THE NIGERIAN PRISONS

Topic of the day

- The origins of the Nigerian Prisons

- The types of prisons in Nigeria

- The structure of the Nigerian Prisons and other prisons

THE ORIGIN OF THE NIGERIAN PRISONS

The origins of prisons in Nigeria can be traced back to the colonial era under British rule. The British established a prison system in Nigeria during colonial rule. The system was established to incarcerate criminals and maintain law and order in accordance with British laws and regulations.

The evolution of Nigerian prisons has since gone through various changes, especially after Nigeria gained independence in 1960. Over time, the laws governing the prison system have been continuously updated and revised through various statutes and legal frameworks, including the Nigerian Prisons Act and other Nigerian Prisons Acts and Relevant legislation.

The Nigeria Prison Service, formerly known as the Nigeria Prisons Department, was established to oversee the management and administration of prisons across the country. Over the years, the prison system has worked hard to reform, improve conditions for inmates and provide rehabilitation programs designed to help offenders reintegrate into society.

The Nigerian prison system continues to undergo reforms and changes to address challenges such as overcrowding, inadequate facilities and the need to provide rehabilitation and reintegration programs for prisoners.

THE TYPES OF PRISONS IN NIGERIA

In Nigeria, types of prisons are primarily defined by the Nigerian Prisons Act. The law classifies prisons into different categories based on their function, management and type of inmates housed. The following is a breakdown of prison laws in Nigeria:

1. Convict Prisons: These prisons are prisons set up to hold people sentenced to imprisonment for criminal offenses. These prisons house people who have been convicted and sentenced by the courts.

2. Remand Prison: A remand prison is a facility designed to hold individuals awaiting trial or on remand pending a court decision on their case. The men have not been convicted but are being held in custody during legal proceedings.

3. Open prison: An open prison is a less stringent security facility that houses certain categories of prisoners, usually those nearing the end of their sentences and considered low risk. They often provide prisoners with increased freedom and responsibility and prepare them to reintegrate into society.

4. Borstal Institutions: These institutions provide supervision, training and rehabilitation services to young offenders, usually between the ages of 16 and 21.

5. Women's Prison: A prison specifically designated to house female prisoners and provide facilities and services based on their needs.

6. Farm settlements and camps: These are prison facilities where prisoners are engaged in agricultural activities and other related work as part of their rehabilitation and skill development.

These classifications help manage different categories of prisoners, ensuring appropriate care, security and rehabilitation programs based on their specific needs. The Nigeria Prisons Service manages various prisons across the country with the aim of upholding legal standards and promoting the rehabilitation and reintegration of prisoners into society.

THE STRUCTURES OF THE NIGERIAN PRISONS AND OTHER PRISONS

The structure of prisons in Nigeria, as well as prisons in many other jurisdictions, is primarily defined by statutes and regulations, which outline the framework for the organization, management and operation of correctional facilities. In the case of Nigeria, the structure of prisons is regulated by the Nigerian Prisons Act. Here is an outline of the structure of the bill:

1. Prison Management Office:

a. Auditor General: The Auditor General is the head of the Nigeria Prisons Service. The Auditor-General oversees the entire service and ensures the appropriate management and implementation of policies.

b. Warden: Prisons are usually overseen by a warden or officer-in-charge who manages the day-to-day operations of the facility.

2. Officers and Staff:

The Act provides for various types of staff in the Nigeria Prisons Service, including the ranks of Assistant Director, Deputy Director, Assistant Director, Senior Inspector, and Inspector.

These officers and staff are responsible for the supervision, safety, rehabilitation and welfare of prisoners.

3. Prisoner classification:

The Act classifies prisoners based on their status, such as convicts, remand prisoners, juveniles, women, etc. Different categories may have specific facilities or programs that suit their needs.

4. Facilities and Infrastructure:

The Act outlines the establishment and maintenance of different types of prisons, including convict prisons, remand prisons, open prisons, women's prisons and farm settlements or camps.

It also involves the construction, maintenance and management of these facilities to ensure adequate living conditions for prisoners.

5. Security measures:

The bill sets out regulations for maintaining prison security, outlining procedures for the safe custody of prisoners, control of keys and equipment, preventing escapes and dealing with security breaches.

6. Rehabilitation and Welfare:

The law emphasizes providing prisoners with rehabilitation programs, educational opportunities, vocational training, and health care to facilitate their reintegration into society upon release.

This structure is guided by the Nigerian Prisons Act and its subsequent amendments, which provide the legal framework for the establishment, organization and operation of prisons in Nigeria. It is designed to ensure the proper management, safety and welfare of inmates and staff within correctional facilities. Other jurisdictions often outline similar structures in their respective legislation governing prisons and correctional services.

THE JUDICIARY

Topic of the day

- The constitutional role of the judiciary in Nigeria

- The challenges confronting the effective administration of justice in Nigeria today

THE CONSTITUTIONAL ROLE OF THE JUDICIARY IN NIGERIA

In Nigeria, the judiciary performs a number of constitutional responsibilities outlined in the Constitution of the Federal Republic of Nigeria. Some of these roles are:

1. Interpretation of the Constitution:

Section 6(2) of the Nigerian Constitution empowers the judiciary to interpret the provisions of the Constitution and ensure that all laws, actions and policies are consistent with the provisions of the Constitution.

2. Deliver justice:

The judiciary is responsible for resolving disputes, maintaining law and order, and ensuring that justice is done fairly and impartially. This includes hearing the case, rendering judgment, and providing redress or compensation to the injured party.

3. Protection of fundamental rights:

Sections 33 to 46 of the Constitution guarantee various fundamental rights to Nigerian citizens. The judiciary has a duty to protect these rights by providing legal remedies in cases of infringement.

4. Checks and balances:

The judicial branch provides checks and balances on the power of the executive and legislative branches. It ensures that they act within the constitution and do not exceed the scope of their powers.

5. Consulting role:

According to Article 6(3) of the Constitution, the judiciary also has advisory functions. It may provide legal advice to other departments of government on matters relating to the interpretation and application of laws.

6. Review legislative acts:

The judiciary has the power to review laws passed by the legislature and declare them unconstitutional if they conflict with the provisions of the constitution.

7. Guardian of the Rule of Law:

It ensures that the country upholds the rule of law, maintains order and ensures that legal procedures are followed in all matters.

Like many other democracies, Nigeria’s judiciary is an important pillar in maintaining the balance of power, protecting citizens’ rights and upholding the constitution.

THE CHALLENGES CONFRONTING THE EFFECTIVE ADMINISTRATION OF JUSTICE IN NIGERIA TODAY

The challenges to effective justice in Nigeria are complex and multifaceted. While I cannot provide specific examples, here are some common issues and legal provisions that outline these challenges:

1. Backlog and delays in judicial proceedings:

Article 36(1) and (4) of the Constitution: These articles guarantee the right to a fair and speedy trial. However, backlogs of cases and lengthy legal proceedings often violate these regulations.

