Thelma Heirsmac | Covenant University Canaanland, Ota. (original) (raw)
Papers by Thelma Heirsmac
한국생산제조시스템학회 학술발표대회 논문집, Apr 1, 2014
The study examined the impact of domestic abuse on female employees' productivity among the Niger... more The study examined the impact of domestic abuse on female employees' productivity among the Nigerian workforce. It is an exploratory study that delved into the various types of gender-based violence, the levels of gender-based violence, the forms and prevalence of domestic abuse, why some employers address the gender-based violence issues and why others do not, and the effect on the victims, employers, co-workers and organizations at large. Not only that the legal effects of domestic abuse: the law, policies and practices on the workforce, and the toll on productivity of the female workforce in Nigeria were the focus of the study. Thus, we concluded that domestic abuse on female workforce in Nigeria is a criminal matter under assault in the Criminal Code in which the victim(s) can bring a civil action under the tort of assault as this affects their productivity and ultimately their overall performance and the organization at large
European Journal of Business and Management, 2015
The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gain... more The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gaining an organization’s competitive edge in the present turbulent business environment. These firm specific advantages FSAs include Human Capital, Organization Culture, and Organization Structure (Verbeke 2009) and how these can lead towards organizational edge, and to provide a conceptual framework for the analysis of human capital management in learning organizations. Discourse on competitive advantage is of wide prevalence, clear definitions are rare and it is often used interchangeably with concepts like distinctive competence (Day and Wensley, 1988). Advantage is a relative concept (Hu, 1995; Kay, 1993), only meaningful when compared to another entity or set of entities. A competitive advantage, then, is an advantage one firm has over a competitor or group of competitors in a given market, strategic group or industry (Kay, 1993) and this Firm-Specific Advantages is discussed in this p...
SSRN Electronic Journal, 2015
Expatriates' successful assignment has brought very complex and challenging issues currently face... more Expatriates' successful assignment has brought very complex and challenging issues currently faced by multinationals. Failed assignments are reported to be very high among expatriates. In light of this, this study provides new empirical evidence of recent expatriation management practices among oil and gas multinationals, and in particular, of the sources of successful performance factors among expatriates. The majority of the expatriates were dissatisfied with their living conditions and wanted an improvement in cross-cultural training. The major factors influencing expatriates' low performance at work were security, expatriates' maladjustment and culture shock experience. Furthermore, majority of the expatriates reported that they were provided with host country's culture and language training and therefore did not experience so much culture shock, but content analysis evidence showed that they did actually experience adjustment issues and culture shock and more focus was to be put in host country preparation. In conclusion, some recommendations for best practice were made.
SSRN Electronic Journal, 2018
Women's ascent to leadership positions and authority in organizations and society is limited by s... more Women's ascent to leadership positions and authority in organizations and society is limited by social norms, organizational cultures, and structures collectively referred to as 'the glass ceiling'. The society views leaderships and authority as exclusive reserves on men. The result of the domination is a male paradigm is that women leaders are out of place in foreign territory, ``travellers in a male world'. The model of the leadership has traditionally been masculine and, while these stereotypes remain, they succeed in perpetuating the dominant place for men in management. The paper investigated issues concerning female's participation in senior management in organizational settings and the glass ceiling that affects their career. It also explored the visible and invisible barriers that have kept women from reaching upper levels of leadership. Drawing heavily on historical and secondary data, the paper reviews the trends of career barriers, glass ceilings and proffered suggestions to eliminate these barriers towards development of the women folks and identifies areas for further research and highlights points of consideration for management of institutions.
Journal of Economics and Development Studies, 2015
Expatriates continue to be a means of knowledge transfer as they facilitate in improving the perf... more Expatriates continue to be a means of knowledge transfer as they facilitate in improving the performance of overseas subsidiaries through the distribution of their personal experience and individual knowledge in overseas subsidiaries where such knowledge is lacking (Fang, et al., 2010). This is because the use of expatriates in managing and monitoring of foreign operations of MNC's has proven to be successful and consequently can have an unswerving effect on the successful functioning and/or productivity of an MNC (Fang et al, 2010).The study peruses previously theorized, yet unmeasured variables such as personality traits, and gender on expatriate successful assignment, focusing on the Nigerian Oil and gas industry. This study seeks to delineate the relative importance of these factors in enhancing each facet of expatriate successful assignment thereby offering a framework to guide future research and practice.
