TABLEOF
CONTENTS
Content Page
Title page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table of Contents vi
List of Tables ix
List of Figures x
List of Appendices xi
CHAPTER
ONE: INTRODUCTION
1.1 Background to the Study 1
1.2 Statement of the Problem 2
1.3 Objective of the Study 3
1.4 Research Questions 3
1.5 Hypotheses 4
1.6 Significance of the Study 4
1.7 Scope of the Study 5
1.8 Operational Definition of Terms 6
1.9 Overview of Chapters 6
CHAPTER
TWO: REVIEW OF LITERATURE
2.1. Conceptual Review of the Study 8
2.1.1 Attitude and Perceptions 9
2.1.2 Attitudinal Change 11
2.1.3 Attitude to Work 12
2.1.4 Attitude and Performance 13
2.1.5 Job satisfaction 14
2.1.6 Job satisfaction and Work Performance 14
2.1.7 Organisational Commitment and Work Performance 15
2.2.Historical Background of the Nigerian Civil Service 15
2.3. The Nigerian Civil Service Reforms 18
2.4. Structure and Responsibilities of the Civil Service 20
2.5. The 1975 Great Purge of the Nigerian Civil Service 21
2.6Measures Established to Reinforce the Civil Service 21
2.7.0 The 1988 Civil Service Reforms 24
2.8.0 The Major Problems of the 1988
Civil Service Reforms 28
2.9.0 The Lagos State Civil Service 32
2.10.0Empirical Review of the Study 35
2.11.0 Theoretical Framework of the Study 38
2.11.1 Herzberg’s Two-Factor Theory 38
2.11.2 Equity Theory 40
CHAPTER
THREE: METHODOLOGY
3.1 Research Design 42
3.2 Population 42
3.3 Sample size and sampling Technique 42
3.4 Method of Data Collection 44
3.5 Sources of Data Collection 44
3.6 Instrument for Data collection 44
3.7 Validity of the Research Instrument 45
3.8 Method of Data analysis 45
3.9Ethical Consideration 45
3.10 Post Research Benefit 46
CHAPTER
FOUR: DATA ANALYSIS, RESULTS AND
DISCUSSION
OF FINDINGS
4.1 Presentation of results and data Analysis 47
4.2 Test of Hypothesis 80
4.3 Discussion of Findings 84
CHAPTER FIVE: SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.1 Summary 89
Content Page
5.2 Conclusion 90
5.3 Recommendations 91
5.4 Limitation of the Study 92
5.5 Suggestions for Further Studies 92
REFERENCES 93
APPENDICES 105
LIST
OF TABLES
Table Page
4.1 Questionnaire responses Rate 47
4.2 Distribution of Respondents by Sex 48
4.3 Distribution of Respondents by age 48
4.4 Distribution of Respondents by marital status 49
4.5 Distribution of Respondents by working Experience 49
4.6 Distribution of Respondents by Job Status 50
4.7 Distribution of Respondents by qualification 50
4.8 Distribution of Respondents by ministry 51
4.9 Responses to Question1 52
4.14 Responses to Question 2 57
4.20 Responses to Question 3 63
4.26 Responses to Question 4 69
4.32 Responses to Question 5 75
4.38 Analysis result for Question 1 81
4.39 Analysis result for Question 2 81
4.40 Analysis result for Question 3 82
4.41 Analysis result for Question 4 83
4.42 Analysis result for Question 5 83
LIST
OF FIGURE
Figure Page
3.1 Tri- components model of Attitudes 10
LIST OF APPENDICES
Appendix Page
I Letter of Introduction 105
II Questionnaire 106
III List of Ministries in Lagos State 110
IV Lagos State Government Department and Agencies 113
V Sample Size Determination 118
CHAPTER ONE
INTRODUCTION
It is the duty and responsibility of a democratic
government to provide protection for the citizens through the creation of armed
forces to keep the citizens of the country safe from internal and external
aggressions. The government also owes it
a duty to provide public services by ensuring that at least the minimum need of
the citizens are met such as education, health-care and other infrastructural
facilities including the provision of economic stability through employment and
favourable trade environment (Gomez, 2014).
