ABSTRACT
The research work is concerned with
the study of Motivation Employee Productivity in Public Sector, using the
Ministry of Education as a case study. The main objective examines the effect
of motivation on employees' productivity in the Ministry of Education.
Data were collected through
structured questionnaire. Survey method was used to analyze the effect of
motivation on employees' productivity in the Ministry of Education and random
sampling technique was used to stratify the sample population. Also, hypotheses
were tested using simple mean statistics.
It was found out that adequate staff
motivation will enhance employees performance, that the higher the motivation
the lesser the friction between boss and subordinate, that appreciation is a
form of motivation for staff in the Ministry. That frequent training programmes
can improve employees' productivity in the Ministry.
TABLE OF CONTENT
CHAPTER ONE
Introduction
1.1 Background
to the Study
1.2 Statement of Problem
1.3 Objectives of the Study
1.4 Research
Questions
1.5 Research
Hypothesis
1.6 Scope
of Study
1.7 Significant
of the Study
1.8 Definition
of Terms
1.9 Organization
of Study
CHAPTER TWO
Literature Review
2.1 Review
of Related Literature
2.2 Critiques
on some of the Discussion on Motivation Theories
2.3 The
Role and Importance of Motivation in an Organization
2.4 Major
Motivational Techniques Adopted in Public Sectors
2.5 Financial
Reward and Incentives
2.6 Criteria
for Motivation Staff
2.7 Staff
Training and Development.
CHAPTER THREE
Methodology
3.0 Introduction
3.1 Restatement
of Research Question and Hypothesis.
3.2 Research
Design
3.3 Population
of Study
3.4 Sample
and Sampling Procedure
3.5 Data
Collection Instrument
3.6 Administration
of Data Collection Instrument
3.7 Procedure
for Data Analysis
3.8 Limitation
of Methodology
CHAPTER FOUR
Data Presentation, Analysis and Interpretation
4.0 Introduction
4.1 Respondents
Characteristics and Classification
4.2
Presentation and Analysis of Data
According to Research Question
4.3
Presentation and Analysis of Data
According To Test of Statistics
4.4 Discussion
of Findings
CHAPTER FIVE
Summary of Findings, Conclusion and Recommendation
5.0 Introduction
5.1 Summary of Findings
5.2 Conclusions
5.3 Recommendations
Reference
Appendix
LIST OF TABLE
Table 1
Table 2 Distribution of respondents by gender
Table3 Distribution of Respondents by Ethnicity
Table4 Distribution of Respondents by Grade Level
Table5: Distribution of Respondents by Religion
Table 6: Distribution of Respondents by Educational Qualification
Table 7: Distribution of Respondents by Marital Status
Table 8: Distribution of Respondents by Length in Service
Table
9: Response of Respondents
According- To Research Question 1-5 in the Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Organizations with varying
philosophies and objectives are usually set up for specific purposes. The
extent to which these organizations can realize their objectives depends substantially
on the ability of their leaders in marrying the goals of such organizations
with the goals of the individuals in them. As a result, the whole objectives of
human resources management is to secure from the employees maximum performance
in terms of the predetermined objectives and for employees to be committed in
their duties, they have to be motivated by their employers.
Since the authoritarian way of
leading people in a work situation do not longer succeed in today's business
world, hence for employees to work effectively in today's organization, there
is a need for organization to pay serious attention to motivation. Hence this
research work tilled "Staff Motivation and Employee Productivity in Public
Sectors" is aimed at viewing employees in different companies or
organizations and how they are motivated by their different employers.
Employers are faced with needs,
desires, motives and expectations which are activators or energizers of
behaviour. Deficiencies in the needs and in, the proportions in which they are needed by employees create a
state of disequilibrium or tension. By adopting certain behaviours, the
individual tries to return to a state of equilibrium. This is the real orientation
component of the definition when incentives and reinforcement are provided by
management as a result of behavioural consequences or outcomes, then through a feedback
top, the inner state is modified and the new state evaluated again against the
needs desire etc to give rise to a new behaviours.
According to Abraham Maslow, man
never seems satisfied. He is forever restlessly fulfilling needs and one
success seems to be a spring board for another round of pursuit. The theory
suggested give categories of needs which are: Physiological needs, safety
needs, social needs, esteem needs and self-actualization. He said that
employees are only motivated when their needs at any point in time are
provided.
Elton mayo and his associates,
through the Hawthorne plant experiment claim that Taylor's scientific
management theory paid insufficient attention to human factor in productivity.
