigistkelemu92@gmail.com
1
Getnet Hunegnaw
2
Migbar Liyew
3
Department of Marketing Management, College of Business and Economics, Bahir Dar University, Bahir Dar, Ethiopia
Department of Marketing Management, College of Business and Economics, Bahir Dar University, Bahir Dar, Ethiopia
The purpose of the study is investigating the association between promotion, social attitude and family planning in selected cities of Amhara Region. Both quantitative and qualitative data were used to conduct this study. The quantitative frames were used to gather the inquired data from respondents with closed ended questionnaires and qualitative data was collected from records of the regional health office and published journals and this data was used to structure the research framework. A total of 400 questionnaires were distributed to the health centers in four cities of the region (Gondar, Debre Markos, Bahir dar and Wollo) with an equal distribution of 95 respondents. Linear regression analysis was used to analyze the data collected by closed ended questionnaires and some document analysis was used. Based on the findings obtained from respondents, it was concluded that promotion program, social attitude and family planning are positively related. Respondents argued that population size of the region are growing rapidly while the resource economic situation is limited. To alleviate the existing problem, the regional health office should increase its promotion program to create awareness, provide training, establish effective communication program, and reward the employees so as to assure the proper delivery family planning service.
https://www.msaes.org/article_80068_57b20003863a344988930ffd59fb1968.pdf
Promotion
advertising
Personal selling
Sales promotion
Public Relation
social attitude
Family planning
eng
ZARSMI
Management Studies and Economic Systems
2408-9583
2313-5166
2019-01-01
4
1
19
28
80069
An Analysis of Nigerian Recession
Mohammed Kida
mohammedkida@gmail.com
1
S. Liberty
2
A. Alhassan
3
A.S. Alade
4
Department of Economic, Faculty of Social Sciences, Federal University Lafia, Nasarawa State, Nigeria
Department of Public Administration, University of Maiduguri, Borno State, Nigeria
Department of Economics Federal University Lafia, Nasarawa State, Nigeria
Department of Economics Federal University Lafia, Nasarawa State, Nigeria
Over the years, Nigeria depends on crude oil proceeds as the major source of national income, foreign exchange and external reserves. This dependence coupled with the huge cost of running and maintaining the political structure among other factors prove disastrous by leading the economy to the worst recession in decades. We therefore, chronicle the origin, effects and way out of the recession via trend analysis and desk review. Having analyzed the remote and immediate causes of the recession, we observed that the dependence on crude oil whose price is highly volatile made the Nigerian economy susceptible to shocks. Hence the oil price and output shocks coupled with high cost of governance, excessive importation, corruption, sudden implementation of Treasury Single Account (TSA), insurgency and Niger Delta Militancy among other factors destabilized all macroeconomic variables and threw the economy to the worst scenario of recession (stagflation). Thus, diversification of the Nigerian economy by prioritizing agriculture and manufacturing, massive fiscal stimulus plan to enhance domestic infrastructure and production, re-injection of recovered loots, resolution of Niger Delta militancy among other policies are recommended to ameliorate the effects of current recession and strengthen the structures of the economy in order to prevent reoccurrence of economic recession in the country.
https://www.msaes.org/article_80069_509bbd2243171e2f43811ca7b2af9038.pdf
crude oil price
Economic Growth
economic recession
Exchange Rates
eng
ZARSMI
Management Studies and Economic Systems
2408-9583
2313-5166
2019-01-01
4
1
29
40
80071
The Determination of Social Needs as Drivers of Social Innovation
Nicole Luciell Van Rheede
1
Mohamed Saheed Bayat
mbmsaheed@gmail.com
2
Human Sciences Research Council, Cape Town, Western Cape, South Africa
Department of Public Administration, University of Fort –Hare, Eastern Cape, South Africa
Social innovation has been contextualized as a new way of resolving deeply entrenched development issues. The identification and resolution of social needs is said to be the driving force of social innovation. With features such as sustainability and scalability, social innovation has the potential to change the way we perceive and engage with development in the future. This research takes a critical look at how the social needs as a means to an end of social innovation, is identified. Previous research did not investigate the methodology of how these needs were identified and the question then arose as to how responsive the corresponding resolutions could be in resolving the need.
