ASSESSMENT OF CIVIL SERVICE REFORMS IN THE NIGERIAN PUBLIC SECTOR (A STUDY OF POWER HOLDINGS COMPANY OF NIGERIA, ONITSHA DISTRICT)


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TABLE OF CONTENTS

Title Page
Abstract
Table of contents

CHAPTER ONE
1.1       Background of Study
1.2       Statement of Problem
1.3       Objective of Study
1.4       Research Questions
1.5       Hypothesis
1.6       Significance of the Study
1.7       Scope and Limitation of Study
1.8       Limitation of Study
            References

CHAPTER TWO
Review of Related Literature
2.1       Theoretical Framework
2.2       Structure and Functions of the Nigeria Civil Service
2.3       Organisation of Civil Service
2.4       Civil Service Reforms
2.5       Civil  Service Reforms in Nigeria 1934-1994
2.6       The Tudor Davis and Harragin Commission (1945 and 1946)
2.7       The Miller Commission of 1947
2.8       The Gorsuch Commission (1954)
2.9       Mbanefo Commission (1954)
2.10     The Adebo Commission of (1971)
2.11     The Public Service Review Commission (Udoji Commission Report 1972/74)
2.12     Williams and William Commission (1975)
2.12.2  Highlights of the 1988 Reforms
2.13     Achievements and Overall Gains of the Public Service Reform
            References

CHAPTER THREE
3.0       Research Methodology
3.1       Research Design
3.2       Instrument
3.3       Population of Study
3.4       Sample Size and Sampling Techniques
3.5       Statistical Tools for Data Analysis
            References

CHAPTER FOUR
4.0       Introduction
4.1       Analysis of Questionnaire
4.2       Testing the Hypothesis

CHAPTER FIVE
Summary of Findings, Conclusions and Recommendations
5.1       Summary of Findings
5.2       Conclusion
5.3       Recommendation
            Bibliography
            Appendix
            Questionnaire





ABSTRACT

Successive governments in Nigeria have introduced reforms aimed at improving the efficiency and effectiveness of the civil service. Still, the service remains inefficient and incapable of reforming itself, let alone the rest of the economy. Corruption has become and endemic feature of public sector activities, with the oil booms and bust distorting the incentive structures of civil servants and other agents in the economy. To turn the tide will demand the creation of and efficiency-based incentive scheme that links reward to performance. Political interference in the daily operations of the civil service needs to be minimized if the confidence of the public service is to be restored. Wage incentives are also important in restoring morale. An underpaid civil service will not be able to perform its patriotic duty.





CHAPTER ONE
INTRODUCTION

1.1              BACKGROUND OF STUDY

The civil service has always been the tool available to Nigerian government for the implementation of developmental goals and objectives. It is seen as a pivot for growth of Nigerian economy. It is responsible for the creation of an appropriate and conducive environment in which the economy can perform optimally and it is this catalytic role of the public service that propelled government all over the world to search continuously for better ways to deliver their services (Amoako, 2003).
Civil Service is the instrument which government uses to regulate and manage all aspects of the society. Thus, the condition of a society is largely determined by the public service. Besides, it is from this government bureaucracy that all the other institutions obtain various types of approval, license and permits which are critical to their existence and operation. Also, government allocations of resources pass through the bureaucracy to all other areas of the society directly and indirectly. Therefore, all other institutions perforce have to deal with the civil service at one point or the other in their existence and operations (Philips, 1990).
In many developing countries like Nigeria, the civil service is frequently too expensive and insufficiently productive; and civil servants, especially those in management positions get few incentives and poorly motivated (Nunberg., 1994). Many low income countries have taken important steps in first generation reforms-that is, based on restructuring and downsizing civil service. Yet, beyond a certain point, cutting cost by squeezing real wages becomes counterproductive as skilled staff members leave the civil service; those who remain becomes demoralized and....


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