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MANAGING DISCIPLINARY PROBLEMS IN HIGHER EDUCATIONAL

INSTITUTIONS IN NIGERIA: PROCEDURAL CHALLENGES AND PROSPECT IN THE
21 ST CENTURY UNIVERSITIES IN NIGERIA

Article · June 2019

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185 Journal of African Contemporary Research June

MANAGING DISCIPLINARY PROBLEMS IN HIGHER EDUCATIONAL INSTITUTIONS IN NIGERIA:

PROCEDURAL CHALLENGES AND PROSPECT IN THE 21ST CENTURY UNIVERSITIES IN NIGERIA
DAGOGO A. F. DAMINABO, PhD.
DEPARTMENT OF EDUCATIONAL FOUNDATIONS, FACULTY OF EDUCATION
IGNATIUS AJURU UNIVERSITY OF EDUCATION, RUMUOLUMENI, PORT HARCOURT
Abstract
This paper examines the management of disciplinary problems and practices that are prevalent in
universities in Nigeria. It utilized the bureaucratic theory and sociological functionalist perspective of
sanctions as the framework for textual analysis in resolving disciplinary related problems and procedures
in an organization. The position of the paper is that, disciplinary problems and the management of
sanctions in higher educational institutions in Nigeria is a challenge to an astute administrator in the
attainment of organisational objectives. The major recommendation of the paper is that administrators
should be mentored over a period of time in preparation to assume higher responsibilities apart from the
usual training and orientation provided by the institutions to enhance the administrative capacity of staff.
Keywords: Disciplinary problems, disciplinary practices, broken windows, sanctions, management.
Introduction
Every organization institute guideline, neglect of established disciplinary
administrative policies, rules and regulations procedures, lack of adjucatory process at the
and obey the extant laws in its operations. departmental and faculty levels and
These are done to define responsibilities and unilateral decisions to expel, dismiss,
guide members in their relationships with suspend staff and students without due
one another for the attainment of diligence in Nigeria in recent times, have
organizational objectives. The essence is to become a source of concern to experts in
reduce friction and encourage good defined school administration.
climate. The creation of rules that define the
It is important to observe, that the
operations of corporate entities are derived
administrative process is predicated on the
from common values, statutes, law and
various interactions of people that make up
international corporate good governance
the organisation. Those who hold
practices in recognition of societal
administrative positions at the various levels
aspirations for corporate entities to deliver
of higher education are responsible for
quality service to their clientele. directing, influencing, motivating, guiding
Higher education administration involves the and controlling the performance of
use of committees in the management of the subordinates as they work together towards
various aspects of the institution ranging achieving corporate objectives as specified in
from personnel management, admission the law of the institution and within the
processes, academic programmes, conflict ethics of their office.
and legal issues as reflected in the extant law
The delegated powers, responsibilities and
of their establishment. In the same vein,
utilization of such authority provided in the
Daminabo (2015) observed that the
management of disciplinary practices and
approaches adopted in the management of
the law establishing these universities
disciplinary problems in higher institutions
appear to be inadequate in addressing all
such as non-observance of due process,
2019 Dagogo A. F. Daminabo, PhD. 186

