FRIENDSHIP TIES AT WORKPLACE AND MANAGERIAL EFFECTIVENESS IN SELECTED NIGERIAN UNIVERSITIES

ABSTRACT

The study is on friendship ties at workplace and managerial effectiveness in selected Nigerian universities. This study therefore sought to identify the level of the relationship between “proximity” cause of workplace friendship formation and organizational commitment in selected Nigerian universities, to ascertain the degree of the relationship between  “proximity”  cause  of  workplace  friendship  formation  and  absenteeism  in selected Nigerian universities and to determine the nature of the relationship between “Work Value/Life Interest similarities” cause of workplace friendship formation and organizational commitment in selected Nigerian universities; other objectives were to assess the degree of the relationship between “Work Value/Life Interest similarities” cause of workplace friendship formation and absenteeism in selected Nigerian universities, to examine the level of the relationship between “instrumentality” cause of workplace friendship formation and organizational commitment in selected Nigerian universities; and to establish the degree of the relationship between “instrumentality” cause of workplace friendship formation and absenteeism in selected Nigerian universities. This study adopted survey research design. In pursuit of the objectives, a national survey research was carried out in four federal and four state universities in four geopolitical zones of the country purposefully selected from the 1st, 2nd  and 3rd generation universities in order to balance the study without bias. A sample size of 1147 was determined from a population of 30,955 drawn from the three major unions in the universities namely: Academic Staff Union of Universities (ASUU), Senior Staff Association of Nigerian Universities (SSANU), and Non-Academic Staff of Universities (NASU) using Freund and William’s statistical formula. The sources of data for the study  were  primary  and  secondary.  The  main  instruments  used  for  primary  data collected were questionnaire and oral interview. The secondary data were sourced from journal, textbooks, periodicals and internet. The questionnaire was structured in Five- point Likert scale in line with the objectives of the study. Content validity approach was used to ensure that the variables measured were all covered while Factor analysis was used to measure the convergent validity. The instrument was checked for reliability showing Cronbach alpha co-efficient value of 0.84 and thereafter tables, pie charts, percentages and statistical tools (F-test, univariate, multiple regressions) were used for presentation and analysis respectively. Findings of the study indicated that Proximity cause of workplace friendship formation had a very strong positive relationship with organizational  commitment  in  selected  Nigerian  universities.  (FC   =  246.94  >  FT

=10.89; α = 0.05). Proximity cause of workplace friendship formation had a positive but

weak relationship with absenteeism in selected Nigerian universities. (FC = 186.23 > FT

=10.89; α = 0.05). Work value/life interests similarities (WVLIS) cause of workplace

friendship formation had a strong positive relationship with organizational commitment in selected Nigerian universities. (FC = 622.48 > FT =10.89; α = 0.05). Work value/life interests similarities (WVLIS) cause of workplace friendship formation had a positive but weak relationship with absenteeism in selected Nigerian universities.  (FC = 373.21> FT =10.89; α = 0.05). Instrumentality cause of workplace friendship formation had a strong positive relationship with organizational commitment in selected Nigerian universities. (FC  = 259.98 > FT  =10.89; α = 0.05). Instrumentality cause of workplace friendship formation had a positive but weak relationship with absenteeism in selected Nigerian universities. (FC  = 147.22 > FT  =10.89; α = 0.05). Based on the study’s findings, the study thus concluded that the employees in selected Nigerian universities do not form friendship ties at workplace for the purpose of being absent from work but for productivity. The study recommended that while participatory, high interdependent tasks that will increase positive core attitudes, performance and reduce absenteeism beencouraged, Nigerian university management should employ an effective, tactical strategic planning at workplace that will reduce frictions within and among staff, while increasing productivity in efficiency and effectiveness of service delivery.

CHAPTER ONE INTRODUCTION

1.1      Background to the Study

Informal relationships among employees within organizations in recent times have become a potential source of influence for job performance and organization success as a  consequence of managerial effectiveness.  Friendships  evolve  from existing formal line of operations in the workplace environment and this is maintained for the advantage of the organization. Friendships according to Song (2006) are one of the essential human values and these friendships influence individual attitudes and behaviours.  These  behaviours  could  be  positive  or  negative;  hence  Ellingwood (2001) asserts that positive interpersonal relationships at work have an advantageous impact on both organization and the employees. In the same vein, employees’ negative work attitudes can be mitigated when friends act as close confidants on bad and unpleasant work experiences (Anderson and Martin, 1995; Song and Olshfski,

2008; and Morrison, 2009).

