Transformational Leadership Style as a Catalyst for Change in the Nigerian Academia

Education is the bedrock of every society and a tool for nation building (Adegbesan, 2011). The development of any nation is therefore engendered by the effectiveness of the various institutions that make up its educational sector. The university (also referred to as the academia) is the highest institution in the educational sector in any nation of the world. Oxford advanced learner dictionary (2011) defined the university as the highest level of education where students study for a degree or conduct researches. The successful functioning of the university system is a function of effective administration and leadership style.Various leadership styles have existed in time past, however the five most common leadership styles include charismatic, transformational, visionary, transactional, and servant leadership styles. The Nigerian academia may be considered as structurally bureaucratic and transactional in administration. The objective of this paper is to examine the current state of the Nigerian academia, and to present transformational leadership style as the requisite for change in the Nigerian university system. Specifically, this paper examined current issues in the Nigerian universities, identifying effective leadership as a solution. It also explored modern leadership styles in today’s changing world, and concluded that the adoption of Transformational leadership style will provoke the necessary changes needed in Nigerian universities and ultimately provide a pathway to being enlisted in the global rating of world universities

Effects of Workplace Characteristics on Work-Life Balance of Women in Nigerian Public Sector

The number of women working outside home setting is on the increase in Nigeria. This is due to changes in their roles as helpers and even breadwinners in some instances. But, this has not removed their traditional roles of being the home keepers.Women are in charge of home management and they are expected to use the available resources effectively to cater for the family. However, theses are often clash with working conditions such as heavy workloads, lack of participation in decisionmaking,health and safety hazards, job insecurity, and tight deadlines. This often leads to work-life conflict. Work-life conflict occurs when the cumulative demands of work and non-work life roles are incompatible in some respect so that participation in one role is made more difficult by participation in the other role. This study, therefore, examined the impacts of workplace characteristics on work-life balance of women in the Nigerian Public Sector. A total of 886 women were randomly selected from three states in south west Nigeria-Lagos, Ogun and Oyo states. These participants were selected from three federal and state ministries- education, health and information. The finding of this study reveals that there is a significant difference in work-life balance of women with supportive and unsupportive bosses in the Nigerian public sector at t=21.56, df =884 and <0.05 significant level. A significant difference in work-life balance of women working in departments where overtime is required and those working where it does not required at t=18.24, df =884 and <0.05 significant level was equally found. It was concluded that many women are having work-life conflict which are caused by unsupportive bosses and other hostile working environments. It was recommended the on-going public service reforms in Nigeria should consider the welfare of women and make available work-life policies which include flexible work scheduling, family leave policies allowing periods away from work for employees to take care of family matters, and childcare assistance

Influence of Religiosity and Organizational Commitment on Organizational Citizenship Behaviours:A Critical Review of Literature

In* an* attempt* to* cultivate* and* promote* organizational* citizenship* behaviours,*many* scholars*have*sought*to*identify*factors*that*engender*these*highly*coveted*behaviours.* Some*of* the* identified* factors* include*organizational*characteristics* (such*as*working* conditions,* organizational* policies* and* procedures,* leadership* style* and* work* environment),*employee* characteristics* (such* as*personal* attributes,*beliefs,* attitude* and*dispositions)*and*work*characteristics*(such*as*job*content*and*design).*This*paper* reviewed* literature*on* the* influence*of* religiosity*and*organizational* commitment*on* organizational*citizenship*behaviours,*and*further*accentuated* the*connection*among* these* variables.* It*was* observed* that* religiosity* and* organizational* commitment* are* important*variables*that*have*been*linked*with*organizational*citizenship*behaviours.* Religiosity* was* associated* with* enhanced* team* work,* greater* kindness,* fairness,* honesty,*trust,*concern*for*others*and*organizational*citizenship*behaviours.*Also,*most* studies* claimed* that* organizational* commitment* enhances* the* performance* of* organizational* citizenship* behaviours.* However,* organizational* commitment* and* organizational*citizenship*behaviours*are*very*similar*constructs,*with*one*viewed*as*a* behavioural* demonstration* of* the* other.* This* paper* concluded* that* organizational* commitment*and*organizational*citizenship*behaviours*share*similar*antecedents*such* that* any* construct* or* variable* related* to* one* is* ultimately* related* to* the* other.* Therefore,*religiosity*is*related*to*both*organizational*commitment*and*organizational* citizenship*behaviours,*and*does*exert*influence*on*each*of*them.*Finally,*since*most*of* the*reviewed*literatures*were*foreign,*it*was*recommended*that*an*empirical*research* be*conducted*to*further*validate*this*claim*especially*in*the*Nigerian*work*context.

