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AN
ASSESSMENT OF THE CIVIL SERVICE REFORMS IN NIGERIA
ABSTRACT
Given the
centrality of the civil service to the realization of the objectives of public
policy in Nigeria, it is unavoidable for the service to be reformed from time
to in order for it to meet up with the ever changing realities within it
immediate environment.
This
research work on the assessment of the civil service reforms in Nigeria: A
study of Olusegun Obasanjo’s Reform of [1999-2007]. The civil service is part
of the public service which takes responsibility for planning, advicing and
implementing policies and programmes in government ministries and departments
but the civil service reform in Nigeria before Obasanjo’s lack the ability to
implement, plan and design the necessary strategies’ to reduce the cost of
governance in the service. several reforms were set up to look into the
problems but to no avail. Until May 1999 when Obasanjo assume office, he solve
this problems with the vision of an ideal civil service which is competent,
professional, development oriented, capable of responding effectively and
quickly for the needs of the society.
Therefore we
started by examining the historical background of reform in the civil service,
the literature review /theorical framework, the analysis of previous reform and
the problem facing the civil servant in Nigeria, the impact of the reform on
the Nigeria civil service in general, and some recommendation on how to enhance
efficiency, effectiveness and development oriented civil service.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The evolution
of reforms in Nigeria can be dated back to the period of colonial
administration. In fact, the colonial administration made some attempts between
1941and 1947 at reforming and reorganizing the Nigeria Civil Service. Reforms
vary in scope from the most comprehensive to the extremely narrow. Indeed,
‘‘every regime in Nigeria from onset put the issue of administrative reform in
its genda’’ (Obasi, 1998). Reform is a process hat can be broken down into
distinct phases from the perception of problem to their implementation and
evaluation. However reform means to improve a system, an organization, a law,
by making changes to it, to make a change that can be made to a social system,
organization, etc in order to improve or correct it. [Oxford advanced learner’s
dictionary, 7th edition, 2005]. This means “reforms” are intended to transform,
to restore, to rebuild, to amend, to make better, to remove defects from, to
redress, to bring a better way of life. It apparently means that the reforms of
the civil service were/are intended to amend, transform, restore the service
and make better what so ever the
existing problem was in an era of a given period.
Nigeria has
undertaken many administrative reform from the pre to post independent era.
Historically, Nigeria gained her full independence in October 1st 1960 under a
constitution that provided for a parliamentary government and a substantial
measure of self government for the country’s three regions. Since then, various
panels are studied and made recommendation for reforming of the civil service,
including the Tudor Davies of 1945, Harragin commission of 1946, Gorsuch
commission of 1954 Mbanefo commission of 1959, Morgan commission of 1963, the
Adebo commission of 1971 and the Udoji commission 1972-74. A major change
accord with the adoption in 1979 of a constitution modeled on that of the
United States. The Dotun Philips panel of 1985 attempted to reform the civil
service. The 1988 Civil service reorganization decree promulgated by General
Ibrahim Babangida had a major impact on the structure and efficiency of the
Civil Service of earlier years.
The 1999
Civil Service has been undergoing gradual and systematic reform and
restructuring by Olusegun Obasanjo since May 29, 1999 after decades of military
rule. However, the civil service is still considered stagnant and inefficient,
and the attempt made in the past by panels have had little effect.
The focus of
this study is the civil service reforms in Nigeria and the efficiency
implication they had brought to the service of pre-independence period till
date.
However,
emphasis will be laid on the Olusegun Basanjo reforms of 1999 till date. This
is because the 1999 reform has been the first civilian reform after many years
of military regime.
1.2 STATEMENT OF THE PROBLEM
The history
on Nigeria shows that it is a multi-ethnic society, which is characterized with
different values, ethics, traditions and views towards politics. As a result of
the heterogeneity of the country, the study, will focus and explore the slowness
of the civil service in responding promptly and effectively to its goals.
Furthermore,
there are various problems that challenge the civil service day in and day out
from the colonial epoch till date, which include the following:
· Poor Remuneration: In effect this
means that civil servant should not only be adequately remunerated but that
their salaries should be regular. In the Nigerian civil service, the situation
is that the remuneration provided has become grossly inadequate given the
present poor economic situation and the high cost of living.