The  importance  of workplace  friendship  to  organizational  outcomes  engendered scholars paying attentions to its study. In the early nineteen – thirties, Mayo (1933) in Morrison (2004) brought the topic of workplace relationships to wide attention when  he  wrote  the  first  management  book  focusing  on  the  social  needs  of employees. Mayo advocated the role of socio-emotional factors in determining employees’  behaviour,  contending  that  the  extent  to  which  employees  received social satisfaction in the workplace was the most powerful influence on productivity. This influence can be seen in the provision of valuable individual and organizational outcomes.

Subsequently, Maslow (1970) developed the classic theory of human motivation, which first described the “hierarchy of needs” and contended that as lower level

needs (such as physiological and safety needs) are satisfied, higher level needs (such as social, esteem and self-actualization needs) emerged as motivators. On this note, Steers (1977) declares that human needs have been shown to influence performance in certain jobs. For example, the opportunities to satisfy needs are still studied in organizational contexts, and are brought to be related to organizational commitment, job satisfaction and tendency to leave/turnover intention (Zinovieva, ten Horn, and Roe, 1993) and competence (Medcof and Hausdorf, 1995). Although the simple hierarchy that  Maslow envisioned does not  adequately reflect the complexity of human motivation, the philosophy still has been used (Bedeian and Wren, 2001).

The context  of satisfying  ones  needs can greatly  be  influenced  by the  level of relationships one creates in the work environment. Crabtree (2004) posits that valued work relationships can influence organizational outcomes by increasing productivity, institutional participation and turnover reduction.

Morrison (2005) argues that peer relationships are antecedents of job satisfaction, while Markiewiez, Devine, and Kausilas (2000) found that the quality of friendships was associated with career success and job satisfaction of employees and Gibbons and Olk (2003) further stressed the positive relationships at the workplace through organizational commitment and reduced turnover. The recognition and application of friendship ties in the workplace as a performance strategy has greatly impacted the several organizations  in the developed economies as evidenced  in  many studies earlier mentioned.

Even though workplace friendship has positive impacts on organization outcomes, many organizations mostly,  in the developing economies as Nigeria over-looked these positive sides, but focused on the negative effects. Zaleznik (1997) and Song (2006)  argued  that  some  of  these  negative  effects  include  sexual  harassment,

favouritism, gossip, and wrong impression of the implications of informal relationships in a formal working environment.

On this note, Gordon and Hartman (2009) declare that since people spend so much time together at work, (i.e. approximately forty (40) hours per week), the effect of workers   being   dissatisfied   could   be   leveraged   by   employers   encouraging interpersonal relationship  at  workplaces.  Supporting  this notion,  Dachner (2011) declares  that  encouraging  interpersonal  relations  among  workers  is  important because valued work relationships can influence organizational outcomes by increasing   institutional   participation,   establishing   supportive   and   innovative climates, increasing organizational productivity, indirectly reducing absenteeism and the intent to turnover.

Regardless of the nature of an organization, its industry or the hierarchical levels that exist within it, all organizational activities occur within the context of interpersonal relationships. In addition to this, the innate need for humans to socialize, according to Brown, Siliva, Myin-Germeys, and Kwapil (2007) imply that the work environment  presents  itself  as  an  eminently  salient  aspect  that  contributes  to employee satisfaction and well-being. Hence, employees consider social interaction with colleagues a highly valued job aspect that acts as a key determinant of their job satisfaction and organizational commitment (Dur and Sol, 2010). Although work relationships share similar characteristics and qualities with non – work relationships, the organizational context within which the informal and voluntary exchanges occur makes the study of workplace friendships unique.

Ofoegbu, Akanbi and Akhanolu (2012) note that workplace friendships have drawn the attention of,  and  variously discussed by scholars (Kram and Isabella, 1985; Barley and Kunda, 2001; Berman, West, and Richter, 2002; Mao, 2006; and Miller, Rutherford and Kolodinsky, 2008) as it promotes organizational/employee outcomes

and helps achieve goals. They emphasized that efforts should be made by the organizations in Nigeria to enhance or emphasize the importance of performance on appropriate managerial approach to reducing policies and emphasizing workplace friendship   among   university   workers.   That   is   by   increasing   employees’ understanding and control. Ofoegbu et al (2012) declare that Nigerian work environment is such that the ordinary worker is looking for the slightest excuse to complain of dissatisfaction in respect of pay/wages, supervision ineffectiveness, and unfair promotions, nature of work and unconducive work environment. In fulfilling this gap of complaints comes building relationship (friendship ties) that is sensed to be self-satisfying.

