Olaniyi Olabiyi | University of the Western Cape (original) (raw)
Papers by Olaniyi Olabiyi
Fontier in Education, 2024
Introduction: Toxicity among staff members of higher education institutions (HEIs) is often under... more Introduction: Toxicity among staff members of higher education institutions (HEIs) is often under-reported or not reported at all. Experiences of toxic leadership are deemed unmentionable within the consultative and collaborative ideals of HEIs. The underreporting of toxicity among HEI staff may stem from fear of retaliation, inadequate reporting structures, and concerns about alienation or not being taken seriously. Method: The study explored experiences of leadership behaviours in a South African HEI to identify specific dimensions of toxic leadership behaviours. Using an interpretivist qualitative research design, the study involved analysing 39 interviews of secondary data from two datasets gathered by the research team, comprising 25 and 14 participant responses, respectively. Results: The study identified four distinct themes of toxic leadership behaviourauthoritarian leadership behaviour, in-group favoritism/groupthink, destructive criticism and self-centredness-with authoritarianism being the most common behaviour displayed. Conclusion: Presence of toxic leadership within the South African University community, emphasising the necessity for a comprehensive approach and strategy to address this behaviour.
Human Resource Management - An Update [Working Title]
Effective management of people is crucial for the success of any organization. It is important to... more Effective management of people is crucial for the success of any organization. It is important to consider the factors that affect employees’ behavior at work; individual differences and characteristics play a significant role in this. Organizations often assume that everyone is the same and will behave rationally in the face of change. However, people’s behavior differs due to variations in personal characteristics, background, and the environment in which they were brought up. In addition, there are differences in ability, intelligence, personality, and other factors. The failure to embrace diversity effectively can adversely affect both employees and customers. Therefore, companies must concentrate on holistic strategies to address broader human resource issues and value-diverse employees. Customers are “partial” employees of service organizations and play a significant role in service production. Thus, managing both full-time and “partial” employees (i.e., customers) is essentia...
SA journal of human resource management, Dec 13, 2022
When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM)... more When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners. Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa. Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations. Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study. Main findings: Study results showed that the CRM worked better in South Africa than those in Nigeria. South Africa, based on a comparative review of the study, may have one of the most advanced systems for resolving industrial conflicts on the African continent. Practical implication: An effective approach to conflict resolution can help prevent negative outcomes of organisational dispute. Contribution: The study's findings contribute to harmonious, non-violent, non-disruptive conflict resolution practices in the workplace.
Advances in Social Sciences Research Journal, Jan 2, 2020
This paper examines the operations of multinational enterprises (MNEs) in so far as they are able... more This paper examines the operations of multinational enterprises (MNEs) in so far as they are able to influence the public and labour relations policy and law of their host nation with a special attention on African nations. It is to be expected that MNEs would already be comfortable with the mechanisms in place for the resolution of labourrelated or commercial disputes in their country of origin. The question then that arises is: If confronted with an employment relations situation in their host nation, would the MNE attempt to circumvent or adapt the process to suit what they are already familiar with? This could pose a challenge for the practice of international labour law. Literature (Briscoe, Schuler & Tarique, 2012; Eweje, 2009; Iyanda & Bello, 1979; Onimode, 1978) already alludes to the fact that MNEs tend to take the 'line of least resistance' if confronted with 'higher' labour standards. A comparative exploratory analysis was undertaken. The paper identified MNEs in selected African countries-Nigeria, South Africa, and Zambia-that have been reported to have had a challenge in dealing with labour-related or commercial standards of their host nation. The selected MNEs had been reported in the news media for having had a 'run in' with their host nation on, at least, a labour-or commercial law-related matter. The principal legislation governing labour relations in these countries are, in some cases, briefly highlighted to underscore the extent of their breach or disregard by the examined MNEs. Furthermore, a qualitative, thematic analysis of selected reported cases involving these MNEs were undertaken to highlight evidences (or instances) of attempts, if any, by the MNEs to circumvent the commercial, fiscal or labour standards of the host nation. Finally, it is hoped that the result of the above analyses would inform the possibility of proposing a framework for MNEs compliance with the labour standards of their host nation.
