Category Archives: Latest Publications

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Livelihood impacts and adaptive measures in crude oil post impacted communities in core Niger Delta States in Nigeria

Livelihood impacts and adaptive measures in crude oil post impacted communities in core Niger Delta States in Nigeria

Feepee, E.F; Eludoyin, O.S., Deekor, T.N.

Department of Geography and Environmental Management, University of Port Harcourt, Port Harcourt, Rivers state

Corresponding Email Address: letoh12@gmail.com

Abstract

The study examined the livelihood impacts and adaptive measures in crude oil post impacted communities in the core Niger Delta states (Bayelsa, Delta and Rivers states) in Nigeria. A total of 400 respondents were sampled across affected communities of crude oil spills pollution. The study utilized primary data sources in form of structured questionnaires to elicit information as regards the subject matter of the study. Descriptive statistics in form of frequencies, percentages, Tables and charts were employed for data presentation. Findings revealed high impact on sources of livelihood (87.4%); reduced income level (70.3%); displacements (61.8%); career disruptions (60.5%); and high magnitude of negative impacts (85.4%). Adaptive measures employed were income diversification (61.3%), reduction of expenditure (55.3%); investment relocation (45.2%) amongst others. The factors prolonging problems and reducing adaptive capacities of communities were inadequate cleanup (62.6%); cumulative impact of multiple sources of oil pollution (72.2%); poor rehabilitation (69.9%); poor communication between host communities and oil companies (75.6%); and environmental pollution issues (78.7%). Thus, crude oil post impacted communities have low capacities to cope with current oil spill pollution challenges. The study therefore recommends amongst others that the government should enact stricter laws to regulate the Nigerian oil industry in order to provide guidelines on the issues of pollution control and management at all times especially as it concerns the study area.

Keywords: Livelihood impact, Crude oil spills, Environmental pollution, Adaptive measures, Core Niger Delta states, Adaptive capacities  

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Remote Sensing and GIS Application in Assessing Urban Sprawl: A Case Study of Damaturu Metropolis, Damaturu, Yobe State, Nigeria

REMOTE SENSING AND GIS APPLICATION IN ASSESSING URBAN SPRAWL:  A CASE STUDY OF DAMATURU METROPOLIS, DAMATURU, YOBE STATE, NIGERIA

Umar B.1*,Ishaku I.2 and Musa. L.3

1 & 2 Department of Surveying and Geoinformatics, Federal Polytechnic, Damaturu, Yobe State, Nigeria

3Yobe Geographic Information Services Damaturu, Nigeria

Corresponding Author: *wuyo63@fedpodam.edu.ng

Abstract

The Urban Sprawl is a global phenomenon associated with population increase which is characterized by an un-planned and uneven pattern of growth, driven by a multitude of process and leading to inefficient resources utilization.

This paper assesses the effect of expansion of Damaturu Metropolis and appraises the changes that occurred in the landscape from 2000 to 2020. The study made up of information extracted from Enhanced Thematic Mapper (ETM+ 2000, 2010 and 2020) satellite images, the spatial location of some notable points within and around the study area as well as attribute data obtained of the study area through Questionnaire.

The images were used to increase a False Colour Composite (FCC) where the training polygon were chosen and classified based on their spectral signatures. The spatial locations were overlaid on the Topographical Map and on imageries for appraisal. The Questionnaires distributed and retrieved were administered for attribute information.

The results revealed from the classification that from 2000 to 2010, the built-up area increased from 270.09 to 307.80hectas which is 1.91 and 2.17% of the total area covered and from 2010 to 2020, the built-up area increased from 307.80 to 1270.52hectas, that is 2.17 to 10% of the total area which is more than triple to the increase between 2000 to 2010. The system revealed in the results that the area will in the next 20 years increase by 73.253700km2 which is 52% of the total area.

The questionnaire administered revealed that majority of the increase in population are predominantly youths between the age 26 to 45 which covers 70% of the increase and are mostly Nigerians from different places which might be probably due to insurgency. The system used CELLULAR AUTOMATA (CA) for the allocation of new built-up area into other land use classes. The research recommends government/stake holders to develop policies to maintain the land for future use, as the absence of any land use planning may lead to land degradation.

Keywords: Urban Sprawl, built-up areas and Cellular Automata

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Application of Vertical Electrical Sounding in Assessing Groundwater Hydraulic Characteristics in Owerri Metropolis, Imo State.

APPLICATION OF VERTICAL ELECTRICAL SOUNDING IN ASSESSING GROUNDWATER HYDRAULIC CHARACTERISTICS IN OWERRI METROPOLIS, IMO STATE.

Agagwuncha C.U, Owuama C.O &  Amangabara G.T

Department of Environmental Management, Federal University of Technology, Owerri Nigeria
                                   Correspondence email: cykazeem@gmail.com

ABSTRACT

A geoelectric survey involving vertical electrical sounding (VES) employing Schlumberger electrode configuration was carried out with the aim of determining aquifer characteristics in Owerri metropolis and evaluating the vulnerability of these aquifers. Thirteen (13) locations were investigated using  ABEM Terrameter SAS 300B model. A maximum current electrode spacing (AB) of 1000 meters was used for the data acquisition. The VES data acquired were interpreted using 2D-inverse interpretation resistivity software. The layer parameters thus obtained were used to estimate aquifer hydraulic parameters by using Dar-Zarrouk model while aquifer vulnerability was determined with DRASTIC model. The range of results obtained from the analysis for each parameter are as follows: Aquifer resistivity (0.7Ωm to 21600Ωm), Depth to water table (4.7m to 179m), Aquifer thickness (0.8m to 109), Transverse resistance (49Ωm2 to 1040472Ωm2), Longitudinal conductance (0.000021Ωm to 100Ωm),  Hydraulic conductivity (0.0350m/day  to 538.93m/day), and Transmissivity     ( 0.14m2 /day  to 37725.27m2/day). From aquifer vulnerability rating, using DRASTIC index, the area of study is moderately (69.2%) to highly (38.2%) vulnerable to aquifer contamination. It is apparent from this study that vertical electrical sounding can be reliably employed to assess aquifer characteristics and the method is cost saving compared to the conventional methods of determining those parameters.

Key words: Vertical Electrical sounding, Aquifer, Hydraulic characteristics

INTRODUCTION

Water is a finite resource which is an essential component of life on Earth and vital services. Water supports human, animal and plant life while providing services fundamental for the livelihood and well-being of the population around the world (UNESCO, 2016). Through the hydrologic cycle, drinking water is provided to us in form of rain and surface water, for example, rivers, lakes, lagoons, and groundwater. The availability of drinking water is currently affected by rapid growth of population worldwide, increasing pollution, climate variability and unsustainable management, affecting the quantity and quality of groundwater resources (Estefania, 2017).

Nwosu et al. (2013) reported that groundwater is more potable than surface water and also has large storage capacity which is a big advantage over surface water. Because of this many people in various part of Nigeria use groundwater as source of water for their domestic activities. Groundwater supply has increased significantly in recent times and becomes the main water source, for all purpose, in rural and urban areas of West Africa especially in the dry season (Pimentel et al., 1997).

In Owerri metropolis, Imo State, groundwater is the major source of potable water used for all domestic activities. There are various boreholes drilled by governmental agencies, private firms, and individuals within Owerri metropolis to provide the populace with water for their domestic activities.

Due to the increase in population, and its consumption through domestic, agricultural and industrial purposes, exploitation of groundwater has been increasing over the last decades in Owerri Metropolis. There is constant demand for water and to meet this need many bore holes are being drilled in the area.  These human activities do put pressure on water resources and much off water needs is sourced from underground aquifers. This informs the need to pay special attention on the hydraulic characteristics and contamination vulnerability of the aquifer system.  Hence this study is a means to achieving these objectives.

Study Area

This study was carried out in Owerri Metropolis (latitude 5° 25′ 56″ N and longitude 6° 58′ 49″ E), Imo State, Nigeria. Fig.1: It is the capital city of the state.

It has an area of 295 km² and a population of about 1.4 million people according to the National Population Commission of Nigeria in 2016.

Fig 1: Map of Owerri Metropolis showing the study area 

Sample Collection

All the raw field data obtained in course of the investigation were collected, collated and subjected to analysis using the appropriate constants and FORTRAN Resistivity 2D Inverse Computer Program which is an iterative inversion-modeling program. The results obtained following the analysis (VES data) are then displayed as sounding curves which represents graphs of apparent resistivity versus half-current electrode spacing on double logarithmic graph sheets. It yields layered earth models comprising individual layers of specified thickness and apparent resistivity (Agagwuncha, 2021). 

A representative sounding curve is shown in Figure 2 and 3. Consequent on these curves the geo-electric sections of the entire study area were generated. 

    Fig 2: Profiles of VES at NAZE 

Fig 3: Profile of VES at Orogwe

Sample Preparation.

The direction of each VES point was noted and in conjunction with the base map a VES profile map was generated, Figure 3. The geoelectric sections were then aligned and the composite data were introduced into Surfer 13 software and Dar-Zarrock parameters for interpretation, as appropriate. The software were designed to generate aquifer characteristics from the feedstock and produce2D and 3D maps. The aquifer characteristics generated include resistivity, depth to the aquifer, thickness, conductivity transverse resistance, longitudinal conductance, hydraulic conductivity, transmissivity and storativity. A summary of the results for each location is presented in Table 1 (Agagwuncha, 2021).

A 2D display or contour map of aquifer resistivity of the study area is shown in Figure 3 while the equivalent 3D display is presented in Figure 4 (after Agagwuncha, 2021).

Table 1: RESULT OF AQUIFER CHARACTERISTICS/PARAMETERS

VES No Location Aquifer Resistivity (Ωm) Aquifer Depth (m) Aquifer Thickness (m) Aquifer Conductivity  (Ωm)-1 Transverse Resistance (Ωm2) Longitudinal Conductance (Ωm) Estimated Aquifer Hydraulic Conductivity (m/day) Estimated Aquifer Hydraulic Transmissivity m2/day) Estimated Aquifer Storativity
1 Naze 3690 179 87.04 0.00027 321177.6 0.0236 0.1818 15.82 0.000261
2 Nekede 328 110 62.2 0.003 20401.6 0.1900 1.738 108.13 0.000187
3 Ihiagwa 2965.2 52.25 17.15 0.00034 50853.18 0.0058 0.2229 3.82 5.145 x 10-5
4 FUTO-Obinze 26 165 108.8 0.038 2828.8 4.185 18.497 2012.5 0.000326
5 bank of Otamiri 3746.1 4.7 0.8 0.00027 2996.88 0.000021 0.1792 0.14 2.4  x 10-6
6 Avu 41.8 135 109.1 0.0239 4560.38 2.61 11.878 1295.93 0.000327
7 Ohaji 3015 139 78 0.00033 235170 0.02587 0.2195 17.12 0.000234
8 Irete 2164.8 24.52 16.62 0.00046 35978.98 0.0077 0.2990 4.97 4.98 x 10-5
9 Ohii 11 110 57 0.0909 627 5.18 41.266 2352.18 0.000171
10 Oforola 0.7 165 70 1.429 49 100 538.93 37725.27 0.00021
11 Amakohia 477.0 109 61.2 0.0021 29192.4 0.1283 1.226 75.02 0.000184
12 Awara 21600 144.7 48.17 0.000046 1040472 0.00223 0.0350 1.68 0.000145
13 Orogwe 416.63 26.20 6.14 0.0024 2558.11 0.0147 1.3908 8.54 1.8  x 10-5
Mean 2960.17 104.95 55.56 0.1207 134158.88 8.644 47.39 3355.47 1.67 x 10-4

Figure 4:  2D display of aquifer resistivity distribution in the study area

Figure 5: 3D display of aquifer resistivity distribution in the study area

The Vulnerability Assessment

Figure 6: Pie chart showing the percentage level of the vulnerability assessment. 

Figure 7: The 3D Model of the DRASTIC Index of the Study Area

AQUIFER HYDRAULIC CHARACTERISTICS

Aquifer Resistivity

It was observed that Amakioha, Avu, Oforola, FUTO Obinze, Ohii Orogwe and Nekede have lower resistivity values of about -1,000Ωm to 10,00Ωm with colour indications of black and navy blue, while places like Ihiagwa, Naze, Ohaji, Irete, and Bank of Otamirri have a relatively low resistivity between 2000Ωm to 8000Ωm while Amara have  relatively high resistivity value of about 22000Ωm, indicated with the white colour; and areas indicated by green, yellow, and orange colours are other zones with high resistivity values above 9000Ωm. 

Aquifer Conductivity

Aquifer conductivity is inverse of aquifer resistivity. This implies that the locations of high conductivity are direct opposite of resistivity of the area. Amakiohia, Orogwe, Naze, Ihiagwa, Nekede and FUTO have low aquifer conductivity values of about -0.1Ωm-1 to 0.1Ωm-1, situated at the East-Southern and the Northern axes, while places like Avu, Oforola, Ohaji, Ohii, FUTO Obinze, Bank of Otamirri which are marked with green, yellow, red and light blue colours, situated at the western and central parts have high aquifer conductivity values that range from 0.2Ωm-1 to 1.1Ωm-1. 

Aquifer Depth

From the map of Depth to water table in Figure 4.3a obtained shows a varying distribution of aquifer depth in various parts of the study area. The following towns and villages: Orogwe, Irite, and bank of Otamiri etc. fall within it. Places such as Naze, Awara, Oforola, Ohaji, Avu, FUTO Obinze, Ohii etc have their water table within 140m to 180m and they are represented with shades of red colour have moderately deeper aquifer; however, the areas that are represented with yellow and green colour have a relatively average aquifer depth and they are located at places like: Ihiagwa, Amakohia, Nekede etc.

Aquifer Thickness

From Figures 4.4(a) and 4.4(b), it shows how the various aquifers in the study area vary in thickness. Almost the whole parts marked with shades green colour have an aquifer thickness range of about 45m to 65m, places like Avu, Ohaji, Nekede, Ohii, Oforola, FUTO Obinze etc. In the central zone of the study area marked with shades of red and orange has an aquifer thickness ranging from 65m to 105m. Also white colour denotes a range of 110m and it is inundated at Avu which pose to possess the area with the highest aquifer thickness. Places like Irete, Orogwe, Ihiagwa and Bank of Otamirri, has the area with the lowest aquifer thickness with values ranging from -5m to 40m, these depict area that shows threshold of blue colour and the colour black.

Longitudinal conductance and transverse resistance

This was obtained using Dar-Zarrock parameters.

The Longitudinal Conductance was estimated by dividing the aquifer thickness by the aquifer apparent resistivity. Figure 4.4(a) and (b): shows the distribution of it across the study area which indicates that an upward maximum values are found towards the central part of the maps and that the minimum values are scattered around the outermost parts. The longitudinal conductance values vary between 0.0058 m/day (VES 2) and 100 m/day (VES 5), with a mean value of 8.644 m/day. Longitudinal conductance(S) value decreases from the north western region of the study area towards the south and eastern part of the study area. The study reveals an increasing longitudinal conductance, towards the northwestern flank while the southeastern, northeastern and the entire southern part of the study is underlain with low conductive materials

The transverse resistance (R) is one of the parameters used to define target areas of good groundwater potential. It has a direct relationship with transmissivity such that highest transverse resistance values reflect most likely the highest transmissivity values of the aquifers or aquiferous zones and vice versa. Transverse resistance is the measured resistance along the horizontal profiling of an area of study. What that means is to determine how the resistance of an area or a ground surface varies from place to place as one moves/pulls away from his original position. Transverse resistance within and across the study area was estimated by simply taking into account the products of both the aquifer resistivity and aquifer thickness, Figures 4.6(a) and 4.6(b). The distribution of this transverse resistance shows that low transverse resistance values of -500000Ωm2 to 40,000Ωm2as shown with the black and shades of blue colours which found at the central and northern parts of the maps and it can be found in such towns as Amakohia, Ihiagwa, Nekede, bank of Otamirri, Irete, Orogwe, Oforola, Ohii, Naze and FUTO Obinze which solemnly lies with the black region which shows it has the lowest transverse resistance but it began to increase towards the southern parts as indicated by the  shades of green, yellow, red and purple colours in the maps with reading above 1,000,000Ωm2 to 500000Ωm2 and town within the area and its environs. 

Hydraulic conductivity and transmissivity estimation

Hydraulic conductivity, K, is used to describe the ability of a material to conduct fluids under a unit hydraulic gradient (Fetter, 1994). In this research, the hydraulic conductivity was estimated from the product of the diagnostic constant and the aquifer conductivity. The hydraulic conductivity ranges within the study area ranges from -40 m/day to 40 m/day at Orogwe, Ihiagwa, and Naze; 40 m/day to 200 m/day in Irete, Ohii, Nekede, Avu, FUTO Obienze, Bank of Otamirri and Ohaji; 200 m/day to 520m/day Oforola. 

From the map, and from all indications, it is observed that the study area is basically underlain by the Benin formation, a formation that is widely known to have the ability to contain a large volume of fluid including groundwater. 

The central part Oforola and its environs which has a very high rate of transmissivity that ranges from 16000 m2/day to 38000 m2/day as shown in figure 4.8(a) and 4.8(b) marked with green, yellow, red, white and purple colours. On the other hand, places like Amakohia, Naze, Ohii, FUTO Obinze, Avu, Ohaji, Bank of Otamirri, Nekede, Amara, Irete and Orogwe with a colour indication of light blue and dark blue colours, also have a high transmissivity but not as high as the ones above; their values are within the range of 0m2/day to 16000m2/day. The area with the black colour has the poorest and lowest hydraulic transmissibility of -4000 to -2000.

 Aquifer Storativity

Aquifer Storativity coefficient is the amount of water an aquifer releases or takes into storage. The numerical value that is assigned to an aquifer is its storativity; and it is a dimensionless value. Storativity was determined from the rule of thumb according to Lohman (1972): S = 3 x 10-6h. The distribution of the aquifer storativity within the study area indicates that the area is characterized with very high storativity values; while some areas have a moderately high storativity values. Communities like: Avu, Bank of Otamirri, FUTO Obinze, Irete, Ohii and Orogwe are those areas that have a relatively higher storativity values ranging within the neighbourhood of 0.00025 to 0.00033 with colour indications of green, yellow, red, white and purple as can be seen in Figures 7(b). Then towns like: Ihiagwa, Oforola, Ohaji and Nekede etc are those places that have a relatively moderately high storativity values that fall within the neighbourhood of 0 0.00018 to 0.00025and they are marked with such colours like, dark blue and light blue. Awara depicts the area with the lowest storativity with a reading 0.000014.

Aquifer Vulnerability Assessment using DRASTIC Index

From the equation below the DRASTIC Indices generated for the study area area shown in Table 2. The weights and ratings assigned are based on the work of Aller et al (1987).

DRASTIC Index (DI) = DrDw + RrRw + ArAw + SrSw + TrTw + IrIw + CrCw 

Table 2: Aquifer DRASTIC Vulnerability Ratings

Summary and Findings

This research work was intended to obtain vertical electrical soundings of the area, interpret them, draw the geo-electric sections using the DRASTIC model, FORTRAN Resistivity 2D Inverse Computer Program and Dar-Zarrouk tools to determine the depth to water table of the area, to compute the hydraulic characteristics of the study area and to draw the vulnerability map of the area.

Vertical electrical sounding (VES) was carried out in the selected areas. The maximum spread was AB/2=500m using the Schlumberger array. Raw field data were processed using appropriate constants and analysed using a FORTRAN Resistivity 2D Inverse Computer Program which is an iterative inversion-modeling program. The VES data was then presented as sounding curves which were obtained by plotting graphs of apparent resistivity versus half-current electrode spacing on double logarithmic graph sheets yielding layered earth models composed of individual layers of specified thickness and apparent resistivity.

Aquifer resistivities and other hydraulic characteristics obtained by the interpretations were  modelled using surfer 13 to produce contour maps and 3D maps. The vulnerability map of the area was also obtained using DRASTIC index formulation.

Conclusion

This study provided data on the aquifer hydraulic conductivity (K), Transmissivity (T), aquifer thickness (h), depth to water table, and the Dar Zarrouk parameters: longitudinal unit conductance (S) and the transverse resistance (R) of the aquiferous zones. 

Drilling of wells to determine aquifer hydraulic parameters is often prohibitively expensive, thus the use of Dar Zarrouk transmissivity technique outlined in this study in determining the aquifer transmissivity from resistivity data is a cost effective alternative. The advantage of using Dar Zarrouk parameters to estimate transmissivity is that the non-uniqueness of interpreting resistivity to compute the hydraulic characteristics of the study area and to draw the vulnerability map of the area.