According to them economic motives was less important than emotional attitude
and factors. The studies suggest that motivation and productivity are the
result of complex behavior pattern and can be influenced by many variable.
Therefore, in order to produce need satisfaction and to motivate, one must know to what incentives people will
be responsive and the working environment must be structured as to provide
opportunities for the satisfaction of these needs (Cole, 1991).
Correspondingly, it is the hope of
and belief of the researcher that if employers
want their employees to perform effectively, they should reciprocate by
providing the necessary incentives. If this is done the problem of poor
performance of employees would be drastically minimized.
1.2 STATEMENT OF PROBLEM
When employees in public organization
are not positively induced by way of motivation, productivity no doubt is bound
to be affected negatively.
A company or
organization that is business oriented want profit and if the profit is at the
expense of the employees, it is more likely that it will not survive for a long
time. Inadequate motivational scheme in public sector can lead to non-accomplishment
of organization goals.
However, this research was embarked
upon using ministry of education to know the relevance of motivation in an
organization.
1.3 OBJECTIVES OF THE STUDY
This research work hopes to achieve
the following objectives.
1. To find out how motivation affect
productivity in an organization.
2. To determine the motivational technique
that would be required for the effectiveness. In the organization.
3. To
determine the impact of motivation on
worker's performance.
1.4 RESEARCH QUESTIONS
1. How does training and development
programmes enhance the growth and development of both employees and the
organization?
2. What is the impact of effective
communication between the minister and his subordinate?
3. What factors can affect effective performance
and high productivity?
4. How does low staff welfare scheme affect
the achievement of organizational objectives?
1.5 RESEARCH HYPOTHESES
1.
Training and development programmes
can enhance the growth and development of both employees can the organization.
2. Effective communication between the
minister and his subordinate can enhance organizational productivity.
3. There is a relationship between effective
performance and increased organizational productivity.
4. There is a significance relationship
between welfare package and achievement of organizational objectives.
1.6 SCOPE OF
STUDY
The research is limited to the study
of how staff motivation and employee productivity is carried out in public
sector using ministry of as a comparative case studies.
1.7 SIGNIFICANT
OF THE STUDY
This research work will be beneficial
to the following people.
Government will benefit from this
study as this will help in the area of employees motivation.
Student will benefit from this study
as this will serve as stepping atone for further research work. The entire
populace will immensely benefit from this study because it will serve as an eye
opener as to the various factors that affects employee’s productivity in the
Nigeria public sector. This study is also a contribution to organized body of
knowledge.
1.8 DEFINITION OF TERMS
1)
MOTIVATION: This is a latin word
"Movere" which means "to move". It could be defined as the
needs, derive with an employee that defines his behaviour and the goal towards
which this behaviour is directed it is an inner state that energizes,
activates, or move and that direct or channel behaviour towards goals.
2) ORGANIZATION:
Is the process of identifying and grouping the work to be performed, defining
and delaying responsibility, authority and establishing relationships for the
purpose of cabling people to work most effectively together in accomplishing
objectives.
3)
COMMUNICATION: It could be define as the transfer
of information from the sender to the receiver with the information being understood by the receiver.
4. Incentives:
incentives is define as that which incites or tending to incite an employee to
determination or action.
5. Performance:
performance relative to how efficiently corporate assets have been managed.
1.9 ORGANIZATION OF STUDY
Chapter one (1) is title general
introduction; this chapter contains the background of the study, statement of
the problem research objective, research question. Research hypothesis, it has the scope of the
study significance of the study and definition of terms.
Chapter two (2) is title review of
related literature; it contains all related literature and researches that has
been done concerning motivation, views of previous writers and scholars.
Chapter two also contains the conceptual framework and theoretical framework
relevant to this topic and finally the summary of the chapter.
Chapter three (3) is titled
methodology, it states the methods through which data will be collected, it has
the research design, population of the study, sample and sampling procedures,
data collection instrument, administration of data collection instrument, procedure for
data analysis.
Chapter four is title, data
presentation/ analysis and interpretation. This chapter contains the data of
respondents according to research questions, presentation and discussion of
findings.
Chapter five (5) is titled summary of
findings, conclusion and recommendations. Here results of findings, conclusion,
recommendation and finally suggestions for further studies will be stated.
The preliminary pages are the last to
be written in this research work but it comes before chapter one. The
preliminary pages contain; Title page, Abstract, certification, dedication,
acknowledgement and table of contents.
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