PROBLEMS IN MANAGING HUMAN BEHAVIOUR IN THE NIGERIAN CIVIL SERVICE
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PROBLEMS IN MANAGING HUMAN BEHAVIOUR IN THE NIGERIAN CIVIL SERVICE
Chapter one
1.1 Introduction
Organisations are constantly looking for strategies to motivate their staff to perform well in the face of increasing competitive demands.
An organization’s effectiveness is defined by the conduct of its employees who are accountable for providing value to customers and producing income.
Understanding the complexity of human conduct in an organisation requires consideration of an integrated organisational system, which includes the individual, group, and organisational components that can impact a person’s behaviour.
Thus, understanding the behaviour of employees in an organisation requires knowledge of the group and how its members function. The study emphasises key issues in managing human behaviour in the Nigerian civil service.
Historical Background.
The Nigerian Civil Service derives its origins from the British system. This can be traced back to the start of Colonial Rule in the country. Lord Lagurd implemented direct rule in order to gain effective control over the people through their traditional rulers.
However, the colonial civil service, led by a British representative, was responsible for ensuring that the colonial master’s needs were met sufficiently.
The Civil Service is the driving force behind the government. Despite the fact that the service has long been mocked for being a poor bridge between each old and new administration. It serves as the stabilising force and sustaining foundation for an incoming administration.
The Civil Service, with its numerous machinery, appendages, and organisations, contributes positively to the implementation of noble policies and programmes for the people. These policies and programmes are designed to align with the current government’s vision, policy focus, and agenda.
Though the Civil Servant is intended to be politically impartial, he or she is required to demonstrate entire and unsolicited loyalty to the government in power at all times, while also displaying unwavering commitment to achieving the government’s aims and objectives.
According to Anwana (2009), the early civil service included departments such as Customs, Medical, Sanitary, Prisons, Engineering, Habour, Education, Marine, Road, and Forestry, as well as the Police Force and Post Office.
Following the unification of the North and South in 1914, eleven departments were designated as “Central.” The departments included Railway, Audit, Treasury, Post and Telegraphs, Judicial, Legal Survey, Medical, Sanitary, Forest, and Works.
As independence approached, three regional administrations evolved, each with twelve ministries. However, as of now, the Federal Department has grown to approximately thirty.
The second Republic instituted the presidential system of governance. Permanent Secretaries were not appointed if they had not previously served as career civil servants. All that has changed.
Certain modifications have occurred in the Federal Republic of Nigeria Implementation Guideline on Civil Service Reforms (1988), including the political appointment of permanent secretaries. The revisions create uncertainty about continued employment and guidelines, which can have an impact on employees’ motivation and productivity.
Akwa Ibom State Civil Service
The Akwa Ibom State Civil Service Commission was constituted in accordance with Section 178, Third Schedule, of Article 11A of the Federal Republic of Nigeria Constitution, as amended, and Akwa Ibom State Edict No.1, 1989.
Functions
Specifically, the commission was in charge of recruiting, promoting, and disciplining employees in salary grades 07 through 14. Delegated powers to ministries and extra-ministerial departments were for officers in grades 01–06.
Maintaining comprehensive and current personnel records for the civil service as a whole. Monitoring the actions of ministries and extraministerial departments to guarantee compliance, uniformity, and standards.
Structure
In 2009, the Akwa Ibom State Civil Service was divided into the following categories: the governor’s office, ministries, bureaus, extra-ministerial departments, commissions, and boards.
The Governor’s Office includes the Governor, Deputy Governor, Secretary to the State Government, and the state’s Head of Civil Service.
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