EFFECT OF MOTIVATION ON THE PERFORMANCE OF ACADEMIC STAFF OF UNION OF UNIVERSITY , NIGERIA.

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ABSTRACT

This study explored the effect of motivation on the performance of academic staff of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria. The study sought to examine the extent recognition boost academic staff efficiency, assess the effect of work-life balance on academic staff productivity, evaluate the extent to which increase in salary enhance academic staff job satisfaction, explore the relationship between reward and academic staff commitment and       identify the factors hindering academic staff motivation of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria. A survey research design was adopted for this study. The researcher made use of primary and secondary data to gather information from the respondents. The target population of one thousand, two hundred and fifty-three (1,253) consists of staff of the studied institution in Enugu State, Nigeria. The sample size of 303 was derived from Taro Yamane formula, which was distributed to the studied institution and A stratified sampling method was adopted for this study. A total of 303 copies of questionnaire were distributed to the selected faculties in the studied institution in Enugu State, 62 copies of questionnaire were lost or wrongly filled with percentage ratio of 20.5% while 241 copies of questionnaire were correctly filled and returned with percentage ratio of 79.5% and this formed the basis of the study. In testing the hypotheses of this study ANOVA, Z-Test, Pearson Moment Correlation Coefficient and OLS regression analysis of SPSS Version 23 was adopted. The study found out that employees’ recognition boosts academic staff efficiency, work-life balance has a significant effect on academic staff productivity, increase in salary enhance academic staff job satisfaction, there is a positive relationship between reward and academic staff commitment and workload stress, administrative policies, workplace environment and staff personality are the factors hindering academic staff motivation of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria. The study concludes that motivation has a significant effect on the performance of academic staff of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria and therefore recommends that management of the studied institution should implement effective rewards system, work-life balance concerns must become a crucial feature of human resource policy and strategy, Management should consider motivating their employee through introduction of new salary, institution should identify and incorporate both intrinsic and extrinsic rewards in their human resource practices and management should ensure that employees are always well equipped towards their work, provide training for employees to be able to identify and reduce workload stress.









TABLE OF CONTENTS

Cover Page                                                                                                                             i

Title Page                                                                                                                                ii

Declaration                                                                                                                             iii

Certification                                                                                                                           iv

Dedication                                                                                                                              v

Acknowledgements                                                                                                                vi

Table of Contents                                                                                                                   vii

List of Tables                                                                                                              ``         viii

Abstract                                                                                                                                 ix


CHAPTER 1: INTRODUCTION

1.1       Background of the study                                                                                             1

1.2       Statement of the problem                                                                                           4

1.3       Objectives of the study                                                                                               7

1.4       Research questions                                                                                                     8

1.5       Research hypotheses                                                                                                   8

1.6       Significance of the study                                                                                            9

1.7       Scope of the study                                                                                                      10

1.8       Limitations of the study                                                                                              11

1.9       Brief Profile of the organization under study                                                             12

1.10    Operational definition of terms                                                                                  14


CHAPTER 2: REVIEW OF RELATED LITERATURE

2.1       Conceptual framework                                                                                               17

2.1.1    Motivation                                                                                                                  17

2.1.2    Employee performance                                                                                               29

2.1.3    Impact of employee motivation on job performance                                                 34

2.1.4    Rules for effective motivation                                                                                            38

2.1.5    Concept of employee retention                                                                                    39

2.2       Theoretical Framework                                                                                              40

2.2.1    Abraham maslow’s ‘hierarchy of needs’ theory                                                                40

2.2.2    Victor vroom expectancy theory                                                                                           45

2.2.3     Clayton alderfer’s ERG theory                                                                                              47

2.3       Empirical Review                                                                                                       49

2.4       Gap in Literature                                                                                                        62

2.5       Summary of Reviewed Related Literature                                                                 62


CHAPTER 3: METHODOLOGY

3.1       Research Design                                                                                                         64

3.2       Sources of Data                                                                                                           64

3.3       Population of the Study                                                                                              64

3.4       Sample Size Determination                                                                                        65

3.5       Sampling Technique                                                                                                   66

3.6       Description of the Research Instrument                                                                     67

3.7       Validity of the Research Instrument                                                                           68

3.8       Reliability of the Research Instrument                                                                       68