Apstract : applied studies in agribusiness and commerce : official periodical of the International MBA Network in Agribusiness and Commerce Agri-MBA, Dec 30, 2022
The need for governments and private employers to adequately provide decent work within the econo... more The need for governments and private employers to adequately provide decent work within the economy for all its inhabitants cannot be overemphasized. This imperative is even more important since most obtainable work have been characterized by many detrimental dimensions which can be considered as constituting 'indecent employment'. From the viewpoint of human development, the paper examines how 'decent employment' can serve as an antidote to poverty. Thus, decent employment can positively affect both material and non-material social development which include health, education, social security, food security and overall well-being.. The present paper is borne out of the desire to empower the average South African citizen in specifically attaining an improved socioeconomic living standard. This paper employs a qualitative, thematic analysis of selected reported cases of perceived 'indecent' or non-meaningful employment from both informal and formal sectors' Additionally, this paper highlights instances in which employees have experienced challenges in getting 'dignified' or decent employments as a result of casualization, outsourcing, short-term contracts, and temporary employments. This interpretive, qualitative approach was adopted to put forward a somewhat empirical evidence of the potential beneficial effect of decent employment on human and socioeconomic development. The main contribution of this paper is that it foregrounds the need for decent employment of the workforce in addressing the three-pronged societal challenges of unemployment, inequality and poverty. The paper posits that decent employment significantly contributes to national socioeconomic development and poverty alleviation or eradication.
Applied Studies in Agribusiness and Commerce
The need for governments and private employers to adequately provide decent work within the econo... more The need for governments and private employers to adequately provide decent work within the economy for all its inhabitants cannot be over-emphasized. This imperative is even more important since most obtainable work have been characterized by many detrimental dimensions which can be considered as constituting ‘indecent employment’. From the viewpoint of human development, the paper examines how ‘decent employment’ can serve as an antidote to poverty. Thus, decent employment can positively affect both material and non-material social development which include health, education, social security, food security and overall well-being.. The present paper is borne out of the desire to empower the average South African citizen in specifically attaining an improved socio-economic living standard. This paper employs a qualitative, thematic analysis of selected reported cases of perceived ‘indecent’ or non-meaningful employment from both informal and formal sectors’ Additionally, this paper...
SA Journal of Human Resource Management
Orientation: When it comes to employment relations, a strong and effective conflict resolution me... more Orientation: When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners.Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa.Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations.Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study.Main findings: St...
Voices from the Sylff Community, 2022
An organisation or country that aims to experience industrial tranquillity and collaboration amon... more An organisation or country that aims to experience industrial tranquillity and collaboration among social partners in employment relations must put in place an outstanding and potent conflict resolution mechanism. As with all social or human interactions, conflicts in the workplace are inevitable, and almost predictable. The often visible result of poorly managed
Advances in Social Sciences Research Journal
This paper examines the operations of multinational enterprises (MNEs) in so far as they are able... more This paper examines the operations of multinational enterprises (MNEs) in so far as they are able to influence the public and labour relations policy and law of their host nation with a special attention on African nations. It is to be expected that MNEs would already be comfortable with the mechanisms in place for the resolution of labour-related or commercial disputes in their country of origin. The question then that arises is: If confronted with an employment relations situation in their host nation, would the MNE attempt to circumvent or adapt the process to suit what they are already familiar with? This could pose a challenge for the practice of international labour law. Literature (Briscoe, Schuler & Tarique, 2012; Eweje, 2009; Iyanda & Bello, 1979; Onimode, 1978) already alludes to the fact that MNEs tend to take the ‘line of least resistance’ if confronted with ‘higher’ labour standards. A comparative exploratory analysis was undertaken. The paper identified MNEs in selecte...
