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There is a growing interest among writers, academics and professionals in Europe and America about the integration of training with organisational development (OD). As will be seen later, the basis for this is the need to develop training as an integral part of organisational life, so that its contribution to organisational performance can be enhanced. Training is being seen more as an OD tool than the traditional role of providing courses for improvement in individuals' job performance.

A two‐day workshop for trainers in Nigeria, designed to enable trainers to influence managers about training by clarifying the formers' own perceptions, is reviewed. These perceptions were focused on trainers' feelings about the powerful managers and on their understanding of the role of trainers on organisational problems.

In discussing the general approach to management and supervisory training in Nigeria in Part II of this article, attention will be given to:

Evaluation is increasingly being regarded as a powerful tool to enhance the effectiveness of training. Three major approaches to training evaluation: quality ascription, quality assessment and quality control are highlighted. In order to enhance the effectiveness of training, evaluation should be integrated with organisational life. To ensure this, a model, “the quality assurance evaluation model”, is proposed. A description of an action‐researchoriented exploration of the model with 43 training co‐ordinators of manufacturing firms in Nigeria is given. Changes in the model, suggested by the research findings, are discussed, and the modified model presented. The need to test the modified model on reallife training programmes is emphasised.

The purpose of the current study is to examine the utility of Six Sigma interventions as a performance measure and explore its applicability for making the training design and delivery operationally efficient and strategically effective.

This is a single revelatory case study. Data were collected from multiple sources. In depth interviews of Six Sigma champion, black belt and green belt executives were conducted for understanding the Six Sigma interventions in HR function in general and in training functions in particular.

Application of Six Sigma approach was found to be helpful for better alignment of training function in MNC bank with the organizational requirements. Six Sigma changed the role of the function towards proaction. Research limitations/implications – This study has usual limitation of single case study research. Moreover, the impact of Six Sigma and its dependence on organizational structure, organizational culture, leadership role, social embeddedness, role stress etc. are identified as areas for future research.

The study brings out the applicability of Six Sigma approach for HR department and training function.

The paper delineates the application of Six Sigma approach in training function. It explores the applicability of this approach to ensure the training effectiveness by pulling the training function closer to internal and external customers' requirements and by its strategic alignment with organizational goals.

The purpose of this paper is to examine the prevalence of corruption not as it concerns corruption generally but specifically in relation to corporations in Nigerian. It examines the corporate sector and how a good legal regime can be used to prevent frauds and promote a more efficient corporate governance structure in the country.

This paper adopts the doctrinal approach through a critical evaluation of concepts. Using existing literature in the subject area, it evaluates the prevalence of corruption in Nigeria’s corporate sector and the relationship between a sound legal system (through application of the rule of law) and the establishment of a good corporate governance regime.

This paper finds that there have been numerous corrupt practices involving corporations in Nigeria. Notwithstanding the prevalence of corporate corruption in this sector, there has been no serious interrogation of these anomalies, leading to stultification in the growth and development of this sector of the Nigerian economy.

Against the background that very little has been devoted to examining the causes of corporate corruption in developing economies (for instance, Nigeria) and what can be done to reduce its occurrence, this paper offers a fresh insight into the causes of corruption and the correlation between good corporate governance anchored on law and the development of a corporate sector. It extends the body of knowledge in this area by offering suggestions that can help reduce the occurrence of corruption in the Nigeria’s corporate sector.

Due to technology advancement or transparency in system, there is a constant inflow and outflow of technology in the business for transparency and efficiency. To seize a competitive advantage, companies have emerged new technological solutions to respond to the change in the organization environment. There is a surge in the requirement of learning opportunities and effective training programs in the organization. The current study has been an effort to understand the potential of blockchain technology that can create better training evaluation.

The electronic-Delphi (e-Delphi) method has been conducted by recording the final consensus and to find a balance for implementation of blockchain technology and measuring training effectiveness. The current research is one of its new types where blockchain-enabled training effectiveness measurement (BETEM) model has been formulated using a qualitative approach.

The study has considered human resource (HR) professionals as the experts and based on their responses, the formulation of theoretical network model has been structured using e-Delphi–BETEM (e-DLH–BETEM) approach. By critically examining the experts’ responses and comments, the study formulated the four major themes and 11 subthemes for the smooth functioning of the BETEM for an organization.

The research aims to aid innovations in BETEMs model for training evaluation. The model will contribute incrementally toward the complete transformation of the training development programs of employees. The goal of BETEMs is to ensure that organizations, specifically HR personals can prepare themselves to have competitive advantage by using blockchain technology.

The application of blockchain technology in measuring the training effectiveness is an addition to existing literature as majority of existing studies have studied the use of technology for measuring training effectiveness.

Outlines and discusses some of the pertinent issues of management and organization facing less developed countries (LDCs). Based on a review of the most recent literature, illuminates the central place of culture in reflecting and explaining organizational behaviour. Examines the controversies surrounding management and marketing, human resource management and those relating to the adoption of new technology by LDCs. Outlines contemporary responses to these challenges. Concludes with a series of observations and suggestions which may show some light for future research on the management and organizational behaviour of LDCs.

The purpose of this paper is to examine the predictors of perceived job insecurity and motivation among 286 female participants in merged and acquired banks in two capital cities of South West Nigeria.

The participants in this survey were accidentally sampled for convenience of participants and ease of administration because of the tight work schedule. Data collected were analysed using regression and t‐test statistics.

The results of the research indicated joint significant influence of job characteristics and organizational justice in women's perceived threat of job loss and motivation. Specifically, organizational justice (procedural justice) exerted a strong influence on the dependent variables for women in both acquired and merged banks.

Use of accidental sampling is a limitation. Further, studies should adopt other sampling techniques that may capture a significant sample of the population.

These findings implied that unless changes are managed in structured, systematic and constructively in ways perceived by women to be fair, organizations will remain far from realizing the benefits of restructuring and downsizing.

The paper offers insight into job insecurity and motivation among women in the context of Nigerian consolidated banks.