· Lack of Merit: It has been
claimed that recruitment into the civil service is based on consideration other
than expertise and merit, contrary to the merit criteria postulated by Weberian
the most visible at such consideration is the federal character policy.
· Misapplication of
Rules/Over-rigidity in Applying Rules: The hierarchical nature of the Nigerian
civil service which is in tune with the Weberian model power is concentrated at
the top. Even officers of management cadre are not allowed to take initiatives
on issues that are presented to them by their subordinates. Right from below,
there is the fear of taking action, hence buck passing is the norm in the civil
service since most matters are eventually always referred to the highest authority
in the ministry or department for action or decision.
· Absence of Job Security: According to
Weber, the ideal type of bureaucracy is characterized by a career system in
which there is security of tenure "civil servants as a whole regard their greatest
benefit as being job security and pensions." In a service characterized by
fear of loss of job, it will be difficult if not impossible to obtain the best
performance from employees. "Living in fear of loss of job and income is
incompatible with taking responsibility for job and work group, for output and
performance"
1.3 OBJECTIVES OF THE STUDY
The
objectives of the study are as follows:
Ø To examine the efficiency, effectiveness and
accountability of the Nigerian
civil
service.
Ø To investigate the ability of the civil
service to combine both its authority and
responsibilities.
Ø To analyze the assessability of the
Nigerian civil services in the checks and
balances of
its activities.
1.4 RESEARCH QUESTIONS
The
objectives of the research are logically tied to the research questions. The
research questions include:
i. How can the civil service be
properly situated as a source of influence on social policies?
ii. Can failure of the civil service
reform be detached from the colonial legacy inherited from Britain?
iii. To what extent can we say military
rule also combined as a factor impeding the effectiveness and efficiency of
reforms in the civil service?
iv. Can we really say reforms are
natural in outlook with a view to discovering factor inhibiting its
effectiveness and efficiency and the various factors that led to low morale?
1.5 SIGNIFICANCE OF THE STUDY
The intent
of this study is to examine the centrality of the civil service to the
realization of the objectives of the public policy in Nigeria. It is also
undertaken in order to eradicate existing problems and also, this study will
serve as a form of reference to further studies in the social sciences and
management disciplines.
1.6 SCOPE OF THE STUDY
The study is
designed to access the impact of civil service reforms in Nigeria. A case
study of
Olusegun Obasanjo Reform of 1999 will be undertaken exploring activities
surrounding
the reform as well as the structure, innovation and shortcoming of the reform.
As a result of limited time allocated for the work and the financial constraint facing the researcher.
1.7 METHODOLOGY
This
research work will make use of secondary data that is qualitative of analysis.
The method of collecting data is the use of relevant literature like textbooks,
journals, seminar papers and magazines.
1.8 DEFINITION OF TERMS
· Civil service is a term
designating the civil administrative personnel of the public authorities.
· Civil service reform is a package
of policy measures and, like any other measures reforms it has set goals which
it aims at achieving. The institution of reform measures in administrative
machinery presupposes the existence of some administrative deficiencies.
· A civil service commission is an
independent body set up by the government charged with the responsibility for
employing, promoting, disciplining and dismissing civil servants.
· Public complaint commission is
the institution established to investigate and real with cases of
maladministration, injustice corruption and unfair treatment by public officers
or public authorities against citizens. This body is also called ombudsman. The
body was established in October 1975 by the military administration.
1.9 CHAPTERIZATION OF THE STUDY
This study
is divided into five chapters;
v Chapter one comprises of the Background of
the study, Statement of the problem, Objectives of the study, Significance of
the study, Scope of the study, and Methodology .
v Chapter two deals with the Literature Review
and the theoretical framework
v Chapter three focuses with an analysis of
previous reforms and the problems confronting civil service in Nigeria.
v Chapter four discusses Olusegun Obasanjo's
the impact of the Olusegun basanjo's reform on Civil Service
v Chapter five is the Summary, Recommendations
and Conclusion.
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