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...institutions. essence of the study is to assert or disregard the invidious discriminatory practices of not having equitable number of women at the helm of affairs of the educational system of African societies and Nigeria in particular. Data were collected from 132 education managers (83 men and 49 women) at the top echelon of tertiary institution headship, using the 'Job Involvement (Self)', instrument designed by Lodahl and Kejner (1965). Data were analyzed using the student-test, and regression statistics. Result showed among others that the tested men and women differ in their job commitment and that the variations of difference are predicated by variables other than gender, such as, age, educational qualification and work experience. It is recommended that women who are into teaching or stereotype job areas should be given opportunity to head decision-making areas in education in order to achieve internal system efficiency and to sustain the standard of education.
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Evaluation of Job Involvement Potency of Nigerian Male and Female Managers in Education: Implications for Balancing Gender Gap in Employment.
INTRODUCTION
Modern public organizations like the educational institution are faced with lots of challenges in order to meet the sophistication brought about by not only enlarged demands from the industries and society but by explosions in the sciences, arts, technology and business. This therefore necessitates that managers of institutions should be in control of not just their traditional roles of planning, organizing, leading and controlling, but must mobilize human efforts in order to meet implementation and innovative challenges. One wonders therefore if this enormous task is either male or female preserve or what gender sub-set is most capable of such managerial creativity and, or change adoption?
BACKGROUND TO THE STUDY
Male managers compete to occupy topmost level organization. Their women counterparts are often alleged to be either not aspiring for higher job positions or do not posses the relevant knowledge and skills. This raises the curiosity therefore the urge to assess the experience of women who are already on the top managerial positions of organizations with education as case in point here.
As she bestrides the financial institution empire, Bola Kuforiji-Olubi (in Onyene 1996), noted, to the constemation of men and women who admire her that;
The journey to the top management position is by no means easy for both men and women; but while opportunity is made less cumbersome and easy for men, it is extremely hard struggle for women. Evidence of obvious discrimination against women abounds in most establishment in terms of promotional opportunities for higher management or executive responsibilities even where such women have proven capabilities.
The above assertion is neither mere allusion, nor borne out of prejudice because the speaker was bemoaning her talking out of experiences. This phenomenon probably made Oladapo (1992) to suggest that, "Professional women must strive to be better than men; primarily extend their achievement motives, and aspire beyond the traditional female work level in order to experience forms of career success". She insisted that large number will definitely revert odd situations against female involvements employment, and or promo ability.
Prince Bola Ajibola (1989) traced inequality in organizational headship and promo ability to not only societal attitude borne out of subjugation but an offshoot of statutes rooted in age-long prejudice. He noted that because inheritance is matrilineal, the males are automatically put in charge of the social and corporate organizations of production. He then asserted, without apology, that it in this light "that men determine the value of women in modern Nigeria" (p. 21). If men were empowered by law, who then is the woman to attach values to herself? Men, as organizational first callers therefore dictate by covert discriminations how women will be employed and promoted.
Although one recognizes the interplay of conventional factors like politics, economic control, socio-cultural dictates as impacting on role ascription and role performance as in formally organized task, it is still dependent on Evaluation of Job Involvement Potency of Nigerian Male and Female Managers in Education: Implications for Balancing Gender Gap in Employment. workers' level of commitment and therefore allegiance to duty. Henning and Jardin (1979) claim that since less than five per cent (5%), of officials at both middle and higher management levels are women, a cutback in the opportunities open for men as insiders to mainstream work sector may be necessary for gender balancing. They found through research that modern organization seem to have assimilated many culture and experience in their rules regarding organizational ethics and behaviour; style of communication; and mode of relationships. Thus women need to learn a lot of male related career issues in order to function successfully alongside their male peers. Women may have to work as more than survival level jobbers, hence the need to review their operational ambitions, dedication, commitment, selflessness, zeal for busy work life, acceptance of extra duties and responsibilities, etc, as...
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