MY PROJECT

FEDERAL CHARACTER PRINCIPLE AND ITS IMPLICATION ON MANPOWER UTILIZATION: AN ANALYSIS OF RECRUITMENT EXERCISE AT THE FEDERAL CAPITAL DEVELOPMENT AUTHORITY (FCDA)

BELLO SHERIFF ADEGOKE

PA/2007/130

DEPARTMENT OF PUBLIC ADMINISTRATION

MADONNA UNIVERSITY, OKIJA

ANAMBRA STATE, NIGERIA.

AUGUST 2011

CERTIFICATION

This is to certify that this research project, Federal character Principle and its implication on manpower utilization: An Analysis of Recruitment exercise at the Federal Capital Development Authority (FCDA)” has been written by Bello Sherif Adegoke with the Registration Number PA/07/130, a bona fide student of the Department of public Administration in Partial fulfillment of the requirements for the award of Bachelor of science (B.Sc), Degree in public Administration under the Guidance and supervision of Prof. Nwizu Gregory, during the 2010/2011 academic session.

PROF. NWIZU GREGORY -------------------- -------------

SUPERVISOR SIGNATURE DATE

MR. UGOO ABBA ------------------- ----------------------

H.O.D SIGNATURE DATE

APPROVAL

This research project, FEDERAL CHARACTER PRINCIPLE AND ITS IMPLICATION ON MANPOWER UTILIZATION: AN ANALYSIS OF RECRUITMENT EXERCISE AT THE FEDERAL CAPITAL DEVELOPMENT AUTHORITY (FCDA) has been approved and accepted in partial fulfillment of the requirement for the award of Bachelor of Science (B.Sc) degree in public Administration, Madonna University Okija, Anambra State Nigeria.

PROF. NWIZU GREGORY --------------------- -------------

SUPERVISOR SIGNATURE DATE

MR. UGOO ABBA --------------------- -------------------

H.O.D SIGNATURE DATE

-------------------- --------------------- -------------------

EXTERNAL EXAMINER SIGNATURE DATE

DEDICATION

This project work is dedicated to the Almighty Allah and to my dear parent Mr. & Mrs. Bello T.A

ACKNOWLEDGEMENT

The credit for the actualization of this complete work goes to numerous persons who have made invaluable contribution toward its success, even though time and space constraint would not permit me to list all their names.

It is in this regard I express my debt of gratitude to my beloved parent, Mr. and Mrs. Bello T.A. my brothers Nurudeen, Ibrahim, Ismail, Al-Ameen and my sisters Zainab, Hajara and Hadiza for their cooperation toward this work.

I am also equally grateful to my project supervisor, Prof. Gregory Nwizu for his immeasurable guidance and direction that contributed to the realization of this project work. My thanks goes to all the lectures in the Department of Public Administration, Madonna university Okija, Mr. Nwachukwu Chidi, Prof. Obikeze O.S.A, Prof. Okere J, Dr Okpala M.E, Mr. Chukwuka Zeph, Mr. Egeonu E., Mrs. Okoli may, Mrs. Ikeh Chineyere and my honorable H.O.D Mr. Ugoo Abba for their unrelenting attitude toward impacting in me great and unquantifiable knowledge through out my undergraduate days.

It is important that I also acknowledge Mrs. Lami Ishaku, a staff of the FCDA, under the department of public relation for her tireless contribution to this project work.

The moral and financial support of the following relations cannot escape my appreciation, my aged grand parent Alhaji T.S Apampa & Mrs. Holatu Apampa, Alhaji Apampa Moruf, Mr. Apampa Asimiyu, Mr. Apampa Alaba, Alhaji & Alhaja Bello Hakeem, Mr. Apampa Taofeek, Mr. Apampa Hakeem.

I also acknowledge the contribution of my talented and supportive colleagues and friends, Itong Eddie, Majekodumi Olabode, Abdul-Rahman Bala Doma, and the entire member of the Muslim student society of Madonna university Okija.

Above all, I am most grateful to the Almighty God for the very great opportunity, He gave me to acquire a university Degree.

ABSTRACT

This research project examined the federal character principle and it’s implication on manpower utilization with emphasis on recruitment process at the Federal Capital Development Authority (FCDA). In view of the above, the researcher investigated how public recruitment is carried out and how the federal character principle is applied in all public organization.

The research methodology used, consist of random sampling technique, both primary and secondary source of data collection were used. Questionnaires were administered to some of the staff of FCDA, hypothesis were formulated and tested with the use of Chi-square to asses the implication of federal character principle on manpower utilization with emphasis on recruitment process in their organization (FCDA). Finally recommendations were made on the way forward in actualizing an effective and useful application of the federal character principle in the Federal Capital Development Authority (FCDA) and the civil / public service at large.

TABLE OF CONTENTS

TITLE PAGE …………………………………………………………………………………. i

CERTIFICATION ………………………………………………………………………….. ii

APPROVAL PAGE …………………………………………………………………………. iii

DEDICATION ……………………………………………………………………………….. iv

ACKNOWLEDGMENT ………………………………………………………………….. v-vi

ABSTRACT …………………………………………………………………………………… vii

TABLE OF CONTENTS ……………………………………………………………….. viii - ix

CHAPTER ONE: INTRODUCTION

1.1 BACKGROUND OF THE STUDY………………………………….………1-3

1.2 STATEMENT OF PROBLEM …………………………………………..……3-4

1.3 OBJECTIVE OF THE STUDY …………………………………………….…4-5

1.4 SIGNIFICANCE OF THE STUDY …………………………………………5

1.5 RESEARCH QUESTIONS …………………………………………………….5-6

1.6 RESEARCH HYPOTHESIS ……………………………………………………6

1.7 SCOPE OF THE STUDY ……………………………………………………….7

1.8 THEORETICAL FRAME WORK …………………………………………….7-12

1.9 DEFINITION OF TERMS …………………………………………………….12-13

REFERENCE …………………………………………………………………………………14

CHAPTER TWO: LITERATURE REVIEW

2.1 FEDERALISM AND THE FEDERAL STRUCTURE OF NIGERIA …15-17

2.2 THE FEDERAL CHARACTER PRINCIPLE …………………………………17-20

2.3.1 THE FEDERAL CHARACTER COMMISSION ………………………………20

2.3.2 COMPOSITION AND POWER OF THE COMMISSION ………………20-21

2.3.3 EXAMINATION OF THE POWERS OF THE COMMISSION ………21-26

2.3.4 THE ENFORCEMENT POWER OF THE POWER OF THE COMMISSION …26-28

2.4 MANPOWER UTILIZATION ……………………………………………………………28-30

2.5 THE DEPARTMENT OF AN ORGANIZATION …………………………………31

2.6.0 DEPARTMENTAL ORGANIZATION IN NIGERIA ……………………………31-32

2.6.1 THE POLITICAL HEAD ……………………………………………………………………32-33

2.6.2 THE MINISTRY’S SECRETARIAT AND THE ATTACHED OFFICES …33-34

2.6.3 THE ATTACHED OFFICES ………………………………………………………………35

2.6.4 FEATURES OF A GOVERNMENT DEPARTMENT ……………………………36

2.7 AREA OF STUDY ……………………………………………………………………………37

2.7.1 THE CREATION ………………………………………………………………………………37

2.7.2 FCDA ORGANIGRAM ………………………………………………………………………38

2.7.3 THE ADMINISTRATION OF THE FEDERAL CAPITAL DEVELOPMENT AUTHORITY (FCDA) ……………………………………………………………………39-40

REFERENCES ………………………………………………………………………………41

CHAPTERS: RESEARCH METHODOLOGY

3.1 INTRODUCTION ………………………………………………………………………42-43

3.2 RESEARCH DESIGN ……………………………………………………………….. 43

3.3 POPULATION OF THE STUDY ……………………………………………….. 43

3.4 SAMPLE AND SAMPLING TECHNIQUES ………………………………… 44

3.5 SOURCE OF DATA COLLECTION ……………………………………………… 44-45

3.6 INSTRUMENT FOR DATA COLLECTION …………………………………… 45

3.7 VALIDATION AND RELIABILITY OF INSTRUMENT ……………………45

3.8 METHOD OF ANALYSIS …………………………………………………………………46

REFERENCES …………………………………………………............................47

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1 INTRODUCTION ……………………………………………………………………………48

4.2 SECTION A: PERSONAL DATA …………………………………………………….48-52

4.3 SECTION B: QUESTIONNAIRE RESPONSES ……………………………… 52-60

4.4 TEST OF HYPOTHESIS …………………………………………………………… 60-65

CHAPTER FIVE:

5.1 SUMMARY ……………………………………………………………………………..66-67

5.2 CONCLUSION……………………………………………………………………………67-68

5.3 RECOMMENDATION ………………………………………………………………68-69

BIBLIOGRAPHY ………………………………………………………………………… 70-72

APPENDIX I LETTER OF RESPONDENTS …………………………………………… 73

APPENDIX II QUESTIONNAIRE ………………………………………………………….74-76

CHARPTER ONE

INTRODUCTION

1.1 BACKGROUND OF STUDY

Today in Nigeria the use of federal character principle has became an instrument for recruitment into federal, state and local government civil service. In most federal system of government, the major issue is usually that of resources sharing among the federal units at horizontal and vertical level.