the prevailing problems associated with the Consequently, Agu (2011) opined that rules,
complex adjudicatory process that goes policies and laws have the inherent and
beyond the expectations of the laws of the characteristic factor of sanction and
institutions, the universities adjudicators and punishment for violation due to its cohesive
the courts. The fundamental questions on and coercive or compelling effects in
these issues as that come to the mind are as controlling activities in the society. The
follows: What are the broken windows that theoretical foundation for this paper is in
exist in the management of staff and conformity with the bureaucratic theory and
students discipline within the universities? the functionalist perspective of the
What contemporary disciplinary practices application of sanctions in the management
exist in the Universities in the management of dysfunctional organization and society.
of broken windows or disciplinary problems?
Bureaucracy is an ideal form of
What are the contemporary strategies used organizational structure designed for the
presently to curb these broken windows that
attainment of efficiency and accountability
do not exist in Nigerian Universities?.
to the organization. Every successful
These questions, issues and responsibilities organization with large size has the elements
under this situation seem to over whelm the of bureaucratic traits such as division of
administrative competence of chief labour, rules, hierarchy of authority,
executives of the universities and as such impersonality, competence and criteria for
management approaches in managing membership, although it tends to be
disciplinary problems or broken windows in associated with rigidity, meaningless rules,
contemporary university community are red tape, paper work and inefficiency. But its
presently being questioned by stakeholders, adoption by experienced bureaucrats has
staff and students which were earlier demonstrated its usefulness in major
regarded as a domestic affair of the complex organizations such as the
institutions. This position is no longer universities and oil industries in Nigeria.
tenable presently, due to the fact that most
On the other hand, the functionalist
aggrieved staff and students have brought
perspectives of sanction sociologically
their case before the Nigerian judicial system explain the roles of sanction in the
with it attendant effects on the objectives behavioural modification of members of the
and cost of managing the universities in
organization and society. Sanction or
Nigeria.
punishment has a compelling effect if
Theoretical Framework obedience to law and order is disregarded in
The school as a social system as well as a the society. This prompted Lunenburg and
bureaucratic organization operates with Ornstein (2008) to describe organisational
rules and regulations that govern the behavioural modification as the process of
behavioural patterns of its members and all changing the behaviour of an employee by
activities that exist in its boundaries or managing the consequences that follow his
environment. This is done in order to avoid work behaviour.
conflict and reduce disciplinary problems to
Sanctions, according to Schaefer (2008) are
the barest minimum for the attainment of its
“penalties and rewards for conduct
defined objectives.
concerning a social norm”. If sanctions are
187 Journal of African Contemporary Research June

properly applied within the framework of offences that are inconsistent with the
the law, they encourage the subliminal of expected behaviour in the form of policy and
members of the university and unity, rules; violations that result to a serious
compliance, obedience and respect to impediment to the proper functioning of the
organizational policy and philosophy that are organization and requires sanctioning for the
directed towards the attainment of benefits of the institution towards the
organizational objectives. discharge of their statutory functions. Hence,
Ogbondah (2004) asserted that, the survival
Management invariably is a process of
of any institution or society depends to a
combining human and material resources
great extent on the ability of its members to
toward the attainment of organisational
perform or act within the limits of the
objectives. According to Jaja (2005)
approved behaviours.
Management is a process of getting things
done by using some other people to achieve Furthermore, disciplinary problem is any act
set objectives. It is a process by which that does not conform to societal values and
administrators create, direct, maintain and norms. It is capable of obstructing
operate a purposive organisation through organizational effectiveness and efficiency
systematic, co-ordinated and co-operative resulting to low out put on the part of the
human effort. Some of people involved in managers of the system. This type of
the management of disciplinary problems in problem in the management of higher
Nigerian universities are non-professionals in education should be controlled headlong
the field of education or have adequate with the use of appropriate positive
knowledge of legal aspect of education but sanctions that are rooted in the principles of
are recruited into the system simply because rule of law and due process. Thus, Ololube
they are graduates of other disciplines and (2011) recognized the import of disciplinary
they grow through the ranks based on the problems in the management of education
number of years of service not necessarily when he reasoned that, it is any thought,
on competency thereby increasing the feeling or action that members of a social
number of employees with Peter’s effect group judge to be a contradiction of their
syndrome. values, rules or norms or conducts that
violate definitions of what is appropriate and
The concept of disciplinary problems
inappropriate conduct shared by a particular
Disciplinary problems or broken windows are
society at a particular time.
those conducts that violate particular
behavioural expectations which fall outside Common Offences in Nigerian Universities
the acceptable standard of role performance Okah (2008) defined disciplinary problems as
ranging from minor to serious non- those activities engaged by staff and
conformist to rules, regulations, laws and students that constitute indiscipline in the
policies of the school. These violations may school system. He referred such undesirable
affect the effective and efficient activities as “disciplinary problems or
management of educational programmes for symptoms of indiscipline” such as general
the attainment of expected objectives. unrest, deliberate breaches of school rules,
demonstrations, mass disobedience,
In the same vein, Daminabo (2004)
truancy, bullying, laziness, persistent
described disciplinary problems as common
lateness, delinquency, absenteeism, drug
2019 Dagogo A. F. Daminabo, PhD. 188

