Breif About Colonialism

To a large extent, the style or method used in managing an organization at any given time reflects the general

level of development of the society in which that organization operates. Expectedly, as a society experiences

economic, socio-political, infrastructural and other progress, the organizations existing within it improve or grow

by way of capacity, performance and general efficiency. Similarly, significant societal conditions usually exert

some impact on the attitude and behaviour of people at the workplace. It is in this way that the systematic

usurpation of the sovereignty of the various peoples living in the west, east and north of the River Niger by the

British during the 19th century; ultimately culminating in the colonization of the entire area, came to influence,

condition and pattern the political, economic and social systems of the eventual Nigerian state. Colonialism has

arguably therefore informed the fundamental culture of modern Nigerian organizations – especially in the way

they are organised and operated, and also how the human elements within such settings behave in the process of

achieving organizational objectives.

Using the conflict theory as the basis, this paper seeks to examine the effect colonial policies have had on

management in Nigerian institutions. The specific objective of the paper is to examine the role that the internal

conflict generated by colonialism has played on the development of indigenous Nigerian management practices

and principles, and how this has affected the growth of local institutions and business organizations. The paper

further attempts to provide an understanding of the behaviour of workers in Nigerian institutions and

organizations against the backdrop of their colonial past.