ABSTRACT
This study is an assessment of the impact of organizational politics on university academic staff performance in Edo State, it sought to: ascertain the extent to which organizational politics influence organizational activities in Nigerian Universities, determine  the effect of organizational politics on staff performance in the Universities, identify the extent to which organizational politics affect the commitment of staff in the Universities,  assess the impact of organizational politics on employee recruitment and selection in the sampled universities and  investigate the impact of organizational politics on staff reward management in Universities. Three universities, one federal, one state  and a private university were selected, and a sample size of 346 was drawn from a total population of 2,464 using the Taro Yamane sample size determination formula. Five hypotheses were tested  at  5% level  of  significance using  Friedmans chi-square  test  and  the results indicated the presence of organizational politics in the sampled universities. Specific findings are: Organizational politics to a large extent influences organizational activities in Nigerian Universities, organizational politics result in poor staff performance in Universities, organizational politics to a large extent affects the commitment of staff in Universities, organizational politics significantly reduces the quality of employee recruitment and selection carried out in the sampled Universities, organizational politics has  significant  impact  on  staff  reward  management  in  Universities.  This  study recommends amongst other things that management should acknowledge the presence of organizational politics and work towards reducing its negative impact, closer monitoring of political machinations in universities especially in the areas of staff recruitment and selection and staff reward management should be done to avoid reduction in staff commitment and finally that the positive potential gains of politics be harnessed and employed to champion causes and policies that will facilitate achieving university goals and objectives.
CHAPTER ONE
INTRODUCTION
1 Background of the Study
Organizational politics is an inescapable and intrinsic reality, it is so intricately woven with management system that relationships, norms, processes, performance and outcomes are hugely influenced and affected by it. (http://www.alagse.com).
Psychologists and scholars unanimously agree that human nature and dexterity permeate both the public and private lives of individuals especially when motivated to satisfy personal needs, such as physiological, security, affiliation, esteem and actualization. The pursuits of these agenda inevitably generate acts, inactions, strategies and tactics collectively referred to as Organizational politics. This is also referred to as the struggle for who gets what, or who is stopped from getting what, in the organizational framework.
Business dictionary has defined organizational politics as the ―pursuit of individual agenda and self-interest in an organization without regard to their effect on the organization’s efforts to achieve its goals‖ (http://www.businessdictionary.com). It can also be described as self serving and manipulative behaviour of individuals and groups to promote their self interests at the expense of others and sometimes even organizational goals as well. (http://www.alagse.com).
Universities in Nigeria are the focal point of higher education in Nigeria. The country‘s educational system has evolved through various stages. Nigerian higher education originated with the establishment of the Yaba Higher College by the colonial government in 1934. (http://www.mapsofworld.com/)
Ajayi and Haastrup (2008) opine that the history of University education in Nigeria began with the recommendation of the Elliot Commission of 1943, which led to the establishment of University College Ibadan (UCI) in 1948, University of Nigeria, Nsukka in 1960 by the Eastern region government, University of Ife (now Obafemi Awolowo University, Ile-Ife) in 1962 by the Western region, Ahmadu Bello University, Zaria in 1962 by the Northern Region and University of Lagos (1962) by the Federal Government. Midwestern region opted for a university known as University of Benin. The six universities established during this period 1960-1970 are still referred to as First generation universities. Babalola, Jaiyeoba, and Okediran, (2007) cited in Ajayi and Haastrup (2008) have stated that during this period, Universities in Nigeria were under the close surveillance of the government and appointments of lay members of the council, and that of the vice-chancellor, were politically motivated.
Over the years it has been observed that Universities are not free from politics within and outside the system. The determination of who gets what, how, when and where, manifests in the university system in various ways. Ajayi and Haastrup (2008) observe that government of the day interferes in terms of selection and choice of Vice Chancellors, Deans, Departmental Heads, and Directors of Programmes. Also within the system we see cases of selective employment, selective appointments into beneficial positions, selective and delayed promotion – with examples of seasoned and experienced academics who over the years have acquired the necessary experience, publications and exposures to be appointed Professors being denied promotion either because their ―files‖ have been declared missing or abandoned, or they are not
―loyal‖ to the current caucus in power, others include cases of junior colleagues being denied their Doctorate degree because they refuse to be in the same ―camp‖ or ―caucus‖ with their supervisors.
