Discipline And Productivity In Civil Service (A Case Of Imo State Ministry Of Finance)

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Discipline And Productivity In Civil Service (A Case Of Imo State Ministry Of Finance)


Abstract


This research work Discipline and productivity means to X-ray the impart of discipline on the performance of the organization, ministry of finance Imo in specific. It is also meant to provide a bridge for undirected and non-segregated knowledge of management of discipline in organization employee and employed with different character and attitudes for the organizational effectiveness and efficiency.

Discipline has to be introduced to channel all the various behaviours towards achieving the organizational objectives using a simple ransom sampling a sample size of 52 was drawn from a population or 60 staff research questions and hypothesis were formularized which guide the study. It was concluded that discipline does not influence employees performance, discipline affect employee behaviour.

Conclusively disciplinary procedures should be clearly defined, communicated and applied progressively. Changes of the ministry of finance in Imo state should prefer staff of tolerable educational qualifications, hence, ignorance contributes to certain level of disciplinary actions and behaviours.


Table Of Content


Preliminary Page(s)

  • Title page
  • Certification page
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of content

Chapter One

1.0. Introduction

  • 1.1. Background of study
  • 1.2. Statement of the problem
  • 1.3 objective of the study
  • 1.4 research questions
  • 1.5. Statement of hypothesis
  • 1.6 Significance of the study
  • 1.7 Scope of the study
  • 1.8 limitation of the study
  • 1.9 Definitions of terms

Chapter Two

2.0 Literature Review

  • 2.1 Introduction
  • 2.2 Other function of the topic
  • References

Chapter Three

3.0. Research design and methodology

  • 3.1. Introduction
  • 3.2 Research design
  • 3.3. Sources/methods of data collection
  • 3.4. Population and sample size
  • 3.5. Sampling technique
  • 3.6. Validity and reliability of measuring instrument
  • 3.7. Method of data analysis

Chapter Four

4.0. Presentation and analysis of data

  • 4.1. Introduction
  • 4.2. Presentation of data
  • 4.3. Analysis of data
  • 4.4. Test of hypothesis
  • 4.5 Interpretation of result

Chapter Five

5.0. Summary, recommendation and conclusion

  • 5.1. Introduction
  • 5.2 Summary of findings
  • 5.3 Conclusion
  • 5.4 recommendations
  • References
  • Questionnaire

Chapter One


1.0. Introduction

1.1 Background Of The Study

The concept discipline is a systematic instruction intended to train a person, application of mind, molding character, attitude, behaviour.

We are going to look into how discipline has help in molding characters in civil service. Discipline inst will power in civil service. It is setting up the perfect environment to achieve the goals and objectives.

The civil service in Nigeria, like most civil services in the world, was built strictly on the bureaucratic principle of the discipline and control in the conduct of the office and productivity in civil service.

The origin of discipline can be traced back to heaven when God disciplined satan and other fallen angels for their pride and disobedience etc.

Obedience is as a result of discipline which means that without control for obedience there would not be discipline.

Discipline means to cause the mind to obey, discipline came into view because employees in the organization consist of people with diverse characters, thus there are “good staff” and “bad staff”. The good one are identifies on their conforming to the led down rules and regulations and commitment to the organization while the bad ones are noted for diverse negative attitude and tendencies which they exhibit at work such as laziness, stealing, truancy, insubordination, gossiping and lateness.

Moreover, these diverse negative attitude pose a threat to the achievement of organizational goals, and therefore require greater discipline and control are also necessary for to ensure that they maintain their behaviour and reassure them of the organizations commitment to good conduct and improved performances discipline impact having on productivity. Also in the context of human resources, management, discipline is better appreciated as a means of causing discomforts or suffering to somebody for wrong doing with the aim of preventing future occurrence of that particular behaviour.

According to Agu (2003:73) it is not usual for the personal manager to think of indiscipline or the part of an employer when the employee fails to obey reasonable instructions from a well constituted authority. An employee will then be subject to disciplinary action when he will fully commits a serious offence or crime against his employee. A discipline employee is the one who exhibits a high moral standard, seeks to become an important member of the organization, obeys reasonable instructions from his superior, committed to his task and protects the assets of his employer. There are general stages that must be followed in implementing a disciplinary procedure in any organization.
They are listed below.

