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CIVIL SERVANTS’ ATTITUDE TO WORK AND EFFECTIVE SERVICE DELIVERY BY POLITICAL LEADERS IN SELECTED MDAsIN LAGOS STATE (2010-2014)

POLITICAL SCIENCE PROJECT TOPICS AND MATERIALS

TABLE OF CONTENTS
Content Page
Title page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table of Contents vi
List of Tables ix
List of Figures x
List of Appendices xi
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study 1
1.2 Statement of the Problem 2
1.3 Objective of the Study 3
1.4 Research Questions 3
1.5 Hypotheses 4
1.6 Significance of the Study 4
1.7 Scope of the Study 5
1.8 Operational Definition of Terms 6
1.9 Overview of Chapters 6
CHAPTER TWO: REVIEW OF LITERATURE
2.1. Conceptual Review of the Study 8
2.1.1 Attitude and Perceptions 9
2.1.2 Attitudinal Change 11
2.1.3 Attitude to Work 12
2.1.4 Attitude and Performance 13
2.1.5 Job satisfaction 14
2.1.6 Job satisfaction and Work Performance 14
2.1.7 Organisational Commitment and Work Performance 15
2.2.Historical Background of the Nigerian Civil Service 15
2.3. The Nigerian Civil Service Reforms 18
Content Page
2.4. Structure and Responsibilities of the Civil Service 20
2.5. The 1975 Great Purge of the Nigerian Civil Service 21
2.6 Measures Established to Reinforce the Civil Service 21
2.7.0 The 1988 Civil Service Reforms 24
2.8.0 The Major Problems of the 1988 Civil Service Reforms 28
2.9.0 The Lagos State Civil Service 32
2.10.0 Empirical Review of the Study 35
2.11.0 Theoretical Framework of the Study 38
2.11.1 Herzberg’s Two-Factor Theory 38
2.11.2 Equity Theory 40
CHAPTER THREE: METHODOLOGY
3.1 Research Design 42
3.2 Population 42
3.3 Sample size and sampling Technique 42
3.4 Method of Data Collection 44
3.5 Sources of Data Collection 44
3.6 Instrument for Data collection 44
3.7 Validity of the Research Instrument 45
3.8 Method of Data analysis 45
3.9Ethical Consideration 45
3.10 Post Research Benefit 46
CHAPTER FOUR: DATA ANALYSIS, RESULTS AND
DISCUSSION OF FINDINGS
4.1 Presentation of results and data Analysis 47
4.2 Test of Hypothesis 80
4.3 Discussion of Findings 84
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary 89

Content Page
5.2 Conclusion 90
5.3 Recommendations 91
5.4 Limitation of the Study 92
5.5 Suggestions for Further Studies 92
REFERENCES 93
APPENDICES 105

LIST OF TABLES
Table Page
4.1 Questionnaire responses Rate 47
4.2 Distribution of Respondents by Sex 48
4.3 Distribution of Respondents by age 48
4.4 Distribution of Respondents by marital status 49
4.5 Distribution of Respondents by working Experience 49
4.6 Distribution of Respondents by Job Status 50
4.7 Distribution of Respondents by qualification 50
4.8 Distribution of Respondents by ministry 51
4.9 Responses to Question1 52
4.14 Responses to Question 2 57
4.20 Responses to Question 3 63
4.26 Responses to Question 4 69
4.32 Responses to Question 5 75
4.38 Analysis result for Question 1 81
4.39 Analysis result for Question 2 81
4.40 Analysis result for Question 3 82
4.41 Analysis result for Question 4 83
4.42 Analysis result for Question 5 83

LIST OF FIGURE
Figure Page
3.1 Tri- components model of Attitudes 10

LIST OF APPENDICES
Appendix Page
I Letter of Introduction 105
II Questionnaire 106
III List of Ministries in Lagos State 110
IV Lagos State Government Department and Agencies 113
V Sample Size Determination 118

CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
It is the duty and responsibility of a democratic government to provide protection for the citizens through the creation of armed forces to keep the citizens of the country safe from internal and external aggressions. The government also owes it a duty to provide public services by ensuring that at least the minimum need of the citizens are met such as education, health-care and other infrastructural facilities including the provision of economic stability through employment and favourable trade environment (Gomez, 2014).
It must, however, be understood that government is an artificial person who is required to carry out its functions through physical people. In Nigeria, therefore, we have the Legislative arm of government which makes the laws for the good governance of the citizens. These laws are to be implemented by the executive arm of the government while the judiciary is saddled with the responsibility of adjudicating and interpreting the laws made by the legislature.
In carrying out its duties, the executive arm of government relies on its civil servants. Civil servants are employees of government whether at federal, state or local government level, who are engaged primarily to assist the career politicians (President, Governors, Ministers or commissioners) in formulating and implementing government policies. Based on their knowledge and experience, they provide professional and technical advice on the policies being made by government. As such, the importance of the civil servants in assisting the government to deliver quality service to the citizens cannot be overemphasized considering the fact that they advise the government on matters of policy formulation and decision making. Once the decision has been made, it is their duty to also implement same. It must be noted that the success or otherwise of any political leadership is measured by the electorate through the level of amenities and socio-cultural infrastructures provided for the use and convenience of the citizens by the leadership. Yet, it is the civil servants that the political leadership makes use of to provide these amenities. If the civil servants do not deliver effectively, it is the political leadership that the electorate hold responsible. The best policy statement by the political leadership is not better than the paper on which it is written until it has been successfully implemented. And that is the specialty of the civil servants. It is therefore in the best interest of the political office holders to ensure that the civil servants are encouraged to develop the right attitude towards their work.

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