The above historical evaluation point to the fact that the following forms of gambling are legal in Nigeria and they include:
1. Sports Betting
2. Online Gambling at offshore operated sites that admit Nigerians ( Unregulated in Nigeria)
3. Lotteries
4. Mobile Gambling
5. Scratch Cards, Promotions and Competitive Interactive games
6. Pools
7. Land Casino games such as blackjack, Roulette, and slots ( Federal Palace Hotels and Casino (VI, Lagos), Transcorp Hilton Abuja and Le Meridien Eko Hotel and Casino (Lagos)

Illegal Gambling will therefore include:
• Non-skill based card game ( Cashie, Te-Te e, Kalokalo, etc)
• Any form of a game of chance
• Online casinos
• And promotion that is not approved by the Nigerian Investment Promotion Commission, the Special Control Unit against Money Laundering and the National Office for Technology Acquisition and Promotion.

EMPLOYEES RIGHT AND GAMBLING

It is pertinent to states that employees are permitted to exercise their legitimate right within the ambit of the nations law without violating the rules and regulations of the organization that they work for. Except the organization you work for is a licensed betting company that permits its personnel to stake bet doing otherwise is a violation of your employment contract which requires that the companys business is carried out within official working hours, giving it your time and total devotion.
In as much as no restriction is placed on individuals who should participate in licensed gambling other than the qualification 18 years and above, employees are free to get involved in licensed gambling OUTSIDE their official working hours. Leaving your beat to go and stake bet or make a pool forecast during your official work-time is a violation of the employment contract.

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In addition to the above there are other likely implications of workplace gambling:

• Inability to remain focused
Delivering on work assignment requires total commitment and focus, anything that takes a workers attention off the job is likely going to affect task outcome and productivity in general. When employees, therefore leave their workplace to make a bet such action is most likely going to be detrimental to the business goals and objective.

• Causing a distraction to other team members
Work process demands that employees work together as a team to maximize resources, delivery time and turn out better product and services. When a team member is distracted, however, for any reason, that will definitely affect the overall team performance and deliverables.

• Constant request for salary advance
Gambling as we know can lead to addiction or the desperate need to win at all cost. Like other forms of addiction, an employee would constantly need money to satisfy his or her need of aiming for the next jackpot. This can, therefore, lead to employee running out of money and therefore resorting to requesting for I.O.U or the request for a salary advance.

• Likely case of financial fraud
In worst case scenario an uncontrollable passion for winning at all cost could lead to fraud, pilfering, theft and corrupt action on the part of the employee against the interest of the organization.

• Theft of employers time
Time theft is a major challenge with those that are involved in hourly betting or online gambling, checking of daily resulting and monitoring ongoing games such as soccer, racing, and boxing etc. will certainly affect the amount of time that the employee dedicates to doing the employers work.

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HOW SHOULD ORGANIZATION MANAGE WORKPLACE GAMBLING?

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For some reasons the victims of workplace sexual harassment are mostly subordinate staff, a larger percentage of reported cases of sexual harassments are committed by bosses against those under them on whom they have some level of control. The question here is how I can stop your randy boss from sexually harassing you.

• Be sensitive and know when your bosses actions, words and behaviour are becoming sexual in nature. Most of the victims of sexual harassment would tell you that their harassers usually adopt two methods, namely, benevolent act of goodwill and through intimidation in which the victim is made to believe that he or she owns his or her employment to the boss. Study your boss well and decide right from the onset to stop advances that are unhealthy, do not tolerate such action or statement, raise your objection in a polite manner almost immediately that it is noticed.

• Intelligent Exposure. It has been noticed that sexual harassers would like to keep things under wrap when they realized that other colleagues or staff in the organizations are aware they tend to desist. When your boss is making unwelcome passes at you, bring it to the knowledge of your colleagues and ensure that you always hang around a trusted colleague in the office. Avoid being alone with your boss.

• Intentional and planned confrontation. Sometimes it is important to confront your harasser and let him or her know that you are not comfortable with the attention that is giving to you and that such behaviour is affecting your job and ability to remain focused.