It must, however, be understood that
government is an artificial person who is required to carry out its functions
through physical people. In Nigeria,
therefore, we have the Legislative arm of government which makes the laws for
the good governance of the citizens.
These laws are to be implemented by the executive arm of the government
while the judiciary is saddled with the responsibility of adjudicating and
interpreting the laws made by the legislature.
In carrying out its duties, the
executive arm of government relies on its civil servants. Civil servants are employees of government
whether at federal, state or local government level, who are engaged primarily
to assist the career politicians (President, Governors, Ministers or commissioners)
in formulating and implementing government policies. Based on their knowledge and experience, they
provide professional and technical advice on the policies being made by
government. As such, the importance of
the civil servants in assisting the government to deliver quality service to
the citizens cannot be overemphasized considering the fact that they advise the
government on matters of policy formulation and decision making. Once the decision has been made, it is their
duty to also implement same. It must be
noted that the success or otherwise of any political leadership is measured by
the electorate through the level of amenities and socio-cultural
infrastructures provided for the use and convenience of the citizens by the
leadership. Yet, it is the civil
servants that the political leadership makes use of to provide these
amenities. If the civil servants do not
deliver effectively, it is the political leadership that the electorate hold
responsible. The best policy statement
by the political leadership is not better than the paper on which it is written
until it has been successfully implemented.
And that is the specialty of the civil servants. It is therefore in the best interest of the
political office holders to ensure that the civil servants are encouraged to
develop the right attitude towards their work.
1.2 Statement of the Problem
In
the distribution of functions under a democratic system of government, it is
the responsibility of the executive arm of government to implement the
programmes of the ruling political party.
In carrying out this all important responsibility, the executive arm
relies very much on its civil service.
The Lagos state civil service which was established in 1967 is not an
exception in this case. The state’s
civil service can be referred to as the engine room of the government. The service, being a permanent arm of the
administration vis-à-vis the ever changing political leadership, and being
blessed with experts in virtually all fields of endeavour, is ably equipped
with the wherewithal to provide the much needed essential data and critical
information that enables the government to make informed decisions and
policies. After the policy decision has
been made, it becomes the responsibility of the civil servants to effectively
implement same. The Lagos state civil
servants are therefore “powerful and strategically positioned” in the scheme of
things. As such, the success or
otherwise of the political leadership is a flection of how effectively the
civil servants carry out their duties. The political slogan during the
Babatunde Fashola Administration in Lagos state had been “Fashola is working;
Lagos State is working!” The slogan
bears witness to the fact that the government programmes were adjudged by the
citizens to be well implemented to their satisfaction. But the fact is that the Fashola that was
seen to be working was actually doing so through the state’s civil servants who
were giving him the much needed support and were working in tandem with the state
government’s objective of quality service delivery to the electorate. Considering the assessment of the Nigerian
civil service by Arowolo (2012) as an institution riddled with “corruption,
inefficiency, favouritism, nepotism, kick-backs, mismanagement, mediocrity,
etc., one begins to wonder how the civil servants under the Fashola
Administration were able to assist the government to achieve such success.
It
must be noted however, that how well these civil servants carry out their
duties depends to a large extent, on individual personal disposition. This means the type of attitude they have
(whether positive or negative) towards their work, the level of their job
satisfaction, and the extent of their commitment to their employers (the state
government). All these, in the long run,
bear a relationship to how effective their service delivery will be. It is the respective individual performance
that ultimately culminate in the overall achievement of the Fashola
Administration. There is therefore a
perceived relationship among the attitude to work of the Lagos state civil
servants, the level of their job satisfaction, the extent of their commitment
to their employers and how effectively they deliver service to the citizens of
the state on behalf of the political leadership. It is this perceived relationship that
constitute the gap in knowledge which this research sets out to fill.
1.3 Objective of the Study
The main objective of the study is to
find out the correlation between the attitude to work of civil servants and
political leadership performance in the selected MDAs in Lagos State. The specific objectives are to:
CIVIL SERVANTS’ ATTITUDE TO WORK AND EFFECTIVE SERVICE DELIVERY BY POLITICAL LEADERS IN SELECTED MDAsIN LAGOS STATE (2010-2014)
