The pace at which local government service is deterioting in Nigeria is
alarming. The fall in performance and productivity of the workers of the local
governments in Kaduna state is of a great concern to the stakeholders. These
unfortunate situations are roped on poor management, undue political
interference, poor remunerations, lack of prompt promotion, nonpayment of staff
entitlements and other fringe benefits due for the staff in the service and the
delay in payment of staff salary. It is in light of the aforementioned scenario that the research was conducted to
understand the impacts of motivation on workers performance and productivity
with particular reference to Jaba and Jema’a local Government Area of Kaduna state from (2005-2009).However, the objectives of the research was to identify
the factors that informed staff poor
performance and productivity ,to understand the factors that sustain staff
performance and productivity and also to examine the reasons behind the rate of labour turnover ,absenteeism and nonchallant
attitudes of the staff in these local government councils. The research
hypothesized (1) “there is no significant relationship between the level of
motivation and high level of staff performance and productivity in these local
government councils”. (2) “That, motivation incentives provided does not
commensurate with the staff high performance in these local government
councils”. (3 that, “job satisfaction do not reduces the problem of high labour
absenteeism and turnover in the local government councils”. Data for the
research were generated both from primary and secondary sources, and was analyzed quantitively and qualitatively
,with more focus on quantitative technique using inferential statistical tool
of Chi –square, was used to test the hypotheses. The research findings
revealed that managements of these local Government councils had failed in
meeting the staff welfare. Workers performance and productivity depends on the
kind of motivational incentives provided to them; and that staff absenteeism
and turnover is as results of lack of job satisfaction by majority of staff.
The research concluded that the solutions is for the management of the
local government councils and the State government to keep abreast with
the dominant needs and the changing expectations of these staff and equally be
in constant survey of motivational incentives
in relation to staff performance and productivity . The research
recommended that state government should upwardly review the staff salary and
other monetary allowances, staff promotion should be taking seriously …And all
scholarly views used in this study have been adequately acknowledged by way of
references.
TABLE OF CONTENTS
CHAPTER ONE:
INTRODUCTION
1.1
Background to the Study - - -
- - - 1
1.2
Statement of the Problem - - -
- - - 4
1.3
Aim and Objectives of the Study - - -
- - 9
1.4
Research Hypotheses - -
- - - - 10
1.5
Scope and Limitation of the Study - - -
- - 10
1.6
Significance of the Study - - -
- - - 11
1.7
Research Design - -
- - - - -
13
1.8
Definition of Terms - - -
- - - - 15
1.9 Plan of the Study - - -
- - - - 18
CHAPTER TWO:
LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.0
Introduction - - -
- - - - -
20
2.1
The Concepts of Motivation - -
- - - 21
2.2
The Motivational Process - - -
- - - 25
2.3
The Importance of Motivation in an
Organization - - 26
2.3.1
The motivational and Hygiene tools -
- - - 27
2.4
Leadership, Compensation and
Motivation - - -
28
2.5
The Concept of Performance - -
- - - 30
2.5.1
Factors that Enhances Performance - -
- - 31
2.6
The Concepts of Productivity - -
- - - 31
2.6.1
Factors the Enhances Productivity -
- - - 32
2.7 Money as a Motivation for Performance and
Productivity - 33
2.8
Approaches to Motivation - - -
- - - 37
2.9
Theoretical Framework - -
- - - - 42
CHAPTER THREE
The Evaluation of Local Government System in
Nigeria, Historical
Background and Organization structure of Jaba
and Jema’a Local
Government
3.1 The evolution of Local government System
in Nigeria - - 49
3.2 Historical Background of Jaba Local
Government Area - 49
3.3 Historical Background of Jama’a Local
Government Area - 57
3.4 Organizational Structure Jaba and Jama’a Local Government Area
59
3.5 The organizational Chart of Jaba and Jama’a Local Government
Area 61
3.6 The Functions of Jaba and Jama’a Local
Government Areas - 62
3.7 Staff Welfare Packages in Jaba and Jama’a Local Government
Areas 63
CHAPTER FOUR:
DATA
PRESENTATION AND ANALYSIS
4.0
Introduction - - -
- - - - -
65
4.1
Data Presentation and Analysis - - -
- - 66
4.2
Test of Hypotheses - - -
- - - - 71
4.3
General Discussions of Findings - - -
- - 72
CHAPTER FIVE:
SUMMARY,
CONCLUSIONS AND RECOMMENDATIONS
5.0
Introduction - - -
- - - - -
114
5.1
Summary - - - -
- - - - 114
5.2
Conclusion - - -
- - - - -
116
5.2
Recommendations - - -
- - - - 117
Bibliography
Appendix
GENERAL INTRODUCTION
BACKGROUND OF TO STUDY
The
problem of motivating workers is as old as organized activities itself, but it
has duly been, within the last half century that the scientific method has been
brought to bear on efforts to address it. This relatively short period of time
has been the beginning of attempts to apply conceptual and methodological tools
of behavior sciences, particularly
