By Godwin Sogolo

Continued from yesterday

What I want to do in the remaining part of this discussion is to highlight the various causes of poor work ethics, point out some of the peculiar lapses that exist in NOUN; explain how and why they have persisted in the system, and suggest some of the ways in which we can improve on our personal work ethics, not only for our own individual interest but also for the corporate interest of NOUN, and hence the larger Nigerian society.

Causes of poor work ethics
Although many Nigerians demonstrate exemplary work ethics, there is widespread concern about persistent indiscipline, absenteeism, lateness to work, poor commitment, and a lack of accountability in both the public and private sectors. The National Open University of Nigeria is not immune to these challenges.

Poor work ethics in Nigeria arise from a complex interplay of historical, social, familial, economic, educational, and psychological factors, each of which contributes – in varying degrees – to the attitudes and behavioural patterns that undermine productivity and organisational efficiency.

Historically, Nigeria inherited – from the colonial administrators – a public service that was seen as serving the government rather than the people. And prolonged military rule weakened its commitment to accountability, discouraged initiative, and eroded public confidence. These developments contributed to a decline in public service and institutional responsibility.

Furthermore, the glorification of wealth and influence without adequate regard for how they are acquired – coupled with nepotism, favouritism, and the normalisation of corruption – has weakened the incentives for diligence, integrity, and merit. At the family level, upbringing plays a pivotal role in shaping work ethics. Children raised in an environment that values discipline, honesty, punctuality, responsibility, and respect for the dignity of labour are likely to become conscientious and responsible workers. Conversely, poor parental guidance and early exposure to dishonest or unethical practices can erode these values and foster attitudes that undermine a strong work ethic.

The situation in the Nigerian University System is further exacerbated by years of chronic underfunding, resulting in poor remuneration, irregular or delayed payment of salaries, inadequate research funding, and generally poor conditions of service. These challenges inevitably undermine staff morale, job satisfaction, and commitment to excellence. Specifically, poor remuneration and the rising cost of living weaken workers’ motivation, zeal and hard work

Essentials of a good work ethic
Strictly speaking, there are no universally accepted criteria for determining who is a good worker or for measuring a sound work ethic. Nevertheless, many organisations have developed performance indicators and appraisal systems to evaluate the performance, conduct, and overall effectiveness of their employees. In the Nigerian Public Service, for example, the Annual Performance Evaluation Report (APER) provides a framework for evaluating workers on a range of performance indices. Nevertheless, certain fundamental qualities distinguish an effective worker from an incompetent one.

A worker’s academic qualifications – important though they are – do not in themselves measure job performance. Qualifications may open the door to employment, but they do not guarantee competence, commitment, or productivity. The qualities that truly underpin effective performance – capacity, skill, achievement motivation, diligence, dedication, disposition and positive attitude – are cultivated and strengthened in the workplace.

Our obligation to NOUN
The National Open University of Nigeria, like any other university, is established to pursue clearly defined goals embodied in its vision and mission statements. The goals express the Institution’s aspirations, values, and commitment to teaching, research, community service, innovation, and the development of society. The achievement of these goals depends not only on the quality of leadership but also, and more importantly, on the commitment of every member of staff. Therefore, every employee has both a contractual and a moral obligation to contribute diligently to the realisation of the University’s vision and mission.

In pursing these goals the employees are required to discharge their duties with diligence, competence, honesty, integrity, loyalty, and professionalism. The obligation on them demands punctuality, regular attendance at work, respect for institutional rules, accountability in the use of University resources, and dedication to high standards of service. Staff should continually improve their knowledge and skills, treat colleagues and students with courtesy and fairness, protect the University’s reputation, and avoid every form of misconduct, including absenteeism, truancy, corruption, conflict of interest, examination malpractice, sexual harassment, and the misuse of official time and property. Every member of staff should regard himself or herself as an ambassador of the University, recognising that the institution’s success or failure depends on the collective commitment of its workforce. Ultimately, a university can fulfil its mission only when its staff consistently demonstrate a strong work ethic and place institutional goals above personal convenience or self-interest.

As workers, we must embrace a productive work ethic that is fully committed to the University’s corporate goals and overall development. We should internalise the values, principles, and objectives embodied in its mission and vision, making them an integral part of our own aspirations. A sound work ethic is measured not by the time spent at work or the rewards received, but by the achievement of organisational goals. It is characterised by self-motivation rather than constant supervision, perseverance in the face of challenges, and the joy and fulfilment that come from productive service and meaningful accomplishment.

Conclusion
I began this discussion by highlighting the distinctive human capacity to pursue shared goals, which makes cooperation and collective survival possible. Accordingly, the qualities of a good worker are those that promote organisational success.

This principle applies to every member of the University community, regardless of rank or responsibility. As members of the education sector – and especially of NOUN – we should take pride in our role as custodians and providers of knowledge, safeguarding the values and reputation of our institution.

Permit me to conclude with the personal reflection with which I began. As a young man, I was often underestimated by my peers – perhaps for justifiable reasons. However, I refused to allow their opinion to determine my future. Whatever modest achievements I have attained in life are not the result of any exceptional natural talent.

Personal achievement is founded not on exceptional talent alone, but on discipline, integrity, diligence, commitment, perseverance and, above all, the blessings of Almighty God. It is by the special grace of God that I can confidently affirm that whatever I am today is attributable to the enduring power of a sound work ethic.

Concluded.
Sogolo is an emeritus Professor who has taught and conducted research in Philosophy for over five decades – at the University of Ibadan, Cardiff University of Wales and currently at the National Open University of Nigeria. He also served as a member of the Editorial Board of The Guardian Newspapers in the 1980s and 1990s. He delivered this lecture at the One-Day Staff Retreat, organised by the Wuse II Study Centre, National Open University of Nigeria, Abuja, on Saturday, July 11, 2026.