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After several years of political emancipation from colonial rule, it is time for African nations to do the same economically. Our analysis indicates that the current political leadership environment is VUCA laden and complicated, leading to grand challenges on the continent. Therefore, the old political leadership models are inadequate for addressing the African VUCA and leadership landscape, hence, the inability to achieve the needed economic advancement. We propose a paradigm shift in political leadership for the continent to bring the decades-long desire for economic freedom to fruition by adopting the relevant organizational science and corporate leadership models for political leadership effectiveness in this complex and dynamic environment. We accomplish this by integrating three frameworks to derive nascent management and leadership capabilities relevant to the new African political leadership context and to ensure current and future leadership readiness for this new environment.

Previous studies suggested that talent management (TM) is positively related to employee work attitudes. However, a few studies have examined the mechanisms through which TM leads to employee work attitudes. The purpose of this paper is to examine the mediating role of person-organisation (P-O) fit on the relationship between TM and employee’s job satisfaction, and organisational citizenship behaviours (OCBs).

Using a sample of 232 talented employees from the Ghanaian banking sector, a partial mediation model was outlined and tested using structural equation modelling.

The results showed that TM had positive relationship with P-O fit, job satisfaction and OCBs. The findings further show that P-O fit had positive relationship between job satisfaction and OCBs and partially mediated the relationship between TM and both job satisfaction, and OCBs.

This study used cross-sectional data; hence, conclusions regarding causality cannot be made. That is, the results must be interpreted as associations rather than causality.

Management should endeavour to use TM to help align talented employee’s competences, values and goals to those of their organisation.

This study contributed to the TM literature by providing a stronger and more plausible explanation of the relationship between TM and talented employees’ outcomes.

In the space of slums are many stakeholders; the extent to which their assistance contributes to slum administration is sparsely studied. The study aims to examine how external stakeholders contribute to slum administration within the Ghanaian context.

Using the stakeholder theory, the study used an exploratory qualitative design based on face-to-face, in-depth interviews among 21 respondents. Participants were purposively selected from stakeholder organisations and slum residents based on the stake in slums governance in Ghana.

The results indicate that stakeholders have contributed towards slums livelihoods in the general areas of housing, trading, skill development and capacity building. It shows that stakeholders’ contributions tend to enhance slums’ living conditions and affect local assemblies positively. The study finds that slum dwellers categorise stakeholders’ contributions as short-term relief and long-term solutions. Additionally, it emerged that in the areas of policy design, implementation and policy feedback, external stakeholders have supported the government in that regard.

The conclusion drawn from the study is limited to the four communities and the stakeholder organisations. However, communities with similar characteristics globally might benefit from the findings.

The study uncovers a context-specific role and assistance of external stakeholders in the domain of slums. This provides a guide to the government regarding key areas of stakeholder collaboration towards slum governance in the Ghanaian context. Theoretically, this study has contributed to new knowledge about stakeholders’ contribution to the overall governance of slums.

The study expands the frontiers of knowledge in the field of slum administration by focusing on external stakeholders. This study departs from previous studies, which have examined, in broader perspectives, stakeholders’ roles within the space of slums.

The purpose of this paper is to investigate the current performance management system of the Sefwi Wiawso Municipal Assembly as well as the challenges faced by the Assembly in implementing its performance management system.

The specific design that was adopted is the case study approach. The primary data were gathered through in-depth interviews. In total, 20 heads of departments and employees were purposively sampled. The data gathered from the interviews were analysed using Miles and Huberman’s (1994) approach to qualitative data analysis.

The paper reveals that the performance management system of the Assembly has not been effective. The study also reveals poor communication, poor integration, low commitment by the top officials, absence of training, inadequate capacity for setting clear targets and objectives, and measuring and evaluation criteria for performance assessment, cultural issues, absence of rewards for good performance, financial constraints, weak and highly bureaucratic management systems as challenges facing performance management system of the assembly.

This study indicates that the training of supervisors and the linking of performance management systems with reward and recognition are key to ensuring an effective implementation of the performance management system of the Assembly.

This paper contributes to literature by examining the performance management system of the Sefwi Wiawso Municipal Assembly in the Western Region of Ghana by describing and drawing lessons from local government experiences in the implementation of performance management systems in developing countries.

The much-trumpeted Green Climate Fund and several other official financial mechanisms for financing adaptation to climate change under the UN Framework Convention on Climate Change have fallen short in meeting adaptation needs. Many poorer people are still grappling with the scourge of climate change impacts. Consequently, there has been a dominant research focus on climate change financing emanating from official development assistance (ODA), Adaptation Fund, public expenditure and private sector support. However, there has been little attempt to examine how migrants’ remittances can close adaptation financing gaps at the local level, ostensibly creating a large research gap. This paper aims to argue that migrants’ remittances provide a unique complementary opportunity for financing adaptation and have a wider impact on those who are extremely vulnerable to climate change.