The areas with a shallow aquifer are places like: Bank of Otamiri, Ohii and Orogwe wiuth that of the Bank of Otamiri lowest with 4.7m. This is easily understanble and so because the area is close to Otamiri river. The area with a moderate aquifer depth is Ihiagwa. While the areas with a deep aquifer are places like: Awara, Naze, Ohaji, Obinze, Avu, Amakohia, Nekede, Oforola, Naze and Irete.

The apparent resistivity in the area ranges from around 0.7Ωm to far above 21600Ωm. In terms of aquifer conductivity, the values obtained in the study area ranges from 4.6 x 10-5 (Ωm)-1 to 1.429 (Ωm)-1.

The transverse resistance within and across the study area was estimated by simply taking into account the products of both the Aquifer Resistivity and Aquifer Thickness. The distribution of this transverse resistance shows that low transverse resistance values of about 49 Ω/m2 to 4560.38 Ω/m2 found at Oforola, Ohii, Orogwe, FUTO-Obinze, Bank of Otamiri and Avu. While on the contrary, a high transverse resistance values of about 20401.6 Ω/m2 to 1040472 Ω/m2 are found at Naze, Awara, Nekede, Ohaji, Orogwe etc. all within the study area. The longitudinal conductance of the study area ranges from 0.000021 at Bank of Otamiri to 100 at Ohii. Areas that have relatively low longitudinal conductance include: Bank of Otamiri, Awara, Naze, Irete and Ihiagwa while the town that have relatively high longitudinal conductance are Oforola, Ohii, FUTO-Obinze, Avu etc.

The distribution of aquifer transmissivity within the study area shows that towns like: FUTO-Obinze, Avu, Oforola and Ohii have a very high rate transmissivity that ranges from 1295.93 m2 /day to 37725.27 m2 /day. While areas like Bank of Otamiri, Awara, Ihiagwa and Irete have relatively low transmissivity with values that ranges from 0.14 m2 /day to 8.54 m2 /day. In terms of the hydraulic conductivity, the results obtained showed that towns like: Awara have a low value of hydraulic conductivity of about 0.0350 m/day; but Oforola area have a very high hydraulic conductivity of about 538.93 m/day and this indicates that the area has the proficiency of yielding high volume of groundwater supply.

The result of the aquifer vulnerability assessment using DRASTIC model clearly reveal that the area is generally moderately vulnerable to groundwater contamination with the depth to water table and vadose zone inflicting the largest impact on the intrinsic vulnerability of the aquifer systems in the area. Only few areas showed high vulnerability.

Recommendations

1) Hydro-chemical evaluation should be carried out in the study area to obtain the water quality of the aquifer systems.

2) A well detailed geophysical data of the area should be done so as to enable authorities concerned to enforce drill depth that will assure potable water for the area.

3) The relevant authorities should survey the manner in which domestic and industrial wastes are disposed in the study area.

4) Government should set up water schemes in different regions to enable a sustainable potable water supply.

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Mentoring and Employee Productivity in Organization

MENTORING AND EMPLOYEE PRODUCTIVITY IN ORGANIZATION

BY

#          Wichey Amanda

#          Ernestina Amana Akpana

ABSTRACT

The study examined mentoring and employee productivity in organization. Employees are integral component of any organization. This implies that the success of any organization to a large extent depends on how productive the workers are. Mentoring which can be seen as career support plays an important role on the productivity of the employees in the organization. It is against this backdrop that this study examines how mentoring impact employee productivity. The study made use of qualitative method and draws its arguments mainly from secondary data. The findings from available literatures revealed amongst others that mentorship programs play an important role in employee performance and are enhanced through knowledge transfer and career development. The study recommends organizations to create the atmosphere that encourages mentoring for the workers in the organization so as to ensure organizational longevity and employee productivity.

Key Words: Mentoring, Organization, Employees, Productivity

INTRODUCTION

In this current business world, trends and organizational practices have completely changed. The ancient practice and methods application in doing business has been replaced by modern and accepted techniques and methods for performing various routine activities, and they are becoming forceful need of the time. Employees are the bedrock of every organization but steadiness in performing to a lofty extent relies heavily on their environment and assistance they attain from it in the shape of supervisory /managerial or support from more experience employees, consistence learning from seniors, training and development programs and peer support.

Within the context of this study, help by one person to another in making significant transitions in knowledge, work or thinking has been conceptualized operationally as mentoring. Mentoring normally tries to cover the activities often designed and encouraged by management to develop its personnel and ensure that they improve and maintain the organization’s competitive advantage (Okurame, 2013). A dependent (mentee) and mentor should realize that result oriented mentoring and training is a time taking process. So, it asks the mentor to focus mainly on junior (mentees) as this monotonous relation brings the benefit for an institute, a firm or an organization (Throndyke, 2008).

This study dimensionalized mentoring in terms of career support, psychological support and information sharing. Career support as a dimension of mentoring seeks to address the issue of sponsorship, coaching, exposure to important contacts and resources, visibility, facilitating protection of the mentee and assignment of challenging work to enhance the mentee’s calling. It is concerned with people’s future that deals with the skills they want to develop, what they want to achieve at work and as a person as well as their future employability in a rapidly changing labour market. Providing career opportunities is one of the key practices which influence employee’s productivities and organizational performance.

STATEMENT OF PROBLEM

It appears that one of the greatest problems facing manufacturing firms is low productivity. Paint manufacturing firms are not left out. Little or no mentoring has caused low productivity in paint manufacturing firms, this is because mentoring is among the few tools used/needed for preparing tomorrows’ skilled employees and is also used to strengthen organizational capabilities, intelligence, build organization knowledge, and sustain the organization competitive advantage (Adeyemi 2013). The researcher has also observed that some paint manufacturing firms in Port Harcourt, Rivers State concentrates little in career support, psychological support and information sharing, which has caused low employees’ productivity as indicated by poor output quality, low output quantity and lateness of output. Employees are not properly mentored. This kind of unbalanced mentoring or reform has not achieved the predicted results (Stonner et al., 2018; Opiyo, 2019).

Another issue that necessitated this study is the dearth of documented empirical studies on how mentoring in terms of  career support, psychological support, and information sharing influence employees’ productivity in paint manufacturing firms in Port Harcourt. Therefore, there is need to close this knowledge gap.

RESEARCH QUESTIONS

The study is guided by the following research questions:

  1. Does mentoring in organization influence the quality of employee’s work?
  2. Does mentoring in organization influence the quantity of employee‘s output?
  3. How does career support influence employees’ timeliness in the organization?

OBJECTIVES OF THE STUDY

The study is aimed at achieving the following objectives:

  1. To examine the extent to which mentoring influences employees’ work quality in paint manufacturing firms in Port Harcourt.
  2. To examine the extent to which mentoring influences quantity of employee’s output in paint manufacturing firms in Port Harcourt.
  3. To examine the extent to which career support influences employees’ timeliness in paint manufacturing firms in Port Harcourt.

LITERATURE REVIEW/THEORETICAL FRAMEWORK

MENTORING

Mentoring is one of the greatest tools in developing and empowering individual competence. The term mentoring originated from Greek Mythology in Homer’s Epic Poem titled “The Odyssey”. In this poem, Odysseus, king of Ithaca went to fight in the Tronjan War and entrusted his kingdom to mentors, who served as the teacher of Odysseus son Telemachus. Mentor’s task was to educate, train and develop the youngster to fulfill his birthright and become king of Ithaca (Kaye & Jacobson 1995).

To meet the continuity challenge facing business world, strategies are put in place by organizations to mentor their employees to be best of themselves and for the organization. Paint manufacturing firms in Port Harcourt are not left out. Adeyemi (2013) postulates that mentoring is among the few tools used/needed for preparing tomorrows’ skilled employees and is also used to strengthen organizational capabilities, intelligence, build organization knowledge, and sustain the organization competitive advantage. The term mentoring has been used to describe many different types of relationships in the research training context. This includes academic advising, research or laboratory supervision, evaluation, informal support, and career coaching (Jacobi, 1991).

Mentoring promotes diversity by providing equal opportunity for every employee to grow professionally and by eliminating barriers to equity in opportunities for development. Schlee (2000) posit that tends in equipping, developing, shaping and preparing mentee on how to accomplish task with minimum or no supervision. Mentoring is use as a technique of attaching the higher skilled or experienced person with the goal of making lesser skilled person grows and develops specific competencies. Mentoring does not only support in polishing the abilities and competencies of the individuals and groups but also provides positive alteration of employees’ skills to their improved performance and organizational outcomes (Ahmad &Shahzad 2014).

Organizations especially paint manufacturing firms in Port Harcourt consider mentoring as a cost saving activity as its managing is less expensive. It provides high return in the form of delivery and transferring of knowledge and educating each other about how to achieve the organizational goals. Seniors and professionals in the form of mentors share their knowledge and information and experience with mentees which creates and develop in them a deeper sense of loyalty to the organization and increases their productivity (Hutcheson, 2006; Ofobruko & Nwakoby, 2013). Thus, mentoring nourishes and relaxes the employees’ behaviour as it guides them to develop and adjust themselves in their working environment. Consequently, it enables them to provide positive feedback. Planned mentoring ask for reduction in cost as in these programs mentors and responsibility perform in their workplace and, mentor with high competencies and position in hierarchy behaves as a model of changing attitudes and learning (Benabou, 2000; Indermun, et al., 2014).

Mentoring consists of deliberate relationships in the workplace targeted at helping less experienced workers learn from senior or more experienced colleagues in the workplace (Ayşe et al.,2013; Akpan et al.,2017). It is a human resource management intervention aimed that enabling younger (newer) employees get career support, psychological support, and information sharing from more experienced workers or managers in the organization. Career support function includes sponsorship, coaching, exposure to important contacts and resources, visibility, facilitating protection of the mentee and assignment of challenging work to enhance the mentee’s career (Noe, 1988; Kram, 1983 in Ofobruku & Nwakoby, 2015). Thus, Mentoring covers the activities often designed and encouraged by management to develop its personnel and ensure that they improve and maintain the organizational competitive advantage (Okurame, 2013).

DIMENSIONS OF MENTORING

(i)         Career Support:

Career is a complex concept. It could be about meaning, sense of purpose and direction, which includes ideas of progression and development both at work and at a personal level. In this way, it embraces ideas about lifelong learning as well as skill improvement. It is also concerned with people’s future that deals with the skills they want to develop, what they want to achieve at work and as a person as well as their future employability in a rapidly changing labour market. Greenhaus et al., (2018) posit that career is best described as “the pattern of work-related experiences that span the course of one’s life.

Career support as one of the dimensions of mentoring as used within the context of this study, is interested in addressing the sponsorship, coaching, exposure to important contacts and resources, visibility, facilitating protection of the mentee and assignment of challenging work to enhance the mentee’s calling. Organizations need to realize that career support for their workforce is a way of helping to attract and retain the best people: by recognizing and responding to the needs of employees, they will get the best out of them. More effective guidance will assist the development of a knowledge economy and benefit individuals, employers and society at large. It will, however, require a cultural shift in management behaviour in organizations towards self-management (Hackman, 1986). Career support is a major tool for attracting, motivating and retaining good quality and productive employees in paint manufacturing firm in Port Harcourt.

(ii)        Psychological Support

Psychological Support as one of the dimensions of mentoring denotes a situation where co-workers and supervisors are supportive of employees’ psychological and mental health concerns that is to say it is usually an informal relationship that exists between the mentor and the mentee within an organization. In paint manufacturing firms in Port Harcourt, the more employees feel that they have psychological support from management, the greater they become productive, and increase in their job performance in their respective dispensation. In addition, the greater the support, the stronger, the likelihood that employees will seek and receive appropriate help for mental health and emotional issues, and return to work if they have an extended absence as a result of depression or any other emotional factor (Gilbert & Bilske, 2012). They further stressed that Psychological Support is equally important because the employees’ perceptions and awareness of organizational support is greatly addressed. When employees perceive organizational support, it means they believe their organizational values and contributions, being committed in ensuring their psychological well-being and provides meaningful supports if this well-being is compromised.

Mentors engage in psychological support when they listen and show their subordinates they care about their work-life demands. As human beings with peculiar personal issues of life which are capable of interfering with their job performance, employees feel free to share such issues with their mentors if they see them as supportive. In such moments, supportive mentors psychologically, often show some level of empathy as they listen to their mentees possibly sob out their psychological burdens. Mentors who are psychologically supportive listen and use soft words to calm their worried mentees.

Rhoades & Eisenberger (2002) averred that some organizations, the most important aspect of psychological support may be that it is especially helpful in protecting against distressing situations at work. When adequate psychological support is present in organization such as manufacturing firms, employee’s experiencing psychological distress will be more likely to seek, and receive, appropriate help. They will be better equipped to stay safe and productive at work while they recover, and, if work absence is required, will be more likely to have a quicker and more sustainable work return hence being committed to their job.

(iii)       Information Sharing

Information sharing is synonymous to knowledge sharing. Thus, Knowledge is regarded as the most critical resource of the economy’s and a company’s primary source of production and value. Nachimuthu (2006) pointed that knowledge is very important in the modern uncertain economy and it is the sure source of lasting competitive advantage when it is used by an organization collectively, efficiently, and ensuring that it is readily acquired when needed. Knowledge has been accepted as a key strategic resource that allows firms to achieve sustainable competitive advantages in today’s dynamic competitive environment. Knowledge is information in action and a dynamic process in which data and information are continuously collected and analyzed to create more value for business decision making (Lee & Yang, 2000; Anantatmula, 2007). In the view of Lin (2007), knowledge in organizational setting is described as an indication of a firm’s intellectual capital: this includes work-related experience, expertise, know-how, and best practices that can be acquired and shared. Calo (2008) noted that knowledge is what employees such as secretaries need to enhance their job performance. Thus, he pointed out two kind of knowledge such as explicit knowledge and tacit knowledge.

Explicit knowledge: Explicit knowledge is defined as highly, observable and can be easily transferred within the organization or between individuals. Explicit knowledge is more precisely and formally articulated, although removed from the original context of creation or use (e.g. an abstract mathematical formula derived from physical experiments or a training manual describing how to close a sale).

Tacit knowledge: Tacit knowledge refers to as knowledge gained through experience and it is difficult to express and formalize (Kreitner & Kinicki, 2007). Tacit knowledge as being highly invincible and confining in the mind of a person, and as a result it is very difficult to articulate or externalize and hence cannot be easily diffused. This knowledge is based on personal insights, intuition, and personal skills and is shared, more dominantly, through direct person-to-person contacts (Edvardsson, 2008).

EMPLOYEE PRODUCTIVITY

Productivity is a measure of the quantity and quality of work done, considering the cost of the resources used (Millar, 2017). Ali and Opatha (2008), employee productivity can be measured in terms of responsiveness, morale, quality and quantity of production, customer satisfactions. Productivity is the amount of work produced in a given period of time. Productivity relates to the person’s ability to produce the standard amount or number of products, services or outcomes as described in a work description.  According to Mathis and John (2017), productivity is a measure of the quantity and quality of work done, considering the cost and human resources utilized. The more productive organization is, the better its competitive advantage. This is because of the efficiency of the resources that have been used.

McNamara (2018) further affirms that, results are usually the final and specific outputs desired from the employee. They may be in terms of financial accomplishments, impact on a community; and so, whose results are expressed in terms of cost, quality, quantity or time. McNamara also asserted that measuring productivity involves determining the length of time that an average employee needs to generate a given level of production. It could also be the amount of time that a group of employees spends on certain activities such as production, travel, or idle time spent waiting for materials or replacing broken equipment. The method can determine whether the employees are spending too much time away from production on other aspects of the job that can be controlled by the business.

Employee productivity may be hard to measure, but it has a direct effect on a company’s profits. An employer fills his staff with productivity in mind and can get a handle on a worker’s capabilities during the initial job interview. Yet, there are several factors on the job that help maximize what an employee does on the job (Lake, 2016). Brady (2008) expresses that, perhaps none of the resources used for productivity in organizations are so closely scrutinized as the human resources. Many of the activities undertaken in an HR System are designed to influence individual or organizational productivity. Pay, appraisal systems, training, selection, job design and compensation are HR activities that are directly concerned with productivity. Furthermore, Bernardin (2017) maintains that controlling labour costs and increasing productivity through the establishment of clearer linkages between pay and performance are deemed to be crucial component of human resource management (HRM) so as to achieve competitive advantage. In addition, increased concerns over productivity and meeting customer requirements have prompted renewed interest in methods designed to motivate employees to be more focused on meeting (or exceeding) customer requirements and increasing productivity. It is not considered in isolation but is considered based on the interrelationship with, performance and profitability. Performance appraisal drives employees in a firm to produce excellent standards of performance and even beyond the expectations. The terms production and productivity are often used interchangeably. But there is difference between the two. Production refers to the total output of all employees at a point of time. Productivity refers to the output relative to the inputs per person or system with reference to a point of time. Stated more clearly, productivity refers to the amount of goods and services produced with the resources used. Employee productivity is the quality and quantity expected in a particular job from an employee to perform their job well, which is most of the time determined, by motivation and the will and ability of the individual employee to do the job.

MEASUREMENT OF EMPLOYEE PRODUCTIVITY

(i)         Work Quality

Quality is the ongoing process of building and sustaining relationships by assessing, anticipating setting standard, and fulfilling stated and implied needs. Quality means that the organization’s culture is defined by and supports the constant attainment of customer satisfaction through an integrated system of tools, techniques, and training (Sashkin & Kiser 1993). Furthermore, a manager who is deeply concerned on work quality might choose to initials principle in terms of losses to reduce the tendency of loss averse employees to consecrate on quantity rather than quality. Work quality is a management technique used to communicate to workers what is required to produce, the desired quality of products and services and to influence worker actions to complete tasks according to the quality specifications. Akin and Hopelain (1986) in Jahan (2019), defined work quality as the key elements such as right types of human resources, identification with the job, teamwork, trust and support, status determined by knowledge of job and performance, support for accomplishment and autonomous use of skills.

Glover and Siu (2016) argued that work quality or quality of output is the establishment of new factories and machinery which sufficient in itself to ensure adequately. The work quality depends on the contribution, cooperation and commitment of employees and their organizations (Wilkinson, 1998; Oliver and Wilkinson, 2016).

(ii)        Quantity of Output

Quantity of output is essential for improving results; and in order to perform effectively, clarity is needed. Employees know their expected results coupled with the risk involved in performing those tasks. They are not producing the right goods and services but contribute insufficiently to the productivity of the organization. Working effectively are clear signs of a good productive.  As long as employees know what their tasks are, the best way is to perform their duties, and what the priority for each task, they will feel less pressure while working and will be more productive. Having a clear picture of their role paves the way for effective working.

The quantity of goods or services produced in a given time period, by a firm, industry, or country, whether consumed or used for further production. According to Deborah (2008), Outputs are important products, services, profits, and revenues: the what. Outcomes create meanings, relationships, and differences: The Why. Outputs, such as revenue and profit, enable us to fund outcomes; but without outcomes, there is no need for outputs. Employee productivity and quantity of output has been a focus of theoretical and empirical economic research for decades (Laffont & Martimort 2019; Syverson, 2011). Also, is the quantity of goods or services produced in a given time period, by a firm, industry, or country, whether consumed or used for further production.  Production is profitable when the firm’s optimal quantity of output at the market price results in (at least) a normal amount.

Timeliness

Timeliness refers to the speed of dissemination of the products to be produce i.e., the lapse of time between the end of a reference period (or a reference deadline) and dissemination of the product. According to AFREC (2008), timeliness is a provide parameters for how often, or within what time frame, outputs will be delivered. It also measured by turnaround times, waiting or response time either deliver services or production yearly or quarterly. Timeliness of Output; Timeliness and Punctuality is a single entity. If your employees have differing levels of productivity and timeliness, you’ll need to know how to phrase your employee appraisals. In order for the written feedback on your evaluations to have a long-lasting impact, you need to focus on the individual performance factors that determine the quality and quantity of your employees’ work. Given that requests can arrive from both data sources and workers, the request scheduler must very carefully balance the requirements of staff requests and their deadlines against the need to keep the standards reflects the source up-to-date. Missing deadlines might mean missing opportunities to be productive operating on stale data might mean making wrong decisions.

Empirical Review

Opara and Odu, (2019) examined mentoring and employees’ commitment in manufacturing firms in Port Harcourt. The objective of the study was to examine how dimensions of mentoring such as career support, psychological support, and knowledge sharing influence employee commitment. The study adopted cross-sectional survey research design.  The population of the study consisted of five hundred and fifty (550) staff in selected twenty-two (22) Manufacturing firms in Port Harcourt, Nigeria. The Krejcie and Morgan Sample Size Determination Table of 1970 was used to obtain a size of 226 respondents. Out of 226 copies of the validated questionnaire distributed, 181 copies were retrieved. Bivariate analysis (test of hypotheses) was done using SPSS Version 22 at 0.05 level of significance. The analyses of data revealed that dimensions of mentoring such as career support, psychological support, and knowledge sharing are significantly and positively correlated with employees’ commitment. The study concluded that mentoring ignites and sustains employees’ commitment. Consequently, the study recommended among other things that experienced managers and superior officers should be empathetic and make themselves accessible to less experienced colleagues to cement mentor-mentee relationship.

