The basic goal of this piece of research is to investigate the extent and nature of productivity growth in East Asian countries using the nonparametric frontier techniques. One major step has consisted in decomposing the total factor productivity into technical efficiency change and technological change. In so doing, we have used the output-oriented Malmquist productivity index method for 8 Asian economies over the period spanning 1990–2019. The results obtained indicate that total factor productivity has witnessed an average growth of 0.6% percent over the said period. The research done has revealed that the productivity growth which has been identified is attributed to the improvements carried in the technology (or frontier-shift) rather than any improvements or changes brought about in the efficiency and its components.

This study examines personnel perception on the training and development programmes obtainable in organizations. Personnel are always in need of training and development programmes to help develop their skills to attain organizational set goals and organizations invest money and time in these programmes, and also ensure that training programmes are organized at regular intervals in order to achieve higher job productivity from personnel who have undergone these training and programmes. But today, personnel perception of the training and development (T&D) process is appalling as management has unsystematically and unethically neglected the selection processes. As a result, personnel most often than not lament how ethnicity, nepotism and monetary bribery and corruption have disrupted the smooth functioning systematic processes of selecting personnel for training against laid down principles globally. It is in this vein that this study critically assesses personnel perceptions on training and its impacts on job performance in Nigerian organizations with the view of recommending the way forward. To achieve the purpose of this study, three hypotheses were formulated to guide the study. The questionnaire was one the instruments used for data collection. The second instrument: Focus Group Discussion (FGD) was also employed to complement the questionnaire method. The multi-stage sampling technique was employed to select samples in stages in Obio Akpor local government area in the metropolis of Port Harcourt, one of the major centers of economic activities in Rivers State. Three hundred respondents were selected as samples for the study. Chi square (X2) was adopted to test the hypotheses @ 05 level of significance. The results rejected the null hypotheses, and accepted the alternate hypotheses. The summary of the rejection of the hypotheses revealed that training and development (T&D) processes have been systematically neglected on the basis of ethnicity, nepotism and monetary bribery and corruption have disrupted the smooth functioning systematic processes of selecting personnel for training in Nigerian organizations against laid down principles globally. In addition, the effect of these factors brings with it some negative implications and consequences of low job productivity, high rate of personnel turnover and high cost. Based on these, the study concluded that an unsystematic approach of selecting personnel for training and development programmes affects training delivery styles, personnel as well as organizational productivity. As a result, the study recommends that the process and procedure of selecting personnel for training must be reviewed and management should rethink investing in their personnel and also repose some level of trust in them as this level of confidence will deter them from absconding on graduating from the recommended training and development programmes. Finally, management of organizations should give training and development of employees a priority in order to get the best out of the workforce as well as improving the organization’s productivity.

The research sought to assess the effectiveness of the marketing communications techniques used by private higher education institutions in Botswana. Data was collected from marketing managers 5 private higher education institutions and 380 students. Percentage analysis was used to rank the marketing communication techniques according to students’ rating. Institutional budget allocations were compared with the ranking of the marketing communications tools. The study found a mismatch between the marketing communications tools budget allocations. Private higher education institutions were allocating significant portions of their budgets to marketing communications techniques which were rated as inefficient by students. The study recommended that private higher education institutions have to allocate more funds to the development of technology-based marketing communications techniques.

Workplace spirituality has attracted research attention in organizational behavior studies in recent times. Research models have been developed to explore their effect on organizational outcome variables. This study is therefore an attempt to explore the boundary conditions of the effect of workplace spirituality on employee commitment using a sample size of 201 teachers in both private and public secondary schools in Benue State, Nigeria. Employing a cross-sectional research design and hierarchical multiple regression, the study found that workplace spirituality dimensions (meaningful work, sense of community and alignment with organizational values) have a direct and positive significant effect on employee commitment. The study also found that organizational culture moderates the effect of only meaningful work and sense of community on employee commitment. The study then discussed the theoretical and policy implications of the paper.