ABSTRACT
Discipline
is inevitable in any organisation as a
way of ensuring attainment of efficiency
in service delivery. The Civil Service Rules prescribe procedures for
disciplining erring Civil Servants. However, over the years there had been
cases of breach in the disciplinary
process of erring Civil Servants resulting in several law suits against the government and its agencies. It
had been observed that the method of disciplining staff may have some effect later on their level of
productivity, as well as on their colleagues. The study therefore,
investigated Disciplinary Procedure
(DP) and
Job Performance (JP) among Civil
Servants in Lagos and Ondo States between 2005 and 2015.
Survey
design was adopted for the study. The population comprised of civil servants in
the Ministry of Establishment and Training, Public Service Office and the Civil
Service Commission. Stratified random sampling technique was used in the
selection of respondents from the two states according to their cadres and
grade levels. A validated questionnaire was employed to measure Statutory
Disciplinary Procedure (SDP) measured on 4-point scale (α=0.75); Investigation
of Disciplinary Cases (IDC) measured on
6 point scale (α=0.84); Special Training for Personnel Handling Disciplinary
Cases (STPHDC) on 5- point scale (α=0.89); Discrimination and Bias Judgement of
Cases (DBJC) on 6-point scale (α=0.87); Awareness of Disciplinary Procedural
Cases (ADPC) on 5-point scale (α=0.89); Job Performance of Civil Servant within
the service (JP) on 4-point scale (α=0.83) in both states. A total of 487
copies of the questionnaire were administered with a response rate of 85.6%. In
addition, in-depth interview was conducted with 6 Directors, two each from the
selected ministries. Data collected with the questionnaire were analysed using
descriptive statistics. The hypotheses were tested, using Pearson Product
Moment Correlation (PPMC) at 5% level of significance. The qualitative data
from the interview were transcribed and content-analysed.
Findingsrevealed
that there were SDP in the civil service in both states but were not adhere to.
Also IDC was significantly associated with JP (r=0.489, p<0.05). there was a
positive relationship between STPHDC & JP of civil servant in the states
under investigation (r = 0.529, P< 0.05 ).The study also find that there was
a negative relationship between DBJC
& JP of civil servant in Lagos and Ondo state (r = 0.318, p< 0.05).
The
study concluded that proper investigation of disciplinary cases increased job
performance of Civil Servants in both states as officers were confident of
being fairly heard. Also, cases of discrimination and biased judgements were
prominent in these states thus having a negative effect on job performance of
Civil Servants. Consequently, the study recommended that the Civil Service
Commissions should ensure adherence to stipulated disciplinary procedures
in disciplining erring Civil Servants in the two states. Those
who abuse the disciplinary process
should face stiffer sanctions.
CHAPTER
ONE
INTRODUCTION
1.1
Background to the Study
The Civil Service is an indispensable
instrument for the implementation of government policies and programmes. This
is because it is through the instrumentality of Civil Service that government
policies are translated into services for the people (Maikudi, 2012). On this note, Ugwu-olo (2007) averred that
the success or failure of any policy of government is a function of the
disposition of the civil servants to its implementation. Similarly, Abasili
(2008) argued that no matter how well articulated government programmes may be,
they cannot be successfully implemented without effective administrative
machinery whose technical competence, loyalty and commitment should translate
ministerial policies and programmes into action.
Put
differently, there is little or no hope of success in the delivery of Services
if the Civil Servants are not professional or ethical in their conducts.
According to Gildenhuys (1991), poor, dishonest management of public affairs
and corruption (immoral acts) are among the most common manifestations of
unethical conduct. Maladministration and corruption in the public sector are
usually widely broadcast and exaggerated, largely because the public sector is
run with taxpayers’ money. For practitioners in the public sector, especially for
public supervisors, it is important that there be guidelines for administering
and directing the public service in other toplace subordinates on the right
track so as to prevent corruption and eliminate maladministration. It
is worthy to note that the Civil Service is the heart, nucleus and core of the
public service. The strength and efficiency of the Civil Service are vital to
the success of the government machinery as a whole. It is the loyalty and commitment of members
of the Civil Service which ensures the effective translation into action of
ministerial policies and programs.