Stona (2011) examined the impact of mentoring on knowledge sharing in the steel manufacturing industry. The study sets out to determine the relationships between formal mentoring, informal mentoring, knowledge sharing, organizational rewards, enjoyment in helping others and knowledge self-efficacy and also to determine whether people who have and have not experienced formal and informal mentoring experience these variables differently. A cross-sectional survey design was employed to obtain the desired research objectives. We recruited a convenience sample after permission was granted to conduct the research. Participation was voluntary and anonymously.  A total of 300 participants were targeted and a response rate of 45 % was achieved. The findings indicated that people in formal mentoring program enjoy helping others; informal mentoring is positively related to organizational rewards; knowledge sharing was found to be positively significantly related to enjoyment in helping others and knowledge self-efficacy; and that people with high knowledge self-efficacy are more oriented to helping others.

Okediji, Nnedum, and Enwongo (2013) carried out a research study on mentoring and the work related outcome constructs. The study deals with mentoring relationship relevance in the field of organizational behaviour. It explores the theoretical functionalism of effective mentoring ideology in the academic literature, the plausible influence of mentoring relationship was underscored in the conceptual exploration of mentoring with core work related outcome variables. Academic efforts to synthesize mentoring as the organizational catalyst that selectively enhance the integration of the individual into the focal work organization and improve employees’ performance were agreed to rest on career support and psychosocial support, the both were investigated and analyzed, the study concludes that mentoring improve employees performance.

Ofobruku and Nwakoby (2015) examined effects of mentoring on employees’ performance in selected family business in Abuja, Nigeria. This research investigated the effects of mentoring on employees’ performance in family business. The construction Industry in Abuja was critically investigated. The study employed a survey research design using both quantitative and qualitative approaches. The population was the construction industry in Abuja. Responses from three hundred and sixty-seven (367) construction employees were analyzed. The data collected were analyzed using Pearson correlation coefficient statistics technique. The findings of the study revealed that mentoring had positive effects on employees’ performance; career support had more positive effect on employees’ performance than psychosocial support. This research concluded that performances among employees are based on the degree of mentorship program put in place in the organization.

Mundia and Iravo (2014) investigated Role of Mentoring Programs on the Employee Performance in hospitality Organizations in Kaduna state, Nigeria. The study highlights that the mentoring program is an important employee development method practiced in successful organizations. The ability of mentors either informally or formally to implement the mentoring program activities may lead to higher employees performance, Stratified random sampling was used to select the subjects included in the sample. The data was analyzed qualitatively and quantitatively by use of descriptive and inferential statistics to measure the formulated objectives so as to establish the relationship between the independent and dependent variables. The population was the hospitality organizations in Kaduna state Nigeria. Responses from one hundred and sixty-seven (167) hospitality employees were analyzed. The data collected were analyzed using Pearson correlation coefficient statistics technique. The study established that mentorship programs play an important role in employee performance and are enhanced through knowledge transfer, career development guidance and skills enhancement in mentoring in hospitality Organizations in Kaduna state, Nigeria.

THEORETICAL FRAMEWORK

This work is anchored on the Social Exchange Theory. The Social Exchange Theory was propounded in 1958 by George Casper Homans (Olannye, 2014). Social exchange theory postulates that “give and take” forms the basis of almost all relationships though their proportions might vary as per the intensity of the relationships.  The main assumptions of the theory are as follows:

  1. In a relationship, every individual has expectations from his/her partners. The extent to which such expectations are satisfied determines the strength and survival of the relationship;
  2. Good relationships are mutually beneficial and not supposed to be one sided. An individual invests his time and energy in relationship only when he gets something out of corresponding or higher value from it (Olannye, 2014).

Less experienced employees have the social expectation of being guided and encouraged by superior and more experienced managers (Neil, 2018). Going by the assumptions of the Social Exchange Theory, the extent to which experienced managers and superior officers share their wisdom, exchange, advice, and career support to less experienced subordinates, the happier and more committed mentees become. On the other hand, dearth of meaning mentoring relationship is capable of making workers feel alienated and deprived thereby leading to dwindling commitment level (Ayşe, 2013; Mba & Godday, 2015; Ofobruku & Nwakoby, 2015; Akpan, 2017). Thus, the Social Exchange Theory predicts employee productivity as a reciprocal response to satisfying mentoring efforts in paint manufacturing firms in Port Harcourt.

METHODOLOGY

The study adopted qualitative method, this is because the study draws its arguments basically from secondary source, which include textbooks, journals, etc. Multiple secondary data was used to ensure that the study is reliable and valid.

FINDINGS

The study established that mentorship programs play an important role in employee performance and are enhanced through knowledge transfer, career development. The findings also revealed that mentoring enhance the integration of the individual into the focal work organization and improve employees’ performance. Furthermore, the findings revealed that the dimensions of mentoring such as career support, psychological support, and knowledge sharing enhances employees’ commitment.

CONCLUSION

Mentoring relates with employee productivity in that career is a complex concept; it delineates meaning, sense of purpose and direction, which includes ideas of progression and development both at work and at a personal level. In this way, it embraces ideas about lifelong learning as well as skill improvement; therefore when at the workplace there is concern directed towards the individuals relative to their career which undoubtedly will engender increased productivity within the organization.

The study concludes that psychological support correlate significantly with employee productivity; in the sense, when mentors engage in psychological support when they listen and show their subordinates they care about their work-life demands.

RECOMMENDATIONS

The study recommends as follows:

(i)         Organizations to create atmosphere that encourages mentoring for the workers in the         organization so as to ensure organizational longevity and employee productivity.

(ii)        Mentors should engage in psychological support and strive to always listen and show their subordinates that they care about their work-life demands.

(iii)       In addition, the greater the support, the stronger the likelihood that employees will seek    and receive appropriate help for mental health and emotional issues, and return to work if         they have an extended absence as a result of depression or any other emotional factor

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Evaluation of Curriculum Consideration for Vocational-Based Technology Education: Harnessing the Benefits of Polytechnic Education for Sustainable Development

EVALUATION OF CURRICULUM CONSIDERATION FOR VOCATIONAL-BASED TECHNOLOGY EDUCATION: HARNESSING THE BENEFITS OF POLYTECHNIC EDUCATION FOR SUSTAINABLE DEVELOPMENT

A Paper Presented At Academic Staff Union of Polytechnic (ASUP) Zone D

6th National/Virtual conference (1st Feb – 3RD, 2023)

Kenule Beeson Saro-Wiwa Polytechnic Bori, Rivers State.

1PAAGO JONNY, PhD, 2NWANYANWU, H. DENNIS, PhD, 3IGBARA, NEEKA &
4EZIEKEL-HART, JAMES CARR

1, 2 &3Department of Foundation Studies, General Studies

Kenule Beeson Saro-Wiwa Polytechnic Bori, Rivers State, Nigeria

4Department of Petroleum Marketing and Business Studies and

Management Technology, Federal Polytechnic of Oil and Gas

Bonny, Rivers State, Nigeria.

Carrhartx2@yahoo.com

+2347037876795

Abstract:

The paper compared curriculum consideration for vocational-based technology education as remedy for nation building in countries like Germany, Australia, Finland, Hong Kong, Hungary, India, Japan, South Korea, Mexico, and Nigeria. Materials for the study were accessed through internet, textbooks, and journal articles. The study anchored on social exclusion theory. Phenomenological interpretation was adopted in the analysis. It was discovered that Nigeria lagged behind in vocational-based technology education. Theoretical aspect of learning and vocational skill training is not easily combined in institutions in Nigeria due to lack of government interest inability to separately handle theoretical and practical learning. The aberration perception of parents made children lose interest in participating in vocational-based technology education in Nigeria. Vocational-based and rehabilitation centers are established in Nigeria by individuals just to score political points. In Mexico, its curriculum includes training for work which enables the beneficiaries to be employed in the labour market and it consists of 50% theory and 50% of practical. In terms of national recognition, Nigeria has none, while Australia made provisions for such. The curriculum run by technical/vocational colleges in Nigeria is strictly determined by the mare interest of the child instead of encouragement from parents or government.

Keywords: Curriculum Consideration, Vocational-Based Technology, Education, Panacea, Declining Economy

Introduction

The development of curriculum takes into consideration the relevance of the course to the discipline’s deliverables and the relevance of the individual to the society after schooling. It is a very important aspect of education. Every discipline or subject has its curriculum designed to suit the type of job responsibilities the individual is likely to meet in the course of his/her assignment/responsibilities after acquiring the right knowledge. The wave of business enterprises has transcended to different aspects of human endeavors and still expanding. The most important aspect is partnership in doing things together. Being self-reliant bad but, coming together or being business inclined as a result of cooperative relationship is essential. The bottom-line is that funds can be collectively raised from contributions either through a jointly owned purse, cultural or social aspirations. However, there is always better ways of motivating business ventures. This aspect is through economic learning process. It is the incorporation or integration of political economy and cooperative studies aimed at management of business co-operatives (Baumgardner, 2015). According to Beshel & Anthony, (2019), it is an independent economic study that involves group of individuals united with the intention of willingly achieving jointly owned social, economic and cultural aspirations in business pursuit through democratic tenets.

Vocational-based Technology education is being thought with the intention of understanding the rudiments of technological skills in diverse areas to positions an individual on the part of small scale manufacturing or production. Nzube, (2018) noted that vocational and technical education is the acquisition of skills and techniques in a chosen occupation or profession to enable an individual earn a living. According to UNESCO, (1999), “the study of technologies and related sciences, and the acquisition of practical skills, attitudes, understanding and knowledge relating to occupants in various sectors of economic and social life” Curriculum development for vocational based technology education is essential and has to be considered in the development of course contents in tertiary institutions. Its study is an emancipation of minds tied to the phobia of how to raise money for businesses start-ups, and management. As stumbling challenges in business management, political, social and cultural berries are considered as essential impediments to businesses and would be overcome if literal empowerment is treated and curriculum contents are harnessed. Drawing study contents are vital in academically empowering students through technology related studies. It is a sensitization of the mind and advocacy towards awareness and business management leadership. Inherent benefits in technological knowledge are enormous. It is an encouragement for economic security, motivation and freedom capitalism, competition and exploitation and gives equality, and millions of others. However, few numbers of students are interested in studying technology related course in higher institutions of learning. But not very apt to well implemented vocational-based technology education. Certainly, apart from playing an indispensable part in the overall strategy of sustaining a declining economy, vocational-based technology education has been considered as essential condition for economic growth via inter-sectoral linkages such as supply of surplus foreign exchange through export of technology earnings.

Vocational-based technology education (V-BTE) in Nigeria is not yet acknowledged as a part way to economic emancipation. Several teachers of technology have left for greener pastures overseas to take up teaching in tertiary institutions. This migration has increasingly declined the economy through reduction in revenue from technology productivity and manpower reduction. The declining practical performance in vocational-based technology education has also been attributed to lack of teachers and non-participation of the government in the provision of equipment, enabling environment and teacher’s motivation (Onyejeme 2013). If nothing is done urgently in this respect, students might abandon vocational-based technology education in preference to other areas with qualified teachers. Shortage of qualified technical teachers has also resulted to inadequacy of skilled and semi-skilled technical manpower needed in Nigerian industries and other developing nations. Trained technical teachers are often lost in the wider labour market because of poor remuneration. They lamented the effects of low wage and poor incentives to technical teachers Opara (2013), Dike (2015) and Nwankwo (2014) asserted that a teacher’s decision to enter and remaining the teaching profession depends not only on his or her initial salary but also on the expected growth in the salary overtime. It has been discovered that several developing countries such as Germany, Australia, Finland, Hong Kong, Hungary, India, Japan, South Korea, Mexico and others are practicing vocational technology education (Olamide, 2015). The question raised is, has vocational-based technology education helped in the growth of economies of vocational-based technology education nations. Therefore, to address this nagging problem, it has become imperative for the researcher to evaluate the extent to which vocational-based technology education has contributed to nation building in Nigeria.

Aim of this paper is to evaluate curriculum consideration for vocational-based technology education and nation building in a declining economy with specific emphasis to Nigeria. General objectives of this paper are to find out;

  • curriculum consideration for vocational education and training.
  • types of vocational based curriculum (V-BTE)
  • objectives of Vocational Education.
  • strategies to support vocational-based technology Education. (see page 5)
  • vocational-Based Technology Education in other Nations.
  • vocational-Based Technology Education in Nigeria.
  • technical and Vocational Education in Selected countries and Nigeria Compared
  • Nigeria Vocational-Based Technical Education Programme.
  • Economic and social Benefits of vocation-based technology education to Nation building
  • the benefits of Vocational-Based Technology Education
  • lessons to Learn and
  • way forward

Focus of this paper is on the development of curriculum considerations for vocational-based technology education in tertiary institutions in Nigeria as a panacea for nation building in a declining economy. This study limited its investigation to the variables of measuring curriculum consideration in teaching vocational-based technology in educational in institutions in Nigeria.  

This paper is considered essential in the following directions;

This paper would increase the willingness of technical teachers to put in more time and get committed to their jobs as a pointer to government on the importance of vocational-based education in building a nation with declining economy.

This study exposes to the government the need to enhance remunerations of vocational-based technology education teachers on the need to increase their salary and grant study leave with pay, receive hazard/workshop allowances and others.

Both the government, students, private organizations, institutions and agencies will appreciate findings from this paper and get spurred to take interest in implementations of vocational-based trainings and curriculums reconsidered to enhance existing teaching contents in tertiary institutions in Nigeria.

Acquisition of vocational skill enhances the possibility of graduates to be self-reliant as they would be able to generate personal income, feed their families, cloth their children, provide shelter for their families and find themselves being sustained through the skills acquired and at the same time provide services to the society. 

Findings would alert the motivation of training of qualified vocational-based teachers in tertiary institutions to adequately groom students on technology related skills to cushion the effect of dependency on imported electronics and improve more on equipment repairs and maintenance services.

It will bring to reality, the relevance of vocational-based technology education and also provide literature materials for reference purposes for future studies in related area. This paper will also provide reference to scholars who may choose to work on seminars, conference paper preparation and research work in future.

Literature Review

Clarification of Basic concepts

Curriculum consideration

Nwanyanwu and Okwara, (2022) asserted that curriculum is considered to mean a learning multitude of experience which a school provides for students. It is the experience of students in its totality found in the educational process. It could be seen as a planned sequence of specific instructions or view of experiences gained by the student based on the instructional goals of the educator(s). It is the critical management of thinking abilities of a student being assessed by the teacher in an environment. This is acceptable and guided by instructional manuals designed for the establishment of rational thinking outside the learning environment (Ekwue & Udoye, (2004) considered curriculum as qualitative and quantitative increase in rational thinking through designed learning process. It is a learning and training combination of arranged sequence of courses within a given period. Curriculum is the content of academic lessons of a programe/school with a specific time and period. This is a specific applied skills in a given content. It is a student‘s experience in totality throughout an educational journey. It is an integration of courses in academic programme toward imbibing knowledge in students sometimes based on the student‘s condition. It is a structured framework that shows the ways students should be thought or trained (——).

Types of Curriculum

Curriculums vary according to the type and purpose. There are two major types of curriculum; academic and Skill-based educational curriculum.

Academic Curriculum

According to Simalalo, (2017), it is a systemic teaching method in which a student engages knowledge based skill learning, acquired extensively through a structured and complex designed process and through a carefully designed questions and accomplished tasks.

Other Types of Curriculum

There are other vocational technology teaching/education curriculums

This explains experientially prepared principle of learning through practicalized real-life situations. This is opposed to conventional or theoretical approach, and focuses on individual traits.

Other Types of Curriculum

There are other types of curriculums not limited to;

Written Curriculum

This is a type of curriculum, written and documented. Such curriculum can be found in films, texts and other material. This could be a document written by a larger institution or body governing, utilizing materials from the larger society, institution. This is also referred to instruction material.

Taught Curriculum

This type of curriculum reflects teaching patterns of teachers. It is less predictable but standardized in nature. It changes according to teacher‘s adopted tools; this can include demonstrations, experiments/practical and other types of engagement conducted through group work and hands-on activities. It is considered as critical for students requiring special supports (Obidile, 2014).

Supported Curriculum

A supported curriculum is considered as additional instructional resources for learning outside the classroom. It could be textbooks, field trips, software and any other technology in addition to other innovative new techniques to engage students. Teachers and other individuals involved with the course are also a component of the supported curriculum (Ugwuja, 2010).

Assessed Curriculum

An assessed curriculum can be called tested curriculum. It has to do with quizzes, tests and other performance measurement criterion for determining the level of knowledge achievement of the student encompassing assessment techniques, including a portfolio of demonstration presentations and presentations and other standards of assessment tests.

Recommended Curriculum

In education, this is known by experts as a variety of different sources such as recognized researchers, policy makers, legislators, and others with focus on skill and content, tools, teats, prioritized in the classroom by educators.

Hidden Curriculum

This is unplanned curriculum with significant impact on learning. It is not written or communicated through text but involves unmentioned rules, values and norms. The struggles involved in understanding hidden curriculum by students of different backgrounds have challenged resource allocations to it by institutions for instance, teaching of French in schools with English speaking countries.

Excluded Curriculum

This is the communization of course contents by the feeling that it is less important. The attitude of educational specialists that certain contents are less important is as well as excluding some relevant contents in a curriculum. For instance, when students are not taught about an ongoing debate among experts in a particular field or not encouraged to think critically about a text. They go about with empty knowledge about that area of content.

Learned Curriculum

This is a learned curriculum acquired by students or what students walk away with from a course. This includes the subject matter and knowledge they learned from a course, but it can also include additional changes in attitude and emotional wellbeing. Teachers need to close the gap between what they expect students to learn and what students actually do learn.

Declining Economy

A declining economy is explained to mean when an economy is experiencing negative gross domestic product (GDP), rising from high level of unemployment, falling retail sales, and contracting measures of income and manufacturing for an extended period of time. In this case, there is continues inflation adjusted value of goods and services. When there is a high unemployment, reduction in housing unemployment. This is an economy in depression (Sheiner & Dynan, 2018).

Vocational-based technology Education

Scholars have come up with various understandings of the concept of vocational technology education. According to Nwogu, and Nwannoruo,  (2011), Vocational technology education is referred to as education inside vocational schools that plans individuals for a particular trade. It straightforwardly creates skill in procedures identified with innovation, ability and exploratory strategy to encompass all parts of the trade. In the eyes of Ojimba, (2013), vocational technology education or Career prepares individuals for particular trades, jobs and professions at different levels and creates livelihoods typically in light of manual or viable exercises in which the learner straightforwardly get mastery of skills and techniques. To Boyi, (2019), vocational technology education can be seen as optional level of further education or advanced education level with the apprenticeship framework. Vocational technology education is identified with the apprenticeship arrangement of learning to acquire elevated specific skills to provide services to people (Okoye & Arimonu, 2016).

Given the above definitions, non-expressed or identified that it involves practical application of knowledge teachings. Therefore, vocational-based technology education can be explained to mean the practical skill training of an individual for the purposes of sustainability, self-reliance and provision of services to society.

Curriculum and Vocational Education and Training

To cope with the globalization demands, UNESCO (1999) vividly explained that there are two basic factors that will determine whether a nation will develop and or grow her economy through vocational technology education. These factors are;

  • response to globalization demands
  • actions to shape international rules and processes for a more open trading system

United Nation Educational Scientific and Cultural Organization (UNESCO, (1999) asserted that there are additional strategies to support vocational education not limited to; (a) market expansion, (b) the inter-dependency of worldwide economies,(c) global operations, (d) workforce mobility, (e) a global marketplace.

Objectives of Vocational Education

The philosophy of vocational education can be abstracted from the philosophy of education in Nigeria as contained in the National Policy on Education since vocational education is a subset of total education. A close look at these objective shows (that they are actually human resource development functions of technical education. The objectives are not limited to;

  • give exposure on professional studies in the technologies.

  • give training and impart the necessary skills for the production of technicians, technologists and other skilled personnel who shall be enterprising and self reliant.

  • train people who can apply scientific knowledge to solve environmental problems for the convenience of man, and
  • provide courses of instruction and training in engineering, other technologies, applied science, business and management leading to the production of trained manpower.

  •  provide the technical knowledge and skills necessary for agricultural, industrial, commercial and economic development of Nigeria(Obidile, 2014).