According to Elaigwu (1992) where the sharing arrangements are working well, there are less agitations and citizens have a felling of belonging and equity. On the other hand, where the sharing principle is not working well. The citizen agitates and makes all sorts of demands such as call for national conference, etc. How ever, in Nigeria, after a series of debate in 1975 the constitutional drafting committee was set up which established federal character commission as a body charge with the responsibility of implementing the federal character principle in order to ensured equitable sharing of posts in the public services. This was also enshrined in the 1999 federal constitution of federal republic of Nigeria.

The federal character principles as enshrined in the constitution of Nigeria is to ensure equitable distributions of bureaucratic and political posts in the public service of federal, states and local government levels. The objectives of the policy is to foster national unity and give every Nigerian a sense of belonging among other in the country. The federal character principle which is implemented under the federal character commission is therefore designed, initiated to correct adverse impact resulting from opportunities and resources provided by the federal government to the citizens of the country that appears neutral but have a discriminatory effect on a protected group. The federal character principle is therefore, empowered to ensure strong and indivisible nation based on justice and fairness, while also ensuring that the sense of belonging of all Nigerians is still maintained. As laudable as the above policy maybe, and the empowerments of the concept in the nation’s constitution, its application has remain a debatable topic to which some critics have claimed that the policy comprise the merit system which will create an enabling environment for those that are only qualify employed into the Nigerian civil service, thereby fostering quality service rendering for the development of the country. Therefore it is important to note that, efficient manpower utilization is determined through effective credible recruitment.

However, this research work is centered on the Federal Capital Development Authority (FCDA) as the case study. The Federal Capital Development Authority is responsible for the general administration of the federal capital territory, Abuja and its environment. The selection of manpower potentials into the administration of Federal Capital Development Authority (FCDA) will in no doubt have great impact on the achievement of set objectives of the establishment.

Thus, this research work will analyses the implication of federal character on manpower utilization in the recruitment of personal in the Federal Capital Development Authority (FCDA), Abuja based on the federal character commission been the commission established to implement federal character principle in Nigeria.

1.2 STATEMENT OF THE PROBLEM

There is no doubt that every research work must have statement of problem to which this research works is not an exception. There are many cases going on in Nigeria that the federal character principle has been unjustly implemented. Also the annual reports from the publications of the federal character commission shows that a lot of complaint arise as a result of breach of federal character principles by some establishments for example in the federal character monitor, a quarterly publication of the commission (2008:5) accused and surmount the Nigeria communication commission over breach of federal character principles more so, the inefficient implementation of the policy in recruiting manpower potentials into the organization and the selection of employees not based on the federal character principles are some of the problems that affect the efficient performance of the Nigerian civil services. Furthermore, the Niger delta crisis which arises as a result of compliant from the masses about marginalization by the leaders also signifies that the policy is unjustly implemented. Again, the poor performance of employee’s discovered by the past president Olusegun Obasanjo led administration was traced to poor manpower utilization and poor quality of civil servants, also testify to this weakness. Thus, in view of the above problems, the needs to analysis recruitment process in government establishment are strategic and must be followed accordingly.

1.3 OBJECTIVES OF THE STUDY

The objectives of the research topic are as follows: -

1 To examine the extent to which the federal character principles is strictly adhered to in the utilization of human potentials at FCDA.

2 To examine the duties of the commission in charge of federal character principle

3 To asses the effectiveness and efficiency of the federal character principles in the recruitment of the needed manpower at FCDA.

4. To find out probable problems if any in the execution of the federal character principle as applied in the recruitment of manpower at FCDA

5. To examine the implication of federal character principles on recruitment exercise at FCDA.

1.4 SIGNIFICANCE OF THE STUDY

The important of this research work can not be over emphasized. However, this study intends to examine the application of federal character principle in recruitment exercise at the FCDA and asses the commission in charge of the application of the federal character principle in the Nigeria civil service. Also the study examines and review the implication of federal character principle on manpower utilization in public service at federal, states and local government in Nigeria. Therefore, this research work is meant to assist both undergraduate and graduate of social science and other future researches who may find this research work beneficial in terms of planning, researching and rational decision making in regards to recruitment into public organization in Nigeria.

1.5 RESEARCH QUESTIONS

The research questions are as follows: -

1. To what extent is the federal character principles strictly adhere to in the utilization of human potentials at FCDA?

2. What are the duties of the federal character commission?

3. How efficient and effective is the federal principle in the recruitment of the needed manpower at FCDA?

4. What are the probable problems if any in the execution of the federal character principle in the recruitment of manpower at FCDA?

5. What are the implication of federal character principles on recruitment exercise at FCDA?

1.6 RESEARCH HYPOTHESIS

The following hypothesis will be tested

HYPOTHESIS ONE

H_I: - The application of federal character principle affects the quality of manpower utilization at FCDA

HYPOTHESIS TWO

H_I: - There is a relationship between the application of federal character principle and merit system of in recruitment exercise at FCDA

HYPOTHESIS THREE

H_I: - The application of federal character policy in recruitment process in public enterprise has solve the problem of unequal representation of all states across the country.

1.7 SCOPE OF THE STUDY

This research project focuses on the analysis of recruitment exercise of public servant at federal capital development authority (FCDA) based on federal character principle. Thus, this research work will be incomplete in analyzing the utilization of manpower capability at the FCDA without assessing the process of training, selection, motivation, compensation and evaluation. The work is centered on FCDA as a chosen case study for the project work. FCDA has it employees recruited from all states of the federation based on the federal character principles been an organization that belong to the federal government. Federal Capital Development Authority (FCDA) was established in 1990. Thus, the study focuses on the date of establishment till date.

1.8 THEORETICAL FRAME WORK

It is important to note that every issue concerning federal character principle, it application in recruitment, promotion etc. in the Nigeria public services boils down to power sharing, which is refer to as bureaucratic power by max Weber (1864-1920), who emphasized its (bureaucracy) indispensability for the rational attainment of the goal of an organization will be narrow down to federal character principle and manpower utilization.

According to V.S.P. Rao, the word “bureaucracy” implies an organization character by rules, procedure, impersonal relations, and elaborate and fairly rigid hierarchy of authority- responsibility relationships. It refers to the tasks and procedures of administration, as well as a collection word for a body of administrative officials.

Bertrand (1938) has defined power as “the production of intended effects’. In other words, power denotes the ability of a person to fulfill his desires or to achieve his objectives. In popular parlance the term “power” may be used in multifarious contents. For instance, we talk of the power of man over man. Most of the theories of power, including Russel, prefer to restrict its use to “power over human being. H.V Wiseman (1966) defines power as the ability to get one’s wishes carried out despite opposition.

All these definitions give prominence to that aspect of power which is exercised by a man or a group over an ‘unwilling’ lot. At this point we shall be look at max Weber theory of power.

Max Weber (1864-1920) identified three types of authority prevalent in the modern state.

First, tradition authority involves the right to rule as established by tradition, such as, hereditary or dynastic rule.

Secondly, charismatic authority results from exceptional personal characteristic of the political leader, or his magnetic personality, as exemplified by Hitler.

Finally, legal-rational authority which is the point of focus of federal character principle, emanates from the political office held by an individual, where he is appointed through the prescribed procedure, such as, merit-based selected, promotion, election, rotation or nomination, and not from the personal characteristics of the individual holding an office. In other words, legal rational authority is attached to an office which automatically extends to the individual holding that office. Weber recognized that none of these categories existed in pure form. In any case, legal-rational authority which is characteristic of bureaucracy, is the outstanding attribute of the modern state, which need to be check and balance in an heterogeneous community like Nigeria, justifying the importance of the creation or formulation of the federal character principle in Nigeria.

WEBER’S ANALYSIS OF AUTHORITY

Authority

(Right to obtain compliance)

Traditional Charismatic Legal-Rational

(Based on the long (Based on Extraordinary (Based on the of the

established tradition Personality of the leader individual obtained

e.g. the hereditary rule) e.g. the ruler of a popular through the Prescribed

dictator) procedure, e.g. the

rule of bureaucracy)

Another school of thought, the contemporary pluralist theory which appeared in the 1950’s, particularly with the publication of Robert Dahl and Charles Lindbolan’s politics, Economics and welfare (1953), Robert Dahl’s A preface to Democratic Theory (1956) and who governs? (1961) was based on the assumption that there was a widespread distribution of political resources, and that different interests prevailed in different political disputes and at different times. Dahl’s model of democracy, described as ‘polyarchy’, postulated that society is controlled by a set of competing interest group, with the government as little more that an honest broker in the middle N. polsby (1963). Pointed to an unspoken notion in pluralist research that at bottom nobody dominates.

