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Staff Welfare And Institutional Development
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The challenges posed for the civil service by its increased size
complexity responsibilities in Nigeria’s economic boom and depression,
and made it a subject of public inquiry and target of mass purges by
successive governments, all in an attempt to tailor it towards the
accomplishment of societal goals. Not even the famous inquiries of Adebo
Commission of 1974, Udoji Commission 1985, Philips and the Ayida
Commission of 1997 have been able to remove those aforementioned
drawbacks in the state civil services in Nigeria.
Despite incisive
recommendations of the above-named panels as well as retrenchment
exercise, the problems of the Lagos State civil service continued
unabated. This has also limit the capacity of the civil service to
actually play a meaningful role in fast-tracking development.
Both
the Nigerian Labour Laws and International Laws recognize the rights of
workers to bargain collectively for the protection of the legitimate
interest of workers which can be achieved (Howse, 1999). These laws are
however not taken seriously by employers as they are not held
responsible most times for labour offences and due to high unemployment
rates in the country, employees often suffer in silence. The reason for
not taking the laws seriously is as a result of lack of enforcement on
the side of the institutions that have been put in place to monitor and
ensure compliance (Danesi, 2010).
It is against the backdrop of this
gap in oversight that Adewunmi and Adenugba (2010) point out that
employers in Nigeria are taking advantage of the weak institutional and
regulatory framework to the detriment of their employees. As long as
this situation persists, workers’ right to collective bargaining
especially for essential welfare package would continue to be abridged
(Okene, 2006).
Several studies such as Okereke & Daniel (2010);
Lawal & Oluwatoyin (2011) and Oginni & Adesanya (2013)have been
carried out to examine staff welfare and institutional development; but
none of these studies have attempted to relate it to the Lagos State
Civil Service (LSCS) which gap the propose study have helped to fill by
relating staff welfare and institutional development in the Lagos State
Civil Service.
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