Browsing by Author "Ajala, E. M."

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Anatomy of corrupt practices in Nigeria: implications on workers and the economy
(Department of Adult Education, University of Ibadan, 2009) Ajala, E. M.
Corruption though a universal phenomenon has some peculiarities associated with developing countries. Widespread corruption is a symptom of a poorly functioning state, and a poorly functioning state will invariably, lead to a low economic development and poor workers welfare. Within the context of a developing nation, the paper examines the social, cultural, political and economic factors that encourage corruption and corruptive practices in Nigeria. Since corruption breeds poverty, impoverishment of workers and the economy, the study investigates the detail by exploring the types of actions, conditions, structures and/or practices that are robustly related to corruption such as a democratic system that is corrupted by-special interest and selfish motives, no free press to expose corruption, weak accountability, lack of a vibrant anti-corruption agency, ill-prepared legal institution, no educated electorate to remove unethical leaders, etc. The role of occupational social workers in the education about the effect of corruption, emotional and psychic therapy of both the giver and receiver of bribe was looked at. The study extends the literature on corruption in several directions.
Appraisal of public policy on conflict resolution for harmonious industrial relations practice in Nigeria
(Department of Adult Education, Faculty of Education, University of Ibadan, 2002-12) Ajala, E. M.; Ughenekohwo, J. E.
This paper examines policy on conflict resolution for harmonious industrial relations practice in a deregulated economy with reference to Nigeria. This deregulation of industrial relation in the public service sector stems from the civil service re-organization Decree (no. 43) of 1988. The policy regulation stipulates that the relevant trade unions should henceforth negotiate with each state and local governments over its terms and conditions of employment having in mind the government ability to “pay”. Unfortunately there is usually the problem of double standard on the part of government in the implementation of the policy. This double standard thus provides avenue for conflict (s) in the industrial relation systems. This is on the account that deregulation policy provides that, one industrial union at the federal, state and local government should negotiate separately on the same issues, the same government policy, having or-ganised the trade unions along industrial lines, had insisted that collective bargaining should be effected in the public sector through national joint industrial council. This contradiction in policy direction has made industrial environment. Our position in this paper is that much a deregulated industrial system is the best process for ensuring industrial harmony, government policy on this should be consistent. For example, the fixing of basic minimum wage at any level of public work should not be accommodated; otherwise, conflicts and other obstacles in industrial pace will continue to mar the peace of industrial relations practice in Nigeria. However, conflicts as a force of balance of power cannot be completely avoided, or eliminated. Hence, this paper provides strategies for nipping in bud contentious issues that may lead to conflict with regard to the administration of policy.
Attainment of individual and organisational goals in industries: implications for occupational social worker (2009).
(Gabesther Educational Publishers, 2009) Ajala, E. M.
The proliferation of human service programmes and the emergence of the social work profession in the workplace soften the distraction between the world of work (aiming at production goals) and world of employees (individual employees and their families). The role of social work became clearer in industries and became centered on job-related problems, individual problems that require therapy, casework services and family issues. Social workers now counsel employees on a wide range of personal, family and social problems, present policy positions on community relations to corporate executives, mediate in disputes; develop and conduct stress management programmes and assist on issues of layoffs and retirement. The paper concludes that occupational social workers will continue, both now and in future, to balance the world of work with the world of the family for effective and efficient survival of both the employees and the employers.
Benefits of employee assistance programmes in industrial organisations
(His Lineage Publishing House, 2016) Ajala, E. M.