abuse, drunkenness, examination create an intimidating, hostile or

malpractice, cultism, rape, sexual offensive working or educational
harassment, stealing and pilfering, rudeness, environment.
lying, noise-making. 9. Academic dishonesty.
10. Withholding or giving false
In the same vein, Daminabo (2004) identified information.
the following as disciplinary problems 11. Violation of professional ethics and
prevalent among staff and students of standard.
universities in Nigeria that constitute 12. Disruption of University activities or
common offences as listed below. programs.
1. Unauthorized possession, duplication 13. Failure to obey or respond to lawful
or use of keys or access cards to any requests from university officials.
university premises or services. 14. Picketing, demonstration and
2. Unauthorized entry into, on or use of distribution of printed materials that
university premises. are offensive or subversive in nature.
3. Taking or unauthorized use, possession 15. Misuse or unauthorized use of
or destruction of public or private university document.
property or services or acts committed 16. Possession of prohibited substances,
with disregard of possible harm to such products and drugs in the university.
property or services. 17. Violations of rules and regulations of
4. Actions, which interfere with or the university including student’s
obstruct the student judicial process, organizations registered.
including failure to appear at a hearing. 18. Violations of rights of others.
5. Illegal possession or use of firearms, 19. Engages in actions inimical to university
explosives ammunition, fireworks, community interest.
weapons or dangerous chemicals on 20. Armed robbery, murder, cultism, rape
campus or premises. and sexual harassment.
6. Actions, which cause or attempt to 21. Plagiarism and examination
cause a fire or explosion, falsely malpractice#
reporting a fire, explosion, tampering 22. Fabrication and falsification of
with fire safety equipment or failure to information or document.
evacuate university buildings during a
Categories of Disciplinary problems in
fire alarm or as directed.
higher institutions
7. Hazing is an act, which recklessly or
Disciplinary problems in higher educational
intentionally endangers the mental or
institutions may be classified into three
physical health or safety of a person,
categories: Systemic problems, societal
for the purpose of initiation or
problems and staff and student’s problems.
admission into, affiliation with or as a
This category of problems mentioned above
condition for the continued
even for an experienced school
membership in a group or organization.
administrator requires strategic plans that
8. Acts of verbal or written abuse, are dynamic to be able to tackle it and
threats, intimidation, harassment, remain focused on the basic philosophy of
coercion and/or other conduct, which
discipline. The major reason for this
189 Journal of African Contemporary Research June

advocacy is to enable the administrators to

This type of action could be described as
avoid acting on impulse as commonly
executive recklessness for failure to comply
exhibited by management committees in
with known administrative actions without
Nigerian Universities. It is important also for
recourse to procedures and the legal counsel
university management at all levels to
unit for their opinion. This type of decisions
observe the principles of due diligence in the
are solely based in institutions with
nature disciplinary practices adopted to
dysfunctional value associated with the
solve the problems of broken windows
larger failed government corrupt
among staff and students in the universities.
establishment within the society but has
The systemic disciplinary related problems crept into Nigerian Universities that alien to
emanate from the organizational framework it. The consequences of this grope situation
or structure with few or no basic defined have sententiously exposed the universities
processes of managing envisaged disciplinary to unnecessary litigations and criticisms in
issues, which probably would rock the the public domain. It becomes pertinent at
foundation of the institution and its this moment for administrators to be held
leadership. It exists in a management system accountable for their actions and inactions
with fluidity of policies at the discretion of that result to court cases at their personal
the rule of thumb against well-defined cost.
disciplinary procedures as laid down in the
Societal related disciplinary problems are
various organizational conditions of service,
generated and promoted by most
students’ handbooks, educational statutes
environments of higher institutions of
and even the extant law.
learning. The educational institutions are
In most Nigerian universities where systemic invariably influenced by their environment.
disciplinary problems exist, the chief As such, members of staff and students of
executives apply same rules differently in the institution are encouraged to participate
similar situation thus causing a deviation in activities found in the larger society. In the
from the regular norm and encouraging same vein, Uriah (2005) described the school
instability in the system for personal and as a community and as part of the larger
political benefits within the politics of higher community that is marked by the organic
institution. For instance, the disciplinary solidarity and administered by the
committee of Ignatius Ajuru University of application of bureaucratic principles. It is
Education (I.A.U.E) in 2014 recommended expected, according to civil service
various degrees of sanctions ranging from six regulations, for a staff not to actively
months suspension to over one year without participate in partisan politics due to the fact
salary, in addition to withdrawal of that they are civil servants and may result to
promotion even when such offences (sexual role conflict which is detrimental to the
harassment, extortion, academic dishonesty, development and attainment of institutional
alteration of students’ scores etc.) objectives.
committed by the staff bordered on
criminality; and sanctions were imposed A good example of intrusion of politics into
indiscriminately without due process and Nigerian university in Rivers State became
outside any known administrative or very visible in Dr. Peter Odili era of
common law. succession race in the year 2007. The Chief
2019 Dagogo A. F. Daminabo, PhD. 190

