EVALUATION OF THE PERCEPTION OF E-COMMERCE AMONG UNDERGRADUATE STUDENTS

EVALUATION OF THE PERCEPTION OF E-COMMERCE AMONG UNDERGRADUATE STUDENTS

CHAPTER ONE/INTRODUCTION

Background of the Study

 

The two most powerful forces affecting the world economy and commerce today are the increasing rate of globalization and advances in information and communication technologies (ICTs). In recent years, the exponential growth in ICTs and the resulting rapid emergence of electronic commerce (E-Commerce) have drastically been reshaping the world of business. Much confusion, however, surrounds the definition of e-commerce; as reckoned by Ihlstrum et al (2003), the confusion stems from whether to define e-commerce as Internet based activities only or as any kind of business exchange on any type of network. On that matter, this study will adopt an all-purpose perspective with regard to e-commerce and attempt to derive the characterization of e-commerce from its two broad components; electronic and commerce.

Electronic is generally presumed to indicate a medium or platform that incorporates the use of Information Communication Technologies (ICTs). Commerce, on the other hand, is largely regarded as the study of how man organizes the distribution and exchange of commodities so as to satisfy his needs in the most efficient manner. Mukiibi (1981) opined that commerce was the chain that links the people who produce goods and services to those who want the same goods and services. Based on the description of the two components of e-commerce, a simple refinement and consolidation of key terms begets the definition of e-commerce that will be used in this study. E-commerce can hence be regarded as any economic or business activity that uses ICT based applications to enable the buying and selling of goods and services and to facilitate the transaction of business activities between and among businesses, individuals, governments or other organizations. E-commerce involves digitally enabled commercial transactions between and among organizations and individuals.

E-commerce intersects at the business firm boundary at the point where internal business systems link up with suppliers. These e-commerce activities include internet retailing (e-tailing), electronic data interchange (EDI), Internet banking, electronic settlements and browsing and selection of products and services over the net.

 

Forrester Research (2000) estimated that by the end of year 2004, the value of global e-commerce would breach the US $6.8 trillion mark. Of these e-commerce revenues, US based businesses would contribute an overwhelming US $2.7 Trillion and, Asia Pacific region would contribution as much as US $992 Billion. In Australia, where most of the e-commerce studies have been undertaken due to its pervasive internet usage (ranked at second after Finland in the OECD regions), eTForecast (2000) reported that an estimated 1.4 billion electronic transactions were carried out by the end of 1997. It would be noted, as pointed out by Steven J. Kafka of Forrester Research those businesses in the US and other advanced economies are universally preparing to transact their business of buying and selling on-line

Gregory, J. F. (2012) opined that a positive growth of the Atlantic Canadian economy, despite its low population base and distance from highly populated urban areas, is next to impossible without growth at the small and medium enterprise (SMEs) level, where, like in many other parts of the world, these smaller enterprises make up over 90% of all businesses. As a result, researchers worldwide have been tracking the performance of these organizations looking for ways to encourage their growth and thereby stimulate local economies. Much of the recent focus of this research, as Porter, M. E. (2001) would put it, has been on the adoption of Information and Communication Technologies (ICTs) for SMEs as they have been shown to improve operational efficiencies and enhance market reach among other benefits,

To fully fathom the operations of e-commerce, it would be prudent to appreciate its advent and the consequent three-stage metamorphosis over a particular period of time. These stages were informed by Pearson scholarly articles available at (www2.sta.uwi.edu/

…/questions.pdf). The three stages in the evolution of e-commerce are innovation, consolidation, and reinvention.

During the Innovation stage, e-commerce was primarily technology-driven. Innovation took place between the periods of 1995 to mid-2000 and was characterized by excitement and idealistic visions of markets in which quality information was equally available to both buyers and merchants. Startups during the Innovation stage were financed by venture capitalists and, for the most part, e-commerce during this period was largely ungoverned. This phase was characterized by an emphasis on deconstructing traditional distribution channels and dis-intermediating (the removal of middlemen) of existing channels. These early years of

 

e-commerce saw an infusion of pure online businesses that thought they could achieve unassailable first mover advantages. However, e-commerce did not fulfill these visions during its early years despite firms placing an emphasis on revenue growth, and quickly achieving high market visibility.