Ensuring that employees work with their greatest potential to enhance productivity and efficiency are inhibited and restricted by physical and psychological problems. These problems come in the form of depression, sickness, disability, stress, burnout, absenteeism, and presenteeism. Work organisations can reduce or eliminate these problems through employees assistance programme (EAP). EAP typically provides screening, assessment, brief intervention, referrals to other services, and case managements with longitudinal follow up for these problems. This paper looked at the historical evolution of EAPs, functions of EAPs, the need for the establishment of EAPs in the workplace and the main types of EAPs which are classified based on the users, namely: individual, managerial/supervisory, organisational and administrative services. The paper also looked at the roles of EAPs to individual, managers and the organization. The paper established that EAP practitioners provide consulting services to managers and supervisors regarding employee performance and serve as behavioural consultants to corporate leaders when unexpected events occur. It helps employees to obtain help with problems that can/are affecting work, family and their well-being. Early uses of EAPs contributed to the prevention of serious problems for the individual employee, family and employer. Finally, positive organizational culture, improved morals, attraction of top talents, increased job commitment and increased job satisfaction are guaranteed when EAPs are efficiently and effectively utilised. It is recommended that the identification, integrating EAPs will enhance employees and workplace effectiveness in becoming vital tool for maintaining and improving worker health and productivity, retaining valued employees, and returning employees to work after illness or injuries. Furthermore, the establishment of EAPs will confer the following benefits to the organisation: productive employees, low rate of absenteeism, better job climates and organisational morale, less inter-group conflicts.
Challenges of peace Education model for effective industrial relations and workplace harmony
(The faculty of education, university of Lagos., 2007) Ajala, E. M.
Despite the statutory mechanisms set lip to settle industrial conflicts. the persistent reoccurrence calls for an alternative approach to solving them. It is against this background that this paper is proposing the use of Peace Education as an alternative approach to promoting industrial harmony at the workplace. The paper looked at the different notions of peace, causes of industrial conflict and the concept of peace education. 1t further posited that Peace Education consist of acquisition of certain knowledge, attitudes and skills to be used to scan the national and international environment in which the workplace is cited in order to prevent the internal and external sources of conflict. Two models on peace education were discussed. The system model so developed for the implementation of Peace Education at industrial level shows that work organizational environment and goals are no longer seen as a multitude of" separate objectives but as one indivisible, dynamic whole, whose parts are all inextricably interrelated. Furthermore, when the model is operationalized .both labour and management will no longer be at logger head but mutual partnersworking towards the survival of both parties.
Economic status, family size and educational status of the child as determinants of child labour in Ondo State, Nigeria
(The Department of Teaching Education University of Ibadan, 2010) Ajala, E. M.
The study investigated the correlations among economic status, family size and the educational status of the child and child labour in Ondo state, Nigeria. Three hundred and ninety-two working children, whose ages range between 9-14 years and working across various industries (hawking, apprenticeship, 'household servants and farming) were randomly selected from three local government areas that reflect urban, semi-urban and rural settings. A guided questionnaire titled "Economic status, Family size, Educational status and Child labour" with five sections, each section measuring an aspect of the dependent and independent variables, was the main instrument used in collecting data. Findings showed that all the independent variables have relative contribution to child labour in term of their magnitude thus: economic status, β=.266, t=4.903, p < 0,05; educational status, β =.201, t=4.043, p < 0.05; family size, β =,210, t=3.652, p < 0.05. It is recommended that the advocacy role of industrial social worker in the establishment of good welfare policies, correct pricing of labour, free and compulsory education will reduce child labour yet adequate labour working force will be guaranteed in the workplace.
The effects of employee assistance programmes on workers' performance in selected work organisations in Ondo and Edo states, Nigeria
(Department of Sociology, University of Jos, Jos,Nigeria, 2016) Ajala, E. M.; Osunrinde, T.P.