Executives of the three major institutions modifications and enforcement of laws,

participated actively, using public funds to policies, rules and regulations of the society.
further their private political interests or
According to Black (1991) Maricionis (2009),
activities, along with some principal staff to
sanctions serve four main purposes from the
show personal loyalty for the protection of
functionalist views to the society, namely:
their office. This type of activities in the
 Retribution
institution does not encourage good
 Deterrence
organizational climate and encourages staff
 Rehabilitation and;
to engage in conduct that is inimical to the
 societal protection
survival of the institution. The impact of
indiscipline in higher education management Retribution is an act of moral vengeance by
according to Peretomode (1992) affects the which society makes the offender suffers as
total wellbeing of the educational system of much as the suffering caused by the crime
a given nation and as such should not be committed against the society. The
allowed to thrive unchallenged in our implementation of the necessary sanctions
university environment. against the perpetrator is on the premise
that society exists in a moral balance.
It is important to observe that, the degree of
Consequently, when criminality upsets this
sanctions for such disciplinary problems is a
balance, punishment in equal measure
function of the seriousness of the infractions
restores the moral order.
of the University law, rules and regulation
applicable to the statutory roles played by an Sanctions as an instrument of deterrence is
individual in his status. This must be carried anchored on the premise that, it discourages
out within the law and procedures relating criminality through the use of punishment,
to certification, contracts, tenure, dismissal, since man is rationale in nature and will not
discrimination in employment such as break the law if he thinks that the pain of the
gender, sexual harassment, age and religious punishment would outweigh the pleasure of
which the individual may be held the crime. This is the main reason why
accountable within the purview of the law. sanction may be regarded as a motivating
and coercive force that propels an individual
Nature of Disciplinary practices and
challenges in the universities to act in compliance to social order for the
benefits of reward or punishment.
Sanctions, according to Black (1991) are
penalties or other means of enforcement Rehabilitation is a programme for reforming
used to provide incentives for obedience the offender to prevent later offences. It
with the law or rules and regulations. It is a thrives to motivate the individual offender to
systematic application of laid down relearn on how to obey societal norms and
disciplinary measures against deviant the final purpose of sanction deals with
behaviour in order to bring the offender to societal protection which tries to render an
comply with the norms of the society. offender in capable of further offences
Sanction is a form of social control from an temporarily through exclusion or
informal perspective. It is an attempt by imprisonment or execution. Sanctions
society to regulate peoples’ thoughts and involve disciplinary actions which may be
behaviour through behavioural progressive, constructive and corrective in
nature. Disciplinary action become
191 Journal of African Contemporary Research June

