ATTENTION:
BEFORE
YOU READ THE CHAPTER ONE OF THE PROJECT TOPIC BELOW, PLEASE READ THE
INFORMATION BELOW.THANK YOU!
INFORMATION:
YOU CAN
GET THE COMPLETE PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000
ONLY. THE FULL INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE
BOTTOM OF THIS PAGE. OR YOU CAN CALL: 08068231953, 08168759420
FEDERAL
CHARACTER/QUOTA SYSTEM AND PRODUCTIVITY OF EMPLOYEES IN NIGERIA PUBLIC SERVICE
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Plural and
sharply divided societies all over the world attempt to manage their
diversities and divisive tendencies through one or combination of policy
alternatives in the organization and management of their public services for
performance; and Nigeria is not an exception (Bodunrin, 1989; Ayoade, 2000;
Abdullah, 2007). Often times, these policy alternatives turn out to be delicate
arrangements; but when carefully conceived, crafted and practiced, it provides
opportunity for centre-seeking and centre-fleeing forces to interact peacefully
and co-habit on agreed terms which has been proved to have enhanced
productivity. One of such policy alternatives adopted for the management of the
public service in Nigeria for even representation is the federal character
principle, which was borne out of the need to ensure even spread of government
appointments in all the regions, states and local government councils in the
country (Nzeshi, 2012).
Nigeria is a
federal society comprising 36 states structure with a population of more than
150 million people and has more than 250 ethnic groups, which necessitate an
arrangement that could accommodate people from the different segments of the
country in the public service (Gberevbie, 2012). The notion of federal character
presupposes the existence of a federal society. However, as a federal state,
Nigeria was faced with the challenge of how to imbibe the principle of
federalism in practice. As a result, the quota system was introduced into the
Nigerian public service in 1958 by the government to ensure equitable
representation of the various groups in the country (Tonwe and Oghator, 2009).
To further consolidate on the gains of the quota system, the Federal Military
Government of Generals Murtala Mohammed and OlusegunObasanjo in the drafting
and approval of the 1979 constitution of the Federal Republic of Nigeria during
the transition to civilian rule (1976-79) introduced into the Nigerian
political and administrative landscapes the principle of federal character
(Ekeh, 1989). Federal character principle sought to give opportunities in
education and employment, usually at the point of entry, to disadvantaged
groups and areas to enable them compete and catch up with more advanced areas
and sectors of the nation (Ekeh, 1989).
In comparing
the practice of quota system with that of the federal character principle, Ekeh
(1989) posits that the latter demands far more than the former in the sense
that it switches emphasis from opportunities to privileges and benefits. He
argues that federal character principle is a legal weapon put in place to
regulate appointments, promotions, security of tenure and severance in every
government department. The reference to the phrase disadvantaged groups in the
area of educational opportunities means that special consideration should be
given to candidates from the Northern provinces and other areas where
educational facilities were more backward than elsewhere (Gboyega, 1989). The
awkward application of the federal character principle tends to pose challenges
to the productivity of the Nigerian public service through the circumscription
of merit. Such practice of the principle of federal character in personnel
procurement without due regard for merit is more likely to mire efforts at
sustainable development in a society.
The formal
adoption of the federal system in Nigeria, which came into existence with the
introduction of the Lyttleton constitution of 1954, signaled the need for
representative bureaucracy that could address the problem in the composition of
the federal public service anchored on productive service delivery (Adamolekun,
1989; Ayoade, 2000;Ikelegbe, 2004). Accordingly, Max Weber (1864-1920) showed
the way forward on how to achieve organizational productivity through the
theory of ideal bureaucracy; and it is doubtful if any modern human
organization, whether in public and private sector can function adequately
without adhering to the principle of rationality in employee procurement and
rewards as postulated by Max Weber (Edigin and Otoghile, 1994; Anyebe, 2004).
The main
focus of this research project is the Federal Civil Service. The Civil Service
is a body without which the business of government would be impossible to
operate. The role of the civil servant is so vital that such personnel is
expected to be productive, progressive and enterprising; hence the need to
employ well educated, skilled and experienced people.
But for
political reasons, the Federal Civil Service now combines the administrative
ethics of merit and political doctrine of federal character as a recruitment
policy because of the need for a representative bureaucracy.
The federal
character principle was incorporated as an employment policy having taken into
cognizance the impervious and insistence demand by each ethnic group, no matter
how small numerically, or how poor materially, or how backward educationally
for a fair and dignified place in the Nigeria sum.
For some
time now, the Federal Civil Service has come under criticism because its
performance and productivity left much to be desired. Many attribute its
unproductive and inefficiency to the adoption of the Federal Character
Principle which they believe negates the administrative ethics of merit system
–skill, qualification, experience through training which are the basic criteria
for efficiency. However,this study seek to examine the relationship between
federal character/quota system and productivity of Nigeria public service.
1.2 STATEMENT OF THE PROBLEM
The
perennial problem of imbalance in our national life had revolved around other
sectors of the economy, the immediate problem which prompted the research to
investigate on is the issues relating to the allocation of educationally based
positions among the federating units relates to federal character principle
which means that all the geo-political zones will be given equal chance for the
appointment and output-efficiency as it relates to observation of federal
character principle.