Employees feel that their employers are disinterested in their personal issues mid difficulties, so they in turn feel no sense of care or belongingness towards the organisation which in turn becomes detrimental to the attainment of organizational objectives. It is against this background that this study examined the influence of employee assistance programmes on workers' performance in selected work organisations in Ondo and Edo States. Descriptive survey research design of the expost facto type was adopted for the study. Stratified random sampling technique was used to select three hundred and sixty (360) workers' from work organisations. A questionnaire tagged "Employee Assistance Programmes and Workers' Performance. Questionnaire" (EAPWPQ) with reliability coefficient of 0.87 was used for the study. Findings showed that there was no significant effect of counselling programme on workers' performance (r = -.124, r2=.0154; P >.05); that there was significant effect of stress management programme on workers' performance (r = .593, r2=.3516, p < .05); that there was a significant effect of supervisory programme on workers'performance (r = .645 r2, =.4277,p < .05); that there was a significant effect of conflict management programme on workers' performance (r = .679, r2 =.461,p < .05). There was a joint contribution of the four independent variables to the prediction of the dependent variable (R = .743, R2 of .551). There was relative contribution of each of the four independent variables to the dependent variable in the ascending order: counselling programme (β =-.132, t=-3.56), stress management pragramme (β = .092, t= 1.54), supervisory programme (β = .296, t= 5.21) and conflict management programme (β = .426, t=8.00). The findings concluded that Employee assistance programmes such as counselling programme, stress management programme, supervisory programme and conflict management programme have positive influence on the performance of workers. Based on these findings, it was recommended that the management of organisations where employee assistance programmes are absent should introduce these assistance programmes so as to take care of the welfare of their workers as it has been proven to have positive influence on the performance of workers' in the workplace. The study also recommended that the industrial social worker should help to make sure that the workers' are aware of EAPs, their benefits and why they should make use of the available employee assistance services in the organisation.
"Emotional intelligence, job satisfaction and perceived workers’ productivity in selected workplace organizations: empirical evidence from Nigeria "
(Department of Sociology University of Jos, Jos, Nigeria, 2014) Ajala, E. M.; Emmanuel, T. O.
Emotions of employees play a significant role in an organization's life. The resultant effect of emotional intelligence on employees' job satisfaction is critical to the success of the organization. Inability of managers or employees to regulate their emotions and manage others' emotions can result into conflicts and occupational stress with adverse effect on productivity. This study investigated the impact of emotional intelligence and job satisfaction on employees' productivity at workplace. The descriptive survey research design of the ex-post-facto type was used for the study. The study population consists of all the workers of selected manufacturing and hospitality industries in Ibadan Metropolis. A total of 235 employees consisting of 147 male and 88 female whose ages ranged between 2l and 57 with mean of 30.3 years and a standard deviation of 5.4 were used for the study. Questionnaire tagged “Emotional Intelligence, Job Satisfaction and Workers' Productivity Questionnaire (EIJSWPQ)” with four sub-sections was used to collect data. Emotional intelligence was measured through a scale consisting twenty items. Job satisfaction scale consist 10 items. Employee productivity was measured using 10-item scale. Multiple Regression Analysis was used to analysis the two research hypotheses raised for the study. The result revealed that the joint effect of emotional intelligence and job satisfaction on employees' productivity was significant. It was also established that emotional intelligence and job satisfaction had a significant contributive effects on employee productivity. It was recommended that industrial social workers in conjunction with the human resource managers in the workplace should organise regular training on emotional intelligence for all categories of employees to enhance their job performance and increase their productivity.
Empowering workers for retirement: challenges for industrial a social workers
(2015) Ajala, E. M.
Some retirees are frustrated through undue delay, and sometimes denial of gratuity and pension allowances. Preretirement stage of retirement in some cases is accompanied by some psycho-social problems like; anxiety over time management; total dependence on present salary, securing alternative residence, ignorance of what to do with pension, attitude of friends and family. Workers in this category retire into a state of confusion psychological problems, delusion and subsequently death. Many retirees easily get incapacitated while some encounter untimely death in the process. However these problems would have been minimal, if Industrial Social Workers had been employed by both government and private organizations to help the employees to prepare adequately for retirement. It was recommended that, industrial social workers should endeavour to make workers prepare well for their eventual retirement through counselling, dissemination of information as to how retirees should be mindful of their style of life. Furthermore, industrial social workers should ensure that, workplace policy makers put in place post-retirement packages that are capable of making lives of retirees comfortable and longer. Industrial social workers should ensure that, adequate social supports from friends and family members are given to the retirees.