Supporting Mayo (1933) and Maslow (1970) earlier, Onwuchekwa (1993) suggests the creation of more informal organizational climates that would better meet human needs and increase the satisfaction of organizational members. He further explains that  where organizational climate is less informal,  members of the organization, particularly at the lower levels, will become dissatisfied and frustrated in their work as their affiliation needs are blocked. He also  warns that  increased unhappiness among organizational members is tantamount to increased problems in meeting organizational goals. The resultant effect, according to Hom and Griffeth (1995), is that these dissatisfied workers may change jobs frequently, increasing production cost because employees may also  insist on higher wages since their work is so psychologically unrewarding.

It is therefore imperative to embark on this study where an empirical analysis is carried out on the effect of friendship on the managerial effectiveness in selected Nigerian Universities.

1.2      Statement of the Problem

Workplace friendship in an organization leads to institutional participation, employees’ motivation and desire to achieve organizational set goals. Workplace friendship has been discovered to help workers create atmosphere of love, reciprocity, empathy and trust which enjoin workers to be their brother’s keepers while performing  assigned responsibilities. These shared advantages  could  be  experienced  in  most  organizations  in  the  developed world. In spite of the fact that the achievement of organizational goals rest mainly on the formal relationships that exist within the organizational context, the organization cannot, however, exist in isolation of the informal relationships in an organization in form of friendships that exist among co- workers.   However,   despite   the   variety   of   aspects   of   the   Workplace Friendships (WF) that exist at workplaces, this is not the case in developing economies like Nigeria, where friendship at the workplace is even a taboo associated with certain negative rewards such as gossip, loss of focus on the task,  blurring  of  organizational  objectives,  low  productivity,  creation  of conflict of interest situations, appearance of favoritism, and the development of romantic relationships which can be detrimental to work and the organization.

Despite this discouragement, employees are still found indulging in friendship ties at workplaces.  Hence,  this  study  is  set  to  find  out,  why employees  could  not  be discouraged from forming friendship ties at workplace, what could be responsible for the formation of friendship ties at workplace, and why an individual at workplace would decide to become friends with a co-worker and not with another. This study is equally set to add to the inadequate knowledge on the remote causes of workplace friendship formation at workplace; their effect on managerial effectiveness resulting

in organizational outcomes and the relationship between the causes of workplace friendship formation and these organizational outcomes.

Apparently, earlier studies or researches including Dur and Sol (2010) in this realm have  failed to  cogently determine the salient  issues that  impinge on  managerial effectiveness in Nigerian universities in the light of the prevailing antecedent factors. It seems that the managements of the universities under reference have not come to grips with the salient forces influencing workplace friendship formation and their effects on job outcomes. Could this be due to ineffective or inadequate tactical and strategic planning in the workplace? Or could it be that the problem has emanated as a consequence of failing to appreciate the fact that workplace friendships could be instrumental to organizational commitment and enhance job satisfaction in the university environment? What  actually is the problem? These and related issues constitute the problem that this research intends to tackle.

1.3      Objectives of the Study

Given the above statement of problem, the study aims at expanding the currently existing knowledge on workplace friendship formation, its antecedents/causes, processes, development, outcomes and consequences for managerial effectiveness. Specifically, the study intends to:

1)  Identify the level of the relationship between  proximity cause of workplace friendship formation and organizational commitment in selected Nigerian universities;

2)  Ascertain  the  degree  of  the  relationship   between  proximity  cause  of workplace friendship formation and absenteeism in selected Nigerian universities;

3)  Determine the nature of the relationship between Work Value/Life Interest similarities cause of workplace friendship formation and organizational commitment in selected Nigerian universities;

4) Assess the degree of the relationship between Work Value/Life Interest similarities cause of workplace friendship formation and absenteeism in selected Nigerian universities;

5) Examine the level of the   relationship between instrumentality cause of workplace friendship formation and organizational commitment in selected Nigerian universities; and

6)  Establish  the  degree  of the  relationship  between  instrumentality  cause  of workplace friendship formation and absenteeism in selected Nigerian universities.

1.4   Research Questions

For the study to attain/actualize its desired objectives, some basic research questions  which  reflect  on  the  objectives  are  fielded.  These  questions,  in specific terms, include:

1)  What is the level of the relationship between proximity cause of workplace friendship  formation and organizational commitment  in selected Nigerian universities?

