This document discusses Nigeria's debased values system and its implications for sports development. Some key aspects of Nigeria's debased values that were highlighted include age cheating in sports, lack of time consciousness, excessive materialism and emphasis on money, unpatriotism, ethnocentrism, and overdependence on foreign goods and services. The author argues that these debased values negatively impact sports development in areas like facilities, administration, recruitment, and participation. Recommendations to address these issues through education and anti-corruption efforts were provided.
11.nigerias debased values system at the modern era implications for sports d...Alexander Decker
The document discusses Nigeria's debased values system in the modern era and its implications for sports development. Some key aspects of Nigeria's debased values that were discussed include cheating and falsification of age among athletes, lack of time consciousness or "African time", excessive quest for materialism and emphasis on money, unpatriotism, ethnocentric sentiments, and overdependence on foreign goods and services. These debased values negatively impact sports in areas like participation, administration, facilities/equipment, and development at local, national and international levels. Recommendations included public orientation campaigns on values and their effects, and strengthening values education in Nigerian schools.
Social studies education an imperative for the promotion of cultural values f...Alexander Decker
This document discusses the role of Social Studies Education in promoting cultural values for national
integration in Nigeria. It begins by defining culture and cultural values, explaining that cultural values vary
between societies but also have some universal aspects. It then discusses the nature and goals of Social Studies
Education, arguing that it aims to foster understanding of cultural patterns and citizenship education. Finally,
it concludes that Social Studies Education has the capacity to inculcate Nigerian cultural values and promote
national unity, but that the curriculum and teacher training need improvements to fully realize this goal.
Ethical Leadership for Nigeria’s Development: An Ibibio Virtue Ethics ApproachAJHSSR Journal
ABSTRACT: The aim of this paper is to show the application of Ibibio (African) ethics in solving major
moral problems in Nigeria's leadership crisis. In Ibibio traditional society, the shared norms are what define the
culture of the Ibibio people. Prohibitions concerning issues like stealing, embezzlement of public funds, and
corruption, among others attract societal disapproval and punishment, serving as a deterrent to others and thus
engendering positive values through abstention. What held the nation back and has continued to do so is rooted
in the lack of ethical leadership. The greatest issue in leadership in Africa, particularly Nigeria, is that of moral
bankruptcy - a complete lack of ethics and ethical principles among leaders. African ethics was employed to
achieve the purpose of the paper. This work argues that the non-existence of ethics in leadership promotes
unethical behaviour among leaders and followers such as the present condition of uncommon looting and
corruption in the country. This paper concludes that sustainable development would be illusive unless there is a
paradigm shift from the present self-centred leadership paradigm to African ethics and principles as exemplified
in Ibibio ethical leadership.
Ethics and values are important for individuals and societies. Ethics are rules that guide behavior based on principles like truth, justice, and honesty. Values are more personal beliefs and preferences. Both ethics and values involve honesty, integrity, and respect. Societal values can become ethics if most people follow them. Ethics and values evolve over time and differ between cultures and locations. They help societies and individuals function, though sometimes values must change to address new issues in ethical ways.
This document discusses the challenges facing young leaders in the contemporary period. It outlines several key challenges: globalization, technology, diversity, demographic changes, and ethical dilemmas. It then discusses several leadership theories and models that may be relevant for contemporary leaders, including Maslow's hierarchy of needs, situational leadership, and transformational leadership. The document emphasizes that effective leadership requires developing the human qualities of autonomy, connectedness, and transcendence to administer a moral community and promote ethical ways of thinking and being.
This document outlines a 4 part overview of culture. Part 1 defines culture and discusses cultural dimensions and frameworks for understanding culture, including values, representations, and high/low context cultures. Part 2 discusses the impact of culture on leadership and human resource management practices, including ideal leadership prototypes and the influence of culture on work behaviors and HRM. Part 3 will cover managing cross-cultural interactions and culture change. Part 4 will discuss developing global culture and identities.
Culture refers to the shared values and norms of a group of people. It includes both visible elements like language and religion as well as deeper drivers of behavior. A society is shaped by many factors over time like its history, geography, and economic system. Managers must develop cross-cultural literacy to understand how these differences impact work practices and ethics across countries to succeed internationally.
This document discusses managing cultural diversity in the workplace. It defines cultural diversity as acknowledging the existence of broad cultural groups within a culture, including factors like language, race, ethnicity, values, and social responsibilities. Cultural values, which can differ across cultures, include traits like time orientation, family obligations, and communication patterns. The document suggests cultural diversity in the workplace can provide benefits but also risks, and explores how managers can integrate diversity principles, research needed changes, communicate with staff, and provide programs to effectively manage diversity and change.
11.nigerias debased values system at the modern era implications for sports d...Alexander Decker
The document discusses Nigeria's debased values system in the modern era and its implications for sports development. Some key aspects of Nigeria's debased values that were discussed include cheating and falsification of age among athletes, lack of time consciousness or "African time", excessive quest for materialism and emphasis on money, unpatriotism, ethnocentric sentiments, and overdependence on foreign goods and services. These debased values negatively impact sports in areas like participation, administration, facilities/equipment, and development at local, national and international levels. Recommendations included public orientation campaigns on values and their effects, and strengthening values education in Nigerian schools.
Social studies education an imperative for the promotion of cultural values f...Alexander Decker
This document discusses the role of Social Studies Education in promoting cultural values for national
integration in Nigeria. It begins by defining culture and cultural values, explaining that cultural values vary
between societies but also have some universal aspects. It then discusses the nature and goals of Social Studies
Education, arguing that it aims to foster understanding of cultural patterns and citizenship education. Finally,
it concludes that Social Studies Education has the capacity to inculcate Nigerian cultural values and promote
national unity, but that the curriculum and teacher training need improvements to fully realize this goal.