• Turn your computer monitor outward if unwelcome messages are sent via email or social media platform. You can deliberately leave your system on for others to see. The thought that other people would read your message will scare your randy boss.

• If all this fails, lodge a formal complaint with HR and follow up on this by escalating the issue to a higher authority.

• However, if it is the company CEO that is making the overture at you, you can approach right advocacy group and possible resign from the job. But before doing that, lodge formal complaint and if you can file a lawsuit, you will be helping other people and letting your boss know that it is not right.

CONCLUSION

The implications of workplace sexual harassment are enormous, its effects the dignity of the workers, it negatively impacts productivity and promotes vices such as the objectification of the opposite sex for personal and selfish pleasure. It also promotes and the act of retaliation in which the victims are denied their entitlements and other benefits.
Beyond the problems, efforts have been made to define sexual harassment and place it within the context of national laws and at the sometimes proffer solutions on how it can be prevented by the organization as well as the workers.
I want to believe that this will help stimulates further discussions and sensitize both the employer and employees to the implications for sexual harassment at workplace.
Thank you for being part of this.

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However, when you consider the legal implications and effects of accusation of negligent that could result from sexual harassment cases, sexual violence and impairment on productivity then it becomes important that proper attention be paid to workplace romances as an important aspect of organizational duty to manage and regulate instead of leaving it to individuals discretion and sense of judgment.
Since HR is entrusted with the responsibility of workforce management, it, therefore, suffice to say that policies and code of conduct be put in place aimed at managing such occurrences. However, care must be taken in drafting such policies so as not to impinge on the workers right and an accusation of discrimination.

POLICY CONTROL. It has been noted that organizations are becoming stricter in controlling workplace romances, in fact, it is prohibited in some industries such as banking, insurance, and financial institutions, for example, the bank does not expect two staff of the same branch who are married to remain in the same location, in some instance, one of the parties might be transferred to a different department that does not have any relationship with the partner or may outrightly be advised to resign from the employment of the bank.

TRAINING AND ENLIGHTENMENT. An Organization should undertake intentional training as part of staff onboarding strategy to educate the workers on the position of the organization on workplace romance and its implications.

DISCLOSURE. It is recommended that workers should be encouraged to display their relationship status before it comes to other workers knowledge. Such disclosure will enable HR to give proper advice and counsel in line with the companys policy.

DISCIPLINE. It must be ensured that violation of laid policies is dealt with in accordance with the prescription of the organization with favoritism or bias. It should be demonstrated that violation of companys rules on romance will be implemented to the latter irrespective of who is concerned. This will send the right signal to those who are likely contemplating committing the same act.

NO PUBLIC DISPLAY OF AFFECTION AT WORKPLACE. Whether there is a written or an unwritten policy, it is reasonable to understand that a workplace is a social setting primarily established for corporate purposes. It is expected that those objects must be promoted and nothing should be done to distract people from the pursuit of such objectives. It a popular saying that Couple in a workplace are co-workers and not partners

CONCLUSION

Workplace romance is one of the realities of the 21st-century organization; it is with us and has come to stay. This writer has painstakingly considered the advantages and disadvantages of such relationships both from the angle of the individuals and the organization. However, because the workplace is strictly for work it is recommended that policy guidelines are put in place by organization depending on their orientation on the issue. However, in the best interest of both the love birds and the organization it is better to look for love elsewhere or better still one of those in such a relationship could resign while the other remains.

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It is important to note that the responsibility for preventing sexual harassment in workplace rest majorly with the employer whose duties is to provide a work environment devoid of discrimination and all form of unhealthy practices including sexual harassment.
It is an acceptable statement that prevention is better and less expensive than cure; hence, the main plan of the organization is to put in place a preventive mechanism that dissuades sexual harassment and ensure that when noticed or reported it is handled with all seriousness.

Measures to be taken at preventing sexual harassment by the organization:

• Written and properly communicated policy statement against sexual harassment. The companys handbook should address a section to sexual harassment by defining what it is and the fact that it will not be tolerated when noticed or reported and found to be truthful.

