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TABLE OF CONTENT: CHAPTER ONE INTRODUCTION 1.1
Background of the Study 1.2 Statement
of the Research Problem 1.3
Objectives of the Study 1.4
Significance of the Study 1.5 Research
Questions 1.6 Research
Hypothesis 1.7
Conceptual and Operational Definition 1.8
Assumptions 1.9
Limitations of the Study CHAPTER TWO LITERATURE REVIEW 2.1 Sources
of Literature 2.2 The
Review 2.3 Summary
of Literature Review CHAPTER THREE RESEARCH METHODOLOGY 3.1 Research
Method 3.2 Research
Design 3.3 Research
Sample 3.4 Measuring
Instrument 3.5 Data
Collection 3.6 Data
Analysis 3.7 Expected
Result CHAPTER FOUR DATA ANALYSIS AND RESULTS 4.1 Data
Analysis 4.2 Results 4.3
Discussion CHAPTER FIVE SUMMARY AND RECOMMENDATIONS 5.1 Summary 5.2
Recommendations for Further Study Bibliography |
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CHAPTER
ONE |
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INTRODUCTION 1.1 BACKGROUND TO STUDY Nigerian Civil Service today was inherited from the
colonial masters-Britain, although the colonialists operated this to her
profits but to the detriment of Nigeria. Civil service is a term used to
cover those employed under the Federal and State government, particularly
those employed by either the federal or state civil service commission. The Nigerian civil service became indigenous after
independence in October 1, 1960. This did not come with easily, there were
demands and agitations from the nationalists who had it rough with
colonialists before independence. On this note Nicholson (1969) wrote “there
have been demands by the nationalists for the Nigerianization of civil
service before independence”. The civil service has undergone
some reforms like in General Ibrahim Badamosi Babangida regime started a
revolutionary reform exercise, in the civil service Dele Olowu (1988) said,
“since 1988 reforms, we have witnessed the absence of legitimacy and
competence among the most powerful cliques as well as the subvention of public interest in all its ramification,
corruption has remained pervasive with its devastating consequences”. The reform empowered and gave
the Minister (Commissioner in the State) the overall authority and he
controls the ministry as his personal
affairs. The minister being the
accounting officer becomes the almighty that has the final say and does not
care if his administrative operations and policies are conducive
beneficial to the ministry and the
nation at large. Civil service is the backbone of the government, for it
controls the entire administrative machinery of the government. The civil
service as a bureaucratic institution having a crop of individuals from all
works of life within the society is organized to carry out the activities of
the government both on administration and business aspect. The word bureaucracy has over the years acquired an odious
connotation. This associated with inefficiency, lack of initiative and
unintelligent rigidity in the approach to human problems. This is the sum
total impression that comes to mind when the word bureaucracy is mentioned
and applied to the way civil servants go about their normal business. This is
the reason Nwagbo Eze (1981) observed that
“many achievement oriented shrewd observers of Nigeria people at work
have always come out with a common impression that generally Nigeria workers
are lazy, slow, sleepy, reluctant to act, unconcerned and deceitful in their
approach. These workers are said to lack the zeal, the briskness, and
momentum of hard working people and generally, they dislike hearing people
talk about efficiency, dedication, honesty, competence, determination and
productivity all of which characterized achievement. People in a production
oriented society”. Then the big question starring before us is, are Nigerian
workers in the civil services lazy and inefficient? By their nature are they
sleepy, incompetent, slow, and lack the zeal to work? What are the factors
surrounding low productivity in the civil service and what should be
remedies? As stated earlier, that Nigerian civil service has passed
through regime and political processes some of which came with drastic
measures ( like retrenchment, desolution and redeployment of top management
officers as government change battin ) that left the service in tartars. Civil service has suffered in the hands of ethnic politics
and dichotomy, nepotism, godfatherism, corruption at the highest level,
unnecessary interference from the ruling class because of political party’s
policies, programmes and influences. But as part of manpower development are
not addressed properly. Although there is policy on manpower development but
implementation and funding lacks the executive support for its execution to
the letter. Pointing on the need for manpower development in civil
service for required workers productivity, Nwachukwu (1988) said that
“employee productivity is a function of ability, will and situational
factors. An organization may have employees of ability and determination with
appropriate equipment and management support, yet productivity falls below
expected standards. The missing factor in many cases is the lack of adequate
