Small and medium scale enterprises (SMEs) play a key role in the development of every nation and thus, instrumental in economic growth and development. They help in promoting prosperity by creating new jobs and increasing a region’s economic prosperity. Hence, governments in developing and developed nations see them as a means of employment, innovation and wealth creation. Nevertheless, there are still many small businesses that fail in their first few years of existence, despite all of the positive efforts, contributions, and interventions that have been put in place. This could be due to the fast- changing, increasingly competitive, and dynamism of the entrepreneurial ecosystem. Therefore, this study focuses on the role of the entrepreneurial ecosystem in improving sales growth of selected manufacturing small and medium enterprises in South- West, Nigeria. The study adopted survey research design. The population of study consist of 423 owner-managers within the 6 selected ecosystems. The total enumeration method was used because the size of the population is moderate, and data was collected using a valid and reliable questionnaire with a Cronbach alpha value raged from 0.701 to 0.911. The data were analysed using both descriptive and inferential tools. A response rate of 95.5% was recorded. Multiple and hierarchical regression analysis were used to determine the effect of the variables using Statistical Package for Social Science version 27. The findings revealed entrepreneurial ecosystem has significant effect on waste reduction (Adj. R 2 = 0.289; F (6,397) = 28.342, p < 0.05. The study concluded that entrepreneurial ecosystem has significant effect on waste reduction of selected manufacturing small and medium scale enterprises in South-West Nigeria. The study recommended that management should prioritize developing and operating in a strong entrepreneurial ecosystem to ensure long-term sustainability.

This study examined the relationship between talent management and employee commitment in Federal Institute of Industrial Research Oshodi, Lagos Nigeria. The study adopted a cross-sectional survey research design. Primary data was generated through structured questionnaire. The population for the study was fifty-three (53) employees in Technology Transfer Division and Industrial Linkages Division. The entire population was used as a sample size. The population was small hence indicating a census. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypothesis was tested using the Spearman’s Rank Order Correlation Coefficient with the aid of Statistical Package for Social Sciences version 23.0. The test was carried out at a 95% confidence interval and a 0.05 level of significance. The finding revealed that there is a significant relationship between talent management and employee commitment in federal institute of industrial research Oshodi, Lagos Nigeria. The study also concludes that when the Federal Institute of Industrial Research Oshodi, Lagos Nigeria vigorously pursues talent management of its employees, it fosters a lot of innovative ideas to the organization which ultimately leads to employee commitment as well as enhances growth and success. The study recommends that organizations should enact policies that promote talent management which will in turn promote employee retention. The policy makers should enact policies that promote talent management aspects in order to ensure sustainable employee retention and competitive advantage. Keywords: Talent Management, Employee Commitment, Talent Acquisition, Talent Development, Talent Retention