progressive when it deals with job-related and the constitution of the nation. The use
behaviour that does not meet expected and of just cause for action as provided in most
communicated performance standards or set universities handbook by an in experience
roles. administrator as the basis for sanction or
discipline has become a tool for abuse of
Disciplinary actions may be regarded as
vendetta against criticism of mal-
constructive in nature when the primary aim
administration against opponent for lack of
is for the purpose of correcting
support of the administration.
inappropriate behaviour which may involve
several actions to accomplish this objective. The just cause for disciplinary actions in
Constructive discipline procedures include most Nigerian Universities include the
the following disciplinary actions according following according to Daminabo (2014)
to www.Musc.edu. (2016). incompetency, inefficiency, insubordination,
 Oral and written reprimands wilful disobedience, dereliction of duty,
 Suspensions discourteous, abusive or threatening
 Demotions treatment of the public employees or
 Reassignments and students, sexual harassment, any violation of
 Termination. government code, gross mismanagement,
abuse of authority, work related dishonesty,
This process advocates that disciplinary examination fraud, using drugs and alcohol
actions should be administered on a uniform illegally while on duty, immoral conduct and
basis and consideration should be given to engaging in political activities during official
the employee’s past records to arrive at an hours, absence without leave, etc.
appropriate decision or sanction.
In view of the above discourse, the
In supporting this view, Daminabo (2014) disciplinary committee in the universities in
argued that disciplinary action should be Nigeria are saddled with great responsibility
administered on a case by case basis as in the determination of guilt of an accused
determined by appropriate authority and the and this boarded on the future aspirations
level of discipline or sanctions administered and integrity of the people involved and
to the individual responsible should be consequently it is important for disciplinary
commensurate with the nature and committee member’s management to set
seriousness of the broken window or good examples by their conduct, attitude
infraction committed based record of the and work habit. This will become a major
person responsible for the crime and the motivating factor in shaping the behaviour of
level of experience; the degree and level of staff and students to conform to
responsibility of the individual within the organizational disciplinary policies.
organisation. Disciplinary actions are usually imposed
The indiscriminate use and application of apart from just cause for actions but to
sanctions on staff and students must be correct inappropriate work and learning
based on just cause for action which is one behaviours progressively and to ensure
of the major challenge for it to stand the test fairness and consistency. This is the main
of time as the courts will not hesitate to void reason why, most universities in Nigeria set
any action that is not in conformity with the up disciplinary committees as provided in
law, rules and regulations of the University the university laws and statutes to manage
2019 Dagogo A. F. Daminabo, PhD. 192

the various disciplinary problems as knowledge and experience acquired or

identified by various officers in charge to shown by the university administrators of
raise the disciplinary alarm as they emanate discipline on the nature of disciplinary
in the university environment. The problems in their various departments or
application of discipline in most universities institutions.
in Nigeria are over centralized and domiciled
Raskerl (2010) in his paper “Why we don’t
in the vice chancellor’s office, senate and the
Discipline”, attributed the problem to
council for appeal. No room is created for
administrator’s knowledge, experience and
disciplinary actions to be terminated at the
expertise. He blamed their lack of attitude to
departmental and faculty levels. This
administrator’s competency for lack of
practice has made it impossible to dispense
discipline in the schools. Specifically, he
justice within an appropriate time frame of
claimed that:
the academic session when the infraction School administrators do not
was committed. In supporting this view know how to get started, how
Daminabo (2014) opined that in actual to document the process, what
practice, the actions and in actions of to say and easier to ignore the
disciplinary committees to resolve issues of problem than to follow the
disciplinary problems have become an issue rigorous procedures for
of litigation due to the manipulations of the disciplinary practices.
process by the principal officers and interest He further explained that, disciplinary
groups in the system. actions as an element of disciplinary
Disciplinary actions may be progressive if practices may involve the following (a)
sanctions are invoked at various counselling session and feed back (b) level I
management levels ranging from the reprimand, (c) level II reprimand, (d)
departments, faculties, schools, suspensions, (e) demotions, (f) involuntary
management, senate and the university reassignments, (g) termination to dismissal
councils. The nature of sanctions for the of appointment.
infractions of organizational rules and In reaction to the above, Tella (2004)
regulations ranges from minor verbal cautioned that disciplinary instruments or
warning to severe punishment which may actions should be exercised within the limits
result to termination of appointment of an of the regulations and laws. He advocated
employee or expulsion of students from the that extreme disciplinary actions should be
university. This approach in Nigerian avoided except for extreme cases but
universities is hardly used because it is not supported the use of social and economic
specified in the staff and student’s sanctions following some other due
handbooks. processes as laid down in order to enhance
In most Nigerian universities, disciplinary discipline in the university environment.
actions and practices are either ignored or The use of counselling sessions in the higher
don’t exist at the various levels of educational institutions are new innovations
management. This may be attributed to in staff and students disciplinary practice. It
corrupt tendencies that exist in the society is usually optional and informal level of
to which the university is not immune. It disciplinary action taken by the heads of
may also be attributed to the level of apathy,
193 Journal of African Contemporary Research June