skill and knowledge which are acquired through training and development”. Civil service personnel are wonderful instruments and
assets in the government administrative activities. As we know that change is
constant, they need encouragement, incentives and all it takes to help them
explore and rise to another level in order to withstand and measure up with
the challenges obtainable in other nation’s civil service. What they need
mostly coupled with incentives and encouragement is training and development
to achieve this fit. If they are equipped with area, only time will tell the
level of resultant benefits we will reap through civil service to the
betterment of Nigeria. 1.2 STATEMENT OF THE PROBLEM In the process of data sourcing for this research work,
there are problems facing Enugu state civil service which in one way or the
other is peculiar to the entire civil service in Nigeria. There is problem of
inefficiency and lack of drive among a great number of workers in the
workforce coupled with low productivity. Also, inadequate training and
development programmes and facilities for the manpower and there is no proper
funding and sponsoring of personnel to undergo training and development
courses. Furthermore, the welfare and proper conducive working
condition of the workforce not addressed properly. Result oriented management
that can organize, direct and coordinate human and material resources to
achieve aims and objectives is lacking. Finally, unnecessary intervention and pressures from the
political and executive class on the civil service has made vacant posts
politicized thereby trusting professionalism and expertise. This also brought class struggle among
management staff and to some extent goes down to subordinate groups, which
causes lack of enabling work environment within the services community with
tribal problems on ground. From the problems stated we ask these questions what is the
cause of inefficiency and lack of drive among the workforce? And what should
be the remedies? Also looking at low productivity in the workforce, has
inadequate training and development of the workers any thing to do with it?
Or does the issue of improper dressing to workers welfare and working Condition
added to it? What can the government and management do to help civil service
thrive in this millennium era? 1.3
PURPOSE
OR OBJECTIVE OF THE STUDY Looking at the problems
identified from the research work which revealed thus: Problem
one, inefficiency and lack of drive/ inadequate training and development
programmes. Second problem is lack of
adequate welfare/ proper conducive working condition and bad management. Thirdly is the problem of
excessive political and executive pressure with tribal sentiments in the
service community. The
purpose of this study is to examine the way to address and establish proper
and well organized training and development programmes which will help in
eliminating inefficiency and lack of drive among Enugu state civil servants. Thereby helps to improve the
skill and technical competence of the workers. Secondly, to examine the workforce, their
needs, problems and environment and seek a way to address them properly which
will boost their morale. Also the way to have and maintain a result oriented
management that will move the service forward. Finally, to seek a way in which
the political and executive pressure will be minimized in order to allow the
civil service to flourish as supposed and to bring a lasting solution to
tribal problems in the service community. 1.4 SIGNIFICANCE OF THE STUDY The research project study is on manpower development and
workers productivity in Enugu state civil service. The importance of this
study is that it focused mostly on the proper training and development of
workers in an organization. The problems of the workforce and how to tackle
them for the attainment or organization objectives and goals The role of good management of
human and material resources which brings about quantitative and qualitative
productivity. In this
study, if the reasons for manpower development and steps to tackles or handle the needs and problems of the
workforce are taken into consideration and good management of human and
material resources is in place, we will see an empowered civil services
with high level of productivity in
Nigeria. Further, this study will be of great help and importance to
many organization like banking sector, oil and energy sector and even the
universities which is in education sector. This is because humans are
determining factor to any organization’s upliftment, establishment,
objectives and goals. 1.5 RESEARCH HYPOTHESIS 1.
Training and development activities help to improve the skill and technical
competence of the workers. 2. Inadequate training/ manpower development
has become a problem that gave rise to inefficiency amid Enugu state civil
servants. 3. Proper management and Conducive working
condition will foster workers to
increase their out put in Enugu State civil service. 4. Excessive political and executive
pressure impedes professionalism
and expertise in Enugu state civil service
but makes room for politics in the service. |
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