The rate at which employees in private universities in Nigeria jump from one university to the ot... more The rate at which employees in private universities in Nigeria jump from one university to the other is becoming more disturbing and this could be as a result of compensation packages of different universities to attract competent employees. The aim of this study was to examine the effect of compensation packages on employees’ job performance and retention in a selected private University in Ogun State, South-West Nigeria. A model was developed and tested using one hundred and eleven valid questionnaires which were completed by academics and non-academic staff of the university. The collected data were carefully analyzed using simple percentage supported by structural equation modelling to test the hypotheses and relationships that may exist among the variables under consideration. The results showed strong relationship between compensation packages and employees’ performance and retention. The summary of the findings indicates that there is strong correlation between the tested dependent and independent variables (salary, bonus, incentives, allowances, and fringe benefits). However, management and decision makers should endeavour to review compensation packages at various levels in order to earn employees’ satisfaction and prevention of high labour turnover among the members of staff.
Compensation packages: a strategic tool for employees ’ performance and retention
International Business Management, 2017
The research study investigated how population (birth) control assisted satisfaction of classes o... more The research study investigated how population (birth) control assisted satisfaction of classes of consumers in Nigeria. Relevant literatures with models and theories were employed to substantiate the variables used. With the adoption of Yard’s formula at 95% confidence level and 5% error tolerance, two hypotheses were investigated using the survey methods by randomly selecting 1，129 respondents that made up the three classes of consumers in ten (10) Local Government Councils that gave the researchers support on the study in Lagos State. Alternative form validity of the instrument was measured at 0.65; while its reliability was measured at Cronbach’s alpha of 0.70. Findings revealed (i) a strong correlation between population (birth) control and delivering satisfactorily the economic and developmental needs of consumers in Nigeria, and (ii) that manageable population growth rate will influence the rate of decay of infrastructure in Nigeria. It was concluded that population birth con...
The study examined the impact of domestic abuse on female employees’ productivity among the Niger... more The study examined the impact of domestic abuse on female
employees’ productivity among the Nigerian workforce. It is an exploratory
study that delved into the various types of gender-based violence, the levels
of gender-based violence, the forms and prevalence of domestic abuse, why
some employers address the gender-based violence issues and why others do
not, and the effect on the victims, employers, co-workers and organizations
at large. Not only that the legal effects of domestic abuse: the law, policies
and practices on the workforce, and the toll on productivity of the female
workforce in Nigeria were the focus of the study. Thus, we concluded that
domestic abuse on female workforce in Nigeria is a criminal matter under
assault in the Criminal Code in which the victim(s) can bring a civil action
under the tort of assault as this affects their productivity and ultimately their
overall performance and the organization at large
Expatriates continue to be a means of knowledge transfer as they facilitate in improving the perf... more Expatriates continue to be a means of knowledge transfer as they facilitate in
improving the performance of overseas subsidiaries through the distribution of their
personal experience and individual knowledge in overseas subsidiaries where such
knowledge is lacking (Fang, et al., 2010). This is because the use of expatriates in
managing and monitoring of foreign operations of MNC’s has proven to be
successful and consequently can have an unswerving effect on the successful
functioning and/or productivity of an MNC (Fang et al, 2010).The study peruses
previously theorized, yet unmeasured variables such as personality traits, and gender
on expatriate successful assignment, focusing on the Nigerian Oil and gas industry.
This study seeks to delineate the relative importance of these factors in enhancing
each facet of expatriate successful assignment thereby offering a framework to guide
future research and practice.
The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gain... more The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gaining an organization’s competitive edge in the present turbulent business environment. These firm specific advantages FSAs include Human Capital, Organization Culture, and Organization Structure (Verbeke 2009) and how these can lead towards organizational edge, and to provide a conceptual framework for the analysis of human capital management in learning organizations. Discourse on competitive advantage is of wide prevalence, clear definitions are rare and it is often used interchangeably with concepts like distinctive competence (Day and Wensley, 1988). Advantage is a relative concept (Hu, 1995; Kay, 1993), only meaningful when compared to another entity or set of entities. A competitive advantage, then, is an advantage one firm has over a competitor or group of competitors in a given market, strategic group or industry (Kay, 1993) and this Firm-Specific Advantages is discussed in this paper.
Keywords: Human Capital, Competitive Edge, Organization culture, Organization structure
Abstract Expatriates’ successful assignment has brought very complex and challenging issues curre... more Abstract
Expatriates’ successful assignment has brought very complex and challenging issues currently faced by multinationals. Failed assignments are reported to be very high among expatriates. In light of this, this study provides new empirical evidence of recent expatriation management practices among oil and gas multinationals, and in particular, of the sources of successful performance factors among expatriates. The majority of the expatriates were dissatisfied with their living conditions and wanted an improvement in cross-cultural training. The major factors influencing expatriates’ low performance at work were security, expatriates’ maladjustment and culture shock experience. Furthermore, majority of the expatriates reported that they were provided with host country’s culture and language training and therefore did not experience so much culture shock, but content analysis evidence showed that they did actually experience adjustment issues and culture shock and more focus was to be put in host country preparation. In conclusion, some recommendations for best practice were made.
