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THE ROLE OF SENIORITY AND MERIT AS DETERMINANTS OF EMPLOYEE PROMOTION IN THE CIVIL SERVICE: A CASE STUDY OF THE FEDERAL CIVIL SERVICE COMMISSION.





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THE ROLE OF SENIORITY AND MERIT AS DETERMINANTS OF EMPLOYEE PROMOTION IN THE CIVIL SERVICE: A CASE STUDY OF THE FEDERAL CIVIL SERVICE COMMISSION.


TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1   background to study                                                                1
1.2   statement of problem                                                       5
1.3   purpose of study                                                              7
1.4   research questions                                                           8
1.5   research hypothesis                                                         9
1.6   significance of the study                                                  10
1.7   scope of the study                                                            11
1.8   limitation of the study                                                     12
1.9   definition of terms                                                           14
1.10 organization of the study                                                 15
CHAPTER TWO: LITERATURE REVIEW
2.1   Introduction                                                                     18
2.2 concept of employee promotion                                         19
2.3   basis of promotion                                                           20
2.4   benefits of promotion                                                       25
2.5   principles of good promotion policy                                         26
2.6   the Nigerian civil service                                                  28
2.7   historical development of the civil service                                32
2.8   factors that contribute to the growth and contraction
of the federal civil service                                                 38
2.9   the federal civil service commission powers, objectives   40
2.10 appointments, promotion and discipline in Nigeria
federal civil service                                                           44
2.11 background to the current civil service reforms                       51
2.12 problems of the federal civil service                                 54
2.13 measures taken by the government to restore the
dignity of the civil service                                                 57
2.14 federal civil service commission innovation on promotion       63
References                                                                               66
CHAPTER THREE; RESEARCH METHODOLOGY
3.1   Introduction                                                                     69
3.2   research design                                                                        69
3.3   sampling procedure                                                         70
3.4   data collection method                                                    72
3.5   questionnaire design                                                               74
3.6   data analysis techniques                                                 77
Reference
Questionnaire


