Maintenance Of Social Order With Particular Emphasis On Police Reform(Police Reform)
(A case study of Police Reform)
Police reform refers to the systematic restructuring of law enforcement agencies and practices to improve accountability, transparency, and community relations while enhancing the efficacy of maintaining social order. It encompasses a spectrum of initiatives aimed at addressing issues such as police brutality, racial bias, and procedural injustices within law enforcement institutions. Through comprehensive training programs, enhanced oversight mechanisms, and the implementation of community policing strategies, police reform endeavors to cultivate trust between law enforcement agencies and the communities they serve. By fostering dialogue, implementing policies to mitigate misconduct, and promoting equitable enforcement of the law, police reform endeavors to uphold civil liberties and promote social harmony in contemporary societies.
This work fries to find out the maintenance of social order in Nigeria with particular emphasis on police reform police reform.
As very Nigerian literally depressed over the ineffective ad inefficient performance of most government owned establishment such a situation makes null of the good intentions of government in setting up such organization. From the work of earlier researches and seminars and talks delivered by eminent scholars it is widely believed that the reason why government owned establishment have remained insoluble hangs on management more especially personnel management. The work set out unravel these seeming mysteries, the administration of Enugu state Board of internal revenue which have caused so much groaning pains, agony and frustration to their staff and even larger society has been responsible for improper taxation in Enugu state. To ascertain these problems, these problems, a questionnaire was drawn in which the preliminary question sought to identify the person of the respondent ie her personal data. The rest of the question was on the various aspects of what could be responsible for the problem hindering the smooth and efficient running of the establishment. It was gathered that the main reason for problem of personnel management are as follows:
Lack of motivational policies for employees.
Enugu state board of internal revenue had not articulated a meaningful training programme for their workers the board of internal revenue had not being to promote their staff as and when packages of the board were not promising and are not comparable to other in similar establishments.
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE
1.1 Background of the study
1.2 Statement of problem
1.3 Objective of the study
1.4 Scope of the study
1.5 Research Questions
1.6 Significance of the study
CHAPTER TWO
LITERATURE REVIEW
2.1 Theoretical Framework
2.2 Motivation in Work-Needs and Their Satisfaction
CHAPTER THREE
METHODOLOGY
3.1 Design of study
3.2 Population of study
3.2.1. Sample Technique
3.3 Instrument for data collection
3.4 Validity of instrument
3.5 Reliability of the instrument
3.6 Method of data collection
3.7 Method of data analysis
CHAPTER FOUR
Data presentation and analysis
Distribution and collection of questionnaire
CHAPTER FIVE
Summary and conclusion
5.1 Discussion of results
5.2 Conclusion
5.3 Recommendation
5.4 Limitation of study
Bibliography
Questionnaire
BACKGROUND OF THE STUDY
Before its establishment, the then Anambra State Board of Internal Revenue, was established under the Anambra state of Nigeria Civil Service edict with its Headquarters at Enugu Secretariat. The Board had its four zonal offices (Enugu zone, Fegge zone, Nsukka zone and Abakaliki zone).
Enugu state Board of Internal Revenue came into being after creation of state from old Anambra state in August 27th 1991. The Board had its first Director in the person of Chief H.O. Attama with over one thousand, two hundred staff.
It was left with three zonal offices (Enugu, Nsukka and Abakaliki zones) Today Enugu State Boad of Internal Revenue exists with only two zonal offices (Enugu and Nsukka zones) after carving out Abakaliki from Enugu state in 1996.
The state Board of internal Revenue still has its head office at the state secretariate opposite Enugu state Criminal Investigation Divisional (CID) office.
Its statutory services is collecting and accounting for Taxes due to the state.
The Enugu state Board of internal Revenue today has staff Board of internal Revenue today has staff strength of Nine hundred and fifty with the following departments:
1. The policy section (chairman office)
2. Public Relations office
The Internal Audit
HOD collection
HOD Assessment
HOD Personnel
HOD Capital Gain Tax (other taxes)
HOD statistics
STATEMENT OF PROBLEM
The problems that hindered the smooth and efficient
Running of this establishment included the following:
Enugu state Board of Internal Revenue has diversed and varied personnel management problem which includes lack of motivation policies for their employee.
Enugu state Board of Internal Revenue had not articulated a meaningful training or retaining programmes for their workers
The state Board of Internal Revenue had not been promoting their staff as and when due.
The welfare packages of the state Board of Internal Revenue were not promoting and cannot be compared to other similar establishments.