Ethical Leadership for Nigeria’s Development: An Ibibio Virtue Ethics ApproachAJHSSR Journal
ABSTRACT: The aim of this paper is to show the application of Ibibio (African) ethics in solving major
moral problems in Nigeria's leadership crisis. In Ibibio traditional society, the shared norms are what define the
culture of the Ibibio people. Prohibitions concerning issues like stealing, embezzlement of public funds, and
corruption, among others attract societal disapproval and punishment, serving as a deterrent to others and thus
engendering positive values through abstention. What held the nation back and has continued to do so is rooted
in the lack of ethical leadership. The greatest issue in leadership in Africa, particularly Nigeria, is that of moral
bankruptcy - a complete lack of ethics and ethical principles among leaders. African ethics was employed to
achieve the purpose of the paper. This work argues that the non-existence of ethics in leadership promotes
unethical behaviour among leaders and followers such as the present condition of uncommon looting and
corruption in the country. This paper concludes that sustainable development would be illusive unless there is a
paradigm shift from the present self-centred leadership paradigm to African ethics and principles as exemplified
in Ibibio ethical leadership.
Ethics and values are important for individuals and societies. Ethics are rules that guide behavior based on principles like truth, justice, and honesty. Values are more personal beliefs and preferences. Both ethics and values involve honesty, integrity, and respect. Societal values can become ethics if most people follow them. Ethics and values evolve over time and differ between cultures and locations. They help societies and individuals function, though sometimes values must change to address new issues in ethical ways.
This document discusses the challenges facing young leaders in the contemporary period. It outlines several key challenges: globalization, technology, diversity, demographic changes, and ethical dilemmas. It then discusses several leadership theories and models that may be relevant for contemporary leaders, including Maslow's hierarchy of needs, situational leadership, and transformational leadership. The document emphasizes that effective leadership requires developing the human qualities of autonomy, connectedness, and transcendence to administer a moral community and promote ethical ways of thinking and being.
This document outlines a 4 part overview of culture. Part 1 defines culture and discusses cultural dimensions and frameworks for understanding culture, including values, representations, and high/low context cultures. Part 2 discusses the impact of culture on leadership and human resource management practices, including ideal leadership prototypes and the influence of culture on work behaviors and HRM. Part 3 will cover managing cross-cultural interactions and culture change. Part 4 will discuss developing global culture and identities.
Culture refers to the shared values and norms of a group of people. It includes both visible elements like language and religion as well as deeper drivers of behavior. A society is shaped by many factors over time like its history, geography, and economic system. Managers must develop cross-cultural literacy to understand how these differences impact work practices and ethics across countries to succeed internationally.
This document discusses managing cultural diversity in the workplace. It defines cultural diversity as acknowledging the existence of broad cultural groups within a culture, including factors like language, race, ethnicity, values, and social responsibilities. Cultural values, which can differ across cultures, include traits like time orientation, family obligations, and communication patterns. The document suggests cultural diversity in the workplace can provide benefits but also risks, and explores how managers can integrate diversity principles, research needed changes, communicate with staff, and provide programs to effectively manage diversity and change.
This document discusses ethical issues and business conduct across cultures. It provides an overview of different cultural perspectives on ethics through frameworks like Hofstede's cultural dimensions and theories around relativism and existentialism. Specific cultural norms and business practices in countries like the US, Saudi Arabia, Ghana, and how they relate to ethics are also examined. Corruption challenges in Africa are highlighted through country examples and indices. The role of religion, customs, and societal influences on norms are explored.
Managerial challenge to cross cultural management of diversityAlexander Decker
This document discusses cultural diversity and cross-cultural management challenges within organizations. It begins by defining culture and explaining that culture is no longer static due to globalization. It discusses theories of cultural convergence, divergence, and crossvergence which attempt to explain cultural changes. Convergence theory suggests cultures become more similar over time due to common pressures from technology, economics, etc. The document examines challenges of managing differences between national, organizational, and subcultures. Effective cultural management requires understanding how cultures interact and change over time.
The document discusses understanding foreign cultures for international business. It identifies several key objectives: developing an appreciation for cultural differences; understanding how culture impacts business strategy and implementation; and learning frameworks for classifying cultural dimensions. It emphasizes that understanding cultural differences is important for succeeding in international business encounters. Effective business requires adapting to foreign cultural norms and values.
This document provides an overview of cross-cultural management concepts including:
- Culture is learned behavior shared among members of a society that influences norms, values, and practices.
- Elements of culture include language, values, norms, attitudes, customs, and more.
- Cultural determinants include religion, language, education, and social structure.
- Cross-cultural theories like Hofstede analyze cultural dimensions like power distance, uncertainty avoidance, and individualism vs collectivism that influence behaviors.
- Understanding cultural differences is important for effective cross-cultural communication and management.
Global Business Today 6e by Charles W.L. Hill discusses differences in culture that are important for international business success. Culture is defined as a system of shared values and norms among a group that constitute a design for living. A society shares common values and norms, but does not always correspond directly to a nation-state. Key determinants of a culture include political and economic philosophies, social structure, religion, language, and education. Religions like Christianity, Islam, Hinduism, Buddhism, and Confucianism all have economic implications for business practices.
This document discusses cultural dimensions and frameworks for understanding culture, including Schwartz's cultural dimensions model and the GLOBE project cultural dimensions. It then provides examples of how cultural dimensions may manifest in two Malaysian organizations, the Inland Revenue Board of Malaysia and Top Glove Corporation Berhad. Finally, it emphasizes the importance of understanding one's own cultural values and perspective.
Role of religion in peace and conflict by SHAMS MARRI NUML ISLAMABADShamsUDin7
1. The document discusses the complex relationship between religion and conflict/violence. While religion can sometimes play a role in escalating tensions, there is no single cause and many other factors are usually involved.
2. It explores how religious actors and leaders can also help prevent and resolve conflicts by promoting ethical values, peacebuilding, dialogue, and supporting moderate voices.
3. Several ways are proposed for strengthening the positive role of religion, such as supporting religious education focused on peaceful teachings, empowering grassroots faith-based organizations, and ensuring religious leaders have sufficient resources for reconciliation work.
Geert Hofstede developed cultural dimensions theory to analyze differences in national cultures. His theory identifies six dimensions along which cultural values can vary, including power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, long-term vs short-term orientation, and indulgence vs restraint. Understanding differences across these cultural dimensions is important for effective cross-cultural communication and international business relations.
This document provides an overview of how culture affects business practices internationally. It defines culture as consisting of shared values and norms. Values are abstract ideas about what is good, while norms are social rules and guidelines for behavior. A society shares common values and norms.