2)  What is the degree of the relationship between proximity cause of workplace friendship formation and absenteeism in selected Nigerian universities?

3)  What  is the  nature of the relationship  between Work Value/Life Interest Similarities cause of workplace friendship formation and organizational commitment in selected Nigerian universities?

4)  How do we assess the degree of the relationship between Work Value/Life Interest  Similarities cause of workplace friendship  formation and absenteeism in selected Nigerian universities?

5) What is the level of the relationship between Instrumentality cause of workplace friendship formation and organizational commitment in selected Nigerian universities?

6)  What  is  the  degree  of the  relationship  between  Instrumentality  cause  of workplace friendship formation   and   absenteeism   in   selected   Nigerian universities?

1.5      Research Hypotheses

In this study, the following working hypotheses will serve as aids jointly in finding answers to research questions raised above and in fulfilling the objectives of the study:

1         The  proximity  cause  of workplace  friendship  formation  has  a  significant positive relationship  with organizational commitment  in  selected Nigerian universities.

2         The proximity cause of workplace friendship formation to a very high degree is positively related to absenteeism in selected Nigerian universities.

3         The  Work  Value/Life  Interest  Similarities  cause  of  workplace  friendship formation has a positive relationship with organizational commitment in selected Nigerian universities.

4         The  Work  Value/Life  Interest  Similarities  cause  of  workplace  friendship formation   is   positively   related   to   absenteeism   in   selected   Nigerian universities.

5         The  relationship  between  Instrumentality  cause  of  workplace  friendship formation and  organizational commitment  is positive  in  selected Nigerian universities.

6         The Instrumentality cause of workplace friendship formation is significantly related to absenteeism in selected Nigerian universities.

1.6     Significance of the Study

This study will contribute to the field of knowledge on workplace friendship ties in the Nigerian university environment by assessing the effect of friendship ties at workplace and managerial effectiveness. It will also provide answers to knowing the relationship that exists between causes of workplace friendships and organizational outcomes and how these affect managerial effectiveness in the university environment.

The study will answer some old age questions such as why are some organizations continually improving on their managerial effectiveness while others are not? What motivates employees towards higher productivity?  Previous efforts to answer these questions have typically focused on external factors and personality traits. However, on completion of this research, the university management can strategically design the tasks and work environment to suit employees’ satisfaction that will enable free flow of exchange of ideas; which is a better medium of motivating workers towards high productivity, commitment and positive outcomes.

The government stands to be a beneficiary of this study because since workplace friendship facilitates information sharing among employees; it will help reduce uncertainty and ambiguity in dissemination of information relating to achievement of organization goals and objectives.

The study, when completed, will serve as a bridge for the gap in knowledge. More so, the data so generated from the study will serve as a base and framework for future researchers to expand further the field of knowledge under study.

1.7        Scope of the Study

The scope of this study is delimited to friendship ties at workplace and managerial effectiveness in selected Nigerian universities. The major elements under review include concepts of    friendship, workplace friendship, processes, factors, development, strategies for promoting workplace friendship, developmental model of friendship ties, key theories of friendship, empirical findings on issues regarding causes of formation of friendship ties at workplace, managerial effectiveness in form of organizational outcomes and relationship between causes of formation of workplace friendship ties and organizational outcomes in selected Nigerian universities.

This ought to be a global research work considering the fact that the university environment is universal as such standardization and generalization is certain. Research has shown that the few most recent and existing studies on friendship ties at workplace were carried out in developed economies like the New Zealand (Morrison, 2005; Morrison and Nolan, 2007); South Korea (Song, 2006); Australia (Hanham and McCormick, 2008); and United States of   America (Dotan, 2007; Dickie, 2009; Dachner and Ellingson, 2011; Lee and Ok, 2011); Iraq (Misha and Ishak, 2011) but none in Africa, specifically in Nigeria.

In view of this context, the geographical scope of the study is delimited to four federal and four state universities in four geopolitical zones of the country namely Benue  State  University,  Makurdi  (BSU)  and  Federal University of  Agriculture, Makurdi (FUAM) from the north central zone, Enugu State University of Science and Technology, Enugu (ESUT) and University of Nigeria, Nsukka (UNN) from the south eastern zone, Kaduna State University, Kaduna (KSU) and   Ahmadu Bello University, Zaria (ABU) from the north western zone, and Ambrose Ali University, Ekpoma (AAU) and University of Benin, Benin City (UNIBEN) from the south

southern zones. For the purpose of coverage and accessibility, we selected three major unions in eight Nigerian universities. The three unions are: Academic Staff Union of Universities (ASUU), Senior Staff Association of Nigerian Universities (SSANU), and Non-Academic Staff of Universities (NASU).   The researcher has decided to carry out this study in four out of the six geopolitical zones in Nigeria considering the cultural, religious, and ethnic diversity of these different zones. The study is also a cross-sectional one to be carried out at the same time across the four zones in the selected universities. These universities were purposefully selected from

the 1st, 2nd and 3rd generation universities for the study in order to balance the result

without bias.