Social Exclusion Theory

This work is predicated on Social Exclusion Theory propounded in France by Lenoir in 1994. The gains cut across sociology, economics, education and others. In this discuss, the concept social exclusion theory is explained from the stand point of Inequality in health, income and poverty. It explains a situation in which individuals are prepared for self-reliance through practical skill teaching to accommodate multiple streams of income and empowerment for sustainability. The fundamental is integration into the management team of employability and employers of labour. Self-reliance explains the financial ability to sustain one’s household through the provision of food, shelter, financial ability to train a child in school and provide clothing. It is as well, a civic engagement, democratic participation, healthcare, and consequently a better way of empowerment to disengage youths and adults from social delinquency even when education as a career fails. Lenoir argued that apart from playing an indispensable part in the overall strategy of sustaining the household, vocational skill is an essential occupational engagement that is capable of providing services the society, hence needs not be over-looked. The emphasis is to enthrone equality in the society, close the literacy gap in all sectors of the society in which the social deprivation of joblessness has to be eliminated and individuals made useful and eligible for employment through equal access to sustained life.

Empirical Review

Several scholars have conducted studies to explain the roles of vocational technology education in remedying a decline in the economy; (Ojimba, 2013: Boyi, 2019: Shala1 and Pantina, 2021). Beginning the discussion on this topic is the work of Oladejo, (2019) on Challenges of technical and vocational education and training in Nigerian history. The study focused on technical vocational education in Nigeria. It was the aim of the author to understand the root cause of disoriented vocational education in Nigeria. Phenomenological interpretation was adopted in the analysis. The paper found inadequacy of technical application gap in the implementations of vocational technology education as major challenge of the vocational programme. Accumulation of circulation of skills in vocational training was also an impediment. A review of impact of technical and vocational education in nation building was carried out by Arthur, Aneke and Otiji, (2020). Focus of the paper was on manpower training. Descriptive statistic and ANOVA were employed for the analysis. It was discovered that there is significant manpower training and provision of Technical knowledge & vocational skills necessary for agricultural, industrial, commercial and economic development in Nigeria. Colleges of Education (Technical) training can still contribute to nation building.

Shala and Pantina, (2021) investigated the impact of the vocational secondary education in Kosovo’s economic development from 2002-2017. Focus of the paper was on vocational training and development of the economy. Analysis was done using descriptive statistics and econometric models. It was discovered that that Vocational Secondary Education does not significantly impact economic development in Kosovo. A review of Technical and vocational education and training as a tool for national sustainable development in Nigeria was conducted by Nwosu and Ehud. (2017). Analysis was carried out using a review method. Finding revealed that historical background, goals and scope of Technical and Vocational Education (TVET) and the concept of sustainable development principles, goals and strategies are necessary for development of vocational education teaching. It was also found that various veritable tools are required for national sustainability development.

A review of current perspectives on technical and vocational education and training in Nigeria was conducted by Okoye and Okwelle, (2017). Phenomenological interpretation was adopted in the analysis. It was found that there is no substitute to technical vocational education and training (TVET) is an alternative to education. Curriculum consideration for cooperative economic studies in tertiary institutions in Imo State, Nigeria was investigated by Nwanyanwu and Okwara, (2022). Focus of the study was on curriculum development. Analysis was conducted with descriptive statistics and ANOVA. It was found that cooperative economic studies have positive significant influence on graduates’ occupations. There was positive significant influence of cooperative economic studies on self-employment of graduated students, management of private businesses by graduates of cooperative economic studies from Imo State Polytechnic Nnekede.

Methodology

This study is a review design conducted in Nigeria. Analysis was carried out using phenomenological interpretation approach to determine what constituted objectives, types of vocational based curriculum (V-BTE), objectives, strategies to support vocational-based technology Education and Economic and social Benefits of vocation-based technology education and benefits of Vocational-Based Technology Education.

Vocational-Based Technology Education in other Nations

We live in a world of constant industrial and technological changes. Olamide, (2015) conducted a cross country study of the impact of vocational-based technology education some countries of the world and found varying significant effects on their economic performances. These performances are examined below;

Vocational Education in India

Vocational training has been found successful in India and provided in both full and part-time in Industrial Training Institutes and especially in engineering trades. There are many private institutes in India which offer courses in vocational training and finishing, though, most of them have not been recognized by the Indian government. India has taken the lead in vocational training in Film and Television, and Information Technology, Audio Production and Recording. Maharashtra State Government also offers Vocational Diplomas in various trades. It should be noted that all the state governments in India run vocational schools. For example, there are 389 vocational schools in Kerala region alone offering vocational technology education comprising automobile, Air conditioning, Laboratory Technician and others.

Vocational Education in Australia

In Australia, vocational education and training is mostly post-secondary and provided through the vocational education and training system by registered training organizations. However, some senior schools do offer school-based apprenticeships and traineeships for students in years 10, 11 and 12. There is a national recognition for the vocational training in Australia because the assessments and awards of any one registered training organization must be recognized by all others and the decisions of any state or territory.

Vocational Education in Hong Kong

In Hong Kong, vocational Education began from post-primary level. This is provided in  nine (9) different vocational fields namely; Applied Science, Business Administration, Child Education and Community Services, Construction; Design, Printing, Textiles and Clothing; Hotel, Service and Tourism Studies, Information Technology, Electrical and Electronic, Engineering and Mechanical, Manufacturing and Industrial Engineering (Abdulkareem & Ali,2012).

Vocational Education in South Korea

In South Korea, vocational technology education is found in some special areas namely; technology/engineering, commerce/business, maritime/fishery, and home economics. The number of students in vocational high schools have decreased, from about half of students in 1995 down to about one-quarter in 2006.By 2007, most vocational high school students proceeded into tertiary education and 43% transferred to junior colleges while 25% were admitted into the university. Olamide, (2015). Currently, the South Korean government now pilots Vocational Schools in which workplace training is an important part of the programme and approximately half of all vocational high schools are private.

Vocational Education in Mexico

In Mexico, both federal and state governments are responsible for the administration of vocational education funded through the federal budget. The country runs programme curriculum that involves 35% of general subjects and 65% of vocational subjects. Students are required to complete 360 hours of practical training. Mexico has 60% of general subjects and 40% of vocational subjects. There are various subsystems though one subsystem includes two thirds of the students.

Vocational Education Programme in Germany

In Germany, vocational education program does not focus completely on factory work, and as a result of this system, few Germans find themselves unemployable because 51.5 % German students choose this path. (Olamide, 2015) noted that unemployment in Germany was just 5.4% as at February 2022 due to her kin interest and participation in vocational education program while in USA, a handful of unemployed are 16.2% and  23.9% in Euro zone as a whole.

Vocational Education in Finland

In Finland, vocational education belongs to secondary education. Most students have the option of attending either a high school or the vocational school. The high school is an institution that prepares students for tertiary education. Education in vocational school is free, while students from low-income families are qualified for a state student grant. The curriculum is principally vocational, and the academic part of the curriculum is adapted to the needs of a given course. The vocational schools are mostly maintained by metropolis/city. Upon completion of the secondary education, a student can be admitted into the higher vocational schools or universities. Further, it is also possible for a student to choose either tertiary institution or vocational school, which lasts usually from 3 to 4 years.

Vocational Education in Hungary

In Hungary, every child at age fourteen is expected to have completed elementary education and given direct admission to higher school made up of two categories either (i) academic track (gymnasium) and (ii) vocational tracks which combines vocational secondary schools that (otherwise known as provide four years of general education and also prepare students for the Prepares the student for pre-vocational education and career orientation. This will eventually lead the student to obtain a vocational qualification, while they may also seek entry to tertiary education. In Hungary, vocational training schools at the on-set provide two years of general education, which is combined with some pre-vocational education and career orientation. This leads students to choose an occupation, either private life or white-collar job.

Vocational Education in Japan

The Japanese vocational schools are component of Japan’s higher education system. It is required that students graduate from the high school). Some have a wide range of majors, others only a few majors such as computer technology, software development, website development/creation and others.

Vocational Technical Education in Selected countries and Nigeria Compared

In Germany, vocational education is “dual” in nature because students (i) learn in the class and (ii) attend vocational schools and take days within the week to undergo apprenticeship work in various chosen fields.

In Australia, vocational/technical education is mostly post secondary and the senior schools for school-based apprenticeship for service-oriented occupations.

In Finland however, vocational/technical education belongs to the secondary education,
where students have options of either attend a high school or vocational school. It is the responsibility of the metropolis/city to maintain the vocational schools in Finland.

In Hong Kong, the vocational education is for the post secondary 3, 5, and 7 level students. But in Hungary, vocational/technical education is one of the tracks of the 2 types; upper secondary school, which provides 4 years of general education, while the vocational /technical education is through the communist educational reform.

By 1989, Hungary has made significant efforts to reorganize its vocational education and training system so as to face the challenges of the market economy (Nzube, 2018). In India, vocational /technical education is provided on both full time and part time basis. The full time programme is offered through the Industrial Training Institute, while the part time programme is offered through the State Technical Education Boards or the universities and all State government run vocational schools.

In Japan, technical/vocational education isa component of Japan’s higher education system and lasts for 2 years, and many students study after their completion of high school.

In South Korea, the government pilots the vocational schools that are mostly privately owned. Also, both the private and public schools operate according to similar rules. The programme lasts for 2 years in junior collages and 1 year in Polytechnics.

In Mexico, the responsibility of administration of technical/vocational education rests on both the Federal and State government.

Mode of School Training and Conduct of Final Examination

In Germany, relevant competent body such as Chamber of Trades and Handicrafts, the Chamber of Industry and the Chamber of Commerce, the Bar Association and the Schools of Administration conduct final examinations for vocational students and schools.

In Australia, registered training organizations provide training with a legal contract between the employer and the apprentice.

In South Korea, and in some technical/vocational programmes, students participate in workplace training in which there is cooperation between the schools and the local employers.

National Recognition of Vocational Schooling Award

In Australia, there is national recognition for vocational training because the assessment and awards carried out by one registered training organization is countrywide recognized in the country by both the states and the territories. There are clear boundaries between vocational and university education in Australia. This is because technical education providers provide training in the area that universities are not providing their own training.

School Financing

In Finland, technical/vocational schooling is provided free of charge, while students from low-income families receive State student grant. In South Korea, the fees that are charged by private colleges are twice that of the publicly owned institutions.

In Mexico, the federal and state government administered vocational institutions. The federal government funds the institutions to the tune of 50% from the federal budget, while the states also finance the technical institutions from their budget to the tune of 50% from their own budget too.

The Nigerian Context

  • In Nigeria, the federal government provides funds for her own institutions,
  • States are responsible for funding of their own institutions.
  • Private school owners are also responsible for the funding of their respective technical/vocational schools/colleges.

Motivating Factor

In Germany, the students receive one-third salary of a trained skilled worker in the course of his/her training while in Australia too, the apprentices and trainees receive a wage which increases as the student progress onthe training.

From above, it could be seen that various governments have shown interest in existence of vocational-based technology education.

  • Nigerian government expresses laissez faire attitude in the provision of
    technical/vocational education. This is because there is the provision for students that are “interested” clause in technical/vocational education policy in Nigeria.

  • In Nigeria, “all local governments” are expected to have functional technical school, but in reality, it is not so, because there are many local governments without a technical/vocational schools.

  • Nigerian government displays laissez faire attitude towards the provision of technical/vocational education for her citizens, and the nation is also paying for the poor attitude expressed towards the few technical/vocational education.

  • Nigeria does not have the required incentive for the beneficiaries of the technical/vocational institutions.

  • In Nigeria, the government established technical colleges that offered practical education for acquisition of skills and basic scientific knowledge.

Curriculum Consideration in other Nations

In Germany’s education system, the students study both the theory and practice of various occupations and so a combination of theoretical and practical application in workplace made vocational training successful model. In Australia, the theoretical content is defined by industry and not by the government or training providers.

In Finland however, curriculum is principally vocational while the academic part is adapted to the needs of a given course.

In Hong Kong, Institute of Vocational Education provides training indifferent fields which include: Applied Science; Business Administration; Child Education and Community Services; Construction; Design; Printing, Textiles and Clothing; Hotel, Service and Tourism Studies; Information Technology; Electrical and Electronic Engineering; and Mechanical, Manufacturing and Industrial Engineering.

Hungary runs a curriculum that combines general education, pre-vocational education and career orientation.

In India, the technical/vocational education curriculum include: commerce and business,
agriculture.

In Japan, her curriculum coverage includes: computer technology and fashion.

Further, in South Korea, her curriculum covers agriculture, technology/engineering, commerce/business, maritime/fishery and home-economics. In fact, the South Korean curriculum is related to the Indian curriculum.

In Mexico, the technical/vocational education is provided at the upper secondary education and its curriculum includes (i) training for work which enables the beneficiaries to be employed in the labour market and its curriculum consists of 50% theory and 50% of practical (ii) Technical Professional Baccalaureate that have 35% of general subjects and 65% of vocational subjects. Students at this stage must complete 360 hours of practical training (iii) Technological Baccalaureate whose curriculum is composed of more of (60%) general education and less of (40%) of vocational education.

Social and Economic Benefits of Vocational-Based technology Education to Nation Building

Vocational-based technology education considers abhors certain social and economic benefits. These gains are not limited to the following facts as discussed below;

  • Well implemented vocation-based technology education participation rate connects labor-market needs and leads to life satisfaction which is directly linked to a stable society.

  • Participation in vocational-based technology education (V-BTE) increases wages and improved job and career prospects, also known as employability

  • Vocation-based technology education personnel and multiple streams of income are available to households.

  • Returns from V-BTE results to self-esteem, self-valorization, self-learning and self-knowledge for participants.

  • Social returns of V-BTE are commonly measured by beneficial psychological effects on individuals in terms of motivation or attitudes, such as increasing self-esteem and self-confidence.

  • Vocational-based technology education (V-BTE) serves as a motivating force in individuals to work for the nation because it stimulates technological and industrial development.

  • Vocational-based technology education can function as a safety-net for individuals who may not be academically strong.

  • Acquired vocational-based technology education skill provides faster jobs to migrants other countries and makes them employable then those without skill.

Conclusion

Vocational-based technology education has become a global phenomenon and reshaping the international technology space. The trend is widely accepted by countries in Asia, Europe, America and Africa. Nigeria is dormant in accepting skills acquisition through vocational education. The study includes that Nigeria’s Technical/vocational education has not been properly developed compared to other developing countries. Nigeria is still saddled with the responsibility of setting up technical/vocational institution that are not attractive as a result of lack of equipment, motivation qualified teachers and funding. The paper discovered that vocational-based technology education is still considered as aberration in Nigeria and children are not encouraged by parents to participate. Theoretical aspect of learning and vocational skill training is not easily combined in institutions in Nigeria due to lack of government interest ability to separately. The aberration perception of parents has made children lose interest in participating in vocational-based technology education in Nigeria. Vocational-based and rehabilitation centers are established in Nigeria by individuals just to score political points. In Mexico, its curriculum includes training for work which enables the beneficiaries to be employed in the labour market and it consists of 50% theory and 50% of practical. In terms of national recognition, Nigeria has none, while Australia made provision for such. The curriculum run by technical/vocational colleges in Nigeria is strictly determined by mere interest of the child instead of encouragement from parents or government.

Lessons to Learn

The paper acquainted us with the following;

  • That in Germany, the trainees attended vocational school one or two days per week and study the theory and practical aspect of their preferred occupation.

  • Trainees also do a working apprenticeship in their chosen field, and they should receive about one-third of the salary (or as may be determined appropriate by the government) of a trained skilled worker.

  • In Australia, it was found that financial rewards were progressively given to the trainees as the training progressed, while there was national recognition for the vocational training. This was to ensure that the certificate awarded by any training organization is recognized by other established organizations and states.

  • It was further acknowledged that in Finland, vocational schooling is free, while students from low-income families are qualified for a state student grant.

  • In Nigeria vocational-based technology education is still perceived as programme for those who are academically weak.

Recommendations

If vocational-based technology education is to yield needed deliverables to nation building, the following recommendations should be implemented;

  • Technology education policy should be re-visited to re-draft and incorporate attractive policy on vocational technology education.

  • Education policy in Nigeria should be re-addressed to entrench vocational-based technology education into the policy into her school system.

  • National conference strictly on the state of technical/vocational education in Nigeria should be organized.

Way forward

  • It can be possible for Nigeria to emulate Germany’s dual sector technical/vocational education sector to be a dual type as done by Germany such that students learn in the classroom, and also learn by doing.

  • Nigeria can collaborate with some registered organizations and there should be a legal contract between the employer and the apprentice and provide a combination of school based and workplace training.

  • Nigeria can adopt this method by determining and caring for students from low-income families.

  • Nigeria needs to adopt a workplace training through which there will be co-operation between schools and the local employers (work-integrated learning) as it happens in South Korea.

References

Abdulkareem, I. & Ali, M. (2012).Vocational education and poverty reduction: a tool for sustainable development. Developing Country Studies, 2(2), 67-73.

Arthur, O. I. A, Aneke, S C.&Otiji, O. (2020). An empirical review of the impact of technical and vocational education in nation building. British International Journal of Education and Social Sciences. 7(2). 47-57.

Barth N, Chiwetal, U., Everistus C. & Ugwu, E. C. (2019). Vocational and technical education in Nigeria: problems and prospect. International Journal  of Social Sciences. 6(2). 56-71. 

Boyi, A. A. (2019).Vocational/Technical Education in Nigeria: An Indispensable Tool for Resolving National Conflicts and Economic Development. International Journal of Innovative Research in Social Sciences and Strategic Management Techniques. 6(1).  

Beshel, C. A. (2011).Unpublished lecture notes on cooperative education in Nigeria.

Baumgardner, C. (1015). Cooperative learning as a supplement to the economics lecture.

          International advances in economic research, Springer; International Atlantic Economic Society, 21(4), 391-398, DOI: 10.1007/s11294-015-9545-9.

Dike, C. (2015). Learning for life through inquiry. The Agricultural Education Magazine, 78 (3) 17-22.

Ekwue, K.C and Udoye, R.N. (2004). Functionality Vocational Technical Education. A

Paper Presented at the National Conference of” the Academic Forum for Interdisciplinary Discourses with Institute of Education ESUT, Held at IMT, Enugu.

Federal Republic of Nigeria (FGN), (2004).National policy on education: NERD Press, Yaba  Lagos

Lenoir J. B, (1994). Theory of Social Exclusion. Retrieved from https://www.academia.edu/35958714/Social_Exclusion_a_brief_discussion_setting_out_claims_to_support_or_reject_the_paradigm

Nwanyanwu H. D. & Okwara, U. V. (2022). Curriculum consideration for cooperative economic studies in tertiary institutions in Imo State, Nigeria. African Journal of Business and Economic Development, 2(7), 11-23.

Nzube, M. C. (2018). Challenges of technical and vocational education in Nigeria. International Journal of Research. 5(1). 3279- 3292.

Nwankwo, F.C. (2014). Administrative and instructional strategies for increasing enrolment and retention of females in technical college programmes. Unpublished Ph.D. Thesis,  University of Calabar

Nwogu, P. & Nwannoruo, C. C. (2011). Vocational and technical education and training for self-reliance towards national development. Mech Terranean. Journal of social sciences, 2(5) 55–58.

Oladejo, M. T. (2019). Challenges of technical and vocational education and training in Nigerian History. Makerere Journal of Higher Education 11(1). 67-81. doi.org/10.4314/majohe.v11i1.6.

Onyejeme, P.C. (2013). Technical/vocational education manpower development for national  transformation in Nigeria. Vocational Education Journal 1(10) 62-66.

Obidile, I. J. (2014). Vocational and technical education (VTE) in the 21stcentury:  the way  forward. Journal of Technology and Vocational Education. 1(1), 1-6.

Opara, U.L. (2013). A manual of corporate planning and strategic business policy, Enugu: Rhyce Kere enterprises.

Ojimba, D. P. (2013). Technical and vocational education: imperatives for socio-economic and political stability in Nigeria. European Scientific Journal. 9(19), 1857 – 7881.

Okoye, K. R. E. & Okwelle, P. C. (2017). The New perspectives on technical and vocational education and training in Nigeria. British Journal of Education, Society & Behavioral  Science 23(4): 1-9.

Okoye, R. & Arimonu, M. O. (2016). Technical and vocational education in Nigeria: issues,  challenges and a way forward. Journal of Education and Practice.7(3), 113-118

Oladejo, M. T. (2019). Challenges of technical and vocational education and training in Nigerian History. Makerere Journal of Higher Education, 11(1). 67-81. doi.org/10.4314/majohe.v11i1.6.