Confronting ableism : the experiences of employees with bipolar disorder within 'normative' work contexts

In contemporary, westernized and industrialized nations, such as the United Kingdom, paid work is considered the foundation of political, economic and social order (Newton et al., 2007). As vital as it is, however, paid work/employment remains an area of disadvantage for individuals who are constructed as ‘different’, such as women and disabled individuals. Disabled people, in particular, have been found to experience exclusion and discrimination in the labour market. This is evidenced in employment indicators, which depict an uneven distribution in employment outcomes for disabled individuals, particularly those with mental health conditions. The reasons for these disadvantages remain the essence of substantial dissension. The current study aims to contribute to knowledge of why disabled employees, specifically those with bipolar disorder, may be disproportionately subjected to discriminatory attitudes and practices in the workplace and labour market. The overarching aim is to offer a theoretical background for understanding the experiences of employees with bipolar disorder in the workplace. The study conceptualizes disability as a social construct discursively produced within social relations. The research is informed by qualitative semi-structured interviews with individuals who have bipolar disorder, allowing for a detailed exploration of how participants interpret their work experiences. The data collected was analysed using narrative and Foucauldian analytical techniques. Fundamentally, the findings offer a nuanced and in-depth perspective on the experiences of a concealed, yet marginalized identity in the workplace. The insights gained point to how the experiences of work may be a product of the construct of work around the ‘ideal’ employee. The narratives collected also underscore that the social connotations attached to the label of bipolar disorder, when allotted to participants, constructs such individuals as ‘less capable’. It allows for the dissemination of meaning to participants’ experiences, and opens up positions of subjectivity for these individuals. The findings both affirm and strengthen the theoretical basis of the social relational model of disability. The study contributes to knowledge of the vital role played by ableist work contexts in the lived experiences of employees with bipolar disorder, a subject area that remains largely under-researched in the domain of work and employment. The particular emphasis on social interactions, and on problematizing work contexts rather than individual capability differentiates the study from previous studies on bipolar disorder, and generates pertinent considerations for disability studies. Essentially, the findings call for the modification of work to comprise inclusive strategies, which are suited to the individualities of employees. The implications, both for employees and employers, are wide-ranging. The analysis of the resistance of subjective positions in the study adds to knowledge of how the disadvantaged position of disabled employees can be confronted and altered. The findings also highlight the need for a shift in organizational and governmental policies/schemes from individualizing disability to querying the normative nature of work in contemporary workplaces. As such, the study does not only offer a nuanced analysis of the lived experiences of employees with bipolar disorder; it also offers suggestions on how prevailing discursive practices can be made accommodative of difference

Human immunodeficiency virus infection occupational post- exposure prophylaxis

The risk of acquiring Human Immunodeficiency Virus (HIV) infection following occupational exposure to HIV- infected blood is low. It hasbeen considered that there is no risk of HIV transmission where intact skin is exposed to HIVinfected blood. However, health care workerswho are occupationally exposed to HIV infection must have immediate access to post-exposure prophylaxis (PEP). The risk of HIV transmission through the route of injury sustained must beassessed and adequate management given. Postexposure prophylaxis (PEP) should be commenced within 1-2 hours of exposure andshould last one month for it to be effective. All health care workers who report exposure to HIV at work whether given PEP or not should befollowed up for six months before a negative antibody test is used to reassure the individual that infection has not occurred. The objective ofthis article is to create awareness among health care workers, particularly resident doctors, who by the nature of their work are exposed to potentially infected body fluids so that they can present themselves rapidly for risk assessment and commencement of ART if necessary in the event of an occupational exposure to HIV

Understanding Poverty from within: Approaching Complications through Implicating Policiesin Nigeria

Nigeria is the largest black nation in the world She is also the 6th oil producing country across the globe However Nigeria has one of the largest people living in poverty Reports have indicated that more than 60 of the Nigerian population could be characterized with poverty In spite of differing poverty intervention program both the government and private agencies poverty and inequality in Nigeria still wax in a sporadic trend From Operation Feed the Nation to the recent You WIN program Nigeria s development program seems conflictualwith the dreams of collective poor Similarly the presence of unresolved contradictions between subjective and relative poverty perceptions among the Nigerian people relatively contributes immensely as well as contradicts the path-ways towards poverty reduction Hence despite government measures at reducing poverty lackluster strategic intents ultimately inhibits among others health care delivery andsecurity of lives in Nigeria Could poverty persistence have been attributed to policy imperfections Weak political will Or individual perceptions of inequality The contribution of this paper therefore is entrenched in systemic analysis of rationale behind policy imperfections in the quest for poverty reductions in Nigeria using NEEDS as a point of reference However the paper argues that for Nigeria to adequately address poverty agenda as one of the pointers of millennium development goals by 2015 pro-poor strategic policy reformation remains imperativ

Tokenized Finance and Monetary Law: The Evolving Role of the Central Bank in the Age of Digital Currency

This thesis attempts to examine the motivations of the central bank and the state in the adoption of a sovereign-backed Central Bank Digital Currency (CBDC). We sought to answer the question- of what central bank roles will be most affected by the adoption of a sovereign-backed digital currency. Since any motivations for the adoption of this new form of currency are sure to reflect in its eventual design, we argue that without the intervention of the law at this crucial design stage, any such currency is very likely to be unfavorable to the money users. We justify this by investigating the role played by the law in guiding the evolutionary trajectory of the central bank and monetary affairs generally. Our investigation revealed that money and the law evolved alongside economic development and the inherent complexities in trade and exchange