The Influence of Migration and Crime on Development in Lagos, Nigeria

Considering the implications of population movements for places of origin and destinations, migration has garnered significant interest in recent scholarship. To advance this objective, this chapter examines the influence of migration and crime on development in Lagos, Nigeria. The study used both quantitative and qualitative methods to collect data from 310 respondents. Data were analysed. Results show that 84.4% of Hausa, Yoruba (76%), others (73.3%) and Igbo (57.8%), planned their migration to Lagos. Overall, 95.8% of the respondents acknowledged that they had no assurances of jobs before migrating to Lagos. As frustration develops, some migrants embrace crime and endanger development. The study concluded that if development is inclusive, migration will be naturally controlled as individuals will remain in their places of origin rather than constituting nuisance to development in Lagos. It therefore suggests that government should control crime so that the people can see the possible constructive interactions between migration and development.

Entrepreneurship Policy Framework

The ongoing debate regarding how to formulate an entrepreneurship policy is globally vital so it is pertinent to understand the other dimensions also. By using a broad spectrum of space and time, and covering heterogeneous correlation the why, what if, where etc. regarding policy framework and deeper fundamentals of global economic understanding as well as misunderstanding is explored on an intersubjective context. By multi-stage data substantiation, analysis and literature review the direction and important determinants of policy framework are examined.

Re-Centering Culture in Development Administration in Africa

The role of culture in development remains controversial in the literature. However, within the African context, both historically and in contemporary times, arguments vilifying culture remain rife. This continues a process of decentering culture from the discourse and practice of development on the continent. This chapter argues against this trend and calls for a recentering of culture as a positive element in the administration of development in Africa. Drawing on the Nigerian experience, the chapter provides some remedies for the country in particular and the rest of Africa in general. The chapter maintains that without bringing culture back into the practice of development on the continent, current developmental challenges are likely to persist into the future.

Development Administration in Contemporary Africa

This chapter explores the definitional and conceptual issues in the academic field of development administration and highlights the views about Western models within the grain of African traditional society. It identifies a major set of socio-cultural and economic parameters that strongly characterise or otherwise influence development administration in contemporary Africa. It finds that, in general, Western-oriented approaches remain incongruent with African traditional conventions. The chapter concludes that if a growing emphasis on the socio-cultural components within development administration discourse is a direct response to historical and environmental situations in contemporary Africa, then it is an essential consideration that must shape the field.

The Role of Indigenous Knowledge System in African Development

This paper examines the relevance of Indigenous Knowledge System (IKS) for African development, using qualitative data. The findings revealed that wholesale adoption of foreign ideas has rendered Africans subservient in the world, despite their rich cultural heritage. This situation promotes substitution of IKS, the foundation of African progress, thereby creating more problems for Africans. Yet, IKS still provides succour for the majority of Africans. The emerging culture of individuality and nuclear family is not realistic in Africa where social structures largely reflect kinship solidarity and communalism sustained by social capital, which has become widely recognised. It is therefore suggested that Africans should revise their local circumstances to prevent further plunder of Africa. Also, there is urgent need for adaptation of African IKS to modern reality because the conditions that sustained it have been modified. Rather than focus on wholesale adoption of western remedies, Africans need to explore their IKS to promote common understanding in the context of contemporary globalisation. Africans at home and those in the Diaspora should utilise their abundant natural resources and human capital to repair the dented image of Africa. An upgraded version of African IKS can drive and sustain this mission.

Cybersecurity Best Practices and Cultural Change in Global Business

This chapter discusses how the adoption of best practices to increase cybersecurity in business affects the cultural value of the company. Primarily focused on the European Union, the chapter defines and analyzes both the impact of cyber security on the global business conducted in the European Union, and its relation to cloud computing. A brief analysis of the ISO27000 family of standards is made, to finally analyze the relationship between cybersecurity, cultural change and best practices in IT-based business. Businesses are facing now the Third Industrial Revolution characterized by real-time communications through Information and Communication Technologies, where fighting against cybercrime is essential to have safer and more reliable IT-based systems, given the negative effects emanated from cyber insecurity.

Shift in Paradigm

Quantum theories have become widely accepted in the fields of management and social sciences, because these theories enhance organizational sustainability. The principles of the quantum approach are humanizing in nature being a panacea in organizational life. In those organizations that adopt this mindset, employees tend to accept common goals and objectives. The aim of this chapter is to ascertain whether management of Higher Education Institutions (HEIs), specifically Universities, adhere to the quantum principles already evident in other sectors. Universities are, par excellence, the source for creation and sharing of knowledge, hence this chapter reflects on whether sustainability is achievable and also if major organizational challenges are surpassed in knowledge creation and sharing despite the absence of spiritual capital. Spiritual capital is a vital component in the new age organizational paradigm. The main objective of this chapter, therefore, is the identification of spiritual capital characteristics in profit-oriented organizations, including Universities.

Working for the Collective

Karl Marx wrote that in the higher phase of Communism, society could inscribe on its banner the phrase, from each according to his ability to each according to his needs. This chapter explores the role of the government and individual in providing for the needs of the collective. It compares and contrasts the voluntary practice of the Communist Subbotnik (voluntary work on Saturdays) in the former Soviet Union, with the voluntary sector practices in the United States. The article posits that the United States, with the reputation as an individualistic, capitalist society, achieves the Marxist ideal of working for the collective through the nonprofit voluntary sector, even more than the Communist practice of Subbotnik. In the United States nonprofit sector, individuals donate time and resources to charitable organizations (each according to his ability), which in turn, provides services and resources to others (according to their needs).

Developing Diversity Neutral Organizational Culture

Workplace diversity issues have now generated enormous activities in organizations. Diversity management practices are positively seen by the stakeholders, and also contribute to organizational value-stream. Worldwide through various government actions, discriminatory employment practices based on race, colour, religion, age, disability, gender, culture, and ethnicity have now been prohibited. With diverse workforces, culture of organization becomes complex. Hence organizations need to change to accommodate the principles of valuing diversity. Among others, this requires focus on changing employees' attitudes and eliminating discriminatory behaviours. Based on literature survey on organizational practices and diversity management practices of two public sector organizations, this book chapter discusses two core diversity issues, i.e., gender neutrality and cross-cultural diversity and then outlines the diversity management principles, which can benefit Indian organizations in long-term sustainability and growth.