Key factors that influence and determine a culture are discussed, including religion, social structure, and social stratification. Social structure refers to a society's basic social organization, such as whether the individual or group is the primary social unit, and whether stratification exists in classes or castes. Religions like Christianity, Islam, Hinduism, Buddhism, and Confucianism shape ethical systems and business practices in different ways.
Universal values can be understood in two ways - either something is universally valuable when everyone finds it valuable, or when all people have reason to believe it has value. Some proposed universal values discussed in the document include democracy, tolerance, freedom, solidarity, contentment, human dignity, love, co-existence, truth, and justice.
Review of Comparative Cultural Studieszhangchaohui
Three key comparative studies in cross-cultural management and psychology are summarized. Hofstede proposed five cultural dimensions: power distance, individualism, masculinity, uncertainty avoidance, and long-term orientation. Schwartz identified seven value types. Trompenaars proposed seven cultural dimensions including universalism vs. pluralism and individualism vs. communitarianism. The theories are influential but have limitations such as overgeneralizing cultures and using limited samples. They provide a framework for understanding intercultural sensitivity and assessing its role in leadership across cultures.
This document discusses cross-cultural issues in business ethics in the context of a new global economic order based on comparative cultural advantage. It argues that different cultures have developed different ethical norms based on differing conceptions of human nature. Relationship-based cultures see humans as defined by their relationships, leading to an ethic of care, while rule-based cultures see autonomous individuals with equal rights. The document asserts we must understand other cultures' value systems rather than universalize Western ethics. It examines examples like corruption, which may undermine one culture but be functional in another. The key is determining if an action could sustain the cultural system if generalized.
This document discusses the importance of considering moral and ethical dimensions in development work, particularly in contexts that are hostile to concepts like human dignity. It outlines several moral ideals that are important for development, such as social justice, care, distributive justice, civic virtue, human rights and freedoms. However, it acknowledges that the reality in many developing contexts presents challenges to upholding these ideals, such as authoritarian leadership, lack of accountability, and weak respect for rights of vulnerable groups. The document also addresses some common objections to incorporating moral considerations in development and provides responses to each.
1) The document discusses the effects of globalization on integrating Muslims into the world, including increased migration, multiculturalism, and cultural integration.
2) It argues that Muslims have failed to realize their potential from Islamic teachings and need to adapt to the 21st century by integrating with other cultures instead of blaming the West for problems.
3) Muslims living in Western countries are called to play a more active role through politics and economics to foster cultural integration and avoid conflicts between Muslim and Western communities.
Globe project cultural dimension and its various conclusions, way forward, future plans, advantages and criticisms. comparison to hofstead cultural dimension and the business skills relevant in various countries and areas
This document discusses the concept of culture and its levels. It defines culture as a set of shared attitudes, norms and values that influence how people see themselves and the world. Culture has three layers - artifacts/attitudes, norms/values, and basic assumptions. Cultures can develop at different levels, including national, organizational, corporate, and professional. Cross-cultural management seeks to understand and improve interactions across different cultural groups in organizations.
This document discusses power, resources, and strategies for creating social change in Malawi. It defines key terms like power, resources, access, and control. Power refers to the degree of control over material and immaterial resources. Resources include both tangible things like money and land, as well as intangible things like relationships and self-confidence. Access means the opportunity to use resources, while control means the ability to choose how resources are used. The document argues that change requires addressing both visible and hidden power, and building positive alternatives like power within, power to, and power with others. It presents the case study of HIV-positive women in Malawi who organized to change perceptions of themselves and demand better healthcare, as an example
Sociology, Sports Sociology and Human Resource DevelopmentIOSR Journals
This document discusses sociology, sports sociology, and how sports can be used for human resource development. It begins by defining sociology as the study of human social behavior and interaction. Sports sociology is described as a sub-discipline that examines the relationship between sports and society. The document then argues that sports play an important role in human resource development by building capabilities like health, knowledge, and community participation. It provides examples of skills and values learned through sports like cooperation, fairness, respect, and problem solving. In conclusion, the document states that sports can communicate important messages of peace while bringing people together across divisions.
The role of community leaders in the civil society is greatly observed as an original experience that helps communities to change their attitudes toward pessimist fate. It does emphasise that cultivation of nations is available through social services and humanitarian programs. the spread of education around the globe offered great opportunities to leaders of the world to access sciences and technology systems at distance learning. The online education reflected the potential of empowerment in education, the social development and the necessity to adopt new life skills. Leadership here illustrates a map road of social justice and cultural intelligence that nurture a socio-political perception of decency and fairness
This document discusses ethical issues and business conduct across cultures. It provides an overview of different cultural perspectives on ethics through frameworks like Hofstede's cultural dimensions and theories around relativism and existentialism. Specific cultural norms and business practices in countries like the US, Saudi Arabia, Ghana, and how they relate to ethics are also examined. Corruption challenges in Africa are highlighted through country examples and indices. The role of religion, customs, and societal influences on norms are explored.
Managerial challenge to cross cultural management of diversityAlexander Decker
This document discusses cultural diversity and cross-cultural management challenges within organizations. It begins by defining culture and explaining that culture is no longer static due to globalization. It discusses theories of cultural convergence, divergence, and crossvergence which attempt to explain cultural changes. Convergence theory suggests cultures become more similar over time due to common pressures from technology, economics, etc. The document examines challenges of managing differences between national, organizational, and subcultures. Effective cultural management requires understanding how cultures interact and change over time.
The document discusses understanding foreign cultures for international business. It identifies several key objectives: developing an appreciation for cultural differences; understanding how culture impacts business strategy and implementation; and learning frameworks for classifying cultural dimensions. It emphasizes that understanding cultural differences is important for succeeding in international business encounters. Effective business requires adapting to foreign cultural norms and values.
This document provides an overview of cross-cultural management concepts including:
- Culture is learned behavior shared among members of a society that influences norms, values, and practices.
- Elements of culture include language, values, norms, attitudes, customs, and more.
- Cultural determinants include religion, language, education, and social structure.
- Cross-cultural theories like Hofstede analyze cultural dimensions like power distance, uncertainty avoidance, and individualism vs collectivism that influence behaviors.