2. Corruption and judicial integrity:

Article 15(5) and Article 174 of the Constitution: Corruption within the judiciary undermines its effectiveness. Section 15(5) emphasizes the eradication of corrupt practices and Section 174 provides for the prosecution powers of the Attorney General. Examples of bribery, influence peddling and unethical behavior erode public trust in the judiciary.

3. Insufficient infrastructure and funding:

No specific section directly addresses the issue, but Article 6 of the African Charter on Human and Peoples’ Rights recognizes the right to a fair trial: Inadequate court infrastructure, underfunding and a lack of modern technology hinder the effective functioning of the justice system.

4. Multiplicity of courts and conflicts of jurisdiction:

Section 6(5) and (6) of the Constitution: These sections provide for the hierarchy of courts in Nigeria. However, overlapping jurisdictions and conflicts between federal and state courts cause delays and confusion in the legal process.

5. Limited access to justice:

Article 36(6) and (12) of the Constitution: These sections ensure access to legal representation and a fair hearing. However, the high cost of legal services and geographical barriers limit access to justice for many citizens, especially in rural areas.

6. Enforcement and Compliance Issues:

Articles 287 and 308 of the Constitution: Article 287 mandates compliance with court orders, while Article 308 confers immunity to certain public officials. Challenges arise when court orders are not effectively enforced or when officials claim immunity to avoid legal process.

Addressing these challenges requires comprehensive reforms, including judicial reforms, to increase efficiency, strengthen anti-corruption measures, improve infrastructure, ensure adequate funding, streamline court jurisdiction and increase access to justice for all citizens.

THE FEDERAL AND STATE MINISTRY OF JUSTICE

Topic of the day

- The role of the federal and state ministry of justice

- The various departments in the ministry

- The role of the Attorney General

THE ROLE OF THE FEDERAL AND STATE MINISTRY OF JUSTICE

In many legal systems, including those of the U.S. federal and state governments and other countries with similar structures, the Department of Justice or Department plays a vital role in administering the law, ensuring justice, and maintaining the legal framework. Here is a breakdown of their general roles and functions:

Federal Ministry of Justice:

1. Legal Advice and Representation: Provides legal advice to the federal government, including the President, executive agencies, and departments. They frequently represent the federal government in legal matters and court cases.

2. Law Enforcement Oversight: Oversees federal law enforcement agencies to ensure they are operating within laws and policies.

3. Legislative Drafting: Assists in drafting federal laws, regulations, and policies to ensure they comply with the constitutional and legal framework.

4. Prosecutorial functions: Handles federal prosecutions and may supervise or delegate prosecutions to federal prosecutors.

5. Policy Development: Develops and implements justice-related policies such as criminal justice reform, civil rights, and legal aid.

Ministry of State/Ministry of Justice:

1. State Legal Representation: Provides legal advice and representation to state government, its agencies and officials.

2. Law Enforcement Support: Regularly supports and works with state law enforcement agencies to ensure compliance with state laws and regulations.

3. Procuratorate: Supervise or entrust the prosecutorial power within the state to prosecute cases under the jurisdiction of the state.

4. Legal Services: Providing legal services to the public, including legal assistance and resources.

5. Policy Implementation: Implements state-level policies related to justice, such as criminal justice reform, civil rights enforcement, and victim support services.

Federal and state departments collaborate on a variety of matters, but they focus primarily on different jurisdictional levels. The federal Ministry of Justice handles cases and laws that fall within federal jurisdiction, while state agencies oversee matters within state boundaries.

The responsibilities of these departments are to ensure the fair application of the law, protect individual rights, promote justice, and uphold the legal system within their respective jurisdictions.

THE VARIOUS DEPARTMENTS IN THE MINISTRY OF JUSTICE

The structure and specific departments of the Ministry of Justice may vary depending on the country's legal system and administrative setup. However, this is the general overview of some common divisions or divisions within the Department of Justice:

1. Legal Policy Department/Division: Responsible for developing and advising on legal policy, legislative reform and ensuring consistency with the national legal framework. The department frequently conducts legal research and analysis to guide policy decisions.

2. Legislative Branch/Division: Responsible for drafting laws, regulations and amendments. It ensures that proposed legislation complies with the Constitution and other laws and regulations. The department may also oversee the publication and maintenance of official laws and regulations.

3. Prosecution Department/Division: Handles the prosecution of criminal cases on behalf of the government. It is composed of prosecutors who represent the state in court proceedings, ensuring that justice is done and the law is upheld.

4. Legal Aid Department/Division: Provides legal aid and representation to individuals who cannot afford private legal advice. The department ensures that all citizens have access to justice regardless of their financial status.

5. Civil Rights Department/Division: Focuses on protecting and enforcing civil rights and liberties and addressing issues related to discrimination, equality, and human rights violations.

6. Law Enforcement Oversight Unit/Division: Supervises and supervises law enforcement agencies’ compliance with legal procedures to ensure they operate within the bounds of the law and respect the rights of citizens.

7. Department of International Affairs/International Law: Handles matters such as international law, treaties, extradition and international legal cooperation. It represents the legitimate interests of the country in the international arena.

8. Victim Support Service: Provides support and assistance to victims of crime, ensuring they receive necessary assistance, advice and guidance throughout their legal proceedings.

9. Regulatory Compliance Department/Department: Ensures compliance with laws, regulations and standards within a specific industry or sector.

10. Administrative Support and Services: Handles administrative tasks including budgeting, human resources, IT support and general operations to facilitate the smooth operations of the Department.

These departments or departments may have different names, scope or structures in different jurisdictions, but they share a common mission to uphold the rule of law, promote justice and ensure the effective functioning of domestic legal systems.

THE ROLE OF THE ATTORNEY GENERAL

The Attorney General plays an important role in the legal system, especially in countries that follow the common law tradition such as the United States. They serve as heads of the Ministry of Justice or similar departments responsible for legal matters. The role and responsibilities of the Attorney General are multifaceted and include:

1. Chief Legal Counsel: The Attorney General is the government's principal legal advisor, providing legal advice to the executive branch (including the President or Prime Minister) and government agencies. They provide guidance on legal matters and ensure that government actions and policies comply with the law.

2. Prosecutorial Power: In many jurisdictions, the Attorney General has prosecutorial power and oversees or directly handles criminal prosecutions at the federal or state level. They can decide whether to initiate or intervene in legal proceedings, including high-profile cases, and can delegate these powers to prosecutors within their departments.

3. Legal Representation: The Attorney General's Office regularly represents the government and its agencies in legal proceedings, defending the government's interests in litigation and appeals.

4. Guardian of the Public Interest: The Attorney General is responsible for safeguarding the public interest and ensuring that justice is done. They play a critical role in protecting citizens' rights, enforcing the law, and maintaining the integrity of the legal system.

5. Law Enforcement Oversight: The Attorney General can oversee law enforcement agencies to ensure they operate within the law and are held accountable for their actions. They may investigate cases of misconduct within these institutions.

6. Policy Development: They contribute to the development of legal policy, reform and legislative proposals. The Attorney General can advocate for changes to the law to improve the justice system, address legal loopholes, or promote fairness.

