EFFECT OF VITAMINS C AND E INTAKE ON BLOOD ... - EuroJournals

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European Journal of Social Sciences - Volume 2, Number 1 (2006) • Improved conditions of service will immensely motivate lecturers towards better performance. Salaries and fringe benefits should be enhanced and made relevant to prevailing economic circumstances by reviewing them periodically. • Efforts should be made at improving the welfare of Nigeria university teachers. Good accommodation, staff schools, good medical and other facilities should be adequately provided on campuses. • Academic staff developments should be accorded priority since possible growth and advancement on the job is a vital motivational factor. Well-designed training programs should be emphasized in order to meet the professional needs of university teachers and enhance the quality of teaching and be able to retain competent hands and dedicated teachers. Well-trained teachers tend to be less likely to leave (Mathis and Jackson, 2000). • Prominence should be given to the provision of research grants. Attendants and participation in seminars and conferences should be encouraged to enrich the knowledge and skills of teachers. • A fair and equitable pay-system will help prevent high turnover. Inadequate rewards leads to voluntary turnover. • Universities should device means of giving recognition to deserving lecturers. All forms of god-fatherism should be discouraged, academic brilliance, innovation, and hard-work should be rewarded while indolence and mediocrity punished • The issue of deteriorating working environments and dearth of facilities should be addressed promptly. • Improved quality of supervision will reduce the turnover rate when lecturers believe their supervisors are competent, treat them with respect and have their best interest in minds • The job should be enriched and made more challenging by allowing lecturers to have a good chance to take control over the way they do their job and recognize important contributions. • The promotion prospects should be enhanced so that the lecturers’ sense of achievement and advancement will increase. 10
European Journal of Social Sciences - Volume 2, Number 1 (2006) Table 3: Frequency distribution results Characteristics Category Number. % Gender Male 367 83 Female 75 17 Age 20-29 26 5.9 30-39 215 48.6 40-49 123 27.8 50-59 52 12.8 60+ 11 2.5 No response 15 3.4 Marital status Married 373 84.4 Single 64 14.5 Divorced 1 0.23 No response 4 0.9 Faculties/ schools Agric. 57 13 Science 121 27.4 Education 18 4 Admin. 17 3.8 Law 10 2.3 Sc. Science 37 8.4 Arts 34 7.7 Environmental 49 11 Technology 71 16 H. Science 20 4.5 Pharmacy 7 1.6 Date of Appt. 1970-79 23 5.2 1980-89 70 15.8 1990-99 221 50 2000-2002 112 25 No response 16 4 Ranks Prof & Ass. P. 48 11 SL & L1 134 30 L11, AL &GA 259 59 Source: Field Survey 2003. 11
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