- Understanding cultural differences is important for effective cross-cultural communication and management.
Global Business Today 6e by Charles W.L. Hill discusses differences in culture that are important for international business success. Culture is defined as a system of shared values and norms among a group that constitute a design for living. A society shares common values and norms, but does not always correspond directly to a nation-state. Key determinants of a culture include political and economic philosophies, social structure, religion, language, and education. Religions like Christianity, Islam, Hinduism, Buddhism, and Confucianism all have economic implications for business practices.
This document discusses cultural dimensions and frameworks for understanding culture, including Schwartz's cultural dimensions model and the GLOBE project cultural dimensions. It then provides examples of how cultural dimensions may manifest in two Malaysian organizations, the Inland Revenue Board of Malaysia and Top Glove Corporation Berhad. Finally, it emphasizes the importance of understanding one's own cultural values and perspective.
Role of religion in peace and conflict by SHAMS MARRI NUML ISLAMABADShamsUDin7
1. The document discusses the complex relationship between religion and conflict/violence. While religion can sometimes play a role in escalating tensions, there is no single cause and many other factors are usually involved.
2. It explores how religious actors and leaders can also help prevent and resolve conflicts by promoting ethical values, peacebuilding, dialogue, and supporting moderate voices.
3. Several ways are proposed for strengthening the positive role of religion, such as supporting religious education focused on peaceful teachings, empowering grassroots faith-based organizations, and ensuring religious leaders have sufficient resources for reconciliation work.
Geert Hofstede developed cultural dimensions theory to analyze differences in national cultures. His theory identifies six dimensions along which cultural values can vary, including power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance, long-term vs short-term orientation, and indulgence vs restraint. Understanding differences across these cultural dimensions is important for effective cross-cultural communication and international business relations.
This document provides an overview of how culture affects business practices internationally. It defines culture as consisting of shared values and norms. Values are abstract ideas about what is good, while norms are social rules and guidelines for behavior. A society shares common values and norms.
Key factors that influence and determine a culture are discussed, including religion, social structure, and social stratification. Social structure refers to a society's basic social organization, such as whether the individual or group is the primary social unit, and whether stratification exists in classes or castes. Religions like Christianity, Islam, Hinduism, Buddhism, and Confucianism shape ethical systems and business practices in different ways.
Universal values can be understood in two ways - either something is universally valuable when everyone finds it valuable, or when all people have reason to believe it has value. Some proposed universal values discussed in the document include democracy, tolerance, freedom, solidarity, contentment, human dignity, love, co-existence, truth, and justice.
Review of Comparative Cultural Studieszhangchaohui
Three key comparative studies in cross-cultural management and psychology are summarized. Hofstede proposed five cultural dimensions: power distance, individualism, masculinity, uncertainty avoidance, and long-term orientation. Schwartz identified seven value types. Trompenaars proposed seven cultural dimensions including universalism vs. pluralism and individualism vs. communitarianism. The theories are influential but have limitations such as overgeneralizing cultures and using limited samples. They provide a framework for understanding intercultural sensitivity and assessing its role in leadership across cultures.
This document discusses cross-cultural issues in business ethics in the context of a new global economic order based on comparative cultural advantage. It argues that different cultures have developed different ethical norms based on differing conceptions of human nature. Relationship-based cultures see humans as defined by their relationships, leading to an ethic of care, while rule-based cultures see autonomous individuals with equal rights. The document asserts we must understand other cultures' value systems rather than universalize Western ethics. It examines examples like corruption, which may undermine one culture but be functional in another. The key is determining if an action could sustain the cultural system if generalized.
This document discusses the importance of considering moral and ethical dimensions in development work, particularly in contexts that are hostile to concepts like human dignity. It outlines several moral ideals that are important for development, such as social justice, care, distributive justice, civic virtue, human rights and freedoms. However, it acknowledges that the reality in many developing contexts presents challenges to upholding these ideals, such as authoritarian leadership, lack of accountability, and weak respect for rights of vulnerable groups. The document also addresses some common objections to incorporating moral considerations in development and provides responses to each.
1) The document discusses the effects of globalization on integrating Muslims into the world, including increased migration, multiculturalism, and cultural integration.
2) It argues that Muslims have failed to realize their potential from Islamic teachings and need to adapt to the 21st century by integrating with other cultures instead of blaming the West for problems.
3) Muslims living in Western countries are called to play a more active role through politics and economics to foster cultural integration and avoid conflicts between Muslim and Western communities.
Globe project cultural dimension and its various conclusions, way forward, future plans, advantages and criticisms. comparison to hofstead cultural dimension and the business skills relevant in various countries and areas
This document discusses the concept of culture and its levels. It defines culture as a set of shared attitudes, norms and values that influence how people see themselves and the world. Culture has three layers - artifacts/attitudes, norms/values, and basic assumptions. Cultures can develop at different levels, including national, organizational, corporate, and professional. Cross-cultural management seeks to understand and improve interactions across different cultural groups in organizations.
This document discusses power, resources, and strategies for creating social change in Malawi. It defines key terms like power, resources, access, and control. Power refers to the degree of control over material and immaterial resources. Resources include both tangible things like money and land, as well as intangible things like relationships and self-confidence. Access means the opportunity to use resources, while control means the ability to choose how resources are used. The document argues that change requires addressing both visible and hidden power, and building positive alternatives like power within, power to, and power with others. It presents the case study of HIV-positive women in Malawi who organized to change perceptions of themselves and demand better healthcare, as an example
Sociology, Sports Sociology and Human Resource DevelopmentIOSR Journals
This document discusses sociology, sports sociology, and how sports can be used for human resource development. It begins by defining sociology as the study of human social behavior and interaction. Sports sociology is described as a sub-discipline that examines the relationship between sports and society. The document then argues that sports play an important role in human resource development by building capabilities like health, knowledge, and community participation. It provides examples of skills and values learned through sports like cooperation, fairness, respect, and problem solving. In conclusion, the document states that sports can communicate important messages of peace while bringing people together across divisions.