7. International Legal Affairs: In certain circumstances, the Attorney General represents the State in international legal matters, negotiations, and treaties, safeguarding the State's legitimate interests on the global stage.

8. Legal Education and Public Awareness: They may engage in public outreach, educate the public on legal rights and responsibilities, and advocate for legal literacy and awareness.

The specific powers and responsibilities of the Attorney General may vary from jurisdiction to jurisdiction, and in some countries different titles may be used for similar positions (e.g., Deputy Attorney General, Attorney General). Nonetheless, the Attorney General still plays a key role in ensuring the proper functioning of the legal system, upholding the rule of law and representing the government's legitimate interests.

THE NIGERIA POLICE FORCE

Topic of the day

- The security agent involved in the administration of criminal justice in nigeria

- The role of Nigerian Police in carrying investigation

- The organization structure of the Nigerian Police Force

THE SECURITY AGENT INVOLVED IN THE ADMINISTRATION OF CRIMINAL JUSTICE IN NIGERIA

In Nigeria, the Administration of Criminal Justice Act (ACJA) involves various security agents in its implementation to ensure law and order. Some of the key security agents involved include:

1. Nigeria Police Force (NPF): The principal law enforcement agency responsible for maintaining public order and security, investigating crime, and enforcing the law.

2. Nigeria Security and Civil Defense Corps (NSCDC): This agency is responsible for protecting civil society and critical infrastructure, including providing support during crises and emergencies.

3. State Security Service (SSS) also known as the Department of State Services - (DSS): This agency is primarily responsible for intelligence collection and protection of government officials, and plays a role in criminal investigations involving national security issues.

4. Department of Correctional Services: Responsible for the custody, supervision and rehabilitation of criminals. It was formerly known as the Nigeria Prison Service (NPS).

5. Legal Aid Board: Although not a security agency per se, the Legal Aid Board provides legal aid to indigent citizens who cannot afford legal representation.

6. Nigeria Customs Service, Nigeria Immigration Service, Economic and Financial Crimes Commission (EFCC) and other agencies: Depending on the nature of the offense or the specific provisions of the ACJA, other agencies may also be involved in enforcing certain aspects of the law.

These security agencies cooperate under the provisions of the Criminal Justice Act to investigate crimes, collect evidence, make arrests and ensure the administration of justice in Nigeria.

THE ROLE OF NIGERIAN POLICE IN CARRYING INVESTIGATION

The Nigeria Police Force plays a key role in conducting investigations under the provisions of the Administration of Criminal Justice Act (ACJA). The following are some of the key roles and provisions of the ACJA relevant to the Nigeria Police in conducting investigations:

1. Section 4 - Case Investigation: The Police are responsible for investigating all cases reported to them. Upon receiving a report or complaint, they must investigate the matter immediately.

2. Section 6 - Arrest of Suspects: The police have the authority to arrest suspects based on reasonable suspicion and evidence of a crime. They must ensure the rights of those arrested, including informing them of the reasons for their arrest.

3. Section 35 - Detention of suspects: The police are responsible for the custody of arrested persons. They must ensure the safety and welfare of suspects in custody and comply with prescribed detention periods without undue delay in appearing for arraignment.

4. Section 36 - Recording of Statements: Police must accurately record statements made by suspects during the course of an investigation. These statements should be voluntary and free from coercion.

5. Section 38 - Collection of evidence: The police have a duty to collect and preserve evidence relevant to the case. They must also ensure evidence is properly handled and recorded to avoid tampering or contamination.

6. Section 40 - Investigative Aids: Police may use a variety of investigative aids, including forensic tools, experts and technology, to assist investigations.

7. Section 41 - Duty to Disclose Evidence: The police have a duty to disclose all evidence, whether exculpatory or exculpatory, to the prosecution and defense to ensure a fair trial process.

8. Section 43 - Notice of Rights: During the course of an investigation, police must inform suspects of their rights, including the right to legal representation and the right to remain silent.

These provisions of the ACJA outline the roles and responsibilities of the Nigeria Police Force in conducting thorough, fair and lawful investigations while ensuring the protection of the rights of suspects and victims of criminal cases.

THE ORGANIZATION STRUCTURE OF THE NIGERIAN POLICE FORCE

The organizational structure of the Nigeria Police Force (NPF) is provided for by the Police Act. The following is an overview of the structure based on the Act and related provisions:

1. Inspector-General of Police (IGP): The highest ranking officer and head of the Nigeria Police Force. The Inspector General supervises the entire force and is responsible for its management and operations.

2. Deputy Inspector General of Police (DIG): Assistant to the Inspector General, responsible for overseeing various divisions or areas of the police force.

3. Assistant Inspector General of Police (AIG): Chief of a police district responsible for several states within a specific geographical area.

4. Chief of Police (CP): Responsible for police command in the federal states and the Federal Capital Territory (FCT). They oversee police operations and administration at the state level.

5. Deputy Commissioner of Police (DCP): Assistant Commissioner of Police, responsible for a specific department or unit within a state command.

6. Assistant Commissioner of Police (ACP): The head of a department or unit within a national command who assists the Chief of Police in conducting operations.

7. Chief Superintendent of Police (CSP): A police officer at this level usually heads a department or section of a unit.

8. Superintendent of Police (SP): They may serve as head of department within a local government area or lead a specialized unit.

9. Deputy Superintendent of Police (DSP): Officers at this level typically serve as the second-in-command in a department or lead smaller units.

10. Assistant Superintendent of Police (ASP): A junior police officer who may serve as a police officer or in a specialized unit.

This hierarchical structure represents the chain of command within the Nigeria Police Force, ranging from the highest ranking (Inspector of Police) to junior officers (Assistant Inspector of Police and below). The structure allows for clear delineation of powers and responsibilities across departments, units and geographical areas, ensuring efficient policing operations across the country.

FAMILY LAW IN NIGERIA

Topic of the day

- Know what is Family law

- The characteristics of a valid marriage

WHAT IS FAMILY LAW

In Nigeria, family law is the branch of law that governs matters relating to family relationships, marriage, divorce, adoption, child custody and inheritance. It contains various sections and cases outlining rights, obligations and legal procedures regarding family matters. The following is a summary of key chapters and notable cases relevant to Nigerian family law:

Chapters of Nigerian Family Law:

1. Marriage

Section 21 of the Matrimonial Causes Act: Provides grounds for annulment of marriage such as lack of consent, underage marriage and prohibited relationship.

Article 33 of the Marriage Act: sets out the requirements and procedures for marriage, including consent, age and registration.

2. Divorce

Section 15 of the Matrimonial Causes Act: Provides grounds for divorce, including adultery, cruelty and desertion.

Section 16 of the Matrimonial Causes Act: Provides for the welfare of children during divorce proceedings.

3. Child custody and support

Child Rights Act (2003): Governs the rights of children, including custody, maintenance and protection from abuse.

Section 71 of the Matrimonial Causes Act: Settles custody arrangements after divorce with an emphasis on the best interests of the children.