Critics point out that pluralism focuses only on the decision-making process. It overlooks those issues on which no decision could be taken through some of these issues might be very important. Moreover, even if different groups bargain on equal footing. Some groups may lack international democracy. As a result, leaders or spokesmen of those groups may play a dominant role. Steven Luke’s in his power: A radical view (1974) has pointed to a “third-dimension of power”. It implies that power holders can so manipulate the wants of others that their real interests are suppressed.

These points of criticism have led to some modification in the pluralist theory in its later phase of development. Thus Charles Lindblom in his politics and markets (1977) has conceded that there is a privileged position of business in the market- dominated polyarchics of the west; that they are controlled in democratically by business and property. Robert Dahl in his Dilemmas of pluralist democracy (1982) has conceded that pluralism cannot be treated as an open competition between truly equal political forces. In order to reduce the inequalities of these forces Dahl has recommended those polices which would promote redistribution of power in society.

In a nutshell, subtle form of domination within various groups and during their interaction should not be ignored while using group perspective for the analysis of the application of the federal character principle in FCDA.

We have stated much in favour of the federal character principle. It is fair that we also attempt to answer what negative views or arguments may be held against it. According to Kunle Amuwo et al (2004) the strongest opponent of federal character are those apostles of meritocracy. Who think only merit is good enough in determining who gets public appointments. The fear is that upholding the federal character principle will comprise on the requisite competence for holding such appointment.

Thus even though we accept that every arrangement may only approximate the federal ideal, the people must cultivate the necessary political will to see them work, for Nigeria, federal character may thus be better both in spirit and in practice than alternative arrangements, in the circumstance i.e. in a plural society with a high degree of identity creating awareness among diverse cultures such as Nigeria represents.

1.9 DEFINITION OF TERMS

Some of the key terms in the research work are defined as follows: -

1. FEDERAL CHARACTER PRINCIPLE:- A principle of representativeness in which recruitment, promotion and distribution of other state resource are aimed at establishing a fair balance of ethnic and regional representation in all federal government agencies and parastatals.

2. FEDERAL CHARACTER COMMISION:- A body charged with the responsibility of implementing federal character principle in Nigeria to ensure compliance with state objectives concerning the distribution of public officers an even basis among the various sections of Nigeria in all federal government agencies and parastatals .

3. MERIT SYSTEM:- According to Ndoh (2002:145), merit system means a personnel system in which comparative merits or achievement governs each individual selection and progress in the service and in which the conditions and reward of performance contributed to the competency and continuity of the service.

4. HUMAN RESOURCES MANAGEMENT:- Human resource management according to beach (1975) is the activities of recruitment and employment , manpower planning, employee training and management development wage and salary administration, health and safety (at work), benefits and services, union-management relations and personnel research.

5. PUBLIC RECRUITMENT:- Public recruitment according to Nwizu (2002:238) is the process of getting potentials employees willing to apply for a job or jobs into an organization (government agencies or parastatals).

6. PUBLIC SERVICE:- Public service is viewed by Akpan (1982) as comprising members of all public institution financed and maintained by the tax payer, and the emoluments of whose member, regularly authorized by the legislature acting in concert with the executive.

7. MANPOWER:- This refers to individual’s ability or capability available for labor to be employed into any organization.

8. MANPOWER UTILISATION:- This refers to affective utilization of manpower capability available through the process of motivation, training, rewarding, evacuating etc. in the organization.

9. FCDA:- Federal capital development authority

REFRENCES

Akpan, Ntioyouncy u. (1982), Public Administration in Nigeria; Lagos: Longman Nig. Plc

Beach, D.s (1975), Personal: The Management of People at Work; Newyork: McMillan publishing company.

Betrand Russell (1938), Power: A new Social Analysis; Moscow: progress publishers.

Elaigwu R.A and Isawa.J. (1992), Foundation of Nigeria Federalism. A publication of institute of governance and social research (IGSR) Jos, Nigeria.

Federal character commission quarterly publication 2008

Kunle Amouwo et al (2004), Federalism and Political Restructuring in Nigeria; Ibadan: spectrum books limited.

Nwizu Gregory (2002), Studies in Modern Public Administration; Enugu: NGIB publishers Ltd.

Polsby. N (1963), Community, Power and Political Theory; Cambridge: polity press

Wiseman H.V (1966), Political Systems: Some Sociological Approaches; Newyork: Oxford University presses.

CHAPTER TWO

LITERATURE REVIEW AND THEORETICAL FRAME WORK

2.0 LITERATURE REVIEW

The review of the federal character principle and it implication on manpower utilization will be centre on the concept of federalism as a reason for the principles, the federal character principle, manpower planning and federal character commission been a body established to implement the federal character principle in all government agencies and parastatals in Nigeria.

2.1 FEDERALISM AND THE FEDERAL STRUCTURE OF NIGERIA

An understanding of the concept of federalism, its basic features and its applicability in the Nigeria contest is a sine qua non to the discussion of the principle and practice of federal character in Nigeria administration.

Jordan (1978:303), defines federalism as that from of government which has two levels of authority existing side by side, in some cases sharing powers and in other case not usually several local or regional governments exist in a semi-independent relationship with a central government.

Adebayo (2002:203), says that federalism requires that the general and regional that the general and regional governments of a country shall be independent of each other within its sphere, and shall not be a subordinate to one another but co-ordinate with each other.

Neither history nor politics nor economics has given cause of “federalism” in Nigeria a smooth ride. However, a lot depends on what one means by the plain word “federalism”.

Federalism, as I understand it, is that form of government where the component units of a political organization participate in sharing powers and functions in a cooperative manner through the combined forces of ethnic pluralism and cultural diversity, among others, which tend to pull their people apart.

Nigeria is a federation with 36 State and 774 local governments existing in a coordinate and autonomous relationship. Power are shared among the federating unit that makes up the federation i.e. federal, state and local government and each unit has it own autonomous power within it area of jurisdiction usually the federal government have a greater bound of unity with power in the center. However the sharing of power between the center and the component units is in accordance with the constitutional provisions. The federal constitution of Nigeria defined closely the allocation of legislative and executive power between the levels of government; given references to section 4 of the 1999 federal constitution of Nigeria, The constitution provides three lists, the exclusive list, the concurrent list and the residual list. The exclusive list consisted of forty-five provisions on which the federal government only could legislate. The concurrent list contained twenty-nine provisions on which both the federal and states government could legislate, but with the provision that, in the event of any inconsistency in the legislation of the government, federal law will remain supreme. Thus, all subjects or matters not mentioned in the two lists fell to the state government to legislate.

More so, the Nigeria federal structure made provision for bicameral legislative i.e. two house system, house of representatives and house of senate, a ministerial executive system who are directly responsible to the president for political conduct, a judicial system with provision for appeals to federal supreme court, a public services with it’s own commission, and overall, a head of government (president) whose duties are spelt out in the constitution.

2.2 THE FEDERAL CHARACTER PRINCIPLE

Ogunna (1999), Identifies the federal character principle as a product of the federal system in Nigeria. The constitution of the federal republic of Nigeria 1979, section 14(3), says thus;

The composition of the government of the federation or any of its agencies shall be carried out in such a manner as to reflect the federal character of Nigeria and the need to promote national unity and also command loyalty thereby ensuring that there shall be no predominance of persons from a few states or from a few ethnic or other sectional groups in that government or any of its agencies.

The tragic history of Nigeria’s first republic greatly influenced the perceptions and attitudes of the constitution drafting committer (CDC) inaugurated by the late General Murtala Mohammed on the 18^th of October, 1975. In an attempt therefore to promote national unity and integration, the committee proposed the adaptation of what is termed federal character principle which according to the framers of he 1979 federal constitution is anchored on the distinctive desire of the people of Nigeria to promote national unity, foster national loyalty and give every citizen of Nigeria sense of belonging to the nation notwithstanding the diversities of ethnic origin, culture, language or religion which may exist and which it is their desire to nourish and harness to the enrichment of the federal republic of Nigeria (Ogunna, 1999: 256)

According to Ogunna (1999), the federal character principle as enshrined in the constitution demands that all appointment, allocation of amenities and benefits at the federal, state and local governments and their agencies should have a “national spread”. This is to say that all appointments and allocation of amenities should reflect proportionately the diverse composition of the federal, state and local government respectively. This ensures that no one area of the country dominates the other in appointments and distribution of amenities as to endanger the unity of the federation.

