Diversity Management:: Global and Interdisciplinary Perspectives

By Dennis Arekpita Ogirri Ph.D. MURP

In this book, this author utilizes various concepts, theories, analytical methods, techniques, and practical knowledge and expertise propounded or espoused by scholars and experts with differing worldviews that tend to facilitate the understanding of diversity and diversity management in the ‘global village.’ Some of the perspectives are based on philosophical, ideological, and cultural orientations of scholars, statesmen, and experts from the various geopolitical regions of the world. Some of the discussion may evoke some controversial thought processes that are considered necessary for healthy debate on the issues of diversity and diversity management from interdisciplinary, multidisciplinary, and trans-disciplinary perspectives. However, there is more emphasis on global and interdisciplinary perspectives in the discussion of diversity and diversity management in this book.

The purpose of this book is to refocus attention on the issues of diversity and diversity management but from global and interdisciplinary perspectives. The book contributes to the continuing discourse on diversity and diversity management by presenting some conventional and less controversial theories and models, as well as some traditionally controversial ones for managing diversity in the workplace in particular, and in society in general. Whereas much has been written in the past about the debate over which strategies are best for managing diversity, new study dimensions in the era of globalization of business, economic, political, and socio-cultural relations now require the revisiting of the issues of diversity and diversity management from global and interdisciplinary perspectives. Existing published research on diversity management does not focus on both the global and interdisciplinary perspectives.

• Language: English
• Publisher: Xlibris US
• Release date: Aug 19, 2019
• ISBN: 9781796051797

Dennis Arekpita Ogirri Ph.D. MURP

After his Secondary Modern School education, Dennis Arekpita Ogirri started his career as a Clerk in Design Group Company, a European Firm of Architects in Ibadan, Western Region of Nigeria (now Oyo State). He later obtained Secretarial qualifications from the Royal Society of Arts, London, and became a Typist, Stenographer, and Executive Secretary, respectively, in the Bendel State (now Edo State) of Nigeria Public Service. He was granted study leave by the Bendel State Government to study at the University of Ibadan after passing the Advanced Level General Certificate of Education (GCE) Examinations conducted by the West African Examinations Council and the University of London. In 1974, Ogirri earned a Bachelor of Science (Honors) degree in Political Science from the University of Ibadan. After his undergraduate education, the author was deployed by the Federal Government of Nigeria to teach at the Government Girls Secondary School in Gusau, Sokoto State, during his one-year National Youth Corps Service. On his return to the Bendel State Public Service after his Study Leave, he was promoted to the position of Administrative Officer. He later rose to the substantive rank of Undersecretary and functioned as a Deputy Permanent Secretary. He also served as a part-time Instructor at the Government Staff Training Center, and as an Examiner in the Ministry of Education, Benin City. The author later left Nigeria for graduate studies in the United States where he earned a Masters’ degree in Urban and Regional Planning from the Graduate School of Public and International Affairs (GSPIA), University of Pittsburgh. He subsequently earned a Ph.D. in Public Policy and Administration from West Virginia University. He later did Postgraduate Studies in Business Administration (Management) at the University of North Carolina at Charlotte under the auspices of Andrew W. Mellon Foundation Interdisciplinary Studies Award Program. Professor Ogirri was Certified as an Interdisciplinary Professor of Business, Political Science, and Public Administration, and as an expert in Urban and Regional Planning. After his completion of graduate studies, Professor Ogirri served in various faculty and administrative positions. He has served as a Full-time and Adjunct Professor at various Universities and Colleges in the United States and abroad since 1989. He was a Full-time Professor at Johnson C. Smith University, at North Carolina Central University, and at Strayer University, respectively. He also served as an Adjunct Professor at the University of North Carolina at Charlotte, Queens University of Charlotte, Shaw University, Strayer University, Montreat College, Limestone College, and at the Keller Graduate School of Management, DeVry University. He is currently an Adjunct Professor at Saint Leo University in Atlanta, Georgia. As a United States Fulbright Scholar, Professor Ogirri taught at the University of Benin and at Benson Idahosa University in Benin City, Nigeria, in 2003-2004 academic year. The administrative and other positions held by Professor Ogirri over the years include Program Director, Department Chair, Associate Dean, Member of Board of Trustees, and Member of Board of Directors. Professor Ogirri is a member of several professional organizations. He has served as a member of Editorial Boards and as a Reviewer for some Scholarly Journals and Textbook Publishers. His many Scholarly Publications and Presentations at professional conferences are in his interdisciplinary teaching areas. Some of Professor Ogirri’s publications are on such issues as resource utilization and management, the impact of state land reform policies on agricultural and socio-economic development, the role of multinational corporations in developing economies, international trade and globalization, human resource and diversity management, managing community and corporate social responsibility and social change, marketing well-being and elasticity of consumer retention, race and ethnic problems in the Third World, and competing conceptual models for teaching diversity management. Professor Ogirri has several National and Institutional Honors and Awards, including United States Fulbright Scholar Award, Bank of America Par Excellence Teaching Award, Andrew W. Mellon Foundation Interdisciplinary Studies Award, American Political Science Association’s Outstanding Teaching Award, Scholarly Achievement Award, Exemplary Leadership and Dedicated Service Award, Faculty Meritorious Service Awards, and Community Service Awards. He is in Who’s Who in America, and in Who’s Who Among America’s Teachers.