4. Inheritance and Succession

Section 33 of the Wills Act: governs the making and execution of wills in Nigeria.

Customary Law: Recognizes customary practices inherited among the various ethnic groups in Nigeria.

Famous cases:

1. Adeyemi v. Opeyori (1976)

This is a landmark case on the recognition of customary law in the Nigerian legal system, emphasizing the need for customary law to be established and not inconsistent with natural justice, equity and conscience.

2. Oyekanmi v. Oyekanmi (1974)

The case dealt with grounds for divorce in Nigeria and highlighted the importance of proving allegations such as adultery or cruelty to establish grounds for divorce.

3. Folawiyo v. Folawiyo (1981)

Discuss notable cases on the distribution of property and assets in divorce cases, emphasizing equitable distribution based on contributions to property acquired during the marriage.

4. A.G Lagos State v Dosunmu (1989)

This case highlights the recognition and protection of children’s rights under the Children’s Rights Act and the importance of the state in protecting these rights.

Family law in Nigeria is a dynamic field, influenced by legal provisions, customary practices and evolving judicial interpretations designed to ensure justice, protection and stability within the family unit.

THE CHARACTERISTICS OF A VALID MARRIAGE

Under Nigerian law, a valid marriage is characterized by specific requirements outlined in statutes and established through judicial interpretation. The following is a summary of the key features and relevant sections/cases that define a valid marriage in Nigeria:

Characteristics of a valid marriage:

1. Capacity and Consent

Article 21 of the Matrimonial Causes Act: Provides that parties to a marriage must have the legal capacity to marry and give their consent freely and without coercion.

Cases such as Ogbechie v. Onochie (1986): emphasized the importance of sincere and free consent, emphasizing that consent obtained by fraud or coercion may invalidate a marriage.

2. Formal requirements

Section 33 of the Marriage Act: Outlines the formalities for a valid marriage, including proper registration, minimum age requirements and, where necessary, the consent of parents or guardians.

Cases such as Anyaegbunam v. Anyaegbunam (1975): emphasized compliance with legal formalities for the validity of marriage.

3. Forbidden relationships

Article 3 of the Marriage Law: Lists prohibited relationships that prevent marriage due to blood relationships or existing marriages.

Cases such as Awolowo v. Awolowo (1972): Resolved issues related to prohibited relationships and their effect on the validity of marriage.

4. Monogamy and Polygamy

Section 18 of the Marriage Act: Recognizes monogamous marriage by default in Nigeria unless both parties consent to polygamous marriage and meet certain conditions.

Cases such as Aghimien v. Aghimien (1988) discuss the legal implications and requirements of polygamous marriage.

5. Customary and Islamic marriages

Recognition of Customary and Islamic Law: Nigerian law recognizes customary and Islamic marriages, but requires compliance with certain legal formalities for their validity.

Cases such as Alhaji Abubakar Atiku Abubakar v. Hajia Safiya Atiku Abubakar (2007): Addressing the issue of recognition and validity of Islamic marriages under Nigerian law.

Famous cases:

1. Akinloye v. Eyiyola (1968)

The case highlights the importance of consent and capacity for a valid marriage, emphasizing that both parties must give their free and informed consent to the marriage.

2. Ukeje v. Ukeje (2014)

This is a landmark case concerning a girl's right to inherit her father's estate under customary law, challenging discriminatory customary practices against women.

3. Osunma v. Osunma (1990)

This case highlights the importance of observing legal formalities for a valid marriage, emphasizing the need for proper registration and compliance with legal requirements.

4. Amodu v. Amodu (1988)

This case discusses the necessary conditions for a polygamous marriage to be considered valid under Nigerian law.

A valid marriage in Nigeria must comply with the provisions of the law, ensure that both parties have legal capacity, freely give their consent, meet formal requirements, avoid prohibited relationships, and comply with the chosen marriage recognized by law (whether customary, Sharia or statutory law) form.

TORT LAW

Topic of the day

- The law of tort under the Nigerian Law

- The intentional and unintentional tort

- The various damages a tortfeasor can pay to a victim

THE LAW OF TORT UNDER THE NIGERIAN LAW

In Nigerian law, the law of torts deals with civil wrongdoings that results in injury to a person or his or her property. It contains various principles and cases that form the basis of liability for wrongful acts. We will be breaking down the law of tort below;

1. Elements of infringement

A. Duty of care

Donoghue v. Stevenson (1932): This case established the principle that one party owes another party a duty of care to avoid foreseeable harm.

Neighbor Doctrine: From Donoghue v Stevenson also defines who qualifies as a “neighbor” and is owed a duty of care.

B. Breach of obligation

Bolton v. Stone (1951): This case illustrates the concept of breach of duty when a reasonable person would have foreseen a risk of harm.

C. Causal relationship

Peterside v. Onwuchekwa (2018): This case emphasized the need for a direct link between the defendant’s conduct and the plaintiff’s injury to be liable.

D. Damages

Livingstone v. Rawyards Coal Co. (1880): This case emphasized damages as compensation for injury suffered.

2. Types of infringement

A. Negligence

UAC v Macfoy (1961): This case is showing negligence where no duty of care was established.

Economic negligence: Cases involving negligent conduct causing financial loss, such as UAC v. Macfoy.

B. Nuisance

Rylands v. Fletcher (1868): This case established liability for damage caused by the escape of items brought by the defendant onto his land which might cause damage.

C. Intrusion

Okafor v. Nweke (2007): This case shows trespass on land and the remedies available.

D. defamation

Newswatch Communications Ltd. v. Att. Gen. Federation (2019): This case is addressing defamation and the importance of protecting reputation.

3. Defenses in Tort Law

A. Agreement

Ramsay v. Roberts (1980): This case demonstrated that a plaintiff may not be liable if he agrees with the defendant's conduct.

B. Contributory negligence

Doe v. Abubakar (2009): This case established a reduction in damages if the plaintiff caused his own injury through negligence.

4. Vicarious liability

Lulu Briggs v. Minte & Ors (2016): This case demonstrated the principle that an employer can be held liable for torts committed by its employees in the course of employment.

5. Limitations

A. Statute of limitations

Limitation laws sets the time limits within which legal action must be taken for certain infringements.

B. Sovereign Immunity

State v. Mowarin (2001): This case explored the limitations of suing the government in tort cases.

THE INTENTIONAL AND UNINTENTIONAL TORT

THE INTENTIONAL TORT

Intentional torts in Nigerian law include conduct that intentionally causes harm to another person or his or her property. The following is a summary of the chapters and cases related to intentional infringement:

1. Assault 

Article 252 of the Criminal Code: defines assault as the threat or attempt to unlawfully use force against another person.

R v. Omokaro (1961): stated the requirement of intent to cause fear of immediate harm from attack.

2. Battery

Article 351 of the Criminal Code: defines assault as the unlawful use of force against another person.

Ezeiruka v. Onwusonye (1990): emphasized the need for direct or indirect physical contact of batteries.