Sheiner, L. & Dynan, K. (2018). GDP as a measure of economic well-being. Hutch Center Working Paper. Number 4. Retrieved fromhttps://www.brookings.edu/wp content/uploads/2018/08/WP43-8.23.18.pdf

Shala1, N. & Pantina, M. (2021). Impact of the vocational secondary education in Kosovo’s economic development in 2002-2017. International Journal of Economics and Business Administration. 9(1).118-135

Ugwuja, S.I., (2010). Vocational Technical Education and Development. Filed in news  by  Furtune, on Febuary 26, 2010.

UNESCO (1999). Lifelong learning and training: a bridge to the future – final report. Paris:

 UNESCO. (Final report of the second international Congress on TVET, Seoul, 1999).

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Assessment of Farmers’ Involvement in Communal Crisis: A Case Study of the Tiv/Jukun Crisis in Taraba State, Nigeria.

ASSESSMENT OF FARMERS’ INVOLVEMENT IN COMMUNAL CRISIS: A CASE STUDY OF THE TIV/JUKUN CRISIS IN TARABA STATE, NIGERIA.

Onugu, Charles U.; *Ige, Segun E.

Department of Agricultural Economics and Extension, Nnamdi Azikiwe University, Awka

*Corresponding Author: igesegune@gmail.com

Abstract: This study investigated the involvement of farmers in the Tiv/Jukun communal crisis in Taraba State, Nigeria. Multi-stage sampling technique was adopted; two local government areas were selected, from the local government selected, six council wards affected by the communal crises were selected purposively. A total of 150 respondents were used for the purpose of this study. Primary data were collected through administration of structured questionnaire; data collected were analysed using descriptive statistics. The findings on socio-economic characteristics shows majority (84%) were male, average age of 39 years, majority (65%) are married with a mean family size of 4; majority (76%) had at least secondary school education and an average farming experience of 14 years. Religious and ethnic conflicts are the nature of conflict experienced and majority (58%) are of the opinion that crisis occurs at least once annually and at irregular cropping periods. 47% of the respondents were involved in the crisis. However, positioning of security personnel, devices and equipments at strategic locations for purpose of security, continually organize inter-religious groups and public enlightenment programmes to encourage peaceful co-existence among the communities by the government as well as imploring the aid of the LGAs, Ministry of youth and NGOs were recommended.

Keywords: Jukun, Tiv, communal crisis, nature, regularity, farmers’ involvement

INTRODUCTION

Douglas (2014) noted that the term ‘conflict’ is a concept tantamount with human behaviour, as long as man cannot exist in isolation, then in the course of relating with other members of the public there will be disagreements and confusion. More so, such disagreement or misunderstanding occurs in form of agitation. In Africa, conflict on sub national level between communities or local militias is a wide spread problem. In fact, the continent experienced 386 communal conflicts between the period 1989 and 2014, with an estimate of 131, 563 people that lost their lives within same period. The countries affected include Nigeria, Somalia, Sudan, Kenya and Uganda, with Nigeria and Democratic Republic of Congo being the most affected (Torbjornsson, 2016, Elfversson, 2013).

In the Nigeria case, it is not far from the global perception on the socio-political and cultural conflict challenges experienced in other parts of the world. Even though, some conflicts are less frequent but their consequences are acute with high devastating impact. In Nigeria context, commonest of the conflict is political rivalry that has caused more destruction of lives and properties. Particularly, 1979 Western-political hoodlum, General Babangida brutalism of political annulment in June 12, 1993 and 2011 post-election violence in northern Nigeria have witnessed loss of lives and properties (Alemika, 2011). No region has been spared the vicious scourge of conflict though their prevalence and intensity have not been the same in occurrences across the length and breadth of the nation. The present situation is further intensified by elements of globalisation, natural disasters, proliferation of weapons and light arms, corruption, executive lawlessness and leadership ineptitude (Chinwokwu, 2012).

According to Gambo and Omirin (2012), both communal and ethnic conflicts have bedevilled the Nigerian society since 1980s, particularly the nineteen (19) states of the northern Nigeria. In fact, almost all northern states have witnessed one form of disputes or another in recent time. Even though, Tiv/Jukun is historical in nature (Okereke, 2013). In particular, Tiv/Jukun conflict is amid frequent socio-ethnic violence that devours economic and political stability in Nigerians’ peaceful co-existence in recent time for national development (Egbefo & Salihu, 2014; Alimba, 2014). In fact, this is one of the prolonged inter-ethnic conflicts that has repeatedly risen since 1959 to date. Likewise, Zangon-Kataf; Aguleri-Umuleri; Mango-Bokkos and the Ife-Modakeke conflicts were few of the common feuds in the Nigeria communities. Anthony (2014) stated that up to date the struggles and efforts made by past and present government and the entire stakeholders to provide a lasting solution to the adamant clashes and conflicts among Tivs – Jukuns communities seems to have produced few positive resolutions.

Today, Nigeria has more than two hundred and fifty (250) major ethnic groups which belong to different socio-cultural values. Dahida (2015) and Sampson (2012) stressed that the existence of divided interest ethnic groups have propagated communities/societal intolerance that have created more violence and bloodshed with more devastating loss of lives and properties using the ethnic local paramilitaries as the perpetrators of ethnic conflicts’ dogmatic plan.

This conflict in Taraba State that has been happening for years is mainly between the Tivs and Jukuns, with the Jukuns being the major tribe in Taraba State while the Tiv the major tribes in Benue state. There are also Tiv minorities in Taraba, Nasarawa and Plateau States and few Jukun minorities in Benue State. The conflict in Taraba state between the Tivs and the Jukuns is about struggle over land, control over economic resources and political or administrative position. Political clashes have been especially strong around the influence of Wukari long existence as the traditional Jukun centre.

Several studies have analysed the impact of conflict on the broader economy, at both the macro and micro levels. Macro-level studies emphasize the impact of conflict on growth, Adamu (2002) emphasized on the issues in Tiv/Jukun conflict and dwelt most of his attention on land, history and political matters of the conflicts. Best (2003), dwelt on the motives and effects of the Tiv/Jukun conflicts in Wukari local government area and Isa (2010), concentrated his study on class formation and how the state can resolve conflicts emanating as a result of these formations with special interest on the Chamba/Kuteb conflicts in Takum Local Government Area.

Most of these studies have been in several years past and its findings may have been taken over by current realities. There is therefore need to update facts and provide plausible solutions in addressing this age-long conflict. In line with this, the researchers seek to describe the farmers’ socio-economic characteristics, the nature and also the regularity of crisis in the study area. Importantly, this study explores whether a relationship exists between farmers’ socio economic characteristics and their involvement in the crisis.

METHODOLOGY

This study was carried out in Taraba State, Nigeria. The State has a land area of about 54,473 km2, and a population of about 2,294,800 based on the National Population Census (2006). It is situated between latitude 7°00’N and 10°30’E and longitude 2° 30’E and 6°25’ of the equator, bordered on the north by Bauchi and Gombe States, on the east by Adamawa State, south by Cameroon and on the west by Benue, Nassarawa and Plateau States. The state has sixteen (16) Local Government Areas (LGAs) with administrative capital in Jalingo (NPC 2006, Wikipedia).

The state’s population is engaged in farming as the state is blessed with fertile land. Crops cultivated includes; sorghum, maize, cassava, yam, rice, groundnuts, cowpea among others. They also engage river fishing, livestock and poultry farming. It is inhabited mainly by the Jukun and Mambilla peoples (Britannica 2021). Other ethnic groups are Tiv, Hausa Fulani, Igbo, Yoruba, Kuteb, etc. The population of the study comprised all the rural farmers in the area. Multi-stage sampling technique was adopted. In the first stage, two Local Government Areas (Wukari and Donga) because of their experience of the recent conflicts were purposively selected. In the second stage, Six (6) council wards because of intensity of communal conflicts in the area were selected from the LGAs. Four council wards were randomly selected from Wukari LGA, they include: Kente, Chonku, Rafin-kada and Tsokundi; whereas in Donga Local Government Area, two council wards Akate and Tor-Damisa were purposively sampled because of their direct involvement in the crisis in question. The final stage involved selection of 30 households each from Kente and Rafin-kada wards, and purposive selection of 25 households each in Chonku, Tsokundi and 20 each from Akate and Tor-Damisa council wards that were directly affected by the conflicts in the study area giving a total of 150 households. Each of the household was represented by the household heads which are mainly farmers. A closed ended structured questionnaire was used for the purpose of this study. The data gathered was analysed through descriptive statistics (frequency, percentages) with the aid of SPSS (Statistical Package for Social Sciences, version 20).

Table 1 Sample Frame

S/n Local Government Areas Wards Sample Size
1 Wukari Kente 30
2 Rafin-Kada 30
3 Tsokundi 25
4 Chonku 25
5 Donga Akate 20
6 Tor-Damisa 20
TOTAL 2 6 150

RESULTS AND DISCUSSION

Socio-economic Characteristics of the Respondents

The socio-economic characteristics of the respondents in Table 2 showed that the Jukuns made up majority (52%) of the sampled population. This dominant tribe accounts for over 90% of the population in Wukari Local Government Area and 60% of the population in Donga Local Government Area (Taraba Diary 2008).

The table shows that majority (84%) of the respondents were males in the study area, implying that most of the farming activities and a better part of these conflicts are engaged by male farmers in the study area. It also indicates that more male-headed households engaged in farming than female-headed households in the study area. The finding agrees with that of Timothy (2017) that males are recognized as family heads and are often those engaged in the battle fields and they stand a better chance to respond to issues that borders on conflicts and other general social affairs.

The result shows that majority of the farmers (84%) were middle age farmers (21-50 years) with mean age of 39 years. The implication being that large proportion of the farmers are young adults and can adequately be regarded as active, agile and physically disposed to farming activities and may have deeper knowledge of the conflicts as they are more involved in the battled field. This agrees with the finding of Busari, Oladipo, Daudu & Selesi (2020) which indicated that farmers between 24-55 years were at the active economic age and were also old enough to understand the conflict between share and Tsaragi concerning the causes, implication and effects on agricultural production within the two communities.

Majority (65%) of the respondents are married with mean household size of 4, this agrees with Mahabub and Jaim (2011) which indicated average family size of the farmers’ household to be between the ranges of 4 to 5 persons. This implies farmers have relatively large household size which may give them an edge in engaging and understanding what comes with crisis and how it affects the study area.

Majority (76%) of the farmers were literate, and with a mean farming experience of 14 years in the study area. This implies that the farmers have been in the study area for quite a number of years and as such experienced the communal crisis in the study area therefore, can give detailed accounts of it over the years in the study area. This agrees with Busari et al (2020) which found that the more the respondents stayed in the area, the more they will be able to understand the dynamics of the conflicts and able to resolve or evade its consequences/effects.

Table 2: Socio-economic Characteristics of the respondents

Variable Frequency Percentage (%) Mean Score
Tribe
Jukun 78 52.0  
Tiv 40 26.7  
Others 32 21.3  
  150 100.0  
Gender
Male 126 84.0  
Female 24 16.0  
  150 100.0  
Age
21-30 33 22.0  
31-40 57 38.0  
41-50 39 26.0  
51-60 15 10.0  
Above 60 6 4.0  
  150 100.0 39
Marital Status
Married 97 64.7  
Single 39 26.0  
Divorced/separated 14 9.3  
  150 100.0  
Household Size
1 – 3 69 46.0  
4 – 6 45 30.0  
7 – 9 30 20.0  
10 Above 6 4.0  
  150 100.0 4
Educational Level
No Formal Education 6 4.0  
Primary Education 21 14.0  
Attempted Sec. School 9 6.0  
Completed Sec. School 48 32.0  
Tertiary Education 66 44.0  
  150 100.0  
Farming Experience
1  – 10 years 80 53.3  
11 – 20 years 34 22.7  
21 – 30 years 13 8.7  
31 years Above 23 15.3  
  150 100.0 14

Source: Field Survey 2021

Nature of the Conflict

The result in table 3 shows that religious and ethnic crisis were experienced more with about 41%, only ethnic/tribal conflict at about 31%, religious, ethnic and political 16%, whereas those that experienced only religious and political at about 7% and 4% respectively. This finding agrees with that of Adeline and Okechukwu (2015) that is opined that no state is void of clash of interest which could take political, religious or economical and so on.

Table 3: Nature of the Conflict experienced

Type of conflict Frequency Percentage (%)
Religious 10 6.7
Political 7 4.7
Ethnic/Tribal 47 31.3
Religious and Ethnic 62 41.3
Religious, Political and Ethnic 24 16.0
Total 150 100.0

Source: Field Survey, 2021

Regularity and Period of the Conflict

Table 4 shows that about 39% of the respondents are of the opinion that the conflict occurs yearly, about 27% says it occurs every decade, about 15% says it happens at irregular intervals, about 13% are of the opinion it occurs every six monthly and 6% says it occurs quarterly. The table also shows that 58% of the respondents said the conflict occurs at irregular cropping season, about 21% during the cropping season, about 13% after the cropping season and 6.7% were of the opinion it occurs before the cropping season. This means that majority (58%) of the respondents are of the opinion that the conflict occurs at least once annually and at irregular cropping period.

Table 4: Regularity of the Conflict experienced

Time Interval Frequency Percentage (%)
Quarterly 9 6.0
Half a Year 20 13.3
Yearly 58 38.7
Every Decade 40 26.7
Irregularly 23 15.3
Cropping Period    
Before cropping season 10 6.7
During the season 33 22.0
After the cropping season 20 13.3
Irregularly 87 58.0
Total 150 100.0

Source: Field Survey, 2021

Farmers Involvement the Conflict

The result in table 5 shows that about 43% of the respondents were not directly involved in the crisis, about 31% were passively involved, while 16% were actively involved and 10% were uncertain about their involvement in the entire process. This means that majority (about 47%) of the respondents were involved in any form of the crisis whereas 43% had no involvement whatsoever with the conflict as a whole. This agrees with Kamilu, Fapojuwo and Ayanda (2012) that reported 70% of the respondents were actively involved in the crisis in Taraba State.

Table 5: Farmers’ involvement in the Conflict

Farmers Involvement Frequency Percentage (%)
Actively Involved 24 16.0
Passively Involved 47 31.3
Not Involved 64 42.7
Uncertain 15 10.0
Total 150 100.0

Source: Field Survey, 2021

CONCLUSION AND RECOMMENDATION

The results of the nature, regularity and involvement of farmers in the Tiv-Jukun communal crisis revealed that young and vibrant males were more involved in the whole process, with most of them married and have relatively large family size. Majority were literate and have also practiced farming in the area for an average of 14 years.

Further analysis showed that majority experienced religious and ethnic conflicts at least once annually and at irregular cropping season and majority of the households are involved in the conflict.

The government, religious bodies and non-governmental organizations should on sustainable basis establish institutional response for advocating peaceful coexistence between the communities involved with the establishment of ‘town-hall’ meetings for pre-emptive and mitigating measures through the Ministry of Youth and Local Government authorities sustainably engaging the ethnic groups on their own and jointly.

The government on perpetual basis deploy an unbiased and fairly oriented security personnel and devices (drones, e.t.c) at strategic locations in the communities to foster peace as well as monitoring and assessment purposes.

REFERENCES

1. Adamu, D. (2002). Issues in Tiv-Jukun conflicts. Target Publicity, Jos. P. 13-23

2. Adeline, I.A. & Okechukwu, I. (2015). “Ethno-Religious Identifies in Nigeria; Implications for Governance in Nigeria” in Journal of Policy and Development Studies, Vol.9, No.5. November.

3. Alemika, E. (2011). Post-Election Violence in Nigeria: Emerging Trend and Lessons. CLEEN Foundation

4. Alimba, N. Chinyere (2014). Probing the Dynamic of Communal Conflict in Northern Nigeria. An International Multidisciplinary Journal, Ethiopia Vol. 8 (1), Serial No. 32, January, 2014:177-204. Copyright© IAARR 2014: www.afrrevjo.net; Indexed African Journals Online: www.ajol.info

5. Best, S.G. (2003). “Communal Conflicts and the Possibilities of Conflicts Resolution in Nigeria”: A Case Study of the Tiv-Jukun Conflict in Wukari Local Government Area of Taraba State. Unpublished.

6. Britannica, The Editors of Encyclopaedia. “Taraba”. Encyclopedia Britannica, 3 Aug. 2017, https://www.britannica.com/place/Taraba. Accessed 3 November 2021

7. Busari I., Oladipo F., Daudu A. & Selesi, O. (2020). Farmers’ Perception on the influence of Inter-communal Conflicts on Agricultural Production in Shaare/Tsaragi Communities, Kwara State, Nigeria. Journal of Agricultural and Marine Sciences [JAMS]. 25. 39. 10.24200/jams.vol25iss2pp39-45.

8. Chinwokwu, E. C. (2012). Crime and Criminal Investigation in Nigeria: A Study of Police Criminal Investigation in Enugu State. African Journal of Law and Criminology, 2(1):45-55.

9. Dahida, D. P. (2015). The Paradox of Managing Ethnic Militias and Its Implications on Socio-Economic Development. International Journal of Social Sciences and Humanities Review, 5(2).

10. David, O. (2012). State, Ethno-Religious Divide and Conflicts in Tafaa-Balewa Local Government Area of Bauchi State. Nigeria’s Convulsive Federalism: Perspectives on Flash Points of Conflicts in Northern Nigeria, 176-190

11. Douglas, J. N. H. (2014). Conflict between States. Progress in Political Geography (Routledge Revivals), 77

12. Egbefo, D. O. & Salihu, H. A. (2014). Internal Security Crisis in Nigeria: Causes, Types, Effects and Solutions. AFRREV IJAH: An International Journal of Arts and Humanities, 3(4), 176-195

13. Elverson, E. (2013). Putting out Fires (or adding Fuel?), Understanding Government intervention in Local Communal Conflict. A paper presented at the CRS/ENCoRe Conference. Essex, U.K

14. Gambo, Y. L. & Omirin, M. M. (2012). Ethno Religious Conflict and Settlement Pattern in Northern Nigeria. Mediterranean Journal of Social Sciences, 129

15. Henry, A. (2009). “Ethnicity, Capital Formation and Conflict”. Social Capital Initiative Working Paper 12, World Bank, Washington D.C.

16. Isa, M. K. (2010). The State and Management of Ethnic Conflicts in Nigeria: A Study of Jukun/Chamba and Kuteb Communal Conflicts of Takum and Ussa Local Government. A Published Ph.D Dissertation. Ahmadu Bello University, Zaria.

17. Kamilu, Bolarinwa; Fapojuwo, Oluwakemi & Ayanda, Ibrahim (2012) Sustainable Conflict Resolutions among Farmers in Taraba State, Nigeria

18. Mahabub, H. and Jaim, W. M. H. (2011). Empowering Women to Become Farmer Entrepreneur Case study of a NGO Supported Program in Bangladesh. Paper presented at the IFAD conference on New Directions for Smallholder Agriculture 24-25 January, 2011.

19. National Population Commission, NPC (2006) http://nationalpopulation.gov.ng/ retrieved March 2021

20. Okereke, C. N. E (2013). Anatomy of Conflicts in Northern Nigeria. State Fragility, State Formation, and Human Security in Nigeria, 147

21. Sampson, I. T. (2012). Religious Violence in Nigeria: Causal Diagnoses and Strategic Recommendations to the State and Religious Communities. African Journal of Conflict Resolution, 12(1), 103-134

22. Taraba State Government Diary (2008): Taraba State Official Diary, Government Printer Jalingo, Nigeria pp 25 – 29.

23. Timothy, A. L (2017) Elite and Communal Conflicts in Taraba State: A Perception Study Of People In Wukari and Takum Local Government Areas. A Published Ph.D Dissertation. Ahmadu Bello University, Zaria.

24. Torbjornsson, D. (2016). Managing Communal Conflict in Africa: Assessing the Role of UN in Communal Conflict Management. Retrieved from www.foi.se on 20th November 2021.

25. Taraba State Government Diary (2008): Taraba State Official Diary, Government Printer Jalingo,  Nigeria pp 25 – 29.

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Effect of Tax Composition on Economic Growth in Nigeria

EFFECT OF TAX COMPOSITION ON ECONOMIC GROWTH IN NIGERIA

Ogbodo, Okenwa C. & Arinze, Chigozie V.