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Copyright © 2019 by Dennis Arekpita Ogirri, Ph.D., MURP.

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CONTENTS

Foreword

Preface

Purpose of this Book

Significance of the Book

Research Approach and Data Sources

Organization of this Book

Acknowledgements

About the Author

Chapter 1   Diversity And Diversity Management

In Perspectives

Introduction

Interdisciplinary Perspectives on Diversity and Diversity Management

Diversity Management in Perspectives

Legal or Statutory Definition of Diversity

Economic and Socio-Cultural Definitions of Diversity

Some Basic Dimensions of Cultural Diversity by Geert Hofstede

Geopolitical and Ideological Definitions of Diversity

Psychological, Physical, and Biological Definitions of Diversity

International and Institutional Definitions of Diversity

The United Nations and Its International Institutions

The North-South Dichotomy Strategy of Diversity and Diversity Management

Diversity Management in the Era of Globalization

Notes

References

Chapter 2   Competing Conceptual Worldview Models Of Diversity And Diversity Management

Competing Conceptual Worldview Models of Diversity and Diversity Management

Theoretical, Historical, and International Dimensions of Diversity and Diversity Management

Mercantilism and Neo-Mercantilism

International Trade

Absolute Advantage

Comparative Advantage

Competitive Advantage

Imperialism, Colonialism, Decolonization, and Neo-Colonialism

Globalization and New Conceptual Worldview Models and Theories of International Trade and Diversity Management

Strategic Alliances, Joint Ventures, and Partnerships

Foreign Direct Investment (FDI)

Technological Transfer

Implications of International Trade and Globalization for Global Development and Diversity Management

Nationalism Models and Diversity Management

Nationalism

Nation

State

Nation-State

Symbols of Nationalism in a World of Diverse Principles and Interests

Integration Models and Diversity Management

Melting Pot, Acculturation, and Assimilation

Philosophical and Pluralism Models and Diversity Management

Pluralism, Multiculturalism, Cross-Culturalism, and Separatism

Egalitarian and Utilitarian Models of Diversity Management

Egalitarianism

Utilitarianism

Ethnocentric Models and Diversity Management

Ethnocentrism

Eurocentrism

Afrocentrism/Afrocentricity

Asiocentrism

Latino-Americanism

Pan-Arabism

Pan-Africanism, Negritude, Philosophical Consciencism and Diversity Management

Notes

References

Chapter 3   Strategies For Societal Development And Diversity Management

Thinking Strategically

Defining Strategies

Conceptualization of Societal Development

Strategies for Societal Development and Diversity Management

Industrialization Strategy for Societal Development and Diversity Management

Export Promotion Strategy for Societal Development and Diversity Management

Import Substitution Strategy for Societal Development and Diversity Management

Population Control Strategy for Societal Development and Diversity Management

Price Control Strategy for Societal Development and Diversity Management

Structural Adjustment Program (SAP) Strategy for Societal Development and Diversity Management

