A PUBLIC PERCEPTION OF RURAL GRAZING AREA (RUGA) SETTLEMENT IN NIGERIA

A PUBLIC PERCEPTION OF RURAL GRAZING AREA (RUGA) SETTLEMENT IN NIGERIA

ABSTRACT

Nigerian livestock industry is largely dependent on natural vegetation. Although there is vast hectare of natural vegetation in the country they are not maximally utilized due to poor planning and conflicting government policies. It was estimated that there are over 40 million hectares of grazing land in Nigeria, out of which only 3 million hectares are specifically tagged as grazing reserves (Kemi,1967; Adegbola,1982). These grazing reserves are areas set aside primarily for livestock production and were established under the Northern Region Grazing Reserves Law

of 1965 (Nuru, 1988). It was earlier recognized that over 90% of the nation’s livestock (excluding  pigs and poultry) are in the hand of transhumance and nomadic pastoralist, although there are growing number of settled livestock owners and agro pastoralist (Calder bank, 1991). According to Ezeomah (1987), in the past pastoralist did not make any serious effort to acquire lands largely because of their conservatism, independence and abundance of grazing lands. However, in recent years increased crop cultivation associated with other land needs due to the rapidly growing population has created serious pressure on many traditional grazing areas. These and other related problems have made the pastoralist to start seeking for the lands to settle for at least wet season. Ruga Settlement that seeks to settle migrant pastoral families simply means rural settlement in which animal farmers, not just cattle herders, will be settled in an organized place with provision of necessary and adequate basic amenities such as schools, hospitals, road networks, vet clinics ,markets and manufacturing entities that will process and add value to meats and animal products.The research project presented illuminating discourse and assess the Ruga policy under General Muhammadu Buhari regime.

CHAPTER ONE/INTRODUCTION

Background to the study

The implementation of Rural Grazing Area (RUGA) settlements, the latest plan by thePresident Muhammadu Buhari-led administration to put an end to a recurring conflict betweennomadic herders and farmers has been met with considerable outrage from Nigerians. Ruga is noother thing than a measure in ethnic domination and conquest, it seeks to create a new territory forFulani people all over the Nation, this might not be about cattle in any way

 

The concept of providing grazing lands for the uses of livestock can be traced to the traditional grazing ground “Hurmi” which were the areas of land at the vicinity of the towns and villages throughout Northern Nigeria (Nuru,2010). However, as the need of more farmland arises due to increasing human population, the available “Hurmi” and their connecting “Burtali” (Cattle Path) continue to decrease and their carrying capacity deteriorated. An attempt to preserve and restore their potential was undertaken by sowing better seeds in the late 1950’s around Kano and Katsina, but without legal status to prevent encroachment (Nuru, 1978; Suleiman, 1988). In recognition of the growing problem of diminishing grazing land in the late 1950’s, the forestry authorities were approved and an agreement was reached that grazing in certain forest reservescould be allowed in order t o provide the wet season “mashekari” for the pastoralist and indeed as a measure to avoid ever increasing farmers’ pastoralist clashes of wet season (Nuru, 1978; Ekpere,1984 and Calderbank, 1991). Consequently, the forest reserves at Wase, kukar-Jangarai, Zamfara-Anka, Udubo and Falgore were selected. The Federal Government and International Agencies likeUnited State Agency for International Development (USAID) provided the staff, technical trainingand financial assistance. Control grazing in these fores t reserves was started in the early 1960’s

(Nuru, 1978) however, the need to protect and improve the grazing areas and stock route and to understand the pastoral system was recognized by the colonial government in the early ‘50’s.

