IOSR-JBM   Volume-16 ~ Issue-4 ~ April-2014

Paper Type	:	Research Paper
Title	:	Employee Motivation: The Key to Effective Organizational Management in Nigeria
Country	:	Nigeria
Authors	:	Maryam T. Abbah
	:	10.9790/487X-16410108

Abstract: This article explores the indispensability of employee motivation in effective organizational management. In the style of a qualitative research, the paper x-rays, exhaustively, the merits, efficacy and relevance of motivation in the success of organizational management. It also identifies and explains the factors that affect employee motivation, the benefits of employee motivation in Nigerian organizations, some theories of motivation and the significantlink between effective organizational management and employee motivation in Nigerian organizations, both the public and the private. For the fact that employee motivation is an intricate and sophisticated subject, once applied in the right way an organization is bound to achieve a long-lasting success. However, if ignored an organization will fizzle out in the game. For Nigerian managers to have an understanding of employee motivation, they must know the concept of motivation, organizational management, differences in individual needs and the variety of motivational factors and the changes in priorities of these factors overtime. The necessity of this work is situated in it provision of solutions to Nigerian employees' redundant attitude to work and its consequences.
Keywords: Motivation, Employee, Employee Motivation, Management, Organizational Management.

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Paper Type	:	Research Paper
Title	:	Application of Resource-Based-View Hrm Framework to Sales Training In Globacom Nigeria
Country	:	Nigeria
Authors	:	Clement Ikenna Okeke
	:	10.9790/487X-16410917

Abstract: Using the Resource-Based-View Human Resource Management framework, this study sought to advance our understanding of the effects of training on organizational-level outcome by analyzing the impact of sales force training using GLOBACOM Nigeria, Enugu division as a case study. The study specifically addressed three training related questions that are important in the management of sales force in markets that are keenly competitive. Is the training conducted for the sales force relevant to the job? Does the frequency of the sales force training make it effective? What is the impact of sales force training on organizational performance in GLOBACOM Nigeria? To meet the data needs of the study, a structured questionnaire was administered on 136 officers of GLOBACOM Nigeria. Based on analyzed data and tested hypotheses, the following conclusions were drawn: GLOBACOM employees are aware of the forms of training, there is high employees' knowledge of and involvement in the training programmes provided by the company, the frequency of the sales force training does not make it effective, sales training conducted is related to the job description and hence relevant to the job of the sales force and Sales force training has no effect on organizational performance in GLOBACOM Nigeria. The study recommended the design of training policy, institutionalization of training assessment, undertaking of Training Impact Assessment and focusing on emergent important areas for sales force training in GLOBACOM Nigeria to produce positive organizational-level outcomes.
Key words: Organizational Performance, Resource-Based-View, Sales Force, Sales Force Training, and Training.

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Paper Type	:	Research Paper
Title	:	Factors Affecting Organizational Commitment Among Bank Officers In Pakistan
Country	:	China
Authors	:	Muhammad Anwar ul Haq, Yan Jindong, Nazar Hussain, Zafar-uz-Zaman Anjum
	:	10.9790/487X-16411824

Abstract: In this study, we investigate the factors which are likely to affect the organizational commitment among bank officers in Pakistan, since the banking industry has been facing higher employee turnover. The theoretical framework of our study builds upon the theory of Social Exchange [1], the norm of reciprocity [2], and the theory of Perceived organizational Support [3, 4]. Data was collected by personally administered questionnaires. 147 officers working in different bank branches in Lahore participated in the study. Only those respondents were included in the study who had passed their probationary period. SPSS version 20 was used to analyze the data. The results reveal that there is a higher correlation between different supporting factors and organizational commitment of bank officers. Regression results show that all factors significantly predict organizational commitment. Factors affecting the organizational commitment of bank officers include rewards, support from supervisor, promotion opportunities, work-family support, and favorable conditions of the job. This study has implications for HR Policies to be devised in such a way as to focus on turnover intentions among the experienced employees. By employing such efforts the companies can easily retain their experienced human capital.
Key Words: bank officer, commitment, factors organization, Pakistan.

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