Author: Kayode Ibukunoluwa-Micah
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WORKPLACE DISTRACTION: EFFECTS, CAUSES, AND SOLUTION
Different tasks and job functions demand a varying degree of concentration and attention, to achieve organizational goals and individuals’ performance objectives, employees must be properly focused and avoid unnecessary distraction that could take their focus off the pie. Distraction, as we know, is a thief of time and a negative consequence of workers’ inability to […]
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DISCRIMINATION AGAINST PERSONS WITH DISABILITIES (PROHIBITION) ACT, 2018: THE IMPLICATIONS FOR BUSINESSES AND HR PRACTICES IN NIGERIA
It is no longer news that President Muhammad Buhari signed into law on January 23, 2019 the “Discrimination Against Persons with Disabilities (Prohibition) Act 2018” which forbids all forms of discrimination (Access to company’s facilities, transportation and employment etc) against persons living with disabilities and imposes a fine of N 100,000 or a term of […]
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YOUR RIGHTS TO DEMAND FOR A MINIMUM WAGE
Workers rights to receive and be paid a national minimum wage have legal backing; it is a prescription of national laws. The instrument that established minimum wage made it clear that it is an offence for employers who fail to pay the minimum wage to employees except if the employer or employee fails within the […]
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UNDERSTANDING YOUR RIGHT TO A MINIMUM WAGE
The fight against economic slavery, income inequality and the need to lift a good percentage of workers out of the poverty line had been in the forefront of the organized labour struggle and leading organizations such as the League of Nation which last organized the International Convention against slavery in 1926 and later supported by […]
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HOW TO MAINTAIN A WORK-LIFE BALANCE
Work and life are complementary in nature, work creates values and values are paid for, the reward for one’s labour create financial stability, sense of independence and enables you to live a good life. Having said this, the relationship between work and life should not be at the expense of personal wellbeing, hence, the line […]
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WORK AND LIFE: CREATING A BALANCE
Organizational wellbeing is the totality of the organization’s health and the wellness of its workforce in relation to their individual well-being, performances, and psychosocial environment. Without a safe and healthy workforce, we cannot have a progressive and prospering organization. Therefore, maintaining equilibrium between work and life is a necessary condition for a productive workforce and […]
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THE EFFECTS OF AGE DISCRIMINATION IN EMPLOYMENT
A human being is configured to work, eke out a living and live in relative term a good life. Man as a member of society could not meet all that he or she needs hence the reliance on the exchange system in which labour is exchanged for pay to facilitate commerce and economic relationship. Today’s […]
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WHAT ARE THE REMEDIES FOR AGE AND EMPLOYMENT DISCRIMINATION IN NIGERIA?
It should be noted that since there are no express provisions in the Labour Act on age discrimination in employment, it also implies that challenging employers’ preference for a particular age other that underage labour will remain a nullity and unjusticiable. However, the law can be tested but the employers are at liberty to decide […]
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NIGERIAN LABOUR ACT AND AGE DISCRIMINATION IN EMPLOYMENT
Unfortunately, there is no concise and well-articulated provision in the Nigerian Labour Act that seek to criminalized age discrimination as it is in countries such as the United States, Great Britain or in the European Union. However, section 42 of Constitution of the Federal Republic of Nigeria (2011) as amended provides for general protection against […]
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AGE: EMPLOYMENT, DISCRIMINATION, AND THE NIGERIAN LABOUR ACT
Could the age of an applicant in a recruitment exercise serve as a basis for disqualification or employment? What is the position of the Nigerian Labour Act and employment Laws on age discrimination? If you are discriminated against on the basis of your age for employment or promotion are there legal remedies for you? Should […]
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WHAT ARE THE IMPLICATIONS OF CAREER PLATEAU ON ORGANIZATIONAL PRODUCTIVITY?
Labour as a factor of production has cost implications in the organization production system. The worth of labour is better measured in terms of the quality, efficiency, and timeliness of his or her output when compared to input such as investment in training, motivation, compensation, and other remunerations. The ability of the organization to constantly […]
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EMPLOYEE-SELF-MANAGED STRATEGIES IN CURBING CAREER PLATEAU
Essentially, an employee’s lack of productivity or engagement will affect the organization, however, the worst victim of career plateau, in the long run, is the employee whose career has stalled and his or her continuous engagement is seen as a mere marking of time and basically that of economic survival. In as much as the […]
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HOW TO OVERCOME CAREER PLATEAU AND ITS’ EFFECTS
Based on an earlier article on the meaning, causes, and implications of career plateau on employee’s motivation and organization success, it can be rightly inferred that career plateau is one of the regular phenomena in an employment circle. No matter how skilled and experienced an employee is he or she will come to the point […]
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EFFECTS OF CAREER PLATEAU ON EMPLOYEE MOTIVATION AND PERFORMANCE
The driver for organization effectiveness is contained in actions aimed at positively-directing and guided motivation of the employees towards the organization’s interests and objectives. It has been proven that appropriate rewards, recognition, promotion, and incentives are factors that are proportional to employee’s performance and organizational success. Many researched work by HR professionals, organizations theorists and […]
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WHAT ARE THE CAUSES OF CAREER PLATEAU?
Writers have written extensively on the likely causes of career plateau, however, from my HR and consulting experience I have observed that some of these causes are self-inflicted, organizational-designed and sometimes they are attributed to the erroneous design of job content. We can, therefore, attribute career plateau to some of the factors below: The organization […]
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CAREER PLATEAU: IMPLICATIONS ON PRODUCTIVITY, EMPLOYEES MOTIVATION AND BUSINESS GROWTH
Career Plateau: Fundamentally, the relationship between the organization and the employees is that of a mutually beneficial one built on the fulcrum of the rendering of labor (ability, skills, and knowledge) in exchange for wages and other non-financial compensation or benefits calculated in productive terms or as services rendered to the organization. It is expected […]
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THE ROLE OF HR IN STEERING CORPORATE SOCIAL RESPONSIBILITY FOR CORPORATE PEACE AND PROSPERITY
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HOW HR CAN GIVE DIRECTION TO AN ORGANIZATION’S CORPORATE SOCIAL RESPONSIBILITY
The strategic nature of CSR requires its infusion into every aspect of the organization core activity and HR would be required to play a leading role in the determination and in giving direction for CSR initiatives to ensure organization peace, prosperity, and impact to its community. This was further stressed by Porter and Kramer (2006) […]