Agreeably perhaps, the federal character principle was conceived to foster a sense of belonging and participation by the multi ethnic groups and political interest in the governance of post-colonial Nigeria. It was the result of the years of domination that characterize ethno-regional relation Nigeria. Since the creation of states to twelve an further to nineteen states structure could not truly address the problem of North-South imbalance, the need for other methods of achieving the much desired unity arose. One can say that in terms of distribution of post among the ethnic groups, the federal character principle is a form of the representative bureaucracy of the pre-independence Nigeria.

Inherent in the 1979 constitutional provision include section 15(4) which expects a fostering of a feeling of belonging and of involvement among the various peoples of the federation, section 135(3) stipulates that at least one indigene of each state of the federation should be considered by the president in ministerial appointments. Similarly, section 157 has it that the appointment of the secretary to the federal government, head of the civil service of the federation, ambassadors or equivalent, permanent secretaries or equivalent or any personal staff of the president must take into account the federal character principle of Nigeria and the need to promote national unity, even the composition of the officer corps and other ranks of the Armed forces shall reflect the federal character of Nigeria (section 197:2). In all the federal character principles have to reflect in all government agencies and Parastatals which the federal capital Development authority (FCDA) is not an exemption.

2.3.1 THE FEDERAL CHARACTER COMMISSION

The commission was first introduced in 1995 under the military regime led by General Sanni Abacha. By section I (1) of the Act, the commission was established and by virtue of subsection (2) the commission has the following features:-

a) Shall be a body corporate with perpetual succession

b) Sue and be sued in its corporate merit

c) Shall have its headquarter in the Federal capital territory, Abuja and

d) Shall establish an office in each state of the federation

The commission is one of the federal bodies established under section 153 (1) of the 1999 constitution

2.3.2 COMPOSITION AND POWER OF THE COMMISSION

The composition and its power are spelt out in the third schedule, part1 (c) of the 1999 constitution. Paragraph 7 (1) provide:-

The federal character commission shall comprise the following members;

a) A chairman and

b) One person to represent each of the states of the federation and the federal capital territory, Abuja.

In essence, the commission has 37 ordinary members besides the chairman and the secretary. In general term the chairman is a member of the commission. The equitable representation by each state of the federation as envisaged by the provisions is undermined by the fact that the chairman and the secretary would come from any state which would have been represented by virtue of paragraph 7(1)(b) of the provision under reference. This problem would have been eliminated if there has bee no duplication of membership from the chairman/secretary’s states.

2.3.3 EXAMINATION OF POWER OF THE COMMISSION

By virtue of section 5 of the federal character commission Act 1995, the commission shall have power to:

(a) Formulate and provide guidelines for Government agencies and other employers and providers of services and socio-economic amenities;

(b) Monitor compliance with the guidelines and formulae at Federal, State, local government and zonal levels in the employment and provision of socio-economic amenities.

(c) Enforce compliance with its guidelines and formulae in areas of the provisions of employment opportunities, distribution of infrastructural facilities, socio-economic amenities and other indices.

(d) Compel boards of directors of government – owned companies and other enterprises, which are subject to the provisions of this Act to comply with the guidelines and formulae on ownership structure, employment and distribution of their products.

(e) Demand and receive return on employment and socio-economics indices from any enterprises or body corporate and penalize any enterprise which does not comply with a request from the commission.

(f) Under take the recruitment and training of staff of government agencies or departments where desirable;

(g) Institute investigate into any matter relating to any institution or organization where the institution or organization shall be required to bear the cost of such investigation; and

(h) Do anything which in the opinion of the commission is incidental to its functions under this Act.

As a follow-up to the provisions of the Act which enables the commission to formulate and provide guidelines fro Government agencies and other employers and providers of services and socio-economic amenities, the commission in 1996 published the “Guiding principles and formulae for the Distribution of posts in the public service” (hereafter Guiding principle).

The guiding principles provide for general principles under Colum A as follows:

(a) That each state of the federation is to be equitably represented in all national institutions and in public enterprises and organizations.

(b) That the best and most competent persons are recruited from each state of the federation to fill positions reserved for the indigenes of that state

(c) That once a candidate has attained the necessary minimum requirement for appointment to position, he/she should be qualify to fill a relevant vacancy reserved for the indigenes of his/her states

(d) That, where the number of positions available can not go around the states, than sharing should be on zonal basis, but that in the case where two items only are available, they should be shared between northern zones and the southern zones

(e) That if the indigenes of a state are not able to take up all the vacancies meant for them the indigenes of other state(s) within the same zone should be given preference in filling such vacancies.

(f) That in an ideal situation, posts to be distributed among the indigenes of the states and Abuja on the formula of equality would be 2.75% of the indigenes of each state after reserving 1% for the indigenes of Abuja. However, in the spirit of give and take, the commission has decided to adopt a range so that the indigenes of any state should not constitute less than the lower limit or more than the upper limit of the range.

(g) That the six zones and the states they comprise are:-

i. North Central: Benue, FCT, Kogi, Kwara, Nassarawa, Niger and Plateau States

ii. North East: Adamawa, Bauchi, Borno, Gombe, Taraba and Yobe states.

iii. South West: Jigawa, Kaduna, Kano, Kastina, Kebbi, Sokoto and Zamfara States.

iv. South East: Abia, Anambra, Ebonyi, Enugu and Imo states.

v. South South: Akwa Ibom, Bayelsa, Cross River, Delta, Edo and Rivers States.

vi. South West: Ekiti, Lagos, Ogun, Ondo, Osun and Oyo States.

That for the zones, depending on the number of states within each zone, the commission has adopted three ranges such that the indigenes of any state within a zone should not constitute less than the lower limit or more than the upper limit of the range applicable to the zone.

Column B of the guiding principles entitled “Definition of indigenes adopted by the commission” state:

(a) An indigenes of a Local Government: An indigene of a local government is a person:

i. Either of whose parents or any whose grandparents was or is an indigenes of the local government concerned: or

ii. Who is accepted as an indigene by the local government concerned provided that no one can lay claim to more than one local government.

(b) An indigene of a state: An indigene of a state is a person who is an indigene of one of the local government in the state that is to say, an indigene of a state is a person either of whose parents or grandparents belong or belonged to a community indigenous to the state or a person who is accepted as such by a local government in the state. No person should be allowed to lay claim to more than one state in the application of the federal character principle.

(c) An indigene of the Federal Capital Territory: An indigene of the Federal Capital Territory is a Nigerian citizen other than by naturalization, who cannot lay claim to any state of the federation in other words, the indigenes of the territory are those Nigerian (and their descendants) who lived in the area now constituted as the Capital Territory before 26th February, 1976 and decided to continue to reside in the territory after that date.

(d) Indigenous status of a married woman: A married woman should continue to lay claim to her own state of origin for the purpose of implementation of federal formulae at the national level.

2.3.4 THE ENFORCEMENT POWER OF THE POWER OF THE COMMISSION

The commission is vested with power to take such legal measure including the prosecution of the head of any ministry or government body or agency which fails to comply with any federal character principle or formulae prescribed or adopted by the commission. According to Ndoh (2002:276), he said “the constitutions make it impossible for the presidents or the State Governors who are vested with power to make the important appointment or the chief executive authorizing the appointment to be immediately prosecuted. Further examination of the point being raised here may be made clear by the examination of section 171(5) of the 1999 constitution which provides: In exercising his power of appointment under this section, the president shall have regard to the federal character of Nigeria and the need to promote national unity. By this provision the president is brought under the jurisdiction of the power of the commission. This is because paragraph 8(1) (a) of the third schedule part 1c of the 1999 constitution is wide enough to include the appointments required to be made under section 171(1)-(4) of the constitution.

Section 14 of the 1995 act provides for some offences that might be committed in respect of the functions of commission. The section provides as follows:

1. Information supplied by the commission shall not be made public by any person except it is duly authorized by the executive chairman of the commission.

2. Any person who contravenes the provisions of subsection (1) of this section is guilty of an offence under this decree.

3. Any person, body corporate or unincorporated who:

a) Required to furnish any information to the commission under the decree but fails to do so or in purported compliance with such requirements to furnish information knowingly or recklessly make necessary statement which is false in any materials particular or its incomplete or inaccurate; or

b) Wilfully obstruct, interfere with, assault or resists any member of the commission or any officer or servant of the commission in the performance of his duly under this act; or

4. Any person who is found guilty of abuse of office in the observance of any matter under this act is guilty of an offence.

Section 15 of decree imposes terms of the fine ranging from N50, 000 to N100,000 or term of imprisonment for six month or both.

2.4 MANPOWER UTILIZATION

Manpower utilization refers to the effective utilization of manpower capability available through the process of motivation, training, rewarding, evaluating etc, in the organization. Manpower utilization can be seen or further explain from the angle of manpower planning.

According to Nwizu (2002:226), manpower planning is also known as human resource planning. Human resource is the sum total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed person.

