EFFECT OF UNETHICAL RECRUITMENT PRACTICES ON EMPLOYEES’ TURNOVER A STUDY OF MTN UYO

TABLE OF CONTENTS

Title Page – – – – – – – – –
Approval Page – – – – – – – –
Declaration – – – – – – – –
Dedication – – – – – – – – –
Acknowledgement – – – – – – –
Abstract – – – – – – – – –
Table of Contents – – – – – – –

CHAPTER ONE – INTRODUCTION
1.1 Background to the Study – – – – –
1.2 Statement of the Problem – – – –
1.3 Research Questions – – – – – –
1.4 Objectives of the Study – – – – – –
1.5 Research Hypotheses – – – – – –
1.6 Significance of the Study – – – – –
1.7 Scope of the Study – – – – – –
1.8 Limitations of the Study – – – – –
1.9 Definition of Terms – – – – – –

CHAPTER TWO – REVIEW OF RELATED LITERATURE
2.1 Introduction – – – – – – –
2.2 Conceptual Framework – – – – –
2.3 Review of Relevant Literature – – – –
2.4 Theoretical Framework – – – – – –
CHAPTER THREE – RESEARCH METHODOLOGY
3.1 Introduction – – – – – – –
3.2 Research Design – – – – – –
3.3 Study Population – – – – – –
3.4 Selection of Sample/Sampling Techniques – – –
3.5 Sources of Data – – – – – – –
3.6 Method of Data Collection – – – – –
3.7 Method of Data Analysis – – – – –
CHAPTER FOUR – DATA PRESENTATION AND ANALYSIS
4.1 Introduction – – – – – – –
4.2 Brief History of MTN Nigeria – – – – –
4.3 Presentation and Analysis of Data – – – –
4.4 Testing of Hypotheses – – – – – –
4.5 Summary, Discussion of Findings

CHAPTER FIVE – SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary – – – – – – – –
5.2 Conclusion – – – – – – – –
5.3 Recommendations – – – – – –
5.4 Suggestion for Further Research – – – –
References – – – – – – – –
Appendix – – – – – – – –

CHAPTER ONE

INTRODUCTION

Background to the Study

Ethics is the aspect of conduct governing behavior of an individual or a group. There are two things involved while making ethical decisions; normative decisions which suggest that something is, better or worse, right or wrong, good or bad and secondly, morality which refers to the accepted standards of behavior by the society (Dessler, 2008). People with ethical behaviors are trustworthy, impartial and fair. Respect the rights of others and mind in the impact of their actions on society. Conversely, unethical people are selfish and dishonest. Willing to say or do whatever they can in order to achieve their personal interests (Yalokwu, 2002).
Human resource management (HRM) is the process of hiring, training, appraising, and rewarding employees, ensuring fair practices, labor relations, as well as health and safety. HRM also entails the section of management which is concerned with the managing of people at work (Dessler, 2011). Conaboy and Richard (2005) connotes that transparent and just HRM practices and policies are the basis of creating an ethical and a professional public service. An ethical environment is created through maintaining the principle of merit in the recruitment, hiring and promotions, fairness and transparency in the selection criteria, resonate performance management and setting a good example by leaders (Vickers, 2005). In addition, Vickers (2005) argued that, proper pronounced, unbiased and HR conduct on disciplinary procedures, training opportunities, appropriate remuneration, and the like if enforced and implemented will promote a professionalism culture and improved performance. Etomi (2002) defined recruitment as an apprehensive method of appealing to an adequate number of persons with the precise profile with regards to experience, qualifications, skills and other pertinent attributes to indicate their interest and ability in working for the organization.
Etomi (2002) observed that employee selection is concerned with identifying the candidates from the recruitment pool who best fulfill the organizational employment needs. It is also the process through which the recruits are sorted down to the few who are appointed. As provided for under the Public Officers Ethics Act of 2003 of the laws of Nigeria, it is the responsibility of public officers to ensure that selection of new staff is done on the basis of integrity, competence, qualification and suitability or elected in fair elections Government of Nigeria, (2003).
While recruitment is a positive activity, selection on the other hand is viewed as a negative process since it involves picking out the best of those who had indicated interest in working for the organization and turning down the rest. This presents a HR dilemma for HR managers because it involves discrimination. Aturu (2005) define discrimination as any discrepancy, elimination or favorism made on the basis of age, sex, race, religion, national origin, pregnancy/child birth, disability, familial/marital status sexual orientation, prior arrest/conviction record which has the effect of nullifying or impairing equality at work or during selection. Recruitment and selection should be based on merit and not on the said factors.

Sexual harassment is another unethical practice, a violation of sexual Offences Act of 2006 of the laws of Nigeria (constitution of Nigeria). The Act describes sexual harassment as any uninvited sexual moves, request for sexual errands, and other verbal or physical conduct of a sexual nature. According to Milkovich and Boudreau (2004) forms of sexual harassment comprise: verbal and/or written harassment (jokes, offensive language); physical assault (ranging from touching to serious assault); visual display (posters, graffiti, obscene gestures); coercion (pressure for sexual favours); intrusion (pestering, spying, following) that occurs at work during and after recruitment. When employment decisions are made based on these unethical issues, it results to selection of incompetent employee who do not add value to the organization. This not only affects performance for the individual employee but also that of the entire organization. On his part Taylor (2008) views sexual harassment as nepotism, favouritism, god fathers’, and quota system as the major forms of unfair practices in recruitment and selection process. According to GoK (2003), a public officer shall not practice nepotism or favouritism. This is because such conduct undermines the government commitment as an ambassador for equal employment opportunity to all Nigerians regardless of gender, race, and tribe or affiliation.
Bribery is dishonestly persuading someone while executing his/her official duties to act in ones favour by a gift of money or other inducement. Price (2004) found out that taking bribes before and after the process of recruitment and selection, lack of accurate job preview as well as non-disclosure of the positive as well as the negative characteristics of the job to applicants at the entry point into the organization leads to undue anticipations and could cause frustration and eventual turnover.