departments and student’s advisers. It is protected activity or orientation

generally used for first time to handle minor programme recently?
offences that may not be very serious and 6. If the disciplinary action was based on
required the application of full disciplinary a violation of policy or procedure; can
committee. the department prove that the
employee or student received actual
The session involves questioning staff or
notice of the policy or procedure?
students to identify the problem with a very
7. Is the employee or student temporary
high emphasis on listening to the suspect
on probation, or covered by
with the aim of comprehending the reasons
permanent contract?
for the execution of such actions and
8. Would a neutral third party believe
highlight the solutions; and consequences of
that the department had legitimate,
such actions. In the adoption of this process
non-discriminatory reasons for
in the management of disciplinary problems,
disciplinary action and that it treated
it is very necessary for proper
the staff or student fairly?
documentation of the discussions and
electronic recording done with consent of The above fundamental questions on staff
the offender. The recording made is to and student’s disciplinary practices need to
prevent the occurrence of more serious be answered by the school administrators or
infractions by the individual in the future and panels before imposing penalty for offences
for record purposes that might help in committed. This calls for the implementation
adjudicatory process and possible utilisation of disciplinary actions that are based on due
in the event of litigation. process of the law with regard to respecting
the fundamental rights of staff and students.
The object of any disciplinary strategy used
by the school administrator is to reduce the It is equally important to observe the
incidence of disciplinary problems. doctrine of rule of law in managing
Consequently, every administrator while disciplinary problems at the various stages of
carrying out statutory duties of adjudication adjudication process. Since everyone
should consider the following questions according to Article 10 of the United Nations
before taking formal disciplinary actions Universal Declaration of Human Rights 1948
according to Raskerl as cited in Daminabo as cited in Daminabo (2004) “is entitled in
(2014). full equality to a fair and public hearing by an
1. Does documentation support the independent and impartial tribunal in the
decision? determination of his rights and obligations
2. Is the disciplinary action consistent and of any criminal charge against him”. The
with departmental policy? administrative panels in higher institutions
3. Has the department provided the staff of learning are expected to carry out their
or student the opportunity to functions by adopting these procedures in
correct and improve on the problem? staff and student’s administrative inquiry
4 . Has the department ever treated any which seem to be elusive presently in their
similarly-situated employee or student mode of operation. The due process
differently? according to Daminabo(2004) involves-
5 . Has the employee or student  Adoption of specific rules on conduct.
participated in some types of
2019 Dagogo A. F. Daminabo, PhD. 194

 Presentation of proper notice to affected deserved. Incorrect or retributive approach to

