ABSTRACT
Nigerian
public sector industry has long been the exclusive realm of the Nigeria men.
This is as a result of the prevalent view in the world that women are
subordinates, as a result of which certain jobs were not meant or seen as
appropriate for them. Another general assumption is that women are
less-educated, lack of the will to coordinate, lack the motivation to achieve,
always less-concerned, more committed to their role as women/mother than Jobs,
naturally weak and lazy and do not make good administrators cum managers. A
problem this work tend to evaluate, taking cognizance that with more education
cum knowledge, women have left the traditional careers open to them and have
gone into fields that formerly were exclusive to men of which management is
one. This study, therefore, tends to focus on women in management to discover
the problems they encounter as they compete with men to move up the
administrative ladder, and the opportunities open to them which they could
explore to enhance their advancement in their career.
The
study in evaluating the above stated problems adopts the use of primary and
secondary data. The primary data, combined the use of role face to interview
among educated women in the selected public parastatals cum agency like Federal
Inland Revenue Department (FIRS), National Agency for food and drug
administration Corporation (NAFDAC), Bureau for Public Enterprises for
Privatization and Commercialization (BPE) and Extended Programme for
Immunization Department (EPI) and the admission of questionnaires among staff
of the above mentioned departments and agencies. The study in its secondary data made use of
materials from archival library, Journal and, CD Rom, necessary to form a good
value judgment of the work. The instruments used are in-depth interview method
and questionnaires. To enhance the further study, the work used analytical approach
using statistical and descriptive methods that was enhanced by interpretative
concept. The work is situated on the Trait Theory.
The
findings prove that there has been a remarkable change in what was obtainable
before. The results show that for women to get into administrative jobs, they
should have a minimum of first degree with professional qualifications as an
added advantage for better opportunities. Women administrators or managers have
become more dedicated, vibrant and goal achieving at their work, not allowing
family responsibilities to affect their performance at work. Women who have
managed big offices in recent time in Nigeria had shown that gender is not a
barrier if you can achieve and have a vision to sail through.
In
conclusion, although promotion policy of organization does not discriminate
against woman and “on-the-job” training is provided for women administrators,
there are still few women at top management positions. Gender and
organizational policy are the reasons for few women at top management
positions, of which the Jinx should be totally broken to allow for more women
participation in the administration of the society at large.
TABLE
OF CONTENTS
Pages
Title
page i
Certification ii
Dedication iii
Acknowledgement iv
Table
of contents vii
Abstract vi
CHAPTER
ONE: INTRODUCTION
1.1
Background of the study 1
1.2
Statement of Problems 4
1.3
Research Questions 7
1.4
Objectives of the study 7
1.5
Significance of the study 8
1.6
Hypotheses 9
1.7
Scope 10
1.8
Limitation of the study 10
1.9
Definition of research terms 10
1.10 Organization
of the study 11
End
notes. 13
CHAPTER
TWO: LITERATURE REVIEW
2.0. Introduction 15
2.1 Theoretical Framework 15
2.2 The Theoretical Literature 17
2.3 Women in Administration 32
EndNotes 36
CHAPTER
THREE: RESEARCH METHODOLOGY
3.0 Introduction 40
3.1 Research Design 40
3.2 Population of the Study 41
3.3 Sample Size and Sample Techniques 42
3.4 Instruments For Data Collection 44
3.5 Procedure for Data Analysis 45
3.6 Source of Data 47
End Notes 48
CHAPTER
FOUR
DATA
ANALYSIS PRESENTATION AND INTERPRETATIONS
4.1 Data Analysis 49
4.3 Test of Hypotheses 63
CHAPTER
FIVE: CONCLUSION AND RECOMMENDATIONS
5.1 Discussion of Findings 74
5.2 Conclusion 77
5.3 Recommendations 79 Bibliography 81
Appendix – A Oral face to face
interview 85
Appendix – B Questionnaires 86
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
The
focus of this study is on the problems and opportunities of women in
administrative (directorship) positions within the selected public corporations
in the federal level in Nigeria.