• Training and workshop on the effects of sexual harassment should form part of employee induction program and continuous education. It is important for the workers to know that sexual harassment is an offence punishable by the law of the land.

• Strategic Preventive plan must be in place to nip act of sexual harassment in the bud before it escalates to sexual crime and molestation.

• Complaints management. Members of the organization should be encouraged in making complaints either anonymously or in person and when such is done it should be investigated and appropriate sanction meted out to the culprit and also communicated to the complainant.

• Protection of sexual harassment victims from an act of retaliation and official victimization. Victims must not be made to suffer retaliation in terms of denial of promotion, salary increase or other benefits especially if the harasser is in a position to approve such benefits for the victim.

• The institution of Love Contracts clause. It has been championed in some quarters that the organization should be flexible enough to permit open relationship between working adults as a basis for preventing sexual harassment and at the sometime protect the organization from the consequences of action of two consenting adult who must have signed a consensual agreement forms stating that they both voluntarily enter into such relationship and that it was not forceful and an act of harassment.

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LEGITIMATE WAYS OF STOPPING YOUR RANDY BOSS FROM SEXUALLY HARASSING YOU

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• It breeds mediocrity and compromise. Because of the need to cover up the act of sexual harassment, the harasser would naturally result in favoring each other and compromising on the standard at the expense of the organization.

• Sexual harassment violates the dignity of the workers and reduces his or her self-confidence. A victim of an unwelcome sexual act in most cases sees themselves as the victim of an uncontrolled action which is just beyond them.

• Loss of man-hours due to fatigue and emotional disconnects. By engaging in sexual adventure when you should be working could lead to the inability to concentrate and engage in the work as against pleasing someone.

• Litigation and exposure to lawsuits. Employment law places the duties of workers protection at the workplace on the employer therefore when workers allege sexual harassment at workplace their employer could be held liable for failure to protect the victim from sexual harassment.

• Staff turnover. The rate at which workers resigned from the job might be high and this will affect the stability of the organization particularly when your good hands leaves due to sexual harassment.

• Negative Publicity and bad Image for the organization. Imagine an organization being painted in the social media and the print media as an intolerable place to work due to constant sexual harassment. This can result when management is lackadaisical in handling sexually related offenses.

• Increased in medical related expense could also result from sexual harassment and the huge burden of such payment will fall on the employer.
Organizational leaders are expected to weigh the effects of workplace sexual harassments on the overall well-being of the organization and take appropriate action to reduce such acts to its bareness minimum.

Continued to:-
HOW ORGANIZATIONS CAN CONTROL AND MANAGE SEXUAL HARASSMENT IN WORKPLACE

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1)Audit and Risk Committee
2)Strategic planning and Investment
3)Nominating and Appointment
4)Ethics and Companys Social Responsibility
5)Remuneration Committee

There are others committees with which the board control and coordinates the activities of the organization but for some explainable reasons the above mentioned are very conspicuous and found in most organizations. For all these committees it can be seen that the emphasis is to ensure that governance and the sustainability of the organization. All the committees are human driven and crucial attentions are mostly paid to the nominating or appointment committee and most importantly the board ensures that the appointment of the CEO is properly done because he is the chief implementer of board decision and the arrowhead of the organization.

Looking at the appointment of the board member too we have seen the organization that consulted extensively to have men and women of proven integrity to join its board because the soundness of board decision devoid of selfish interest will move the organization to the lofty height.
Reasonably too, it can be seen that HR function is of utmost importance in setting an achievable direction for the organization and at ensuring that it realizes its corporate objectives. It is the opinion of this blogger that appointment into board of company must be done in such a way that the board of directors composition is conducted along the line of skills, knowledge, and expertise that each member bring on board or the pedigree of such an individuals to objectively and passionately contribute to the attainment of the companys objectives.

THE EVOLVING ROLE OF HUMAN RESOURCE MANAGEMENT AS A STRATEGIC BUSINESS PARTNER

There is increasing pressure on the organization today much more than it was some years ago. The 21st-century businesses find themselves in an environment that exerts so much pressure and demands for quality, quick delivery and less expensive products and services. Today there is neck breaking competition and borderless market with an almost disappearing trade control. The fluidity of technology and a talented workforce has further thrown up challenges that the 21st-century businesses must adapt to.