Department of Accountancy

Nnamdi Azikiwe University, Awka

Mail: cyogbodo2016@yahoo.com

Abstract

This study examined the effect of tax composition on economic growth in Nigeria. The specific objectives are to; examine the effect of petroleum profit tax on economic growth in Nigeria; determine the effect of company income tax on economic growth in Nigeria. The study employed time series data covering a period 1999 to 2020. The relevant data were extracted from Central Bank of Nigeria Statistical Bulletin, Bureau of National Statistics and Federal Inland Revenue Service (FIRS) reports of various years. Autoregressive Distributive Lag (ARDL) regression analysis technique was used to test the hypotheses via STRATA 16. The study found that petroleum profit tax has a significant positive effect on economic growth of Nigeria during the period under study, while company income tax has an insignificant effect on economic growth of Nigeria. Based on this, the study recommended among others that given the dwindling revenue from petroleum related sources, the government should embark on the strategic pursuit of broadening the economy with the view to enhancing economic growth and development

Keywords: Petroleum tax, Company income tax and Economic growth

INTRODUCTION

The debate over tax policy continues to dominate economic policy discussions in the media, academia, and civil society advocacy (Mcbride, 2012). This observation stems from the fact that taxes are not only the largest source of revenue for governments, states, or municipalities, but also a tool for enacting fiscal policy and influencing positive behavior change (Cobham & Jansk, 2018; Merriman & David, 2015). The tax system of a country has a significant impact on other macroeconomic indicators (Pjesky & Rex, 2006). There is a relationship between tax composition and the level of economic growth in both developed and developing economies (Shuai, Xiaobing & Christine 2013). Indeed, it has been argued that a country’s tax base and tax policy objectives have a very strong foundation on the level of economic growth (Mbanefoh, 2012). Similarly, the economic criteria used to evaluate a tax structure, as well as the relative importance of each tax source, change over time. During the colonial era and immediately following Nigeria’s political independence in 1960, for example, the sole goal of tax revenue was to raise revenue. Later, the emphasis shifted to infant industry protection and income redistribution goals. Many countries impose national taxes, and similar taxes may be imposed at the state or local levels.

Various tax structures have been used to raise revenue for the Nigerian state over the years. These structures, according to Akanbi (2018), include, but are not limited to, petroleum profit tax, corporate income tax, capital gains tax, stamp duty, and value added tax. While petroleum profit tax is levied on the income of companies engaged in petroleum operations, corporation tax is levied on the taxable income of a company for a specific period, usually one year. In particular, capital gains tax is a tax levied in Nigeria on gains or profits realized from the sale or exchange of capital assets, whereas stamp duty tax, which is governed by the Stamp Duties Act (SDA) of 1939, is charged as a flat rate or percentage of the transaction/instrument value, taking the nature of the instrument into consideration (Amah, 2021). Furthermore, according to Alexander, Keyi, and Alfa (2018), value added tax (VAT) is a consumption tax levied on all goods and services produced in or imported into the country. VAT, which is currently charged at the rate of 7.5% is payable by individuals, companies, and government agencies. In this study the researcher critically examines the effect of the aforementioned tax structures on economic growth in Nigeria taking into cognizance the various revenue contributions of these tax structures towards the growth and development of the Nigerian state.

Contrary to what has been suggested in the literature, taxation has a negative impact on economic growth. Imposing a carbon tax, for example, may have a negative impact on economic growth by raising fuel prices (Zhou, Shi, Li, & Yuan, 2011). This is similar to the situation in Nigeria, where multiple taxation systems and high tax rates have been dubbed the bane of the Nigerian tax system. Nigeria’s tax policies and taxation structure result in multiple taxation on businesses forcing the majority to lose money or fail (Azubike, 2009).  Because taxation is a liability for businesses, it is advantageous for the business manager to pursue options that will reduce his/her tax liabilities, which will inevitably have a negative impact on the business’s financing, investment, and operations (Ebiringa, & Emeh, 2012; Fagbemi, Uadale & Noah 2010). Furthermore, raising tax rates has the same effect as raising the cost of goods (Reed, Robert & Cynthia 2004). There have been numerous studies on the effect of taxation on economic growth in Nigeria, with varying results. However, Amah (2021), Ahmad, Sial, and Ahmad, 2016; Dladla and Khobai, 2018 demonstrate that taxation has no significant relationship with economic growth. As a result of the uncertainty about how taxes affect economic growth, several empirical studies have been conducted, to which this study intends to contribute. However, the most distinctive aspect of this study is that, as previously observed, previous related studies in Nigeria focused only on a few components of tax structure in attempting to determine the effect of tax composition on economic growth. But this study has focused on a wider range of tax components to include petroleum profit tax, company income tax, capital gains tax, stamp duty tax, and value added tax aimed at evaluating their effects on economic growth of Nigeria.

REVIEW OF RELATED LITERATURE

Economic Growth

Economic growth, according to John (2022), is the process by which a nation’s wealth increases over time. He also stated that, while the term is frequently used in discussions of short-term economic performance, it generally refers to an increase in wealth over a long period of time in the context of economic theory. Economic growth, according to UK Essays (2018), is the increase in the level of potential output in the economy over time. The author went on to explain that there are three types of economic growth: actual growth, potential growth, and trend growth. Roser (2021) defines economic growth as an increase in the quantity and quality of economic goods and services produced by a society. Edeme (2018) stated that economic growth is the capacity to produce goods and services (gross domestic product), compared from one period of time to another.

Petroleum Profit Tax and Economic Growth

The Petroleum Profit Tax Act is the tax code that governs the taxation of companies involved in petroleum operations (Adedeji & Oboh, 2012). The Act defines petroleum operations as “obtaining and transportation of petroleum or chargeable oil in Nigeria by or on behalf of a company for its own account by any drilling, mining, extracting or other like operations or process, not including refining at a refinery, in the course of a business carried on by the company engaged in such operations, and all operations incidental there to and sale of or any disposal of chargeable oil by or on behalf of the company”. As a result, the definition only applies to the upstream sector of the petroleum industry; thus, only companies in the upstream sector are included. The Petroleum Profit Tax Act, Cap P13 LFN 2004, governs petroleum profit taxes (PPT) (as amended). Companies that pay petroleum income tax are exempt from paying Companies Income Tax on the same income. For joint ventures in their first five years of operation, the rate is 65.75%. Joint ventures that have been in operation for more than five years, on the other hand, are subject to 85% of chargeable profit. Furthermore, under a production sharing contract, companies are liable for 50% of chargeable profit. The returns for each accounting period must be submitted no later than two months after the accounting period begins. Furthermore, final returns for each accounting period must be filed within five months of the expiration date. Equally important, failure to submit the returns as at when due attracts N10,000 for the first month and N2,000 for every day the failure continues.

According to Onyemaechi (2012), the impacts of the oil industry on the Nigerian economy can be seen in terms of revenue generation and sharing among Nigerian states, with a multiplier effect on infrastructure development. According to Onaolapo Aworemi and Ajala (2013), petroleum entails the extraction of oil, production, and distribution to refineries in order to ensure a satisfactory level of disposal to the general public.

The government must reframe and restructure the Nigerian economy by collecting profit taxes from the oil industry (Ojo, 2008). According to Adereti, Sanni, and Adesina (2011), petroleum profit tax was used to regulate the economy, necessitating a new study on tax performance in an economy with unstable oil supply. The revenue generation is the primary aim of government with a multiplier effect of providing social amenities to the citizens (Okoye, 2019). Adegbie and fakile (2011) researched on petroleum profit tax alongside with Nigerian economic while applying chi-square and multiple regressions’ analyses. The studies, Ojo (2008) and Adereti et. al. (2011) above discussed that petroleum profit tax ensured development in Nigeria while World Bank Group (2020) discussed that Nigeria recorded minimum revenue compared to its aggregate income with a negative relationship.

Company Income Tax and Economic Growth

According to Taiwo, Illori, and Emenike (2019), companies Income Tax (CIT) is a tax on the profits of incorporated entities in Nigeria that also includes the tax on the profits of non-resident companies doing business in Nigeria. The tax is paid by limited liability companies, including public limited liability companies, and is known as corporate tax. The Companies Income Tax Act (CITA) of 1979 established CIT, which derived from the Income Tax Management Act of 1961. It is one of the taxes administered and collected by the Federal Inland Revenue Service (‘FIRS’ or ‘the Service’) and has significantly contributed to the Service’s revenue profile. Income Tax (CIT) is governed by Companies Income Tax Act (CITA), Cap C21, LFN 2004 (as amended), with a rate of 30% of total profit of a company. Some profits are exempted from CIT provided they are not derived from trade or business activities carried out by the company e.g Cooperative Society.

According to Joseph and Omodero (2020), every company must pay provisional tax no later than three months after the start of each year of assessment, in an amount equal to the tax paid in the previous year of assessment. For newly incorporated companies, the due date for filing returns is within eighteen months of incorporation or no later than six months after the end of its accounting period, whichever is earlier. However, for existing businesses, the deadline for filing returns is six months after the end of the fiscal year. Companies that have been in operation for more than four years are subject to minimum tax, unless specifically exempted by the tax law. More so, Onoja and Ibrahim (2020) submitted that, Minimum Tax under CITA arises where: a company makes a loss; a company has no tax payable and Tax payable is less than minimum tax. ​ In 2016, the revenue target for Companies Income Tax in Nigeria was N1.877 trillion representing approximately 40% of the total projected tax revenue of N4.957 trillion for that fiscal year (Akhor & Ekundayo, 2016).

Empirical Review

Ezekwesili and Ezejiofor (2022) investigated the impact of tax revenue on Nigeria’s economic growth. The specific goals are to determine the effect of tax revenue on Nigeria’s inflation rate and the effect of tax revenue on Nigeria’s interest rate. The data came from the Central Bank of Nigeria (CBN), the Statistical Bulletin, and the National Bureau of Statistics’ Annual Abstract of Statistics (NBS). With the help of E-view 9.0, regression analysis predicts the value of one variable based on the value of another variable and explains the effect of changes in the values of one variable on the values of the other variables. The findings conclude that tax revenue has no significant effect on Nigeria’s inflation and interest rates. From 1994 to 2018, Egolum and Celestine (2021) investigated the impact of Value Added Tax on Economic Development in Nigeria. They developed two hypotheses using a time series research design, and the data for their study came from the CBN statistical bulletin, the Federal Inland Revenue bulletin, and the Joint Tax Board bulletin for the study period. The Pearson coefficient of correlation and simple regression analysis were used to test the hypotheses they developed using E-Views 9.0 statistical software. Their findings revealed that, at a 5% significance level, Value Added Tax has a positive and statistically significant relationship with economic development (as measured by Gross Domestic Product and Total Government Revenue). Nweze, Ogbodo, and Ezejiofor (2021) investigate the effect of tax revenue on per capita income in Nigeria. This study made use of time series data and an ex-post facto research design. Secondary data were obtained from the Central Bank of Nigeria (CBN), the Statistical Bulletin, the Federal Inland Revenue Service (FIRS), the World Bank Statistical Bulletin, and the National Bureau of Statistics’ Annual Abstract of Statistics (NBS). The study variables were described using descriptive statistics, and the hypothesis was tested using Ordinary Least Squares (OLS) regression analysis. According to the study, tax revenue has a significant positive effect on Nigeria’s per capita income.

From 1998 to 2014, Ojong, Ogar, and Arikpo (2016) investigated the impact of tax revenue on the Nigerian economy. The study’s objectives were to investigate the relationship between petroleum profit tax and the Nigerian economy, the impact of corporate income tax on the Nigerian economy, and the effectiveness of non-oil revenue on the Nigerian economy. The data was obtained from the Central Bank Statistical Bulletin and extracted using the desk survey method. The relationship between dependent and independent variables was established using the ordinary least squares of multiple regression models. The findings revealed a significant relationship between petroleum profit tax and Nigerian economic growth. It demonstrated that there is a significant relationship between non-oil revenue and Nigerian economic growth. The study also discovered that there is no statistically significant relationship between corporate income tax and the growth of the Nigeria economy. Etale and Bingilar (2016) investigated the impact of corporate income tax and value-added tax on economic growth (as measured by GDP) in Nigeria. Secondary time series panel data for the period 2005 to 2014 were obtained from the Central Bank of Nigeria’s Statistical Bulletin (CBN). For data analysis, the study used the Ordinary Least Squares (OLS) technique based on the computer software Windows SPSS 20 version, where GDP, the dependent variable and proxy for economic growth, was regressed as a function of company income tax (CIT) and value-added tax (VAT), the independent variables. According to the findings of the study, both corporate income tax and value-added tax have a significant positive impact on economic growth. Appah and Ebiringa (2012) investigated the impact of Nigeria’s Petroleum Profit Tax on economic growth. From 1970 to 2010, data from the CBN and FIRS were collected and analyzed using a granger causality model. Economic growth and the Petroleum Profit Tax have a long-run equilibrium relationship, according to the findings. The Petroleum Profit Tax was also discovered to have a negative impact on Nigeria’s GDP. Omojumite and Iboma (2012) investigated the productivity of Nigeria’s tax system from 1970 to 2010. They developed ten models for the study (one of which tested the relationship between the Petroleum Profit Tax and economic growth) and used the Ordinary Least Square Method to estimate the data. To capture changes in the Nigerian macroeconomic environment, the data set was divided into three periods. The analysis revealed that, despite having positive elasticity coefficients, the elasticity of all tax systems, including the Petroleum Profit Tax, was less than one. In conclusion, regardless of the level of data aggregation, the Nigerian tax system is less fruitful. Ogbonna and Ebimobowei (2011) conducted a study on the impact of petroleum profit tax revenue on the economy of Nigeria for the period 1970 to 2010. The study showed that a strong correlation exists between petroleum profit tax revenue and GDP. They concluded that oil-based revenue if invested efficiently in the economy will to a large extent make material difference on GDP.

METHODOLOGY

Research Design

This study utilized longitudinal research design. The choice of the design is based on the idea that the method provides discovery on trends and pattern of change. This will be important in establishing the possible effect of tax composition revenue on economic growth over a time. The study employed time series data covering a period 1999 to 2020.

Source of Data

The relevant data will be collected from Central Bank of Nigeria Statistical Bulletin (various years), Central Bank of Nigeria Annual Report and Statement of Accounts, Bureau of National Statistics and Federal Inland Revenue Service (FIRS) reports of various years. Data involving Gross domestic product GDP and all the different tax composition for this study were retrieved from these various sources.

Model Specification

The econometric models of the study were modified from the studies by Ilaboya et al. (2017), Ogbeide (2017). The general econometric model for the study was specified thus;

BTDit = α + β1SIZEit + β2AGEit + β3ROAit + β4LEVit + β5LIQit + β6CPXit + β7IOWit + β8BIG4it + εit …………………………………………………..(i)

Where;

BTD = Discretionary (Total) Book Tax Difference, proxy for tax aggressiveness.

AGE = Firm age measured as current year less year of incorporation.

SIZE = Firm size measured as natural log of total asset.

ROA = Return on Assets; measured as the ratio of profit after tax to total asset.

LIQ = Liquidity measured as the ratio of cash to total assets.

LEV = Leverage measured as the ratio of total debt to total equity.

IOW = Institutional ownership measured as the value of institutional ownership.

CPX = Firm complexity measured as the number of subsidiaries.

BIG4 = Audit firm size/auditor type

The modified model was presented below:

GDPGt = βo + β1LOGPPTt +  μt – – – – –           –           –           –           –           –           -i

GDPGt = βo + β2LOGCITt + μt–         –           –           –           –           –           –           ii

Where:

GDPG =          Gross Domestic Product Growth Rate

LOGPPT         =          Natural Logarithm of Petroleum Profit Tax

LOGCIT         =          Natural Logarithm of Company Income Tax

∆          =          First Difference Operator

μt                     =          White-noise Disturbance Error Term

t                       =          Time

i                       =          Denotes the lag(s) being considered:

β0-β2                =          Parameter Coefficients

ECT                 =          Error Correction Term

Apriori expectation; β1, β2 > 0

Method of Data Analysis

The explanatory variables in this study consist of annual data on petroleum profit tax, company income tax, capital gain tax, stamp duty and value added tax with the dependent variable being growth in Gross Domestic Product (GDP) as a proxy for economic growth. Autoregressive Distributive Lag (ARDL) regression analysis technique developed by Pesaran, Schuermann, and Weiner (2004) is used in this study. This analysis technique calculates the impact and uses a limit testing strategy to determine whether the variables in the model have a long-term relationship. The dynamics of both short-run and long-run parameters, as well as the speed of adjustment when there is a shock, are estimated simultaneously using this analysis technique. Since robust lag lengths are critical to this strategy, it avoids the problem of over-parameterization. This was analyzed with STATA 16.

Decision rule

Accept the null hypothesis if the P Value is greater than 0.05 and then the alternate hypothesis will be rejected.

DATA ANALYSIS AND RESULT

Table 1            Unit Root Test Result

H0: There is no Stationarity
At Levels-I(0)     Interpolated Dickey-Fuller Critical Values  
Variables DF t-statistics MacKinnon p-value 1% 5% Decision
GDP Growth -2.060 0.2608 -3.750 -3.000 Accept H0
Petroleum Profit Tax -0.835 0.8087 -3.750 -3.000 Accept H0
Company Income Tax. -1.227 0.6621 -3.750 -3.000 Accept H0
At 1st difference – I(1)          
GDP Growth -3.154 0.0228 -3.750 -3.000 Reject H0
Petroleum Profit Tax -3.154 0.0228 -3.750 -3.000 Reject H0
Company Income Tax. -3.310 0.0144 -3.750 -3.000 Reject H0

Table: 1: Dickey Fuller (DF) Test for Stationarity

Source: Author’s compilation 2022 from STATA 16 Output (Appendix A)

In testing for time series properties of the variables in the model, we performed a univariate regression analysis using conventional Dickey Fuller Unit Root Tests in order to ascertain whether each of these variables has unit root (non-stationary) or does not have unit root (stationary series). Following the summary results of the unit root tests presented in Table 1 above, it is clearly shown that the variables considered are a mixture of stationary at levels {I(0)} and non-stationary at difference {I(1)} series. Therefore, given this scenario, there is need to test for the presence of long-run relationship among the variables in the model, which the ARDL regression technique is capable of capturing.

Error Correction Model (ECM)

Unlike the cointegration procedure developed by Johansen and Juselius (1990), the Autoregressive Distributed Lag (ARDL) method aids in the identification of the cointegrating vector (s). The inclusion of unrestricted lag of the regressors in a regression function is simply referred to as the Distributed lag Model. In other words, each of the underlying variables is represented by a single long run relationship equation. If only one cointegrating vector (i.e. the underlying equation) is identified, the cointegrating vector’s ARDL model is reparametrized into ECM. The reparametrized result provides both short-run dynamics (traditional ARDL) and long-run relationships of variables in a single model. The re-parametrization is possible because the ARDL is a dynamic single model equation and of the same form with the ECM. In testing for the long-run contribution of each of the explanatory variables on the dependent variable of concern, long-run estimates of the relationship being analyzed are presented in the table below:

Variables LOGPPT LOGCIT
Gross Domestic Product Growth Model
Long Run Effect
Coefficient 10.659 -0.603
t_ Statistics -2.65 (-0.49)
Probability_t {0.021) {0.630)
No. of Obs = 20
Prob. F statistics = 0.0000
R2 = 0.8833

Note: t -statistics and its associated probabilities are represented in () and {}

Source: Author’s compilation 2022 from STATA 16 Output (Appendix A)

Autocorrelation

If the assumption of independent errors of the classical linear regression model is violated, in particular if the error terms are correlated across consecutive observations, then the problem of autocorrelation arises. The main problem that arises is that the standard errors of the estimated coefficients are higher, which in turn means that the confidence interval for the estimates are wider. This implies that the researcher is more likely to find an insignificant relationship even when there is a statistically significant relationship between the variables. There are several tests that one can use to detect the presence of auto correlation, however, we employed the Durbin Watson test for autocorrelation. The Durbin-Watson test statistic tests the null hypothesis that the residuals from an ordinary least-squares regression are not auto correlated against the alternative that the residuals follow an AR (1) process. The Durbin-Watson statistic ranges in value from 0 to 4. A value near 2 indicates non-autocorrelation; a value toward 0 indicates positive autocorrelation; a value toward 4 indicates negative autocorrelation. The results obtain from the test reveal a value of 1.79. This reveals the absence of autocorrelation as the value is closer to 2.

Test of Hypotheses

We specifically interpret the ARDL estimator as recommended by Pesaran, Shin, and Smith (2001). The Fisher Statistics (15.52) and corresponding probability value (0.000) show a 1% statistically significant level, indicating that the entire model is fit and can be used for interpretation and policy recommendation. Furthermore, an R2 value of 0.8833 indicates that all of the independent variables in the model explain approximately 88% of the variation in the dependent variable. This also means that the error term explains only about 22% of the variation in the dependent variables.

Hypotheses 1: Petroleum profit tax has no significant effect on economic growth of   Nigeria.