Campbell (1990) defines performance as behavior. It is something done by the employee. This concept differentiates performance from outcomes. Outcomes are the result of an individual’s performance, but they are also the result of other influences (http://en.wikipedia.org). Hellriegel, Jackson and Slocum (1999) see performance as the level of an individual‘s work achievement after having exerted effort (Hayward, 2005)
Ishak, Suhaida and Yuzainee (2011) in their work have identified and categorized the operational key performance indicators of academic staff in universities into five headlines namely; teaching and supervision, research and innovation, writing and publication, consultancy, services to University. When Lecturers are able to balance these activities and carry out each of them without leaving out any, they will be said to be performing adequately as these activities result in producing excellent students, break new grounds in the area of research, produce publications that will ensure swift academic progress and provide services that will bring funds and fame to the University.
Today, work in organizations require skill in handling conflicting agendas and shifting power bases. Effective politics isn‘t about winning at all costs but about maintaining relationships while achieving results. Although often portrayed negatively, organizational politics are not inherently bad. Instead, it‘s important to be aware of the potentially destructive aspects of organizational politics in order to minimize their negative effect and promote employee performance at all times.
1.2 Statement of the Problem
The scenario in the Nigerian University system indicates one of an intensive brain drain syndrome especially amongst top cadre academics in the areas of research development and new
discovery/invention efforts, a failure in harnessing the many benefits of knowledge management systems and consequently a poor learning experience, transfers of outdated knowledge and eventually poor quality of final products (that is the students), other problems include a public display of jealousy, hatred and suspicion among staff members. This translates into half-baked graduates and result in reduced productivity and consequently hampered societal and national development.
The senior academics who often leave the university system attribute the exit to university politics. They opine that their competence/talents were not properly utilized by the university as a result of politicking and poor resource allocation. The determination of who gets what or who is stopped from getting what, when, how and where appear to be based on yardsticks outside meritocracy. This situation calls for urgent attention.
1.3 Objectives of the Study
The specific objectives of this study are as listed below:
1. To ascertain the extent to which organizational politics influence organizational activities in Nigerian Universities.
2. To determine the effect of organizational politics on staff performance in the
Universities.
3. To identify the extent to which organizational politics affects the commitment of staff in
Universities.
4. To assess the impact of organizational politics on employee recruitment and selection in the sampled universities.
5. To investigate the impact of organizational politics on staff reward management in
Universities.
1.4 Research Questions
In line with the objectives the following research questions will guide this study:
1. How does organizational politics influence organizational activities in Nigerian
Universities?
2. What is the effect of organizational politics on staff performance in Universities?
3. To what extent does organizational politics in universities affect staff commitment?
4. What is the impact of organizational politics on employee recruitment and selection in the sampled Universities?
5. What is the impact of organizational politics on staff reward management in Universities?
1.5 Hypotheses of the Study
The following hypothesis will be tested for the purpose of the study:
HA: 1 Organizational politics to a large extent influences organizational activities in Nigerian
Universities.
HA: 2 Organizational politics result in poor staff performance in Universities.
HA: 3 Organizational politics to a large extent affects the commitment of staff in Universities. HA: 4 Organizational Politics significantly reduces the quality of employee recruitment and
selection carried out in the sampled Universities.
HA: 5 Organizational politics has significant impact on staff reward management in
Universities.
1.6 Significance of the Study
The study will be significant in diverse respects. It will be of significance to academic institutions, employees and future researchers.
It is most significant to academic institutions/educational entrepreneurs and management staff as it will help them become aware of the dynamics of office politics and its effect on staff performance both personally and professionally.
It will help staff or employees identify politics and its workings in their organizations and adequately respond to it.
Further still, students and scholars will find it immensely beneficial as it will serve as a guide and platform for further researches, including a knowledge bank in the areas of organizational politics and performance.
1.7 Scope of the Study
This study focuses on assessing the impact of organizational politics on workers performance in selected universities (It covers areas such as the definition of politics, power and organizational politics, theoretical framework, usefulness of power and politics, performance, commitment, staff recruitment and selection, reward management and how to deal with organizational politics). The study is limited to a Federal, State and Private University in Edo state; they are University of Benin, Ambrose Alli University, and Benson Idahosa University. They were chosen considering their years of existence and generally accepted academic standard.
1.8 Limitations of the Study
Some limitations encountered in this research as peculiar to most researches are: the somewhat smallness of the sample size, the difficulty associated with the unfavourable attitudinal disposition of some respondents whose honest opinions we sought but gave untrue responses while others rejected our survey instrument.
The survey research design had the limitation that it is one shot or at most two shots and this limited its ability to generate data with which to test causal relationships of variables without resorting to rigorous statistical analysis. It also had the limitation of some respondents being reluctant to provide answers to survey probes, they were then encouraged stating that responses provided would be treated anonymously and findings will contribute to highlighting and reducing the negative impact of organizational politics especially amongst academic staff. Other constraints of the study include;
Time: Due to limited time given for the study, the researcher could not get all the information needed for the study but ensured that within the period extensive search for relevant and necessary information was made and obtained.