3.9       Method of Data Analysis                                                                                            69

3.10     Model Specifications                                                                                                  70


CHAPTER 4: DATA PRESENTATION AND ANALYSIS

4.1       Return of Questionnaire                                                                                             72

4.2       Data Presentation                                                                                                        74

4.2       Testing of Hypotheses                                                                                                            80

4.3       Discussion of Results                                                                                                 86

 

CHAPTER 5: SUMMARY OF FINDINGS, CONCLUSION AND

                         RECOMMENDATIONS

5.1       Summary of Findings                                                                                                 89

5.2       Conclusion                                                                                                                  90

5.3       Recommendations                                                                                                      90

5.4       Areas of Further Studies                                                                                             91

References                                                                                                     

Appendices

 

 

 


 

 

 

 

 

 

 

LIST OF FIGURES


Figures                                                                                                 Page

2.1   Maslow’s need hierarchy theory                                                                                               42

2.2   ERG theory/model                                                                                                                     49

 

 

 

 


 

 

 

LIST OF TABLES

                                                                                                                                                 

3.1       Population distribution                                                                                               65

3.2       Breakdown of the sample size                                                                                    67

4.1       Return of questionnaire                                                                                              72

4.2       Distribution of the respondents according to their socio-economic characteristics 73

4.3       Examine the extent recognition boost academic staff efficiency of Enugu State   

            university of science and technology (ESUT) Enugu State, Nigeria                                    74

4.4       Assess the effect of work-life balance on academic staff productivity of Enugu

            State university of science and technology (ESUT) Enugu State, Nigeria                        76

4.5       Evaluate the extent to which increase in salary enhance academic staff job

            satisfaction of Enugu State university of science and technology (ESUT) Enugu

            State, Nigeria                                                                                                               77

4.6       Explore the relationship between reward and academic staff commitment of

            Enugu State university of science and technology (ESUT) Enugu State, Nigeria.     78

4.7       Identify the factors hindering academic staff motivation of Enugu State

            university of science and technology (ESUT) Enugu State, Nigeria.                          79

4.8       ANOVA test on employees’ recognition and academic staff efficiency                     80 

4.9       Z-test on work-life balance and academic staff productivity                                       81

4.10     ANOVA test on Increase in salary and academic staff job satisfaction                                82

4.11     Correlation coefficient between reward and academic staff commitment                              83

4.12     Multiple regression on workload stress, administrative policies, workplace

             environment and staff personality                                                                               84

 

 

 

 

 

 

                                                                    CHAPTER 1

                                                                INTRODUCTION


1.1   BACKGROUND OF THE STUDY

In the ever-changing global knowledge and innovation economy, it is incontestable that higher education institutions ought to make it a top priority to attract, deploy, motivate, develop and retain talented staff. In Nigeria, education becomes inevitable for it to survive and regain her lost glory as an Africa’s largest (in terms of population) and perhaps third Africa’s richest country (Scheffran, Marmer, & Sow, 2012). Higher education, which is a crucial aspect of education, is expected to contribute significantly to economic growth, development and competitive advantage of Nigeria by imparting knowledge and skills to current and potential manpower (Rabah, 2016). Tertiary institutions staff performance is a strong and significant predictor of quality higher education, because job performance of lecturers will lead to success of educational institutions and achievements of students (Abbasi & Mir, 2012). This contributes in shaping the country’s potentials toward their sustainable national development, transformation, and quality education (Oke, Ogundele, & Mainoma, 2017). Effective job performance by the staff can lead to the realization of the broad objectives for which higher educational institutions are established, for instance, effective knowledge and service delivery will facilitate entrepreneurship development and skill acquisition which led to poverty reduction especially in developing countries like Nigeria. Abbasi and Mir (2012) corroborate that universities are established to serve as centers of technological and scientific advancement, skills development, and production of quality graduates.

