Work Life Balance and Role Conflict of Career Women in Ekiti State Civil Service, Nigeria (Published)
The study examined work life balance and role conflict of career women in Ekiti State civil service. Specifically, the study examined the relationship between work life balance and management of role conflict; work life balance and management of work-to-family conflict; and work life balance and management of family-to-work conflict of career women in Ekiti State civil service.The descriptive research design of the survey type was used in this study. The population for this study consisted of all career women in Ekiti State civil service in Ekiti State. The sample for the study consisted of 100 career women drawn from Ekiti State civil service. The sample was selected using multistage sampling procedure.A self-designed research instrument tagged Work Life and Conflict Questionnaire (WLCQ) was used to collect relevant data for the study. The face and content validity of the instruments were determined by experts of Adult Education and Test and Measurements. The reliability of the instrument was established using test re-test method which yielded a co-efficient value of 0.76. The responses obtained were analyzed using inferential statistics of Pearson’s Product Moment Correlation at 0.05 level of significance. The findings of the study revealed that that work life balance is related to management of role conflict, management of work-to-family conflict of career, and management of family-to-work conflict of career women in Ekiti State civil service. Based on the findings of the study, it was recommended among others that organizations should help or provide facilities required like flexible working time arrangements, care of children and family members, paid leave, insurance schemes, crèche facilities, and maternity leaves more than six months.
Implementation of civil service reforms in Southeast Nigeria: A Review of Service Compact with all Nigerians (SERVICOM) (Published)
The paper assesses the Implementation of civil service reforms in Southeast Nigeria using the 2005 Service Compact with all Nigerians (SERVICOM) as focus. A cross-sectional survey method wherein structured questionnaire was used to collect data was adopted. From a total population of 2,758, a calculated sample of 400 respondents was adopted using Guilford and Flruchter (1973). With the aid of strategic model of Human Resource Management [SHRM] theory, percentage, and chi-square (χ2) tools, the data generated was analysed. The results reveal that the Civil Service Commissions have not sufficiently established the structural requirements 0f SERVICOM, failed to substantially establish SERVICOM procedures and principles, and failed to apply customer problem and satisfaction survey mechanisms to assess its services. Therefore, this paper recommends a time-tagged ultimatum to the Civil Service Commissions to implement all the SERVICOM requirements and establish its procedures and principles. A special unit/department should also be created with the sole oversight function of managing reforms in the civil service.
In late 2017, Brazilian president Michel Temer commissioned a survey about civil service and government expenditures at the World Bank. The results were catastrophic: The Brazilian government spends significantly more than it collects and allocates its resources in an inefficient way, impacting negatively the Brazilian economy growth. One of the villains pointed by the report is precisely the size of the government, the inefficient Federal Civil Service, especially the high salaries, and disproportional benefits from the Executive branch, especially regarding the Social Security regime. The initiative is part of the Federal Government to follow through a controversial reform on civil service, under current Congress debate, in a year of presidential elections. Will the reform succeed? We analyzed the challenges and pitfalls on the Brazilian Civil Service, and its reform proposals, in comparison to: (a) private service, and (b) to equivalent civil services from other countries. Finally, we addressed the discussion on its implications to the Brazilian economy, and brought recommendations for public managers, as well as future research.
Civil Service anywhere in the world plays a very significant role in transforming government policies and programmes into reality. In most developing countries in general and Nigeria in particular the performance of Civil Service in discharging its duties is quite below expectation even after many reforms and restructuring had been carried out. The work identified and discussed what needs to be done for optimum performance of the Civil Service in Nigeria. It examined human and environmental factors that hindered Nigeria Civil Service from realization of its intended goals. The work is of the view that the attainment of optimum performance by the Civil Service in Nigeria is predicated upon the level of commitment and fidelity by the leading operator of the service. The work relied on secondary source and observation to gather the data that were used in this work. The work recommended among others that for Nigerian Civil Service to attain optimum performance there must be vigorous and sustained campaign to make propriety the prime mood of the nation’s culture.
The Ecology of Recruitment and Selection of Personnel and the Quest for Efficiency in the Delta State Civil Service (Published)
The role of modern government have increased in volume and completely over the years. It is more so because the enormous responsibility of making a larger number of the citizenry comfortable rest squarely on the government. This symbiotic social contract between government and the people had always compelled every government to employ qualified and competent personnel into its service. This paper examines the problematic of the influences of ecological factors which tend to undermine the consideration of merit principles in the recruitment and selection process. Combining the content analysis with focused group discussion methods, the paper rely on the Weberian bureaucratic model prescription to guide the Delta state Civil Service out of the recruitment and selection process bedeviled by primordial sentiments. Among other things, the paper recommends a dis-emphasis on the prevailing principles that promotes mediocrity as against age-old philosophy of excellence, competence and qualification that facilitate improved implementation of government policies and programmes.
A COMPARATIVE ANALYSIS OF THE NEW CIVIL SERVICE LAW IN ALBANIA IN VIEW OF THE COMMITMENTS UNDER OF THE STABILISATION-ASSOCIATION AGREEMENT WITH THE EUROPEAN UNION (Published)
Albania signed the Stabilisation Association Agreement with the EU in 2006. In june 2014 it has been officially accepted as a EU candidate state. The SAA agreement fosters democratic principles and protection of human rights, rule of law, and the principles of the market economy as enshrined and proclaimed in some key international documents such as the Universal Declaration of Human Rights, European Convention of Human Rights and in the Helsinki Final Act. Title VIII of the SAA “Policies of cooperation”, includes important provisons with regard to the public administration. It regulates in technical terms the obligation of Albania to establish an effective and responsible public administration seeking to implement the rule of law principles. The transparent and impartial recruitment procedures, management of human resources, career develoment in the public services sector both at the cental and local administation levels are crucial in this process. The signing of the SAA is only the first step for the comprehensive reform of the Albanian public adminstration, aimining at attaining the standards set forth by the principles of the European administrative space. The establishment of a system of professional civil servants that would guarantee the independence, integrity, transparence and the implementation of the principles of an open and efficient administration toward the public, remains a challenge. A new civil service law was adopted in 2013, aiming at the establishment of a stable and professional civil service system, based on merits, moral integrity, political neutrality and accountability of its members. The new law also regulates the juridical relationship between the State and civil servants and determines the management rules of the civil service. The paper explores the new civil service regulation in force in Albania, from the perspective of the obligations provided in the SAA regarding the strengthening of public administration and the establishment of a civil service system responding effectively to the integration challenges ahead, as well as in a comparative overview to the abolished system of civil service