An evaluative study of the impact of intervention strategies of non- governmental organisations (NGOS) on social well-being, economic empowerment and health of the aged in Oyo state, Nigeria
(2006) Ajala, E. M.; Olorunsaiye, D. A.
The world is aging at an alarming rate and thge aged all over the world are facing a lot of health, social and economic problems. It is against this background that the present study examines the impact of NGO's intervention strategies on social well-being, economic empowerment and health well-being of the aged in Oyo State. The sample comprised 264 old people randomly drawn from four old people's home run fry non-governmental organizations. Four instruments were used: Intervention strategies of NGOs were measured fry sell constructed scale- "Intervention Strategies Scales of NGOs ", Social well-being was assessed by the adapted scale of "Multidimensional Scale of Perceived Social Support" (MSPSS: Zimet et al., 1988); Economic empowerment of the aged was assessed by self constructed scale tagged, "Measurement of Economic Empowerment scale"; Health Well-being was measured by the adapted scale of "Personal Resource Questionnaire"( PRQ) 85 (Carol Roth 2003). Findings showed that NGO's intervention strategies (emotional, information and economic) predicted positively and significantly to the social welI-being (F = 191.7; P < 0.05); economic empowerment (F = 61. 774; p < 0.05) and health well-being (F = 94.601) of the aged. It was recommended that these strategies be sustained for the aged so as to produce aged that have longevity of life and yet remain productive both at the home front and within the community.
Gender Disparity and Occupational Roles in the Banking Sector: Social Work Opinion on Workforce Inequality
(2023) Afolabi, A.; Ajala, E. M.
The connection between gender inequality and job roles among bank employees illustrates the complicated factors that sustain workplace disparities. This research investigated how gender- based imbalances appear in the banking industry, frequently leading to uneven representation, salary disparities, and fewer advancement opportunities for women. By delving into aspects like hiring practices, promotion criteria, work-life balance, and organizational culture, the study uncovers the primary obstacles that maintain gender-based occupational segregation. The results indicate that conventional gender expectations, hidden biases, and the absence of supportive workplace policies play significant roles in reinforcing this gap. Recommendations for reducing gender inequality among bank employees include implementing fair hiring and promotion practices, encouraging mentorship programmes, and advocating for workplace flexibility. Prioritizing the cultivation of an inclusive culture and addressing systemic barriers are essential for diminishing gender disparities and fostering a more diverse and fairer banking sector. This summary sheds light on the hurdles women encounter in the banking sector and offers approaches to foster greater gender balance and inclusion in the industry.
Illegal immigrants on Nigerian streets: inclusion in government policy and implications for the role of social workers
(2014) Ajala, E. M.
Illegal immigrants are becoming rampart on Nigerian Streets. These immigrants found their way into the country as a result of poor government policies, inadequate national security and the porosity of Nigeria borders. It is against this background that this study looks at the role of social workers in government policies for the integration, rehabilitation and utilisation of illegal immigrants on Nigerian streets. Thematic open-ended interviews were chosen as a method for data collection. The interview is a face-to-face meeting. The participants are illegal immigrants, mostly from West African countries, begging on the streets of Ibadan and Osogbo. The male illegal immigrants were purposively selected for the research because of the religious and cultural beliefs of the immigrants. A total of fifty respondents were used. The unstructured thematic interview guide was used for data collection. Each theme was discussed in every interview, but in different sequences depending on how the interview developed. The interview method of research was used because of the poor educational background of the respondents. All interviews were transcribed verbatim based on the themes of the research, responses were collated and analysed with simple percentages. The finding showed that 83% of these immigrants come into Nigeria for more than once during the peak period of dry season in their home country to make a living in Nigeria. Whenever they are in Nigeria they live in shanties/ mosques and exhibited abject poverty. All the respondents entered through illegal routes, porous borders without valid papers. Furthermore, about 90% of the respondents could speak the adulterated Yoruba and English language to entice would-be givers. It was recommended that social worker should work with other enforcing agents to rehabilitate and re-orientate the illegal immigrants to have purposeful life by settling down either in their home country or in their new country rather than the itinerary life they have adopted. Social Workers should advocate for policies of inclusion and social well being of the illegal immigrants under the policies of respect for humanity, principle of equity and social justice. The inclusion policies will reduce the crime rate, enhance healthy environment and productivity in the economy.