The Nigerian
Civil Service has its roots in the British system. Lagos and Ondo state Civil
Service came into existence with the creation of each state in 1967 and 1976
respectively. Unfortunately, Nigerian Civil Service, and the Civil Service of
the component states have had their fair share of political impasse with sundry
reforms, thus altering their normal course.
The
primary function of the Civil Service in Nigeria is to implement government
policies and programmes. The ability of Civil Servants to perform this function
effectively depends largely on the quality of training, motivation, integrity
of the judges (supervisors) and other players.
Salisu
(2011:67) opined that the traditional roles of the Civil servant in Nigeria has
been diluted by the politicization of the Civil Service in recent years thereby
undermining its credibility and integrity. Presidents and state governors tend
to listen more to their close political supporters and associates than to
professional Civil Servants because they are associated with inefficiency,
ineffectiveness, corruption, self-centred and lack of accountability as such,
government and the society no longer have confidence and trust in them.
The
gross indiscipline among the rank and file of Civil Servants, makes it
necessary to have disciplinary measures for the purpose of improving employees’
performance on the job. Many factors
such as motivation, training, poor work environment, inadequate information on
employees’ feedback, discrimination and biased judgment to mention a few have
contributed to employee low job performance. Supervisors who are faced with
problems of correcting the abnormalities of their subordinates, to a large
extent, think that formal discipline is the only method they can apply to deal
with poor performance and unacceptable behaviour.
While
some employee seem to think that supervisors take pleasure in meting out
punishment the truth is that it is usually a dreaded exercise. However, it can
often be done in an effective way. When employee discipline is done properly,
it would not generate hurt feelings or resentments. On the other hand, when it
is not done properly, it is often seen as unfair and can actually result in low
job performance. Therefore, supervisors who impose discipline need to be
disciplined and trained for the purpose of achieving disciplinary objective.
This is because the primary objective of discipline is to correct certain
behaviour or misconduct in respect of job performance and not punishment. This
requires that the employees have adequate information (feedback) about their
current performance, attendance or behaviour vis-a-vis the desired performance,
(Aguinis, Joo and Gohfredson, 2011, Aguinis 2009). It is against this
background that the study examines the disciplinary procedure and job
performance among civil servants in Lagos and Ondo States.
1.2
Statement of the Problem
There
have been claims and counter claims that the appropriate disciplinary process
is not usually followed in the handling of cases involving civil servants. Many
extra- legalistic factors were alleged to have been glossed over in the
disciplinary procedure. There were insinuations that no efforts were made to
investigate factors such as, why there is change in employee
behaviour/attitude. Hence, many cases were alleged not to have been properly
investigated before conclusion were drawn, such as that of Mrs. Ojikutu vs.
Lagos State Ministry of Youth and Sports.(see pg 17)
There
were suspicions that lapses in the disciplinary procedure could have been due
to lack of or improper training of specialists to handle disciplinary cases.
Presently, the Civil Service Commission delegated its power to the Permanent
Secretary to constitute a Personnel Management Board when dealing with erring
staff, with a representative from the commission,Ministry of Establishment and
Training and the Public Service office as members, hence, the most senior
officers are usually picked to be members of this committee based on their
level of experience and not expertise. This method of selecting members of the
committee may have negative consequences in the case of not following the
appropriate disciplinary procedures. In addition, disciplinary cases and procedure
published or gazetted for the consumption of civil servants are not within
their immediate reach. This could have a negative effect on compliance with
civil service rules and disciplinary procedure. It wasn't surprising therefore
some civil servants claimed that it was after they were disciplined that they
became aware of the procedural rules guiding them. This problem of lack of
awarenessmay have negative effect on civil servants' job performance.
There have been several allegations of poor
handling of disciplinary procedural cases glossing over of extra- legalistic
factors in disciplinary cases, intrusion of political interference or
affiliations, biases, improper training and composition of panels to handle
disciplinary cases and non-gazetting of disciplinary cases. In order to attempt
a clarification of these issues, this study investigated the effect of
disciplinary procedure in Lagos and Ondo states on the job performance of Civil
Servants.
