ABSTRACT
The issue of productivity in the
public service had been a growing concern to members of the public in general
and senior civil servants in particular. The argument is that most public
servants are not usually motivated to put extra efforts in getting committed to
their job. The lack of commitment to the job has led to a serious decline in
the performance of public servants. So many reasons have been attributed to
this while some people believe that the rewards for efforts in terms of
financial compensation to public servants have been very poor, others attribute
the lack of commitment to work to issues of poor physical working environment
social aspects of the work situation as well as non challenging nature of the
tasks and responsibilities in the public service.
This
research work attempts to find whether or not it is true that public servants
are not motivated. The Nigerian customs service has been selected as the case
study. The research among other things seeks to find out what factors cause the
lack of motivation among public servants if truly they are not motivated.
The
research design adopted is the social survey method adopting the use of
questionnaire to gather data from the selected sample of the total population
of study. Hypothesis are then tested and from the analysis of data results
inferences are made to generalize about the behaviour and perception of the public
servants in the customs services.
TABLE OF CONTENT
Title
Page
Approval
page ii
Dedication iii
Acknowledgement iv
Abstract
v
CHAPTER
ONE
Introduction
Background
of the Study
Statement
of Research Problem
Objectives
of the Study
Hypotheses
Scope
and Limitation of Study
Significance
of the Study
Definition
of Terms
CHAPTER
TWO
2.0 Literature
Review
2.1 Brief
History of the Case Study
2.2 The
Concept of Motivation
2.2.1 Models of Subordinate Motivation
2.2.2 Why Motivation in Work Organization
2.2.3 Problems Constraints of Motivation
2.3 Theories
of Motivation
2.3.1 Abraham Maslow's Hierarchy of Need (1954)
2.3.2 Herzberg Need Theory of Motivation (1968)
2.3.3 Mcleland's Needs Theory Motivation
2.3.4 Victor H. Vroom's Expectancy Theory (L964)
2.3.5 Dovglas Mcgregor - Theory X and Y Assumptions (1960)
2.3.6 Points to Note about Motivation, Job Satisfaction and Employee
Productivity
2.3.7 Ways to Achieve Motivation and Consequently Productivity of
Employees
2.3.8 Need and Expectation at Work
2.3.8.1 Extrinsic Motivation
2.3.8.2 Intrinsic Motivation
2.4 Productivity
CHAPTER
THREE
Research
Methodology
3.1
Introduction
3.2
Re-Statement of Hypothesis
3.3
Sampling Method/Size
3.4
Research Design
3.5
Description of Study Population
3.6
Method of Data Gathering
3.7
Method of Data Analysis
3.8
Analysis Procedure
CHAPTER
FOUR
4.0
Data Analysis and Presentation
4.1
Introduction
4.2
Analysis of Data
4.3 Test
of Hypotheses
4.4
Summary of Findings
CHAPTER
FIVE
5.0
Summary, Conclusion and Recommendation
5.1
Summary
5.2
Conclusion
5.3
Recommendation
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The
primary concern of management in the public and private establishment is that
of increasing workers' productivity. Productivity is one of the yardsticks for
measuring the success of an organization. The provision of adequate
motivational programmes has been identified as one of the most vital
instruments through which the productivity of the workers can be increased.
Motivation
has been defined as an internal emerging force that makes a man move towards
satisfying his needs.
Maslow
(1954) believed that human needs are hierarchical order starting from the basic
needs to the higher order needs. Once a particular need is satisfied, it ceases
to be a motivator of behaviour and another need emerges. His hierarchy of needs
is classified thus: physiological, safety love esteem, self-actualization and
cognitive needs.
Thomas
(1923) looked at motivation as comprising of wishes, security, recognition and
response from one's fellows and experience.
Herzberg
views motivation from two-dimensional theory of motivators and dissatisfiers.
These two factor theories have often been called Motivation- maintenance-able
theory.
The
process of motivation is psychological. It is not directly observable and
visible. Motivation cannot be seen, heard or felt but can only be inferred from
behaviour. It is absolutely impossible for managers to measure motivation
directly because it is in-observable
For
instance, if workers in factor A are more productive than the workers in
factory B, one might infer that those workers in factory A might have been
highly motivated than those in factory B. Thus one can say that all behaviour
is motivated and people have reasons for behaving in a particular manner or
doing things in a particular fashion. Human behaviour is conditioned by the
goals and objectives to be achieved. Such goals revolve around the desire to
satisfy a particular need. An unsatisfied need is the starting point in the
process of motivation.
Every
worker in an organization has a goal or an objective to achieve and thus the
process of motivation is complete. For example, an angry person needs food to
satisfy his hunger. Such a person would only be motivated by the desire for food
in order to satisfy this need. Thus, the continuous process begins with an
unsatisfied need and ends with need satisfaction and with goal directed
behaviour as part of the process.