Just the way it was for businesses so also is the demand on human resource management as a profession, the change from Personnel Management to human resource management was an attempt to not only acknowledge the worth and significance of the employee as an organizational resource but as a critical asset. This shift to a large extent assigned a new and business-like role to HR now seen as a business strategic partner away from the erstwhile perception of it being solely a slow and bureaucratic system that just does the bidding of management without a soul of its own.

Modern writers and HR practitioners have taken up the challenge in charting a new path for the profession and ensuring that we are fully integrated into the mainstream of business partnership and strategic thinking. For example, Dave Ulrich sets new agenda for the next generation of HR Champions stressing that focus of HR should be based on four major areas of deliverables and results viz:
1)Strategic Execution
2)Administrative Efficiency
3)Employee Contribution and
4)Capacity for change

To achieve these results he also established four corresponding roles and focus of human resource management in the organization:
1)Human resource management as a strategic business partner that focuses on aligning human resource with organization strategy

2)Human resource management should be seen as an administrative expert working to improve business processes and deliver basic HR services

3)Human resource management as an employee champion, listening, guiding and meeting employee needs within policies and organizational framework

4)Human resource management as a change agent, managing change to meet the need of the business and workforce in a rapidly changing marketplace

The above postulations will also resonate with the position of Kavi Gupta, who emphasized the need for a shift in focus and accommodation for new challenges presented by the 21st-century organization. He stressed and very strongly too that A 21st-century company has to be employee-centric in order to stay relevant and push the boundaries of industry. After all, it is great people that make a great company

CONCLUSION

This article was written primarily with the objective of helping HRM professional appreciates the requirement of the 21st-century organization and the challenges of adapting to change and the demand of todays customers. Businesses have had to contend with tough requirements to adapt to issues of economic, environment, safety and human right protection. To a very reasonable extent, much more demand is placed on HRM to come into the main stream of business as a strategic partner and proffer solutions to the needs of the 21st-century business.
An attempt has been made to also look at some areas of conflict that are likely to hinder the HRM functions as a strategic business partner vis-Ã -vis the business ownership, the locus of control and coordination. We have seen that without such knowledge HRM professionals have run into the murky water of boardroom politics and got their fingers burnt.
I have taken a time to look at the different types of businesses and come up with role play for HR professional and enhance their strategic relevance and job roles.
It is my opinion that this article will generate more robust discussions and aimed at promoting the HR profession and its relevant beyond the 21st century.

REFERENCES

Companies and Allied Matters Act 2004 (Nigeria)
Investment and Securities Act 2007 (Nigeria)
Ulrich .D. ( 1997) Human Resource Champions: the next agenda for adding value and Delivering Results Boston: Harvard Business School Press
The Director How Good Governance Can Attract Investment Opportunities to Nigeria September 2014, Issue No 12.
Neville Bain and Rober Barker the Effective Board, Building Individual and Board Success. Kogan Page, London, 2010

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BUSINESS STRATEGIC DIRECTION AND THE ROLE OF HUMAN RESOURCE MANAGEMENT IN THE 21ST-CENTURY

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Defining the Board
According to Jeremy Barlow, Director of Digital Marketing at BoardEffect, A board is an organized group with the collective authority to control and foster an institution that is usually administered by a qualified executive and staff.

KEY RESPONSIBILITIES OF THE BOARD

1)Cast and sustain the companys vision, mission and core business values

2)Design implementable strategy and structure to help the company realized its vision

3)Commit the authority to manage the company and realize its vision and ensure proper
monitoring and evaluation of the implementation of set policies, strategies, and business plans

4)Act at all times in the best interests of the company as a whole so as to preserve the companys assets, further its business, and promote the purposes for which it was formed, and in such manner as a faithful, diligent, careful and ordinarily skillful director would act in the circumstances Section 279 C.A.M.A., 2004

5)Support and liaise with management on a regular time basis to ensure that policies are implemented.

