Human Resource Management and Organizational Behaviour in the University System: the Registry Experience

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Human Resource Management and Organizational Behaviour in the University System: the Registry Experience

INTRODUCTION				the Registrar is to ensure that human
				resources are utilized and managed
In every organization, there are three major				effectively and efficiently to meet the
resources to be managed if the organization				university goals.
wants to achieve its objectives and goals.
These resources are Humans, materials and				HUMAN RELATIONS APPROACH TO MANAGEMENT
financial resources. And out of these three,
human resource management is the most				Good human relations in an organization, for
important and difficult to manage. The reason				it to function effectively and efficiently
being that every human being is born unique				cannot be over-emphasized. It provides
and therefore is bound to have different				knowledge on how people interact and respond
characteristics-- that is, the ways they				in different organizational situations in an
think feel reason and act. Secondly, human				effort to satisfy their needs and in the
beings control and coordinate the other				process meet organizational goals. The chief
resources. They constitute the workforce of				administrator's ability to understand his
an organization and are referred to as				staff and their problems, and his belief in
personnel. Since human nature plays a very				and the practice of democratic leadership
major part in the overall success of an				will go a long way to make him succeed in his
organization, it is therefore important to				supervisory and administrative task. The
have an effective working relationship				effective operation of any organization
between the employee and the manager as this				depends on the Human Resources in that
is essential for the success of the				organization. Unachukwu (1997), implicitly
organization.				states that Educational Administration is
				concerned with the mobilization of the
Human Resource Management, which involves the				efforts of people for the achievement of
efficient and effective management within an				educational objectives. It is therefore
organization, is one of the vital functions				imperative that the Registrar cultivates the
of Educational Administrators. This is				habits of Human Relations in his odious
because every administrator has a function				administrative task. Edem (1987), observed
to perform through his staff and his own				that the difference between the ideas of the
abilities. Every university like other formal				Efficiency movement and those of the Human
organizations needs human beings to execute				Relations movement was that of the former
its programmes and achieve educational goals				emphasizing getting most out of the worker,
and objectives. To be able to achieve this,				even to the extent of requiring him to
the Registrar who is the 'chief of				subordinate his interest and needs of those
administration' has to ensure that personnel				in the organization, while the latter
with whom he works knows what to do, when to				emphasized the humanitarian aspects which
do it and how to do it. Another name for				sought to satisfy the needs of the worker,
human resource management is personnel				minimize his frustrations and increase the
management. No matter the name we chose to				level of job satisfaction.
call it, its basic function is to deal with
people who make up an organization. And these				According to Mary Follet,(1964), a prominent
people have diverse interest, goals and				pioneer of the Human Relations movement in
values.				the National Society For The Study of
				Education, she stated that the real service
Akpakwu (2003), regards personnel management				for business men is no t just the production
as the proper utilization of the people in an				and distribution of manufactured articles,
organization towards achieving their needs				but to give an opportunity for individual
and organizational goals. To this extent, it				development and self-actualization through
involves understanding the nature of people				better organization of human relationships.
in an organization, their needs and				The process of production is as important for
aspiration and evolving the necessary				the welfare of society as the product of
strategies to accomplish these needs and				production. Follet perceives administration
aspirations. It also involves identifying				as a shared responsibility, asserting that
the objectives of the organization and				organizational structures should permit a
creating a conducive atmosphere towards				free interplay of ideas in order to minimize
leading staff to achieving the goals of the				the rigidity of hierarchical structures; but
organization. Armstrong in Akpakwu (2003),				warned that shared responsibility should not
sees personnel management as the process of				be construed as being synonymous with
obtaining, organizing and motivating the				laissez-faire and absence of focal points of
human resources needed in by an organization.				reference.
He advocated for the creation of a very
conducive and cordial environment in order to				Unachukwu (1997), itemized the human
satisfy the needs of the workers and achieve				relations movement stress as thus:
organizational goals. Denga (1990), on the
other hand, regards Human management as an				1. Human relations focus on workers as
exercise in human engineering. People have				human beings rather than asproducers.
needs, problems, feelings temperament etc
which they come along with to these				11. It focuses on the development of
institutions. What ever name it is called,				morale and individual.
human resource management is the
responsibility of all those who manage				111. Human relations emphasize paying
people. The administrative manager must				attention to workers as humanbeings in an
therefore find ways of satisfying these needs				informal associations within an organization.
in such a way that the individual,
organization and society's objectives are				1V. Human Relations led to the policy of
achieved.				consultation of participation by

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT				Workers.

