CHANGE OF PROFESSIONALS' WORKPLACE IN NIGERIAN ESTATE SURVEYING PRACTICE
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Date
2017-11-23
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Department of Industrial Relation and Personnel Management, Faculty of Management Sciences, University of Ilorin, Ilorin, Nigeria
Abstract
The workplace movement, staff attrition and retention of professionals are a
worldwide happening which affects both developing and developed countries
differently. Focus of most literatures on workplace movement of professionals was
however on brain drain (country to country movement) with less emphasis on rate of
movement of professionals within the same country over a period of time. In a bid to
practise the profession, the Estate-Surveying-Professionals (ESPs) may result to
changes of workplace due to a given factor and on interval basis end up moving from
one firm to another or to other industries and establishment at differing rates and
patterns. This study therefore seeks to explore and identify factors that lead to change
of workplace among ESPs in Nigeria. An in-depth survey interview was conducted on
the 152 affected Estate Surveying Professionals in Nigeria based on the differences
between the 7th and 8th (most current) editions of the directory of members and
registered firms of the Nigerian Institution of Estate Surveyors and Valuers (NIESV)
through telephony. The findings indicated that the type of change of workplace is
mostly an internal movement among Estate-Surveying-Firms(ESFs) and that most of
the geographical change of workplace are within the same urban area characterized
by desire to operate self/jointly established Estate Surveying Firm. The change of
workplace among ESPs is still mostly intra profession type (brain exchange) and not
inter profession one (brain drain). Although, the work concluded that the change of
workplace does not constitute a threat of extinction to the profession of Estate
Surveying in Nigeria, it is recommended that NIESV should constantly study the rate
and pattern of change of workplace amongst its members for effective monitoring
towards sustainable estate surveying practice in Nigeria. Furthermore, as a
complement to this work, NIESV should endeavour to ascertain the exit type of 333
members listed in its 7th edition, but missing in its 8th edition as a further monitoring of
change of workplace among its members. Finally, as already did by other
professionals, NIESV should make available the updated list of its registered
members for capturing by the National Bureau of Statistics of Nigeria, as part of vital
national statistics of the country.
Description
Keywords
Estate-Surveying-Firms (ESFs), Practice, brain exchange, change- of-workplace, brain drain