Globalization Strategy for Societal Development and Diversity Management

Economic and Socio-Cultural Strategies for Managing Diversity

Administrative, Political, and Legislative Strategies for Managing Diversity

Constitutional, Legal, and Judicial Strategies for Managing Diversity

Notes

References

Chapter 4   A Case Study Of Nigeria’s Land Reform Policies, Programs, And Strategies For Managing Diversity And Societal Development

Importance of Land and Land Resources in Nigeria’s Development Process

Land Tenure Systems and Reforms in Nigeria

The Impact of Government Land Reform Policies on Customary Land Laws and Traditions, Land Acquisition, and Land Use in Nigeria from Colonial to Post-Independence Periods

Land Tenure Reforms and Trends in Agricultural and Socioeconomic Developments in Nigeria

The Land Use Decree of 1978 Promulgated by the Military Government

Problems of Implementation of the Land Use Decree of 1978 in Nigeria

Methodology, Data Analysis, and Findings

Model Specification

Findings

Conclusions

Notes

References

Chapter 5   Human Resource And Diversity Management

Human Resource and Diversity Management

International Human Resource and Diversity Management

Strategic Implications of Human Resource and Diversity Management for the International and Global Systems

Cultural Implications of Human Resource for Diversity Management

Implications of Human Resource and Diversity Management for School Curriculum and Instruction

Efforts to Improve Diversity Management in Organizations in Contemporary Societies

Concluding Remarks on Human Resource and Diversity Management

Notes

References

Chapter 6   The Role And Significance Of Culture, Ethics, And Social Responsibility In Diversity Management And Social Change

Introduction

Analytical Framework

The Significance of Culture in Diversity Management

The Significance of Ethics in Diversity Management

The Significance of Community Social Responsibility in Diversity Management

The Significance of Corporate Social Responsibility in Diversity Management

The Significance of Individual Social Responsibility in Diversity Management

Organizational and Societal Changes Through the Processes of Socialization

The Relevance of Communitarian and Utilitarian Philosophies in Managing Diversity in Traditional African and Western European Societies

African-Centered Theoretical and Philosophical Underpinnings of Culture, Ethics, and Community Social Responsibility and Social Change

Framework for Analyzing Culture, Ethics, and Social Responsibility: A Metaphorically-Based Systems Model of Input-Output Analysis

OPERATIONALIZATION AND RECOMMENDATIONS FOR DIVERSITY MANAGEMENT AND SOCIAL CHANGE

Social Intervention Constructs (SIC) and Cultural Access Leverage Points (CALP)

Social Intervention Strategies (SIS) for dealing with the Cultural Access Leverage Points (CALP)

Conclusions

Notes

References

Chapter 7   Federalism And Intergovernmental Relations And Diversity Management

Federalism and the Federal System of Government

Intergovernmental Relations and Diversity Management

Managing Diversity Issues and Problems in a Federal System of Government

Some Advantages of Federalism and Intergovernmental Relations

Some Disadvantages of Federalism and Intergovernmental Relations

Some Similarities and Differences Between Federal Systems and Confederal and Unitary Systems of Government

Confederal Political System of Government and Diversity Management

Unitary Political System of Government and Diversity Management

Some Implications of Federalism and Intergovernmental Relations for Diversity Management

Some of the Political Ideologies and Philosophies in a Federal System

Some of the Constitutional Powers and Prohibitions in American Federal Political System

Exclusive Powers Granted to the National Government

Reserved or Residual Powers Granted to the States

Concurrent Powers Granted to both the National and State Governments

Prohibitions on the National Government

Prohibitions on the States

Prohibitions on both the National Government and the States

Some Reasons for the Increase in Powers of the American States Under the Articles of Confederation in 1777

Some Reasons for the Decrease in Powers of the American States, and the Challenges in Contemporary Federal System of Government