The primary responsibility of a human				V. Human Relations approach led to the
resource manager is to ensure that human				diffusion of authority which led toa wider
resources are utilized and managed as				participation in decision making. It led to a
efficiently and effectively as possible. To				decentralizedapproach to organization rather
this end, the university chief administrator				than centralization. This explains
is required meet the following objectives:				whycommittees are used as tools for decision
				making.
1. Recruitment and selection, developing the
work place required by the organization.				MOTIVATION AND ORGANIZATIONAL BEHAVIOUR

2. Helping in creating a working environment				Without human resource, there can be no
that is conducive for his members of staff so				organization. These human resources are in
as to promote maximum contentment thereby				two categories: Management and Subordinates.
motivating them.
				Okonkwo (1997), is of the view that workers
3. Ensuring that the abilities and skills of				and their needs should be uppermost in the
the workforce are used to the optimum in				minds of the leadership of any organization.
pursuance of the university's mission and				In other words, poor management of human
mandate.				resources in an organization will lead to
				ineffectiveness or collapse of the
4. Ensuring a fair balance between the				organization. Edem (1998), states that the
personal needs of staff and the needs of the				Barnard-Simon theory of motivation recognizes
Registry and the university in general.				the relationship between the satisfaction by
				organizations of the needs of workers and the
The effectiveness and of any organization is				workers productivity. The theory assumes that
dependent on the efficient use of its				workers will perform satisfactorily well if
resources particularly the human resource.				their needs are met. Nwankwo (1982), opines
Human resource functions can be generally				that the more the needs of workers are
classified into three basic functions				satisfied within the organization, the more
namely:-				they are motivated to work and thus satisfy
				the needs of the organization. To motivate a
1. Personal utilization to meet				worker therefore is to propel, impel and
organizational needs				energize him into action that will lead
				eventually to the achievement of
2. Motivation of employees to meet their				organizational goals. Thus motivation is
needs and organizational needs				primarily concerned with spending effort
				towards a goal. Leavitt (1972), provided
3. Maintenance of human relationships.				motivation model from three basic premises:-

Other human resource management functions				(I) Behaviour is caused: The things we
include :-				do, do not just happen. Therealways
				underlying factors
1. Recruitment and Selection:- This involves
searching for a suitable person to fill the				(11) Behaviour is directed: In the
vacant position. In the registry department,				ultimate sense, there aimless behaviour.
the least qualification for an administrative
secretary is a bachelor's degree. The basic				(111) Behaviour is motivated: Underlying
goal of staffing is to locate qualified				what we do are motives anddrives which
applicant who will stay with the				provide us with the energy to attain goals or
organization.				at least tomove in the direction of goals.

