TABLE OF CONTENTS
Title Page i
Certification iii
Dedication iv
Acknowledgement v
Abstract vii
Table of Content viii
CHAPTER ONE: INTRODUCTION
1.1 Background
of the Study 1
1.2 Statement of Problem 3
1.3 Purpose
of Study 3
1.4 Research Question 4
1.5 Justification of Study 4
1.6 Scope of Study 5
CHAPTER TWO: LITERATURE
REVIEW
2.1 Introduction 7
2.2 Theoretical
Frame Work 15
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction 23
3.2 Brief History of Case Study 23
3.3 Organizational Structure 24
3.4 Population Size 26
3.5 The Source of Data 26
3.6 Instrumentation 26
3.7 Statement of Hypothesis 27
3.8 Data
Analysis 28
3.9 Limitation of the Study 29
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction 30
4.2 Percentage Distribution of Respondents 31
4.3 Age Structure and Distribution of the
Respondents 33
4.4 Area
of Management Motivation 36
4.5 The Effect of Work
Motivation on Efficiency
Frequency
Distribution of Work Motivation on Efficiency42
4.6 The
Effect of Work Motivation on Productivity Frequency
Distribution of Respondents by Effect
of Work Motivation 43
4.7 Social Factors Hindering Work Motivation
Techniques 44
4.8 Motivation
of Respondents by the Effect on Productivity 46
4.9 Motivation by Social Factors
47
CHAPTER FIVE: SUMMARY, CONCLUSION AND
RECOMMENDATIONS
5.1 Summary
49
5.2 Conclusion
50
5.3 Recommendations
53
Bibliography 54
Questionnaire 55
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
The persistent failure in managing
governmental or semi-governmental institutions effectively in many third world
countries has improved sharply the performance of a host of organization with socially
strategic missions in infrastructural and human capital sectors.
The process of globalization has cast
on the enterprises of these countries the strategic necessity of catching up
with global levels of efficiency, productivity, innovation, product quality,
professional management capability and entrepreneurship.
Many third world societies are
handicapped by a poor work ethics and
alienating work environment in their organization work, motivation is therefore
a crucial element in the effective management of organization in such countries
over the past eight decades, there has been significant development in both the
theory and techniques of work motivation and the utilization of the development
have yielded in rich dividends for western developed countries by creating
effective organization and by1.inproving employee performance.
In fact, it can be said that the public
sector management has not seriously looked into the work attitude of public
servant for example, the use of attitude survey.
However, because attitude change over
time based on experience the surveys ought to be continuously carried out to
help the management to know the area of deficiency on their part that could
bring about low productivity, I have observed that it is the limited importance
attached to work motivation issue and techniques by the government and those in
the relevant ministries that has over the years made public servant very
uncommitted to their work.
Generally, that sense belonging and
commitment necessary for maximal productivity which in the long run faster
economic growth for the countries as a whole is missing.
The external economic technological,
technical and legal environments of organization in countries like Nigerian are
also often characterized by low predictability. Some researchers in developing
countries have stated that the indigenous work motivation theories need to
address how to overcome such behaviours that are dysfunctional for
organization.
The following are the motivational
factors considered to take up this study:
(a) Cultural factors which includes; age,
attitude of management to employees, cultural background and lack of commitment
to work.
The Social factors as inability to provide adequate housing, inability to
provide adequate medical care, inability to provide recreational facilities,
limited social interaction between various grades of employees and inadequate
leisure time.
1.2 STATEMENT OF PROBLEM
Logically, it can be said that workers
are not involved in setting goals, making decision relating to their work, solving
their work problem or even making work changes, which they are not motivated to
increase their efficiency.
Thus, there is no corresponding
increase in their productivity. Lack if involvement in decision-making can also
result in worker alienation from work place conditions that do not permit the
exercise of freedom and controls.
The situation grossly affects the attitude
of the employees to their work, which indirectly affect the achievement of the
corporate goals and objectives.
In view of these situations it
therefore becomes important to examine the extent to which the case of
government parastatal is established solely for training and helping in policy
formulation is affected either positively or negatively by the attitude of its
staff to their work.
1.3 PURPOSE OF STUDY
The essence of this study is to find
out why Nigeria, especially from the perspective of the public sector, does not
fully accumulated
knowledge of work motivation and what can be done in this context to improve
organizational effectiveness and employee performance.
The issue of likely cultural and social
limitation that might be inhibiting the proper adoption of work motivation
techniques would also be looked into.
1.4 RESEARCH
QUESTION
1. Why is the issue of motivation being
incorporated into the parastatal?
2. What effect does motivation has on the
efficiency and productivity on the organization?
3. What social factor limit or facilitate
the adoption of work motivation techniques.
4. How does the increase performance of the
organization stimulate further result in production, which in turn stimulates
further socio-economic growth for the wider society?
1.5 JUSTIFICATION
OF STUDY
Work motivation is considered a basic
psychological process, which explains why employees behave as they do in the
workplace. Behaviour at work is dependent on both the personal characteristics
of individuals and the situation in which they are working. It is important to
note that behaviour is difficult to analyze and predict but it manifest itself
and is affected by attitudes frustration.
1.6 SCOPE
OF STUDY
The National Centre for Economic
Management and Administration (NCEMA) is being used as a case study. The
criteria for using this organization are the Issue of its being a good example
of a public sector organization and secondly that it is a training center
supposed to have impacts on policy formulation.
By virtue of its being a training center,
the issue of motivation within the center is very important and would be very
education for the center. Motivation being addressed
effectively if can result in slow progress in economic growth and development
of a nation.
In fact, the slow progress in economic growth
and development in countries like Nigeria said to be "developing
countries" is largely attributed to the ineffective management of organization primarily devoted to achieving
development objectives. In Nigeria, the federal government manages most of such
organizations, hence the greater part of our workplace are in the public sector
and are the least motivated.
Managing organizations for socio-economic
development requires the effective utilization of three type of resources; the
economic, material and human resource, these
three human resources are the most critical, hence its effective
utilization for productivity improvement should be the primarily concern of all
organizations.
For this reason, a study in these area
is important especially to employers to make them not just recognize the issue
but to actually work towards improving the attitude of workers to their job.
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