Justice Dongban-Mensen On Time Management And Workplace Ethics In Nigeria -By John Egbeazien Oshodi

Time is one of the most valued resources we possess, yet many people fail to use it prudently. Often, this stems from not recognizing the significance of effective time management and how it can improve the performance of almost every job including the civil service.

Work ethic is an attitude of determination and keenness toward one’s job. Those with a strong work ethic, place a high value on timeliness and demonstrate the value of properly managing their time at work.

Justice Monica Dongban-Mensem, President of the Court of Appeal in Abuja believes in the psychology of time management and sees it as critical to work, that is why she directed the entrance gate to the court premises be locked to prevent staff, who report to work late.

Having strong time-management skills in public service work settings, like the judiciary can help staff accomplish their work expectations, and assignments in a more efficient manner.

Let me say from the onset that I do not know Justice Monica Dongban-Mensem, who apparently have lived most of her life in Nigeria, as such she knows about that popular norm practiced by many persons who arrive at venues or work settings, minutes, and hours late after the set time.

Such unpunctuality, is all the time excused away as being ‘African Time.’

Well, Justice Dongban-Mensem does not believe in this type of African ‘delay’ Psychology as such, delayed time-oriented attitude is unhelpful to any business or civil service system, the court system especially.

Time management indicates managing time effectively so that the right time is allocated to the right activity.

By making time management a priority, one can accomplish more in a reasonable period, especially when enormous backlog case and court delays exist in Nigeria.

It is important to know that time management ethics can make duties easier to manage.

When we feel pressed for time, our stress levels generally go up, making it harder to think clearly and make wise decisions. In contrast, when we are in control of our day, stress levels tend to decrease, making it easier to find solutions and focus on the job at hand.

Civil servants and workers in general, needs to fully understand that time management can do more than help complete one’s current duties more efficiently; it also allows one more time to learn more skills while on the job.

Good time management skills are part of work ethic which refers to how devoted a worker is relative to his/her role.

The Nigerian work settings needs to understand that a strong work ethic translate to integrity. Staff with good work ethic don’t procrastinate or complain during work time, and are open to constructive criticism, and listen with an open mind.

A point that Justice Dongban-Mensem is making to the court staff. Employers always notice workers who show integrity while on the job and are more likely to help such employees. No administrator or employer likes widespread lack of readiness in the workplace. Lateness is contagious.

Nigerian workers need to learn that good time management skills and work ethics show when staff and employee dresses well, exhibit good hygiene, and appears well-rested, and he/she comes to work at least 10 minutes early to settle in.

Nigerians need to understand that staff should not take unauthorized breaks or change schedules without permission, and that if everyone works hard to complete tasks, it helps the rest of the personnel.It is important to know that time management, determination, and professionalism, allows a worker with a good work ethic produce high-quality work.

Employees with a good work ethic are reliable. Administrators and leaders who should also exhibit fine time management and work ethics, know they can count on good staff to show up on time, finish required tasks, work hard, and meet deadlines in the set timelines.

Time oriented workers, provide service with maximum quality, and they are also good collaborators because they are dependable and helpful. People trust reliable employees and those who hold themselves accountable.

In the Nigerian workplace, there is need for disciplined employees because they utilize good time management and show an essential sense of motivation to complete tasks when required. They don’t slack off, make excuses, whine, invite friends/families to work settings, do not abuse social media, or allow a personal conflict to get in the way of their goals.

We all may remember in 2015, when the ex-governor of Ekiti State, Ayo Fayose, made unscheduled visit to the state secretariat and several civil servants were late and recommended that they be punished leading to some of them prostrating and kneeling to beg the governor for forgiveness. But he maintained his grounds, turned down their pleas.

Along the same line, Governor AbdulRahman AbdulRazaq of Kwara State, in 2019 paid an unscheduled visit to state secretariat and locked out hundreds of civil servants who came late to work.

Justice Dongban-Mensem equally believes that the judiciary must expect a drastic shift from old practices that have taken the government backwards.

How does staff of the judiciary as noted by Justice Dongban-Mensem, instead of resuming at 8 am, many workers strolled in at 10am while some are completely absent.

Justice Dongban-Mensem maintained that those present on time should sign the attendance register while those absent due to excuses like still being on holidays mood will be made to face inquiries.

In a society where religious and ethnic divide remain endemic, it was said that Justice Dongban-Mensem in an equal manner, treated others who used similar approach during the Sallah period.

Within the Nigerian work settings, we need to realize it hurts the morale and work ethic of other workers who might resent that the late arrivers are not getting disciplined for their lateness. Another point that Justice Dongban-Mensem is trying to make.

In terms of productive time management, in a simplistic way, when staff arrive at the office, there should be designated places where a board is set up on the wall, with all employees names and ID numbers. Before beginnings one’s day, the staff should locate his or her name and space for signatures. The staff signs in when leaving the work premises for lunch, should sign out and sign in upon returning, from lunch. And upon finishing his or her work schedule, signs off again.

Another monitoring system is the use of time clocks that will hold people accountable as employees will feel more compelled to show up on time if they know they’re being monitored. Time clocks not only record when employees check in and out for the workday, but it also lets them know that it is known when they come and go.

The Judiciary and other essential work settings may buy a physical time clock that requires employees to punch in and out each day or, employ time-tracking software that can be installed to record when employees log in and out of their workplace.

But such rules should be enforced consistently across all employees—or administration could be accused of favoritism or unfair treatment.

An established way to track lateness—such as using a time clock—can help ensure that consistency.

It is important to make it a requirement that employees who are running more than 15 minutes late must call into the office. Workers are less likely to show up late if they know they must discuss it with someone.

Administration might consider docking employees’ pay for tardiness if it is consistent with labor laws on being late for work.

Public service policies should include consequences for tardiness that are spelled out in advance in writing, such as in the employee handbook.

Let’s make punctuality part of the employee performance review and compensation, instead of the continued dependence on old age ways as in exam promotions mainly.

Timeliness can also be factored into their overall advancement. Consider tying punctuality to rewards and promotions. Staff can come up with an action plan for arriving to work on time. Rather than enforcing penalties, it can be more effective to make the employee responsible for correcting their behaviors. It is time in the African work settings that time management which refers to managing time effectively so that the right time is allocated to the right activity be fully cultivated and practiced in the workplaces ethically by staff and management or administration.

John Egbeazien Oshodi who was born in Uromi, Edo State in Nigeria, is an American based Police/Prison Scientist and Forensic/Clinical/Legal Psychologist. A government Consultant on matters of forensic-clinical adult/child psychological services in the USA; Chief Educator and Clinician at the Transatlantic Enrichment and Refresher Institute, an Online Lifelong Center for Personal, Professional and Career Development. A former Interim Associate Dean/Assistant Professor at the Broward College, Florida. The Founder of the Dr. John Egbeazien Oshodi Foundation, Center for Psychological Health and Behavioral Change in African settings. In 2011, he introduced the State-of-the-Art Forensic Psychology into Nigeria through N.U.C and the Nasarawa State University where he served in the Department of Psychology as an Associate Professor. A Virtual behavioral Leadership Professor at the ISCOM University, Benin of Republic. Founder of the Proposed Transatlantic Egbeazien University (TEU) of Values and Ethics, a digital project of Truth, Ethics, Openness. Author of over 40 academic publications/creations, at least 200 public opinion writeups on African issues, and various books. He specializes in psycho-prescriptive writings regarding African institutional and governance issues.

John Egbeazien Oshodi wrote in via transeuniversity@gmail.com