 

Basically, education is essential to national growth and development. It helps individual to become self-reliant, skillful and good citizens. The future of any nation depends largely on the quality of its educational system. It further depends on the employees’ morale. Employees in tertiary institutions are instrumental to effective learning and quality education. They guide individual learners towards acquisition of knowledge, skills, abilities, information, ideas and competences needed for purposeful living. Imaobong (2011) sees academic employees in tertiary institutions as individuals who lay the moral foundation on which good citizenship is built, molding and guiding youths, monitoring students and promoting general character training. Working in Tertiary institutions is a complex task and multi-dimensional in nature. Therefore, employees’ need to be motivated to perform effectively and dedicated in their job. Additionally, tertiary institutions are places where higher education in acquired. They are expected to discover and impart new knowledge, prepare people for leadership positions in all works of life and strive to promote equality and social justice. They are entrusted with the responsibility of providing semi-skilled and skilled workforce for the economy. The relevance of universities, polytechnics and college of educations are conceived role as a major panacea for all societal problems has led to an unprecedented increase in social demand for education in Nigeria (Chaugule, 2009). The number of federal and state universities has increased from 2 in 1960 to 117 in 2010/2011 academic year (NUC, 2010). Employees’ performance serves as a factor for employee retention; it foretells an effective school, influences job satisfaction, motivation, morale and high performance of the student.

 

However, Omollo (2015) opine motivation as the key of a successful institution to maintain the continuity of the work in a powerful manner and help every institution to survive. The only way to get people to like working hard is to motivate them. Today, the interest of many business owners and stakeholder was to understand the rationale that can make their employees work harder. Every individual in an organization is motivated by some different way. On the other hand, Chintalloo and Jyoti (2013) viewed employee motivation as a reflection of the level of energy, commitment, and creativity that every worker brings to their organization. Nevertheless, Muogbo (2013) argued that motivation is a combination of goals towards which human behavior is directed; the process through which those goals are pursued and achieved and the social factors involved. The author continued that motivation is a combination of needs, drives and incentives. Motivation is defined as the process that starts with physiological or psychological deficiency or need that activates behavior or a drive that is aimed at a goal or incentive. Huczynski and Buchanan (2007) aver motivation as an internally generated drive to achieve a goal or follow a particular course of action and highly motivated employees focus their efforts on achieving specific goals.

 

Furthermore, Stephen (2013) stated that creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness. Some takeaway lessons from the study of attitudes include the following: Satisfied and committed employees have lower rates of turnover, absenteeism, and withdrawal behaviors. They also perform better on the job. Given that management want to keep resignations and absences down especially among their most productive employees they will want to do things that generate positive job attitudes. However, the most important thing they can do is to raise employee satisfaction by focusing on the intrinsic parts of the job, such as making the work challenging and interesting. Although paying employees poorly will likely not attract high-quality employees to the organization or keep high performers; management of tertiary institutions should realize that high pay alone is unlikely to create a satisfying work environment and the organization understudies (academic staff of tertiary institution in Nigeria) have employees who are working with different profession and educational background and the researchers tried to assess the effect of employees’ motivation in the organization performance (Stephen, 2013).

 

Undoubtedly, in Nigeria, like elsewhere in the world, motivation, ability and the work environment typically influence employees’ job performance. Motivation is important because of its significance as determinant of performance and its intangible in nature. A number of authors with literature have commended the role of motivation of employees’ in realizing the goal and/or objective of the organization efficiently and /or effectively. Lack of motivation of employees can seriously limit organization efficiency and effectiveness and it is a symbol of poor management. Therefore, it is interesting to study the value of motivation in the management of institutions as most institutions have no idea about how much employee dissatisfaction costs each year. Nevertheless, there are some institutions that have made significant steps in considering motivation as a determinant to employee job performance in work place. Therefore, understanding the relationship between motivation and employee’s performance becomes imperative from tertiary institutions and scholarly perspective.  Thus, for university of science and technology (ESUT) Enugu State, Nigeria to record high employee morale, job satisfaction, adapt to changes and achieve a superior performance among their staff and students, there is need to investigate the effect of motivation on the performance of academic staff of tertiary institutions in Nigeria. 

 

1.2     STATEMENT OF THE PROBLEM

 

The research was carried out as a result of some problems observed that affected tertiary institutions staff. The fact is that employees in tertiary institutions in Enugu State either have a positive or negative level of motivation and this presupposes that there are either high and positive cognitive, emotional, and motivational stance toward the goals and tasks of the organization or a low and negative cognitive, emotional, and motivational stance toward the goals and tasks of the organization. The major problem facing the Nigerian tertiary institutions staff today seems to be lack of job satisfaction, commitment, motivation and so on. It is widely believed that a worker who is well motivated and satisfied with his or her job is likely to perform his or her duties very efficiently. Low performance as a result of lack of job satisfaction and motivation can be attributed to the following factors; job insecurity, lack of fair compensation policy, uncertain business conditions, and excessive outsourcing practices (Otoo, 2015).