CHAPTER ONE
INTRODUCTION
1.1   BACKGROUND OF THE STUDY
The important of examining the role of seniority and merit as determinants of employee promotion in the civil service cannot be overemphasized. Promotion has to do with the movement of staff to jobs where they can exercise great or different responsibilities (Amah and Weje, 2005). Promotions are advancements into positions with greater challenges, more responsibility and more authority usually with pay increases. For ambitious employees, promotion is seriously desired.
The traditional belief that promotions are based on performance also makes employees crave for them, at least to show that they are performing. However, this is not always the case as some people are promoted just to “kick them upstairs” because of the friction they are causing and their inefficiency. Promotion is however seen as a great incentive for workers to deliver top performance.
In the civil service particularly in the Federal civil services, management must decide on what basis to promote their employees because the way this decisions are made will go a long way in motivating employees, making them to be more committed and render top performance. The most popular basis for promotion are (a) seniority and (b) merit. Other decisions management must make include the nature of the promotion whether it will be formal or informal and vertical, horizontal or otherwise.
Torrington and Hall (1998) stated that seniority is the oldest basis for distinguishing among employees who should be promoted. The standard on which this is calculated is time. However, there are many technical aspects to the definition of seniority. For example, Cole (2000) noted that seniority refers to the chronological age, length of service in the organization, length of service in a particular plant or job, or the length of time a worker has been a member of the union. However, seniority ratings are easily measured and preferred by labour unions and many employees as a basis for promotion.
Seniority is best considered when senior employee also has the other entire factor being considered for the promotion. Amah and Weje (2005) stated that promotion on the basis of seniority has the following advantage:
Ø    It provides for easy and objective measurement
Ø    It rewards long service
Ø    The senior man is supposed to be well qualified if selection, training and development have been done properly by management.
Merit on the other hand, is viewed ideologically based on individual’s ability and competence (Babura, 2003). For motivational purposes, promotion based on merit is the best. The use of merit as a basis for promotion depends on several things e.g. unions and civil service requirements. The union prefers the use of seniority and the civil service regulations also emphasized seniority rather than merit as the basis for promotion. However, it is sometimes difficult to measure ability or to distinguish between two people in this respect. Promotion requires both past performance and prediction for future performance. According to Amah and Weje (2004), most organization use prior performance based on the point rating system as a guide to extrapolate future performance.
The point rating system evaluation considers features such as quantity of performance, cooperativeness, initiative, attitudes, dependability and other characteristics as essential and adequate for employee appraisal for promotion. Some organizations also use tests (examination/interview) to evaluate promotable employees and to identify these employees with executive potential. Others use assessment centre to assess management potential. Merit as a basis for promotion has the following advantage.
1.     It has potential for motivating employees
2.     It does not make room for mediocre
The decision as to whether the promotion process will be formal or informal also has to be taken, especially when the promotion is based on merit. In the informal organization, the availability and requirements of open positions are kept secret by managers. They just pick people they want who may have impressed them. In the formal organization, promotion policies and procedure are published. Open positions and their requirements are made public to employees.
Employee promotion based on seniority and merit tends to be fair in a social system like the civil service. The use of seniority and merit will not only ensure sound and fair promotion policies and procedure but will also motivate employees towards adequate committed and better performance. It is against this background that this study seeks to examine the role of seniority and merit as determinants of employee promotion in the civil service.
1.2   STATEMENT OF THE PROBLEM
Seniority and merit are crucial factors which every organization must consider while determining how to promote employees. The use of seniority as a basis of promotion tends to reduce favouroitism or dispute and every employee will know his place in the promotion list. Seniority indicates experience. A senior employee is believed to have achieved a reasonable degree of perfection in his job. When promotion is based on seniority, employees stick to the organization to accord seniority. Seniority as a basis of promotion brings about high employee commitment to the organization.
Employee morale is likely to be high and labour turnover will be reduced.
However, promotion based on merit motivates the employee to improve their performance. The young and ambitious employees have incentives to improve their skills and efficiency. Merit based promotion brings about job satisfaction and motivation of employees.
Seniority and merit as determinants of promotion should be highly recognized in all types of organizations. Organizations in the public sector need to attach more importance to seniority and merit in their promotion policy and procedures. The use of seniority and merit as determinants of promotion enhance effective promotion policy. The questions which this study now seeks to address are, does the Federal Civil Service Commission consider seniority and merit as determinants of employee promotion? To what extent does the Federal Civil Service Commission consider seniority and merit as determinants of promotion? What percentages are attached to seniority and merit as determinants of promotion in the Federal Civil Service? What effect do seniority and merit as determinants of promotion have on employee commitment, motivation, job satisfaction and turnover rate of employees in the Federal Civil Service? The answers to these questions become the problem which this study is set to investigate.
1.3   PURPOSE OF THE STUDY
The purpose of this study is to examine seniority and merit as determinants of employee promotion in the civil service using the Federal Civil Service as a case study. The specific objectives of this study include.
1.     To find out whether the Federal Civil Service commission consider seniority and merit as indispensable criteria’s for employee promotion.
2.     To know the percentages that is accorded to seniority and merit as determinants of employee promotion by the Federal Civil Service Commission.
3.     To determine the extent to which promotion based on seniority enhance employee job satisfaction in the Federal Civil Service.
4.     To find out whether promotion based on seniority reduce employee turnover rate in the Federal Civil Service.
5.     To ascertain the extent to which promotion based on merit enhance employee job commitment in the Federal Civil Service.
6.     To determine the relationship between promotions based on merit and employee motivation in the Federal Civil Service.
7.     To determine the extent to which promotion based on merit motivate employee in the Federal Civil Service to increase their job performance.
8.     To find out whether adequate consideration to seniority and merit as determinants for promotion ensure fair and effective promotion policy and procedure in the Federal Civil Service.
1.4   RESEARCH QUESTIONS
 The following questions are raised to address the problem and objectives of this study:
1.     Does the Federal Civil Service Commission consider seniority and merit as indispensable criterias for employee promotion?
2.     What percentages are accorded to seniority and merit as determinants of employee promotion by the Federal Civil Service Commission?
3.     To what extent does promotion based on seniority enhance employee job satisfaction in the Federal Civil Service?
4.     Does promotion based on seniority reduce employee turnover rate in the Federal Civil Service?
5.     To what extent does promotion based on merit enhance employee job commitment in the Federal Civil Service?
6.     Does promotion based on merit enhance employee motivation in the Federal Civil Service?
7.     To what extent does promotion based on merit motivate employee in the Federal Civil Service to increase their job performance.
8.     Does adequate consideration to seniority and merit as determinants for promotion ensure fair and effective promotion policy and procedure in the Federal Civil Service?
1.5   RESEARCH HYPOTHESES
The following hypotheses are putward as a guide to this study:
H01: There is no positive and significant relationship between promotion based on seniority and employee job satisfaction in the Federal Civil Service.
H02: There is no significant relationship between promotion based on seniority and reduction in employee turnover rate in the Federal Civil Service.
H03: There is no positive and significant relationship between promotion based on merit and employee job commitment in the Federal Civil Service.
H04: There is no significant relationship between promotion based on merit and employee motivation in the Federal Civil Service.