The impact of relationship management of peace education on labour-management relations and workers welfare in selected industries in Nigeria
(Kamla-Raj enterprises, Delhi., 2007) Ajala, E. M.
The study examines the impact of relationship management in peace education (independent variable) on labour-management relations and workers’ welfare (dependent variable) in industries. The study further examined the predictive effects of the independent variables on the dependent measure. The study is descriptive survey using 976 respondents randomly selected from eight industrial house unions. The main instrument used to collect data for the study was a set of questionnaire with 0.80 reliable coefficient. Multiple regression analysis was used as tool of analysis. The results indicated that taking the eleven variables that constitute relationship management to predict cordial labour-management relations in industries yielded a coefficient of multiple regression (R) of 0.879 and a multiple regression square ( R1) of 0.772. The result further indicated that all the individual independent variables would predict the dependent variable. In the light of these findings, it is suggested that the use of relationship management will promote a work environment where dialogue and values are explored and violence abhorred. It is further recommended that the introduction of relationship management in workers’ and management education will create a peaceful workplace culture and at the same time assist in reducing tension, strain, and stress thereby promoting workers’ welfare and productivity.
The impact of workplace spirituality and employees' wellbeing at the industrial sector: the Nigerian experience.
(The African Symposium, 2013) Ajala, E. M.
In this 21st century when the world economy has been globalised, organizations are faced with more complexities, competition and structural changes which elicit the introduction of spirituality within the workplace so as to enable human hearts, spirits and souls to grow and flush so that employees and employers will become healthy, creative, innovative, compassionate and productive in all endeavors to the sustenance of the workplace. The study examined the impact of workplace spirituality on employees' wellbeing at the industrial sectors. The descriptive survey research design of the ex-post-facto type was used for the study. A total of two hundred and seventy - five (275) participants were involved in the study. The participants were drawn from three firms representing three industrial sectors (Food & Beverages, Publishing, Agro allied) in Oyo state, Nigeria. While spirituality at work is an abstract concept, this empirical finding showed that each of the three dimensions of spirituality at workplace (meaningful work, purposeful work, and sense of community/interconnectedness) has positive significant impact on the wellbeing of employees'. The study recommended that Management, Human resource personnel, Industrial Social Workers should be at alert to take into account employees spiritual lives and the value and richness of their collective potential for the wellbeing of employees and the sustainance of the workplace.
Industrial safety practices as determinants of employees' performance and wellbeing at selected industries in Port- Harcourt, River state, Nigeria
(2012) Ajala, E. M.; Osazuwa, I.
"It makes good business sense to promote industrial safety issues and programs at the workplace in order to enhance workers' performance and wellbeing. It is against this background that this study looked at the involvement of industrial safety practices on employees' performance and wellbeing. The descriptive survey research design was adopted for the study. Three hundred and twenty respondents were randomly selected from five industries that had records of safety practices. Six questionnaires were used to collect data and the analyses were done at a = 0.05 level. Findings showed that staff training, recruitment of skilled personnel, evaluation of safety performance and rewards/safety incentives correlated significantly with performance and wellbeing, but selection of personnel and evaluation of safety performance did not correlate with wellbeing significantly. It was recommended that social workers should work with both employers and employees to see to the explanation of causative mechanism for injuries rather than proximal causes. "
Industrial social workers and the promotion of work-life balance of employees
(2007) Ajala, E. M.
The influence of organisational justice on employees' commitment in manufacturing firms in Oyo state, Nigeria: implications for industrial social work
(2015) Ajala, E. M.