Keywords: International assignments, Expatriates, Performance, Adjustment, Culture Shock.
Women’s ascent to leadership positions and authority in organizations and society is limited by s... more Women’s ascent to leadership positions and authority in organizations and society is limited by social norms,
organizational cultures, and structures collectively referred to as ‘the glass ceiling’. The society views
leaderships and authority as exclusive reserves on men. The result of the domination is a male paradigm is
that women leaders are out of place in foreign territory, ``travellers in a male world'. The model of the
leadership has traditionally been masculine and, while these stereotypes remain, they succeed in perpetuating
the dominant place for men in management. The paper investigated issues concerning female’s participation
in senior management in organizational settings and the glass ceiling that affects their career. It also explored
the visible and invisible barriers that have kept women from reaching upper levels of leadership. Drawing
heavily on historical and secondary data, the paper reviews the trends of career barriers, glass ceilings and
proffered suggestions to eliminate these barriers towards development of the women folks and identifies
areas for further research and highlights points of consideration for management of institutions.
Keywords: Glass Ceiling, Women Stereotypes, Cultural factors, Gender Perceptions, economic
development.
The rate at which employees in private universities in Nigeria jump from one university to the ot... more The rate at which employees in private universities in Nigeria jump from one university to the other is becoming more disturbing and this could be as a result of compensation packages of different universities to attract competent employees. The aim of this study was to examine the effect of compensation packages on employees' job performance and retention in a selected private University in Ogun State, South-West Nigeria. A model was developed and tested using one hundred and eleven valid questionnaires which were completed by academics and non-academic staff of the university. The collected data were carefully analyzed using simple percentage supported by structural equation modelling to test the hypotheses and relationships that may exist among the variables under consideration. The results showed strong relationship between compensation packages and employees' performance and retention. The summary of the findings indicates that there is strong correlation between the tested dependent and independent variables (salary, bonus, incentives, allowances, and fringe benefits). However, management and decision makers should endeavour to review compensation packages at various levels in order to earn employees' satisfaction and prevention of high labour turnover among the members of staff.
한국생산제조시스템학회 학술발표대회 논문집, Apr 1, 2014
The study examined the impact of domestic abuse on female employees' productivity among the Niger... more The study examined the impact of domestic abuse on female employees' productivity among the Nigerian workforce. It is an exploratory study that delved into the various types of gender-based violence, the levels of gender-based violence, the forms and prevalence of domestic abuse, why some employers address the gender-based violence issues and why others do not, and the effect on the victims, employers, co-workers and organizations at large. Not only that the legal effects of domestic abuse: the law, policies and practices on the workforce, and the toll on productivity of the female workforce in Nigeria were the focus of the study. Thus, we concluded that domestic abuse on female workforce in Nigeria is a criminal matter under assault in the Criminal Code in which the victim(s) can bring a civil action under the tort of assault as this affects their productivity and ultimately their overall performance and the organization at large
European Journal of Business and Management, 2015
The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gain... more The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gaining an organization’s competitive edge in the present turbulent business environment. These firm specific advantages FSAs include Human Capital, Organization Culture, and Organization Structure (Verbeke 2009) and how these can lead towards organizational edge, and to provide a conceptual framework for the analysis of human capital management in learning organizations. Discourse on competitive advantage is of wide prevalence, clear definitions are rare and it is often used interchangeably with concepts like distinctive competence (Day and Wensley, 1988). Advantage is a relative concept (Hu, 1995; Kay, 1993), only meaningful when compared to another entity or set of entities. A competitive advantage, then, is an advantage one firm has over a competitor or group of competitors in a given market, strategic group or industry (Kay, 1993) and this Firm-Specific Advantages is discussed in this p...
SSRN Electronic Journal, 2015
Expatriates' successful assignment has brought very complex and challenging issues currently face... more Expatriates' successful assignment has brought very complex and challenging issues currently faced by multinationals. Failed assignments are reported to be very high among expatriates. In light of this, this study provides new empirical evidence of recent expatriation management practices among oil and gas multinationals, and in particular, of the sources of successful performance factors among expatriates. The majority of the expatriates were dissatisfied with their living conditions and wanted an improvement in cross-cultural training. The major factors influencing expatriates' low performance at work were security, expatriates' maladjustment and culture shock experience. Furthermore, majority of the expatriates reported that they were provided with host country's culture and language training and therefore did not experience so much culture shock, but content analysis evidence showed that they did actually experience adjustment issues and culture shock and more focus was to be put in host country preparation. In conclusion, some recommendations for best practice were made.
