AN EVALUATION OF THE PERCEIVED IMPACT OF WORKPLACE POLITICS ON STAFF PROMOTION IN NIGERIA CIVIL SERVICE

CHAPTER ONE

INTRODUCTION

Background of the study

The centrality of promotion exercise in the Nigerian civil service cannot be overemphasized. It lies at the heart of the problem of personnel administration. According to Basu (2020) the Civil Service of any country enjoys efficiency and effectiveness to the extent the government of the day objectively yields to its procedural capacity objectives and bureaucratic stability, geared towards the promotion of sustainable human development. This in no small measure ensures effective nation building and economic stability. The Nigerian Civil Service, according to Akinyemi  (2022) is said to be an exception of this assertion. . For instance, certain administrative confusion has be-clouded the atmosphere of Nigeria’s civil service, especially as regards nomenclatural positions of top civil servants occupying sensitive offices, while in active service In public organization the responsibility for the promotion is shared function between the personnel department and the line managers. It is instructive to note that the emphasis of the civil service is on uniformity, standardization and transparency in the promotion processes. In spite of the foregoing, it has become an apparent practical reality that the Nigerian civil service promotion exercise has been politicized with consequential and dysfunctional effects on the institutional and employee enhanced productivity, quality decisions, and programme exercise and quality public service delivery (Ejumodo, 2021). 

Conversely, in the opinion of Ferdinand (2020) power and workplace politics manifest in organizations public sector, from governing how decisions, are made to how employees interact with one another. Similarly, Chaudhary (2022) observed that organizational politics is endemic to organizations because people come to work situations with many goals, not just one unified goal. These goals invoke conflict and competition among workers in the organization, thus he argued that organizational politics involves amassing organizational power for personal benefits, rather than organizational objectives which when these expectations are not met, triggered negative emotions and dissatisfaction. However, the impact of power and politics depends on whether employees use positive or negative power to influence others in the workplace. Office politics, defined as the use of power and social networking within an organization to achieve personal goals (Bacharach, 2019), can create a challenging work environment that affects employee

Politics in staff promotion according to Osakwe (2019) is the reward and advancement of civil servant that are based on political patronage or determined by the political class. It is the use of other criteria other than merit, qualification and technical know-how in the promotion process. Workplace politics refers to the use of power and influence within an organization to achieve personal or professional goals, often at the expense of fairness or transparency. It encompasses behaviors such as favoritism, manipulation, and strategic alliances that can affect decision-making processes, including promotions and evaluations. In the context of the Nigerian Civil Service, workplace politics may involve political patronage, nepotism, and other forms of influence that undermine merit-based advancement and impact overall organizational effectiveness (Ferdinand, 2020). To Omeje and Ndukwe (2019), workplace politics t is the unconventional practice of promoting political interest by those in the public offices to fill existing and non-existing vacancies in the public service without following due process. This is therefore the process of  promotion and selection that is based on other mundane factors other than merit and competence criteria. Meanwhile, concerned members of the public have expressed utter displeasure on the development and have attributed it to factors such as inadequate and invalid standards for evaluating job candidates, sources of attracting potential applicants, transparency and independence of the recruiting authority. Others include environmental factors such as social, political, technological and economic demands (Biobele, 2018).

Compared with the 1960s and 1970s, the Nigeria civil service by 1990 had changed dramatically. It had been politicized to the extent that most top officials openly supported the government of the day. The introduction of the quota system of recruitment and promotion, adherence to the federal-character principle, and the constant interference of the government in the day-to-day operation of the civil service especially through frequent changes in top officials and massive purges--meant that political factors rather than merit alone played a major role in the civil service.6 The 1988 reforms formally recognized the politicization of the upper echelons of the civil service and brought about major changes in other areas. Moreover, ethnic and regional considerations also play a critical role in the politicization of promotions within the civil service. Nigeria's diverse ethnic landscape often influences decision-making processes, with promotions sometimes being used as tools to appease or favor certain ethnic groups or regions (Egwu, 2019). This practice exacerbates ethnic tensions and undermines the principles of equity and fairness. The merit-based system is further compromised by the need to balance ethnic representation, leading to a workforce that may not necessarily reflect the best candidates for the positions (Azeez, 2018).

Statement of problem

It is no doubt that The Nigerian Civil Service plays a pivotal role in the administration and implementation of government policies and programs. However, the process of staff promotion within the civil service has been increasingly perceived as being influenced by workplace politics, which undermines the principles of meritocracy and fair play (Ezeani, 2020). This perception of politicized promotions has raised significant concerns about the overall efficiency, morale, and effectiveness of the civil service workforce. The promotion process is expected to reward competence, dedication, and performance, yet anecdotal evidence and some empirical studies suggest that factors such as political connections, favoritism, and ethnic affiliations often overshadow merit-based criteria (Olaopa, 2018).

In a study by Ayoade (2020) he highlighted that one of the irreconcilable issues arising from the politicization of staff promotions is the demoralization of employees who perceive the system as unjust and biased. This perception can lead to reduced motivation, lower productivity, and a lack of commitment among civil servants, as they may feel that their hard work and achievements will not be recognized or rewarded appropriately. Furthermore, the elevation of less qualified individuals due to political patronage can result in inefficiencies and a decline in the quality of public service delivery, as these individuals may lack the necessary skills and expertise required for higher positions (Azeez, 2018).