The role of community leaders in the civil society is greatly observed as an original experience that helps communities to change their attitudes toward pessimist fate. It does emphasise that cultivation of nations is available through social services and humanitarian programs. the spread of education around the globe offered great opportunities to leaders of the world to access sciences and technology systems at distance learning. The online education reflected the potential of empowerment in education, the social development and the necessity to adopt new life skills. Leadership here illustrates a map road of social justice and cultural intelligence that nurture a socio-political perception of decency and fairness
This document discusses cultural diversity and various aspects of culture. It begins by defining culture and identifying different categories and levels of culture. It then examines elements of culture like language, narratives, practices, and taboos. It discusses perspectives on culture and explores industry, tourist, host, and tourism cultures. It analyzes organizational cultures like bureaucratic, clan, entrepreneurial, and market cultures. Finally, it touches on cultural diversity, managing diversity, and includes a case study on Disney expanding to Hong Kong.
Standards in Sport: Ethics, Integrity and Governance 22/06/2017mckenln
This document discusses safeguarding children in sport. It argues that current approaches to child protection in sport focus too narrowly on procedures, perpetrators, and risks of harm, rather than the wider culture and children's holistic well-being. The document advocates listening to children's perspectives and priorities to better understand their actual experiences. Research suggests children experience more emotional abuse than is reported, and that behavior tolerated in sport would not be in other contexts. The document concludes sport safeguarding should promote children's voices, welfare, and involvement in decisions to build trust and create conditions for their own protection.
This document discusses the field of sports sociology. It defines sociology as the scientific study of society and how culture and social conditions influence human behavior. Sports sociology specifically examines the relationship between sports and society, including how values and culture shape sports and how sports influences those areas in turn. It explores topics like the socialization of individuals into and out of sports roles and the institutionalization of sports. The document maintains that studying sports through the lens of sociology provides useful insights into gender, racial, and other ideologies prevalent in a society.
N A S W S t a n d a r d s f o r
Cultural
Competence
i n S o c i a l W o r k P r a c t i c e
N A T I O N A L A S S O C I A T I O N O F S O C I A L W O R K E R S
2001
N A S W S t a n d a r d s f o r
Cultural
Competence
i n S o c i a l W o r k P r a c t i c e
Terry Mizrahi, MSW, PhD
NASW President (2001-2003)
Ruth W. Mayden, MSS, LSW
NASW President (1999-2001)
National Committee on Racial and
Ethnic Diversity 1999-2001
Saundra H. Starks, EdD, ACSW, LCSW
Lina Fong, PhD, ACSW, LCSW
Emma Montero, MSW
Ada E. Deer, ACSW
Inderjit K. Jaipaul, DSW, ACSW
Carmen Ortiz Hendricks, DSW, ACSW
Robert D. Showers, BSW
Clara Simmons, ACSW, DCSW
Nelrene Yellow Bird, MSW
Halaevalu F. Vakalahi, DSW
Irene Moreda, DSW
NASW Staff
Elizabeth J. Clark, PhD, ACSW, MPH,
NASW Executive Director
Leticia Diaz, MS
Luisa López, MSW
Tracy Whitaker, ACSW
5
Standard 6. Empowerment and Advocacy
Social workers shall be aware of the effect of
social policies and programs on diverse client
populations, advocating for and with clients
whenever appropriate.
Standard 7. Diverse Workforce
Social workers shall support and advocate for
recruitment, admissions and hiring, and retention
efforts in social work programs and agencies that
ensure diversity within the profession.
Standard 8. Professional Education
Social workers shall advocate for and participate
in educational and training programs that help
advance cultural competence within the profession.
Standard 9. Language Diversity
Social workers shall seek to provide or advocate
for the provision of information, referrals, and
services in the language appropriate to the client,
which may include use of interpreters.
Standard 10. Cross-Cultural Leadership
Social workers shall be able to communicate
information about diverse client groups to
other professionals.
Prepared by the
NASW National Committee
on Racial and Ethnic Diversity
Adopted by the NASW Board of Directors
June 23, 2001
4
Standards
for Cultural Competence
in Social Work Practice
Standard 1. Ethics and Values
Social workers shall function in accordance with
the values, ethics, and standards of the profession,
recognizing how personal and professional values
may conflict with or accommodate the needs of
diverse clients.
Standard 2. Self-Awareness
Social workers shall seek to develop an under-
standing of their own personal, cultural values
and beliefs as one way of appreciating the
importance of multicultural identities in the
lives of people.
Standard 3. Cross-Cultural Knowledge
Social workers shall have and continue to devel-
op specialized knowledge and understanding
about the history, traditions, values, family sys-
tems, and artistic expressions of major client
groups that they serve.
Standard 4. Cross-Cultural Skills
Social workers shall use appropriate method-
ological approaches, skills, and techniques that
reflect the workers’ understanding of the role of
culture in the helping process. .
Danny Maribao_Significance of studying culture, society and politicsdan_maribao
This document discusses key concepts in understanding culture, society, and politics. It defines culture as consisting of various interrelated elements including natural knowledge, technological knowledge, supernatural knowledge, norms, folkways, mores, laws, values, beliefs, and material culture/technology. It also discusses the concepts of ethnocentrism, which is evaluating other cultures based on one's own, and xenocentrism, which is the belief that foreign cultures are superior. The document provides examples and explanations of these different elements of culture to help the reader develop an understanding of how cultures function.
Ethics and Integrity in Service-A Presentation made to the Abia State Executi...Remi ADESEUN
Ethics and Integrity in Service-A Presentation made to the Abia State Executive Council at a Leadership Programme under the auspices of Alpha Institute for Research in Science, Economics and Development. Other Speakers at the Programme were: Prof. Anya O. Anya, Richard Dowden, Bishop Mathew Kukah, Dr Lucy Newman, Dr Chikwe Ihekweazu, Dr Ike Anya.
Participants at the Programme included Prof. Mkpa A. Mkpa (SSG), Mazi Donatus Okorie (Chief of Staff), The Head of Service and all the Honourable Commissioners of the 23 Ministries.
This presentation discusses the voice of the next generation of leaders in the realm of athletes with disabilities in sport at all levels, and highlights an emerging view toward expecting inclusion and equality.