In the views of Thomas Pattern (1971), manpower utilization is the process by which an organization ensures that it has the right kind of people at the right places, at the right time, doing things for which they are economically most useful in doing for the organization human resources. E. Vetter (1967), says it is the process by which management determines how the organization should move from its current (human resources) position to its desired (human resource) position. According to Flippo (1960), manpower utilization is the planning, organizing, compensating, integrating, maintaining and separation of human resources to the end of individual, organizational and societal objectives are accomplished.

The central idea in all the above definitions is that manpower utilization function is mostly that of training and developing a highly motivated and smooth functioning labour force. Thus, the attainments of organisational goals depend so much on how the organisation develops its work force.

Human resource is the most important resource and most valuable asset possessed by an organisation. The extent to which organisation Succeed in achieving their goals depend to a large extent upon the availability of human resources. Personal or manpower utilization is basically concerned with having the right type of people available as and when required and improving the performance of the existing people to make them more effective on their jobs.

The employers cannot depend upon locating qualified manpower as and when they require it. Indeed, constant effort should be made to maintain qualified manpower to fill vacancies when they occur, necessitating constant search for such manpower.

Manpower planning in relation to public services means forecasting growing need of trained men and women, this also includes the preparation of certain plans for training of men and women so that they can be inducted into the service in the years to come. Identification of manpower needs and recruitment of right types of employee are the two cornerstone of a sound personnel system. As organization grows the personnel system has a tendency to multiply in number. The surpluses and shortage of the right kind of adequate personnel further create imbalance in the system. In countries with a shortage of trained people, there is an imperative need for solving the problem of manpower utilization. This is the problem of the long-term forecasting of the growing needs for trained men and women in public sector services and of preparing plans for their appropriate education training and induction into the services such plans could cover several decades and needs to be closely co-ordinate with several manpower programs both inside and outside the public sector service. Manpower planning involves the process by which management determines how an organization should move from its current manpower position to its desired manpower position. Manpower planning enables the management to have the right type of people to do the right thing at the right time. Through effective manpower utilization, management secures equilibrium between demands and supply of right number and kinds of people at the right time.

Manpower utilization is estimating the requirements of manpower for the future and linking the present manpower requirements with the future needs efficiently and effectively in summary.

2.5 THE DEPARTMENT OF AN ORGAINSATION

Literally the word “department” means a part or portion of a lager whole and sometime it used to denote parts of things other than the administration structure. In France, for example, the department is the name given to each of the 89 territorial sub-divisions into which the country is divided for administrative purpose. (Nwizu 2008:49). The large segment into which the academic work of universities or colleges is divided is also called departments although their principals work is instruction rather that administration however the term department has a special connotation. It means the biggest blocks or compartments immediately below the chief executive into which the entire work of government is divided. It is thus, the highest and biggest unit of administrative hierarchy. (Sharma and sadana 1989:227).

2.6 DEPARTMENTAL ORGANISATION IN NIGERIA

In Nigeria, the work of the federal or state government is divided into a number of ministries. A ministry may consist of a single department or of a number of departments grouped together. A typical ministry of the federal government of Nigeria (as also of the state government) under the civilian regime, according to Nwizu (2008:54) is like a storey building consisting of:

1. The minister in charge who is its political head and who has under him one or more deputy ministers, minister of state, to assist him in his work;

2. The secretariat organization and the attached offices of the ministry, headed by the “permanent secretary” who is a permanent official (Under General Babangida And Abacha administrations, the post of permanent secretary was renamed director- general) and;

3. The executive organization of the department or departments comprised within the ministry.

The official head of the department is usually designated director, inspector-general, adviser etc.

2.6.1 THE POLITICAL HEAD

The minister, his deputy minister and ministers of states are political officers who charge with change in the ministry. Under the civilian regime, these political heads are at their several posts on the strength of their respective positions in the party in power and not by reason of any experts or technical qualifications. In Nigeria under the military regimes (General Babangida and Abacha), Director General who were the administrative heads of different ministries were appointed by the government and their terms of office were co-extensive with that of the government that appointed them or otherwise dropped before their term of office expires. Broadly speaking, the functions of the ministers in charge of the ministry are to follow and decide all the more important policy questions which may arise within the ministry.

Secondly, he exercises general supervision over the implementation of his policy by the ministry.

Thirdly and lastly, it in his duty to justify and bear responsibility for the policies and the administration of his ministry before the parliament, to answer question concerning these, to pilot the necessary legislation, and to represent his ministries before the public. The deputy ministers and ministers of state share in his duties as he may assign to them and represent him and his views in the legislature when he himself is not present under democracy, the primary force moving the wheels of administration is provided by the political heads. (Nwizu 2008:55)

2.6.2 THE MINISTRY’S SECRETARIAT AND THE ATTACHED OFFICES

Immediately below the political head, is a secretariat organization of the ministry. The function of the secretariat is to provide for the minister the material and expert advice for the formulation of policies, and watch over their application when they have been formulated. The secretariat may be said to be the brain centre of the administrative activity. The head of the secretariat organization of a ministry in Nigeria for instance, are called permanent secretaries; they are members of the Nigerian civil service and the state civil service in case of the state ministries. The secretariat staffs of a ministry consist of two categories of personnel, namely;

1. The higher or the officer class and

2. The subordinate class or the office.

The officer’s class has three regular grades in case of the federal ministries. These are the secretary who has already been mentioned as the administration head of the ministry, the deputy secretary and the assistant secretary.

In the larger ministry between the secretary and the deputy, there may also be a joint or additional secretaries who are put in-charge of certain branches of the ministry so as to lighten the load of work for the secretary is more or less co-ordinate in rank with the secretary and in respect of the work under his charge deals directly with the minister, though in the more difficult or intricate cases he is expected to consult the secretary.

The secretary, the deputy and the assistant secretaries are the senior civil servant drawn on the basis of their experience and merit. They are permanent members of the administrative service in Nigeria; the subordinate class comprises the executive and section and section officers, clerical typist and inferior staff.

2.6.3 THE ATTACHED OFFICES

Besides the secretariat proper, there are also a number of attached offices at the headquarters of the government of Nigeria. Most of them are self-contained organizations working under the immediate control of a secretariat department and their functions are mainly advisory while others are purely executive branches under heads of the departments.

A Government department is a traditional form of public enterprise. It leads to efficiency, economy and simplification of administrative machinery. These departmental systems are used in the management off public enterprise, communications, ports, post and telegraph, defence etc. Government department are usually located within ministries which are in charge of the overall responsibilities of the departments.

Each department is headed by a director who has a specialized knowledge of the functions of the department. The director reports to the minister through the permanent secretary in the ministry. The director and the department in the ministry perform their functions along their specialized line with their specialized knowledge while the minister and permanent secretary retain their usual control over policy matters of the ministry.

2.6.4 FEATURES OF A GOVERNMENT DEPARTMENT

These include the followings according to Nwizu (2008);

(i) In this form of enterprise, the employees are largely civil servants who are subject to the laws rules and regulations governing the civil services.

(ii) The department as a whole or its units is financed by the annual appropriations and its income is deposited with the government treasury.

(iii) The enterprise is generally organised as a central/state government department and subject to direct control of the head of the department.

(iv) They are subject to the budget, accounting and audits control applicable to all other government departments.

(v) It is a strictly hierarchical organization at whose head is a minister answerable to the cabinet and legislature for its objectives.

(vi) They are fully owned by the government.

2.7 AREA OF STUDY

The area of the study is the Federal Capital Development authority (FCDA) office located in the capital street Area 11, Garki, Abuja.

2.7.1 THE CREATION

The Federal Capital Development Authority (FCDA) is a creation of Decree No.6 of February 5, 1976 cited as the federal capital Act. The decree which vested ownership and control of all land in the area to the federal government also gives the FCDA the onus of handling the design, planning and construction of the federal capital territory with the following function;

i. To choose a site within the capital territory for the location of the capital city;

ii. To prepare a master plan for the use of land in the capital city as well as the rest of the capital territory;

iii. To provide public/community services within the capital territory;

iv. To establish infrastructure such as roads, railways, bridges, reservoirs, water course buildings’ and other such works as may be necessary in the FCT;

v. To co-ordinate the activities of the Area councils, Departments and other Agencies of the government of the federation within the FCT

2.7.2 FCDA ORGANOGRAM

2.7.3 THE ADMINISTRATION OF THE FEDERAL CAPITAL DEVELOPMENT AUTHORITY

The Executive secretary of the Authority is the chief executive officer (CEO) who directs and runs the day-to-day administration of the authority, and he is supported by an executive management committee (EMC). The EMC is made up of directors of departments and heads of units of the authority; there is also a 10 member Board constituted by the president to formulate policies and supervise the activities of the Authority on a part time basis.