persons. discipline is characterised by the ability of the
 The right to fair hearing in the matter sanction to break or will-puncture and give
before the panel. negative feedback to the individual crime
 The right to cross-examination of witness benefits. It is often come too late as an
 The right to impartial trial of fact. intervention measure to curb the problem
 The right to protection against self- with inadequate definition of the objects of
incrimination. sanction and labelling individuals not
behaviour and misplaced responsibility. This
It is important at this point to state that the traditional punishment approach often a times
courts will have no little or role to play in the breed discrimination application in similar
management of disciplinary problems if the situation by administrators who are
above process is honestly adhered by the sentimental for best reasons known to them. It
management in disciplinary matters. The ideal is no longer fashionable in the twenty first
point for the start of disciplinary disposition century university system.
process is located at the department before
the faculty and finally at the University Preventive discipline aims at managing people
committee levels and the decisions reached is in a way that prevents behaviour that needs to
subject to appeal to higher authorities and be disciplined that create an organizational
even courts of the land for justice to be done climate conducive for learning, attainment of
in fairness to all. high levels of job satisfaction and employee
productively. It also reduces to the barest
Consequently, it is expected that management minimum the need for management to
of Nigerian Universities should ensure that no discipline their members. It is proactive in
disciplinary action should be taken against a nature and as such encourages self-discipline
member of staff or student until the case has and voluntary compliance to rules and
been properly investigated and in accordance regulations in the absent of coercive force.
with the law. This prompted Ololube (2013) to observed
Emerging Disciplinary practices in Nigerian that, the attitude or abnormal behaviour and
Universities the leadership styles of administrators can
Disciplinary practice as earlier discussed in this directly influence the behaviour of staff and
paper is a function of administrator’s apathy, students in the adherence to organizational
experience, knowledge, organizational rules and regulations. The leadership qualities
structure and climate that exist in the work of the management have the cartelistic effects
environment. The approaches adopted by in making preventive disciplinary strategy
disciplinary practitioners in the management functional and effective in the control of
of disciplinary problems could be incorrect disciplinary problems that exist in the school,
disciplinary practice or retributive, preventive, especially if adequate publicity through
corrective, constructive, progressive and orientation programmes were made.
positive. Preventive disciplinary practice according to
Incorrect disciplinary practice occurs when the Belohlau (1985) involves the following
aim is retributive. This implies that discipline is processes designed to eliminate unwanted
seen as punishment and in this regard, it behaviours such as matching the employee
should be administered or given only when it is with the job through effective selection,
deserved and only to the extent that it is testing and placement procedures, proper
195 Journal of African Contemporary Research June

orientation and training, clarify proper order for actions taken in the management of
employee and student’s behaviour, provide disciplinary problems by way of imposition of
frequent and constructive feedback .It also sanctions, disciplinary actions and practices, to
involves the introduction of techniques such as avoid being declared null and void.
open door policy for consultations within the
Finally, the philosophy or primary aim of
organization and the class teachers. It is
disciplinary practices in higher institutions is to
designed to reward good behaviour which will
motivate an individual in an organization to
serve as a motivating factor to encourage
comply with institutional performance
members of the university to comply with the
standards and to maintain mutual respect and
rules and regulations of the school and
trust between supervisors and their
adequate communication is the key to the
subordinates. The proper administration of
success of this disciplinary approach.
discipline will not only improve staff and
Positive disciplinary practice seeks to correct student’s behaviour but will minimize future
unsatisfactory behaviour exhibited by staff and disciplinary problems through a positive super-
students through support, respect and people- ordinate and subordinate; and teacher and
oriented leadership. It is a management student’s relationships.
philosophy that assumes that improved staff
Recommendations:
and student’s behaviour is most likely to be
 Appropriate training should be provided
long-lived when discipline is administered
to all administrators on the modalities of
without revenge, abuse or vindictiveness. It
modern disciplinary approaches in school.
comprises a series of policies and procedures
 The principles of fair hearing should be
such as clarification of responsibilities for
implemented in accordance with the law.
discipline, define expected behaviour,
Disciplinary help desk should be created
communicate disciplinary rules, policies and
in all faculties and department to attend
procedures to members, collect performance
to issues of disciplinary problems.
data and administer corrective counselling
 Disciplinary policies should be published
measures.
in both staff and students handbook for
The adoption of positive disciplinary practices information dissemination.
in the management of higher education in  Legal officers under the office of chief
Nigeria will enhance staff administrative executive of the institution should be
performance. This will also improve student’s made to be part of management decision
rapport with the school management for making in managing disciplinary
effective teaching, researching and learning problems.
thus c leading to good organizational climate  Adequate funding of the disciplinary
conducive for the attainment of educational processes should be encouraged more
objectives of higher educational institutions in especially during the investigative and
Nigeria. adjudicatory period.
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