 

(Awogbade,1982; Ezeomah,1987). According to Nuru (1978); Suleman (1988) and Lamorde(1997), the first attempt to change the scope of nomadism in Nigeria dates back to 1901, when a very devastating drought occurred in some part of Northern Nigeria. The idea to encourage nomads to settle was first made in 1942 and the first trial settlement was at Riyom near Jos, Plateau State

 

To encourage pastoralist to settle, each herding household unit was allocated a piece ofland, encouraged to practice mixed farming and develop pasture areas. The plan did not last long because it was over-run by tin mining operations. In 1954, the World Bank reviewed the nature of pastoralism in Nigeria. In the review, it noted that range grazing practices was a seriousimpediment to livestock development and modernization. It further recommended that settlement or what is referred to as “stabilization” was the most important factor in the expansion and modernization of production. Three proposals were advanced for immediate developments. These were establishment of grazing reserves to be protected by law; provision of land rights to the pastoralist and the development of communal villages in grazing reserves as a means of bringing livestock into peasant agriculture. In 1965 these recommendations were passed in to law. The law allowed for a minimum 10% of the country’s land area to be legally acquired and constituted into grazing reserves for lease allocation to grazers. Presently, out of 299 proposed grazing reserves in the former Northern States and Abuja totaling to 2.3 million hectares, only 23 have been gazetted covering a total of just over 500,000 hectares

 

Fulani pastoralist constitutes a small but distinct cultural group wherever they are found in Nigeria. They share common feature and speak the same Fulfulde language with dialectical variation, but the truth of the matter is that the Fulani People hardly eat cow meat as they know   it’s not healthy for human consumption the true meaning of Ruga is they are more at home withlean meat. The Fulani indisputably represent a significant component of the Nigerian economy.They constitute the major breeders of cattle, the main source of meat, the most available and cheap source of animal proteins consumed by Nigerians. The Fulani own over 90% of the nation’s

livestock population which accounts for one- third of agricultural GDP and 3.2% of the nation’s

GDP (Eniola, 2007). Furthermore, the contribution of the Fulani to the local food chain and national food security cannot be overstressed. The Fulani, with their dominance in the Sahel region, are the best known and most numerous of all the pastoral groups in Nigeria. The traditionaland unique Fulani encampment (ruga) consisting of temporary structures made of stalks, closelyknit family members and livestock is the natural habitat of the orthodox Fulbe settlement (Eniola,2007) (Eniola, 2007)

 

It is estimated that about 30% of the Nigerian pastoralist are fully settled, 50% are semi-nomadic and only about 20% are truly nomadic. The semi nomadic group practice transhumance.They send out cattle to the areas of greener pasture during dry season and return to base “Mashakari” during the set season. The nomadic groups are continuously on the move according to the state of pastorage or food supply and have no fixed address (ILRI, cited by Lamorde,1997).In semi-nomadic and nomadic animal husbandry system, livestock can be sustained throughout the year enabling them to utilize crop residue, avoiding localized overgrazing and buildup of parasitic diseases (Calderbank,1991). This singular factor and other socioeconomic reasons are the main causes of migratory movement of pastoralist not only in Nigeria but throughout sub-Saharan Africa (Awogbode, 1982). Although the movement of the pastoralist is determined by the onset of wet or dry season, pattern of farmland under cultivation and access to market for the disposal of   milk by the pastoral women; clashes and conflict between the arable farmers and pastoralist is ever increasing.

 

 

Download Full Material-N5000

Leave a Reply

Your email address will not be published. Required fields are marked *

Related Post

Public Relations And Dispute Management In Public Limited Liability Company

Public Relations And Dispute Management In Public Limited Liability Company . A Study Of Dangote Cement Factory Calabar

CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

The role public relation is like the work of the personnel manager in an organization in relation with the workers. Hence it is a task requiring managerial judgment which places a considerable responsibility on the managers or the people involved.

According to Kevin (1974) defined public relations as interaction between human elements in an organization in their day-to-day work process.

The interaction goes beyond the institution of job rules and regulations and encompasses the existing social relation power position of the actions in the public relation system.

