Browsing by Author "Halim Yusuf Agava"

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    EMPLOYEE EMPOWERMENT IN NIGERIAN ESTATE SURVEYING AND VALUATION FIRMS
    (AAUA Journal of Environmental Design and Management, 2024-08) Samson Oluseun Ojekalu; Timothy Tunde Oladokun; Adekunle Sunday Adeogun; Halim Yusuf Agava
    Abstract This paper examined employee empowerment practice of estate surveying and valuation firms in Nigeria with a view to improving its extent of adoption and firm performance. Primary data were used for the study. Questionnaire was administered to practicing Estate Surveyors and Valuers (ESV) in Lagos, Abuja, and Port Harcourt. Estate Surveyors and Valuers Registration Board of Nigeria Directory showed there were 272, 143, and 67 firms in the three cities respectively. Seventy per cent in each of the cities were selected using a simple random technique. Hence, 190, 100, and 47 ESV were selected in Lagos, Abuja, and Port Harcourt respectively and 149, 83, and 42 copies of the questionnaire were retrieved. Information on empowerment practice in terms of types and extent of adoption was measured using scales developed in the literature. The data were analysed using mean ranking. The study found that the types of empowerment practiced in Nigeria by estate surveying and valuation firms were psychological empowerment (2.85) and structural empowerment (2.74). The extent of adoption of empowerment practices was moderate. Competence attribute of psychological empowerment was moderately practiced in Nigeria (3.43) and Lagos (3.44) whereas in Abuja and Port Harcourt, it was practiced highly with mean values of 4.49 and 3.74 respectively. Similarly, the impact attribute of psychological empowerment was practiced little across the three cities. The structural empowerment practiced was little in Lagos (1.99), Abuja (2.39), and Nigeria (2.31) but was moderate in Port Harcourt (2.85) while the reward system (2.31) of structural empowerment was rarely practiced in Nigeria. The study concluded that employee empowerment practice of Nigerian Estate Surveyors and valuers is moderate and that they should be more committed to the implementation of both psychological and structural empowerment in order to enhance employees' commitment and loyalty. The estate surveying and valuation firms should incentivise their employees either financially and non financially when they are instrumental to the facilitation and consummation of real estate transactions to boost their morale which in effect leads to quality service delivery. .
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    Graduate Competency and Employer Satisfaction: A Concern for Employment Sustainability of Nigerian Real Estate Graduates
    (University of Cape Town, 2024-06-25) Nurudeen Akinsola Bello; Rasheed Kolawole Alimi; Halim Yusuf Agava; Rasheed Olamide Alao; Sulaiman Adesoji Olabisi; Adekunle Sunday Adeogun
    Real estate educational institutions in Nigeria seem to rely on student academic performance, programme accreditation status and short time industrial training for self-assessment of their undergraduate programme performance. Little emphasis has been placed on the post-graduation industrial performance to monitor the level of Real Estate Graduate Employer (REGE)’s satisfaction of their Real Estate Graduate (REG)’s competency. This study focused on the ‘hands on’ feedback of the competency of REG (university and polytechnic) compares with the level of satisfaction of their employers (accredited real estate firms) in Nigeria. Data were collected with the use of questionnaire, administered on 339 head of real estate firms in Nigeria and analysed with frequency/percentages and Likert summation scaling/ranking. The finding indicates a mismatch between employer’s competency requirements and satisfaction with REG industrial competency especially in commercial awareness coupled with decreasing competency and increasing employer’s dissatisfaction. The consequent effect may be a threat to the relevance of real estate education in Nigeria tertiary institutions. The study recommended among others, a need for tertiary institutions (offering real estate programme) in Nigeria to identify commercial awareness as a vital competency requirement of the REGE and effectively incorporate such in their curriculum towards stemming the rising substitutes for REG.