6)Report the state of the companys affair to the shareholders and regulators.
Straightforwardness, it is important to have an understanding of how strategic focus is charted for an organization. According to section 63, subsection (1) of the Companies and Allied Matters Act 2004, it states A company shall act through its members in general meeting or its board of directors or through officers or agents, appointed by, or under authority derived from, the members in general meeting or the board of directors.
The appointment of a chief executive officer or general manager or manager is an important task of the board since the day-to-day running of the company rest with the appointed person. Before or when such appointment is made, the board through its committee must have engaged in deep deliberation and should set key selection criteria established in terms of JOB ANALYSIS – Job description and person specification.

MANAGEMENT ROLE IN THE EXECUTION OF BOARD STRATEGIC OBJECTIVES

A board of director is presided over by a chairperson or chairman while management is headed by CEO or Managing Director. The management function is primarily to implement the decisions of the board in the best interest of the organization. The management is action-oriented and they support the board in the best possible way at ensuring that long-term development goals and objectives are set for the organization.

KEY RESPONSIBILITIES OF MANAGEMENT TO THE BOARD

1)To provide the board with insight and documented recommendations that are required for board deliberation and decision-making
2)Keep the board informed and educated about development in the industry, on government policy and recent changes.
3)Make operational policies and decisions that will ensure that decisions of the board are carried out.
4)Brief and provide feedback to the board on a regular basis.
5)Ensuring the day-to-day running of the organization including strategy formulation and manpower management.

Continue to: THE STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT IN THE 21ST-CENTURY ORGANIZATIONS

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• Ensure that the companys handbook or contract of employment is specific about the rules and regulations of the company and the dos and donts should be properly communicated to the employees. This will include the hours of work and break time allowed.

• Set performance target for the employee and be specific on individual and teams deliverables. When performance standard or target is not in place most employees will pretend to be serious while they are doing their own things at the expense of the organization.

• Investigate and sanction the violation of laid down rules and regulations. Companys rule should be made sacrosanct and administered without favoritism. If a staff member cheats on timing such a staff should be sanctioned accordingly.
• Reward compliance to serve as a motivation for others. Individual and team should be adequately rewarded and a team member that violates the spirit of the team should be identified and excluded from rewards which go to the loyal members of the team.

• Educate and communicate the addictive effects of gambling on your employees. In an article published in Pyscheguides.com, it was reported that Gambling is one of the most insidious of human vices, as it presents the illusion of easy money yet can quickly lead to financial ruin. Uncontrolled gambling is as dangerous as being addicted to hard drugs.

• Never allow your workplace become a gambling joint as it sends the wrong signal to your clients and customers alike. Image entering into a business place and seeing betting tickets all over the floor or staff engrossed in discussions about their wins and losses.

CONCLUSION

This article has focused essentially on the impacts of workplace gambling and its effects on productivity and employees performances and in addressing the legitimacy of gambling in the Nigerian landscape and not on the morality or otherwise of gambling. The writer has equally proffered solutions on what employers and HR handlers could do to mitigate the negative effects of such action on the organization overall wellbeing. It should be noted that by law there are legitimate and licensed gambling in Nigeria but the duty of workforce control and management, to the extent that they dont get unnecessarily distracted and steal employers time, lies with the organization.

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BETTING AND GAMBLING AT WORKPLACE: EMPLOYMENT REGULATIONS AND THE NIGERIAN LAWS.

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WHAT IS ARTIFICIAL INTELLIGENCE?

This is the capability of intelligent agents such as machines to display or carry out functions such as reasoning, problem-solving, learning, making a prediction, using language and speech recognition.
Artificial intelligence became an academic field properly speaking in 1956 after a workshop in Dorthmount. The workshop primary objective was to fund research efforts aimed at developing intelligent computer-based agents with a behavioural capability and ability to do what human beings can do more accurately and with minimum interference from a human.