  1. Collection of facts on the subject matter of the infringement is preliminary investigations.
  2. Exoneration/ penaltor.
  3. Defense by the employee
  4. Interview of the employee
  5. Oral warning or written query
  6. Trial of offending employee
  7. Freed employee
  8. Guilty employee

Any organization wishing to achieve meaningful productivity must design a just and equitable discipline management system.

Brief Historical Background Of Imo State Ministry Of Finance

Imo state is one of the even states created by the federal military government on February 3, 1976 during the Mohammed Obasanjo regime. Hitherto the area was known as Imo state as part of the defunct East central state which was one of the twelve state initially created by the federal military government (General Yakuby Gowon’s regime) in 1967.

With the creation of most states in 1991 by general Ibrahim Babangida, Abia state was carved out from Imo state. The new Imo state is divided into twenty seven local government area (LGA) and three senatorial zones.

Administrative Structure

Like other states of the federations the administrative structure of the state is threatened state, local and autonomous community levels. It is composed by three arms of the executive, the legislative and the judiciary.

The executive arm is head by the elected governor who is assisted by the deputy governor, commissioners and executive advisers, the legislative arm headed by the speakers of the state house of assembly is made up of elected legislators. It is the law making body of the state.

The judiciary is charged with the responsibility of the administration of justice and his functions of the government are carried out through the various ministers and parastatals.

The ministers are justice, agriculture and national resources, education, health, commerce and industry and tourism, finance, work and transport. There are four new directors for information and culture, land survey and urban planning social development, youth and rural development.


1.2 Statement Of The Problem

It is obvious that an organization workforce is made up of people of diverse backgrounds so disobedience and mistakes are inevitable employees are discipline when they go against organizational rules and regulations. Like high rate of absenteeism, labour, turnover, accidents and sickness, low and facility turnout increasing wastage.

  1. To that effect organizational experience failure in business poor performance and low output level. When employees lack training of the mind and character, to produce self control the organization is driven to sudden trait or sustain losses as a result of indiscipline.
  2. Lack of discipline in organization affected the effectiveness and efficiency of organizational productivity and also profitability.

Therefore, this study attempt to make the lack of discipline lead to the following.

  1. low productivity as a result of negligence
  2. Poor performance of employees
  3. High rate of absenteeism
  4. Insubordination or organizational objectives/waste of resources.
  5. Increase cost of production.

1.3 Objective Of The Study

The objective of this study is to determine the discipline and productivity, this is geared towards achieving of the following.

  1. To determine the role of discipline on organizational productivity.
  2. To evaluate the impact of discipline on the employees performance.
  3. To measure the effect of discipline on the out put level of the organization.
  4. To determine the principle of discipline to be followed.
  5. To ensure that there is peace in the organization.
  6. To determine if discipline has been responsible for the poor performance of workers.

1.4 Research Question

Having stated the problems as shown in the prlem stated, this study aims at identifying the effects of discipline to management efficiency in terms of productivity profitability and growth. Assumptions are made that all organization irrespective of their similar characteristics in view of this following the fundamental questions asked.

  1. What are the roles of discipline in organization productivity?
  2. What are the effect of discipline on employees performance?
  3. How does discipline affects the out put level of the organization?
  4. Does discipline contribute to the poor performance of workers in the organization?

1.5 Statement Of Hypothesis

Hypothesis 1
  • Ho: Discipline does not affect employee’s behaviour
  • Hi: Discipline affects employees behaviours

1.6 Significance Of The Study

The benefit of employees discipline on productivity efficiency aims at alerting the employees whose performance is considered low to improve his performance, reminding the employees of the expected standards of behaviours and increasing the moral, motivation and performance.

Organization and others will benefit from the study in the following ways.