3. Unlawful imprisonment

Article 257 of the Criminal Code: Defines unlawful imprisonment as an unlawful restriction of a person’s freedom of movement.

R v. Okoro (1974): Proof that imprisonment can be physical imprisonment or imprisonment by threat and that intention is crucial to unlawful imprisonment.

4. Trespass on land

Section 61 of the Property and Conveyancing Act: Deals with unauthorized access to another person's land.

Okafor v. Nweke (2007): Demonstrated the infringement of land title and the remedies available.

5. Misappropriation of movable property

Common Law Principles: Involves interfering with another person's personal property.

Yusuf v. Mohammed (2014): Elucidated the concept of trespass to movable property and the need to show interference or deprivation of property.

6. Conversion

Common Law Principles: Relates to wrongful interference with or deprivation of another person’s property.

Bello v. Eweka (2011): Emphasis on wrongful exercise of title to another’s property as conversion.

7. Defamation

Common law principles and related statutes: Involving misrepresentations that damage a person's reputation.

Newswatch Communications Ltd. v. Att. Gen. Federation (2019): Addressing defamation and the importance of protecting reputation.

eight. malicious prosecution

Common Law Principle: Involves the initiation of legal proceedings without reasonable grounds and malicious intent.

Ukeje v. Obiekwe (2002): demonstrated the elements of malicious prosecution, including lack of reasonable and probable cause.

Intentional torts involve conduct that intentionally causes harm or violates the rights of another person. As mentioned above, there are cases and legal provisions in Nigerian law outlining the parameters and liability regarding intentional infringement.

THE UNINTENTIONAL TORT

Unintentional torts arise primarily from negligence and involve inadvertently causing injury or damage to another person or their property due to a failure to exercise reasonable care. The following is a summary of sections and cases in Nigerian law relating to unintentional infringement:

1. Negligence

A. Duty of care

Common law and statutory law: implies a legal obligation to act reasonably to avoid foreseeable harm.

Donoghue v. Stevenson (1932): Established a duty of care to “neighbors” and the foreseeability of injury.

B. Breach of obligation

Bolton v Stone (1951): Breach of duty is demonstrated when a reasonable person could have foreseen the risk of harm.

C. Causal relationship

Peterside v. Onwuchekwa (2018): Emphasized the need for a direct link between the defendant’s conduct and the plaintiff’s injury to be liable.

D. Damages

Livingstone v. Rawyards Coal Co. (1880): Emphasized damages as compensation for injury suffered.

2. Economic negligence

UAC v Macfoy (1961): Manifestation of negligence causing economic loss without establishing a duty of care.

3. Vicarious liability

Lulu Briggs v. Minte & Ors (2016): demonstrated the principle that an employer can be held liable for torts committed by its employees in the course of employment.

4. Contributory negligence

Doe v. Abubakar (2009): Established a reduction in damages if the plaintiff caused his own injury through negligence.

5. Negligence defense

A. Agreement

Ramsay v. Roberts (1980): Demonstrated that a plaintiff may not be liable if he agrees with the defendant's conduct.

6. Statute of limitations

Limitation laws: Set the time limits within which legal action must be taken for certain torts, including negligence.

7. Sovereign immunity

State v. Mowarin (2001): Explored the limitations of suing the government in negligence cases.

THE VARIOUS DAMAGES A TORTFEASOR CAN PAY TO A VICTIM

In tort law, damages are monetary compensation paid by a tortfeasor (defendant) to a victim (plaintiff) for suffering harm. The following are the various types of damages that a tortfeasor can pay to a victim, along with relevant provisions and cases under Nigerian law:

1. Damages

A. Special damages

Ezeiruka v. Onwusonye (1990): Prove the specific economic losses suffered by the plaintiff, such as medical expenses, loss of income, etc.

B. General damages

Livingstone v. Rawyards Coal Co. (1880): Emphasis on non-pecuniary damages such as pain, suffering, and emotional distress.

2. Nominal damages

Common Law Principle: Awarded to a plaintiff when her rights have been violated but no substantial harm or loss has been proven.

Folawiyo v. Folawiyo (2007): Demonstrated the symbolic nature of nominal damages in recognition of legal wrong.

3. Serious damage

Common law principle: An award is awarded to a plaintiff when the defendant's conduct aggravates the plaintiff's injury or causes additional suffering to the plaintiff.

Newswatch Communications Ltd. v. Att. Gen. Federation (2019): Resolved the issue of defamation and the need for additional damages due to the nature of the harm caused.

4. Punitive/Exemplary Damages

Common law principle: Granted to punish a defendant for egregious conduct and to deter similar conduct.

UAC v. Macfoy (1961): demonstrated the possibility of punitive damages for gross negligence causing economic loss.

5. Restorative damages

Common law principle: aims to restore the plaintiff to the position he was in before the infringement occurred.

Bello v. Eweka (2011): Demonstrated compensatory damages for wrongful deprivation of property.

6. Disdainful damage

Common law principle: Although the court recognizes the plaintiff's entitlement to damages, it awards the plaintiff damages if it disagrees with the plaintiff's conduct.

There is no specific case from Nigeria; common law principles are followed.

7. Future harm

Peterside v. Onwuchekwa (2018): addressed the assessment and award of damages for future losses or expenses resulting from a tort.

COOPERATIVE LAW

Topic of the day

The meaning of cooperative law

The requirements to form cooperative society

Types of cooperative society in Nigeria

THE MEANING OF COOPERATIVE LAW

Co-operative law refers to the set of rules and regulations that regulate how cooperatives operate. Now, a cooperative is like a team where people come together for a common goal, such as running a store or producing goods. Cooperative law outlines how these groups should be organized, how decisions should be made, how profits should be shared, and how members should be treated fairly. It's like a rulebook that helps everyone in the cooperative work together smoothly and fairly.

THE REQUIREMENTS TO FORM COOPERATIVE SOCIETY

The requirements for establishing a cooperative may vary in different countries or regions, but there are generally some common steps and standards:

1. Minimum Number of Members: Typically, there are minimum number of members required to form a cooperative. Depending on local laws, this can range from a small number of people to a larger group.

2. Common goals: Members must share a common goal or purpose for forming a cooperative, such as pooling resources to achieve economic, social or cultural benefits.

3. Legal Documents: Legal documents outlining the cooperative’s charter, goals, rules, and regulations often need to be drafted and filed. This may involve drafting articles of incorporation.

4. Registration: Cooperatives generally need to be registered with the appropriate government department or agency. This involves submitting the required documents and paying any necessary fees.

5. Contribution: Members are typically required to make financial contributions to the cooperative through membership fees, purchase of shares, or other forms of investment. This funding helps get the cooperative up and running.

6. Democratic Structure: Cooperatives generally operate on a democratic basis, with each member having an equal say in decision-making regardless of investment level.

7. Compliance: Complying with legal and regulatory requirements is critical. This may involve regular reporting, holding regular meetings, maintaining financial records and complying with tax and other legal obligations.