 

Suffice to note that academic staff performance has become an issue of concern in Nigeria, most especially in Nigerian tertiary institutions, as it is still at a low ebb and precipitate poor quality of education reflected in the continuous mass failure of students (Yusuf & Ogbudinkpa, 2017). Although several educational policies have been formulated to improve the poor performance of lecturers in the Nigerian educational sector yet the policies have not been well effective. (Fareo, 2013). Also, Nigerian tertiary institutions are among the primary higher education providers in Nigeria, are grossly underperforming resulting to inefficient and ineffective utilization of both material and human resources and total decline in quality of higher education (Babagana, 2014).

 

Regrettably, the issue of lecturers’ poor performance in the Nigerian higher educational institutions has become an important topic of discussion among academicians, public and non-governmental organizations Nigerian authorities, and other stake holders. For instance, El-Rufai, (2011) who is currently a governor in Kaduna State Nigeria, has expressed concern over the low performance of employees in the Nigerian higher educational sector. Furthermore, Ning (2016) reported that the president of the Federal Republic of Nigeria had expressed the government`s displeasure over low productivity and poor performance of the Nigerian higher institutions of learning. Similarly, the Yemi Osibanjo Nigerian vice president emphasized that the public sector in Nigeria is surrounded by issues of low performance, corruption and ethical issues more especially in the educational sector (Agba, 2015).

 

Notably, there are other studies on the causes of low employees’ performance of which Chungsup (2012) attributed to lose of interest mainly when superiors do not appreciate their efforts and the tasks performed. Also, a costly indicator of low performance is high employee turnover, this was observed in some institutions where employees leave their jobs because they feel unhappy and have no incentives to stay. The negative effect of employee turnover is disconcerting because of its great implication both on financial and on productivity levels of the staff. On the financial aspect, there is need for the institutions to hire new employees either with payment of higher salaries or by additional recruiting expenses. At the production level, the employees who leave will take with them the knowledge, skills and ability that helped contribute to the goals, productivity and performance of the institutions that made them outstanding therefore, tertiary institution management must ensure that employees are retained; thus, it is sad to note that because of staff low motivation, staffs leave the institution for other sectors of the economy (Chungsup, 2012).

 

Employee motivation of staff in tertiary institutions is also affected by workforce conditions such as a positive and safe work environment, promotion, career progression, salary, team work, and the job itself. Also, when tertiary institution authorities make decisions and behave as if its staff opinions are not needed the employees would feel slighted and demoralized. This is an indication of the presence of job dissatisfaction and other negative consequences such as low productivity, intentional absenteeism, brain drain, apathy and low job performance. Among other motivation factors is financial incentive which is ranked the first as positive morale trigger and by extension affecting organizational performance for public Nigerian universities (Umaru, Ibrahim & Suleiman, 2020) However, there is a dearth literature on effect of motivation as it affects employees’ performance especially in Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria

 

Therefore, for employees’ in tertiary institutions to perform according to expectations, consideration must be made concerning how they are motivated.

 

1.3       OBJECTIVES OF THE STUDY   

The general objective of the study is to examine the effect of motivation on the performance of academic staff of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria, while the specific objectives are to;

 

      i.      examine the extent recognition boost academic staff efficiency of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

 

     ii.      assess the effect of work-life balance on academic staff productivity of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

   iii.      evaluate the extent to which increase in salary enhance academic staff job satisfaction of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

   iv.      explore the relationship between reward and academic staff commitment of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

     v.      identify the factors hindering academic staff motivation of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

 

1.4       RESEARCH QUESTIONS

For this study to accomplish that desired objective, these research questions became pertinent.

 

i.         To what extent does recognition boost academic staff efficiency of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria?

 

ii.         What is the effect of work-life balance on academic staff productivity of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria?

 

iii.         To what extent does increase in salary enhance academic staff job satisfaction of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria?

 

iv.         What is the relationship between reward and academic staff commitment of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria?