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Nigerias debased values system at the modern era implications for sports development
1. Journal of Education and Practice www.iiste.org
ISSN 2222-1735 (Paper) ISSN 2222-288X (Online)
Vol 3, No 3, 2012
Nigeria's Debased Values System at the Modern Era:
Implications for Sports Development
Ifeanyichukwu Christian Elendu*
Department of Human Kinetics and Health Education, Faculty of Education, University of Port Harcourt,
Port Harcourt, Rivers State, Nigeria.
* E-mail of the corresponding author: elelifey2K@yahoo.com
Abstract
The paper discusses the Nigeria's debased values system at the modern era with its implications on sports
development. Values system of any society greatly directs the behaviours and attitudes of the individuals in
the society. Generally, the shift in the traditional values system of most Nigerians to a debased values
system in the modern era as exemplified in the quest for money, age cheating, unpatriotism, enthno-
tribalistic sentiments and inclination, lack of time consciousness or "African time", examination
malpractice, who do one know and mediocrity syndrome, among others influence their behaviours and
attitudes towards national development especially sports development. These debased values system have
far-reaching implications to sports participants, organization and administration of sports, provision of
sports facilities and equipment, recruitment and appointment of sports administrators into sports ministries
and associations. The Nigeria's debased values system is not good for the development of sports at the
local, state, national and international levels. Among the recommendations are that National Orientation
Agency should embark on re-orientation campaigns and enlightenment on the effect of debased values on
national and sports development; anti-graft agencies such as Economic and Financial Crimes Commission
(EFCC), and Independent Corrupt Practices and Other Related Offences Commission (ICPC) should arrest
and prosecute sports leaders who embezzle sports funds, and Nigerian primary, secondary and tertiary
education should strengthen and emphasize moral and proper value education in their curriculum.
Key words: Debased values system, sports development, modern era, Nigeria.
1. Introduction
The behaviours and attitudes of individuals of any social system are greatly influenced by their values.
Kluckhohn (2005) as cited in Omoegun et al. (2009) maintained that no society is healthy, creative or
strong unless that society has a set of common values that give meaning and purpose to group life. Values
are principles, fundamental convictions, ideas, standards or life stances which act as general guides to
behaviour or as reference points in decision-making or the evaluation of beliefs or action (Halstead &
Taylor, 1996). Values are strong socio-cultural elements that drive and direct a society. Values system
according to Okolo (1993) is seen in the behaviours of people. Values system reflects to how people think
and apply to the ways people think (Nwabuisi, 2000). The values of any given society are developed and
passed down from one generation to another.
The chief socializing agents are the family, school, radio, television and peers (Nwabuisi, 2000), and
individuals can be socialized into any societal values through these agents. Nigerian society is a microcosm
of the world with many values system. The Nigerian traditional values system before colonialism was
outlined by Ella (1992) as respect for elders, chastity among women folk, dignity of labour, patriotism to
one's community, courage and self reliance. In the same vein, Nwabuisi (2000) maintained that the
dominant traditional values include love and promotion for family and family name, filial piety, honour and
respect not for parents alone but also to elders.
Unfortunately, when the white-men came to Nigeria with their government, trade, religion, language,
culture and values, Nigerians progressively imbibed the white-men's way of life and values (Nwabuisi,
2000). Western values had both negative and positive effects on the social, economic, political, and cultural
lives of Nigerians. In Nigeria, the core traditional values have been debased at the modern era. Debase,
according to Hornby (1995), means to lower the quality, status, or value of something, somebody, and
oneself. In this paper, the definition of debased values system is anchored on Halstead and Taylor's (1996)
definition of value, and it means lowering the quality and status of the principles, fundamental convictions,
48
2. Journal of Education and Practice www.iiste.org
ISSN 2222-1735 (Paper) ISSN 2222-288X (Online)
Vol 3, No 3, 2012
ideas, standards or life stances which act as general guides to behaviour or as reference points in decision-
making or the evaluation of beliefs or action.
According to Okpilike (2010), in response to the basic values cherished in Nigerian society, recommended
for inclusion in the secondary school curriculum the following values; honesty (rejection of fraud, cheating,
bribery and corruption, truthfulness, fairplay and sincerity); regards for the interest of others manifested in
tolerance, good neighbourliness, humanness, courtesy, and sportsmanship; justice (practice in fairness in
one's personal dealings with others, the equitable distribution of social amenities, goods and services and
the equitable settlements of dispute in and outside of the law courts); discipline (habits of self control,
moderation, modesty and respect for legitimate authority); right attitude to work (punctuality and
regularity, devotion to duty, service, co-operation and dignity of labour); courage (physical courage, moral
and spiritual courage), and national consciousness, patriotism, sense of belonging, service to the nation,
loyalty, unity and communalism.
The debased values of most Nigerians in the modern era, according to Nwabuisi (2000), include keeping
African time, jealous and witch hunting of colleagues, excessive quest for material possession, and
apparent worship of money, unpatriotism, egocentrism, sociocentrism, tribalism, ethnocentrism and
ethnicity. The debased values system of any nation affects its sports development in one way or the other at
the local, state, national or international levels. This is why the focus of the paper is to highlight the
implications of some of the Nigeria's debased values system on sports development.
2. Concept of Sports and Sports Development
Sports perform social, cultural, economic and political functions in every society. Orunaboka and Elendu
(2009) viewed sport as any highly organized physical activity, which has its equipment, definite boundaries
and rules made by a professional body. Sport refers to any physical activity that is highly organized within
definite boundaries of a standard facility, with its equipment and specified official rules and regulations
made by a professional body which every participant must adhere to. Sports development is a multi-
dimensional concept. It refers to a positive improvement and change in the status of sports facilities and
equipment, sports organization and administration, welfare of sports personnel, officiating officials,
athletes, spectators, and fans irrespective of one's sex, age, religion, race, ethnicity, and economic status, to
the realization of sports goals in a given society. Sports development requires the coordination of material
and human resources to ensure a safe environment for all citizens to participate and enjoy sports either for
recreational or competitive purposes.
Sports development in relation to sports facilities, supplies and equipment entails the construction of new
sports facilities, and maintenance of the existing sports facilities, supplies and equipment, and purchase of
new sports supplies and equipment in line with international standards and guidelines.
