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Managing Indiscipline Problem in Contemporary civil Service for Sustainable Development Case of Southwest

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This research Managing Indiscipline Problem in Contemporary Civil Service for Sustainable Development Case of Southwest One of the major challenge facing Cameroon today is the rising rate of indiscipline in contemporary civil service and the impact it has on sustainable development which has resulted to violent and the current depending Anglophone crises and social hardship. The concern by the researcher is to make findings about certain things.  To investigate the approved statutory disciplinary procedures in southwest Civil Service? This finding shows that 60% accepted that has great negative impact. To identify the effects of investigation of cases on in disciplinary procedure on sustainable development? And 59.75% agree on the. Appraise the effect of lack of awareness of discipline to sustainable development in general Cameroon? And 59.95% agree that it should be ending of the Appraise the effect of lack of awareness of discipline to sustainable development in general Cameroon. To attain this, the researcher use primary and secondary method to gather data needed in this piece of work.  The data obtain through questionnaire and the use of interview. The use of 100 questionnaires were made available to carry out the research in which conclusion was drawn base on the findings as stated above. The researcher comment that the government may not be able to provide better service to everyone and as such, they should create favorable climate which will attract investors both domestically and internationally



1.1 Background to the study

The Civil Service of any country is regarded as a transformational institution because of its timeless responsibility of implementing public policies and programmed and the rendering of essential Services to the masses. The Civil Service is an indispensable instrument for the implementation of government policies and programs. This is because it is through the instrumentality of Civil Service that government policies are translated into Services for the people Maikudi 2012:22 On this note, Ugwu-olo 2007:34 avers that the success or failure of any policy of government is a function of the disposition of the civil servants to its implementation. Similarly, Abasili (2008) argued that no matter how well articulated government programmes may be, they cannot be successfully implemented without effective administrative machinery whose technical competence, loyalty and commitment should translate ministerial policies and programmes into action.

Put differently, there is little or no hope of success in the delivery of Services if the Civil Servants are not professional or ethical in their conducts. According to Gildenhuys 1991:56, poor, dishonest management of public affairs and corruption (immoral acts) are among the most important manifestations of unethical conduct. Maladministration and corruption in the public sector are usually widely broadcast and exaggerated, largely because the public sector is spending taxpayers’ money. For practitioners in the public sector, especially for public supervisors, it is important that there be guidelines according to which they must operate, administer and direct the public Service, and place subordinates on the right track precisely to prevent corruption and eliminate maladministration. It is worthy to note that the Civil Service is the heart of the public Service. The Civil Service constitutes the inner core of the public Service. This is because the strength and the efficiency of the Civil Service are vital to the success of the government machinery as a whole.  It is the loyalty and commitment of members of the Civil Service which ensures the effective translation into action of ministerial policies and programs. The successful implementation of government programmes no matter how well articulate it may be, depends on the effective administrative machinery whose technical competence, loyalty and commitment should translate ministerial policies and programmes into action. (Abasili 2008, Olu-Adeyemi & Tomola 2010: 123-138; Anifowose & Enemuo; 1999, Maduabum & Gayya, 2004).

The Cameroonn Civil Service has its roots from in the British system. Lagos and Ondo state Civil         Service came into existence with the creation of each of the two states in 1967 and 1976 respectively. Unfortunately, Cameroonn Civil Service, and the Civil Service of the component states have had their fair share of political impasse with sundry reforms, thus altering their normal course.

The primary function of the Civil Service in Cameroon is to implement government policies and programmes. The ability of Civil Servant to perform this function effectively depends largely on the quality of training, motivation, integrity of the judges (supervisors) and other players.

Salisu (2011:67) opined that the traditional role of Civil Servant in Cameroon has been diluted by the politicization of the Civil Service in recent years undermining its credibility and integrity. Presidents and state governors tend to listen more to their close political supporters and associates than  to professional Civil Servants because they (Civil Servants) are associated with inefficiency, ineffectiveness, corruption, self-interest and lack of accountability as such, government and the society no longer have confidence and trust in the Civil Servants.

Because of the gross indiscipline among the rank and file of Civil Servants there is a great need for disciplinary measures for the purpose of improving employees’ performance on the job. Ordinarily, many factors such as motivation, training, poor work environment, inadequate information on employees’ feedback, discrimination and bias judgment to mention but few have contributed to employee low job performance. The authority in person of the supervisor very often is faced with problems of correcting these abnormalities of the Civil Servants to a large extent thinks that formal discipline is the only method he can apply to deal with poor performance and unacceptable behaviour.

While some employee seems to think that supervisors take pleasure in the above process, the truth is that it is usually a dreaded exercise which can often be done in an effective way. When employee’s discipline is done properly, it does not have to result into hurt feelings or resentments. On the other hand, when it is not done properly, it is often seen as unfair and can actually result into low job performance.

Therefore, the supervisor that imposes discipline needs to be disciplined and trained for the purpose of achieving disciplinary objective. This is because the primary objective of discipline is to correct certain behaviour or misconduct in respect of job performance and not punishment. This requires that the employees have adequate information (feedback) about their current performance, attendance or behaviour vis-a-vis the desired performance. (Aguinis, Joo and Gohfredson, 2011, Aguinis 2009).        

It is against this background that the study examined the disciplinary procedure and job performance among Civil Servants in southwest

1.2 Statement of the Problem

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