THE 21ST-CENTURY ORGANIZATION AND ARTIFICIAL INTELLIGENCE

Landmark achievements have been made in artificial intelligence research that enables it transcends the field of neurological sciences, psychology, computer science, biology and environmental sciences. These studies have tremendously impacted the world of business and the 21st-century organization.
For instance, Watson developed by IBM has played a significant role in the healthcare sector helping with an accurate diagnosis of patients and through its analytical mind makes prescription of drugs for different ailment including the treatment of cancer.
Also, chatbots have helped in the expansion of customer relationship management and in automotive service delivery such as voice recognition, auto-response, automation of job posting, CV sorting and application management as seen with Gartner and Forrester.
Interestingly too, Amazon Voice-based apps; ALEXA has been shown to have more than 15,000 skills and can perform errand and take action intelligently.
The advancement in robotics engineering should interest us, where robots are assigned to the performances of difficult tasks such as heavy equipment lifting in manufacturing plants, in the construction industry and space exploration.
Generally speaking, Artificial Intelligence has contributed more in transforming workflow processes in the organization and has helped simplify the process of task performances particularly for routine and sometimes specialized functions. It is an evolving phenomenon that is daily being refined to function as intelligent beings and more perfectly too.
Going by current statistics the worth of Artificial Intelligence market globally is estimated to worth 2.42 billion US dollars in 2017 and has been projected to reach 59.7 billion US dollars in 2025. It is a huge industry that we must be prepared to play in as HR practitioners if we must continue to remain relevant.
Let me end this part with a quote from Ray Kurzweil, who says,
Artificial intelligence will reach human levels by around 2029. Follow that out further to, say, 2045; we will have multiplied the intelligence, the human biological machine intelligence of our civilization a billion-fold.

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WHAT IS OVERTIME WORK?

Simply define, overtime is the amount of time a worker worked in excess of the standard working hour as defined by law, practice or customs or collective agreement. Overtime work is mostly regulated by the contract of employment and standard employment practices.
Section 13, subsection (2) of the Nigerian Labour Acts 1990, defines overtime as Hours which a worker is required to work in excess of the normal hours fixed under subsection (1) of this section shall constitute overtime.

JUSTIFICATION FOR OVERTIME WORK AND PAYMENT

It is important to states right from the onset that overtime work is not compulsory but it is permitted by law and most organizations. The peculiarity of company’s operations may sometimes demand that employees put in some extra hours at ensuring that their works are completed and daily deliverables met.
Many reasons have been advanced to justified overtime work and they will include the following:

• THE NEED TO MEET WORK DEMAND AND SCHEDULE
It is my opinion that work should be properly scheduled so as to avoid work overload and its attendant consequences, however, it has been noticed that more pressure is put on the workers to meet their daily work demand on time. Often times, because of inadequate time and other exigencies for example cut in power supply (Nigeria) and equipment failure the needs for overtime might arise.

• NEED TO AVOID IN-OFFICE DISTRACTION AND WORK-DISRUPTION
Office distraction and work disruption might be due to operational reasons such as scheduled and unscheduled meeting, traffic gridlock during official work hours, email overload, customer complaints, and external customers demands and so on. When this happens and there is a need to submit an important report then the justification for an overtime work would become appropriate.

• OUTPACING SYNDROME
It has equally be observed that there are some individuals who are hyper-hard-working who had the preference for working beyond normal work hours in order to achieve greater productivity and better result. However, care must be taken not to rank individual whose aim is to deliberately make money and paint the picture of a hardworking worker. The latter individuals will prefer to lazy around during official hours just to be left with incomplete work for which they demand overtime payment.

• EXCESSIVE CUSTOMER REQUIREMENTS
It is a universal practice not to walk out on customer; in fact, it is recommended that until the last customer leaves the shop floor you don’t take a walk. A worker whose role is to attend to a walk-in customer or those seeking for one solution or the others will always stay back in as much as they have the customer in view and ensure that their queries are resolved and properly attended to.

• THE NEED FOR CONTINUITY OF WORKFLOW
There are instances when an employee failed to report for a shift duty and it becomes necessary for another staff to continue in the absence of the absentee staff.

Continue to: THE IMPACT OF AN UNREGULATED OVERTIME WORK
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