The FCDA board is chaired by the minister of the federal capital territory. But with the reform agenda of the El-Rufai Administration in the FCT, the FCDA had its departments re-structured into nine (9) departments and four (4) specialized units as follows:

DEPARTMENTS

i. Finance and Administration

ii. Urban and Regional Planning

iii. Engineering Services

iv. Resettlement and Compensation

v. Public Building

vi. Surveying and Mapping units

vii. Mass Housing

viii. Satellite Town Infrastructure

ix. Procurement

UNITS

i. Internal Audit

ii. Special Project/IT

iii. Legal Services

iv. Public Relations and Protocol

REFERENCES

Adebayo, A. (1989), Principles and Practice of Public Administration in Nigeria; Ibadan: spectrum books LTD

Eric vetter (1967), Manpower Planning for High Talent Personnel; Ann Arbor: University of Michigan Press

Flippo, E. (1981), Personnel Management; London: MC Graw hill

Ndoh C.A (2002), Nigerian Government and Administration; Owerri: Achugo publications

Nwizu G. (2002), Studies in Modern Public Administration; Enugu NGIB publisher LTD

________________ (2008), Management of Public Enterprise and Co-operatives: A multi-Disciplinary Approach; Enugu: Agmasun publishers

Oguna A.E.C. (1999), Public Administration in Nigeria; Theory and Practice: Owerri: Great versatile Publishers LTD

Jordan R.S (1978), Government and Power in West Africa; Benin: ethiope publishing corporation

Sharma M.P and Sadana B.L (1989), Public Administration in Theory and Practice; Illinois: The Free Press

Thomas pattern (1971), Manpower Planning and Development of Human Resources; New York: Wiley inter-science

www.fcdagov.ng

1999 constitution of the Federal Republic of Nigeria

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 INTRODUCTION

In academic environment, research is essentially an investigation, a recording and improving knowledge. Research is a systematic method of acquiring knowledge other than by chance trial and error. According Ezeani (2011:2), Research is the process of arriving at dependable solutions to problem through the planned and systematic collection, presentation analysis and interpretation of data. Research introduces system planning and purpose into investigation hence kerlinger (1979) sees it as empirical, controlled, systematic and critical investigation of hypothetical prepositions about presumed relations among natural phenomenon.

According to the Encarta dictionary (2009) methodology means the methods or organizing principles underlying a particular art, science, or other area of study. Merriam-Webster’s dictionary and thesaurus (2008) sees methodology as a body of methods, rules and postulates employed by a discipline: a particular procedure or set of procedure.

In carrying out this research work, certain methods are employed. This chapter explain in depths the procedures the researcher intends to follow in arriving at the inferences of this work .In this chapter issues concerning the research design, population of the study, sample and sampling techniques, sources of data collection, Instrument for the data collection, validation and reliability of instrument and the method of analysis will be discuss in depth.

3.2 RESEARCH DESIGN

This is the specification of procedures for collecting and analyzing the data necessary to help solve the problem at hand; such that the difference between the cost of obtaining various levels of accuracy, and the expected value of information associated with each level of accuracy is maximized.

The research design applied here aimed at discovering the implication of the federal character principal on manpower utilization in the federal capital development authority (FCDA) Abuja. The type of research design adopted for this research is the survey approach which is carried out through observational studies and selecting sample from the population (of the staff) ranging from the office of the executive secretary to various department in the organization.

3.3 POPULATION OF THE STUDY

This simply means the aggregate of persons from whom data to the study were collected. The population of this research work constitutes all employees at the federal capital development authority (FCDA) Abuja been the organization under study. There are 252 employees at the FCDA.

3.4 SAMPLE AND SAMPLING TECHNIQUES

According to Nwizu. G (2008), a sample is a truly representative subset of a population. Sampling arises in research, because of the need to avoid bias and also because of neither time nor other resources would permit a complete census in other words it is a plan on how elements should be drawn from the entire population.

They are various method of sampling techniques but for the purpose of this research, the random sampling technique is adopted. There are 252 employees at the FCDA, and a random sampling of one hundred and twenty (120) employees was used and administered with questionnaires.

3.5 SOURCES OF DATA COLLECTION

Data are defined as research relevant information. Two sources of data collection was used in obtaining the research relevant information, they are the primary and secondary source of data.

Primary sources of data collection are source of materials which contain direct accounts of phenomena or events. The primary source of data collection adopted is questionnaire methods, which is said to be a list of question sent to the respondents to complete and return to the researcher. The type of questionnaire used, are structure questionnaire.

The second sources of data collection which is the secondary source of data collection, were derived from the used of document, both published and unpublished which include text books, articles, official reports and statistics, newspapers and journals.

3.6 INSTUMENT USED IN DATA COLLECTION

The instrument used in the research work is questionnaire method. Questionnaires were administered to some of the staff of the FCDA.

3.7 VALIDATION AN RELIABILITY OF THE INSTRUMENT

Validation refers to the extent to which the researcher is measuring what he intends to measure. The research instrument used by the researcher as certified content validity, face validity, predictive validity and construct validity. Reliability according to Nzeribe (1994), is the accuracy and precision of the results obtained over time.

The instruments used for data collection were objectively constructed and the questionnaire was submitted to the researcher supervisor for validation. The questionnaires constructed were simple and direct to enable the employees of the FCDA to be able to understand the questions easily and give accurate information.

3.8 METHOD OF ANALYSIS

The type of statistical techniques used for hypothesis testing is chi –square. The data collected from the respondent were presented and analyzed in a tabular form. The table is showing respondent views based on the questionnaire administered to them on the implication federal character principle on manpower utilization.

REFERENCES

Encarte dictionary (2009).

Ezeani, N.S (2011), Research Methods and Statistics (A Practical Approach); Onitsha: Eri print ltd.

Kerlinger, F.N (1979), Behavioural Research; A conceptual Approach; New York: Hott Rinechart and Wiston.

Merriam-Webster’s Dictionary and thesaurus (2008).

Nwizu Gregory (2008), Methods in Social Research, Systems Analysis and Record Administration; Enugu: John Jacob’s classic publishers.

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 INTRODUCTION

The essence of this chapter is to present and analyze the data collected for the study. The presentation and analysis were based on the responses gotten from the respondents (staffs of Federal Capital Development Authority FCDA) through the questionnaire administration to them.

The data are presented and analyzed with table and simple percentage. The totals of 120 copies of questionnaire were distributed out of which 80 copies were returned. The research decided to concentrate on the responses of the 80 people at his disposal at the time given for his analysis.

4.2 SECTION A- PERSONAL DATA

Table 4.1 sex Distribution

SEX	NO OF RESPONDENTS	PERCENTAGE OF RESPONDANTS
Male	50	62.5%
Female	30	37.5%
Total	80	100%

Source: field survey (2011)

The above table shows the sex distribution of the respondents from the Federal Capital Development Authority (FCDA). The FCDA has 50 male and 30 female staffs who responded to the questionnaire administered in the cause of these researches.

Table 4.2 Age Distribution.

AGE	NO OF RESPONDENTS	PRECENTAGE OF RESPONDENTS
Below 29	11	13.75%
30-39	19	23.75%
40-49	36	45%
50 above	14	17.5%
Total	80	100%

Source: Field survey (2011)

The above table shows the age distribution of the respondent of the respondents. It shows that 13.75% of the respondents are below 29 years of age, 23.75% are between 30 to 39, 45% are between 40-49, while 50 year above constitute 17.5% of the respondents.

Table 4.3 Marital Status.

MARITAL STATUS	NO OF RESPONDENTS	PERCENTAGE OF RESPONDENTS
Single	20	25%
Married	49	61.25%
Widow/widower	11	13.75%
Divorced	-	-
Total	80	100%

Source: field survey (2011)

The above table shows the marital status of the respondents. It shows that 25% of the respondents are single, 61.25% married. 13.75% widow and widower and none divorced.

Table 4.4 Education level of respondents.

LEVEL OF EDUCATION	NO OF RESPONDENT	PERCCENTAGE OF RESPONDENTS
First school Leaving cert.	2	2.5%
WAEC/NECO/GCE	20	25%
NCE/OND or Equivalent	25	31.25%
HND/BSC	22	27.5%
Post graduate/PHD	11	13.75%
Total	80	100%

Source: field survey (2011)

The above table shows the level of skill (qualifications) of the respondents, base on their education level, their number and percentage.

Table 4.5 year of experience in FCDA

YEARS	NO. OF RESPONDENT	PERCENTAGE OF RESPONDENTS
1-10 years	20	25%
11-20 years	19	23.75%
21-30 years	30	37.5%
31 years above	11	13.75%
Total	80	100%

Source: field survey (2011)

The above table shows the working experience year of the respondents, 25% of the respondents have 1 to 10 yeas working experience in FCDA, 23.75% have 11 to 20 years working experience in FCDA, while

13.75% of the respondents have 31 years and above working experience in FCDA.