Models of Federalism, Relationships, and Sharing of Powers Among the National, State, and Local Governments

Principles of Finance and Revenue Allocation in a Federal System of Government

Some Determinants of Federal Aid to States and Local Governments

Economic and Administrative Considerations for Federal Aid Grants

Political, Legal, and Judicial Considerations for Federal Aid Grants

Social, Cultural, Race/Ethnic, and Population Considerations for Federal Aid Grants

Some Specific Grants-in-Aid to States by the Federal Government

Categorical Grants

Block Grants

Funded and Unfunded Mandates

Notes

References

Chapter 8   The Impact Of Multinational Corporations On Diversity Management In Developing Economies: A Case Study Of Nigeria’s Oil Sector

The Role and Impact of Multinational Corporations on Developing Economies

The Role and Impact of Multinational Corporations on Nigeria’s Oil Sector

Nigeria’s Joint Ventures with Multinational Oil Companies and the Impact on Diversity Management

Environmental and Related Problems in Oil Producing Areas in Nigeria and other Developing Countries

The Nigerian Government’s Proposed Reforms to Increase Local Participation in the Oil Industry and the Impact on Diversity Management

Summary, Recommendations, and Conclusions

Notes

References

Chapter 9   The Role Of Authority, Power, And Influence In Conflict Management In The International System: A Theoretical Perspective

Definition of Authority, Power, and Influence

The Concepts ‘Conflict’ and ‘War’ and the Causes of International Wars

Preservation of National Sovereignty in the International System

Nation-States2 and National Interests in the International System

Protection of Nations’ Primary and Secondary Interests in the International System

Maintenance of Nations’ Strategic Interests in the International System

Political Leadership and Personal Aggrandizement in the International System

Concern for World Peace and Security in the International System

Analysis of the Positive and Negative Effects of International Wars

Some Positive Effects of International Wars

Some Negative Effects of International Wars

Concluding Remark on the Role of Authority, Power, and Influence in Conflict Management in the International System

Notes

References

Chapter 10   Globalization And Its Impact On Diversity Management

Globalization Concept and Process

Proponents and Opponents of Globalization

Evolution of the Globalization Process in Africa and some other Developing Countries

Concluding Remark

Notes

References

FOREWORD

I first met Professor Dennis Arekpita Ogirri in 1982 when I was at the University of Pittsburgh, Pennsylvania, U.S.A. for my fellowship training as a medical doctor. At that time, he was a doctoral student in the Graduate School of Public and International Affairs and served as a graduate teaching assistant at the University. Since then, we have attended several conferences together and we have had continuous professional exchange of ideas.

Professor Ogirri has addressed the topical issues of diversity and diversity management as global development strategies in his book. I believe that the study is very relevant to all societies regarding the importance of fairness in employment and in the distribution of other economic, political, and social opportunities.

As a Diversity Management Specialist and Health Scientist Administrator who deals with the issues of inclusion, equity, and diversity in health organizations, I can relate to Professor Ogirri’s examination of strategies which address efficiently and effectively human relations and diversity management issues, problems, and policies in society. The author’s ability to utilize global and interdisciplinary approaches, as well as qualitative and quantitative methods to examine diversity and diversity management issues and problems on a global level, is commendable.

I believe that Professor Ogirri’s study in this book will be very invaluable to university scholars, students, policy makers, and policy implementation officials in organizations and governments, especially on matters relating to the problems and challenges usually involved in diversity and diversity management. This is more so as all societies that contend with the problems of diversity and diversity management will be able to relate to the various issues, problems, and implications of the strategies discussed in this book, among other things. I therefore strongly recommend this book to all and sundry without any reservation.

John O. Ojeifo, M.D, MBA, Ph.D.

Diversity Management Specialist and Health Scientist Administrator

U.S.A.

