ABSTRACT
This
research examined the Impact of Motivation on Performance of Civil Service in
Nigeria with special reference to Lagos State Ministry of Education. The research adopted survey research design.
Data were gathered through primary source with the aid of a well-structured
questionnaire. Simple random sampling technique was adopted in the selection of
sample, this was used to eliminate biasness in the selection process of the
respondents.
Data garnered were presented on table using
percentage and the formulated hypotheses were analysed with the used of
Chi-square statistical method. The result of the analysis shows that Lack
of motivation of employees has effect in low morale and high labour turnover.
Also, Performance of civil service has significance relationship with the
motivational performance.
Based
on the conclusion of the analysis recommendations were proffered to the staff
and management of Lagos State Ministry of Education.
TABLE
OF CONTENTS
TITLE PAGE 1
ABSTRACT 2
TABLE OF CONTENTS 3
CHAPTER ONE:
INTRODUCTION
1.1 BACKGROUND OF THE STUDY 5
1.2 STATEMENT OF PROBLEM 9
1.3 OBJECTIVES OF STUDY 10
CHAPTER TWO:
LITERATURE REVIEW
2.1 INTRODUCTION 14
2.2 THE MODELS OF SUBORDINATES MOTIVATION 16
2.3 MOTIVATION AND HUMAN BEHAVIOUR CIVIL SERVICE 18
2.4 THE EXPECTANCY THEORY OF MOTIVATION 23
2.5 HERZBERG’S TWO -FACTOR THEORY OF MOTIVATION 24
2.6 THEORIES OF JOB SATISFACTION 32
2.7 CAUSE OF JOB STRESS ON EMPLOYEE PERFORMANCE 33
2.8 MONEY AS A MOTIVATION FACTOR IN THE CIVIL SERVICE 35
2.9 PROBLEMS OF MOTIVATION 38
CHAPTER THREE:
RESEARCH METHODOLOGY
3.1 INTRODUCTION 40
3.2 RESEARCH DESIGN 40
3.3 RESTATEMENT OF RESEARCH QUESTIONS 40
3.4 RESTATEMENT OF RESEARCH HYPOTHESIS 41
3.5 RESEARCH POPULATION 41
3.6 SAMPLE SIZE AND SAMPLING TECHNIQUES 41
3.7 METHOD OF DATA COLLECTION 42
3.8 ANALYSIS OF INSTRUMENT 42
CHAPTER FOUR: DATA
ANALYSIS AND RESULT
4.1 DATA ANALYSIS AND INTERPRETATION 44
4.2 ANALYSIS OF RESPONDENTS CHARACTERISTICS 44
4.3 TEST OF HYPOTHESIS AND DISCUSSION OF FINDINGS 62
4.4 DISCUSSIONS OF FINDINGS 66
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY OF FINDINGS 67
5.2 CONCLUSION 68
5.3 RECOMMENDATIONS 70
REFERENCES 73
APPENDIX 75
QUESTIONNAIRE 76
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Motivation
is defined in general terms as the act or process of providing power from
within the person which insights him into action as termed from Weber’s third
international dictionary (2011).
Motivation is also defined as the process of stimulating the interest of
somebody to do something.
Manager
involves the creation and maintenance of environment for the performance of
individuals working together in group towards the accomplishment of common
objectives. Since the manager cannot do their job alone, he ought to know what
motivates the people. So it is the duty of the manager to recognize motivating
factors in designing an environment for performance.
It
can be referred to the way urges, aspirations, drives and needs at humans
direct or control or explain their behaviour. The public service in Nigeria traces its roots to British
colonial administration. At the time of independence there was no major change
in the structures of the service. Replacing the departing expatriates with the
indigenous Nigerians under a policy referred to as Nigerianization. Over the
years the public service has continued to render poor quality services to the
people due to poor work performance by the employees. The source of the
problems of poor work performance and service delivery in the public sector,
began at the time of independence in 1960, and emanated particularly from
Nigerianization policy (1999) (DPM, 2002). Ajulor (2002).
The main
policy resulted in creation of direct employment of Nigerians, which eventually
led to rapid expansion of the civil service and a high wage bill. Over the
years the government has not been able to offer competitive remuneration to its
employees because of this high wage bill. Although the cost of living continues
to rise, the remuneration of the public sector workers has stagnated. To cope
with the increasing cost of living, the public servants engage themselves in
other economic activities to supplement their income. Most of the economic
activities are undertaken during official working hours, leading to poor
service delivery in the public sector (Aseka, 2002)
To
curb the problems, in 1993 the government introduced reform programmes aimed at
improving work performance and service delivery in the public sector. The first
phase of the reform programme focused on staff reduction. During this phase the
size of the civil service was significantly reduced by 37% through the
following measures:
• Voluntary Early Retirement Scheme (VERS);
• Abolition of posts that had remained vacant
for too long;
• Freezing of recruitment into the public service except in
critical areas;
• Withdrawal of guaranteed employment to
pre-trainees and graduates of tertiary educational institutions;
• Removal of 4500 “ghost” workers from the payroll as result of
head count exercise;
• Strict enforcement of the mandatory retirement age of 55 years
The
second phase of the reform programme focused on rationalization of the civil service
to improve performance and productivity. During this phase the government
introduced performance management strategies to enhance work performance in the
public service. The strategies focused on improving service delivery in
ministries/departments and creating a customer and results-oriented culture in
the public service.