In
effect, the employ's ability to satisfy those pressing needs of the worker's
gives a long way to determine how motivated a worker is which invariably
affects the worker's productivity.
The
need for motivation can be viewed from different aspect in an organization which
constitutes the fact that qualified manpower must be attracted and maintained,
worker must be motivated to exert their time and energy in achieving and
pursuing the predetermined goals of the organization and also for human
resources being the most important factor of production in an ·organization
maintained and developed. These reasons suggest that the creation of conducive
environment is a prerequisite for achievement of organizational success.
1.2 STATEMENT OF
RESEARCH PROBLEM
It
has become obvious that organization consider motivation as a tool to ensure
efficiency and effectiveness of workers for increase in employee’s
productivity. It has been noticed that employees are yet to be efficient in
their work due to the fact that employees are not given the type of motivation
they want. It is this aspect that brought about certain question like
i.
Does
it mean that workers are not given the right type of motivation?
ii.
Does
motivation increase workers’ productivity in an organization?
iii.
How
does motivation stimulate employees to put in his best in the organization?
iv.
Does
motivation of employees increase organization efficiency and effectiveness
towards making profits?
1.3 OBJECTIVES OF
STUDY
The
objective of this research study among other vital condition include:
i.
To
examine the role in which workers can play in influencing the productivity of
workers.
ii.
To
examine the role which the satisfaction physiological can play in influencing
their productivity.
iii.
To
study the impacts of adequate motivational programmes on workers’ productivity
and how it has helped the ~any in achieving its set goals and targets.
iv.
To
suggest possible ways of increasing the work performance of employees.
1.4 STATEMENT OF HYPOTHESES
i.
There
is no positive relationship between workers t productivity and satisfaction of
economic needs.
ii.
There
is no positive relationship between level of motivation and workers commitment
to the goals of the organization.
iii.
There
is no positive relationship between satisfaction of workers social needs and
productivity.
1.5 SCOPE AND
LIMITATION OF STUDY
The
study of motivation is very wide because almost all organizations both private
and public use it is a means or tool for enhancing their employees' potentials
and productivity.
The
study shall be limited in scope to Nigeria Customs Services. It will cover
various departments such as Finance, Administration and Technical Services
department e.tc. The study is also limited among other things which nature of
the academic calendar will not allow for an in depth analysis of the study.
1.6 SIGNIFICANCE
OF THE SYUDY
The
findings of this study will elicit the effect of motivation on the production
of the employees of Nigeria Customs Services. It will offer the best method to
motivate employees at a particular point in time. It will also serve as a
useful tool in Nigeria Customs Services for further decision-making process on
promotion related issues. Knowledge of organization motivations shall be
enhanced along with the improvement of the employee’s performance and
production for smooth discharge of their duties.
1.7 DEFINITION
OF TERMS
Motivation: This can be defined as the energizing force an all those
inner striving conditions described as wishes, desires, drives, e. t, c. That
induce compel and maintain behaviour.
Productivity: This is an increase inefficiency and the rate at which
goods are produced in an organization towards the achievement of the set goals.
Role:
This is the part an individual worker plays in the accomplishment of the goals
of an organization,
Employee Morale: This is the attitude or feeling of an individual worker
towards his job colleagues and supervisors in the organization.
Welfare Services: These are wide range of services such as Conducive Work
Environment, Medical Care, Housing Facilities, transport Services e.t.c. To
boost the worker's morale so as to increase their productivity.
Management: These are workers who occupy managerial position in an
organization.
Strategies: Skill of managing all affairs.
The Hypothesis of the study includes:
a.
There
is no positive relationship between workers productivity and satisfaction of
economic needs.
b. There is no positive relationship
between level of motivation and workers commitment to the goals of the
organization.
c.
There
is no positive relationship between satisfaction of workers social needs and productivity.
Also,
in view point to note about motivation, job satisfaction and employee
productivity.
The
following points should be noted by managers about staff motivation, job
satisfaction and productivity.
a.
Human
beings are wanting beings; they always want and they want more. Bye what they
want depends upon what they have already. As soon as one need is satisfied,
another will emerge.
b. Mutual interest; there is commonality
of interests between the manager and his subordinates and among all employee in
the organization. Though individual interests are different, yet they can find
mutual interest in the organization or in the social group e.g. seeing to
welfare of the workers generally, and the survival of the organization.
c.
Human
dignity; people want to be treated with respect and dignity. They want to be
treated as human beings.
d. Effective Communication;
Communication is essentially a bridge of meaning between people. It is defined
as the process of passing information and understanding from one person to
another.
Therefore, the
manager should ensure a free flow communication in the organization setting.
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