psychology to examine the relationship between Man’s motivation and his
work as to the managerial issues involved in that relationship. Anywhere in the
world there is this competition in all organizations, be it public or private,
to attract and retain the best workers. As such, any organization that lacks an
efficient and effective manpower is going to lag behind in the area of
effective service delivery to clients or people. The management of social
transformation in any organization therefore becomes a necessity and an
indispensable task, especially if organization is to be counted among the
community of other organizations that are firmly anchored on the path to
development. This development entails social justice where by the basis
necessities of life such as food, shelter and clothing are not just provided by
the organization, but are also within the reached of the every worker.
Individuals come to organizations as
a unique human being with unique personalities, traits and different needs. The
traditional human relation theory, believes that a motivated worker is a
satisfied employee. Hence, they see a direct relationship between motivation and
performance Furthermore, over the year, researched have shown that problems in
the Nigerian Public service and in Kaduna State civil service in particular are
caused by lack of motivation, despite the State Government efforts of
motivating the workers. This makes the worker holding their job in low esteem,
depression, pessimism display of nonchallant attitudes, strikes etc and as a
result led to low performance. Hence, motivation of the workers should be taken
seriously as being pivotal to the success or failure of the public service.
Toward
achieving the objectives of public service various remunerative packages are
operated in by organization in motivating their workers to enhance their
performance. However, these packages do not necessarily mean a highly satisfied
work force. Although, it is clear that, monetary reward in a purely, economic
sense can directly influence job performance and behavior, its impact can also
be largely symbolic.
The
Local Government system in Kaduna State, generally need efficient management of
their available resources to achieve their objectives. As it is often said, the
job of a manager entails getting result through people. These results are
achieved through guidance, leadership, encouragement and motivation of the
people that perform the job. As the performance of any one on his job is
affected by a combination of both ability and motivation, this is done through
the formulation of good personnel policies as stated by Sanusi (1998) “to achieve efficiency and effectiveness in
any organization, required that we develop a long range of motivational
(personnel) policies to enhance the capacity of workers and to anticipate and
influence changes in performance in the organization” .These personnel policies
are written statement of an organizations goal, and intentions concerning
matters that affected the people in the organization (normally contained in the
memoranda and Article of association of the said organization).
The
Local Government system is not left out of the task of managing its workers
especially through personnel policies on motivation. Indeed by the very nature
and functions assigned to the third tier of government. These tiers of
government should be at the forefront of service delivery, but it can not play
an effective role in service delivery without adequate motivation of staff for
effective performance. Effective motivation therefore, is an indispensable tool
or resource for achieving productivity and thus essential for organizational
survival, growth and development. It is drives that escort performance in any
organization, above all, motivation is the key to the organizations survival,
prosperity and future economic and social development.
Motivation
in essence can be viewed as that energizing force that induces or compels and
maintains behavior. This is in line with the fact that motivation “is an inner
state that energizes, activates or moves and that direct or channel behavior
toward goals” (Beralso and Steiner, 1974). Motivation can be seen
to be those things that the management does in order to encourage or energize
their employees in task performance in an organization. It is not easy to
motivate an individual, for success of any motivational effort depends on the
extent to which the motivator meet needs of the individual employee for whom it
is intend. To motivate therefore, mean that, certain things are done with the
hope that they will satisfy these drives and desires and consequently influence
such person to act in a desired manner. And in ensuring satisfaction of workers
in the public service, in addition to the attraction wages, fringe benefit,
which are introduced in the form of health or medical care, scheme, promotion,
bonus, or exgratia, over time merit award inform of bonus, best dedicated worker
of the year, training and others. These fringe benefits represent extra income,
additional security for more desirable working condition. Such benefits often
satisfy workers needs and want that are not satisfied by salaries and those
help in raising their morale.
