Challenges of The Igbo Apprenticeship System and Sustainable solutions

By Nnenna Joseph

The Igbo apprenticeship system, also known as Igba boyii, has been a remarkable engine of economic growth, producing a significant number of Nigerian billionaires, often more effectively than formal education and degrees. Nnewi, a city renowned for its thriving economy, boasts the highest GDP per capita in Nigeria and the greatest concentration of millionaires, as highlighted by Business AM in 2017.

At its core, the system aims to achieve economic equilibrium and minimize inequality. Typically, a successful businessman returns to his village to recruit apprentices—be they relatives, friends, or even strangers. These apprentices learn the business hands-on, gaining practical experience rather than theoretical knowledge. After several years, the mentor voluntarily “settles” them, which might involve paying their store rent for a few years or providing their initial stock of goods.

These newly settled entrepreneurs then carve out their own market niches, applying the skills they acquired. This model ensures mutual benefit and communal prosperity. Professor Ekekwe encapsulates this ethos: “No one is super-rich, but everyone is just fine.” This cultural mandate of “onye aghara nwanne ya” (do not leave your brethren behind) underscores the obligation of successful individuals to settle their apprentices. Unlike Western mentorship, this system expects tangible support and resource sharing.

However, in practice, this idealistic system faces significant challenges. It has become common for apprentices to be accused of theft, insubordination, and other misconduct, often resulting in their dismissal without the promised settlement. Reports indicate that up to 60% of apprentices are not settled as agreed. In some cases, these accusations may be fabrications by the masters to avoid fulfilling their obligations. In other instances, apprentices may genuinely err, engaging in activities such as joining cult groups, patronizing prostitutes, or disrespecting their masters’ families.

To address these challenges, a more structured and transparent approach is essential. Sustainable solutions include formalizing agreements, providing better oversight and conflict resolution mechanisms, and fostering a culture of accountability. By doing so, the Igbo apprenticeship system can continue to thrive, fostering economic growth and community development while minimizing conflicts and ensuring fair treatment for all participants.

Major causes of disagreements in the Igbo apprenticeship system

1. Theft

Theft is a significant issue within the system. Despite the masters’ efforts to be strategic, they continue to discover that they are losing money and goods daily.

If you take a stroll through Onitsha’s main market, you will always find a large iron safe hidden away where the master keeps money. However, the apprentices still manage to smuggle goods from the shop and sell them to customers.

A seasoned businessman, who has trained more than 50 apprentices, once said, “No matter what you do, umu boyii must steal from you. The best method is to make a truce with them to ensure you make your capital and profit. They can have the rest.”

In their defense, the apprentices argue that some masters only provide them with N100 for the entire day as their feeding cost, leading them to steal out of hunger.

While the businessman above may be lenient, most bosses strictly prohibit any form of theft and do not hesitate to send the culprits home.

2. Insubordination

Apprentices are typically boys between 12 and 28 years old, a time when they feel like they are becoming men and expect to be treated with respect.

Living with their master and his family, they may sometimes experience disrespect or mistreatment. In some cases, if an apprentice has a quick temper, they may react aggressively and harm their master’s family members, leading to their dismissal. Additionally, they may refuse to perform tasks that they feel are beneath their dignity, which could lead to the end of their apprenticeship.

3. Unseriousness

Some apprentices come across as unserious. They are either unexplainably late to work, slack off when they are supposed to bring their A-game, misplace important items, etc. Their master might perceive this behavior as unacceptable and send them home.”

4. Vices and inappropriate behaviors

As previously mentioned, some of these apprentices join cult groups and become a source of terror for their masters, acting with impunity because their masters fear retribution. Others succumb to alcoholism, drug abuse, and smoking, behaviors that their masters strongly disapprove of.

Additionally, some engage with women and prostitutes. If these vices become intolerable for their masters, the apprentices are often sent home.

Read Also: The Culture Of Igba Odibo (Igbo Apprenticeship) In Igbo Land

5. Greedy masters

Some masters are greedy and wicked. They send these boys home for the slightest reason, whether founded or unfounded. Sometimes the masters do not settle the boys at the given time; they let it exceed for a year, sometimes 2 years, just to frustrate the boys to leave on their own unsettled. At other times, it has been discovered that when the time for settlement is near, some masters will falsely accuse the boys and send them home.

Though no amount of money is set in stone at the end of the apprenticeship, it is a rule of thumb to give your apprentice an amount that can give them a chance to be productive.

A handkerchief business can be set up with NN200,000, but an electrical business cannot be set up with the same amount. If the fair amount to commence a business as seed capital is N5,000,000, some masters will give their apprentices N1,000,000. This might be a huge sum in another sector, but in the boys’ given trade sector, it will be useless to him and unproductive.

This is one of the major reasons why the apprenticeship system is dwindling.

Possible Solutions for Strengthening the Igbo Apprenticeship System

Addressing the challenges facing the Igbo apprenticeship system requires a multifaceted approach. Here are some possible solutions:

1. Formalizing Agreements:

Implementing formal contracts between masters and apprentices can ensure transparency and accountability. These agreements should outline the terms of the apprenticeship, including the duration, responsibilities of both parties and the settlement process.

2. Training and Education:

Provide training and education for both masters and apprentices on their rights, responsibilities, and proper conduct during the apprenticeship. This could include workshops on conflict resolution, communication skills, and financial management.

3. Establishing Oversight Bodies:

Create oversight bodies or committees tasked with monitoring apprenticeship arrangements and resolving disputes. These bodies could include representatives from the community, trade associations, and local government agencies.

4. Financial Support:

Facilitate access to financial support for apprentices to ensure they receive adequate settlement at the end of their training. This could involve establishing a fund or cooperative that provides loans or grants to apprentices for starting their own businesses.

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5. Skill Diversification:

Encourage masters to diversify the skills they teach their apprentices to ensure they are equipped for various career paths. This could involve introducing training programs in emerging industries or providing opportunities for apprentices to gain experience in different sectors.

6. Promoting Ethical Conduct:

Promote ethical conduct among masters and apprentices through awareness campaigns and community engagement. Emphasize the importance of honesty, integrity, and mutual respect in maintaining the integrity of the apprenticeship system.

7. Modernizing the System:

Integrate modern technology and business practices into the apprenticeship system to enhance efficiency and competitiveness. This could include digital platforms for matching apprentices with suitable mentors, online training resources, and e-commerce platforms for selling goods and services.

8. Institutionalizing the system

The government or other relevant bodies should intervene in the failing apprenticeship system by establishing processes and methods that provide a sustainable system aligned with the 21st century. In this scenario, young boys interested in apprenticeship would register on a central portal, and business owners seeking apprentices would be matched with a preferred candidate through legally binding agreements.

Violating these agreements would result in consequences for both parties. This institution could be developed by independent government ministries, organizations, or a solution-oriented enterprise. By implementing these solutions, stakeholders can collaborate to rejuvenate and sustain the Igbo apprenticeship system, ensuring its continued contribution to economic development and social cohesion.

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