Entrepreneurship has emerged as promising new solutions to solve societal problems. This study seeks is to analyses how entrepreneurial orientation (EO) i.e. proactiveness, competitive aggressiveness autonomy, innovation, and risk-taking influence firms' performance in Abuja. To fulfil this purpose, survey research design and a theoretical framework were developed depicting the different EOs and firm performance in its context. Sampling technique of simple random was adopted in which only one hundred and ten (110) SMEs in Abuja responded to the survey questionnaire and a total of ninetyseven (97) valid responses were judged to be appropriate. The descriptive statistics and as well as inferential statistical tool was used to analyses the data. It was revealed that proactiveness, risk-taking and autonomy are positive and significantly related to business performance while, competitiveness was positive but insignificant. It is recommended that similar studies should be replicated to validate this result.

Impact of Performance Appraisal on EmployeeProductivity in Nigeria Breweries Plc IntroductionPerformance appraisal is a discussion and review of employees' performance of giventasks and responsibilities globally. It is centred on results gotten by the employee in his/her job, not on the personality characteristics of the employee. Performance appraisal is an essential instrument for human resource management. It is a means for performance evaluation and also achieving performance enhancement among employees of an organization. As a management activity which increases the chances of achieving organizational goals, performance appraisal makes it compulsory for employees of an organization to know what is expected of them, and the indicators in which the overall productivity will be measured in order to make certain of staff progress, goal accomplishment, and organizational growth. Performance appraisal is a regular or systematic evaluation of the performance of an employee on his current job and also in relation to future jobs that he/she may be required to take up (Hartzell, 2006). It evaluates and measures the results of the performance of employees indicating their deficiencies and potentialities so that they can improve overtime. A decent appraisal system is very important to the supervision of employees in an organization. The success of the organization depends mainly on a decent appraisal system. When there's good appraisal system, those employees who contribute more will be effectively rewarded and they are likely to be promoted into positions of greater responsibilities (Stonner, Freeman & Gilbert, 2005). Therefore, for any appraisal system towork effectively, the employees must understand it, feel it as fair, and must be work oriented enough to care about the results (Habibu, 1992). One approach that would help foster this understanding is for the employees to contribute in the system designed and be trained to some extent in performance appraisal.The fundamental objective of performance appraisal is an organization is to increase the employees' productivity. Therefore, performance evaluation provides adequate feedback on how employees are performing, by divulging them to knowledge and the result of their work; avenues for participating in the setting of tasks and goals; clear and attainable goals of the organization (Mullins, 1999). By undertaking these activities, it will lead to the improvement of employees' performances, and thus higher productivity in the organization.Nigerian brewery plc is the largest brewing firm in the country. The company has a growing export business which covers global sales and marketing of their brands and dates back to 1986. NB plc offers sales, marketing and logistics support to make the brand shelf-ready in international markets, which includes world class outlets such as TESCO and ASDA stores. NB plc brands are available in over thirteen countries across the world. Nigerian breweries plc also partake in performance appraisal exercises. The degree to which performance ap...

Financial inclusion has received increased attention as the panacea to improving the economic livelihood of unbanked and the under banked. The study aimed to identify the potential benefits and obstacles to financial inclusion in the Nigerian Banking system. Relying on various journals and literature contents, this article utilised narrative analysis to highlight different benefits and challenges of financial inclusion in Nigerian banks. Leveraging on convenience sampling, interview sessions were conducted focusing on a bank customer, a banker and an economist. Findings revealed that amongst others, the sustained review and enacting of different laws, guidelines and regulations aimed at ensuring a "future ready" Nigerian banking system is the right step towards a high financial inclusion level in Nigeria. However, despite these predictions, the low financial literacy levels (among others) were identified as obstacles affecting the implementation of financial inclusion in Nigeria. The paper concludes by proffering various recommendations such as implementing an enabling regulatory environment, which is critical to ensuring the benefits that can accrue from an upsurge in Nigeria's financial inclusion level.

Knowledge on premarital genotyping and sickle cell disease among youths could constitute an important variable that influences their choice of spouse. The study assessed the knowledge on premarital genotyping and Sickle Cell Disease among youths in Mairi Ward, Jere Local Government area of Borno State, North-eastern Nigeria.

IntroductionLiving in a world of accelerated change, tremendous competition and overwhelming complexity coupled with blurring lines of geography due to globalization and the internet technology has made occupation highly mobile. The performance of employees on their roles is also greatly influenced by metrics that are now accurately measured and reported for performance appraisal and management purposes. The workforce is now subject to standards that put a lot more pressure on her, hence, the need to be well supported by a good reward system.The work force of academia has been significantly plagued by predatory publishers that add no value to submissions but seek to milk the unassuming scholar of his financial resources simply because he needs to use his published and indexed article for career advancement purposes. The rise of reputable indexing bodies has made it easier for employers to rate the performance of their faculty such that those who seek to patronize predatory journals will not be as rewarded as those who take the pain to submit their work for peer review in credible outlets.The total rewards model is the approach of employers to approve of behavioral traits and professional outputs of their employees. A good rewards model seeks to recognize and compensate an employee for the contributions made to the realization of corporate objectives. An organization's reward system refers to the diverse initiatives employers have designed to acknowledge, monitor, recognize and reward employee performance. These initiatives also serve as attraction, retention and motivational strategies for human resource management. Reward systems also help to influence employee actions, behavior, opinions, values and experiences. Many authors have asserted that a corporate reward system plays a significant role in determining the attractiveness of an organization to potential employees. (Fay and Thompson, 2001) The structure of rewards systems has evolved from just been a pay item to a mix of financial and non-financial elements. Many employees have reached a point in their careers that money is no longer the topmost consideration when assessing the rewards system of an organization that they will likely work for. Today, there are policy statements that reward the employees far beyond what financial rewards can attract for them. Statement of ProblemThe future of the nation in many respects depends on the quality of the workforce. The quality of the workforce on the other hand depends heavily on the quality of the graduates from our institutions. The rewards received by faculty members in the institutions that prepare the future workforce do not seem commensurate to the value they offer the society. The metrics for measuring productivity in academia is clear but has become a publish or perish mantra without Abstract:The central objective of this study was to assess the effect of reward system on employee performance, the role Covenant University's reward system plays in influencing the scholarly output of her faculty members an...