Sports development in relation to sports organization and administration involves positive improvement in
the number of sports participants for either competitions or recreation. For competition, it requires ensuring
increase in the number of competitions, increase in number of competitors, and ensuring that the
competitions are conducted in line with the stipulated official rules governing each sport. It involves
ensuring a level playing ground for all sports participants irrespective of sex, age, religion, race, ethnicity,
and economic class.
Sports development in relation to athletes, coaches and officiating officials involves positive improvement
in their welfare, payment of salaries and allowances, proper nutrition, provision of security,
accommodation, and medical attention. Sports development in relation to spectators and fans requires
making provision for their enjoyment of sports with proper safety and security, crowd control, sitting
arrangements and zero incidence of violence at sports venue.
3. Concept of Values
Okpilike (2010) viewed values are ones principles or standards, ones judgement of what is valuable and
important to life. According to Hill (2004), values are the priorities individuals and societies attach to
certain beliefs, experiences and objects, in deciding how they shall live and what they shall treasure. Gilbert
and Hoepper (1996) categorized values into aesthetic values, economic values, intellectual values, political
values, environmental values, and moral values. According to them, the aesthetic values are related to ideas
and concepts such as beauty and symmetry; economic values to efficiency and productivity; intellectual
values to truth and clarity; political values to justice and freedom; environmental values to ecological
49
3. Journal of Education and Practice www.iiste.org
ISSN 2222-1735 (Paper) ISSN 2222-288X (Online)
Vol 3, No 3, 2012
harmony and sustainability; moral values to ideas and concepts of right actions towards other people such
as respect, care, and integrity.
4. Nigerian Traditional Values System before Colonialism
Before the advent of colonialism in Nigeria, Nigerians had their values. Nigerians in the past era before the
advent of colonialism, among other things attach great importance to family name (Ella, 1993). Every
Nigerian will work assiduously to promote his or her family name and do everything possible to avoid
soiling the image of the family and it is the family that forms the inalienable base to Nigerians.
Truthfulness and honesty were priced very high. Love and promotion for family and family name, filial
piety, honour and respect not for parents alone but also to elders (Nwabuisi, 2000) were the Nigerian
traditional values system. Indecent acts such as stealing, dishonesty and moral laxity were abhorrent to
Nigerians of old. In each community, strict laws guide the people against infringing on any of these highly
held values.
Nigerians had great respect for the sanctity of life. Human life was held in a very great esteem. A violation
of human life in any way was considered the greatest crime anyone could commit. Life to a traditional
Nigerian was the greatest gift from God and therefore should not be interfered with by anyone (Nwabuisi,
2000). The Nigerian traditional values system as highlighted by Ella (1993) include respect for elders,
chastity among women folk, dignity of labour, patriotism to one's community, courage and self reliance.
Before the coming of the missionaries, children were taught and encouraged to respect their parents and
elders, assist them in fetching water, firewood and other domestic works. Any child who disrespects any of
his or her elder irrespective of the gap in age or seniority is serious punished by the community.
5. Aspects of Nigeria's Debased Values and Sports Development in Modern Era
Some of the areas of Nigeria's debased values include cheating and falsification of age; lack of time
consciousness (African time); excessive quest for materialism and worship of money; unpatriotism, enthno-
tribalistic sentiments and inclination; over-dependency on foreign goods, products and service delivery;
examination malpractice, and who do one know and mediocrity syndrome.
5.1 Cheating and Falsification of Age
Swearing and use of court affidavit as official and legal document have aided falsification of age by most
Nigerians including sports participants. Cheating and falsification of age have been synonymous with
Nigeria's moral decadence such that Nigeria was once banned for some years from participating in under-
age tournaments (Adegoju, 2003). In the same vein Ngwodo (2007) reported that the perennial syndrome of
age cheating which continues to dog age-grade football in African countries cast a pall over the golden
eaglets. In 1989, Federation Internationale de Football Association (FIFA) placed a two year ban on
Nigeria from participating in FIFA age-grade tournaments and also withdrew the country's right to host the
1991 World Youth Championship. Ngwodo further maintained that the infraction for which Nigeria was
banned was the alleged falsification of the ages of three players, Andrew Uwe, Samson Siasia, and Dahiru
Sadi. The trio had featured for Nigeria in the U-20 World Cups of Mexico 83 and Moscow 85 and had
altered their ages to participate in the Seoul 88 Olympics. According to him, age cheats are costing Nigeria
future victories in world football. Many Nigerian U-17 football players were dropped for the Nigeria 2009
U-17 FIFA World Cup on the grounds of over-age. Nigeria's fielding of over-age athletes for any age
category of sports programme is embarrassing when there are many athletes at the grassroot level yet
untapped. Fielding over-age athletes does not speak well of a nation's sports development, as it exposes the
inexistence of sports developmental programmes of the country.
5.2 Lack of Time Consciousness (African time)
Lack of time consciousness popularly known as "African time" as used by most Nigerians is the tendency
to be relaxed, show indifferent attitude towards time and failure to start events or arrive at events or
programmes at their scheduled time. It is the acceptance that nothing will start at the absolute time
indicated on the schedule (Harshman, 2011). Often times, athletic teams in Nigeria have been worked over
for coming late for a competition. Sports competitions that are slated for 4 O'clock in the evening
sometimes start behind schedule and spectators do not arrive before the announced or fixed time due to the
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average Nigerian mentality of "African time" meaning that the game will not start at exactly 4 O'clock in
the evening.
5.3 Excessive Quest for Materialism and Worship of Money
According to Nwabuisi (2000), money is capable of buying anything and everything and everything else is
a means of obtaining money including human life. Okolo (1993) noted that Nigerians are largely drawn to
things of immediate material gain, advantage or pleasure. She further noted that an average Nigerian
strongly believes that money is almighty and can achieve anything and everything. There has been much
emphasis on educational certificates as a basis for integration and survival in the society. This has lead to
high prevalence of examination malpractice. Nigeria's over-emphasis on educational certificates does not
encourage skill development programmes outside educational sector and individuals who may not be
interested in going for university education. Everyone wants to get the certificate by all means including
examination malpractice. This excess quest for materialism often exposes sports administrators to
misappropriation or embezzlement of sports fund thereby retarding the growth and development of sports
in the country. Some sports equipment are vandalized by Nigerians thereby leaving the athletes with little
or nothing to train with for competitions. Lack of these sports equipment due to vandalization mar the
effective organization and administration sports competitions.