Advances in Social Sciences Research Journal, Jan 2, 2020
This paper examines the operations of multinational enterprises (MNEs) in so far as they are able... more This paper examines the operations of multinational enterprises (MNEs) in so far as they are able to influence the public and labour relations policy and law of their host nation with a special attention on African nations. It is to be expected that MNEs would already be comfortable with the mechanisms in place for the resolution of labourrelated or commercial disputes in their country of origin. The question then that arises is: If confronted with an employment relations situation in their host nation, would the MNE attempt to circumvent or adapt the process to suit what they are already familiar with? This could pose a challenge for the practice of international labour law. Literature (Briscoe, Schuler & Tarique, 2012; Eweje, 2009; Iyanda & Bello, 1979; Onimode, 1978) already alludes to the fact that MNEs tend to take the 'line of least resistance' if confronted with 'higher' labour standards. A comparative exploratory analysis was undertaken. The paper identified MNEs in selected African countries-Nigeria, South Africa, and Zambia-that have been reported to have had a challenge in dealing with labour-related or commercial standards of their host nation. The selected MNEs had been reported in the news media for having had a 'run in' with their host nation on, at least, a labour-or commercial law-related matter. The principal legislation governing labour relations in these countries are, in some cases, briefly highlighted to underscore the extent of their breach or disregard by the examined MNEs. Furthermore, a qualitative, thematic analysis of selected reported cases involving these MNEs were undertaken to highlight evidences (or instances) of attempts, if any, by the MNEs to circumvent the commercial, fiscal or labour standards of the host nation. Finally, it is hoped that the result of the above analyses would inform the possibility of proposing a framework for MNEs compliance with the labour standards of their host nation.
Conference Presentations by Olaniyi Olabiyi
Orientation: Multinational enterprises (MNEs)have been documented to significantly influence the ... more Orientation: Multinational enterprises (MNEs)have been documented to significantly influence the socioeconomic fortunes of their host nations particularly in Africa and most of the 'developing world'. Research purpose: Whilst it is not disputed that some of these MNEs bring a measure of 'economic value' to their host nations in Africa, reports also abound to the effect that they sometimes serve as conduits for the repatriation of vast sums of money to their home countries or 'safe havens' outside of their host nations. From a purely social scientific, human development point of view, this paper, as a preliminary empirical effort, examines how the reported phenomenon of capital flight from selected African countries could potentially negatively affect the lot of the host nations of MNEs. Motivation for the study: There is a need to put into empirical perspective some of the factors plaguing the socioeconomic development of Africa. This paper undertakes that task from the perspective of capital flight from selected African host nations of MNEs. Research design, approach, and method: Drawing largely from anecdotal and popularly reported cases from, at least, three geographical regions of the continent. This paper employs targeted systematic reviews and case research of selected reported cases to analyse the phenomenon under consideration. This interpretivist, qualitative approach was adopted with a view to put forward a somewhat empirical evidence of the potential socioeconomic effects on human development indicators occasioned by capital flight from the continent.
Fontier in Education, 2024
Introduction: Toxicity among staff members of higher education institutions (HEIs) is often under... more Introduction: Toxicity among staff members of higher education institutions (HEIs) is often under-reported or not reported at all. Experiences of toxic leadership are deemed unmentionable within the consultative and collaborative ideals of HEIs. The underreporting of toxicity among HEI staff may stem from fear of retaliation, inadequate reporting structures, and concerns about alienation or not being taken seriously. Method: The study explored experiences of leadership behaviours in a South African HEI to identify specific dimensions of toxic leadership behaviours. Using an interpretivist qualitative research design, the study involved analysing 39 interviews of secondary data from two datasets gathered by the research team, comprising 25 and 14 participant responses, respectively. Results: The study identified four distinct themes of toxic leadership behaviourauthoritarian leadership behaviour, in-group favoritism/groupthink, destructive criticism and self-centredness-with authoritarianism being the most common behaviour displayed. Conclusion: Presence of toxic leadership within the South African University community, emphasising the necessity for a comprehensive approach and strategy to address this behaviour.
Human Resource Management - An Update [Working Title]
Effective management of people is crucial for the success of any organization. It is important to... more Effective management of people is crucial for the success of any organization. It is important to consider the factors that affect employees’ behavior at work; individual differences and characteristics play a significant role in this. Organizations often assume that everyone is the same and will behave rationally in the face of change. However, people’s behavior differs due to variations in personal characteristics, background, and the environment in which they were brought up. In addition, there are differences in ability, intelligence, personality, and other factors. The failure to embrace diversity effectively can adversely affect both employees and customers. Therefore, companies must concentrate on holistic strategies to address broader human resource issues and value-diverse employees. Customers are “partial” employees of service organizations and play a significant role in service production. Thus, managing both full-time and “partial” employees (i.e., customers) is essentia...