1.8      Limitations of the Study

The major constraints envisaged in this study are:

1)  The attitude of the respondents: the survey research design has the limitation that some respondents are reluctant to give answers to probes. The limitation will be minimized by persuading the respondents and by giving a covering letter.

2)  The  interviewing  situation:  the oral  interview  has the  limitation  that  the interviewing situation may change especially if  more than one field data collector is used to do the field work. The limitation will be minimized by the researcher doing most of the field work.

3)  Representation of reality: a model to be modified has the limitation that it is only an abstraction or representation of reality. This limitation will be minimized by relying on the respondents in the eight universities.

4)  The structured nature of the instrument: the questionnaire research instrument has the limitation that its structured nature may compel the respondents to give answers that they do not fully endorse. The limitation will be minimized by using oral interview.

5)  The open-ended nature of the schedule: the oral interview schedule has the limitation that it contains open-ended questions that are difficult to analyze. This limitation will be minimized by using Rich Text Format for the transcription before using the NVIVO software package for analysis.

6)  Non-availability  of  research  materials:  being  a  new  area  of  research  in Nigeria, the researcher has the limitation of scarce and non availability of research materials which invariably slow down the work. This limitation will be minimized by purchasing and subscribing of research materials online from advanced countries like United Kingdom.

1.9      Profiles and History of Selected Universities

Out of the 62 public universities in Nigeria, the following eight universities namely: Benue State University (BSU), Makurdi, Federal University of Agriculture (FUAM), Makurdi, Enugu State University of Science and Technology (ESUT), Enugu, University of Nigeria, Nsukka (UNN), Kaduna State University, Kaduna (KSU), Ahmadu Bello University, Zaria (ABU), Ambrose Ali University, Ekpoma (AAU) and University of Benin, Benin City (Uniben)  have been selected for the purpose of this study.

1.9.1   Profile of Benue State University (BSU), Makurdi

(i)        Vision

The vision of Benue State University (BSU), Makurdi is to be the University of First Choice in Nigeria, Africa and among the top 200 in the world.

(ii)       Mission

The mission of BSU  is to be a center of excellence in creating knowledge and developing a complete person capable of not only responding to the cultural, social, political and economic environment but also setting the agenda for change.

(iii)     Core Values

The core values of BSU are:

a)  Excellence in research and publication. Placing the latest knowledge at the disposal of students via teaching and skills development.

b)  Build character of students.

c)  Effective engagement with relevant communities.

d)  To use education as a tool for peoples’ liberation, the University strives to hold itself up as lamp of the world by upholding more rectitude, integrity and accountability in all its transactions with its stakeholders.

(iv)      Mandate

The mandate of BSU is to:

a)  Provide  the  highest  standard  of  learning  and  equal  opportunities within the constraints of available resources.

b)  Place before the people of the region, the nation and mankind, skills developed via learning and research.

c)  Develop requisite manpower for the state and the nation within the limit permitted by available resources.

d)    Promote, preserve and propagate the social and cultural heritage of the diverse people of the state and the country.

e)  Engage in any activities capable of promoting the standard of living of man within the constraints of available resources.

(v)       Brief History of Benue State University (BSU)

Benue State University was established by the Benue State Government with the enactment of the Benue State University Edict No. 1 of 1991. The University took off in the 1992/93 academic year with four  faculties,  namely,  Arts, Education, Science and Social Sciences. Two Faculties, Law and Management Sciences came on stream in the 1993/94 academic year. A post graduate school took off in the

1998/1999 academic year while the College of Health Sciences was established in the 2003/2004 academic session. The University took off nineteen years ago during the tenure of Late Rev. Fr. Moses Orshio Adasu as Executive Governor of Benue State. Adasu, therefore became the first Visitor of the University.

