Department of Business Administration & Marketing

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Browsing Department of Business Administration & Marketing by Author "Ojo, Afolabi"

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    Adoption of Human Resources Management Policies for Practices: Harvard Model Versus Religious Model
    (Sciedu Press, 2018-02-27) Ojo, Afolabi
    The paper set out to explore two different models of Human Resources Management as a policy for practice that will be adequate for adoption by any organisation. The Harvard and Religious models were the two models critically examined vis – a – vis their implications on the practice of Human Resources Management (HRM). It was revealed that Harvard model of HRM is a content model as it is contingent on specific core issues (work system, reward system, employees’ influence and flow of people) in human resources management while Religious model of HRM is a process model as it is based on identification of relationship among components units (management and employees) Harvard model of HRM as a policy is embedded in the organisation through congruence, commitment, cost effectiveness and competence and Religious model of HRM is anchored on value based ideology through morality, honesty, sincerity, fairness and integrity. The two models are practicable but Harvard model of HRM has no exception to a particular party in business organisation while Religious model of HRM is averse to development of trade union in organisation. Therefore, the adoption of the two models will make world of work conducive, however, Harvard model of HRM aligned more with the nature and belief of business. However, combination of the two models to give a contingency – hybrid model will make the workplace to be better than adopting one of the models
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    Entrepreneurship Development and the Negative Implications for Sustainable Development: The Context of Socio- Cultural and Economic Environment in Nigeria
    (ISDS LLC, Japan, 2018) Ojo, Afolabi
    The paper examined the negative role of entrepreneurship in sustainable development agenda, using the impact of entrepreneurship on socio-cultural and economic environment as the intermediation between entrepreneurship development and sustainable development. The focus is on socio-cultural and economic sustainability as components of the concept of sustainable development. It argued that entrepreneurship creates negative socio-cultural and economic conditions that detract from the goals of sustainable development. This was buttressed by the fact that the increasing level of entrepreneurship involvement in national economies is in contrast to expectation, being accompanied by a negative reversal in socio- cultural and economic conditions in a rising trend. The Nigerian prevailing socio-cultural and economic conditions were used as relevant cases for the arguments particularly with reference to the impact of the terrorist activities, among other anti-social factors. The paper concluded that sustainable development pursuit must be taken in totality by balancing ecological sustainability with socio-cultural and economic sustainability and this can be achieved by redirecting the focus of entrepreneurial activities towards creating positive socio-cultural and economic conditions that reflect and guarantee societal intergenerational survival.
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    Entrepreneurship Education and Antecedents of Entrepreneurial Intention among University Students in South western Nigeria
    (International Journal of Research and Innovation in Applied Science, 2021-07) Ojo, Afolabi
    Faced with challenge of high unemployment rate, there is need for a drastic step to prepare the youths who account for majority of the unemployed figure for entrepreneurial activities rather than just preparing them to hunt for jobs after their study. While it is compulsory for higher institutions in Nigeria to take entrepreneurship courses, there is little evidence on its impact on students’ entrepreneurial intentions. The purpose of this paper is to add to the literature on entrepreneurial intention using the theory of planned behaviour to examine the intentions of university students in southwestern Nigeria. In this paper, Entrepreneurial Intention Questionnaire (EIQ) was used to measure entrepreneurial intentions using a sample of 127 final year students from one of the foremost private universities in southwestern Nigeria; Redeemer’s University, Ede, Osun State, Nigeria. Ordinary Least Square (OLS) regression was used to determine the effect of the explanatory variable on the dependent variables. The result shows a positive but weak relationship between entrepreneurship education and antecedents of entrepreneurial intention. The study concludes that having entrepreneurship education may not totally translate into job creation hence, it was recommended that there is need for government and other stakeholders to consider other factors that influence entrepreneurship intention
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    A Model Linking Human Resources Management Practices with Employee’s Commitment to Core Values of an Organisation
    (Society for Science and Education, 2019-08-25) Ojo, Afolabi
    The focus of the paper was on a model designed to explain the linkage between Human Resources Management practices and employee’s commitment to the core values of business organisation. The model place high premium on the business environment to be the major determinant in whatever happens in the business organisation. The values as well as beliefs and philosophies of founders must be congruent with business environment otherwise attainment of business objective will not be actualised. Similarly, the management of people in workplace through human resources management practices are contingent on human resources management policy which draws its strengths from business objectives and organisational policies. It is therefore evident from the model that where human resources management practices can herald positive perception and image, employees will be loyal and be willing to remain with the organisation over a long period of time thus ensuring commitment to core values of the organisation and the feedback framework is an avenue to evaluate the level of agreement between and among the business environment, employees’ expectations and focus of the organisation