 

v.         What are the factors hindering academic staff motivation of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria?

 

1.5       RESEARCH HYPOTHESES

The following null hypotheses are formulated in line with the objectives of this study;

H01:  Employees’ recognition does not boost academic staff efficiency of Enugu State    

          University of Science and Technology (ESUT) Enugu State, Nigeria.

 

H02:  Work-life balance has no significant effect on academic staff productivity of

          Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

 

H03:  Increase in salary does not enhance academic staff job satisfaction of Enugu State University

          of Science and Technology (ESUT) Enugu State, Nigeria.

 

H04:  There is no positive relationship between reward and academic staff commitment of Enugu

          State University of Science and Technology (ESUT) Enugu State, Nigeria.

H05:  Workload stress, administrative policies, workplace environment and staff personality are

          not the factors hindering academic staff motivation of Enugu State University of Science

          and Technology (ESUT) Enugu State, Nigeria.

 

1.6   SIGNIFICANCE OF THE STUDY

 

This research work unveiled the benefits of motivation which most organizations and tertiary institutions have neglected recently. In understanding this in the side of the studied area, the study would be of help to the management of the institution to have rethink and work towards achieving employees’ superior performance through effective motivational management which also would be evidenced in their performances. Emphatically, the study is of benefit to the following;

 

The tertiary institutions: It is expected that the study provides relevant information on how best to formulate, implement and evaluate good motivational packages at different levels in the institutions. Also, through the study, practical approaches on the best practices of implementing and sustaining solid foundation to beat rapid technology and innovations would be provided.

 

The academic staff: Through the study, employees would have a clear picture of what the organization expect from them and what they expect from the organization as well as unveiling the required skills, competencies and experiences required for the smooth running of the institutional operations.

 

Management: It would help the management to get the right insight in formulating good policies and strategies towards achieving stated goals and objectives that will not only enhance the employees’ morale but which would also boost their performances and productivity level.

 

Theoretically and empirically: The study would add to the existing literature on motivation in relation to employee’s performance and its related concepts. The study will also provide an additional framework in the identification and solutions to the challenges institutions faced in implementing effective motivational management.

 

The researcher: The study will aid, widen the knowledge of the researcher and serve as a reference source for both present and future researchers who intend to work on similar study.

 

1.7   SCOPE OF THE STUDY

This study focuses on the effect of motivation on the performance of academic staff of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

 

Unit scope: The study involved the staff of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

 

Content scope: This study focuses on the effect of motivation on the performance of academic staff. The study was designed to examine the extent recognition boost academic staff efficiency, assess the effect of set intermittent goals on academic staff productivity, evaluate the extent to which increase in salary enhance academic, explore the relationship between reward and academic staff commitment and identify the factors hindering academic staff motivation of Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria.

 

Geographical scope: Geographically, the study was carried out in Enugu State University of Science and Technology (ESUT) Enugu State, Nigeria. Enugu became a municipality in 1956 with Umaru Altine its first mayor. After four years passed, Nigeria gained its independence in 1960. On 27 May 1967 the Nigerian government divided the Western, Northern and Eastern Region into 12 states and Enugu was made the capital of the new East Central State.

1.8     LIMITATIONS OF THE STUDY

Limitations encountered by the researcher during administering and retrieving of questionnaire were enormous. Thus, the time period of this research work was not enough thus limiting the researcher to only one tertiary institution under study.  In other words, getting assess to the needed information was difficult for the researcher due to high cost of traveling and high form of insecurity in the country. Also, access to management and staff of the selected tertiary institutions who constitute the population of the study was not quite easy. The researcher addressed this limitation by conducting situation analysis in the organization and then choose head respondents in specific units in the organization for possible assistance in questionnaire administration and recovering.

Another challenge faced by the researcher was attitudinal problems from the respondents as some of the management and staff of the selected tertiary institutions reluctantly accepted the questionnaire and did not actually complete and returned within the stipulated time. Another problem the researcher encountered was delay in collecting and gathering important information from the respondents after proper explanation on the need to understand the important of the study.

The researcher also experienced inconsistent responses as some of the respondents actually completed and returned the questionnaire but give inconsistent responses. The researcher addressed this limitation by painstakingly going through the returned copies one-by-one, to identify those with inconsistent responses and discard them. Conclusively, the academic staff strike affected the study because it delayed the completion of this thesis.