Finance: Due to financial constraint, the researcher could not visit places where information relevant to the study could be obtained but funds were made available to ensure that geographical areas mentioned in the scope were visited.
1.9 Operational Definition of Terms
The following are definition of terms as used in this study;
Organizational politics: These are ―actions by individuals which are directed toward the goal of furthering their own self interests without regard for the well-being of others or their organization‖ (Kacmar and Baron, 1999:4).
Power: This is the ability of one individual to influence others and affect their behaviours. Power can also be defined as a capacity that A has to influence the behaviour of B, so that B acts in accordance with A‘s wishes.(Ogunbameru, 2004:213)
Performance: This is the level of an individual‘s work achievement after having exerted effort.
Hellriegel, Jackson and Slocum (1999)
Workplace Politics: This refers to “the use of one’s individual or assigned power within an employing organization for the purpose of obtaining advantages beyond one’s legitimate authority. (http://en.wikipedia.org)
1.10 Profile of Organizations Understudied
1.10.1 University of Benin
The University of Benin was founded in 1970. It started as an Institute of Technology and was accorded the status of a full-fledged University by National Universities Commission (NUC) on
1st July, 1971. In his Budget Speech in April 1972, the then Military Governor of Mid-Western State, Col. S. O. Ogbemudia (then also a Visitor to the University) formally announced the change of the name of the Institute of Technology to the University of Benin. On 1st April, 1975 the University at the request of the State Government, was taken over by the Federal Government and became a Federal University.
Today, the University has continued to grow from strength to strength with a number of Faculties, Departments, Institutes and Units. Following NUC‘s directives, the University experimented with the Collegiate System in 1991/92 and 1992/93.
However, in the light of new developments, the University reverted to the Faculty System except for the Schools of Medicine, Dentistry, Basic Medical Sciences, and Institute of Child Health which reverted back to the Collegiate System in August, 1999, with a Provost as its administrative head. The Faculties as presently constituted are those of Agriculture, Arts, Education, Engineering, Law, Life Science, Pharmacy, Physical Science, Social Science, and the College of Medical Sciences (which has three Schools: Basic Medical Sciences; Dentistry and Medicine; and the Institute of Child Health).
The University offers courses at various levels: Postgraduate, Undergraduate, Diploma and
Certificate.
1.10.2 Ambrose Alli University
Prof. Alli established Bendel State University, Ekpoma in 1981 (which after the creation of Edo State in 1992 had its name changed to Edo State University). The idea of the University was firmly predicated on the dynamics of the rapid educational development. There was a yawning gap in the available opportunities for teeming youths, to fulfill their educational aspirations at tertiary level in Bendel State, these factors led Governor Alli to constitute a ‗committee on the establishment of a Bendel State University and other Institutions‘ on January 15th, 1981. The committee in its report recommended the establishment of the Bendel State University and two institutions of Industrial Technology. The acceptance of the report by Governor Ambrose Alli was followed by the preparation of a Bill to make provision for the establishment of the Bendel State University. After much debate the bill was signed into Law on July 14, 1981 and the first matriculation ceremony was held on February 8, 1982 with a total of 408 students matriculating.
Subsequently through an Act passed by the State House of Assembly and signed into law by the Executive Governor of Edo State, Chief Lucky Nosakhare Igbinedion in 1999, Edo State University has been renamed (Professor) Ambrose Alli University, Ekpoma, after the founder.
1.10.3 Benson Idahosa University
Benson Idahosa University is a private, Christian university in Benin City, Nigeria. A place where academic excellence is served with Godliness.
Benson Idahosa University is named after Archbishop Benson Idahosa, a Minister from Benin City, Nigeria. The University named after him was founded on the principle of evangelism which he preached and lived for throughout his life time. Benson Idahosa University was established to
raise for God an army of academics and professionals who will go in the name of Jesus Christ to the ends of the world to impart truth by precept and example.
The University previously evolved from an institute of continuous learning named Christian Faith University, established in 1994. Upon fulfilment of all requirements laid down in the Federal Government of Nigeria Act No. 91993, the Federal Government in February 2002, approved, registered and permitted the establishment of the Benson Idahosa University to operate as a private university in Nigeria.
Benson Idahosa University is fully accredited by Nigeria’s higher education accreditation body, the National Universities Commission (NUC), and was ranked 2nd among private universities offering undergraduate degrees in the country.
All the academic programmes offered are accredited by recognised bodies, both nationally and internationally.
This material content is developed to serve as a GUIDE for students to conduct academic research
IMPACT OF ORGANIZATIONAL POLITICS ON UNIVERSITY ACADEMIC STAFF PERFORMANCE IN EDO STATE
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