After 2000, e-commerce entered its second stage of development: the consolidation stage. In this stage, more traditional firms began to create their online presence via use of the Web to enhance their existing businesses whereas less emphasis was now placed on creating new brands. In the Consolidation stage, there was a rise in the amount of regulation and governmental controls by governments worldwide. Whereas the early years of e-commerce were dominated by the first movers, the Consolidation stage of e-commerce was characterized by the well-endowed and experienced Fortune 500 and other traditional firms. Startups in the Consolidation stage were primarily financed by traditional methods. During the same period, the role of intermediaries strengthened as successful firms adopted a mixed “bricks-and-clicks” strategy which in essence combined the traditional sales channels such as physical stores and printed catalogs with online consumer engagements.

In 2006, though, e-commerce entered its current phase, the reinvention stage, as social networking and Web 2.0 applications (a set of new, advanced applications that have evolved along with the Web’s ability to support larger audiences and more integrated content) reinvigorated e-commerce and encouraged the development of new business models. Today’s e-commerce, while still business-driven, is also audience, customer, and community-driven where audience and social network growth are being emphasized. Today, startups are once again being financed by venture capitalists, albeit with smaller investments. There is a proliferation of small online intermediaries that are renting the business processes of larger firms. There is also the return of pure online strategies in new markets, as well as a continued extension of the “bricks-and-clicks” strategy in traditional retail markets. The concept of first-mover advantages are returning in new markets as traditional Web players catch up. All these activities in the cyberspace have invited extensive government regulation and surveillance to ensure fair play, consumer protection and strict adherence to best business practices.

However it is not all doom and gloom as there are certain pertinent issues that will help define the future of e-commerce over the next few years including: 1.) the continued

 

proliferation of ICTs and e-commerce applications through all commercial activity; this then dictates that overall revenues will continue to rise rapidly; and the numbers of both visitors and products and services sold will continue to grow. Prices will rise to cover the real costs of doing business on the Web and to pay investors a reasonable rate of return on their capital. 2.) Continued ease of entry onto the electronic commerce trading platforms with steadily increase competition and erode the first mover advantages. Consequently, e-commerce margins and profits will rise to the level of traditional retailers as the revenues from sales and cost of goods sold via e-commerce platforms approaches equality to that of traditional firms. 3.) Continued aggression by the top e-commerce sites will increasingly obtain very well-known brands from strong, older traditional firms. This will be in an effort by the said firms to acquire a larger

footprint into the traditional market place and also in the rapidly expanding market space.

In a nutshell, the number of successful purely online companies will further decline whilst the most successful e-commerce firms will accommodate use of both traditional marketing channels such as physical stores, printed catalogs, and e-commerce Web sites.

 

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ORGANIZATIONAL APPROACH TO TOTAL QUALITY MANAGEMENT IN NIGERIA

ORGANIZATIONAL APPROACH TO TOTAL QUALITY MANAGEMENT IN NIGERIA: A CASE STUDY OF DIAMOND BANK PLC

CHAPTER ONE/INTRODUCTION

1.1 PREAMBLE

The information super highway has turned the world into a global village. Organisations are facing the kind of competition that was not envisaged a few years ago. They have to compete with goods and services from all over the world and satisfy a more educated and sophisticated customer. What is satisfactory to the customers today may not be regarded as such tomorrow as their expectations are continuously changing. In addition, there has been consistent breakthrough in science and technology over the last couple of decades. This has also affected information dissemination and management, as things earlier thought impossible now look ordinary.

Moreover, the fall-outs of a deregulated global competition have offered customers choices among various alternatives. Today, customers demand high quality and low price. Since no one organisation can boast of holding franchise to the development and delivery of quality products/services, many organisations have embraced the Total Quality Management concept as a way of survival.