The
administrative world is said to be dominated by men, with women concentrated in
the lower paid jobs lacking status, until recently in the Nigeria public
sectors when some women, with dedication, diligence and determination emerged
to change or become the vessels of change against what Oguje (1985) had equally
argued and agreed that long before now, the Nigerian administrative industry
and business have been the exclusive realm of the Nigerian men.
The
stemmed from the fact that the business cum administrative world’s attitude
toward women in management situation is merely extension of male’s attitudes
toward women in general. These misconceptions have been instilled in the males
mind at a very early age.
The
participation of males and females within the African Social economy was
regulated by their gender. Women in Nigeria like their males in other parts of
the world, used to be confined to domestic roles. The roles and position of
women were learned in childhood through the process of socialization. Girls
were socialized into female roles. They were homemakers and help the new in
several respects. Few of them attended school. Parents believed that it was not
gainful to educate the female folk because they would marry with other
families, and as a result, they will not profit their knowledge cum skill. The
women’s role had been clearer mapped out by the man. A boy was given first
option of receiving education, not daring to look beyond doors, to the world of
greater goals and achievement. To contemplate such was sacrilege. This is
basically proved to be the arisen ‘d’etre’ for the relegation of women to the
role of serfs (Afolabi, 1983) noted.
However,
in Nigeria today, the number of educated women has increased and is still
increasing. All the courses in Nigeria Universities are open to both males and
females, and the women are showing their capabilities in all the fields.
Through education, women have left the traditional careers open to them and
have gone into other fields, even fields formerly exclusive to men. Salamatu
(2005) in this respect noted that the days for wait and receive from men are
over as educated women are now the main hustlers and job givers in the
competitive society of ours. In discussing how the women excel more than their
men folk she further asserts that they sit the same examinations with their
male counterparts and excel. Now, there are many women professionals for
examples, woman doctors, pharmacists, lawyers, engineers and managers among others.
Explicating
this broken of chain by women folk, Kuforiji-Olubi (1986) reiterated in some
parts of Nigeria more than others, under the guise of religion or age-worn
practice, women no matter how well educated are relegated to the background and
traditionally are expected to be contented in purely supportive roles. A good
example of this is the practice of Pudha in the Northern part of Nigeria. This
is a system whereby married women are confined in their homes (or cover
themselves from head to toe on going out) in order not to be seen by other men.
A case Salamatu (2005) believed that those Northern people or elites practicing
it are dehumanizing the human race and making slave out of nothing from
womanhood. Agreeing with the scholar above Oguje (1985) said that the broken of
this chain of chord to some extent had made it that a woman could aspire to
become a secretary to the president of a blue–chip corporation, but never to
the high office itself. Even nepotism offered female heirs no real opportunities
since father realized that daughters would never receive the respect of the
male employees.
To
this premonition, Kuforiji – Olubi (1986) posit that in most parts of the
world, Nigeria not excepted, male managers and directors respectively, remains
the gate-keepers to women’s entry into the executive suite, and the problem of
women is far more basic than gaining recognition for their competence, as it
touches more on the legitimacy for a women being in an executive role.
According
to Arden (1996) the inability of women to rise to the top position is due to
the degree of sizing of the capability of the women folk by their men
counterparts, who sees them as weak and never do well. A temporary bridge
created and foisted on the women by the men dominated society. To which effect,
Oguje (1985) detested that if there is to be true equality between the sexes in
management, it will be necessary that traditional male sexist value undergo
fundamental changes.
Another
emphasis is that there has been discrimination in the apex of leadership
traditionally. In many places, women are not allowed to hold traditional to
direct and manage the affairs of the Nigeria administrations, and that they are
encourage to participate on equal levels with men.
This
study is geared towards findings out from women in senior administrative cum
managerial positions the opportunities before them and the problems they
undergo in order to make a success of their chosen careers.
In
this process, the study will looks at emerging role and performance of women in
National food and drug administration control, Bureau of Public enterprises,
Extended programme in Immunization and federal Inland revenue services.
1.2 STATEMENT
OF THE PROBLEM
Administration
in Nigeria is said to be domain of men. It was not common for women to work in
organizations; there were paucity of women in the managerial hierarchy. Women
were confined to domestic roles. Women are preparing themselves for positions
beyond those occupied by women since World War II. More are remaining single;
more continue to work consistently and for as many years as men. Women are
realizing that it is not necessary to choose between work and family life and
are discovering management can make it possible to successfully accomplish
both.