In
personnel management, there is a significance relationship between motivation
and job performance which is dynamic and complex in nature. There is these
believe that, workers who perform well at job are those that are motivated. In
the word of Byan (1989) “high
motivated workers can bring about substantial better performance, and a
substantial decrease in incidence of personnel related problems” such as
excessive strikes, absenteeism, redundancy, truancy etc.
The
strength of the relationship between motivation and performance in any
organization is so much that scholar has comes to the conclusion that poor
performance or remarkable performance of workers is traceable to level of
motivation in such organization.
1.2 STATEMENT OF THE PROBLEM
Civil
service is a veritable vehicle for conveying government’s policies and actions.
It also a ready source manpower requirement. A civil service of any
establishment must be robust, dynamic and capable of being manipulated to
achieve clearly defined objectives of any given moment.
In
Kaduna State, the civil service is as old as the Nigerian nation, for it had
been established by the colonialist who establishes their administration in
Northern Nigerian almost a century ago. It also gave birth to other civil
services in the states created out of the defunct northern region. It is
universally observed that the Local Government civil service in Kaduna State is
expected to be a quirt essence of excellence, embodying a perfect setting for
productivity and overall efficiency. It is also regarded as the engine room for
the implementation of government programmes, originating innovation and
inventiveness of the grass root but this is not so in the case study. For
workers in the local Government to be highly patriotic, extremely loyal and propelled
by excessive zeal to render meritorious service, and imbued with boundless
capacity for devotion and hard work, their welfare packages must be look into
or improved so that it can add impetus to the enthusiasm of those workers who
were putting in their best in supporting the laudable programmes unveiled by
the government.
The
general attitude of the workers towards the work should be of great concern to
the Local Government management. Every organization, no matters its operational
web strives effectively make use of its manpower in order to get the best out
of them, to ensure high performance and for the realization of corporate
objectives. However understanding and influencing the human behavior require
knowledge of human needs in an organization. Most psychologists are in
agreement that human behavior is not completely disorganized and without
motivation. The human personality is composed of multiple elements that are
related to effects some degree of apparent balance. These elements, according to
Flippo (1980) are shrouded into and
categorized by psychologist as “physiological, social and equisetic”, and which
changes with time and circumstances.
Motivation
is the force that energizes, behavior, give, direction to behavior, and
underlies the tendencies to persist. Efforts to understand the motivation
process have centered on several major element, needs cognitive activities and
record as where as re-enforcement issue.
It is
a known fact that organization can not succeed without adequately motivating it
workers. The importance of motivation to the overall development and progress
of any organization can not be over emphasized. When attitude of workers is
generally negative and characterized by dissatisfaction, frustration, lack of
interest and commitment. An individual or group with this kind of unhealthy
disposition cannot be in a position to voluntarily release his energy to
increase his productivity in the interest of the Councils or organization. Such
attitude to work is a detriment to the survival of any Local Government or
organization in general.
Over
the years, the Ministry for Local Government, and Local Government service
Board of Kaduna state have not been able to understand why their worker perform
below expectation, despite the huge resources budgeted over the years to boast
employees performance by motivating them. Further more, at the Local Government
level particularly in Jaba and Jema’a Local Government Area, effort had been
made yearly to budget some amount of money for motivating their workers either
through re-training, re-designing jobs, providing incentives to mention a few,
yet the staff still complain that there is no motivation, hence low
performance.
The
effectiveness, of job performance in these Local Government Areas, has been
affected by several factors. These include poor remuneration, lack of
promotion, non-recognition, the deplorable poor conditions of service, lack of
capacity to partake in major decision making, poor leadership styles, non
payment of staff claims, and lack prompt payment of salaries and other fringe
benefits, responsibility without authority, distortion of the schedule of
duties by the political office holders in these Local Government, lack of
medical care, equal opportunity to attend training, workshop and in house
training of the workers.