OBJECTIVE OF THE STUDY
There are numerous reasons why government set up this establishment. The establishment is in public sector with the emphasis on revenue generation. It is expected that as revenue organization that it can constitute a binder to the public and the government that formed it and this may include:
To investigate the motivational policies of the Enugu State Board of Internal Revenue. Revenue to enhance revenue generation in the state.
To examine the training programmes of the Board with a view to evolving one tail to meet the needs of the employee.
To find out why Enugu State Board of Internal Revenue are not promoting their workers as and when due.
To appraise the welfare packages of the Board and compare it with those of other establishment.
SCOPE OF STUDY
The scope of this study covers:
The activities of personnel management in government owned establishment as represented by Enugu State Board of Internal Revenue.
The activities of personnel management in government owned corporations as represented by Enugu State water Corporation
RESEARCH QUESTIONS
To what extent does personnel management meet what is required from it to Enugu State Board of Internal Revenue?
To what extent does Enugu State Board of Internal Revenue consider experience in engaging worker?
To what extent does the Enugu State Board in Internal Revenue sponsor Personnel management training both internal and external?
What kind of leadership style does the Board of Internal Revenue applies in their operations?
SIGNIFICANCE OF THE STUDY
Enugu State Board of Internal Revenue will get their establishment objectives which increase motivational policies for their workers.
Consequently the workers will be able to have their promotion as and when due.
Through this investigation, training and retaining of workers of Enugu state Board of Internal Revenue will increase in the development of the establishment.
On the same issue, the establishment will decide the welfare packages of the workers to be similar with other establishments.
Lastly, government will be in a position to plan the right strategies to enable the establishment reach their objectives.
Maintenance Of Social Order With Particular Emphasis On Police Reform (Police Reform):
Maintaining social order is a crucial function of any government, and the role of the police in this endeavor is central. Police reform has gained significant attention in recent years due to concerns about police misconduct, abuse of power, and systemic issues that have eroded trust between law enforcement agencies and the communities they serve. Achieving effective police reform is essential for ensuring both public safety and the protection of individuals’ rights. Here are some key aspects of police reform and how it contributes to the maintenance of social order:
Transparency and Accountability:
Body Cameras: Equipping police officers with body cameras can increase transparency and accountability by providing an objective record of interactions between officers and the public.
Use of Force Policies: Developing clear guidelines for the use of force and regularly reviewing and updating these policies is critical to reducing incidents of excessive force.
Training and Education:
Crisis Intervention Training: Training officers in de-escalation techniques and crisis intervention can help reduce the use of force in encounters involving individuals with mental health issues.
Cultural Competency Training: Officers should receive training in cultural sensitivity and bias reduction to improve their interactions with diverse communities.
Community Policing:
Engagement: Police departments should actively engage with the communities they serve through programs like community policing, which fosters trust and collaboration.
Advisory Boards: Establishing civilian oversight or advisory boards can provide a channel for community input and oversight of police activities.
Accountability Mechanisms:
Independent Oversight: Independent oversight bodies can investigate complaints against officers and hold them accountable for misconduct.
Internal Affairs: Police departments should maintain robust internal affairs divisions to investigate allegations of misconduct thoroughly.
Recruitment and Hiring:
Diverse Workforce: Recruiting a diverse police force that reflects the demographics of the community can enhance trust and understanding.
Screening: Implementing thorough background checks and psychological evaluations during the hiring process can help identify candidates prone to abusive behavior.
Technology and Data Collection:
Data Collection: Police departments should collect and analyze data on arrests, use of force, and officer-involved shootings to identify patterns of misconduct.
Predictive Policing: Use technology to predict and prevent crime rather than relying solely on reactive measures.
Legal Reforms:
Qualified Immunity: Reevaluating and potentially reforming qualified immunity, which can shield officers from civil liability, can make it easier to hold officers accountable for their actions.
Civil Forfeiture: Reforming civil asset forfeiture laws to protect individuals’ property rights is also important.
Budget Allocation:
Reallocate Resources: Reconsidering how police budgets are allocated and investing in social services, mental health resources, and community programs can address root causes of crime and reduce the burden on law enforcement.
Public Input and Advocacy:
Advocacy Groups: Encourage and support community advocacy groups and organizations working for police reform.
Policy Review: Continuously review and update police policies based on community feedback and evolving best practices.
Effective police reform is an ongoing process that requires collaboration between law enforcement agencies, communities, policymakers, and advocacy groups. When implemented comprehensively, it can help restore trust in the police, reduce incidents of misconduct, and contribute to the maintenance of social order by ensuring that law enforcement serves and protects all members of the community equitably.