The paper is aligned to the qualitative research approach. Both secondary and primary data acquired through interviews and focus group discussions were used for the study. Multiple sampling methods were also used to select the respondents.

The findings show that remittances are used to finance both incremental costs of households’ infrastructure and consumption needs, as well as additional investment needs to be occasioned by ongoing or expected changes in climate.

In the wake of dwindling government/public revenue, ODA and poor commitment of Annex II countries to fulfil their financial obligations, the study makes the following recommendations: First, the financial infrastructure underpinning money transfers in both sending and recipient countries should be improved to make transfers attractive. Second, significant steps should be taken to reduce the fees on remittance services, especially for the small transfers typically made by poor migrants. Finally, adequate climatic information should be made available to local people to ensure that remittances are applied to the right adaptation option to avoid maladaptation.

Combining insights from the social exchange and signalling theories, the purpose of this paper is twofold: first, to investigate the relationship between talent management (TM) practices and four dimensions of talented employees’ performance; and, second, to examine the mediating role of job satisfaction and affective commitment on this relationship in the Ghanaian banking context.

Structural equation modelling was used to survey data from 232 employees who are part of a talent pool in the Ghanaian banking sector.

The findings of this paper showed that TM practices increase positive talented employee performance of task, contextual and adaptive, whereas it reduces counterproductive behaviours. Second, talented employee work attitudes of job satisfaction and affective commitment partially mediate the relationship between TM practices and four dimensions of talented employees’ performance.

This study used cross-sectional data; hence, conclusions regarding causality cannot be made.

Management and organisations implementing and intending to implement TM practices should implement and invest in TM practices that will trigger employee work attitudes to achieve full employee performance.

This paper advances the literature by exploring the relationship between TM practices and four dimensions of talented employees’ performance.

The purpose of the study was to examine the electricity challenges confronting slums in order to understand the health implications thereof.

The study utilized purposive sampling techniques supported by the convenience sampling method within the context of qualitative research to select 30 interviewees of varying demographics for in-depth interviews.

The findings revealed that slums faced various forms of challenges that are attributable to lack of government support, stringent procedures and financial hardship, among others. The study also found that a lack of health education in the slums has resulted in health problems, such as skin diseases, stomach aches, cholera, typhoid and childbirth complications.

The outcome of this study cannot be generalized to represent the whole population of slums within context due to the qualitative approach.

The study advanced the frontiers of slum literature to understand contextual issues that are important to policymakers and practitioners.

This study revealed a country-specific understanding of the challenges confronting slum dwellers in accessing electricity through the perspective of the two-factor theory of motivation.

Performance management (PM) remains one of the fundamental human resource practices in organisations today and is a dominant strategy adopted in managing employees. This paper aims to analyse extant research on PM conducted globally to inform research and practices in an African context.

A systematic review of 43 articles published in 22 journals ranked by the Australian Business Deans Council and Chartered Association of Business Schools was undertaken. The papers selected were limited to the past two decades (2001–2021) to focus primarily on contemporary practices.

The findings of this review indicate that PM continues to gain attention from African scholars and practitioners, though not as prominently as indicated within the broader global context. The review also exposed significant gaps in current research, including PM issues, theoretical or conceptual development and methodological approaches, which, if addressed, could inform future practices and research foci.

The primary limitations of this study are a focus on the most recent two decades of research into PM and the intention to direct learnings from this review of scholarly insight towards a focus solely on an African context. Thus, as interpretations of insights are based upon the perspective of how these can inform PM practices in Africa, a direct extrapolation of the findings to other contexts may not be appropriate.

This review of research conducted into PM globally in the past two decades has identified limited contributions from within the African context. This lack of contextual understanding may well be affecting the adoption and creation of globally recognised PM practices in Africa. As such, there is an opportunity to understand better the complexities associated with PM by embracing theories and formulating, testing and refining existing models to consider performance issues at more profound levels of analysis within an African context.

This study presents insights into global trends in PM research and practices not previously explored, highlighting a need for more contextualised research to progress Africa beyond current theoretical, conceptual and methodological limitations.

The study examined the influence of slums on policies affecting the slums' lives in Ghana.

An exploratory qualitative approach based on in-depth interviews (IDIs) was used to select 24 respondents using purposive and snowball sampling techniques.

The findings show that slum dwellers have an adequate understanding of policies that affect the dwellers' lives. Furthermore, slum dwellers use statutory, technological, media and right-to-vote-based strategies to influence government policies. This also indicates that implemented policies do not align with realities in the slums

The outcome of this study cannot be generalised to represent the whole population of slums due to the inherent limitations associated with a qualitative design

This study uncovers context-specific strategies through which slum residents influence policies. The study concedes that policy actors involve the slums in policies that affect their livelihoods

The results are unique not only to developing countries, but are also useful to other economies with similar characteristics.