CHAPTER ONE
INTRODUCTION
1.1. Background Of The Study
Ethical behaviour and the productivity of any organization is very important for overall development, production of products and services, provision of national wealth, the achievement of organizational goal and the inclusive gain of human developments. This emphasizes how proper organizations heed to ethical standards. It determines the state of all stakeholders, organisation’s productivity and the subsequent profitability, as well as the economic growth and development of a nation (Adeyeye, Aina, & Ige, 2012). Efficiency as applicable to the context of employment relationship is a product of proper management of employees at work, coupled with the adherence to workplace ethical standards. Agreeably, work occupies the lives of majority of men and women, and the management of staffs, both individually and collectively, remains a central feature of organizational life (Matanmi, 2007). The summary of the necessity of work in society is that it is the basic determinant around which human lives are ordered, organizations enhanced and nations are developed. Also the primacy of work in society and the major role of the production function have practically contributed to the growth, development and advancement of nations throughout human history. In practical terms, nations are in existence to provide security, safety and most importantly developments to people who had surrendered their sovereignty in exchange for the aforementioned necessities of life, using organizations and all human resources available to them. Indeed, organizations advance the fortunes of nations through efficiency, productivity, output level and performance, as engendered by the institutional labour or a group of people known as workers. These workers are human beings with aspirations, hope and feelings. They render their human efforts (labour) in exchange for equitable wages and salaries, good physical working environment and longevity of employment relationship, anchored on ethical standards and human resource best practices, (Adeyeye, 2010). Any behaviour contrary to the expectations of these actors would rather hinder the trajectory of production processes and the development of the organizations .
