Delegation Of Authority In The Nigerian Civil Service (A Case Study Of Ministry Of Health Bayelsa State)
For the past decades, the case of administration and management in Nigeria has been attributed to the problems of ineffective delegation. It is against this background therefore that the researcher sought to carry out a study on delegation effectiveness in public enterprise with reference to the Nigerian civil service commission. Specifically, this study assessed the delegation of authority in the Nigerian Civil Service using civil servants in Bayelsa State Ministry of Health. This project also sought to know how effective delegation of authority affects the achievement of organizational objectives. The work started with introduction and it is followed by background of the study, research questions, limitation and scope of the study then definitions of the views of other writers on the topic, their opinion and suggestion towards the achievement of organization objective through primary and secondary data. The research methodology was also expressed in chapter three. In chapter four, the data collected was analyzed discussed and summarized and finally, chapter five dealt on summary of finding, recommendation and conclusion of the project.
Table Of Content
- Table of Content
- Table Of Content
- 1.1 Background To The Study
- 1.2 Statement Of The Problem
- 1.3 Objectives Of The Study
- 1.4 Research Questions
- 1.5 Significance Of The Study
- 1.6 Limitation Of The Study
- 1.7 Definition Of Key Terms
2.0 Literature Review
- 2.1 Concept Of Delegation Of Authority
- 2.2 The Concept Of Civil Service
- 2.3 Structure Of Civil Service In Nigeria
- 2.4 Theoretical Framework
3.0 Research Methodology
- 3.1 Research Design
- 3.2 Study Population
- 3.3 Sampling Techniques
- 3.4 Sources Of Data
- 3.5 Methods Of Data Presentation And Analysis
4.0 Data Nalysis
- 4.1 Data Presentation And Analysis
- 4.2 Major Findings
5.0 Conclusion And Recommendation
- 5.1 Conclusion
- 5.2 Recommendations
1.1 Background To The Study
The ministry of health Bayelsa state came into being with introduction of the ministerial government in 1954. The policy of the ministry was to expand and coordinate medical services in association with local government bodies’ local communities and voluntary agencies so as to health service within the reach of the common people. The ministry thus performed the function of providing and administering existing service.
The department and its executive have the responsibilities of checking adulteration of foodstuff, management and dispensaries mental health public and sanitation including medical and dental and other auxiliary services. Other function include the registration of birth, death and burial welfare development in medical health leprosy and tuberculosis.
It is common knowledge that majority of professional and administrative head of the ministry are not sufficiently interested in public health work in the past too much emphasis was laid on the creative service. The preventive service must be fully recognized now.
They can be done as follows
- By increasing the awareness of the officers in the officers in the administrative division of the ministry and professional offices in the medical division to the existence of the public health section and its officers.
- Joint seminar should be organized for the officers of both curative and prevention section of the ministry. Subject of common interest e.g. material and child health nutrition, tuberculosis could be chosen for the seminar.
- Public health unit, should be included in the training programme of the medical and administrative heads of the ministry.
- Immediate action should be taken to except the ministry of health Bayelsa 355 staff in its headquarters and there are seven (7) major administrative department which control the entire ministry. Every department is under administrative that go on in the department. They are charge of staff welfare recruitments, promotion dismissals training pension and retirement of staff.
Public health service takes charge of heath of the citizen. They administer drugs to the public especially where there are no doctor on hospitals, for the purpose of good public health, the sewages and gutters and premises of individuals ought to be fumigated to fight mosquito and other related disease.
Apart from the ministry of health, the health management board in an appendix that is attached to be ministry. The board handles to headquarters for proper investigation. The board was not all the health posts are under the local government and it is under the local government and it is the local government that take charge of them.
This board was established in 1980 during the ministry regime and was political oriented. The board has its own administrative set up. These include administration, medical department, nursing and midwifery department pharmacy finance and supplies laboratory services and medical records. All the activities of the board accountable to be ministry of health the parent body.
1.2 Statement Of The Problem
Since Nigeria and most of the former British colonies patterned their civil service on the British model. These erstwhile colonies have inherited the thong problem of the relationship between generalist administration and professional specialist. In Nigeria, the problem assumed such disturbing proportion that as recently as 1874 the public service observed that the relationship is one of the long and antagonism a conflict rather than partnership in enterprise with resultant lack of the team work necessary in modern management.
During the colonial era, at that time there were no ministries under ministries and permanent secretaries as we know them instead the civil services was structured in a functional basis with most senior professional officer occupying the position of head of department.