1.9   BRIEF PROFILE OF THE ORGANIZATIONS UNDER STUDY

The tertiary institution understudy includes:

i. Enugu State University of Science and Technology, Enugu State.

 

1.9.1 Enugu State University of Science and Technology, Enugu State

Enugu State University of Science and Technology was established as a non-residential multi-campus institution. On establishment, the University which was conceived on a Presidential model after Harvard University made impressive landmarks and stamped its name as the first University of Technology and first State University in Nigeria with her main campus at Enugu. Other campuses that were created later were located at Abakiliki, Awka and Nnewi. At inception, only three faculties namely, Engineering, Science and Technology were established at the two functional campuses at Enugu and Awka.

 

In 1985, there were major re-organizations and policies resulting in the introduction of new programmes and the merging of the University with its sister polytechnic – IMT. The new faculties created then were faculties of Education, Environmental Sciences, Health Sciences, Law, Social Sciences, Management Sciences and Agric Sciences etc.

The two merged institutions operated unsuccessfully under one Interim Joint Council (IJC) with Prof. Onwumechili as the President and Proc. J.C. Ene of IMT as Deputy until December 1986 when it was demerged.

 

By 1987 the four campuses had kicked off in earnest with Abakaliki campus housing Agric Sciences and Veterinary Medicine, while Awka campus was for students of Basic Applied Sciences, Law and Social Sciences, Nnewi campus catered for Health Sciences comprising Medicine and Dentistry while the main campus in Enugu housed Engineering, Technology, Management Sciences and the rest. Each of the campuses had a Deputy Vice-Chancellor as the administrative head.

 

In 1991, following the creation of Enugu State from the old Anambra State the new Government changed name from ASUTECH to ESUT. At that time, the two former campuses of ASUTECH at Awka and Nnewi became the State University for Anambra State which today has been taken over by the Federal Government and renamed Nnamdi Azikiwe University, while the Enugu and Abakiliki campuses on the other hand formed ESUT. ESUT however retained and adopted all the identities of the old ASUTECH including its main campus, the logo, colour, anthem, philosophy, aims and objectives among others.

 

This re-packaged University, ESUT, established a new campus at Adada Nkpologwu in Uzo-Uwani Local Government Area where students of Applied Natural Sciences and Social Sciences were located. These three campuses at Enugu, Abakailiki and Nsukka Zones of the State had four colleges, each headed by a Provost.

  1. College of Engineering at Enugu
  2. College of Agriculture at Abakaliki
  3. College of Applied Natural Sciences at Adada –Nsukka
  4. College of Health Sciences at Abakaliki

The creation of Ebonyi State from the old Enugu and Abia States in 1996 saw ESUT forfeiting its campus at Abakaliki which houses its Colleges of Medicine and Agriculture. The new State (Ebonyi) understandably converted the campuses to a State University known today as (EBSU) Ebonyi State University. ESUT on the other hand re-established its College of Health Sciences at Nsukka until 2005 when it was relocated to Parklane Enugu and named ESUT College of Medicine/Teaching Hospital.


On February 14, 2006, the University under the Vice Chancellorship of Professor Ikechukwu Chidobem was moved from its temporary site at Independence Layout Enugu to a befitting permanent structure built in Agbani, Nkanu West L.G.A.

 

Our mission

To promote scholarship, especially in the areas of Science, Management and Technology, thereby ensuring the development of quality manpower that will utilize technology for the service of society (https://esut. edu. ng).

 

Our vision

To be premier university in Africa in capacity development that promotes services to the society through quality teaching, research and community service (https://esut. edu. ng).

 


1.10   OPERATIONAL DEFINITION OF TERMS

 

Motivation: This is the reason for which humans and other animals initiate, continue, or terminate a behavior at a given time. Motivational states are commonly understood as forces acting within the agent that create a disposition to engage in goal-directed behavior.

 

Staff efficiency: Staff efficiency refers to the ability of an employee to perform his/her job effectively and efficiently.

 

Staff recognition: This refers to the timely, informal or formal acknowledgement of a person's behavior, effort, or business result that supports the organization's goals and values, and exceeds his superior's normal expectations.