4.3 SECTION B

QUESTIONNAIRE RESPONSES.

QUESTION 1: Is recruitment exercise in FCAD based on federal character principle?

Table 4.6

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	65	81.25%
No	15	18.75%
Total	80	100%

Source: field survey (2011)

In the table above 81.25% of the total respondent agreed that recruitment exercise in Federal Capital Development Authority (FCDA) is based on Federal Character Principal while 18.5 % of the total respondents disagreed with the opinion.

QUESTION 2: Are all the states been represented in the recruitment exercise in FCDA?

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	62	77.5%
No	18	22.5%
Total	80	100%

Source: field survey (2011)

From the table above 62% respondents who makes up about 77.5% agree that all the state are represented in the recruitment exercise in FCDA, while 18% respondent representing 22.5% disagree that all the state are not been represented in the recruitment exercise in FCDA.

QUESTION 3: Do the applicant of federal character principle affect the quality of manpower utilization in FCDA?

Table 4.8

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	60	75%
No	20	25%
Total	80	100%

Source: field survey (2011)

The table above shows that 75% of the respondents agree that the applicant of federal character principle affect the quality of manpower utilization in FCDA while 25% of the respondents disagreed.

QUESTION 4: Are there any relationship between the application of federal character principle and merit system in recruitment process at the FCDA?

Table 4.9

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	16	20%
No	64	80%
Total	80	100%

Source: field survey (2011)

Table 4.9 shows that the largest percentage of respondent which is 80%, disagreed that there is no relationship between the application of federal character principle and merit system in recruitment process at the FCDA, while 20%of the total respondents agreed.

QUESTION 5: Do the application of federal character principle affect workers motivation at the FCDA?

Table 4.10

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	42	52.5%
No	38	47.5%
Total	80	100%

Source: field survey (2011)

In the above table 52.5% of the respondent agree that the application of federal character principle affect workers motivation at the FCDA, while 47.5% of the respondent disagreed that the application of federal character principle do not affect workers motivation at the FCDA.

QUESTION 6: Do the authority of FCDA strictly adhere to federal character principle on recruitment process?

Table 4.11

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	52	65%
No	28	35%
Total	80	100%

Source: field survey (2011)

In the above table 52 respondent who makes up 65% agree that the authority of FCDA strictly adhere to federal character principle on recruitment process, while 28 respondents representng 35% disagreed that the authority of FCDA do not strictly adhere to federal character principle on recruitment process.

QUESTION 7: Is the federal character principle policy justly implemented in FCDA?

Table 4.12

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	30	37.5%
No	50	62.5%
Total	80	100%

Source: field survey (2011)

The table above shows that 37.5% of respondent agreed that the federal character principle policy is justly implemented in FCDA, while 62.5% of the respondents disagreed.

QUESTION 8: Do the application of federal character principle on recruitment process in FCDA improve workers performance?

Table 4.13

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	37	46.25%
No	43	53.75%
Total	80	100%

Source: field survey (2011)

From the above table 37 respondents who make up 46.25% accept that the application of federal character principle on recruitment process in FCDA improved workers performance, while 43 respondents representing 53.75% disagreed that the application of federal character principle on recruitment process in FCDA does not improve workers performance.

Question 9: Do the federal character commission justly supervise the application of the federal character principle in the recruitment process in FCDA?

Table 4.14

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	15	18.75%
No	65	81.25%
Total	80	100%

Source: field survey (2011)

In the table above 18.75% of the total respondents agree that the federal character commission justly supervise the application of the federal character principle in the recruitment process in FCDA, 81.25% of the respondent said that the federal character commission do not justly supervise the application of the federal character principle in the recruitment process in FCDA.

Question 10: Has the federal character principle solve the problem of marginalization?

Table 4.15

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	69	86.25%
No	11	13.75%
Total	80	100%

Source: field survey (2011)

The table above shows that 86.25% agreed that the federal character principle has solved the problem of marginalization in Nigeria, while 13.75% of the respondent disagreed to this assertion.

QUESTION 11: Has the federal character principle policy on recruitment process solve the problem of unequal representation of all state across the country.

Table 4.16

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	72	90%
No	8	10%
Total	80	100%

Source: field survey (2011)

In the above table 72 respondent who make up 90% agree that the federal character principle policy on recruitment process has solve the problem of unequal representation of all state across the country, while 8 respondent who make up 10 % disagreed.

QUESTION 12: Do you support the continues used of, the federal character principle in recruitment exercise in the Nigeria public service?

Table 4.17

VARIABLE	NO. OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	52	65%
No	28	35%
Total	80	100%

Source: field survey (2011)

From the above 65% of the respondent support the continues used of the federal character principle in recruitment exercise in the Nigeria public service, while 35% did not support the continues used of the federal character principle in recruitment exercise in the Nigeria public service.

4.4 Text of Hypothesis.

Testing of hypothesis is an aspect of statistic that enables one to make an inference about a group. According to Elekwa (2007), Hypothesis is a statement or assumption about the relationship of variables. Hypothesis testing or testing of hypothesis is a procedure that is adopted in order to accept or reject a hypothesis.

The three (3) hypotheses formulated for this study in chapter one will be tested using the chi-square test (X²) based on the data collected through the administration of questionnaires. The formula is:

X² = ∑ (o¡ – ∑¡)² ∑¡

Where x²=chi – square

o¡ = observed frequencies

∑¡ =expected frequencies

Decision Rule: Accept H₁ if x² calculated is greater than x² critical.

Reject H₁ if x² calculated is less than x²critical.

HYPOTHESIS ONE (1)

H₁: The application of federal character principle affects the quality of manpower utilization at FCDA.

This hypothesis is tested based on the responses of research question3

Table 4.8

OPTIONS	NO.OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	60	75%
No	20	25%
Total	80	100%

o¡	∑¡	o¡ – ∑¡	(o¡ – ∑¡)²	(o¡ – ∑¡)²/∑¡
60	40	20	450	10
20	40	20	400	10
				20

X² Calculated = 20

Degree of freedom is given as (r–1) (c–1)

Where r= number of row

c =number of columns.

DF = (2 –1)(2 –1) =1

Level of significance =5% 0r 5/100 = 0.05

From the critical values of chi-square table, x² critical value = 3.841 at the degree freedom of 1. While the x²calculated = 20.

DECISION RULE

If x² calculated is greater then x² critical value, accept the alternative hypothesis, otherwise reject.

DECISION

Since x²calculated (20) is greater then x² critical value (3.841) the researcher accept the alternative hypothesis, which implies that the application of federal character principle affect the quality of manpower utilization in FCDA.

HYPOTHESIS TWO (2)

H₁: There is a relationship between the application of federal character principle and merit system in recruitment exercise at FCDA.

The hypothesis is tested based on the response of research question 4.

Table 4.9

OPTIONS	NO.OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	16	20%
No	46	80%
Total	80	100%

o¡	∑¡	o¡ – ∑¡	(o¡ – ∑¡)²	(o¡ – ∑¡)²/∑¡
16	40	–24	576	14.4
64	40	24	576	14.4
				28.8

X² Calculated =28.8

Degree of freedom is given as (r–1) (c–1)

DF = (2 –1) (2 –1) =1

Level of significance =5% 0r 5/100 = 0.05

From the critical values of chi-square table, X² critical value = 3.841 at the degree freedom of 1. While the x²calculated =28.8.

DECISION RULE

If x² calculated is greater then X² critical value, accept the alternative hypothesis (H¡), otherwise reject.

DECISION

Since x² calculated (28.8) is greater then x² critical value (3.841), the researchers accept the alternative hypothesis, which implies that, there is a relationship between the application of federal character principle and merit system in recruitment exercise at FCDA

HYPOTHESIS THREE (3)

H₁: The application of federal character policy in recruitment process in public enterprise has solved the problem of unequal representation of all states across the country.

The hypothesis is tested based in the response of research question 11.

Table 4.16

OPTIONS	NO.OF RESPONSES	PERCENTAGE OF RESPONDENT
Yes	72	90%
No	8	10%
Total	80	100%

o¡	∑¡	o¡ – ∑¡	(o¡ – ∑¡)²	(o¡ – ∑¡)²/∑¡
72	40	32	1024	25.6
8	40	–32	1024	25.6
				51.2

X² Calculated =51.2

Degree of freedom is given as (r–1) (c–1)

DF = (2 –1)(2 –1) =1

Level of significance =5% 0r 5/100 = 0.05

From the critical values of chi-square table, X² critical value = 3.841 at the degree freedom of 1. While the X² calculated =51.2

DECISION RULE

If X² calculated is greater then x² critical value, accept the alternative hypothesis (H₁), otherwise reject.