According to Akpala (1993). The role of public relation officer in dispute management involves in every situation a process of defining power and authority relations amongst people, management labour organization and government for job, roles and job values. Organizational dispute is the same as industrial dispute. Every human experiences has one type of period of unrest, dispute or violence. Thus, every human organization is characterized with experiences at one time or the other such as a period of dispute, violence and unrest. However, the  dispute in organizations are not often backed with physical exchange of blows and fighting. Organizations are made of different persons of different characters thus, ideas and wants, demands, as well as views. The filling of unrest, the competition, the stress, the tension of being disengaged, and the insecurity of job could lead to several types of dispute. Dispute ispart of organizational life and may occur between individuals, and between groups. Whiledispute is generally perceived as dysfunctional, it can also be beneficial because it may cause an issue to be presented in different perspectives. dispute  has both positive and negative effects. It can be positive when it encourages creativity, new looks at old conditions, the clarification of points of view, and the development of human capabilities to handle interpersonal differences. dispute  can be negative when it creates resistance to change, establishes turmoil in organization or interpersonal relations, fosters distrust, builds a feeling of defeat, or widens the chasm of misunderstanding.

Azamosa (2004) observed that  disputes involve the total range of behaviours and attitudes that is in opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes.

Two types of  disputes at work have been distinguished. These are:

  • Organized

Otobo (2005:125) expresses that organized  dispute forms part of a conscious strategy to change the situation which is identified as source of discontent. This type of  dispute is thus a group activity, involving deliberate decisions taken at a mass meeting or by selected representatives of affected staff.

In unorganized  dispute, the worker responds to the situation in the only way open to him as an individual, that is, by with drawing from the source of discontent, or in reaction engaging in sabotage and rudeness Agwu (2006: 12) argues that such reaction rarely derives from any real calculative strategy. Indeed, unorganized expression of  dispute are often, not regarded as  dispute  by the persons in the situation. This is why most people may not ordinarily associate acts of rudeness with being in a state of  dispute. Quite often, such rude behaviormay be attributed to “bad mood” and similar psychological states of mind. disputes in organizations, whether organized or unorganized individual or group, need to be managed effectively because of their effects on the organization.

Industrial relations is concerned with the interactions between employers and employees and their respective organizations – as influenced by governmental interventions – at work, or arising outside of the work situation. These interactions can take place at various levels.For example, between an individual employee and his or her employer within an enterprise or workplace; between a group of employees or a trade union and an individual employer; between a trade union or unions and an employers’ organization at industry or sector level; and between peak representative bodies of employees and employers at the national level.

This indicates that employee-employer interactions can be:

  1. individual or collective;
  2. within individual enterprises or workplaces;
  • within groups of enterprises or industries;
  1. at the provincial or state level
  2. at the national level

Irrespective of the level of interaction, it is clear that employees and employers, and their respective organizations, have both common and disputing interests. The common interest relates to the production process, which generates the goods and/or services, and the resultant earnings that enable enterprises to survive, make profits and grow, and which at the same time, provide the means for employees to earn wages and receive benefits.

The  disputing interest relates to the share of production proceeds. Employees seek to improve their wages and non-wage benefits; employers seek to improve profits and returns for the owners and shareholders. A typical example of a  disputing interest is when employers seek discretion over hiring and firing, whereas workers want protection from unfair labour practices. Furthermore,dispute is considered psychologically and socially healthy. It is psychologically healthy because it provides a breather for frustrations and enables a feeling of participation and even of joy. In addition, it is sociable healthy because it encourages opposition to the status quo and provides conditions for social chances and democracy stemming from pluralism and respect to diversity.

Dispute  management has been observed to be an important aspect of corporate management. Ugbaja (2002)notes that the aim of  dispute  management is not to create an ideal corporate situation since that is not attainable given the divergences in the individuals goals, etc. However,  dispute management systematically uses the available  dispute  resolution strategies to build an effective mechanism

m for  dispute  management in corporate organizations. Although there may be existing mechanism and procedures already in place to deal with  disputes whenever they occur, some organizations with reactive managers rise to the situation when it occurs.

1.2    STATEMENT OF PROBLEMS

Organizational dispute remains a two-way mechanism for organizational efficiency. While some persons see dispute or conflict as a threat to organizational growth and performance, other view it a s mechanism for efficiency and growth. The diversity in the views of scholars and the need to specifically identify the performance effect and causative impact of industrial dispute necessitated this study. This diversity has led to the questions are they difference perception among firms and individuals which has occasioned this diversity among scholars? If there is what actually is the influential or determining factor?