The ARDL model presented above reveal the result of the variable of petroleum profit tax (LOGPPT) as follows: for the long run effect (Coef. = 10.659, t = 2.65 and P -value = 0.021); and no short run effect. Following the results above, it is revealed that the effect of petroleum profit tax on economic growth is positive and statistically significant in the long run at 5% level. We also find from the results that there is no short run effect of petroleum profit tax on economic growth. This finding is inconsistent with the stated null hypothesis which leads to its rejection. Hence, petroleum profit tax has a significant positive effect on economic growth of Nigeria during the period under study. 

Hypotheses 2:     Company income tax has no significant effect on economic growth of Nigeria.

The ARDL result presented above reveal the result of the variable of company income tax (LOGCIT) as follows: for the long run effect (Coef. = -0.603, t = -0.49 and P -value = 0.630); and no short run effect. According to the findings, the effect of corporate income tax on economic growth is negative and statistically insignificant, whether at the 5% or 1% level. The results also show that there is no short-run effect of corporate income tax on economic growth. This finding is consistent with the stated null hypothesis, so it is accepted. As a result, during the study period, corporate income tax had no significant effect on Nigeria’s economic growth.

CONCLUSION AND RECOMMENDATIONS

Conclusion

The findings of this study differ from mainstream traditional economic theory, which promotes the theory of high-income tax rates as necessary conditions for long-term economic growth (Simon & Adudu, 2015). According to this study, lower corporate income taxes can influence economic growth, which is consistent with endogenous growth models. As a result, higher tax rates discourage saving, resulting in stagnant development. As a result of this research, it is possible to conclude that while higher petroleum profit tax revenue promotes economic growth, higher corporate income tax revenue surprisingly stalls economic growth in Nigeria during the period under consideration.

Recommendations

Based on the findings of this study, it is strongly recommended that:

i. Given the dwindling revenue from petroleum-related sources, the government pursue a strategic pursuit of broadening the economy in order to boost economic growth and development.

ii. The Federal Inland Revenue Service (FIRS), which is responsible for administering taxes owed to the federal government of Nigeria, should completely reorganize the tax administrative machineries in order to close tax evasion and avoidance loopholes. This measure will help to improve the performance of corporate income tax administration in Nigeria.

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Talent Management and Performance of Organization in Anambra State

TALENT MANAGEMENT AND PERFORMANCE OF ORGANIZATION IN ANAMBRA STATE

Oranefo, Patricia C.

Department of Accountancy

Nnamdi Azikiwe University, Awka

Mail: rollandchi@yahoo.com

Abstract

This study determined the effect of talent management on the performance of deposit money banks in Nigeria. Survey research design was adopted for the study. A sample of 328 was used for the study. Data were generated from the questionnaires distributed to the respondents. Regression analysis was used to test the hypothesis and the analysis showed that performance management has a significant effect on performance of deposit money banks in Nigeria at 5% level of significance. The researcher on this note recommended that management should devise methods to find, attract, and hire talented persons because firms must devise strategies to attract and acquire the correct sort of talent necessary to achieve corporate goals in order to perform successfully.

Keywords: Talent management, Performance management and Bank performance

Introduction

One of the most significant challenges that organizations face on a global scale is talent management. It is especially difficult in today’s volatile and dynamic business environment (Meyers & van Woerkom, 2014). This is because talent management necessitates both quantitative and qualitative abilities (Al Ariss, Cascio, & Paauwe, 2014; Meyers et al., 2013). Putting the right employee in the right position is part of talent management (Devine, 2008). Employees’ talents are maximized when they are placed in the appropriate positions within organizations. For private and public institutions and organizations, talent management is a relatively new area. Most organizations prioritize talent management when recruiting employees because it has been shown to be effective in attracting, retaining, and developing employees (Baheshtiffar & Nekoie-Moghadam, 2011). D’Annunzio-Green (2008) defines talent management as procedures for attracting, retaining, and developing employees. Furthermore, talent management is critical to an organization because it assists organizations in effectively attracting and retaining talented employees. Furthermore, identifying and developing talent assists organizations in identifying employees who will serve as future leaders. This aspect of talent management emphasizes the development of talent pools with a high level of leadership capability (Baheshtifar & Nekoie-Moghadam, 2011).

The majority of the research had been conducted on the talent management and performance of various organizations and parastatals in both foreign and domestic countries. Ahmad, Hisham, Khalid, and Mohmmad (2020) determined the moderating effect of an effective performance management system on the relationship between talent management and organizational performance in public health workers in Jordan, and Cheraisi and Busolo (2020) determined the effect of talent attraction on organizational performance of hotels in Kenya’s South Rift Region. El-Dahshan1, Keshk, and Dorgham (2018) investigated the impact of talent management on organizational performance at the Shebin El-Kom hospitals. Bayyurt and Rizul (2015) investigated Talent Management and Perceived Organizational Effectiveness in Lahore using a sample of organizations. Pinto and Dhulla (2012) studied the talent management system in India banking sector with regards to motivation and satisfaction among government, co-operative, and private banks employees.

Mohammad, Yousef, Shadi, and Ahmad (2020) investigated the effects of human resource talent management (TM) on organizational performance improvement in Nigeria. Ugwu and Osisioma (2017) investigated the link between talent management and performance in a sample of commercial banks in Owerri, Imo State, Nigeria. Augustus-Daddie and Accra (2015) determined the Nigerian banking industry’s talent management and corporate survival. Don-Solomon and Tiebiri (2015) investigated the impact of talent management on organizational growth in Bayelsa State, Nigeria, using a sample of registered companies. In Lagos State, Nigeria, Kehinde (2012) investigated the impact of talent management on organizational performance. In Anambra State, there has been little research on this topic. This therefore study determine the effect of performance management on effectiveness of organization in Anambra State.

Conceptual Review

Talent Management

A review of the talent management literature reveals some disagreement about the topic’s conceptual boundaries. According to Aston and Morton (2005), there is no single consistent or concise definition of talent management. Despite this criticism, Lewis and Heckman (2006) identified three major lines of thought surrounding the concept of talent management. Studies in this tradition frequently narrow their scope to specific Human Resource (HR) practices such as recruitment, leadership development, succession planning, and so on.

Talent is defined as an individual’s inherent ability to perform a specific task in a specific manner. The sum of an individual’s abilities is viewed as talent, which includes intrinsic gifts, skills, knowledge, experience, intelligence, judgment, attitude, character, and drive. It also takes into account the individual’s ability to learn and grow (Nafei, 2016). Talent refers to the distinct characteristics, qualities, traits, or abilities of individuals who use them to achieve organizational goals (El Nakhla, 2013). Wikstrom and Martin (2012), on the other hand, note that talent represents greater mastery of developed abilities and knowledge systematically in the field of human endeavor.

Performance Management

Performance management is the process of directing and ensuring that organizational processes maximize employee productivity. According to Brudan (2010), performance management is a common term in today’s business world because it is embedded in the body of knowledge of various disciplines and used at all levels of the organization. Performance management is the process by which organizations set goals, establish standards, assign work, evaluate it, and distribute rewards (Varma, Budwhar & DeNisi, 2008). According to Briscoe and Claus (2008), performance management is the system by which an organization sets work goals, determines performance standards, assigns and evaluates employee work, provides feedback to employees, determines training and development needs, and distributes rewards to employees. It is a continuous process of identifying, measuring, and developing individual performance and aligning performance with the organization’s strategic goals” (Aguinis, 2009). Armstrong (1994) argued that performance management is a strategic and integrated process that helps organizations achieve long-term success by improving the performance of their employees and developing the capabilities of individual contributors and teams. According to Laurie (2007), performance management is essentially an integrated activity that pervades every aspect of an organization’s operations.

Performance management is a strategic and integrated approach to ensuring organizational long-term success by improving the performance of the organization, teams, and individuals. Performance management should be viewed as a continuous process that reflects standard management practices rather than “special techniques” imposed on managers. Its conceptual framework contains terms like “performance management,” “performance,” and “performing organization.” The focus on achieving results, such as products and services for customers inside and outside the organization, is the primary contribution of performance management. The emphasis has shifted from effort and time to outcomes and effectiveness. Performance management includes the processes of measuring outcomes and evaluating employees (Amstrong, 2004). Unlike previous approaches, which limited performance management to the stage of personnel management or the collection and reporting of organizational performance indicators, modern approaches to performance management combine all of the aspects mentioned in an integrated framework (Avalsincai, 2001). The Balanced Scorecard was developed in the 1990s by Kaplan and Northon (2006), highlighting the relationship between professional performance and the organization’s strategy; each evaluation criterion is correlated with each element of the strategy.

Employee performance in the organization is determined by the practice of performance management. Many organizations have increased their use of performance management practices in recent years. Organizations all over the world have implemented Performance Management Systems (Palethorpe, 2011). The major challenge in assessing the work performance of organizations all over the world has been determining the performance criteria in relation to the objectives set by their organizations (Parker, Waller, K., & Xu 2013). Performance management systems drive strategic change and ensure goal alignment (Chan, 2004). Performance management is associated with developing a shared vision of the organization’s goals and objectives, assisting each individual employee in understanding and recognizing their role in contributing to the organizational goals, and assisting in managing and improving employee and organizational performance (Williams, 2002). The performance management cycle begins and ends with the formulation of specific organizational goals (McDavid & Hawthorn, 2005).

Organizational Effectiveness

Bernardin (2010) defined organizational performance as a measure of job outcome or result over a specified time period. Mitchell (2002) discovered that organizational performance is measured using the following indicators: organizational relevance, competitiveness, responsiveness, and financial viability. The author emphasizes the importance of management satisfaction, employee engagement, and human resource involvement in the strategic planning process as drivers of organizational relevance. Employee values (knowledge), investment in leadership or management development, alignment of performance management to strategy, effective performance and career management, employee training and development, alignment of incentives to strategy, and other factors all contribute to organizational competitiveness.

Performance appraisal is evolving from a single method of performance management to a more integrated component of the overall Performance Management system. PMS is defined as “an integrated set of planning and review procedures that cascade down through the organization to provide a link between each individual and the organization’s overall strategy” (Smith & Goddard 2002). Armstrong (2006) defines PMS as “a set of interconnected activities and processes that are treated holistically as integrated and key components of the organization’s approach to managing employee performance through developing the skills and capabilities of its human capital, in order to enhance organizational capability and the achievement of a sustained competitive advantage.” Vitez describes a performance management system (2012), takes the subjectivity out of individual employee reviews and performance rewards that are conducted by managers.

Empirical Review

Ahmad, Hisham, Khalid, and Mohmmad (2020) investigated the role of an effective performance management system in moderating the relationship between talent management and organizational performance in Jordanian public health workers. The analysis was conducted using a survey of 430 public health workers. In this study, SEM was used in the AMOS statistical analysis package. According to the findings, a performance management system modifies the relationship between talent management and organizational performance.

Mohammad, Yousef, Shadi, and Ahmad (2020) investigated the effects of human resource talent management (TM) on organizational performance improvement. Data was collected using questionnaires from 385 Jordanian hotel employees and analyzed using structural equation modeling (SEM). The findings show that talent management (TM) has a positive impact on organizational performance, effective continuance, and normative commitment. The findings demonstrated the importance of organizational commitment in achieving human resource performance goals. Adibah, Adnan, Fadillah, and Norseha (2019) investigated the impact of pay and benefits on employee performance. The Statistical Package for Social Sciences was used to analyze and interpret the data collected (SPSS). According to the findings, lecturers’ performance levels are between medium and high. Furthermore, compensation and benefits have a positive impact on employee performance. Ali, Bashir, and Mehreen (2019) investigated the direct and indirect effects of talent management and career development on organizational effectiveness. Data was collected from permanent employees of commercial banks using the survey method, and the proposed model was tested using structural equation modeling in AMOS. The findings indicate that talent management has a significant impact on employee engagement and organizational effectiveness. Employee engagement and organizational effectiveness are significantly influenced by career development. Furthermore, employee engagement mediates the relationship between individual development practices and organizational effectiveness significantly. Samwel (2018) investigated how performance management affects employee and organizational performance. Structured questionnaires and interviews were used to collect data, which was then analyzed using descriptive and inferential statistics and the results were presented in tables. The study’s findings show that private organizations use performance management and have an effective performance management system in place to evaluate/appraise the performance of their employees. Furthermore, the findings show a significant relationship between performance management and employee performance, as well as performance management and organizational performance. Mburu, Kamau, and Karanja (2017) investigated the factors influencing Teachers Service Commission talent management in Kenyan public secondary schools, with a focus on Nyandarua West Sub-County. A descriptive survey design was used, with 25 schools in Nyandarua County targeted. The sample size of 121 participants was determined using stratified random sampling and purposive sampling. Descriptive data analysis was performed on qualitative data, and qualitative data was used to supplement quantitative data interpretation. The study’s findings were intended to benefit the management of various organizations by identifying the challenges that impede effective talent management implementation. Ugwu and Osisioma (2017) investigated the link between talent management and performance in selected commercial banks in Owerri, Imo State, Nigeria. The study’s target population included employees from Access Bank and Fidelity Bank Plc in Owerri, Nigeria, with staff strengths of 100 and 83, respectively, for a total population of 100. The SPSS package was used to test the hypothesis using multiple regressions. At the 5% level of significance, the hypothesis that there is no significant relationship between Talent Management (employee personal attributes) and Organization Performance (competitiveness) was rejected. Don-Solomon and Tiebiri (2015) investigated the impact of talent management on organizational growth in Bayelsa State, Nigeria, using a sample of registered companies. For answering the research questions, data were analyzed using mean and standard deviation, while t-test statistics were used to test the hypotheses (Ho) at the p 0.05 level of significance. The findings revealed that training/development had a significant impact on productivity. Furthermore, compensation and appraisal had a significant impact on productivity. Bayyurt and Rizul (2015) investigated Talent Management and Perceived Organizational Effectiveness in Lahore using a sample of organizations. The organizations chosen include those in the banking, educational, and telecommunications sectors. To generate study results, the hypothesis was tested and analyzed using the Ordinary Least Square Method at a 5% level of significance. All Talent Management variables (such as human resource policy, training and development, ability and motivation) were found to have a positive significant relationship with organizational performance; however, Talent Management variables such as opportunity had an insignificant relationship. Keoye (2014) used a Comply Plc, Nakuru, to investigate the impact of talent management on organizational performance in a developing country. A questionnaire with a five-point likert scale was used to collect data. The hypotheses were statistically tested and analyzed at the 5% level of significance using Pearson’s Linear Correlation Coefficient. The study discovered a significant positive relationship between Talent Management and Organizational Performance. Kimani and Waithaka (2012) discovered that talent management is a significant predictor of employee and business performance. Regression models were used to investigate how the reward system, organizational culture, career development, and work environment influenced talent management implementation in state corporations. The data was analyzed using descriptive statistics and inferential data analysis.

Methodology

Research Design

This study adopted the descriptive survey research design. This type of research design is one in which a group of people or items are studied by collecting and analyzing data, with  a few people or items considered to be representative of the entire population (Akuezuilo and Agu, 2012).

Population and Sample Size

The study’s population consists of Nigerian deposit banks. The population consists of all employees, except messengers and securities, from five branches of five banks in Enugu State, namely Fidelity, UBA, Zenith, Access, and Sterling banks. The study’s total population is 328 people.

Sources of Data

Data generated from the questionnaire with the view to discover how talent management has impacted on organizational effectiveness. The structured questionnaires were administered with the help of some assistants to bank staff.

Model Specification

The model for this study took the following form:

Y   =  βo + β1X1 + µ

Where:

Y         =   Performance, (dependent variable)

X         =   Talent management (explanatory/independent Variable)

β0         =   constant term (intercept)

β1        = Coefficients of job performance

µ          =   Error term (stochastic term)

Explicitly, the equation can be defined as:

Talent management     =  ƒ (Performance) + µ

Representing the equations with the variables of the construct, hence the equations below are formulated:

OPFίt   =          β0 + β2PMTίt + µίt        –           –           –           –           i

Where:

β0         =          Constant term (intercept)

βίt         =          Coefficients to be estimated for firm ί in period t

µίt        =          Error term/Stochastic term for firm ί in period t

OPFίt   = Performance ί in period t

PMTίt =Performance management ί in period t

Method of Data Analysis

Regression analysis was employed to test the formulated hypothesis with the aid of SPSS version 20. 0. at 5% level of significance.

Decision Rule:

The decision for the hypothesis is to accept the alternative hypothesis if the p-value of the test statistic is less or equal to the alpha at 5% and otherwise reject the alternative hypotheses.

Data Analysis and Result

Table 1: Summary of the Questionnaires Collected

S/N Performance management SA A Un D SD
1 A process is geared toward increasing employee productivity. 77 140 2 55 24
2 Individual performance is in line with the organization’s strategic goals. 74 142 0 69 13
3 Typically, the organization establishes performance standards, assigns and evaluates employee work. 81 122 0 71 24
4 Performance management systems drive strategic change and ensure goal alignment. 69 129 6 67 27
5 The practice of performance management determines employee performance. 79 139 0 62 18
  Organizational Performance          
6 In today’s competitive environment, continuous performance remains the focus of any organization seeking to grow and progress. 89 132 0 56 21
7 My organization quickly adapts to operational changes. 71 135 6 67 19
8 The competitiveness, innovativeness, and social responsiveness of institutions improves their ability to achieve their predetermined goals. 63 144 0 59 30
9 My corporation Effective planning should be practiced at all levels. 63 135 6 66 28
10 My company has policies that promote career advancement and development opportunities. 96 133 0 60 9

Source: Researchers computation, 2022

Test of Hypothesis

Ho1; Performance management has no significant effect on the performance of Nigerian banks.

Table 2: Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .999a .999 .998 10.34999
a. Predictors: (Constant), PMT

The table 2 above shows that the coefficient of determination is R2 = 0.998 and the Adjusted R2 is 0.998. Adjusted R2 = 0.99 implies that about 99% of change in effectiveness of the sampled banks is influenced by joint interaction of performance management. It also shows that 1% of the variation in the dependent variable is explained by other factors not captured in the study model.

Table 3: ANOVAa  
Model Sum of Squares df Mean Square F Sig.  
1 Regression 270271.833 1 270271.833 2523.021 .000b  
Residual 321.367 3 107.122      
Total 270593.200 4        
a. Dependent Variable: OPF  
b. Predictors: (Constant), PMT  
Table 4: Coefficientsa
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) -1.526 7.542   -.202 .853
PMT 1.004 .020 .999 50.230 .000
a. Dependent Variable: OPF

Tables 3 and 4 show that the regression equation or model used to predict performance management is highly significant at the 5% level of significance (p-value = 0.000).

The hypothesis test of whether performance management (PMT) significantly affects the effectiveness of tertiary institutions in Nigeria reveals a positive relationship between performance management and effectiveness (1 = 0.999). Furthermore, the t-statistic probability value for PMT is 50.230, which is greater than 0.05. As a result, the alternative hypothesis is accepted, which states that there is a positive significant effect between performance management and deposit money bank performance in Nigeria at the 5% level of significance (p-value 0.05).

Decision

Based on the empirical evidence, this study upholds that performance management has a significant effect on performance of deposit money banks in Nigeria at 5% level of significance; hence, HI is accepted.

Discussion and Conclusion

This study investigated the impact of talent management on the performance of Nigerian deposit money banks. The study used a survey research design. At the 5% level of significance, the study found that performance management has a significant effect on the effectiveness of performance of Nigerian deposit money banks. This finding is consistent with Samwel (2018), who discovered that private organizations use performance management and have an effective performance management system in place to evaluate/appraise their employees’ performance. Career development has a significant impact on employee engagement and organizational effectiveness, according to Ali, Bashir, and Mehreen (2019). Auranzeb and Bhutto (2016) find a significant positive relationship between talent management (career management) and organizational performance. However, talent management provides high motivation and commitment, opportunities for career development, increased knowledge about the organization and contribution to organizational goals, and long-term job satisfaction to employees. As a result, this study concludes that talent management has a positive and significant effect on the performance of Nigerian deposit money banks.

On this note, the researcher recommended that management devise methods to find, attract, and hire talented people because firms must devise strategies to attract and acquire the right kind of talent in order to achieve corporate goals.