DECISION

Since x² calculated (51.2) is greater than x² critical value (3.841) the researchers accept the alternative hypothesis, which implies that, the application of federal character policy in recruitment process in public enterprises has solve the problem of unequal representative of all state across the country.

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 SUMMARY

This research work centered on federal character principle and its implication on manpower utilization and emphasis on federal capital development authority (FCDA) recruitment process. The choice of the topic arose from the recognition of the fact that quota system if properly implemented in accordance with the federal character principle can lead to the effective utilization of manpower potential at the FCDA.

The work attempted to uncover the critical issue involved in the federal character principle through the review of related literature on the functions of the federal character commission, composition and powers of the commission, general principle and formulae for recruitment process, federalism and the federal structure of Nigeria. Etc.

Three hypotheses were developed in the beginning of the research project which serve as a guide, and tested based on the data collected through the use of questionnaire with statistical analysis “chi-square”, consequent upon a thorough research on analysis of the data. The following was the result of the hypothesis. The application of federal character principle affects the quality of manpower utilization at the FCDA, there is a relationship between the application of the federal character principle and merit system in recruitment exercise at FCDA and also the application of federal character principle policy in recruitment process in public enterprise has solved the problem of unequal representation of all states across the country.

5.2 CONCLUSION

In conclusion we can agree that recruitment exercise in FCDA is based on federal character principle. All the states are been represented in the recruitment exercise in FCDA. The application of federal character principle affects the quality of manpower utilization in FCDA. The application of federal character principle affects workers’ motivation at the FCDA. The authority of FCDA strictly adheres to federal character principle on the recruitment process. The application of federal character principle on recruitment process in FCDA has not improved the workers’ performance. The Federal Character Commission does not justly supervise the application of the federal character principle in the recruitment process in FCDA and also that the federal character principle has solved the problem of marginalization in Nigeria.

From the finding of the research work the researcher discovered that the federal character principle has a lot or suffer from a lot of deficiencies. The actual application of the federal character principle negates the merit system of civil/public service in which the FCDA is not an exception since appointments and promotion are not always based on merit. This is to say that positions in FCDA are traditionally reserved for some persons against others who may be more qualified for such positions. This creates the impression of discrimination, ethnicity, tribalism and sectionalism.

Notwithstanding the deficiencies inherent in the application of federal character principle on manpower utilization in FCDA based on poor implementation of the policy which has resulted to endangering of the standards and professionalism in the organization, it has helped in solving the problem of marginalization for the enrichment of the federal republic of Nigeria. But still not withstanding the problem in the application of federal character principle in the recruitment exercise in the civil/public service with no exception of the federal capital development authority (FCDA) should be looked into.

5.3 RECOMMENDATION

Generally speaking, any research work carried out which does not benefits humanity is just a mere study or waste of resources. In view of the research finding, the following recommendation are made in order to enhance the general effectiveness of the application of federal character principle in the appointment and promotion in the Federal Capital Development Authority (FCDA) and the Civil / Public service in general.

1. The chief executive of the Government organization should be held responsible for the implementation of the federal character principle in their organization.

2. The problem of corruption among the staff of the federal character commission in implementing the federal character principle should be check and address by the federal Government of Nigeria.

3. The problem of political selfish manipulation of the principle of the federal character for personal or sectional gain should be checked, defaulters punish and prosecuted.

4. Constitutional review with the aim to empower the federal character commission with more power to be able to justly implement the Federal character principle should be carry out.

5. Even educational developmental programs should be carried out in Nigeria by the government, in order to enable each state, provide qualified persons to represent them in the distribution of position in the civil / public service

6. The federal character commission should always often visit all the Government organization to make sure that, they properly implement the principle of federal character in the organization.

7. Merit system should be greatly considered in the application of federal character principle in the Government organization, in order not to endanger standards and professionalism in the organization.

BIBLIOGRAPHY

Adebayo A. (1989), Principle and Practice of Public Administration in Nigeria; Ibadan: spectrum

Akpan, Ntioyoung U. (1982), Public Administration in Nigeria; Lagos: Longman Nig. Plc.

Beach, D.S (1975), Personnel: The Management of People at Works; New York: McMillan Publishing Company

Bertrand Russell (1938), Power: A new social Analysis; Moscow: progress publishers

Eric Vetter (1987), Principle and Practice of Public Administration in Nigeria; Ibadan: Spectrum Book ltd

Ezeani, N.S (2011), Research Methods and Statistics (A Practical Approach); Onitsha: Eric print ltd

Flippo, E (1981), Personal Management; London: Mc Graw Hill

Jordan, R.S (1978), Government and Power in West Africa; Benin: Ethiope Publishing corporation.

Kerlinger, FN (1979), Behavioural Research: A conceptual Approach; New York: hot and Wiston.

Kunle Amuwo et al (2004); Federalism and Political Restructuring in Nigeria; Ibadan: spectrum Books Limited

Ndoh G. (2002), Nigeria Government and Administration; Owerri: Achugo Publication

Nwizu G. (2002), Studies in Modern Public Administration; Enugu: NGIB Publisher ltd

(2008), Management of Public Enterprise and Co-operatives: A Multi-Disciplinary Approach; Enugu: Agmasun publishers

(2008), Methods in Social Research systems Analysis and Record Administration; Enugu: John Jacob’s classics publishers

Oguna, A.E.C (1999), Public Administration in Nigeria: Theory and Practice; Owerri: Great versatile publishers Ltd.

Polsby N (1963), Community, Power and Political Theory; Cambridge: Polity Press

Sharma, M. P and Sadana B.L (1989), Public Administration in Theory and Practices; Illinois: The Free Press

Thomas Pattern (1971), Power Planning and Development of Human Resources; New York: Wiley inter-science

Wiseman H.V (1966), Political Systems: Some Sociological Approaches; New York: Oxford university Press

JOURNALS AND DICTIONARIES

Elaigwu R.A and Isawa. J. (1992), Foundation of Nigeria Federalism; A publication of institute of Governance and social research (IGSR) Jos, Nigeria.

Encarta Dictionary (2009)

Federal Character Commission Quarterly publication 2008

Merrian- Webster’s Dictionary and Thesaurus (2008)

1999 Constitution of the federal Republic of Nigeria

Website

www.fcda.org.ng

Public Administration Department

Madonna University

P.M.B 407

Okija, Ihiala

Anambra State.

Dear Respondent

I, Bello Sherif Adegoke, an undergraduate of the above mentioned department and institution is carrying out a research on the topic: The Federal Character Principle and its implication on Manpower utilization: An analysis of recruitment exercise at the Federal Capital Development Authority (FCDA).

Kindly assist in completing the attached questionnaire in respect of the research topic, your response to these questions in the questionnaire will be treated with utmost confidentiality and would be gladly and strictly used for the purpose intended.

Thanks, so much for your cooperation

Yours faithfully,

Bello Sherif Adegoke

QUESTIONNAIRE

SECTION A: PERSONAL DATA

Tick in the box provided for issues that appeal you

1. Sex male ( ) female ( )

2. Age Below 29( ) 30 – 39years ( )

40 – 49years ( ) 50years and above ( )

3. Marital status: Single ( ) Married ( )

Widow/widower ( ) Divorced ( )

4. Your education level (qualification)

First school leaving certificate ( )

WAEC/NECO/GCE or equivalent ( )

NCE/OND or equivalent ( )

HND/Bsc ( )

Post Graduate/PhD ( )

5. Year of experience in FCDA

1 – 10 years ( )

11 – 20 years ( )

21 – 30 years ( )

31 years and above ( )

SECTION B: RESEARCH QUESTIONNAIRE

1. Is recruitment exercise in FCDA based on federal character principle?

Yes ( ) No ( )

2. Are all the states been represented in the recruitment exercise in FCDA?

Yes ( ) No ( )

3. Do the applications of federal character principle affect the quality of manpower utilization in FCDA?

Yes ( ) No ( )

4. Are there any relationship between the application of federal character principle and merit system in recruitment process at the FCDA?

Yes ( ) No ( )

5. Do the applications of federal character principle affect workers motivation at the FCDA?

Yes ( ) No ( )

6. Does the authority of FCDA strictly adhere to federal character principle on recruitment process?

Yes ( ) No ( )

7. Is the federal character principle policy justly implemented in FCDA?

Yes ( ) No ( )

8. Do the applications of federal character principle on recruitment process in FCDA improve workers performance?

Yes ( ) No ( )

9. Does the federal character commission justly supervise the application of the federal character principle in the recruitment process in FCDA?

Yes ( ) No ( )

10. Has the federal character principle solve the problem of marginalization?

Yes ( ) No ( )

11. Has the federal character principle policy on recruitment process solve the problem of unequal representation of all states across the country?

Yes ( ) No ( )

12. Do you support the continues use of the federal character principle in recruitment exercise in the Nigeria public service?

Yes ( ) No ( )

There few typological erro.

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