The
third phase of the government reforms involved deepening
ministerial/departmental rationalization initiatives in which government
institutions reviewed their functions, structures and staffing with the aim of
enhancing efficiency and productivity. As a result, the number of employees
declined from 272,000 in 1991 to 193,000 in 2002. Ministry of Planning and
National Development. Ani (2007)
The
reform programmes were also aimed at eliminating corruption that had penetrated
into the public sector, resulting in misappropriation of government resources
and poor service delivery. To fight corruption and restore integrity in the
service, the government of Nigeria in 2002 launched the Public Service
Integrity Programme. The integrity programme was based on the fact that the
Nigerian government recognized the importance of an efficient public sector as
a means of enhancing economic growth and prosperity to the nation and to meet the
challenges of improving the well being of its people (Directorate of Personnel
Management/Anti Corruption Police Unit. Part of the government move to fight
corruption targeted government departments including the Judiciary, where staff
suspected to have been unproductive and involved in professional misconduct
were suspended from duty. Ruto, (2003) notes that six of the total of the nine
of the Court of Appeal judges, 17 of the 34 High Court judges and 82 of 254
magistrates were suspended, and acting judges appointed to take their
positions.
The
civil service in Nigeria has suffered setbacks which are largely attributed to
ineffective and inefficient management. Performance management is a tool which
focuses on managing the individual and work environment in such a manner that
an individual/team can achieve set organizational goals. It is a relatively new
concept in human resource management. The paper gives a perspective of the
public sector in Nigeria and presents the performance management system as one
such tool that can enhance the performance of the public executing agencies.
1.2
STATEMENT OF PROBLEM
This
research will analyze the problem and series of difficulties affecting every
organization both private and public.
Some
of the problems this project will address at the end of completion are:-
Lack
of adequate provision for employees efforts, Inadequate welfare of the
employees, lack of workshop training to motivate employees productivity,
inadequate income that will absorbs the rising cost of living standard, and
more leisure time in which to enjoy motivation.
1.3
OBJECTIVES OF STUDY
The
objective of this project is to analyze the effect of motivation in the public
sector most especially at Lagos State Ministry of Education:
i.
To assess the motivation of employees
performance in low moral and high labour turnover
ii.
To determine the extent which civil
service performance affect motivational performance of ministry of education?
iii.
To examine good job commendation in the
ministry of education
iv.
To identify employees motivation and the
success of their service.
1.4 RESEARCH QUESTIONS
The
following research questions are drawn to guide the study
1.
To what extent motivation of employees
has no effect in low moral and high labour turnover?
2.
How does civil service performance
affect motivational performance of ministry of education?
3.
Does job commendation serves as an
incentive for good job performance in the ministry of education?
4.
To what extent are the employees
appreciated in the success of their service?
1.5
STATEMENT OF HYPOTHESIS
This
is a preposition, which can be put to test to determine its validity, it should
be stated relate to problem under investigation.
Examples
are these:-
After
series of hypothesis, the result are stated as below:-
H0: Lack of motivation of
employees has no effect in low morale and high labour turnover.
H0: Lack of motivation of
employees has effect in low morale and high labour turnover.
Ho: Performance of civil
service has no significance relationship with the motivational performance.
Hi: Performance of civil
service has significance relationship with the motivational performance.
1.6
SIGNIFICANCE OF THE STUDY
This
project will be useful for whosever wants to know much about how to motivate
employees for higher performance. It will also provide the opportunity for the
development of skill of report writing, facts, finding and presentation of data
with recommendations for others to read and understand. It will also help to
know more facts about the historical background on the project topic and its
relevance in operations of the organization and also provides the opportunity
to see into problems encountered in the organization as it affects the
employees performance due to lack of motivation of employees which can hinder
the successfulness of an organization in achieving their set objectives. Dutton
(2001)
1.7
SCOPE AND LIMITATION OF STUDY
Attention
will be focused on the impact of motivation on employees’ job performance. This
project is a work that requires a wide scope of research that is to cover
various organizations both private and public in order to determine its
validity as a pre- determined of employees performance but this is limited to
Lagos State Ministry of Education manly because of limited time and money.
1.8 DEFINITION OF TERMS
(a) Motivation
For
the purpose of this study, motivation would be looked at from managerial
viewpoint. The managerial definition of motivation is a statement of the
application of general motivation theory in an organizational setting and
managerial context. Motivation, in the traditional sense among management
writers, means stimulating people to action to accomplish desired goals.
The
managerial motivational job really is one of aligning organizational and
individual objectives in order for them to be mutually reinforcing.
(b) Morale:
Inspite
of difference of opinion, there is consideration support for the position that
the term “morale” is an attitude of satisfaction with, desire to continue in,
and willingness to strive for the goals of a particular organization.
(c) Effective Job Performance
I
am assuming this study that performance is a function of motivation; I assume
that a person is to be understood in terms of his motives (or need or
preference and the ambitions for their satisfaction
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