INEFFECTIVENESS AND INEFFICIENCY OF THE CIVIL SERVICE IN NIGERIA
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- 1-5 Chapters
- Abstract : Available
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- Recommended for : Student Researchers
- NGN 5000
ABSTRACT
This study was carried out to examine the ineffectiveness and inefficiency of the civil service in Nigeria in eket local government area of Akwa ibom state. Specifically, the study examined how ineffective and inefficient is the civil service of Akwa Ibom) State, To identify factors that responsible for ineffectiveness and inefficiency of the Akwa Ibom State Civil Service, To investigate their effects on the general development of the State ,To suggest measures that could enhance effectiveness and efficiency in Akwa Ibom State Civil Service. The study employed the survey descriptive research design. A total of 150 responses were validated from the survey. The study adopted the activity theory. From the responses obtained and analysed, the findings revealed That there are factors responsible for ineffectiveness and inefficiency of the Akwa Ibom State Civil Service, That ineffectiveness and inefficiency have effects on the general development of the State, That there are measures that could enhance effectiveness and efficiency in Akwa Ibom State Civil Service. This is as the Pearson correlation test showed a positive significant relationship (.922**) between lack of workers motivation and the level of ineffectiveness and inefficiency of the civil service in Akwa ibom state .The study recommend The civil service in Nigeria should adopt well-articulated reform measures that will enshrine proper institutionalization of Weberian ideal tenets of bureaucracy. The state Government of AKWA IBOM should summon the political will to harmonize and implement relevant recommendations from the various committee reports. Some of these include, Service Delivery (Servicom), Restructuring and Re-positioning of the MDAs, Maximum of eight (8) years tenor for Permanent Secretaries and categories of Directors, etc. Recruitment into the public service should be based on merit rather than the present approach which is based on favouritism, ethnicity, nepotism, religious and regional bias. Civil service rules should be made flexible to allow for workers’ initiatives in response to external or environmental changes.
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