One tenet of this management philosophy, which many organisations have adopted as a fundamental business strategy, is the concept of continuous improvement. No organisation can afford to be competitive if it does not continuously improve on its products/services, processes and people.

There is therefore, an urgent need for an organisation-wide approach and commitment to quality improvement. In addition, there is the need for quality improvement to be a continuous exercise or phenomenon. Over the years, this realisation has led to the development of the “Total Quality Management Concept”.

The questions bothering a great number of Nigerian Management Scholars and Practitioners are:

  1. If TQM is all about continuously improving value to customers, why has DBPlc as an organisation shown lukewarm attitude to this management philosophy?
  2. Where it has been implemented, why has DB PLC refused to set aglow the initial zeal of commitment to continuous quality improvement beyond the prime years of its implementation?
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Procedural Justice and corporate performance in Nigeria

CHAPTER ONE

1.0 INTRODUCTION

The existence of organizational justice is a critical issue for the success of an organization. It has a direct link with the performance of its employees. Organizational justice has been defined as “the fairness of work place” Wright [1998]. Similarly Organizational justice means “the ways in which employees determine if they have been fairly treated in their jobs and the ways in which these determinants influence other job related issues Moorman [2010].

Organizational Justice has been seen as an important variable that plays major role in improving the performance of employees of an organization. Because different studies have shown, if employees are not treated fairly it results in reduced output from the employees as a natural response to the unfair treatment. Organizational justice has been viewed to enhance overall commitment too  Johnson et al [2002].

The concept of justice is seen to be associated with the concept of equity theory, based on which this study has been developed. Organizational justice has been further divided into three main dimensions namely distributive justice, procedural justice and interactional justice. Distributive justice means the perceived fairness of results and outcomes along with how the decisions are undertaken at the end of appraisal process Cropanzano R [1998]. Secondly, procedural justice, that means fairness of procedures with respect to the processes and methods adopted to reach to the point of how these results have been achieved as well as what ways and procedures have been adopted to reach the final decisions. Similarly, procedural justice describes the fairness of procedures used in the allocation process. Procedural justice also reflects the degree of fairness in the procedures adopted to determine how individuals are treated and how respective benefits are given. Thirdly, interactional justice relates with how people interact and communicate with one another Greenberg [1990]. Interactional justice also refers to the quality and fairness of inter personal treatment during enactment of Organizational decisions and procedures. It also highlights the human aspects of interaction expressed in respect, politeness, honesty, dignity. Justice plays an exceptional role as a binding force in reducing opportunism and enhancing relationships between individuals.

When we discuss the corporate performance it has been mainly divided into in-role performance and extra-role performance. In-role performance means how an employee performs his/her specific job requirements/assignments as per their official contract Anderson SE [2011]. On the other hand, extra-role performance means the performance outside the basic job requirements and needs an individual’s will and wish to perform George [1992]. The link between performance and justice has a long history and both have been found to be closely related. Different researchers have found that all the three dimensions of organizational justice are extremely important in getting an improved performance from the employees of an organization. These three dimensions of organizational justice have got a multiplicative influence on employee’s performance.

A variety of literature is available on the subject of organizational justice and corporate performance in private sector organizations. However, public sector has got relatively lesser attention particularly in Nigeria a lot is still required to be done in this regard. An effort is being made through this study to analyze the impact of Procedural Justice and corporate performance. It is hoped that based on the findings of this study recommendations will be given for individuals, organizations to improve upon their weak areas and open doors for future research.

1.1 Background to the Study

The subject of research has come under discussion from different perspectives by a number of researchers in various sectors like manufacturing, banking, and educational sector etc. However, a limited research exists on public sector organizations. Particularly, in a developing country like Nigeria, where a large number of public sector organizations are playing a pivotal role in development of the country in different capacities, organizational justice being the corner stone of any organization’s success needs further insights. This will help us to reach to viable conclusions for future guidance. The existence of organizational justice or otherwise has its bearing on the performance of its employees, because the individual performance of each and every member of the organization leads towards overall performance of the organization to achieve its goals. Keeping this background in view this study was planned to have further insights with respect to the Procedural Justice and corporate performance in Nigeria so as to reach to viable conclusions for future guidance.