https://www.msaes.org/article_80071_78d20feb3296bcc4d50656241c2c1942.pdf
social innovation
Social entrepreneurship
Social Needs
People-centered development
Development theory
Need identification
Social value
Social conditions
eng
ZARSMI
Management Studies and Economic Systems
2408-9583
2313-5166
2019-01-01
4
1
41
56
80072
A Supply - Scarcity and Strategic Decision-Making Angle: High Performance Work Practices in Small Firms
Dhamodaran Lingappan
dhamursp@yahoo.com
1
College of Business and Economics, Haramaya University, Haramaya, Ethiopia
High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to perform) depends on the scarcity of resources, as reflected in the size of the company, and on strategic decision-making in small firms related to the owner’s expertise and attitudes. In our research, a total of 350 employees from 70 small organizations were asked to rate the presence of HPWPs in their organisation. These averaged perceptions were linked to information provided by the owner–managers on the size of their firm and their own expertise and attitudes. The findings support that smaller but coherent bundles of HPWPs can be found in small organisations and that the implementation of these bundles depends on available resources, strategic decision-making and the combination of the two. These findings highlight the need to integrate the notions of supply scarcity and strategic decision-making to understand the uptake of bundles of HPWPs within small firms.
https://www.msaes.org/article_80072_a9352e36cec32110e6187a829c3173f9.pdf
High performance work organization
Entrepreneurial Orientation
Small Firms
Strategic Human Resource Management
Supply scarcity
Strategic decision making
Best-practice awareness
Innovative HR vision
eng
ZARSMI
Management Studies and Economic Systems
2408-9583
2313-5166
2019-01-01
4
1
57
70
80073
Participative Decision Making and Employee Performance in the Hospitality Industry: A Study of Selected Hotels in Owerri Metropolis, Imo State
Kelechi Ugwu
nzeribe20@yahoo.com
1
Lazarus I. Okoroji
2
Ebere Oluchi Chukwu
3
Department of Management Technology, Federal University of Technology, Owerri, Imo State, Nigeria
Department of Transport Management, School of Management Technology, Federal University of Technology, Owerri, Imo State, Nigeria
Department of Transport Management, School of Management Technology, Federal University of Technology, Owerri, Imo State, Nigeria
This study investigated the extent of the relationship between participative decision making and employee performance in selected hotels in Owerri, Imo State, Nigeria. The specific objective determined the relationship between leader behavior and employee commitment. Descriptive survey and questionnaire was adopted as instrument for data collection. The total population of the study comprised of 92 people. Simple random technique was adopted in distributing the questionnaire to the target audience. The hypotheses were tested and analyzed using Pearson Product Moment Coefficient to test the relationship between leader behavior and employee commitment. Findings showed that there is a positive relationship between leader behavior and employee commitment in the selected hotels in Owerri, Imo State. The following recommendations were made. It is advisable for organizations to integrate management by objective (MBO) at every level of the organization to promote high productivity in the workplace. Finally, organizations are encouraged to increase the frequency and level of worker participation in decision making between manager and subordinates.
https://www.msaes.org/article_80073_3033a37f9facdbf6dbee2b79ea0e398e.pdf
Participative decision making
employee performance
Leader behavior
Employee commitment
Organizational Structure
eng
ZARSMI
Management Studies and Economic Systems
2408-9583
2313-5166
2019-01-01
4
1
71
78
80074
An Investigation into Employee Job Satisfaction and Its Impact on Organizational Effectiveness with Special Reference to the Buffalo City College
Onesimo Sibhoko
1
Mohamed Saheed Bayat
mbmsaheed@gmail.com
2
Quality Assurance Senior Co-Ordinator, Foundation for Professional Development, South Africa
Department of Public Administration, University of Fort –Hare, Eastern Cape, South Africa
This study was aimed at investigating the impact of employee job satisfaction on organizational effectiveness at the Buffalo City College in East London, South Africa. Job satisfaction is critical in ensuring the continued growth and effectiveness of any organization. This study assessed the levels of job satisfaction among academic lecturers at Buffalo City College. A quantitative research approach was used in the study. A structured questionnaire was distributed to all the campuses of the college. The self-developed questionnaire was distributed to a population size of 100 employees. Out of the 100 questionnaires distributed, 75 were returned which puts the response rate at 75%. The findings of this study revealed that employees were dissatisfied with pay, recognition and advancement opportunities.
https://www.msaes.org/article_80074_a23fd43e4514975d08e1750dfc6aad64.pdf
Job Satisfaction
Organizational Effectiveness
Higher education
Academic Employees