The
existence of these aforementioned problems in these Local Government Areas, had
informed these negative behaviors of the workers clearly, such as, low morale,
high level of absenteeism, nonchalant and indifference attitude, boredom and
monotony, disenchantment and high labour turnover. The Local Government job
unfortunately has become a training ground for employees who eventually leave
for the other lucrative organization. Not many people want to build their
career in the Local Government service. The existence of some of this problem
is assumed to be accountable for the reason, why some trained personnel refused
taking up appointment with the
Local
Government Council
The
aforementioned scenario culminated into the need to understand these retrogressive
trends in our Local Government system. The negative job attitudes, high level
of absenteeism and turnover, poor performance and low productivity. This is
only to better the situation through effective personnel management but also to
ensure job satisfaction, and better atmosphere for high performance and optimum
productivity.
From
whatever perspective these problems of staff motivation is looked at, it is
alarming and devastating. The researcher is constraint to ask why these
problems has remained insurmountable and self- perpetuating in spite the
tremendous efforts of the state and these Local Government top management to
eradicate these pandemic in the Local Government Administration. The following
questions become relevant and the research sought to provide answers;
Why it
is that the staff of these Local Governments is not performing as expected?
Are
there factors that motivate and sustains workers and productivity in Jaba and
Jama’a Local Government Areas?
What
are the reasons for the high rate of labour turnover, absenteeism and
nonchalant attitudes of the workers in Jaba and Jama’a local Government Area
over the years?
What
led to workers dissatisfaction and a feeling of frustration of workers in Jaba
and Jama’a Local Government Area?
Are there any motivational strategies
employed/adopted by the managements of Jaba and Jama’a Local Government Area to
enhance there staff performance and productivity?
1.3 Aim And Objectives Of The Study
The
central aim of this research is to understand the impacts of motivation on
workers performance and productivity in Jaba and Jema’a Local Government Area
of Kaduna state. However, the objectives of the research include inter-alia:-
i. To
identify the factors that informed poor performance of staff in
Jaba
and Jema’a Local Government Areas of Kaduna State, ii. To
examine the factors that motivates and sustains workers performance and
productivity in Jaba and Jema’a Local Government Areas.
iii.
To examine the reason behind high rate of labour turnover, absenteeism
and nonchalant attitudes of the workers in Jaba and
Jema’a
Local Government Areas over the years iv. To identify causes for work dissatisfaction and a feeling of
frustration of the workers in these Local Governments.
v.
To examine the motivational strategies being adopted by the management
to enhance the staff performance and productivity. Finally, to proffer
solutions and make appropriate recommendations for ensuring positive job
attitude, efficient cum high performance and productivity, in these Local
Government Areas.
1.4 Research Hypotheses.
In
other to be able to achieve the objective of this research as raised above, the
following hypothesis is hereby developed for testing.
1.
That, there is no significant relationship
between the level of motivation and high level of performance among staff in
Jaba and Jema’a Local Government Areas, (HO).
2.
That, the motivational incentives (salaries,
training, promotion, fringe benefits and other allowances) provided by Jaba and
Jema’a Local Government Areas do not commensurate with workers high
performance, (HO).
3.
that, job satisfaction does not reduce the
problems of high rate of absenteeism and labour turnover in Jaba and Jema’a
Local Government
Areas.
1.5. Scope And Limitation Of The Study
1.5.1
Scope of The Study
The research was conducted
within the time frame of 2005-2009 (five years) it therefore become imperative
to narrow the research scope to five years period due to the fact that the
information required could be easily obtained within this scope and time specification
n.
1.5.2
Limitation of The Study
This study is concern with
motivation and workers performance and productivity in Kaduna State. To analyze, these elements within the
organization performance and development of the entire workers in the state,
the study will required different sets of questionnaires, sampling and more
elaborate theoretical analysis. This will make the study unwieldy and also
would require huge financial resource and time available to conduct the
research. In the light of some difficulty encountered in getting or having
access to relevant documents and lack of prompt cooperation from the officials
of these Local Governments due to bureaucratic processes and the classification
of some documents as secret and inaccessible.