SA journal of human resource management, Dec 13, 2022
When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM)... more When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners. Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa. Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations. Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study. Main findings: Study results showed that the CRM worked better in South Africa than those in Nigeria. South Africa, based on a comparative review of the study, may have one of the most advanced systems for resolving industrial conflicts on the African continent. Practical implication: An effective approach to conflict resolution can help prevent negative outcomes of organisational dispute. Contribution: The study's findings contribute to harmonious, non-violent, non-disruptive conflict resolution practices in the workplace.
Advances in Social Sciences Research Journal, Jan 2, 2020
This paper examines the operations of multinational enterprises (MNEs) in so far as they are able... more This paper examines the operations of multinational enterprises (MNEs) in so far as they are able to influence the public and labour relations policy and law of their host nation with a special attention on African nations. It is to be expected that MNEs would already be comfortable with the mechanisms in place for the resolution of labourrelated or commercial disputes in their country of origin. The question then that arises is: If confronted with an employment relations situation in their host nation, would the MNE attempt to circumvent or adapt the process to suit what they are already familiar with? This could pose a challenge for the practice of international labour law. Literature (Briscoe, Schuler & Tarique, 2012; Eweje, 2009; Iyanda & Bello, 1979; Onimode, 1978) already alludes to the fact that MNEs tend to take the 'line of least resistance' if confronted with 'higher' labour standards. A comparative exploratory analysis was undertaken. The paper identified MNEs in selected African countries-Nigeria, South Africa, and Zambia-that have been reported to have had a challenge in dealing with labour-related or commercial standards of their host nation. The selected MNEs had been reported in the news media for having had a 'run in' with their host nation on, at least, a labour-or commercial law-related matter. The principal legislation governing labour relations in these countries are, in some cases, briefly highlighted to underscore the extent of their breach or disregard by the examined MNEs. Furthermore, a qualitative, thematic analysis of selected reported cases involving these MNEs were undertaken to highlight evidences (or instances) of attempts, if any, by the MNEs to circumvent the commercial, fiscal or labour standards of the host nation. Finally, it is hoped that the result of the above analyses would inform the possibility of proposing a framework for MNEs compliance with the labour standards of their host nation.
Apstract : applied studies in agribusiness and commerce : official periodical of the International MBA Network in Agribusiness and Commerce Agri-MBA, Dec 30, 2022
The need for governments and private employers to adequately provide decent work within the econo... more The need for governments and private employers to adequately provide decent work within the economy for all its inhabitants cannot be overemphasized. This imperative is even more important since most obtainable work have been characterized by many detrimental dimensions which can be considered as constituting 'indecent employment'. From the viewpoint of human development, the paper examines how 'decent employment' can serve as an antidote to poverty. Thus, decent employment can positively affect both material and non-material social development which include health, education, social security, food security and overall well-being.. The present paper is borne out of the desire to empower the average South African citizen in specifically attaining an improved socioeconomic living standard. This paper employs a qualitative, thematic analysis of selected reported cases of perceived 'indecent' or non-meaningful employment from both informal and formal sectors' Additionally, this paper highlights instances in which employees have experienced challenges in getting 'dignified' or decent employments as a result of casualization, outsourcing, short-term contracts, and temporary employments. This interpretive, qualitative approach was adopted to put forward a somewhat empirical evidence of the potential beneficial effect of decent employment on human and socioeconomic development. The main contribution of this paper is that it foregrounds the need for decent employment of the workforce in addressing the three-pronged societal challenges of unemployment, inequality and poverty. The paper posits that decent employment significantly contributes to national socioeconomic development and poverty alleviation or eradication.
Applied Studies in Agribusiness and Commerce
The need for governments and private employers to adequately provide decent work within the econo... more The need for governments and private employers to adequately provide decent work within the economy for all its inhabitants cannot be over-emphasized. This imperative is even more important since most obtainable work have been characterized by many detrimental dimensions which can be considered as constituting ‘indecent employment’. From the viewpoint of human development, the paper examines how ‘decent employment’ can serve as an antidote to poverty. Thus, decent employment can positively affect both material and non-material social development which include health, education, social security, food security and overall well-being.. The present paper is borne out of the desire to empower the average South African citizen in specifically attaining an improved socio-economic living standard. This paper employs a qualitative, thematic analysis of selected reported cases of perceived ‘indecent’ or non-meaningful employment from both informal and formal sectors’ Additionally, this paper...
SA Journal of Human Resource Management
Orientation: When it comes to employment relations, a strong and effective conflict resolution me... more Orientation: When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners.Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa.Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations.Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study.Main findings: St...