5.4 Unpatriotism
Nwabuisi (2000) stated that Nigerians are very unpatriotic. Most Nigerian elite athletes especially football
players are more patriotic, dedicated, and committed when it comes to playing for their foreign football
clubs than playing for their country in international competitions. The unpatriotism of most Nigerians could
be seen in sports spectatorship and fanship, where most Nigerians support English Premier Leagues or
clubs (Chelsea FC, Manchester United FC, Barcelona FC, Arsenal FC, etc) than Nigerian leagues or clubs
like Enyimba FC, Dolphin FC, Sharks FC, Sunshine Stars FC, Kano Pillars FC, etc.). Stadia are always
close to being empty when Nigerian football clubs are playing with little publicity.
5.5 Enthno-tribalistic Sentiments and Inclination
Okolo (1993) stated that a Nigerian in position of power or who has some material advantage usually
means a material life-line to his families, relatives, or friends. The roots of Nigeria's unpatriotism can be
traced to ethnocentrisms and ethno-nationalism which account for the development of Nigeria's gross
neglect for merit and equity which are reflected in "appointment to offices, promotions, provision of
infrastructure and general development" (Nwabuisi, 2000). Most Nigerians are still interested in the ethnic
group, tribe or religion of who becomes the sports minister, sports commissioner, sports association
president than on the capability of the individual to service delivery. With emphasis on tribe and ethnicity,
unqualified person may assume sports positions even when it is clear that they are not fit for such position.
The appointment of sports leaders based on ethnicity or tribe has a lot of negative implications on sports
development in Nigeria.
5.6 Over-dependency on Foreign Goods, Products and Service Delivery
Most Nigerians prefer to patronize products that are made outside the country. This has equally been
transferred to preference of foreign manpower to Millions of Nigerians in service delivery. Nigerians prefer
sports goods like canvas, jerseys, and other supplies made in other continents and countries especially Asia
and United States than the ones made in Nigeria. This negative attitude does not encourage the Nigeria's
sports supplies and equipment manufacturing industries. Foreign coaches are preferred to "local coaches" to
take Nigerian sports teams especially Nigerian football team, the Super Eagles to World competitions. This
over-dependency on foreign coaches has not given Nigerian coaches adequate opportunities to develop
their coaching careers. An example is the Super Eagle Coach, Shaibu Amodu whose appointment was
terminated for fear by some Nigerians that he may not deliver Nigeria at the South Africa 2010 World Cup,
thereby leading to the appointment of a foreign coach, the former Sweden Coach, Lars Lagerback who
could not equally deliver Super Eagles at the World Cup.
5.7 Examination Malpractice
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Nigeria's educational system has suffered terribly from the pangs of her debased value system as seen day
by day in examination malpractice (Adegoju, 2007). He further expressed that offering and taking of bribes
by candidates and examination officials respectively in both internal and external examinations have aided
examination malpractice. Examination malpractice in Nigerian educational system has far reaching
implications in all sectors of the society including sports. This is because of the fact that the products of the
educational system are future leaders including sports leaders. When these individuals who passed out of
the educational system through examination malpractices secure sports leadership position, they will be
ineffective and inefficient in sports administration and development in Nigeria.
5.8 Who do One know and Mediocrity Syndrome
Meritocracy has almost been sacrificed to mediocrity because of "who one knows" popularly known in
Nigerian context as "IM". The access to certain facilities, positions and services have been associated with
who one knows in the society irrespective of his or her qualifications. If one is looking for appointment, it
is no longer surprising that some employers in Nigeria expect and respect complimentary cards of
personalities such as political leaders and wealthy individuals. This encourages mediocrity which affects
the sectors of the society including sports. Some sports administrators at the local, state and national levels
are appointed based on who they know in the society. The use of mediocres in sports industry affects sports
administration and development in Nigeria.
6. Conclusion
The behaviours and actions of individuals in any nation such as Nigeria are greatly influenced by their
values system. These values have either positive or negative effects on the social, economic, political, and
cultural lives of the society. Some of the traditional Nigeria's values system have debased in the modern
era. The Nigeria's debased values are exemplified in cheating and falsification of age, over-dependency on
foreign goods, products and service delivery, unpatriotism, enthno-tribalistic sentiments and inclination,
lack of time consciousness, excessive quest for materialism and worship of money, who do one know and
mediocrity syndrome, among others. The Nigeria's debased values system is not good for the development
of sports at the local, state, national, and international levels.
7. Recommendations
In order to avert the ugly implications of the debased values system on national development especially
sports development, it was recommended that:
1. National Orientation Agency should embark on re-orientation campaign and enlightenment on the effect
of debased values on national and sports development.
2. Anti-graft agencies such as Economic and Financial Crimes Commission (EFCC), and Independent
Corrupt Practices and Other Related Offences Commission (ICPC) should arrest and prosecute sports
leaders who embezzle sports funds.
3. Nigerian primary, secondary and tertiary education should strengthen and emphasize moral and proper
value education in their curriculum. Time consciousness should be instilled into the students and pupils. All
stakeholders of the educational system should continuously discourage examination malpractice among
students.
4. Ministry of culture and tourism in collaboration with ministries of education, sports, and information
should embark on character changing programmes, workshops, seminars and symposia for different social
classes of individuals in the society.
5. Only Nigerians with good values should be recognized and presented with national honours.
6. Students should be allowed to form moral clubs with the guidance and supervision of teachers with
sound moral life and integrity.
7. There should be inter-sectoral collaborations with all stakeholders (government ministries, law makers,
parents, law enforcement agencies, mass media, entertainment industry, teachers, religious leaders,
students, politicians, sports administrators, etc) to re-orientate Nigerians on proper values.
8. Only detribalized Nigerians should be elected and appointed into leadership positions. Leaders should be
people with high integrity and moral conduct.
9. Mediocrity should be discouraged by all Nigerians in every facet of the society including sports.
Appointments should be based strictly on merit.
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