1.6 Significance Of The Study
The quality and productivity
of a country’s workforce is an important factor in it economic development.
Therefore, every organization must
continue to strives to improve the quality of her human resources in order to
realizes its goals and objectives as well as contribute to the economic
development of the country. To improve the quality and productivity of workers,
it is essential to know what motivates them and how various environmental
factors affects their behavior and performance at the workplace.
The significance of the study cannot be over
emphasized.
The
study will serve as a guide to the state and local government policy makers,
human resources manager and other stakeholders in the Nigeria public sector.
The policy makers will find it very useful especially in planning for
motivational strategies to enhance workers performance and productivity in the
state and local government civil service. The human resources, managers in both
public and privates sectors will find it useful in the management of the human
elements in an organization
The
research becomes significance in that, it seek to identify the workers
satisfaction and their performance as a result of certain motivational
incentives.
The
study will be significant to those managing the affairs and resources of these
Local Government Area, in that it will assist
these managers or administrators in understanding how best to improve
upon their existing conditions of service of the workers and also with view to
improve workers performance and there by increasing organizational efficiency,
effectiveness and productivity and check the rate of workers turnover, low
productivity, absenteeism and truancy in the Local Government service.
The
study will equally serve as a reference material for the prospective researcher
who intends to make an in-depth study of the job performance and productivity
of the staff of Jaba and Jema’a Local Government Area of Kaduna State.
In
conclusion, the research will provide base for Jaba and Jema’a Local Government
Area and state government to understand the importance, appreciate the value
and tolerate the workers desire for better conditions of service, and ensure
effective and efficient operational tool, for management and also a reasonable integration
leading to productive and creative collaboration toward mutual objective of
meeting organizational goal and individual needs.
1.7. Research Design.
1.7.1. Method OF Data Collection.
For a meaningful and clear
analysis of the general issue and collection of relevant data to the research,
a survey research method for social science research was used:
i.
Primary
source of Data.
The
instrument to gather original and current primary data for the researched, the
researcher administered structured questionnaires and interviewed targeted
population sample of the staff of Jaba and Jema’a Local Government Councils.
The
structured form of questionnaires method was strongly influenced by the fact it
yield more information, in the light of available limited resources, and it is
the most suitable in research population coverage, for making easy contact and
permitting the anonymity for respondents expression, and also give the research
the ability to structure relevant questions to draw out necessary information
to test the hypotheses formulated in response to questions. These source of
data makes it easy for the respondents to provide answer to research questions,
takes no time and easy to tabulated and analyzed: whilst, the open-ended
questions are often difficult to answer objectively and could make the
respondents to make responses reluctantly. Also, it is difficult to interpret,
summarize, tabulate and analyze. ii. Secondary Source Of Data.
The
Secondary sources of information used involves review of periodical journals,
magazines, and general publications, text-books, Newspapers,
theses/dissertation, internet and other publish and unpublished materials. iii. Sampling
Design.
This
involves taking any portion of a population or universe as representative of a
whole. Thus, in understanding a research of this nature where the population is
relatively large, sampling becomes imperative. In the area of population,
sample size and sampling technique, Jaba Local Government Council had staff
strength of Four Hundred and fifty five (455) and Jema’a Local Government
Council had staff strength of Six Hundred and Thirty seven (637). Making a
total population size of one thousand and ninety two (1092) staff. In these
Local Government Councils. In the distribution of questionnaires,
representativeness is a primary objective, Respondents were selected by the
used of simple percentage parameter (%). The researcher used Thirty percent
(30%), which is a fair representation of the total population of the study to
draw up three Hundred and twenty eight (328) population sample size:
30% of
1092
=30/100
x 1092
=327.6
Or 328
sample size.
The
respondent were classified according to their rank(s)
1.
Management staff 20
2.
Senior staff
180
3.
Junior staff
128
Total 328
This
staffs were randomly selected across the six departmental structure of there
Local Government Councils.
1.7.2 Method Of Data Analysis
Data
for the research was analyzed quantitatively and qualitatively, with more
emphasis on the quantitative technique using Chi- square statistical tool to
test the hypothesis
1.8 Definitions Of Relevant Concepts Or Terms.
i.