PREFACE

Purpose of this Book

T he purpose of this book is to refocus attention on the issues of diversity and diversity management but from global and interdisciplinary perspectives . The book contributes to the continuing discourse on diversity and diversity management by presenting some conventional and less controversial theories and models, as well as some traditionally controversial ones for managing diversity in the workplace in particular, and in society in general. Whereas much has been written in the past about the debate over which strategies are best for managing diversity, new study dimensions in the era of globalization of business, economic, political, and socio-cultural relations now require the revisiting of the issues of diversity and diversity management from global and interdisciplinary perspectives. Existing published research on diversity management does not focus on both the global and interdisciplinary perspectives. For example, one good publication on diversity management by Ozbilgin and Tatli (2008) has a global perspective but does not use interdisciplinary perspective. Furthermore, this book utilizes a combination of analytical approaches, models, and competing conceptual, theoretical, and methodological worldviews and orientations which some people may consider to be controversial. Thus, the purpose of this book is to challenge students, faculty, experts, and the general public to think outside their box on the issues of diversity and diversity management.

Significance of the Book

More importantly, the significance of this book lies in the fact that it is likely to appeal to those in various academic and professional fields of study, such as business, social sciences, natural sciences, humanities, arts, education, as well as to those in various career endeavors, among others.

The fact is that the issues of diversity and diversity management have continued to arouse the conscience and consciousness of most or all people around the world who are concerned about the need to encourage and maintain social equity, justice, fairness, and equal opportunities for all people in society, irrespective of biological, social, cultural, and economic differences, as well as differences in the levels of development.

This book is also significant because of its focus on conceptual, theoretical, methodological, and empirical studies and orientations drawn from various works by scholars and professionals around the world and across various academic fields and disciplines. Also, this book contributes to knowledge by discussing diversity and diversity management from a broad range of pedagogical, philosophical, and empirical dimensions, and by including articles that will be beneficial to students, faculty, professionals, and members of the general public at various levels. Unlike previous research, the analytical approaches used, as well as the varied articles included in this book, are especially important because they provide an opportunity for the readers to engage in enlightened discourse based on comparative analyses of diversity and diversity management from both global and interdisciplinary perspectives. This book thus serves as a reference source that combines multiple perspectives and approaches, which some people may consider to be controversial, not only from philosophical and cultural points of view but also from global and interdisciplinary perspectives.

For example, the articles and studies included in this book cut across such disciplines and sub-disciplines as business administration, human resource management, economics, public administration, political science, public policy, history, urban studies, sociology, marketing, law, criminal justice, and African and African-American Studies, to mention a few. The chapters focus on such themes as managing diverse people in organizations, groups, communities, or societies, and managing people in diverse organizations, groups, communities, or societies. The issues of culture, race, ethnicity, national origin, gender, age, occupation, profession, social status, disability, and sexual orientation are among other attributes of diversity and diversity management discussed in this book.

Furthermore, the issues discussed have international, national, state, local, and organizational foci, aimed at reflecting the global view of diversity and diversity management as much as possible. Examples of organizational and societal areas of emphasis are businesses, consumer groups, community groups, classrooms, student organizations, university systems, academic and professional organizations, organizational leadership, religious organizations, political campaigns, political parties, legislative assemblies, women organizations, market women traders, courts, criminal justice systems, libraries, cooperative organizations, trade and labor unions, financial institutions, and sports organizations and teams, among others.

Research Approach and Data Sources

The broad research approach used in this book involves holistic worldviews based on global and interdisciplinary perspectives. As previously indicated above, analytical approaches and models that encompass competing conceptual and methodological worldviews and orientations are used in order to reflect varied and controversial opinions and strategies for managing diversity in the workplace in particular, and the society in general. For example, integrationist, pluralist, mercantilist, and egalitarian models and theories are used in this study.

The information and data used in the book are collected from both primary and secondary sources that include survey research, journal articles, textbooks, statistical manuals, internet sources, magazines, and newspapers, among others. Some of the information is also drawn from the journal articles published previously by the author.

Both theoretical and empirical research is undertaken for this book, and primary and secondary data is used. Qualitative and quantitative analytical approaches and methods that from journal articles published previously by this author. Also, both qualitative and quantitative analytical approaches and methods that are used include general systems model, multiple regression, computer-based correlation, time series, longitudinal, and cost-benefit analyses.