1.2 Problem statement

The research was conducted keeping in view the public sector organization’s need in Nigeria, in addition to the overall achievement of organizational goals the performance of every employee counts irrespective of their type of job and individual designations. Organizations need to develop such a system where conclusive environment is provided to its employees within the existing resources to get better employee performance. Organizational justice means that distribution of pay, rewards and other benefits needs to be fair along with other resources to ensure distributive justice. Similarly, the procedures used in the organization are such that they are applied across the organization equally without any biasness among the employees. The interactions between individuals also need to be professionally conducted rather than personal likings or disliking. However, having said is easy then it is being done in the organization fairly across the board. This aspect of justice needs further research to explore its various affects.

1.3 Research objective

The main objective of this study is on Procedural Justice and corporate performance

The outcomes of the study are aimed at achieving two specific objectives:

  1. To determine the impact of organizational justice on employee performance in Public Sector Organizations of Nigerian
  2. To determine the impact of distributive, procedural and interactional justice on employee performance in Public Sector Organizations of Pakistan.

1.4 Research Questions

This research aims at finding the solutions of two research questions which are representing the central theme of research.

Q1. Does organizational justice have positive and significant impact on the performance of employees?

Q2. Does distributive, procedural and interactional justice have positive and significant impact on the performance of employees?

1.5 Significance of research

The study is expected to have a great deal of significance for organizations, individual employees, and managerial staff and research scholars. Organizations can look into the weak areas of their HR departments based on research findings. They can improve the distribution of various resources, pays, rewards and other related benefits along with improving their procedures to enhance their employee performance. Individual employee can also get guidance to enhance their performance towards achievement of organizational goals. Managerial staff can get guidance to further improve their ways of dealing with employees fairly. Research scholars can be facilitated to carryout research on related aspects of the study in future.

1.6 Hypothesis of the Study

Hi : Organizational justice does not have any significant impact on the performance of employees

Hi. Distributive, procedural and interactional justice does not have any  significant impact on the performance of employees

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GENDER DIFFERENCES AND ITS IMPACT ON EMPLOYEE JOB SATISFACTION

 

GENDER DIFFERENCES AND ITS IMPACT ON EMPLOYEE JOB SATISFACTION:  A CASE STUDY OF FIDELITY BANK PLC, NIGERIA

 ABSTRACT

The importance of employee job satisfaction in organizations cannot be over emphasized. The aim of this dissertation was to investigate the impact of gender difference on job satisfaction of employees in Fidelity Bank plc, Nigeria. This research carried out an investigation as to whether a gap in gender exists among employees in relationship with job satisfaction. There has been a divergence in opinion as to whether a link exists between gender and job satisfaction as some studies found no co relation between these two variables while others found a relationship between the two variables. This dissertation made a modest attempt to explore the reasons for the differences. Data was collected by the means of job satisfaction questionnaires and interviews which was used to identify the employees’ level of satisfaction.  The questionnaires were administered to sixty employees and 40 were returned giving a response rate of 67%. Out of the 40 respondents, 20 were men and 20 women. These employees were grouped into various categories such as gender, age, educational level and tenure. The factors that have an impact on job satisfaction were examined. The data obtained differentiated three aspects of job satisfaction which includes; the work environment, feeling of responsibility (under which the issue of pay and promotion are entailed) and the job itself (opportunity for advancement, job responsibilities). The findings show a significant difference in job satisfaction of both male and female employees in the bank. The overall satisfaction for employees was on average however, men were more satisfied with pay, opportunity for advancement and women more satisfied with team work and relationship with co-workers.

Results also show a relationship exists between two biographical variables, (tenure, educational level) and job satisfaction. The two variables explained reasons for the gap in job satisfaction between male and female employees.

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