Voices from the Sylff Community, 2022
An organisation or country that aims to experience industrial tranquillity and collaboration amon... more An organisation or country that aims to experience industrial tranquillity and collaboration among social partners in employment relations must put in place an outstanding and potent conflict resolution mechanism. As with all social or human interactions, conflicts in the workplace are inevitable, and almost predictable. The often visible result of poorly managed
Advances in Social Sciences Research Journal
This paper examines the operations of multinational enterprises (MNEs) in so far as they are able... more This paper examines the operations of multinational enterprises (MNEs) in so far as they are able to influence the public and labour relations policy and law of their host nation with a special attention on African nations. It is to be expected that MNEs would already be comfortable with the mechanisms in place for the resolution of labour-related or commercial disputes in their country of origin. The question then that arises is: If confronted with an employment relations situation in their host nation, would the MNE attempt to circumvent or adapt the process to suit what they are already familiar with? This could pose a challenge for the practice of international labour law. Literature (Briscoe, Schuler & Tarique, 2012; Eweje, 2009; Iyanda & Bello, 1979; Onimode, 1978) already alludes to the fact that MNEs tend to take the ‘line of least resistance’ if confronted with ‘higher’ labour standards. A comparative exploratory analysis was undertaken. The paper identified MNEs in selecte...
Advances in Social Sciences Research Journal, Jan 2, 2020
This paper examines the operations of multinational enterprises (MNEs) in so far as they are able... more This paper examines the operations of multinational enterprises (MNEs) in so far as they are able to influence the public and labour relations policy and law of their host nation with a special attention on African nations. It is to be expected that MNEs would already be comfortable with the mechanisms in place for the resolution of labourrelated or commercial disputes in their country of origin. The question then that arises is: If confronted with an employment relations situation in their host nation, would the MNE attempt to circumvent or adapt the process to suit what they are already familiar with? This could pose a challenge for the practice of international labour law. Literature (Briscoe, Schuler & Tarique, 2012; Eweje, 2009; Iyanda & Bello, 1979; Onimode, 1978) already alludes to the fact that MNEs tend to take the 'line of least resistance' if confronted with 'higher' labour standards. A comparative exploratory analysis was undertaken. The paper identified MNEs in selected African countries-Nigeria, South Africa, and Zambia-that have been reported to have had a challenge in dealing with labour-related or commercial standards of their host nation. The selected MNEs had been reported in the news media for having had a 'run in' with their host nation on, at least, a labour-or commercial law-related matter. The principal legislation governing labour relations in these countries are, in some cases, briefly highlighted to underscore the extent of their breach or disregard by the examined MNEs. Furthermore, a qualitative, thematic analysis of selected reported cases involving these MNEs were undertaken to highlight evidences (or instances) of attempts, if any, by the MNEs to circumvent the commercial, fiscal or labour standards of the host nation. Finally, it is hoped that the result of the above analyses would inform the possibility of proposing a framework for MNEs compliance with the labour standards of their host nation.
Orientation: Multinational enterprises (MNEs)have been documented to significantly influence the ... more Orientation: Multinational enterprises (MNEs)have been documented to significantly influence the socioeconomic fortunes of their host nations particularly in Africa and most of the 'developing world'. Research purpose: Whilst it is not disputed that some of these MNEs bring a measure of 'economic value' to their host nations in Africa, reports also abound to the effect that they sometimes serve as conduits for the repatriation of vast sums of money to their home countries or 'safe havens' outside of their host nations. From a purely social scientific, human development point of view, this paper, as a preliminary empirical effort, examines how the reported phenomenon of capital flight from selected African countries could potentially negatively affect the lot of the host nations of MNEs. Motivation for the study: There is a need to put into empirical perspective some of the factors plaguing the socioeconomic development of Africa. This paper undertakes that task from the perspective of capital flight from selected African host nations of MNEs. Research design, approach, and method: Drawing largely from anecdotal and popularly reported cases from, at least, three geographical regions of the continent. This paper employs targeted systematic reviews and case research of selected reported cases to analyse the phenomenon under consideration. This interpretivist, qualitative approach was adopted with a view to put forward a somewhat empirical evidence of the potential socioeconomic effects on human development indicators occasioned by capital flight from the continent.