In the
related development, there have been discriminatory attitudes on many federal
institutions in terms of employment into the Nigerian civil service as there
are a specific numbers of candidates to be taken from each state. There is also
a problem of quota system in the area of employment into the federal civil
service, which has introduced mediocrity in the service.
Consequently,
there has been gross misconduct in the area of employment due to sectional
consciences and nepotism from those in authority in the Ministries and
Parastatals. Federal institutions seem to recruit on nepotism and favoritism
without minding the effect of such practices to the productivity, efficiency of
service delivery and quality of output to the nation. Even when the federal character
principle is observed, the institution will not consider efficiency of the
candidate hence they are relatives and will not follow the due process thereby
cutting corners in the recruitment exercise. All these problems have been a
hydra-headed challenge to the Federal Character Commission.
1.3 OBJECTIVES OF THE STUDY
The
following are the objectives of this study:
1. To examine the relationship between federal
character/quota system and productivity of Nigeria public service.
2. To investigate whether certain standard are
maintained in the course of recruitment on quota basis in the country’s civil
service.
3. To determine the factors militating against
productivity in the Nigeria public service.
1.4 RESEARCH QUESTIONS
1. What is the relationship between federal
character/quota system and productivity of Nigeria public service?
2. Are there any certain standard maintained in
thecourse of recruitment on quota basis in the country’s civil service.
3. What are the factors militating against
productivity in the Nigeria public service?
1.5 HYPOTHESIS
HO: There is
no relationship between federal character/quota system and productivity of
Nigeria public service
HA: There is
relationship between federal character/quota system and productivity of Nigeria
public service
1.6 SIGNIFICANCE OF THE STUDY
The study of
implications of application of Federal Character Principle for efficiency in
the civil service is of immense benefit to different institutions, especially
those institutions that needed employment related data for their routine
activities. From such research, Federal Civil Service Commission can tell if
the character principle is observed in every batch of recruitments conducted by
different Federal Agencies and whether such recruitment isorderly conducted
through the help of Federal Commission.
Again, by
observing the character principle, the federal Bureau of Statisticscan collate
and manage data on employment-unemployment situation andthrough that ascertain
the living conditions of different age brackets in liaisonwith National
Population Commission that would give out the population ofsuch age brackets.
All these groups will benefit from a research of thisnature because if well
managed, because the result would have relationshipwith sustainable development
with the help of efficient manpowerdevelopment.
1.7 SCOPE/LIMITATIONS OF THE STUDY
The scope on
the study on federal character/quota system and productivity of Nigeria public
service will cover all the issues of employment in the Nigerian civil service
analyzing the methods of selection (i.e. the merit system of the federal
character/quota system) considering the effects of both of them on productivity
in the federal civil service
1.8 DEFINITION OF TERMS
Federal
Character: The system of distributing positions/resources toreflect the ethnic,
regional or sectional differences in Nigeria,irrespective of whether the person
concerned is the most qualified ornot.
Civil
Service: Refers to the organization, personnel, practices andprocedures
essential to effective performance of the civilian functionsentrusted to the
executive branch of government comprising thosepublic servants appointed on
merit on a permanent, contract ortemporary basis without any inferences of
political considerations forthe purpose of executing public policy. Thus, the civil
service wheneverreferred to in this work means federal government
employee,organization practices and procedures directly involved in
publicadministration.
Representation/Representative:
A condition which exists when thecharacteristics and acts of one vested with
public functions areaccordance with the desires of one or more persons to whom
the functions have objective and subjective importance. It therefore
carrieswith it authority and legitimacy as such person performs has duty on
behalf of others.
Quota: A
quota is inflexible number that be reached within a givenperiod of time,
regardless of the methods used or the availability ofcandidates. Here, there is
the possibility or every tendency thatwhoever presents himself will be accepted
to fill the gap: thus, theacceptable standard might be lowered to achieve this
aim. That seemsto be the fate of the federal character principle as it is now
beingapplied especially in the federal civil service, considering the
graveimbalance between the regions or ethnic groups in Nigeria.
National
Ideology: A set of concepts, doctrine, beliefs to which themembers of a society
are committed and which identified the nationalcharacter of the country;
ideology therefore functions to influence andjustify certain kinds of behaviours
and claims.
HOW TO GET THE FULL PROJECT WORK
PLEASE, print the following
instructions and information if you will like to order/buy our complete written
material(s).
HOW TO RECEIVE PROJECT MATERIAL(S)
After paying the appropriate amount
(#5,000) into our bank Account below, send the following information to
08068231953 or 08168759420
(1) Your project
topics
(2) Email
Address
(3) Payment
Name
(4) Teller Number
We will send your material(s) after
we receive bank alert
BANK ACCOUNTS
Account Name: AMUTAH DANIEL CHUKWUDI
Account Number: 0046579864
Bank: GTBank.
OR
Account Name: AMUTAH DANIEL CHUKWUDI
Account Number: 2023350498
Bank: UBA.
FOR MORE INFORMATION, CALL:
08068231953 or 08168759420
AFFILIATE
Comments
Post a Comment