 

Staff productivity: This is the amount of goods and services that a group of workers produce in a given amount of time. It is one of several types of productivity that economists measure.

 

Work-life balance: This involves the minimization of work-related stress and the establishing of a stable and sustainable way to work while maintaining health and general well-being.

 

Job satisfaction: Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentedness with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive, affective, and behavioral components.

 

Reward: This refers to something that is given in return for good or evil done or received or that is offered or given for some service or attainment. 

 

Staff commitment: Commitment is the bond employees experience with their organization and employees who are committed to their organization generally feel a connection with their organization, feel that they fit in and, feel they understand the goals of the organization.

 

Workload stress: This is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope.

 

Administrative policies: This specifies the responsibilities for the definition of the security policy in an organization. They can be considered as meta-policies, describing how users can create the concrete policy that has to be applied over the resources in the system.

 

Workplace environment: A workplace is a location where someone works, for their employer or themselves, a place of employment. Such a place can range from a home office to a large office building or factory. 

 

Staff personality:  Personality is the characteristic sets of behaviors, cognitions, and emotional patterns that are formed from biological and environmental factors, and which change over time.

 

 

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  • Anonymous

    3 weeks ago

    This is so amazing and unbelievable, it’s really good and it’s exactly of what I am looking for

  • Anonymous

    1 month ago

    Great service

  • Anonymous

    1 month ago

    This is truly legit, thanks so much for not disappointing

  • Anonymous

    1 month ago

    I was so happy to helping me through my project topic thank you so much

  • Anonymous

    1 month ago

    Just got my material... thanks

  • Anonymous

    1 month ago

    Thank you for your reliability and swift service Order and delivery was within the blink of an eye.

  • Anonymous

    1 month ago

    It's actually good and it doesn't delay in sending. Thanks

  • Anonymous

    2 months ago

    I got the material without delay. The content too is okay

  • Anonymous

    2 months ago

    Thank you guys for the document, this will really go a long way for me. Kudos to project shelve👍

  • Anonymous

    2 months ago

    You guys have a great works here I m really glad to be one of your beneficiary hope for the best from you guys am pleased with the works and content writings it really good

  • Anonymous

    2 months ago

    Excellent user experience and project was delivered very quickly

  • Anonymous

    2 months ago

    The material is very good and worth the price being sold I really liked it 👍

  • Anonymous

    2 months ago

    Wow response was fast .. 👍 Thankyou

  • Anonymous

    2 months ago

    Trusted, faster and easy research platform.

  • TJ

    2 months ago

    great

  • Anonymous

    2 months ago

    My experience with projectselves. Com was a great one, i appreciate your prompt response and feedback. More grace

  • Anonymous

    2 months ago

    Sure plug ♥️♥️

  • Anonymous

    2 months ago

    Thanks I have received the documents Exactly what I ordered Fast and reliable

  • Anonymous

    2 months ago

    Wow this is amazing website with fast response and best projects topic I haven't seen before

  • Anonymous

    3 months ago

    Genuine site. I got all materials for my project swiftly immediately after my payment.

  • Anonymous

    3 months ago

    It agree, a useful piece

  • Anonymous

    3 months ago

    Good work and satisfactory

  • Anonymous

    3 months ago

    Good job

  • Anonymous

    3 months ago

    Fast response and reliable

  • Anonymous

    3 months ago

    Projects would've alot easier if everyone have an idea of excellence work going on here.

  • Anonymous

    3 months ago

    Very good 👍👍

  • Anonymous

    3 months ago

    Honestly, the material is top notch and precise. I love the work and I'll recommend project shelve anyday anytime

  • Anonymous

    3 months ago

    Well and quickly delivered

  • Anonymous

    3 months ago

    I am thoroughly impressed with Projectshelve.com! The project material was of outstanding quality, well-researched, and highly detailed. What amazed me most was their instant delivery to both my email and WhatsApp, ensuring I got what I needed immediately. Highly reliable and professional—I'll definitely recommend them to anyone seeking quality project materials!

  • Anonymous

    3 months ago

    Its amazing transacting with Projectshelve. They are sincere, got material delivered within few minutes in my email and whatsApp.

  • TJ

    5 months ago

    ProjectShelve is highly reliable. Got the project delivered instantly after payment. Quality of the work.also excellent. Thank you