Unfortunately, the term “dispute” has only the connotation of “bad” for many people; so much so that they think principally in terms of suppression, giving little or no attention to its more positive side. Rico (1964) as cited in Hotepo (2010) emphasizes this by stating that it seems entirely likely that many, if not most, organizations need more dispute, not less. This view supports industrial dispute. However, the question remains is industrial dispute bad? Are there positive effect of industrial dispute on organizations?

Tjosvold (1998) complements this statement arguing that dispute is not the opposite of cooperation but a mechanism that allows perceiving benefits of cooperative work. Furthermore,  dispute is considered psychologically and socially healthy. It is psychologically healthy because it provides a breather for frustrations and enables a feeling of participation and even of joy. And it is sociable healthy because it encourages opposition to the status quo and provides conditions for social chances and democracy stemming from pluralism and respect to diversity. In all what most people view as negative others view as positive.

However, Azamosa (2004) observed that dispute s involve the total range of behaviors and attitudes that is in opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes. Disputes in organizations have destabilizing effects on the overall performance of the organization. It leads to under performance since valuable time and resources (human and material) are used in controlling and managing disputes rather than in enhancing output and productivity. disputes also lead to interpersonal disharmony in the organization which makes attainment of organizational goals difficult. Attaining organizational goals is possible if efforts are always made to reduce the overall level of  dispute within the organization but to what extent is this view feasible? And to what extent does it affect organizational performance. 

1.3    OBJECTIVE OF THE STUDY

The main objectives of his study is to investigate Publc Relations And Dispute Management In Public Limited Liability Company . A Study Of  Dangote Cement Factory Calabar

 

The following objective of the study are as follows:

  1. To determine maximum training levels and provide basis for sound management development programmes.
  2. To help to ensure optimum use of human resources currently employed.
  3. To provide for the future manpower needs of the organization in terms of skills numbers and ages.
  4. To put to an end inordinate cause of crisis in our organization.

1.4    SCOPE OF THE STUDY

The study is mainly on the effect of public relation in managing crisis in Dangote Cement Factory Calabar Local Government Area. With the view that it will provide a snapshot to correcting the abnormality in other institution and Nigeria at large. This study is further limited to the importance of human interaction and job performance in Dangote Cement Factory Calabar.

1.5    SIGNIFICANCE OF THE STUDY

This work is of immersed important to public liability company, it shall provide possible remedies to the problem of manpower development and need, vise versa via job performance, it shall also put to a stop the possible causes or organization crisis and usher-in good working environment.

Academically, the work is of importance because it shall act as basis by which other students will lay hand and for further research on similar topics.

1.6 RESEARCH QUESTIONS

  1. Does good public relation practice lead to effective dispute management in Dangote Cement Factory Calabar
  2. Is it proper to invite a third party in setting crisis in Dangote Cement Factory Calabar.
  3. What are the roles of staff motivation towards dispute management

1.6    STATEMENT OF HYPOTHESIS

HO: A good public relation practices leads to an effective dispute management in Dangote Cement Factory Calabar.

HI: Good public relation does not have any relation with effective dispute management but dependention on other variable.

1.7 Limitations of the Study

This work is greatly limited by the following.

  1. Time; Due to time factor, the researcher concentrated and selected few banks as a case study. However, the periodwas well managed as telephone conversation and interviews were conducted within the duration rather than wait to ascertain and reach out to all the banks.

Finance; there is financial constrain during the period of this research. The researcher was able to come out of this through the help of friends and family members

1.8    DEFINITION OF TERMS

  1. Management: This means a kind of work that involves organization goals or objectives.
  2. Organization: It is a set of interrelated compound working together to accomplish some goals
  3. Public: It means the citizens of a given area, the people of town, region, state or country.
  4. Public relation: This means the interaction between human elements in an organization their day-to-day work process.
  5. Questionnaire: It is an instrument of data collection used for the research work.
  6. Managers: Is defined as a person employed to carry out some managerial functions.
Download Full Material-N5000