SSRN Electronic Journal, 2018
Women's ascent to leadership positions and authority in organizations and society is limited by s... more Women's ascent to leadership positions and authority in organizations and society is limited by social norms, organizational cultures, and structures collectively referred to as 'the glass ceiling'. The society views leaderships and authority as exclusive reserves on men. The result of the domination is a male paradigm is that women leaders are out of place in foreign territory, ``travellers in a male world'. The model of the leadership has traditionally been masculine and, while these stereotypes remain, they succeed in perpetuating the dominant place for men in management. The paper investigated issues concerning female's participation in senior management in organizational settings and the glass ceiling that affects their career. It also explored the visible and invisible barriers that have kept women from reaching upper levels of leadership. Drawing heavily on historical and secondary data, the paper reviews the trends of career barriers, glass ceilings and proffered suggestions to eliminate these barriers towards development of the women folks and identifies areas for further research and highlights points of consideration for management of institutions.
Journal of Economics and Development Studies, 2015
Expatriates continue to be a means of knowledge transfer as they facilitate in improving the perf... more Expatriates continue to be a means of knowledge transfer as they facilitate in improving the performance of overseas subsidiaries through the distribution of their personal experience and individual knowledge in overseas subsidiaries where such knowledge is lacking (Fang, et al., 2010). This is because the use of expatriates in managing and monitoring of foreign operations of MNC's has proven to be successful and consequently can have an unswerving effect on the successful functioning and/or productivity of an MNC (Fang et al, 2010).The study peruses previously theorized, yet unmeasured variables such as personality traits, and gender on expatriate successful assignment, focusing on the Nigerian Oil and gas industry. This study seeks to delineate the relative importance of these factors in enhancing each facet of expatriate successful assignment thereby offering a framework to guide future research and practice.
The rate at which employees in private universities in Nigeria jump from one university to the ot... more The rate at which employees in private universities in Nigeria jump from one university to the other is becoming more disturbing and this could be as a result of compensation packages of different universities to attract competent employees. The aim of this study was to examine the effect of compensation packages on employees’ job performance and retention in a selected private University in Ogun State, South-West Nigeria. A model was developed and tested using one hundred and eleven valid questionnaires which were completed by academics and non-academic staff of the university. The collected data were carefully analyzed using simple percentage supported by structural equation modelling to test the hypotheses and relationships that may exist among the variables under consideration. The results showed strong relationship between compensation packages and employees’ performance and retention. The summary of the findings indicates that there is strong correlation between the tested dependent and independent variables (salary, bonus, incentives, allowances, and fringe benefits). However, management and decision makers should endeavour to review compensation packages at various levels in order to earn employees’ satisfaction and prevention of high labour turnover among the members of staff.
Compensation packages: a strategic tool for employees ’ performance and retention
International Business Management, 2017
The research study investigated how population (birth) control assisted satisfaction of classes o... more The research study investigated how population (birth) control assisted satisfaction of classes of consumers in Nigeria. Relevant literatures with models and theories were employed to substantiate the variables used. With the adoption of Yard’s formula at 95% confidence level and 5% error tolerance, two hypotheses were investigated using the survey methods by randomly selecting 1，129 respondents that made up the three classes of consumers in ten (10) Local Government Councils that gave the researchers support on the study in Lagos State. Alternative form validity of the instrument was measured at 0.65; while its reliability was measured at Cronbach’s alpha of 0.70. Findings revealed (i) a strong correlation between population (birth) control and delivering satisfactorily the economic and developmental needs of consumers in Nigeria, and (ii) that manageable population growth rate will influence the rate of decay of infrastructure in Nigeria. It was concluded that population birth con...
The study examined the impact of domestic abuse on female employees’ productivity among the Niger... more The study examined the impact of domestic abuse on female
employees’ productivity among the Nigerian workforce. It is an exploratory
study that delved into the various types of gender-based violence, the levels
of gender-based violence, the forms and prevalence of domestic abuse, why
some employers address the gender-based violence issues and why others do
not, and the effect on the victims, employers, co-workers and organizations
at large. Not only that the legal effects of domestic abuse: the law, policies
and practices on the workforce, and the toll on productivity of the female
workforce in Nigeria were the focus of the study. Thus, we concluded that
domestic abuse on female workforce in Nigeria is a criminal matter under
assault in the Criminal Code in which the victim(s) can bring a civil action
under the tort of assault as this affects their productivity and ultimately their
overall performance and the organization at large
Expatriates continue to be a means of knowledge transfer as they facilitate in improving the perf... more Expatriates continue to be a means of knowledge transfer as they facilitate in
improving the performance of overseas subsidiaries through the distribution of their
personal experience and individual knowledge in overseas subsidiaries where such
knowledge is lacking (Fang, et al., 2010). This is because the use of expatriates in
managing and monitoring of foreign operations of MNC’s has proven to be
successful and consequently can have an unswerving effect on the successful
functioning and/or productivity of an MNC (Fang et al, 2010).The study peruses
previously theorized, yet unmeasured variables such as personality traits, and gender
on expatriate successful assignment, focusing on the Nigerian Oil and gas industry.