1.6   SIGNIFICANCE OF THE STUDY
This study will be of great benefits to organizations in the public sector particularly the Federal Service Commission as it would expose to them the importance of adequate consideration to seniority and merit as determinants for employee promotion in the service (organization). This study will also be useful to the other parastatals/organizations in the public sector such as the states civil service, the local government service and several federal and state agencies etc, as it would enable them see reasons why they should attach adequate percentage to seniority and merit in their promotion policy.
The findings of this study will equally be relevant to management in the civil service especially those in the Federal Civil Service, as it would enable install an effective promotion policy and procedure that will take adequate cognizance of seniority and merit as determinants for promotion.
Finally, the findings of this study will useful to researchers, scholars, writers and students in tertiary institution especially those who may wish to embark on further research on this topic, as it will serve as a data bank for their literature review.
1.7   SCOPE OF THE STUDY
The scope of this study has been limited to the Federal Civil Service Commission. This was however due to time constraint and financial inadequacy to go around all the government parastatals, ministries and corporations. The sample to this study constituted senior staff and junior staff of the Federal Civil Service. It is believed that the findings from the Federal Civil service will be used for generalization to all the government parastatals/ministries that make up the Nigerian civil service.
1.8   LIMITATION OF THE STUDY
Several factors posed impediments to this study. The major factors, which posed limitations to this study, include:
1.     Inadequate Fund: The present economic condition and the rapid rate of inflation experienced in Nigeria today has gave rise to high cost of carrying out researches. The researcher was highly constrained by inadequate finance to fund the huge expenses associated with this study. This took various forms such as the high cost of searching for secondary materials like textbooks, journals, government bulletins, periodical reports, etc, the huge cost of transportation, cost of frequent visitations to the respondents, cost of printing numerous questionnaire etc.
2.     Inadequate Time: Research of this nature would do doubt require adequate time for an extensive research work. Apparently, the time allocation to the researcher to carry out this study was grossly insufficient to thoroughly and extensively carry out this study; this was due to the fact that the time has to be apportioned to meet other academic activities at school as well as personal engagements. It was mainly due to time and financial inadequacy that made the researcher to restrict the study to the Federal Civil Service Commission only instead of other the parastatals, and ministries that make up the Nigerian Civil Service.
3.     Inadequate Secondary Materials: The researcher was highly constrained by lack of adequate secondary data like textbooks, journals, magazines, and newspaper and government bulletins. Most of the libraries visited by the researcher which are close to her, were not adequately equipped as information related to this subject matter are lacking. This made the researcher to travel far in search for these materials, which consequently constitute a problem of cost and time factors.
4.     Poor Attitude of Respondents: majority of the respondents to this study were reluctant in completing the administered questionnaires thinking that the information might be used to detriment of their organization. The researcher having taken cognizance of this, decided to pay repeated visitation to the respondents, as the Federal Civil Service Commission, in order to convince them that this study is purely for academic purpose. After much persuasion, some of the respondent decided to cooperate.



1.9   DEFINITION OF TERMS
For the purpose of clarification, the following terms are defined:
Employee Promotion
This refers to the upward movement of staff to job where they can exercise great responsibilities. It involves advancement into higher position with increased responsibility, authority and pay.
Determinants of Promotion
This simply refers to those factors or criterias used by an organization in its promotion process, procedure and policy. They include the use of test, examination, interview, seniority, merit, etc.
Seniority
This entails the chronological age, length of service in the organization, length of service in a particular plant, or job, or the length of time a worker has served in an organization.
Merit
This is viewed ideological based on individual’s ability and competence. It is individual performance indicator for promotion.
Civil Service
The civil service consist of the Federal civil service, the state civil services, the unified local government service, and several federal and state government agencies, including parastatals, and corporations.
Federal Civil Service Commission
The Federal civil service commission is a constitutional body established under section 151 (1) d of the 1999 constitution of the Federal Republic of Nigeria to appoint persons to offices in the Federal Civil service to promote and to dismiss and exercise disciplinary control over persons holding such offices.
1.10 ORGANIZATION OF THE STUDY
This research report is presented into five (5) chapters. Chapter one is the introduction which consists of the background of the study, statement for the problem, purpose of the study, research questions, research hypotheses, significance of the study, scope of the study, limitation of the study, definition of terms and organization of the study.
Chapter two is tagged literature review. In this chapter, articles, journals, government bulletins, seminar papers, magazines, newspapers, etc containing the works and opinions of previous researchers, authors, writers, etc were extensively reviewed to provide a foundation for the study.
Chapter three is the research methodology and it was discussed under the research design, sampling procedure, data collection method, and questionnaire design and data analysis techniques.
Chapter four is concerned with the presentation and analysis of data. Here the data collected in the questionnaire were organized and presented in tables and the four (4) stated hypotheses were also tested in this chapter.
Chapter five is the last chapter and it dealt with the summary conclusion and recommendations.






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