Furthermore, political, economic, socio-cultural, constitutional, judicial, legal, legislative, administrative, bureaucratic, and land reform analytical strategies are discussed. More contemporary diversity management strategies that are the result of globalization theories and practices discussed include strategic alliances, joint ventures, partnerships, and outsourcing.

Organization of this Book

This book is organized in chapters to reflect global and interdisciplinary perspectives that emphasize both traditional and contemporary strategies for managing diversity.

The Preface highlights the Purpose, Research Approach, Data Sources, Significance of the Book, Organization of the Book, Acknowledgements, About the Author, Foreword, and Book Reviews and Endorsements.

Chapter 1 is on Diversity and Diversity Management in Perspectives. It defines and discusses the concepts of diversity, cultural diversity, and diversity management, diversity in the era of globalization, and global and interdisciplinary perspectives, as well as their relevance and significance in understanding diversity and diversity management in organizations and society in general.

Chapter 2 discusses some Competing Conceptual Worldview Models on Diversity and Diversity Management. Some traditional integration, pluralism, mercantilism, and egalitarian models and theories discussed are often controversial. The differences of opinion among scholars and theorists with different national, regional, international, and global backgrounds are highlighted, especially in terms of their cultural, philosophical, ideological, sociological, and psychological orientations and approaches to the definition, study, and analysis of diversity and diversity management.

Chapter 3 is on some specific Strategies for Societal Development and Diversity Management, including industrialization, export promotion, import substitution, population control, price control, as well as economic, socio-cultural, administrative, legislative, political, constitutional, and legal/judicial strategies.

Chapter 4 examines A Case Study of Nigeria’s Land Reform Policies, Programs, and Strategies for Managing Diversity and Societal Development, including land ownership and land use control measures in society. Land is one of the most important factors of production, but land reform policies and programs used as traditional tools for managing diversity are ideologically very controversial strategies, say, between capitalist and socialist societies.

Chapter 5 discusses Human Resource and Diversity Management in society. Emphasis is on the role of human resource as a strategy for managing diversity and by which the success or failure of diversity management in organizations can be assessed.

Chapter 6 focuses on The Role and Significance of Culture, Ethics, and Social Responsibility in Managing Diversity and Social Change, especially through community, corporate, and individual social responsibility aimed at fostering ethical standards. Some Intervention Constructs, Cultural Access Leveraging, and Social Intervention Strategies are developed; and a Metaphorically-based Systems Framework is utilized as analytical models. The analysis is geared toward the understanding of major communitarian and utilitarian constructs that can be useful in sensitivity training which is a very important contemporary strategy for managing diversity in organizations and society.

Chapter 7 examines Federalism and Diversity Management, especially how a society with a federal system of government may rely on democratic, constitutional, legal, legislative, political, administrative, economic, socio-cultural and other related approaches for managing diversity in modern organizations and pluralistic societies. Federalism and Intergovernmental relationships, ethnic, and religious diversity, as well as other social problems are discussed with a view to identifying how federal, state, and local governments can foster interpersonal relationships that may alleviate the impact of social problems on organizations and society, through the processes of diversity management, especially where interest group pressures are intense.

Chapter 8 is on The Impact of Multinational Corporations (MNCs) on Diversity Management in Developing Economies: A Case Study of Nigeria’s Oil Sector. There is emphasis on the era of globalization and local and international interest groups.

Chapter 9 discusses The Role of Authority, Power, and Influence in Conflict Management in the International System: A Theoretical Perspective. The study has a theoretical perspective, discussing international institutions and other mechanisms that are important in the processes of managing diversity in the international system.

Chapter 10 examines Globalization and Its Impact on Diversity Management. The concept, process, and evolution of globalization and its impact on diversity management in contemporary society are discussed. There is focus on diversity management in organizations and societies, including the assessment of differences among individuals, groups, and organizations, as well as the disparities between the rich and the poor nations of the world, such as the North-South Dichotomy debate in international relations.

ACKNOWLEDGEMENTS

T his book is entitled Diversity Management: Global and Interdisciplinary Perspectives.