These requirements may vary depending on the specific laws and regulations of the region or country in which the cooperative is located. It is recommended to consult with legal counsel or an expert familiar with partnership law to ensure that all necessary steps are followed.

TYPES OF COOPERATIVE SOCIETY IN NIGERIA

In Nigeria, cooperatives can be classified into various types based on their main objectives and service sectors. Some common types of cooperatives in Nigeria include:

1. Agricultural cooperatives: Mainly engaged in agricultural activities, including crop cultivation, livestock raising and agricultural product processing. Members pool resources to improve agricultural productivity and marketing.

2. Consumer Cooperative: A group of individuals who come together to purchase goods and services in bulk at reduced prices. This helps members obtain products at a lower cost than purchasing them individually.

3. Credit/Savings and Loan Cooperatives: These cooperatives provide financial services to their members, providing savings, credit and loan facilities. Members contribute to savings and can obtain affordable loans for a variety of purposes.

4. Housing Cooperative: Members cooperate to address housing needs through collective financing, construction, or acquisition of housing units. This enables members to own or rent affordable housing.

5. Worker cooperative: Made up of employees who jointly own and manage a business. Employees participate in the company's profits, decisions, and operations.

6. Marketing cooperatives: focus on assisting members in collectively marketing their products. They help sell products, negotiate better prices, and get member merchandise into a larger market.

7. Multifunctional Cooperatives: These cooperatives are diversified cooperatives engaged in various economic activities, combining elements of different types of cooperatives such as agriculture, consumer services and credit services.

Each type of cooperative in Nigeria sets specific goals based on the needs of its members and contributes to economic development by promoting cooperation, economic empowerment and community development.

CONFLICT RESOLUTION AT A GLANCE

What is conflict resolution?

Conflict resolution is the process that two or more parties use to find a cordial solution to a problem. Conflicts can occur between friends and family members, but also between coworkers, clients, and customers. In the workplace, having poor conflict resolution skills can reflect very negatively on your organization.

Why is conflict resolution important?

Conflict resolution is crucial for both the workplace and client relationships. Conflict resolution brings people together to figure out a solution to a problem rather than pulling them apart. The goal of a workplace is to create an inclusive environment of people that know how to manage and limit conflicts. You can’t expect to have a conflict-free workplace, so instead, you should aim to ensure everyone has the skills to handle conflicts in a professional manner.

5 important conflict resolution skills

Conflict resolution doesn’t come easily to everyone. Some people naturally default to unhealthy responses, even if it’s not what they intend to say. This is why it’s crucial to know important conflict resolution skills. Instead of handling a situation with anger and resentment, conflict resolution skills teach you to respond in a calm and non-defensive manner.

1. Active listening

The first step in resolving a problem is taking the time to listen to what the other party has to say. It’s easy to assume that you’re the right one in the situation and dismiss the other person’s thoughts, but that mindset doesn’t help resolve the issue. Instead, it’s imperative to do active listening.

2. Communication

Communication is key in every relationship, whether it be professional or personal. If you don’t communicate your thoughts and feelings to the people around you, how can you expect them to understand how you feel?

3. Don’t place blame

The last thing you want to do during a conflict is place blame on one another. You shouldn’t point fingers, as this can escalate the conflict and make matters worse. Instead, create a safe environment that doesn’t place blame on one specific person.

4. Remaining calm

Sometimes, our natural response during an argument is to let emotions like anger and frustration take control, but that seldom results in a resolution. Your tone of voice goes a long way in a conversation, which is why it’s important to remain calm when resolving a conflict. Although it might be hard to stay level-headed during a disagreement, it’s necessary so that you don’t exacerbate the issue.

5. Collaboration

In a conflict, both parties often believe they’re in the right, which is why it’s important to collaborate and find common ground and compromise. Conflict resolution is a joint effort. You can’t expect one party to come to the solution all by themselves. Instead, you need to work together to reach a solution that works for everyone. Having the willingness to collaborate will also show the other party that you’re able to put your differences aside to come to a conclusion as a team.

Conflict resolution strategies

When addressing conflict, there are various strategies that you can follow. All of these strategies are often used in the court of law, but they can be applied to any sort of conflict situation, including in the workplace.

1. Negotiation

Negotiating can be hard, but it’s crucial when it comes to conflict resolution. Negotiating means putting your differences aside and working together to come to a conclusion.

2. Mediation

The mediation strategy involves enlisting a neutral, unbiased third party who can help you come to a conclusion. Sometimes, having another person involved in a discussion is all you need to find a solution.

3. Arbitration

Arbitration involves having a third party that acts as a “judge” who will make the final decision to end the dispute.

4. Litigation

In litigation, the parties involved in the dispute will go in front of a judge or a judge and jury who will hear both sides of the argument, weigh the evidence, and then make a decision.

In conclusion, Having good conflict resolution skills is necessary both within and outside of the workplace. Conflicts are inevitable. Everyone in your office can get along extremely well, and you’ll likely still find yourself faced with a conflict from time to time. So instead of trying to avoid conflicts altogether, you should work on your conflict resolution skills.

The way you handle a conflict shows a lot about who you are as a person. If you can resolve a conflict with grace and calmness, it indicates that you’re willing to put your differences aside for the sake of a resolution, which is a very important trait to have. The next time you find yourself faced with a conflict at work, follow the above strategies and you’ll be comfortable with conflict resolution in no time.

HUMAN RESOURCE MANAGEMENT COURSE SUMMARY (FINAL PART)

HUMAN RESOURCE MANAGEMENT (HRM)

DAY 6

Topic of the day

What is recruitment and its type

Policy of recruitment 

What is induction

Theorists that has significantly contributed to the development of modern day management attitude in HRM 

WHAT IS RECRUITMENT AND ITS TYPE

In an organization as an HRM manager, one of the major responsibilities is to hire or recruit the right candidate for a particular job position.

Recruitment therefore ids the process of finding suitable job applicants using advertisement, employment agencies, and word of mouth. An organization can decide to recruits its staff either, internally or externally and this world lead us to the types of recruitments which are;

Internal recruitments

External recruitments

INTERNAL RECRUITMENTS

This is the type of recruitments done within the organization and it involves considering present employees as applicants for an available position. These often occur in the mode of promotion and it provides motivation for current employees. An example is where the security man of an organization becomes or can become the accountant of such organization or even the HRM manager. This is what we call internal recruitments.

However, one of the advantages of this internal recruitment is that it saves costs as the organization does not shave to do any advertisement, employment agencies and work of mouth.

EXTERNAL RECRUITMENT

This is an intense process whereby companies have to post the job descriptions on different job boards in order to select suitable candidates for the job. An example is where Dangote Company wants a new manager or accountant, the moment where someone not within the organization is applying for that application or job role is known as external recruitment.

Recruitment methods depends of the following but not limited to;

Size of the organization

Type of position available

The nature of the labor force in the organization or in that particular area.

POLICY OF RECRUITMENT

Recruitment and selection policy is a statement of principles outlining how your organization should conduct its recruitment and selection process. The main aim of having such policy is to ensure that transparent and non bias recruitment and selection process is followed in order to ensure that the appointment of the best candidate and also to ensure that all candidates are selected based on merits and the candidates is free to carry out that job based on the organizational values and the goals of that organization.