There were department of forestry relocation, works, agriculture etc and each was headed by the most senior professional officer with the title director. These directors were ex-official members of the legislative council from 1914 until 1954 when the country attained the status of responsible government.
During the years when the professional officers, as director head of department, sat in the legislative council.
They were the chief advisers of government on all matter to their department.
Finally, the report of management consultant committee in the then Anambra state civil service committee by the department of management university of Nigeria Enugu Campus in 1982 (page 20).
The major problems of civil service were summarized as follows:
- Lingering colonial mentality that the civil service is nobody’s business.
- Inadequate delegation of authority and responsibility
- Lack of dedication.
- Low moral
- Lack of self confidence
- Lateness and absenteeism.
1.3 Objectives Of The Study
The main aim of this study is to assess the delegation of authority in the Nigerian Civil Service using the Ministry of Health in Bayelsa state as a case study. The purpose of this study is to ascertain the nature of delegation; Ascertain who delegates; Ascertain the effect of delegation and responsibilities on staff performance; and Ascertain what authorities that are delegated ascertain the extent of accountability in carrying out the delegated functions etc.
1.4 Research Questions
The following research questions guided the study
- Is authority really delegated in the civil service?
- Is there sufficient time to do an effective job delegation?
- Is authority delegated to the right people?
- Does delegation of authority have effect on the performance of the staff.
- How effective does a subordinate make use of these delegated authorities?
1.5 Significance Of The Study
The finding of this study (when completed) will be important to managers, employees and future researchers. The managers will find out that this study will make him realized that delegation will help them achieve organizational goals and the manager will also find out the dynamics and procedures of delegation.
Through delegation, the manager is able to divide the work and allocate it to the subordinates. This helps in reducing this work load so that he can work on important areas such as planning etc. In the areas of the employee, the superior will center his energy on vital and critical issues of concern.
This way he is able to bring effectiveness in his work as well as in work via in the area of the subordinate to flourish their abilities and skills. Through delegating authority the subordinate gets a feeling of importance. It is a guide in which superior-subordinate relationship stands. An organization function well as the authority flows from top level to bottom.
Finally, futures researchers who may wish to undertake related topics in study may find out that this work will be a valuable guide to their endeavour.
1.6 Limitation Of The Study
It is observed that time was the first factor which affected the researcher. Since it is also a course to be studied, it causes hindrance to other studies and also takes most of the researcher’s leisure time. Making research trip to gather some useful information, the duration to carry out this research work is so short thereby making it impossible for proper studying of the organization.
The researcher was limited by little or no finance to carry out the work which result chiefly due to personal cost and transportation cost.
As it is noted, finance in any business organization or research work is conveniently regarded as the most powerful working tool as it constitutes the main stream of any transportation and an efficient research work.
In carrying out this research work the employees were found not co-operating very well with the researcher by nut giving out details or information required of the work because they tend to see it as a means of tarnishing the image of the organization they work unclear.
1.7 Definition Of Key Terms
This is the flow transmission of authority from top to the bottom of the organization. It is a way or process which involves the assignment of task the transmission of authority for accomplishment of the task and the accomplishing of task.
This is the administrative service of government international agency exclusive of the armed forces especially on who appointments are determined by competitive examination.
This is the legitimate power given to someone to control the activities of others by issuing orders and enforcing obedience. In other words, it is an official power given to a person or body.
This is an organized group of persons who come together for the purpose of attaining a certain set goals or objective.
5.0 Conclusion And Recommendation
From the literature reviewed and data presentation and analysis, the researcher made the following conclusion. That Civil Service is strategic and essential for the survival of any nation. No nation develops without the support of their Civil Service. The Civil service in Bayelsa State is not only saddled with the responsibility of maintaining law and order but with the challenge of stimulating delegation of authority. Civil Service apart from the fact that is an instrument of employment opportunities can be use as agent of delegation of authority.
The study reveals that civil service has facilitated delegation of authority in Bayelsa State. But these services have been far below expectation due to ideological and innovative factor, economic and political factor and the challenge of unqualified personnel who cannot discharge their responsibilities efficiently and effectively. Therefore all these challenges need to be overcome to get better delegation of authority.
Based on the findings of this study, the following recommendations were made;
- There should be proper setting of ideological and innovative factor for the civil service, the ideology of joining the workforce should not be for employment reason but competence.
- Economic factor is determinant factor for other things in the civil service, therefore should be given due consideration. There should be proper funding of the Ministry by providing the basic facilities and incentives
- There should be less political interference in the employment of civil servants in the Ministry; merits should be the bases where civil servants are employed. Appointment of head of work departments should be based on merit and seniority in line with civil service rules.
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