Despite
their training, only very few women hold management posts especially at top
management level. This seems to be a world –wide phenomenon. Asplound (1988)
and Jackiel (2010:34) pointed out that there are few women director and that
even in organizations with a predominantly female staff very few of the women
are directors CBN (1994) and Africa Human Resources Journal (1998) showed that
the managing directors of most banks and financial institutions are men, while
public parastatals and government agencies are the only officers you see women
aspiring to the positions of director-generals and above among others.
Although the constitution of the federal Republic of
Nigeria does not favour discrimination of women because of their sex, this does
not seems to be in practice. There is little evidence that legislative changes
have had any positive effect on women at work. According to Kuforiju – Olubi
(1986) (once and one of the few women at top position) most women are
discouraged from taking managerial roles in organization or even in the
professions and also men are discouraged from accepting them as managers cum
directors. She pointed out that for a woman to succeed and reach the top in her
profession or organization, she has to be exceptional. One exceptional woman a
midst the difficulties and barriers often thrown in their way, can reach the
apex of an organization or the upper level of the ladder. It is not a
requirement that every woman must be outstandingly competent but such
competence is necessary to overcome the barrier. It is also confirmed that
women who have attained senior positions work harder than any man in the same
situation. There is also an insinuation that women in a high positions are
constantly being tried and tested by their peers and subordinates and interested
standards – by alike, most of whom cannot hide their consternation and
curiosity, but a knowledgeable, efficient and hard working woman soon gain the
respect and admiration of her associates and very often pleasantly surprise her
otherwise would be detractors.
The painful difference between the sexes is that a man must
confirm, expectations for his success, whereas a woman must often disconfirm
expectations for her failure. Generally there is the assumption that women are
less educated, lack the motivation to achieve and are more committed to their
roles as women cum mothers than their jobs.
From
the foregoing statements, the following are broad questions are raised:
1.
What opportunities are there
for women director in corporate organization?
2.
What problem or obstacles
militates against their progress up the management ladder.
3.
Do family responsibilities
affect the performance of women directors?
4.
Do women directors receive
on-the-job training?
5.
Does the promotion policy of
organization apply equally to men and women
6.
Why are there few women at the
top managerial positions?
7.
How has the role of these
women enhance society development in terms of performance?
8.
What are the possible
challenges against their performance expectations?
1.3 RESEARCH
QUESTIONS
The
followings are research adduced questions to be answered while writing this
work.
1.
Are women discriminated
against in their work places
2.
Can women directors cope with
long hours of work
3.
Are women able to cope with
the tensions and pressures of administration?
4.
Are there peculiar traits in
women that prevent them from reaching the top level of administration?
5.
What is the general conduct of
male colleagues towards women directors?
6.
What qualification do women
need, for administrative jobs?
1.4 OBJECTIVE
OF THE STUDY
This
work is guided by the following research objectives:
i.
To evaluate available
opportunities for women in management in the administrative sectors of the
Nigeria economy.
ii.
To identify the problems or
obstacles to the advancement and promotion of women in corporate and public
employment in the administrative sectors of the economy.
iii.
To find out what extent gender
affects the career of women in administration.
iv.
To examine what problems women do encounter in
their bid to move up the directorship ladder
v.
To determine the opportunities
open to women in administrative position which they can explore.
vi.
To determine if there is a
level beyond which women cannot progress in organization
vii.
To evaluate if there is any
challenge against women performance expectation.
viii. To
examine the role of the women in administrative positions as affecting the
development of the society.
ix.
To make appropriate
suggestions.
1.5 SIGNIFICANCE
OF THE STUDY
This
work is significance in several ways. First, the study is important because it
will help women who want careers in administration of directors to know what is
required of them and the problems before them, so that they can begin early to
prepare themselves for success.
Secondly,
the study’s choice of NAFDAC, EPI, FIRS and BPE among other was to explicate
how women had in the last nine years coherently managed the affairs of these
organizations with reckonable achievement competitive to their male
counterparts.