The support and assistance of several people made its completion possible and they all deserve my acknowledgement.

I want to express my heartfelt appreciation and gratitude to my family, especially my daughter Aghie and my son Pete, for their unflinching support and encouragement in my academic, professional, and career endeavors over the years.

I also thank Dr. John O. Ojeifo immensely for writing the Foreword to this book, as well as rendering some invaluable comments. My profound thanks to my good friend, Ms. Vickie Agbatutu, for her support and assistance over the years, especially when I moved from Charlotte to Atlanta.

To all other people whose names are not mentioned here but are always remembered for their varied forms of support and assistance, I say thank you and wish you God’s blessings.

Dennis Arekpita Ogirri, Ph.D., M.U.R.P.

University Professor

ABOUT THE AUTHOR

A fter his Secondary Modern School education, Dennis Arekpita Ogirri started his career as a Clerk in Design Group Company, a European Firm of Architects in Ibadan, Western Region of Nigeria (now Oyo State). He later obtained Secretarial qualifications from the Royal Society of Arts, London, and became a Typist, Stenographer, and Executive Secretary, respectively, in the Bendel State (now Edo State) of Nigeria Public Service. He was granted study leave by the Bendel State Government to study at the University of Ibadan after passing the Advanced Level General Certificate of Education (GCE) Examinations conducted by the West African Examinations Council and the University of London. In 1974, Ogirri earned a Bachelor of Science (Honors) degree in Political Science from the University of Ibadan.

After his undergraduate education, the author was deployed by the Federal Government of Nigeria to teach at the Government Girls Secondary School in Gusau, Sokoto State, during his one-year National Youth Corps Service. On his return to the Bendel State Public Service after his Study Leave, he was promoted to the position of Administrative Officer. He later rose to the substantive rank of Undersecretary and functioned as a Deputy Permanent Secretary. He also served as a part-time Instructor at the Government Staff Training Center, and as an Examiner in the Ministry of Education, Benin City.

The author later left Nigeria for graduate studies in the United States where he earned a Masters’ degree in Urban and Regional Planning from the Graduate School of Public and International Affairs (GSPIA), University of Pittsburgh. He subsequently earned a Ph.D. in Public Policy and Administration from West Virginia University. He later did Postgraduate Studies in Business Administration (Management) at the University of North Carolina at Charlotte under the auspices of Andrew W. Mellon Foundation Interdisciplinary Studies Award Program. Professor Ogirri was Certified as an Interdisciplinary Professor of Business, Political Science, and Public Administration, and as an expert in Urban and Regional Planning.

After his completion of graduate studies, Professor Ogirri served in various faculty and administrative positions. He has served as a Full-time and Adjunct Professor at various Universities and Colleges in the United States and abroad since 1989. He was a Full-time Professor at Johnson C. Smith University, at North Carolina Central University, and at Strayer University, respectively. He also served as an Adjunct Professor at the University of North Carolina at Charlotte, Queens University of Charlotte, Shaw University, Strayer University, Montreat College, Limestone College, and at the Keller Graduate School of Management, DeVry University. He is currently an Adjunct Professor at Saint Leo University in Atlanta, Georgia.

As a United States Fulbright Scholar, Professor Ogirri taught at the University of Benin and at Benson Idahosa University in Benin City, Nigeria, in 2003-2004 academic year. The administrative and other positions held by Professor Ogirri over the years include Program Director, Department Chair, Associate Dean, Member of Board of Trustees, and Member of Board of Directors.

Professor Ogirri is a member of several professional organizations. He has served as a member of Editorial Boards and as a Reviewer for some Scholarly Journals and Textbook Publishers. His many Scholarly Publications and Presentations at professional conferences are in his interdisciplinary teaching areas. Some of Professor Ogirri’s publications are on such issues as resource utilization and management, the impact of state land reform policies on agricultural and socio-economic development, the role of multinational corporations in developing economies, international trade and globalization, human resource and diversity management, managing community and corporate social responsibility and social change, marketing well-being and elasticity of consumer retention, race and ethnic problems in the