1.3
Objectives of the Study
The main objective of this study is to
examine the disciplinary procedures and job performance of civil servants in
Lagos and Ondo States. The specific
objectives are to:
i.
identify the approved statutory disciplinary procedures in Lagos and Ondo States
Civil Service;
ii.
examine the effects of poorly investigated cases of disciplinary procedure on
job performance of Civil Service in both
states;
iii. appraise the effects of specially trained personnel
handling disciplinary cases on job performance in Lagos and Ondo states;
iv.
investigate the effect of discrimination and biased judgment of disciplinary
cases on job performance of Civil
Servants.
v. appraise the
effect of lack of awareness of disciplinary procedural cases on job performance of Civil Servants in the states under investigation.
1.4 Research Questions
1.
What are the approved disciplinary procedures applicable in the Civil Service
of Lagos and Ondo States?
2.
How has investigation of disciplinary cases affected job performance of Civil
Servants in Lagos and Ondo States?
3.
What effect will a specially trained personnel handling disciplinary cases have
on disciplinary procedure and job performance of Civil Servant in Lagos and
Ondo States?
4.
Will discrimination and biased judgments in disciplinary process affect job
performance of Civil Servants in Lagos and Ondo states?
5.
Can awareness of disciplinary procedure and cases affect job performance of
Civil Servants in Lagos and Ondo states?
1.5 Hypotheses
The following hypotheses were tested at 0.05 level of significance
H1: There is significant relationship
between poor investigations of disciplinary
procedural
cases and job performance of Civil Servants in Lagos and Ondo States.
H2:
There is significant relationship between specially trained/ experienced
personnel
handling disciplinary procedure and
Civil Servants job performance.
H3: There is significant relationship
between discriminatory and biased judgments in
disciplinary
procedure and job performance of civil servants in Lagos and Ondo
states.
1.6 Justification for the
Study
The
Civil Service has been identified as an institution
at the heart of the formulation and implementation of the policy of governments
and therefore a major pillar contributing to the development and stability of
any country. It is regarded as the engine for the processing of the vastly
acquired and expanded responsibilities of a country’s governments and no nation
has been able to advance beyond its civil service.
The
fact that the Civil Service is the core of the Public Service and the
effectiveness and performance of any government is principally determined by
the efficiency of the Civil Service informs the
various reforms aimed at improving it for efficient and effective Service delivery
is regarded as critical to the promotion of sustained socioeconomic
development of Nigeria. Years after
these reforms, the much anticipated result-oriented Civil Service had not
developed in Nigeria.
This study is therefore
both timely, significant and justified. An in-depth investigation of the
administration of disciplinary procedures and the consequences that such
administration portends for job performance in Lagos and Ondo States Civil
Service will help contribute to the sparse knowledge in this area. In addition,
the suggestions and recommendations proffered in this study will help ensure
effective administration of disciplinary procedures for better job performance
in the Nigerian Civil Service. Finally, the result to
be presented in this work will be useful to scholars who may wish to carry out
further research on Nigerian Civil Service as this study will be a useful
reference material for them.
1.7 Scope of the Study
The study focuses on the
disciplinary procedures in Nigeria’s Civil Service with specific reference to
Lagos and Ondo States between 2005 and 2015. The scope of this study is limited
to the application of disciplinary process for improved job performance in Lagos
State Civil Service (LSCS) and Ondo State Civil Service (OSCS) within the above
stated period. Lagos State Civil Service (LSCS) was chosen being the highest
employer of labour after the Federal Government with a staff strength of One
hundred and eighteen thousand, three
hundred and forty seven (118,347)
(Source, www.lagosstate.gov.ng)
and it represents the true nature of Nigeria in terms of ethnic, religious and
cultural affluence. Ondo State Civil Service (OSCS) with a staff strength of
Eleven Thousand Nine Hundred and Fifty (11,950) as at May 2003. (Source,Ondo
State Civil Service Commission Annual Report 2013) was selected based on the
fact that it represents other states of the federation that does not possess
strong socio-economic affluence like Lagos State.
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