REASONS FOR HAVING SUCH POLICY

To ensure that job description meets business requirements 

The requirements process should be lawful

The candidate can be confident that is a genuine job offer.

To ensure that the process can be followed by all stakeholders.

STEPS FOR CANDIDATE SELECTION PROCESS

Suitability – this means writing an accurate position description is an important part of the recruitment process. It describes the primary takes involved as well as core competencies required to perform the role. As the HRM, you must ensure that the person can perform the role.

Consistency – it is expected that the HRM and hiring manager use pre determined criteria at all stages of the recruitment process in order to reduce the risk of bias and discrimination.

Legality – the recruitment should be legal. Privacy and equal opportunity legislation requires that the recruitment process is conducted in a fair and transparent manner.

Not all job advertisement are genuine therefore candidates have to be sure of the job vacancy.

Transparency – the recruitment and selection policy ensures that all stakeholders in the recruitment process (HR, departmental heads, line managers) are able to follow up the process and be confident of the outcome and also select best and transparent candidate without favoritism.

DUTIES OF EMPLOYERS

Under section 8 of the act, employer has duty to ensure employees safety, health and welfare at work as far as it is reasonably practicable. In order to prevent workplace injuries and ill health, the employer is required among other things to;

Provide and maintain a safe workplace which uses safe plant and equipment

Prevent risks from use of any article or substance and from exposure to physical agents, noise and vibration.

Prevent any improper conduct or behavior likely to put the safety, health and welfare of employees at risk.

Provide instruction and training to employees on health and safety.

Provide protective clothing and equipment to employees.

DUTIES OF EMPLOYEES

The duties of employees while at work are set out in section 13 of the act. These include the following;

To take reasonable care to protect the health and safety of themselves and of other people in the workplace.

Not to engage in improper behavior that will endanger themselves or others

Not to be under the influence of drinks or drugs in the workplace.

To undergo any reasonable medical or other assessment if requested to do so by the employer.

To report any defects in the place of work equipments this might be a danger to health and safety.

In HRM, it is very important to report accidents that occur in the organization. Al accidents in the workplace should be reported to the employer, who should record the details of such incident.

Reporting the accident will help to safeguard social welfare and other rights that may arise as a result of an occupational accident.

An employer is obliged to report any accidents that results in an employee missing 3 consecutive days at work (not including the day of the accident) to the health and safety authority. 

Occupational accident is an unexpected and unplanned occurrence, including acts of violence, arising out of or in connection with work which results in one or more workers incurring a personal injury, disease or death.

HUMAN RESOURCE MANAGEMENT COURSE SUMMARY 5

HUMAN RESOURCE MANAGEMENT (HRM)

DAY 5

Topic of the day

What is personnel record

Need for personnel record

Information contain in a personnel record

Type of personnel record

Purpose of personnel record

What is an office thefts

What is induction

PERSONAL RECORD

As an HRM manager, you should have the record of all your staff. Personnel records are documents which show the relationship between employers and employees, and the employee’s career history in the organization. The information held in this record is used to make decisions about suitability for promotions, transfers or in some cases, disciplinary actions. Therefore, every organization employs staffs and creates personnel records. Staffs are among an organization most important and usually most expensive asset. Like any other assets, staffs are resources that must be deployed to maximize advantage.

NEED FOR PERSONNEL RECORD

Good personnel records are necessary to allow the nest use of available staff and promote efficiency in the organization. The records also help the organization make good use of scarce resources and help provide an accurate source of data, which can be used in other information systems throughout the organization.

INFORMATION CONTAINED INA PERSONNEL RECORD

Personnel number or code

Full name

Full address of the employees

Date of birth

Date of appointment

Education and training

Job or position

Pay scale

Current entitlement

Medical history

TYPES OF PERSONNEL RECORD

Record of employment – contains applicants past record, lead sources, employees progress and medical reports 

Wages and salary record – this contains the payroll record, method of wages and salary, leave record, turnover record and other benefits records.

Training and development – this contains appraisal reports, transfer cases, training schedules and training methods.

Health and safety records – this contains sickness reports, safety provisions, medical history, and insurance report.

Service record – these are essential records containing the bio data, residential and family information, academic qualifications, marital status, past address and employment records.

PURPOSE OF PERSONNEL RECORD

To help the government organization together data in respective of the rate of turnover, rate of absenteeism and other personal matter

To help the manager to make salary revisions, allowances and other benefits related to salaries.

To help the researcher to carry in depth study with respect to industrial relationship and goodwill of the firm in the market.

To help to supply crucial information to managers regarding he employees.

To keep an update record of leave, lockout, transfer, turnovers of the employees.

To help the manager in forming various trainings and development program on the basis of present scenarios.

WHAT IS EMPLOYEE THEFTS OROFFICE THEFTS

Employee theft covers the stealing of money, time, and merchandise from the workplace, with the intent of personal gain. It can happen through the acts of larceny, embezzlement, skimming or fraudulent disbursement. Although any one could steal, from serial thieves to desperate employees to cleaning staffs, or building visitors

HOW TO PREVENT OFFICE THEFTS

Hire the right people

Supervise your employees

Find weakness in building security

Be certain that all windows are secure

Make sure all doors are solid

Install motion sensitive and constant outside lights

Leave some interior lights on even when the business is closed

Install computer security measures

Track your business checks

Make sure rest rooms are locked with high security locks that only employees have keys to.

WHAT IS INDUCTION

Induction is a process a new recruit goes through to be introduced to the company and their new role. Once recruitments have been done and qualified candidates have been selected for the job, the next step is the induction.

Induction simply means the introducing of the new recruits candidates or employee. This includes not only meeting managers and colleagues but also getting to know about the building and its layout and also being trained on the use of phone and ICT system as well as familiarization with the policy and procedure.

Induction process also involves;

Meeting new people

Meeting colleagues

Meeting management of various departments

Introduction to business tone

HRM induction

Socialization

Practical information

Training 

HUMAN RESOURCE MANAGEMENT COURSE SUMMARY 4

HUMAN RESOURCE MANAGEMENT (HRM)

DAY 4

Topic of the day

Definition of training and types of training

Definition of motivation

How to motivate employees

What is management styles

Different styles of management styles to practice

What is motivational strategies

What is an equal opportunity policy

What is resignation and types of resignation

WHAT IS TRAINING AND DEVELOPMENT

This refers to a system of educating employees within a company. It includes various tools, instructions and activities designed to improve employee performance. It is an opportunity for employees to increase their knowledge and upgrade their skills.

In HRM we have two types of training

Onsite training

Offsite training

Importance of training in HRM includes;

To the organization

To the employees

For personal and human relation

TO THE ORGANIZATION

Gets more effective in decision making and problem solving

Improve the morale of the workforce

Helps people identify the organizational goal

Aids in developing leadership skills, motivation, loyalty and better attitude.