EFFECTS OF NON-FINANCIAL INCENTIVES ON THE PERFORMANCE OF PUBLIC SERVANTS

EFFECTS OF NON-FINANCIAL INCENTIVES ON THE PERFORMANCE OF PUBLIC SERVANTS: (A STUDY OF AKANU IBIAM FEDERAL POLYTECHNIC, UNWANA)

ABSTRACT

This study examines Effects of Non-financial incentives on the performance of public servants: (A study of Akanu Ibiam Federal Polytechnic, Unwana). The main objectives of the this study are: to find out if there is a significant relationship between workers participation and high performance, examine the relationship between non-financial motivation and employees’ high performance , discover if high performance is basically a function of non-financial incentives and discover the various motivational techniques/strategies. To achieve these objectives, the researcher made use of primary sources (mainly with questionnaire and observation) and secondary sources to collect data and information. This work was analyzed quantitatively with simple percentage and the hypotheses were tested with Chi-square to validate the findings. Based on the data collected and analyzed, the findings show that achievement of high performance is more of a question of non-financial motivation and not necessarily financial incentives, both financial and non financial incentives play a role towards employee’s high performance, there is a relationship between non-financial motivation and employees’ performance; there is a relationship between workers’ participation and their performance. Also it was discovered that there is lack of regular promotion, existence of authoritarian leadership style, irregular trainings, inadequate participatory management/workers’ involvement in decision making, poor communication, etc which have contributed to low morale and performance in  Public servants. So, based on the findings, the recommendations are: encouragement of employee involvement/participation in decision making, recognition of employees’ efforts, presence of regular promotion, establishment of appropriate job design (job enrichment), regular strategic training plans, existence of democratic leadership style, use of adequate disciplinary measures, etc.

 

Download Full Material-N5000

An Assessment Of Tricycle (Keke Napep) Riders And Traffic Violation

An Assessment Of Tricycle (Keke Napep) Riders And Traffic Violation A Case Study Of Maiduguri,Borno State.

CHAPTER ONE

INTRODUCTION

Background to the Study

The inability of the conventional modes of transport such as Trains,buses, cars, Okada and ferry services to meet transportation demand owing to fleet depletion and high operational cost caused by down turn in economy,resulting in high record of accident from Okada motor cycles has led to unplanned emergence of para transit or non conventional mode of transportation popularly known as KEKE NAPEP (tricycle).

Tricycle refers to a commercial device where tricycle riders carry passengers for hire.The name TRICYCLE is as a result of the machine being a pedal driven vehicle with two wheel at the back and a wheel at front.KEKE NAPEP is known for it comfort ability and safety compare to Okada motorcycle. Kekenapep (Tricycle) became more useful and indispensable as soon as the federal government bound Okada motorcycle across several states in the country.In an ironic metaphor,the first group of tricycle transporters was then given the name “KEKE NAPEP.”Because of the comic irony of this name being used for tricycles and popularity of the manufacture which is India, the name Keke napep for commercial tricycle was never to be for gotten and eventually become as popular as it is okay.

1.2     STATEMENT OF THE PROBLEM

The primary objective of most transport system is to make profit.This is because profit yield growth, survival and continuity in business.The various transport corporations recognize this fact.Over the years and prior to this contemporary age,a lot of factors had challenged the profitability of this transport system. Travelers across the nation have found it difficult to convey considerable goods which cannot be carried by lorry as a result of it meager nature and lesser weight,on several occasion business men and travelers are usually stranded and effectually get frustrated until the invention of this so called TRICYCLE which have gone a long way to assist the travelers and transporters in conveying the goods from the manufacturers and sites to their destination comfortably and safely compare to Okada motorcycle. The study therefore examines the following problems;

  1. What are the motives for establishing Tricycle as public transport system in Nigeria and subsequently in Kwara State?
  2. To what extent are these motives being achieved?