The sixth and current Visitor of the University, since 2007, is Dr. Gabriel Suswam, the incumbent Executive Governor of Benue State. The University has also had three Chancellors so  far; the Pioneer Chancellor was (Dr) T.Y. Danjuma (1994-2004) while the second was Prof. Jubril Aminu (2004 – 2009). The incumbent Chancellor, Alhaji (Dr.) Umaru Mutallab (CON) was installed in April, 2010. In the same vein, the University has had four Pro-Chancellors and Chairmen of Governing Council since inception, with Chief Edwin Ogbu of blessed memory as Pioneer Chairman of Council.  His  successors  include,  Prof  Ochapa  Onazi  (1992  –  2005).  Dr.  Aako Ugbabe (2005 -2008) and the incumbent, Prof. Ode Ojowu, (2008 to date). The University has had four Vice-Chancellors from inception to date with Prof Charles Gbilekaa Vajime as Pioneer Vice-Chancellor (1992-2000).  Prof. David Ker (OON) became the second Vice-Chancellor from 3rd August, 2000 to 17th November, 2005 while the 3rd Vice-Chancellor, Prof Akase P. Sorkaa was appointed on 8th November, 2005. His tenure ended on 3rd November, 2010 following which the incumbent Vice-Chancellor; Prof. Charity A. Angya took over on 4th November,

2010 as the fourth and first female Vice-Chancellor of the Institution.

Growth and Expansion/Achievements: From a modest beginning with four faculties, the University currently has eight faculties including a College of Health Sciences. The four additional faculties include Law, Management Sciences, Basic and Allied Medical Sciences (BAMS). The quality of expansion, both in terms of students and staff population as well as infrastructure earned the University major recognition and acknowledgement; in the 1997/98 Academic session, one of the graduates emerged

the overall best student in the Bar examination of the Nigeria Law School. Since its inception, BSU has established itself in the annals of Nigeria’s educational history as a highly respected centre of academic excellence having won major academic laurels in different fields over the years. The University was adjudged as the best state owned University  in  the 2003/2004  academic  year by the National Universities Commission (NUC) during which period the then Vice-Chancellor, Prof. David Ker was also acclaimed the best performing Vice-Chancellor of State-owned Universities by the NUC. BSU also won, in 2006, the best Governing Council of State-owned Universities by the NUC. A 2007 graduate of Law of the University who passed out with a 1st class degree also passed out with a 1st class in the Bar examination of the Nigerian Law School, he being among the only two who performed the academic feat that year in the entire Country (Nigeria).

In August 2010, a 200-level Law undergraduate of the University Mr. Victor Ochogwu, participated in World Annual International Human Rights Summit debate organized  in Geneva,  Switzerland  by the United  Nations and  was adjudged the United Nations best spokesman. A Ph. D thesis in History by Patrick Ukase was adjudged by the NUC as the best in the Faculties of Arts of all Nigerian Universities by the NUC in the year 2009. In March 2011, students of the University participated in an intellectual quiz competition, Rock and Rule organized by Glo Nigeria. The North Central zonal stage of the competition took place at IBB Square, Makurdi, Benue State. Participants from the University took first, second and third position respectively in both male and female categories. They are due to participate in the national stage of the competition this year. In July 2011, selected students of the University came first in the Student in Free Enterprise (SIFE) competition and were tipped to represent Nigeria in Malaysia in October. Again Victor Ochogwu, a 300 level Law student in July 2011 participated in the African preliminary stage of the YOUTH FOR HUMAN RIGHTS DEBATE which was held in Ghana. He emerged

second best participant and has been nominated as one of the four African delegates for the 2011 Human Rights Summit at the UN later in the year. The University has also put in place the following facilities to improve learning and research:

(a) Media Centre: Fully furnished Media Centre and Department of Mass Communication with state of the art Radio, TV, Photographic, PR/Advert studio equipment have been put in place.

(b) ICT/Library Facilities: The University has expanded its IT facilities and library requirements,  built  many  office  blocks,  lecture  rooms  –  which  helped  in securing NUC full accreditation of programmes.

(c) ICT Directorate: The University has put in place a directorate of ICT to improve internet accessibility by members of the university community. It has put in place a fully functional wireless internet network with a basic station at the Mathematics/Computer Department ICT Base and four Cyber Cafes located in the Department  of Maths/Computer  Science Department,  College of Health Science and the Eastern Campus.

(d) Internet Library Project: The University has installed digital access and infrastructure with a network of computers, a server, VSAT equipment and high speed internet connectivity, which enhances easy access/subscription to electronic resources, e-journals and e-books. The facility is located in the Postgraduate School, obtained in partnership with Open Society Initiative for West Africa (OSIWA) who trained BSU Library staff on networking. There is a new VSAT also in the Library.

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