IMPACT: oxford advanced learner’s dictionary,
international student’s edition defines impact as the effects of something on
other things. To cause, produce or have as a result.
ii.
MOTIVATION (S.M. Ngu. 1994 :) Defined
“motivation” as a driving need and satisfaction that encourage worker to work
hormonally, effectively, efficiently, effectively harder in anticipation for
higher reward.
iii.
WORKER: Worker is someone who is recruited in an
organization and is paid to work or serve the organization to which he/she is
employed.
iv.
PERFORMANCE: This indicates how well or satisfactory a
person is fulfilling the requirement of his position on the basis of result
achieved and his/her action on the job. The researcher looked at performance as
the assessment of output in a giver task or work with a view of achieving
result.
v.
PRODUCTIVITY: Melli
(1987) defined productivity as the measure of how well resources are
brought together in an organization and utilized for accomplishing a set of
result. The researcher sees productivity as reaching the highest level of
performance with less expenditure of resources.
vi.
HYPOTHESIS: A working definition of hypothesis is a
speculative, a hunch, conjectural statement which a researcher is not too sure
about it, credibility but is aware that a relationship exist. S.M. Ngu (2005) defined hypothesis as a
temporary guess statement of the relationship between two or more variables
e.g. dependent and independent variable).
vii.
RESEARCH DESIGN: According to S.M Ngu (2005): Research design is refers to the methods,
techniques and procedures or steps to be taken for data collection and analysis
It depends on the type and purpose of a particular research.
viii.
LOCAL GOVERNMENT: National Guidelines for Local Government
reform (1976) defined ‘Local Government as a government level exercised through
Representative Council established by law to exercise specific powers within
defined areas.
ix.
JOB SATISFACTION: According to Locke (1989) defined Job satisfaction as a situation in which a
worker’s job fulfills what he values.
x.
INTRINSIC MOTIVATION: According to Fritz Heider (1970) said intrinsic
motivation comes from rewards inherent to a task or activity itself. Hertzberg (1959) “said” intrinsic
motivation, develop internally and comes from, something the workers want to
do.
xi.
EXTRINSIC MOTIVATION: Fritz Heider (1970) said that this motivation comes from outside of
the performers money is the most obvious example but coercion and threat of
punishment are common extrinsic motivation.
xii.
JOB ENRICHMENT: Job enrichment entails a situation where
additional responsibilities, which are meant for certain officers, are
delegated and added to a particular subordinate’s officer. The assumption is
that making job more interesting will increase job satisfaction, motivation and
performance.
xiii.
LEADERSHIP: Roberts
(1978): defined Leadership as “the ability of management to induced
subordinates to work toward group goals with confidence and keenness”.
xiv.
SALARIES/ WAGES: These are refers to as financial compensation
for work done. Salaries are financial compensation for work done by standing
professional or clerical personnel whose salaries are paid monthly.
xv.
INCENTIVE AND FRINGE BENEFITS: These
are defines as additional incomes that accrue to a worker in addition to his
salaries and wages. They are used ton induce people to contribute their efforts
towards achieving organizational goals
1.9: Plan Of The Study
The
study is organized based on serial of chapterisation and the information
contained in each chapter as follows:
Chapter
one: is essentially discusses general background or introduction to the study,
statement of the problem, which is the core base of the research, the aim and
objective of the study, research hypothesis to be tested, the scope and
limitation of the study, the significance of the study, the research design and
the definition of some relevant key concepts.
Chapter
Two, This consists of the literature review and conceptual framework.
Literature review examines some various scholars especially as they relate to
motivation and also relate them to the study.
The
theoretical framework took a look at a number of theories of motivation,
performance and productivity.
Chapter
Three, This chapter discusses the historical background, the structural
formation, the operational pattern and examines the sources of motivation in
the case studies (Jaba and Jema’a Local Government Areas of Kaduna State).
Chapter
Four, This chapter entails data presentation and analysis. It also tested the
research hypotheses and provides major findings and general discussions of the
study.
Chapter
Five, this is the final or concluding part of the research. It also gives the
research conclusion and recommendations based on finding which could help Jaba
and Jema’a Local Government Areas to development better policy on motivation to
improve its workers performance and productivity for the overall benefit of the
case study and the entire state and the country at large.
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