Aids in improving productivity and quality of work

Aids in understanding and carrying out organizational policies.

Aids in organizational development

Creates an appropriate climate for growth and development

Helps employee adjust to change

TO THE EMPLOYEES

Increases job satisfaction and recognition

Moves a person towards personal goals while improving skills

Helps in eliminating the fear of attempting new tasks

Provides the trainee with an avenue for growth

Through training and development, motivational variables or recognition, achievement growth, responsibility and advancement are internalized and operationalized

Provides information for improving leadership, communication skills and attitudes.

Helps to handle stress, tension, frustration and conflict 

FOR PERSONNEL AND HUMAN RELATION

Improve inter personnel skills

Improves morale

Builds cohesiveness in groups

Makes the organization a better place to work and live

ONSITE TRAINING

Onsite training can also be called as on the job training. These trainings are conducted inside the organization and it enables the inexperienced staffs to learn new things by observing their co workers or superiors performing on the job. These kind of training is cheaper and also easier to conduct. 

The onsite training can be divided into various types and these includes;

Coaching

Mentoring

Job instructional techniques

Job rotation

Apprenticeship

Understudy

COACHING

This is an onsite training or an on the job training. It is a one on one training that is, a single employee entrusted to a single superior or co worker. What the superior needs to do is identify the weaknesses of the new employees and focus on improving them theoretically or practically. It is commonly used to guide an operational employee.

MENTORING

This is like the coaching as it is also a one on one training type. The difference is that mentoring focuses on developing the attitudes of the employee rather than the technical skills and also used to commonly guide an employee ion a managerial level as it can only be given by the seniors of the organization.

JOB INSTRUCTIONAL TECHNIQUES (JIT)

This is a structural training method under which the staffs are provided with step by step training and it can involve two or more trainers at a time. For example, we have 4 trainers A, B, C, D. where trainer A will provide an overview of the job, trainer B will practically exhibit or explain the job then trainer C will observe how well the staffs can comply with their knowledge while trainer D will provide feedbacks to help the staff where necessary.

JOB ROTATION

This is an interesting way of training employees by rotating them through services of closely related jobs. These kind of training allows the employees to learn many things and get familiar with different jobs.

APPRECNTICESHIP

This is a modern approach of training a practitioner and this method is always adopted for inexperienced staffs or fresh graduates especially for a technical field. These kinds of employees do the same work as their superiors or experts and are paid lesser than other employees doing the same job. This style is very expensive as there is no assurance that the employees will continue to work in the same organization.

UNDERSTUDY

This is basically the person that replaces any staff in their absence. This is the process in which the superior instructs the staffs by considering them as an understudy by making them learn from the seniors by observing and experiencing how to handle the day to day tasks and it prepares the staff to be able to handle full responsibility on his or her own.

OFFSITE TRAINING

Offsite training can also be called off the job training and these training programs are conducted away from the workplace. This mode of training is very expensive but it is also very effective in training staffs. These can be sub divided into three groups;

Lectures and conferences

Vestibule training

Lectures and conference

LECTURES AND CONFERENCE

These are the traditional method of training employees. It always aims at training a large audience through verbal presentation and interactions. This idea is used to motivate the employees using an effective and strong speaker.

VESTIBLE TRAINING

This is a modern method of training staffs under which the staffs are trained at prototype environment of specific job. These kind of training will enable the staffs to be ready to do the real job because the training environment are conditioned with similarities to the actual workplace as it reduces initial nervousness.

SENSITIVITY TRAINING

This is where a number of people work together in the company and it is very essential for every staff to consider his or her work sentiments and feelings. This is a special training provided to the employee to make them capable of understanding about themselves and others reasonably. These kind of training aims at developing behavioral flexibility and social sensitivity in the employees as it helps in realizing personal qualities and issues that is strength and weaknesses while getting to know other employees.

WHAT IS MOTIVATION?

Motivation is derived from the word motive and it is defined as the process of motivating individuals to take action in order to achieve a goal. This can also be defined as the need, desire, want or drive within the individual, as a process of stimulating people into actions in order to accomplish the goals of the organization. Motivation describes the level of desire employees feel to perform regardless of the level of happiness. Motivated employees tend to be more productive, engaged, and invested in their work.

HOW TO MOTIVATE EMPLOYEES

There are many ways to encourage or motivate employers as managers who want to improve productivity, must make;

The employees have the feeling that their job is important and key to the success of the organization.

He must make sure the employees believe that good work is rewarded accordingly

He must make sure that the employees see that they are all treated fairly without favoritism or discrimination

MANAGEMENT STYLES

A management style is the particular way managers goes about accomplishing objectives and goals, that is, the decision making, the planning and organizing , and exercising of authority. This varies from company to company, managers to managers, and persons to persons. However, we have different management styles;

Autocrative style of working

Paternalistic style of working

Democratic style of working

Laisser faire style of working

Management by working around style of working

AUTOCRATIVE STYLE OF WORKING

This is a style in which the superior does not take into consideration the idea and suggestions of the subordinate in the decision making of the organization. The subordinates are dependent on the superior without the freedom of making decisions themselves. The subordinates also lack motivation and only adhere strictly to the policies of the superiors. Therefore, autocrative syle of working simply means the style of working in which decision, organizational policies, guidelines, are all in the hands of the superiors.

PATERNALISTIC STYLE OF WORKING

This is where the leader decides what is best for the employees as well as the organization and the policies are diverse to the benefit of the employees and organization. The suggestions and feedbacks of the subordinates are also taken into consideration before decision is made regarding the organization. Employees here also feel attached and loyal to the organization and this makes them feel highly motivated and enjoy their work.

DEMOCRATIC STYLE OF WORKING

This is a style of working where the superior will welcome the feedback of the subordinates and employees are invited to discuss the pros and cons of plans and ideas. This also ensures an effective and healthy communications between the management and the employee and this enables the superior to listen to whatever the employee has to say before making a final decision on anything.

LAISSER FAIRE STYLE OF WORKING

This is a style of working where managers are employed just for the sake of it because they do not contribute much to the organization as the employees are the ones responsible for making decision and managing the work on their own and they do not depend on their managers.

MANAGEMENT BY WORKING AROUND STYLE OF WORKING

In this style, the managers treat themselves as an essential part of the team and are effective listeners. The superiors also interact with the employees often to know their concerns and suggestions. The leader here is more like a mentor that guides the employees whenever the need arise. The manager does not sit in an office but instead, they walk around to see what is happening.

WHAT IS MOTIVATIONAL STRATEGIES

Motivation strategies are techniques that promote the individual goal related behavior, to develop motivated employees. The HR manager should ensure that HR personnel, as well as the other departmental managers must do the following;

Empowering employees

Providing an effective reward system

Redesigning jobs

Creating flexibility

EQUAL OPPORTUNITY POLICY

This simply means fair treatment for each individual, everyone is supposed to have equal access to job opportunities, promotion and other benefits, no favoritism of one staff over another, there should be no discrimination on the basis of gender, race, religion or physical disability.