Additionally, in his study, Egwu (2019) opined that the impact of workplace politics on staff promotion is not limited to individual morale and service delivery but also extends to broader organizational culture and integrity. When promotions are perceived as being politically motivated, it fosters an environment of mistrust, cynicism, and intra-organizational conflicts. This can further exacerbate issues of corruption and malpractice within the civil service, as employees might resort to engaging in unethical behaviors to secure promotions or other benefits (Olaopa, 2018). Such an environment not only hinders the development of a professional and competent civil service but also affects the overall governance and development outcomes in Nigeria. Therefore, there is an urgent need to critically evaluate the perceived impact of workplace politics on staff promotion within the Nigerian Civil Service. 

Objectives of the Study

The broad objective of the study is focused on an evaluation of the perceived impact of workplace politics on staff promotion in Nigeria Civil Service. Specifically, the study seeks to:

To evaluate the perceptions of civil service employees regarding the fairness and transparency of the promotion process.

To assess the extent to which workplace politics influences staff promotions in the Nigerian Civil Service.

To identify the specific factors of workplace politics that most significantly affect staff promotions.

To recommend strategies for mitigating the negative impacts of workplace politics on staff promotions in the Nigerian Civil Service.

1.4 Research Question

What is the perceptions of civil service employees regarding the fairness and transparency of the promotion process?

What is the extent to which workplace politics influences staff promotions in the Nigerian Civil Service?

What are the specific factors of workplace politics that most significantly affect staff promotions?

What is strategies for mitigating the negative impacts of workplace politics on staff promotions in the Nigerian Civil Service?

1.5 Research Hypotheses

Ho: The extent to which workplace politics influences staff promotions in the Nigerian Civil Service is low.

Hi: The extent to which workplace politics influences staff promotions in the Nigerian Civil Service is high.

1.6 Significance of the Study

The practical significance of this study lies in its potential to provide actionable insights into the challenges posed by workplace politics on staff promotion within the Nigerian Civil Service. By highlighting the extent to which political factors influence promotions, the study can inform policymakers and civil service administrators about the need for reform. Improved transparency and fairness in the promotion process can lead to a more motivated and productive workforce, enhancing overall public service delivery. Additionally, the findings can serve as a basis for developing training programs aimed at mitigating the adverse effects of workplace politics, thereby fostering a more equitable and merit-based promotion system. This can ultimately contribute to higher employee morale and job satisfaction, reducing turnover and improving the efficiency of the civil service.

From a theoretical perspective, this study contributes to the broader understanding of organizational behavior and human resource management in the context of public administration. It adds to the existing body of knowledge by exploring the dynamics of workplace politics and its impact on promotion within a specific and complex environment like the Nigerian Civil Service. The study can serve as a foundation for further research on the interplay between organizational politics, employee advancement, and institutional effectiveness. By examining the perceptions and experiences of civil servants, the research provides empirical data that can be used to refine theories related to organizational justice, motivation, and career development. Furthermore, the insights gained from this study can be applied to similar contexts in other developing countries, enhancing the generalizability and applicability of theoretical models in diverse settings.

1.7 Scope of the Study

This study focuses on evaluating the perceived impact of workplace politics on staff promotion within the Nigerian Civil Service. It looks into the extent and nature of political influences in the promotion process, assesses the fairness and transparency of the system, and examines the effects of these political dynamics on employee morale and job satisfaction. The research  geographically encompass various ministries and departments within the civil service across Nigeria with specific reference to Ministry of Industry, Trade and Investment , ensuring a comprehensive understanding of the issue on a national scale. By including civil servants from different regions and hierarchical levels, the study aims to capture a diverse range of experiences and perspectives, providing a holistic view of the promotion practices and their implications throughout the country.

1.8 Limitation of the Study

The study's limitations include potential biases in self-reported data, as respondents may be reluctant to openly discuss their experiences with workplace politics due to fear of reprisal or job insecurity. Additionally, the scope of the study within Ministry of Industry, Trade and Investment, while national, may not capture regional variations in promotion practices due to diverse administrative cultures across different states. The reliance on qualitative data from interviews and surveys may also limit the generalizability of the findings, as they reflect the perceptions and experiences of a specific sample of civil servants rather than the entire workforce. Furthermore, the study may encounter challenges in accessing sensitive or confidential information related to promotion decisions, which could affect the comprehensiveness of the analysis.

1.9 Definition of Terms

Workplace politics: Workplace politics refers to the use of power and influence within an organization to achieve personal or professional goals, often at the expense of fairness or transparency. It encompasses behaviors such as favoritism, manipulation, and strategic alliances that can affect decision-making processes, including promotions and evaluations. In the context of the Nigerian Civil Service, workplace politics may involve political patronage, nepotism, and other forms of influence that undermine merit-based advancement and impact overall organizational effectiveness.

Staff Promotion: Staff promotion is the process through which employees are advanced to higher levels of responsibility, authority, and compensation within an organization. This advancement typically reflects recognition of an individual's performance, qualifications, and potential for increased duties

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