Abstract: Cost of governance in Nigeria has become a challenge
to development and concern to practitioners and scholars alike in the
field of business and social science research. In the 2010 national
budget of NGN4.6 trillion or USD28.75billion for instance, only a
pantry sum of NGN1.8trillion or USD11.15billion was earmarked for
capital expenditure. Similarly, in 2013, out of a total national budget
of NGN4.92trillion or USD30.75billion, only the sum of
NGN1.50trllion or USD9.38billion was voted for capital expenditure.
Therefore, based on the data sourced from the Nigerian Office of
Statistics, Central bank of Nigeria Statistical Bulletin as well as from
the United Nations Development Programme, this study examined
the causes of high cost of governance in Nigeria. It found out that the
high cost of governance in the country is in the interest of the ruling
class, arising from their unethical behaviour – corrupt practices and
the poor management of public resources. As a result, the study
recommends the need to intensify the war against corruption and
mismanagement of public resources by government officials as
possible solution to overcome the high cost of governance in Nigeria.
This could be achieved by strengthening the constitutional powers of
the various anti-corruption agencies in the area of arrest, investigation
and prosecution of offenders without the interference of the executive
arm of government either at the local, state or federal level.
Abstract: Research has shown that a recruitment policy devoid of gender discrimination enhances employee performance in an organization. Previous studies in Nigeria show that gender discrimination against men and women based on their ethnic, religious and geographical identity is common. This survey, however, focuses on discrimination against women on the basis of gender and performance in government universities in Lagos State, Nigeria. The model used for this study was developed and tested in which one hundred and eighty seven copies of the questionnaire that were administered to respondents as completed by the academic staff of government universities in Lagos State were retrieved. Pearson correlation and regression were utilized for the analysis of the study, and the result showed that managerial roles based on gender discrimination against women in government universities in Lagos State have affected employee job performance negatively. The study concludes that for as long as gender discrimination rather than merit remains the basis for staff employment into positions of authority in Nigerian Universities, enhanced performance is more likely to elude employees and the educational sector in general.