2. Training and Education:- This involves				These three premises help a lot in
developing staff to professional growth. In				understanding the behaviour of workers in an
the Registry department, training involves				organization. When Adam Smith conceptualized
induction of new employees, formal training				the economic basis of human motivation, it
of staff which may include on the job				was his opinion that people work primarily
training.				for money and are unconcerned about social
				feelings, and are motivated to do only that
3. Wages and salary Administration:- This				which provides them with them with the
refers to the financial benefits that are				greatest reward. This approach has been
given to staff for the jobs they have				criticized because its view of man is
performed. In the university administration,				dehumanizing. Money may not be the only
fixing of salaries is a continuous exercise				primary source of rewarding behaviour in an
as position and posts keep changing due to				organization as there is limit to which money
growth and functional advancement.				can be used in motivating workers. According
				to Argyle (1972), People can become committed
4. Staff Appraisals:- This is the continuous				to the goals of the organization as a result
process of feed back to subordinates about				of participating in decision making in their
how well they have performed on their jobs.				work place or co-partnership schemes or
In the registry department, members of staff				through their relationships with groups or
are formally appraised annually by their				supervisors. Commitment could also come
immediate supervisors and the evaluation				through the job itself. For example through
ratified by the Appointments and promotions				ones achievements, recognition,
committee.				responsibility and professional growth. All
				these are motivators that would energize
5. Welfare:- In University administration,				human resources to meet organizational goals
the main purpose of welfare is to provide				and objectives. The ability of the
assistance to members of staff and also				educational manager to therefore plan and
encourage a positive relationship between				organize human resources effectively,
staff and the university by providing extra				motivate and control the staff is crucial to
security comforts.				the effective and efficient management of the
				university. This is because good human
6. Trade Union Relations: - According to				resource management practice not only helps
Akpakwu (2003), trade unions are "sounding				in attracting and retaining the best of
boards" for policies and decisions affecting				staff, but also motivating them to
staff. In university administration, joint				outstanding work performance. Lack of
committees comprising management team and				motivation in work situations has serious
trade unions have proved to be effective in				effect on job satisfaction and when job
resolving conflicts. Trade Unions champion				satisfaction is absent, the worker might soon
the problems and grievances of their members				leave the organization. Saiyadanin (1999),
with the view of improving the welfare of				supporting states that advancement or
their members.				changing one's status reflects when this
				growth is not experienced, the staff member
The functions of chief administrative officer				becomes frustrated and dissatisfied.
in the university are many. Generally
though, he is to plan, organize, coordinate,				CONCLUSION
direct and report activities in relation to
staff under him.				Basically, the Registrar who is the Chief
				Administrative Manager deals with human
ORGANIZATIONAL BEHAVIOUR				beings at various levels. Administration at
				all levels involves effective planning,
All organizations including educational				organizing, supervising, controlling and
institutions are made up of people who chose				evaluating. It is therefore his duty too
to work in it primarily because it enables				co-ordinate all activities in the registry to
them to satisfy at least some of their				meet the university's mission and mandate.
personal needs. Virtually everybody works,				Attempt has been made to understand the
plays or is educated in an organization.				meaning of human resource management as the
Attempt must be made to define what an				understanding of human behaviours, their
organization is. Ede (2000), defines				needs, aspiration in an organization and
organization as a system of consciously				developing strategies to accomplish these
coordinated activities which are deliberately				needs and aspirations. Knowing that if these
structured for the purpose of realizing				needs are neglected, it could lead to failure
specific goals. Dale (1978), views				in achieving set goals for the university
organization thus: "Whenever several people				system. This paper has also shown that
are working together for a common end, there				organizational behaviour is not just the
must be some form of organization: that is				study of the systems, processes, and
the task must be divided among them and the				structures in an organization. But also the
work of the group must be coordinated.				systematic study of individuals' behaviour in
Dividing the work and arranging for				an organization. It should be understood that
coordination make up the process of				these individuals work with external and
organization and once that is completed, the				internal environments which are psychological
group may be described as an organization."				and sociological in nature. University
				administrators should therefore deal with
According to Unachukwu (1997), the more				staff individually and collectively with a
complex an organization is, the more				view of understanding them deeply. To this
difficult it is to coordinate activities,				end, it has therefore becomes necessary for
predict events or phenomena and attain set				university registrars to advocate the use of
objectives maximally. We can therefore view				good human relations so as to ensure
organizational behaviour as the systematic				effective and efficient administration in
study of the nature of organizations; how				universities. This paper has also traced the
they begin, how they develop and their				need to motivate workers not only through
effects on individual members. It is also a				monetary means but also to recognize the
systematic attempt to understand the				individual's worth and enhance their feeling
behaviour of people in an organization; not				of responsibility and achievements
just human behaviour but structural
behaviour, elements behaviour, systems				References
behaviour and even policy behaviour. Thus
for staff in the registry department of the				Argyle M. (1972), The Social Psychology of
university to function efficiently and				Work. Penguin
effectively, the Registrar must understand
the nature of people he is working with and				Akpakwu A.O.(2003), Human Resource Management
be able to interpret their behaviours.				Towards Stable Higher Institutions. 'Benue
Organizational behaviour follows the				State University Of Education Journal, Vol4
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systems consisting of interrelated
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part of the system have consequences on other				administration, Theory and Practice. Vikas
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between structure and process. To get an				colleges of education. An unpublished Ph.D
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