Economic institutionalisation of work with its attended problematic side effects like ineffectiveness, straitjacketing of workers and reduced innovation makes management look for the corollary points of sense of duty (organisational justice) as operation parameters in the workplace for greater benefits of trust and commitment of staffers. It is against this background that this study investigated the influence of organisational justice on organisational commitment in manufacturing firms in Ibadan, Oyo State, Nigeria. The descriptive survey research design of ex-post facto type was used for the study. Two hundred and fifty (250) employees were randomly selected from five manufacturing firms from Industrial Estates in Ibadan, Oyo States. The respondents span across the four major job levels from senior management, middle management, supervisory and junior staff. The main instrument used for the study was a questionnaire tagged “Organisational Justice and Organisational Commitment Questionnaire - OJOCQ” with five sub-sections. Frequency counts and percentages were used to analyse the demographic characteristics of the respondents while Pearson Product Moment Correlation and Multiple Regression Analysis were used to analyse the research questions and hypotheses at 0.05 level of significance. Findings from the study showed that the joint contribution of the independent variables to the dependent variable was significant (F = 163.165). It was found that there was significant and positive relationship between distributive justice and organisational commitment. (r = .697) Furthermore, there was significant positive relationship between procedural justice and organisational commitment (r = .739) and that there was significant positive relationship between interactional justice and organisational commitment (r = .715). It was recommended that industrial social workers should advocate on behalf of employees and ensure that management of organisations give room for fair and just procedures (procedural justice and distributive justice) coupled with proper interaction (interactional justice) so that employees will be able to give better response to the organisation in terms of commitment, positive behaviour and increased productivity.
The influence of workplace environment on workers’ welfare, performance and productivity
(The African Symposium, 2012) Ajala, E. M.
The study analyzed the influence of workplace environment on workers welfare and productivity in government parastatals of Ondo State, Nigeria. Two research questions are raised to assist the research. The study adopted the descriptive survey research design of the ex-post facto type. The random sampling technique was used to select 350 respondents. A structured questionnaire with three sub-sections was used to collect data that were analyzed with mean values and simple percentages. The results showed that workplace features and good communication network at workplace have effect on worker’s welfare, health, morale, efficiency, and productivity. It was recommended that industrial social workers should advocate with management to create a conducive workplace environment and good communication network that will attract, keep, and motivate its workforce for healthy living and improved productivity and guarantee virile employees, enthusiastic employers and sustenance of the organization.
Issues and opinions in the understanding of the theoretical basis of peace education
("Department of guidance and counselling university of Ibadan", 2002) Ajala, E. M.
This paper discusses the understanding of issues and opinions relating to peace education in fostering the development of culture of peace wherein an individual, community will strive to maintain peace and resolve conflict in a non-violent way. The paper looks at guiding principles of educational policy on education for peace, five approaches to peace education, scope of peace education and objectives of peace education. The paper conclude by looking at gains that communities, work environments will gain in form of harmonious living and violence free conflict resolution strategies if peace education is fully implemented.
Job satisfaction and job commitment among secondary school teachers in Osun state, Nigeria
(2016) Ajala, E. M.
The paper investigated the correlation between variables of job satisfaction and the three types of job commitment among secondary school teachers. An ex post facto survey research design was adopted. A multi-stage sampling technique was used to select 540 secondary school teachers from the three political senatorial districts of Osun State. Job Descriptive Index Scale (r=.82) and Organizational Commitment Scale(r=.79) were used to collect responses from teachers. The data collected were analysed using Pearson's correlation coefficient and multiple regression analysis. Findings showed that job satisfaction correlated positively with affective, continuance and normative commitments. Pay, work itself, supervision and co-workers have significant positive relationships with job commitment while promotion has negative relationship with job commitment. It was recommended that supervisors in the teaching profession should pay attention to person-job material needs and aspiration of teachers to sustain their commitment. Government should provide beautiful architectural work environment to facilitate commitment.