  1. it will help organizations to maintain peace, unity, among the employees so as to have improved productivity.
  2. Students of laziness administration and management, human capital management will find this useful as it will serve as a reference work for further researcher.
  3. It will also help the society at large to embrace discipline as a tool used to inculcate obedience and control in the life of citizens.

1.7 Scope Of The Study

It will not be possible for the researcher to visit all of them and produce effective study. Consequently the study will be narrowed down to Imo state ministry of finance.


1.8 Limitation Of The Study

The researcher is faced with some limitation/constraints some of these factors are finance, time, transportation, lack of corporation from some members of staff who attempt to keep back relevant information as a result of bad attitude of some staff of public bureaucrats.


1.9 Definition Of Terms

Goals:

A goal is desired result a person or a system envisions, plans and commits to achieve a personal or organizational desire end-point in same sort of assumed development.

Productivity:

An economic measure of output per unit of input- inputs include labour and capital.

Discipline: It is a training that moulds or perfects the mental or moral character. It is also a set of rules that government and the conduct of people in any organization.

Employees:

Is an individual who work part time or full time under a contract of employment. Whether oral or written, expressed or implied and has recognized right and duties.

Management:

It is the organization and coordination of the activities of a business in order to achieve defined objectives and effective goals.


Chapter Five


5.0 Summary, Conclusion And Recommendations

5.1 Introduction

This study, the discipline and productivity in civil service started from chapter one which reviewed the background of the study. Further more this chapter gave the summary, the finding and the conclusion.

The researcher find out various types of disciplinary measure e.g (demotion, termination, dismissal, refusal of salary increase and promotion) which we experience in our civil service investigation. Information were gathered and analysis made to determine how discipline helps to build up the employees in the civil service.


5.2 Summary Of Findings

Right from chapter one down to chapter five the researcher has death extensively on the impact of discipline with the objective of efficiency and effectiveness in civil service.

The associated problems of the study were identifies, that lack of discipline leads to low productivity as a result of negligence, poor performance of employee, high rate of absenteeism, insubordination of organizational objectives, waste resources and increase in the cost of promotion.

In an attempt to solve these problems the researcher formulated two relevant hypothesis.

  1. Discipline does not influence employees performance?
  2. Discipline do not affect employees behaviour?

After testing the hypothesis it was discovered that from the research question distributed and collected it was found out that;

  1. The ministry is making a head way towards employees discipline, hence 50% respondents that the ministry is strict towards employees discipline.
  2. The nature of discipline formed in ministry of finance, the Imo state was absenteeism because it has the highest from the table.
  3. The ministry uses corrective method of disciplinary action towards employee which ensures position, increase in the productivity of the organization.

Conclusion

The researcher concluded that effective discipline in an organization, that is fairly exercised helps in growth development and efficiency for the objectives to be actualized. Also effective discipline is the training which makes punishment unnecessary for proper administration. There must be principles to be followed.

  1. Communication of rules
  2. Burden of proof
  3. Consistency of treatment

For building effective discipline and effective work force, the following must be effective

  1. Staff training and development
  2. Equitable reward system
  3. Careful selection of personnel
  4. Free and proper flow of communication
  5. Good leadership

5.4 Recommendation

Based on the findings by the researcher, the following recommendation were made since civil service is faced with numerous problems which have affected and will continue to affect their objectives and aspiration, if it is not properly addressed.

The researcher now recommended the following to correct deficient areas in the organization.

  1. Discipline procedure should be clearly defined. Communication must be applied progressively beginning with verbal warning for the first offence, through written warning (queries) for second offence, through suspension without pay for third offence and to discharge the extreme cases. This will enable the Imo state ministry of finance management to regulate workers behaviour as well as bring about safely to lives and procedures in the organization.
  2. Imo state ministry of finance and management should prefer workers of a tolerated educational qualification, hence ignorance contributes to certain disciplinary action and behaviour.
  3. Employees should be incorporated in formulating disciplinary action as there tendency for them to obey rules and participate in the formation.

The researcher concluded that if all the procedures are applied accordingly the management will go a long way to improve on the structures presently in Plan.


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