IMPACT OF DISCRIMINATION IN NIGERIAN UNIVERSITIES

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IMPACT OF DISCRIMINATION IN NIGERIAN UNIVERSITIES: CASE STUDY OF BOWEN UNIVERSITY

 

CHAPTER ONE
INTRODUCTION
1.1. BACKGROUND OF THE STUDY
Organizations are established basically to achieve the goals of profit maximization or provision of quality services to enhance the living standard of the
people in any society. To achieve these goals, competent employees are required. In addition, availability of quality management in terms of skills, education
and experience that abhors gender discrimination of any kind determines organizational effectiveness. The implication of this position is that weak management irrespective of gender breeds an inefficient organization in particular and the society in general [Okoh et. al; 2008]. In this regard, the universities in Nigeria are established to provide high-level manpower need of organizations whether in the public or private sector of the economy. Like any other sector, the ability of the Nigerian universities to achieve their goals and objectives is a function of its ability to attract competent workforce irrespective
whether they are males or females. Workers in an organization, irrespective of their gender, are classified into management/senior employees and others.
The management/senior employees are responsible for the overall administration of the organization for enhanced performance. These categories of employees provide the direction through effective leadership to achieve the overall goals of the organization; and this is where discrimination does set in and mostly pronounced in Nigerian universities [Ekore, 2008]. Nigeria, like alternative countries in Africa, has nearly equal range of males and females that form up the entire population. In most scenario, women are continuously been discriminated within the space of leadership in organizations, significantly within
the Nigerian universities, if increased performance is to be achieved. In recent times, as businesses begin to go global and with high intensity of labor mobility, employees are bound to operate in an organization with diverse workforce in terms of age, gender, ethnicity, religion etc. hence, it is important that these differences
in the work environment are been managed properly in a way void of discrimination in other that all employees will be satisfied. Managing diversity is very essential for any organization, especially in this era of globalization. Managing diversity is required to close the unfair discrimination and thus enable employees to compete on equal basis. Diversity in the workplace has overtime cumulated into various forms of discrimination. According to the Australian Human Rights Commission (2014), workplace discrimination is the treatment of certain workers in a less favorable manner than another group
because of their background or certain personal characteristics. Omoh, Owusu and Mendah (2015) noted that geographical point discrimination may be
a phrase that the majority practitioners condemn and don’t need to listen to. It refers to discrimination in hiring, promoting, job assignment, termination and
compensation. It refers to discrimination in hiring, promoting, job assignment, termination and compensation. Discrimination happens once a leader treats
an employee less important than others. According to Hasan and Ali (2014); and Fatima and Omar (2014), the various dimensions of geographical point discrimination are; gender, discrimination, faith discrimination and ethnic discrimination.

 

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IMPACT OF DISCRIMINATION IN NIGERIAN UNIVERSITIES: CASE STUDY OF BOWEN UNIVERSITY

 

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