Thirdly,
although in Nigeria, sex discrimination is illegal and equal treatment is advocated,
this work will educate the public on what is obtainable in practice. Thus, it
will help alleviate social problems and help reform conservative traditional
systems that keep stereotyped roles for women.
Fourthly,
the study will enhance and encourage policy makers to formulate effective
policies on non-discriminate and efficient use of the workforce of the nation
irrespective of gender.
Fifthly,
the informed that the women are credible access to nation building if only the
society will appreciate and appropriate the capabilities of women in attaining
high offices.
Sixthly,
the work in affirming this nations helps to extend the frontier of knowledge.
Finally,
from the study tertiary institutions in the country can draw some necessary
information for the design of traditional programmes to add to their curriculum
which will enable them to better equip and train their female students for
success in their chosen careers, and to introduce changes in the traditional
male sexist values.
1.6 HYPOTHESES
The
study adopts the followings as its hypotheses:
i.
That Family responsibility
does not mostly affect the performance of female directors at work.
ii.
That Women director in most
cases receives on-the-job training to enhance their performance.
iii.
That promotion and appointment
in most organization’s policy applies to both male and female equally.
iv.
That the positions of gender
coupled with company policy are the reason for few women holding top management
positions in organization.
1.7 SCOPE
OF STUDY
The
investigation of this inquiry and the unfolding deduction is centered on the
period 1999 to 2009, being the very time the selected women in public
paratatals - director (NAFDAC, EPI, BPE, FIRS) occupied the various offices
that had earned them prestige and acknowledgement.
1.8 LIMITATION
OF STUDY
The
study, based on the fact that the topic is a little bit controversial, has
fallen into several limitations. The known apathy of Nigerian to questionnaires
responses particularly when it affects matters of corporate policy. Other limitations
are the general uncertainty in the
country’s political economy and social life in the current period, the
availability of the women, time factor and finance particularly for
transportation in the course of data collection and production of the finished
work. Shortfall, in men’s responses also inform some element of sectional
apathy couple with poor logistic that negated the who process of
investigations.
However,
despite these limitation efforts was made to carry out the research thoroughly,
in order to form good value judgment consequent our stipulated research topic.
1.9 DEFINITION
OF RESEARCH TERMS
Premised
on the research topic, the followings are the research definition of terms:
Gender:
It is the manner of categorizing individuals
that uses biological difference as the basis of assigning social differences.
Parastatals:
This is government subsidiary company, meant to
service government duties. They are profit making firms per say but help to sustain government
in the implementation of its policies.
Manager:
A person who has been appointed to carryout a
job of management. Also a person who undertakes such jobs as a profession that
is, a person who holds managerial position
Director
– General: A person holding the general supervisory
position to see to the efficiency and effectiveness of a firm. There may be
several managers under the head of management supervision.
Sex
– role stereotypes: These represent beliefs that
have been stable overtime and held by a large proportion of the population. For
instance, that men or masculine have dominance traits as independence,
aggressiveness and dominance.
Discrimination:
The act of segregating or discriminating, the
perceiving, noting or making a distinction between things.
Administrative
position: This is the same as managerial or directorship
position. A position that much is entrusted on the leader who work as a general
supervisor.
1.10 ORGANIZATION
OF STUDY
In
the course of this inquiry, the study will be organized in the following
manners, having been divided into five chapters:
Chapter
One: This chapter will start with the background of
the study, the statement of problem, objective of research endeavour, the
significance of study, theoretical framework, methodology and hypothesis among
others.
Chapter
Two: The chapter deals with scholarly assertions. In
the process, it was sub-divided into theoretical perspective and empirical
literature. The chapter is closed with deductions on perceived gaps in existing
research.
Chapter
three: The chapter is the methodology, which starts
with the research design followed by the methods and sources of data
collection. Population of study, sample size and techniques of data analysis.
Chapter
Four: The chapter deals with the presentation and
analysis of data collected. It opens with the analysis of research questions
and goes onto test the adduced hypothesis.
Chapter
Five: The chapter five is our point of departure. It
sets forth the conclusions and recommendations. The research ends with a list
of Bibliographical references.
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