1.3     AIM OF THE STUDY

  1. The aim of this project is to evaluate Tricycle as public transport system in an urban area within Ipata-Sango

OBJECTIVES OF THE STUDY

  1. To assist the effectiveness of tricycle compare to other means of public transport system.
  2. To determine the significance of tricycle compare to other means of public transport
  3. To investigate the level of traffic violation by Keke Napep riders
    • JUSTIFICATION OF THE THEORY

Evaluation of tricycle as a public means of transport is considered worthy of study because of the inability of travelers to convey their goods and produce from the market and farm including sites to their destination. Also a lot of Okada motorcycles multiply on the various roads without helping in conveying of goods and even safety entirely especially within Ipata-Sango Ilorin. Therefore, to assist the public especially in the aspect of safety and transportation of goods, there is a need to study in to the evaluation of tricycle as a public means of transportation in an urban area.

1.4     SCOPE OF THE STUDY

This study is limited to Maiduguri,Borno state . The major factor considered here is

  1. Avoidance of overloading
  2. Adherence to the approved speed limit
  3. Abstains from drunkenness
  4. Avoidance of rough riding
  5. Ensuring the tricycles are protected with the mini canopy(water proof) for safety
  6. We also focus on the plate number and uniformity of the vehicles colour
  7. The total number of passengers patronizing tricycle.

THE PASSENGERS CHALLENGES

All passengers are likely to encounter one form of challenges or the other. In the course of my research, I observed that the passengers usually encounter diverse forms of challenges such as;

  1. Exposure to rainfall: In most cases, the build up of the TRICYCLE           (Keke  Napep) makes the passengers vulnerable to external forces such as rainfall and for     this reason most of the passenger found it uncomfortable to board because they usually           get wet when travelling.
  2. Excessive Wind pressure: the two sides of the Tricycle is obviously opened with no doors          unlike vehicles that are properly secured. This opening usually expose the           passengers to       high wind pressure which may subsequently result to illness especially           when the vehicle   is on high speed.

iii.      Uncomfortability : on several occasions, the passengers seat at both front and back are           usually tight as a result of variation in size and shape of the passengers. The  bigger the           passengers, the more tight and uncomfortable they feel while travelling.

  1. Accident: The kind of accident associated with this form of Transportation (KEKE NAPEP) is usually fatal, though they seems to be very rare on local road. This factor also   discourage some passengers from travelling by Tricycles.

1.5     PROPOSED METHODOLOGY

In collecting data for this project work, various methods were employed. Data used was collected by using both primary and secondary data collection methods. The primary collection method includes.

  1. The administration of structured questionnaires
  2. Personal interviews (with selected of staff and passengers) observations.

The secondary method includes the use of related texts

  • Related texts
  1. Journals
  2. Magazines and write up on the use of Tricycle as a public transport system
  3. Annual report and account of profit maximization. This help to give a clear exploration of the study.

CHAPTER ONE
1.0 Introduction 1
1.1 Statement of the problem 1
1.2 Aim and Objectives of the study 2
1.3 Justification of the theory 2-3
1.4 Scope of the study 3-4
1.5 Description of the study area 4-5
1.6 Proposed Methodology 5-6
CHAPTER TWO
2.0 Literature Review 7
2.1 Tricycle as a mode of transportation 7
2.2 Importance of Tricycle (Keke Napep) as a mode of public
Transport in an urban area 8
2.3 Short coming of Tricycle 8-9
2.4 The importance of wearing helmet while riding a Tricycle 9-10
2.5 Requirement to be met by helmet used by Keke Napep riders (Tricyclist) 10-11
CHAPTER THREE
3.0 Methodology 12
3.1 Oral Interview 12-13
3.2 Issuing of Questionnaire 13-14
3.3 Field Work 14
3.4 Kwara State Tricycle operation (Control Safety E.T.C) laws 2010 14-15
CHAPTER FOUR
4.0 Analysis and Discussion of result 16
4.1 Introduction 16
4.2 Oral Interview 16
4.3 Questionnaire 17
4.4 Field Work 17-18
Characteristic of operators (Tricyclist) 21-23
Challenges or factors militating against the smooth running
of the trade 21
CHAPTER FIVE
5.0 Conclusion and Recommendation 23
5.1 Conclusion
5.2 Recommendation 23
References

Download Full Material-N5000