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An Evaluation of Reformation and Re-Integration Programs offered to Inmates and Ex-Convicts at Milima Correctional Institution in Kasama District, Northern Province of Zambia

AN EVALUATION OF REFORMATION AND RE-INTEGRATION PROGRAMS OFFERED TO INMATES AND EX-CONVICTS AT MILIMA CORRECTIONAL INSTITUTION IN KASAMA DISTRICT, NORTHERN PROVINCE OF ZAMBIA

Martin Edward Mwansa

(Malcolm Moffat College of Education),

Brian Mwenya

(Kenneth Kaunda Secondary School),

and

Ugochukwu Fortune Agwu

(Alice-Salomon-Hochschule Berlin)

Abstract

The general objective of this study was to evaluate the programs of reformation of inmates and re-integration of ex-convicts into Zambian society when they are discharged. This was done against the background that despite the spiritual and educational programs for rehabilitation given to inmates in correctional institutions in Zambia, the number of ex-convicts being rearrested on similar offences and sent back to correctional institutions keeps increasing, hence defeating the purpose of rehabilitation and re-integration programs given to inmates. The study employed a qualitative approach and a descriptive survey design. The target sample was 20 respondents broken down as follows: ten (10) inmates, six (6) ex-convicts, two (2) correctional officers, one (1) chaplain and one (1) social worker. The findings of the study revealed that spiritual counselling and formal education are necessary because they provide an opportunity to inmates to be employed or to continue with tertiary education once discharged, hence, re-integrated smoothly into society. The study also revealed that stigma against ex-convicts by society is the major factor why re-integration of ex-convicts is failing despite the correctional programs received in correctional institutions. The other revelations from the study are that the quality of education offered in correctional institutions has been questioned as society questions the competence of the teachers and quality of the curricula. The study has also revealed that lack of teaching and learning material, limited contact periods, and poor learning infrastructure, were the major challenges in the provision of formal education to inmates in correctional institutions in Zambia. Other challenges are combination of learners in one class regardless of age, and lack of continuity due to transfers of learners from one correctional facility to another. Last but not the least the study has revealed that lessons are conducted after manual work when learners are extremely tired, making it difficult for them to concentrate during lessons, and that there is no extra time provided to the inmates for private studies. From the finding of the study, the researchers are recommending that Government, through the Ministry of Education, takes over the running of education in correctional institutions through the provision of trained teachers, infrastructure, and both teaching and learning material so as to ensure quality of education. Further, society should be fully sensitised against stigma towards ex-convicts. This will facilitate for the full re-integration programs of ex-convicts into society. Finally, Government should come up with a deliberate policy to employ ex-convicts who have completed their studies, and to sponsor those who wish to continue studies at tertiary level.

Key Words: Reformation, Re-integration, Inmates, Ex-convicts, Correctional Institution

Background to the Study and Literature Review

Prisons have been into existences many centuries ago before even the Christian era. Robert (2017) states that from 3000 B.C.E. to 400 B.C.E. the Babylonian Empire maintained prisons for petty offenders and debtors. But later on, prisons became a place not only for petty offenders and debtors but also law breakers, political dissidents, religious heretics as well as enemy combatants. Many accounts of ancient prisons appear both in the Old and New Testaments of the Christian Bible; for instance, the book of First Kings, the Bible states that people were put in prisons for various offences. However, the above prison systems did not take into account the aspect of reformation and rehabilitation of prisoners with the view of re-integrating them into society.

Before the modern concept of rehabilitation and reformation, imprisonment was not intended as a punishment but for punishment. Offenders were sent to prisons not as a punishment in itself but as a means of inflicting punishment. Prisons functioned as confinement and seclusion centers to house offenders until the state met out the actual sentences which was usually in form of capital or corporal punishment, depending on the gravity of the offence. However, during the eighteenth century, the concept of correctional imprisonment was slowly introduced. This was a revolutionary period which witnessed a shift from punishment to rehabilitation. Delacy (2015) argues that prisons systems throughout the world experimented with different methodologies and models for the betterment of inmates.

Morn (2011) argues that prison systems experimented different approaches to rehabilitation, such as education and clinical treatment. He states that the purpose of imprisonment shifted from punishment to rehabilitation and reformation. The shift towards rehabilitation was to prepare the inmates to re-integrate into society after prison. It was from this point that correctional education emerged in the Western world to rehabilitate and reform inmates. Messemer adds that the history of correctional education could be traced from the United States of America (USA) as far back as 1789. According to Messemer (2011), early prison education programs were referred to as the Sabbath School. The purpose of the Sabbath School was to teach the inmates how to read so that they could read the Bible. The Bible imparted to the inmate’s knowledge, self-awareness and cognitive processes which enable them to make better decisions in their lives.

In the nineteenth century, the philosophy behind imprisonment evolved further. Prison became more than an alternative to brutal corporal punishments. It was seen as redemptive and capable of changing the individuals within to become better people. In the Western world, during the nineteenth and twentieth centuries, the emphasis on imprisonment continued to evolve towards reformation and rehabilitation through correctional education. Bazos and Hausaman (2004) identify two types of correctional education systems: vocational training and literacy/numeracy developments. They argued that vocational training courses focused on acquisition of skills that were directly transferable to the workplace, such as appliance repair. Literacy and numeracy developmental courses were centered on the improvement of reading and mathematical skills. These skills were necessary to the ex-prisoners for their re-integration into society.

It is challenging to prepare offenders with the needed vocational skills and education to be successful in re-integrating back into society. Offenders on average, are less educated than the general population. For example, in 2004, approximately 36 per cent of individuals in state prisons had attained less than a high school education compared with 19 per cent of the general USA population aged 16 and above. In addition to having lower levels of educational attainment, offenders often lack vocational skills and a steady history of employment, which is a significant challenge for individuals returning from prison to local communities. And the dynamics of prison entry and reentry make it hard for this population to accumulate meaningful, sustained employment experience. Finally, the stigma of having a felony conviction on one’s record is a key barrier to post release employment.

On April 9, 2008, the Second Chance Act (SCA) (Public Law 110-199) was signed into law. This important piece of legislation was designed to improve outcomes for individuals who are incarcerated, most of whom will ultimately return to communities upon release. The SCA’s grant programs are funded and administered by the Office of Justice Programs (OJP) within the US Department of Justice (DOJ). In 2010, funding was set aside, for the first time under the SCA, to conduct a comprehensive study of correctional education. OJP’s Bureau of Justice Assistance (BJA) awarded the RAND Corporation a cooperative agreement to comprehensively examine the current state of correctional education for incarcerated adults and juveniles and where it is headed, which correctional education programs are effective, and how effective programs can be implemented across different settings. One central task in that effort was to comprehensively review the scientific literature and conduct a meta-analysis to synthesize the findings from multiple studies about the effectiveness of correctional education programs in helping to reduce recidivism and improve employment outcomes for incarcerated adults within US state prisons.

 In Africa, the traces of prisons date back to 2000 years before the birth of Christ (B.C). There was wide-spread use of prisons in some African societies. For instance, in Egypt, during the Middle Kingdom era (around 2000 B.C), the Pharaohs imprisoned non-Egyptian criminals with hard labour. The concept of rehabilitation and reformation was not known. It emerged during the colonial period but more so in the post-colonial period, when many efforts were being made towards the welfare of prison inmates in terms their life after imprisonment. In many African prisons, correctional education became a solution towards rehabilitation and reformation of prison inmates. The majority of people who were found in prisons were those with poor financial and education background. Muntingh (2005) argues that much of the crime committed in societies was motivated by poverty as a result of lack of relevant skills and knowledge for employment. Prison education, therefore, equipped prison inmates with knowledge and skills that assisted them to re-integrate into their respective communities and to find employment or create self-employment after serving their prison terms. In this way, future crime could be prevented.

After independence, imprisonment continued to be used as the main form of punishment for various offences especially criminal ones. Mumbuwa (1989) argues that since 1964, imprisonment was the most important form of punishment for crime in Zambia. He explains that the penal system inherited from the colonial state emphasized retribution and deterrence as the main objectives of punishment. The 1999 Implementation Prison Report states that inmates needed skills to become acceptable and upstanding members of society. However, 1974 is regarded as the beginning of compulsory education provision to adult prison inmates in Zambia. The Implementation Prison Report of 1999 further states that on 26 July 1974, the first Republican President of Zambia, Kenneth Kaunda, visited Mukobeko Maximum Prison. During the visit, President Kaunda pronounced that prisoners were to be provided with literacy, political and basic education to enable them reform into law abiding citizens and gain life skills so that after they were released from prison, they could be re-integrated into society as useful citizens. Therefore, while academic education offered in schools was purely for academic purposes, the education offered in prison targeted rehabilitation of morals and preparing inmates for the world of work. Prison education also empowered the inmates in meeting their challenges in society after they were discharged from prison. Basically, the aim of correctional education was to eradicate illiteracy among prisoners in Zambian prisons in order to enhance social rehabilitation and reformation of prisoners. And from 1974, prisoner education became part of Zambian government’s prisons program whose vision was to empower inmates with academic, life skills and vocational training programs relevant to rehabilitation, reformation and self-reliance after discharge from prison.

This study has highlighted the dynamics of the correctional education provision to inmates in Zambian correctional services. The study has explained the nature of education and the challenges faced in the provision of correctional education to prisoners. Lastly, the study has evaluated the impact of correctional education on inmates and ex-prisoners in Zambian correctional facilities. Several conclusions have emerged from this study. One of these is that the correctional education that was inherited at independence was racial based but gradually transformed after independence. The white prisoners were provided with education for basic reading skills and recreation while African prisoners were not. However, due to various changes in the Zambian Correctional Service system, gradually, all inmates began to have access to prison education. The Zambia Correctional Service did not only there to offer deterrent measures to would-be offenders by providing punishment to offenders but also become responsible for carrying out rehabilitation of inmates.

Religious institutions, social workers, and other stakeholders have patterned with the Government of the Republic of Zambia in providing both spiritual and educational support to the inmates and ex-convicts. It is a common belief that the life of even the worst prisoner can be transformed, and that religion enhances emotional well-being among prisoners. Local churches have played an important role not only in sharing the gospel with the in-mates but also in supporting, teaching and equipping them with the necessary skills and values to integrate in society after being released from prisons.

Despite the spiritual and educational programs for rehabilitation and reformation given to inmates in Correctional Institutions in Zambia, the number of ex-convicts bouncing back in correctional institutions keeps on increasing in Zambia, hence defeating the purpose of integration into society of ex-convicts through spiritual and formal education. This is evidenced by the high rate of an increase in number of ex-convicts that are finding themselves back in correctional facilities for continual law breaking. The purpose of this research was to evaluate the reformation and re-integration programs offered to inmates and ex-convicts at Milima Correctional Institution in Kasama District, Northern Province of Zambia.

The general objective of this study was to evaluate the programs of reformation and re-integration at Milima Correctional Institution in Kasama District in Northern Province of Zambia. The study is premised on the following objectives:

  1. To determine the impact of spiritual and formal education on inmates in Zambian Correctional Institutions during and after the period of study.
  2. To explain factors leading to the failure of inmates to access higher education after acquiring correctional education.
  3. To establish the challenges faced in the implementation of reformation and re-integration programs among the inmates and ex-convicts in Kasama district.

The study was guided by the following research questions:

  1. What is the positive impact of the spiritual and formal education offered to inmates in Zambian Correctional Institutions during and after the period of study?
  2. What are the factors leading to the failure by inmates access higher education after acquiring correctional education?
  3. What could be the main challenges faced in the implementation of reformation and re-integration programs among the inmates and ex-convicts in Kasama district?

The study highlighted on the positive aspects of in-mates reformation and re-integration programs provided to in-mates and ex-convicts by the Correctional Institutions in Zambia. This is unlike much of earlier literature which condemned the ex-convicts as recidivists despite having received such correctional programs. It is also hoped that from these findings of from this study policy makers may now be aware of the positive impacts of correctional programs on the inmates and the challenges that the correctional institutions as well as other stakeholders such as the religious institutions and social workers face in the process of providing correctional services to the inmates. In addition, Non-Governmental Organizations may be able to acknowledge the need of partnering with the correctional institutions in promoting the provision of correctional programs to the inmates.

The initial concept of imprisonment in many societies was focused on punishment of the law breakers. Over a long period of time, it became evident that imprisonment as punishment did not change the prisoners into better or reformed citizens. Hence, the concept of prisons slowly stated changing from punishment to rehabilitation of prisoners in order to enable them to re-integrate successfully into society upon release from prison. The concept of rehabilitation included correctional programs such as spiritual counselling and education.

Figure 1: The Concept of Rehabilitation and Reintegration of inmates and ex-convicts

Correctional Institutions

Rehabilitation Programs

Spiritual Counselling

Educational Programs

Re-integration in society

                                                                                                                    

The scope of the study was Kasama, Northern Province of Zambia, being the residential area for the researcher. This allowed for easy mobility and access to the inmates at Milima Correctional Institute which is just about 5 kms from the town center.

The study focused only on one Correctional Institute, Milima, hoping that the findings may be generised to other Correctional Institutions scattered across the country. This in itself is a limitation, and the researcher is of the hope that further research be done to include more Correctional Institutions so as to have a balanced view in terms of perceptions and opinions from the respondents.

Research Methodology

The study employed a qualitative approach and a descriptive survey design. Borg and Gall (1989) explain that descriptive study determines and reports the way things are and commonly involves assessing attitude, opinions towards individuals, organizations and procedures. This design was adopted because of the nature of the research which evaluates the reformation and re-integration programs offered to in-mates and ex-convicts at Milima Correctional Institution in Kasama District, Northern Province of Zambia. Therefore, this required to carry out a research survey on both Correctional management and other stakeholders, and the inmates and ex-convicts, as providers and beneficiaries of reformation and re-integration programs in Zambia’s Correctional Facilities respectively, to collect the data needed for the researcher to reach the conclusion.

The target population from which the sample is selected (Kombo and Tromp, 2006). Therefore, the target population are all members or individuals or groups or other elements that are expected to be represented in the study.  Best and Kahn (2008) observed that population is the entire group of individuals, firms, plants or things that have one or more characteristics in common that are of interest in the study. It is broader than the concept sample frame that the researcher intends to study. In this study, the population included inmates and management as well as ex-convicts at Milima Correctional Institution in Kasama District in Northern Province of Zambia, Chaplains and Social Workers.

The sample is the section of the wider population that will be engaged in the survey. Best and Kahn (1993) define a sample as a small proportion of a population selected for observation and analysis for special purposes. In this study, the sample target was20respondents: ten (10) in-mates (5 females and 5 males), six (6) ex-convicts, two (2) officers from Milima Correctional Institution, one (1) Chaplain and one (1) Social Worker.

Sampling is the process of identifying whom the researcher will aim to contact from that population or an area (Bryman, 2004). Sampling is related to the selection of a subset of individuals from within a population to estimate the characteristics of the whole population. It refers to the process of selecting a sample from a finite population with the intent that the sample accurately represents that population. In this study, random sampling was used on in-mates while snowball sampling on ex-convicts, and purposive sampling was used to select chaplain from the Church and officers from Correctional management as well as social work. Random sampling has an advantage in that it gives each participant a chance and eliminates issues of biasness on the part of the researcher. According to Creswell (1998), snowball sampling involves a researcher asking the initial subject to nominate another person with the same trait. The researcher then observes the nominated subjects and continues in the same way until he/she obtains sufficient number of subjects. Such a technique was useful because it enabled the researcher to reach out to the ex-convicts through referrals, who he might not have managed to contact on his own. Purposive sampling is useful in the sense that only those who have the information the researcher is looking for are selected without wasting time.

The researcher employed mainly interviews and questionnaires to collect data from the respondents. Structured interviews were employed so that respondents would be able to express themselves within the context of the question while at the same time gave chance to the researcher to probe for a clear answer in a situation where the respondent is vague. Further, standardized questions make the process efficient and have the ability in enhancing and achieving reliability and validity of data collection as they are bias free (Kombo and Tromp, 2009). Apart from interviews, questionnaires were also used in this study and contained both open-ended and closed-ended questions. A questionnaire is simply a guide or instrument with close or open-ended questions to which respondents must react (White, 2008).

The researcher started by interviewing the respondents and then the distribution of questionnaires. Data collected through the interviews was recorded and later transcribed according to the emerging themes. Data collected through questionnaires was also coded and grouped according to the emerging themes.

In shaping the nature of perceptions and opinions encountered from the interviews, this study employed narrative analysis. Creswell (1998) argues that narrative analysis is an approach to the analysis of qualitative data that emphasizes the stories that people employ to account for events. Qualitative data from the interviews was transcribed and coded into themes and sub-themes that emerged through narrative analysis. Further, data collected from questionnaires was analyzed using quantitative techniques and was categorized and arranged according to key concepts which correspond to the research questions.

With regard to ethical issues, permission was sought before interviews and giving questionnaires to the respondents. This is one of the ethical demands of research in order to avoid coerciveness. All the respondents were advised to feel free and open during the interviews and assured that their responses would be kept in confidence and that anonymity would be upheld, and that the information would be used purely for academic purposes.

Findings of the Study and Recommendations

The purpose of this research was to evaluate the reformation and re-integration programs offered to inmates and ex-convicts at Milima Correctional Institution in Kasama District, Northern Province of Zambia. This was after the discovery that despite the provision of spiritual counselling and formal educational programs for rehabilitation and reintegration given to the inmates, the number of ex-convicts bouncing back in Correctional Facilities keeps on increasing in Zambia, hence defeating the purpose of reintegration into society through spiritual counselling and formal education. The general objective of this study was to examine the process of rehabilitation and reformation through spiritual counselling and formal education service provision in Zambia, and was guided by three (3) research questions:

  • What is the positive impact of the spiritual and formal education offered to inmates in Zambian Correctional Institutions during and after the period of study?
  • What are the factors leading to the failure by inmates access higher education after acquiring correctional education?
  • What could be the main challenges faced in the implementation of reformation and re-integration programs among the inmates and ex-convicts in Kasama district?

This study has revealed that spiritual counselling and form education in Correctional Facilities are necessary because it provides, they provide an opportunity to inmates to be employed or to continue with tertiary education once discharged. The study has revealed further that stigma against ex-convicts by society is a major factor why reintegration of ex-convicts is failing despite the spiritual counselling and formal education received in Correctional Facilities. The quality of education offered in Correctional Facilities has also been questioned by society. Employers have questioned the quality of teachers and curricula. Employment opportunities are slim due to the limited number of vacancies advertised by the Ministry of Education. Little or no financial support from both government and relatives of ex-convicts has also contributed to failure to continue tertiary education.

The study has also revealed that lack of teaching and learning materials, limited contact periods, and poor learning infrastructure were the major challenges in the provision of formal education to inmates in the Correctional Facilities in Zambia. Other challenges are combination of learners in one class regardless of the age, and lack of consistency in terms of continuity due to transfers of learners from one Correctional Facility to another. Last but not the least, the study has revealed that lessons are conducted after manual work when learners are extremely tired. This makes it difficult for them to concentrate during lessons and there is no time provided to the in mates for studies by the facility.

From the findings of this study, the following three (3) recommendations were made:

  1. Government, through the Ministry of Education, must fully take over the running of education in Correctional Facilities through the provision of trained teachers, infrastructures and both teaching and learning materials so as to ensure quality of education.
  2. Society should be fully sensitized against stigma towards ex-convicts. This will facilitate the full reintegration program of ex-convicts into society.
  3. Government should come up with a deliberate policy to employ ex-convicts who have completed their studies, and to facilitate or sponsor those who wish to continue studies at tertiary level.

References

Best, J.W. and Kahn, J.V., (2008) Research in Education, New Delhi: Prentice Hall

Borg, W.R., and Gall, M.D., (1989) Educational Research: An Introduction, New York: Longman

Bozos, A and Hausman, J., (2004) Correctional Education as a Crime Control Programme, Los Angels: UCLA

Bryman, A., (2004) Social Research Methods, New York: Oxford University Press

Chilimboyi, E., (200) Prisons and Education Provision: A Historical Perspective, 1964-2011, Unpublished Dissertation for a master’s degree, Lusaka: University of Zambia

Creswell, J.W., (1998) Qualitative Inquiry and Research Design: Choosing among five traditions, London: Sage Publications

DeLacy, M. (2015) Policing and Punishment in Nineteenth Century Britain, 182-219 (books.google.com)

Kombo, D.K., and Tromp, D.L.A., (2006) Proposal and Thesis Writing: An Introduction Nairobi: Pauline’s Publications Africa

Messemer, E.J., (2011) “The Historical Practice of Correctional Education in the United States”, International Journal of Humanities and Sciences, 1, 17, 1-2

Morn, F., (2011) Forgotten Reformer: Robert McClaughry and Criminal Justice in Nineteenth Century America, Plymouth: University Press of America.

Muntingh, L., (2005) Offending Rehabilitation and Reintegration: Taking the White Paper Forward, Cape Town: Society Prison Reform Initiative

Mumbuwa, J., (1989) Zambia Prisons Service: Political Education Unit Guidelines on the

Organization and Administration of Political Education in the Zambian Prisons Service, Lusaka: Government Printers

Robert, L. (2017) Europe in Prisons: Assessing the Impact of European Institutions on National Prison Systems, books.google.com

White, C.J., (2008) Research and Practical Guide, Pretoria: Ithuthuko Investments           

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