₦airaland Forum

Dandy1:
Thanks so much. It hurt more when I went home to get some stuffs in the baby room and saw all those things we bought in pairs. Cots, wardrobe,carriers, baby car seats, and the stroller which my baby just forced me to assemble the second one just yesterday evening. When she said she might give birth anytime soon.
For pregnant people I'd like to give this advice:
It turned out the baby had been dead for over 48 hours before today. For a set of monozygotic twins(sharing same sac),the doctors thought it's a miracle there were no complications. To think we still went for checkup on last week Monday when she felt pain overnight,where the doctor advised to opt for CS that it is safer as against what people think. Especially for multiple births. She said the babies were perfectly grown and were just waiting inside. That they will be fine if delivered right away. But my wife felt she could do it by herself. It's all good though we'll get over it. I'll start deleting those pictures from her phone and dispose of those double things we won't be needing so as to make it go away quick.

vnmanpower:
If you aren’t a manager, maybe you will hear about the following myths all the time and think they are right. Unfortunately, that includes some managers. The important of being an employer or a leader pretty much lies in your self-recognition, so be careful with these misconceptions and illusions in your career path.

Myth #1: Manager makes more money than individual contributors

♦ Reality: Most of you think that, right? But it actually depends. And also do not forget the real hours they have to work. With different kinds of jobs such as sales, artists, athletes, etc, an outstanding individual contributor at least could earn equal to a manager. Management now is only seen as a job which needs some specific skills and not necessary have to be the best one.

Myth #2: Manager is an employee who has the best performance.

♦ Reality: As an illustration, the best athletes don’t make the best coaches. If you promote a staff because of his good results, maybe you’re making a bad decision. Leading a group of people needs much more than specialized knowledge. You will meet a lot of obstacles and challenges which cannot overcome without [url=http://vnmanpower.com/en/search-blog/management%2520skill.html]management skills[/url] and ability to make decision under the high pressure.

Myth #3: Manager doesn’t do anything and have a lot of free time.

♦ Reality: You might see them walking around and talking with some people and straightly think they are the idler. The true is they have to work more than anyone, just in different tasks and different ways. They do not directly make a specific product or service, but they need to manage people who do it, their performance and motivation. If you are a new manager or have intention of being a manager with this thought in your mind, you better off discarding it or you’ll be fired soon.

Myth #4: Manager knows how to do all the jobs they are managing.

♦ Reality: How possible a person can know it all? It could be true for some jobs such as line manager. In the vast majority of cases, however, there's little correlation and it decreases further the higher you go up the management chain.

Myth #5: It is tough to get manager position, but easy to do.

♦ Reality: The reality is actually opposite. If people see your potential, they may promote you for the manager position. But at least to stay in that chair or moreover - move on the next stage – requires confronting more tough challenges than you have ever imagined.

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These misunderstanding of people about being a manager will lead to the negative results for the relationship between employer and employee. It also defaults as the formula for a manager, which doesn’t exist at all. If you wish to be a great manager, stop looking for that formula and you first become a clever one.

(Source: career blog)

THEWRITERSMIND:
Salary is a wage given to a worker in form of money for services rendered. The word salary comes from a Latin word salsalis literary meaning sword. It came about from the practice of ancient Roman soldiers paying with sword because it is the most valuable item in that era. That was replaced with cash when money became accepted as a medium of exchange.

Over the years, there has been several salary structures and reviews in the country. However, a cursory look indicates that the nation is yet to arrive at an equitable salary structure. For example, there is no harmony in the salaries paid by the federal and state governments to civil servants even though the qualifications and requirements for entry into the nation’s public service are the same. It is disturbing that people with the same qualifications but employed in different offices of public service receive different salaries, a times double or even triple that of their counterpart. Even more worrisome is the disparity between salaries of the core ministries and those of departments and agencies.

This has reflected in the huge gap in salaries variations of the NNPC, CBN, FIRS, customs, paramilitary agencies and the core civil servants. Those who fix salary structures which are the cause of the wide gap forgot that all government employees buy from the same Nigerian market.

Of note also is the wider gap in salaries of permanent secretaries and directors general and their immediate subordinate. Their salaries are quite bogus compared to others who are next in rank with them. There is a compelling need for the incomes salaries and wages commission to urgently take a look at these gross anomalies and rectify it immediately.

This sorry situation was neither the norm in the first republic nor in the second republic. This practice started during the military regime from 1985 to 1998 as well as the lopsided and sadistic salary reviews that was carried out between 2005 and 2006 that ushered in this unfair practice.

In developed nations, wages are fixed based on academic and technical qualifications and allowances are fixed according to the nature of the job. Unfortunately in Nigeria, the case is not the same. In many agencies funded by the same federal budget, it is shocking to discover that a junior officer with a lower qualifications in some organizations earn higher salaries than most directorate cadre staff in many ministries and parastatals.

Under the present remuneration package, especially for elected officials, a local government chairman whose required qualifications is a secondary school certificate earns a higher salary than a university professor who have spent at least two decades in serious academic research.

Worthy to note also is the case of primary and secondary school teachers who have remained the least paid under the Nigerian salary system. It is imperative for all stakeholders to consider the human capacity development which these teachers facilitate is superior to the production of raw money which those who fix the unfair salary system in Nigeria use as a criteria.

For instance, if the NNPC, CBN and the other well paid staff are not trained by these school teachers, they wouldn’t be in position to earn any salary. Past federal governments did constitute a committee for the harmonization of wage disparity in the public service, but till today nothing has been heard of its reports or recommendations. The various labor leaders must take on the problem of wage disparity and ensure its elimination promptly.

The benefits to be derived from the correction of these anomalies are unquantifiable, it will track unnecessary job mobility and corruption. It will enthrone fairness, equity, motivation and higher productivity among workers. The private sector will also borrow a leaf from such a fair practice.

The present administration of President Muhammadu Buhari must take a step to rectify these anomalies in the salary structure of public service in the country. Let there be platform for fixing salaries, allowances can be fixed according to job demands and performances. Government must do away with all such old practices and come up with a solution to these taught provoking issues like the consolidation of salaries for various sectors, this is to ensure equity for all public servants in the country.
This required urgent action!

http://www.financialwatchngr.com/2016/04/06/need-eliminate-wage-disparity-nigerian-public-sectors/