This study seeks to delineate the relative importance of these factors in enhancing
each facet of expatriate successful assignment thereby offering a framework to guide
future research and practice.
The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gain... more The paper show the relationship between firm-specific-advantages (FSA) and how these can aid gaining an organization’s competitive edge in the present turbulent business environment. These firm specific advantages FSAs include Human Capital, Organization Culture, and Organization Structure (Verbeke 2009) and how these can lead towards organizational edge, and to provide a conceptual framework for the analysis of human capital management in learning organizations. Discourse on competitive advantage is of wide prevalence, clear definitions are rare and it is often used interchangeably with concepts like distinctive competence (Day and Wensley, 1988). Advantage is a relative concept (Hu, 1995; Kay, 1993), only meaningful when compared to another entity or set of entities. A competitive advantage, then, is an advantage one firm has over a competitor or group of competitors in a given market, strategic group or industry (Kay, 1993) and this Firm-Specific Advantages is discussed in this paper.
Keywords: Human Capital, Competitive Edge, Organization culture, Organization structure
Abstract Expatriates’ successful assignment has brought very complex and challenging issues curre... more Abstract
Expatriates’ successful assignment has brought very complex and challenging issues currently faced by multinationals. Failed assignments are reported to be very high among expatriates. In light of this, this study provides new empirical evidence of recent expatriation management practices among oil and gas multinationals, and in particular, of the sources of successful performance factors among expatriates. The majority of the expatriates were dissatisfied with their living conditions and wanted an improvement in cross-cultural training. The major factors influencing expatriates’ low performance at work were security, expatriates’ maladjustment and culture shock experience. Furthermore, majority of the expatriates reported that they were provided with host country’s culture and language training and therefore did not experience so much culture shock, but content analysis evidence showed that they did actually experience adjustment issues and culture shock and more focus was to be put in host country preparation. In conclusion, some recommendations for best practice were made.
Keywords: International assignments, Expatriates, Performance, Adjustment, Culture Shock.
Women’s ascent to leadership positions and authority in organizations and society is limited by s... more Women’s ascent to leadership positions and authority in organizations and society is limited by social norms,
organizational cultures, and structures collectively referred to as ‘the glass ceiling’. The society views
leaderships and authority as exclusive reserves on men. The result of the domination is a male paradigm is
that women leaders are out of place in foreign territory, ``travellers in a male world'. The model of the
leadership has traditionally been masculine and, while these stereotypes remain, they succeed in perpetuating
the dominant place for men in management. The paper investigated issues concerning female’s participation
in senior management in organizational settings and the glass ceiling that affects their career. It also explored
the visible and invisible barriers that have kept women from reaching upper levels of leadership. Drawing
heavily on historical and secondary data, the paper reviews the trends of career barriers, glass ceilings and
proffered suggestions to eliminate these barriers towards development of the women folks and identifies
areas for further research and highlights points of consideration for management of institutions.
Keywords: Glass Ceiling, Women Stereotypes, Cultural factors, Gender Perceptions, economic
development.
The rate at which employees in private universities in Nigeria jump from one university to the ot... more The rate at which employees in private universities in Nigeria jump from one university to the other is becoming more disturbing and this could be as a result of compensation packages of different universities to attract competent employees. The aim of this study was to examine the effect of compensation packages on employees' job performance and retention in a selected private University in Ogun State, South-West Nigeria. A model was developed and tested using one hundred and eleven valid questionnaires which were completed by academics and non-academic staff of the university. The collected data were carefully analyzed using simple percentage supported by structural equation modelling to test the hypotheses and relationships that may exist among the variables under consideration. The results showed strong relationship between compensation packages and employees' performance and retention. The summary of the findings indicates that there is strong correlation between the tested dependent and independent variables (salary, bonus, incentives, allowances, and fringe benefits). However, management and decision makers should endeavour to review compensation packages at various levels in order to earn employees' satisfaction and prevention of high labour turnover among the members of staff.