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THE IMPACT
OF MOTIVATION ON STAFF PERFORMANCE IN THE PUBLIC SECTOR
ABSTRACT
This project
tends to examine the impact of motivation on staff performance in the public
sector as it affects the achievement of organizational productivity with
ministry of social development as a case study. This study looks into effort
made by management in accomplishing the said objectives. To achieve this
purpose questionnaires and oral Interview methods of data collection were used
the subject of the study were forth workers randomly selected from the entire
organization. The result of the data analysis showed that there is significant
relationship between motivation and staff performance. The following conditions
were arrived at: staff should be properly motivated by promotion and payment of
entitlement and fringe benefit as at when due. Workers should be motivated by
provision of basic welfare facilities in term of housing, environment for
effective commitment of staff performance towards the achievement of
organizational growth.
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The theory
“motivation” becomes more pronounced
after the popular Hawthorne studies championed by Elton Mayo. Prior to this
period, the dominate view in management science theory was to evolve – perfect organizational
structure in order to improve productively in the organization. Hawthorne
findings can be subsumed that productivity can only improve in organization, if
human; elements are properly taken cared of. Source by H. Koanth motivation
generally is said to increase the morale of the staff (employees) others,
salary or pay pocket, training and development, promotion and advansement,
leadership style and communication process in the organization, and a host of
other factors that give people the desire to perform optically. These factors
are subsumed here as organizational climate for motivation.
In the same
view motivation in management science refers to reward and punishment of staff
which are conform to the goods of the organization.
Recently,
organization behavior modification (OBM) has become a concept in the management
theory, principles and practice. OBM which was developed from the theory of
behavior modification in psychology has gained an unprecedented acceptance by
the management scientist and is being applied in business situation.
By implication,
reward and punishment in management of human resources constitute factors that
motivate staff to be productive. Hence, positive and negative reinforcement is
used to modify behavior have been integrated into management science and
conceptualist so “carrot” stand for stick approach in management science has
been considered. Thus, they cannot i.e. the monetary incentives advantages only
motivate the staff to be productive. The stick on the other hand, instead of
identifying the desired behaviour, it adopted success in suppressing while
stimulating such disadvantages behavior as anger, aggression and rebellion.
In this way,
management theorist who adopted approach towards workers motivation find solace
in the “cannot” and stick model. The model emphasis that any worker who
produces above standard rate should definitely earn a bonus for his extra
products, conversely, any performance that is below rate should humiliate other
measure of punishment which includes such things as dismissal, suspension, demotion
withholding of salary or increment and host of other measures.
Performance
as used in this study synonymous with productivity.
Undoubtedly,
workers performance issues form motivational strategies employed by an
organization. Besides the above, it is in fact worth noting that in nearly all
organizations public or private staff performance is dependent on the
motivating features that are put fourth. Precisely, the conducted acceptance by
management scientist and is being applied in business situation.
Motivation
which an organization set forth account for staff performance and the
organizational effectiveness. Internal motivation is an inner mental exercise
which one.
Aiz himself
of the factors that stand to motivate; It is said that it accounts largely for
staff performance.
External
motivation on the other hand refers to those factors people (workers) will
exert influences on them. They include factors which organization will set to
motivate staff to be productive such as pay recognition of jobs well done of
federal working condition or work climate etc.
The above
impeccable suggest that a good oriented organization must have a good and well
articulated personnel policy. The policy content should spell out the incentive
that will motivate staff to be productive.
In this
principle, every worker is motivated. Thus, a staff is neither motivated nor
productive constitutes risk factors to the organization. By and large, every
staff that is motivated one way or the other but the degree to which individuals
survive better than others matter a lot. Variability includes their formulas,
needs, tension disorganization evolves a personnel programme to meet and
satisfy the various needs and wants of the workers.
Nasarawa
state dubbed the home of solid minerals, was carved out of the old of plateau
state and one of the 36 states that compose the federation of Nigeria; On
October 1st 1996 the administration of General Sani Abacha.
The state is
composed of 29 Local Governments and development areas with different ethnic
nationalition but with similar culture, tradition and history. It falls within
the geo-political area referred to as the middle belt. They share common
boundaries with Kaduna and Plateau state at the North West and South West are
Benue, Kogi states and the Federal Capital Abuja. The economy of Nasarawa state
is dominated by agriculture that is almost totally dependent on traditional
implements. The people of the root crops, cereals and guilt crops, the state no
doubt has high agricultural potentials. In addition, the state is well
circulated with mineral materials deposits in spite of the agricultural and
mineral potentials of the state, the condition of life of the people exhibits
every symptom of poverty.
This is
characterized by the limited access of safe water, health facilities, limited
access to agricultural inputs and implements, inadequate educational
facilities, poor housing, limited income and wealth severe, material and social
depression, bad roads and poor roads networking which have combined to limit
the scope of agricultural production and commercial activities in the state.
The ministry
for social development youth and sports was established in 1997 in the former
plateau state, which comprises present plateau and Nasarawa states. The federal
republic of Nigeria is a state based on the principle of democracy and social
justice. The Nigeria constitution contains provision, established the
aspiration of the Nigeria people in this regard, enunciated other social
objectives and stipulated the obligations of the government and citizenry in
the pursuit of this objective.
In
particular, its one of the cardinal provision of the Nigeria constitution of
1979 that the security and welfare of the people shall be the primary purpose
of the government” (Chapter II section 14(2).
The
fundamental social objects which stated clearly in the Nigeria constitution is
protection and advancement of the right security, dignity and welfare of the
people.
Government
in Nigeria, therefore, understands relevant provisions of the country’s
constitution as imposing upon an obligation to enact and enforce appropriate
legislation aimed at protecting certain specific human rights and to formulate
and implement appropriate programmes of action aimed at rendering the
environment more conducive to the protection of human right and dignity, to the
advancement of economic and social security and the strengthening of capacity
of all affected groups to function effectively to maximize the contribution
towards the attainment of national objective and to protect themselves against
invidious neglects, exploitation and above. It is in the realization of the set
objective that both the federal and state levels had to establish the ministry for
social developments with the view to advance the pursuit of national objectives
in the social development section.
Among the
relevant programmes and projects, it has always be in the areas of social
welfare, employment opportunities for the trained, disabled self-help and
mobilization, resettlement and model village scheme, and competitive sport,
voluntary organization, social development research and planning, social
education and training and mobilization of resource for social development.
1.2 STATEMENT OF PROBLEM
1. Low and
poor performance of public servants have been attributed to lack of motivation
of job security.
2.
Government economic agencies has fallen short of the expectation.
3. Improper
job specification
4. Poor
public servant attitude to work
5. This
motivational issue is not the fault of the employee. By providing feedback and
ensuring the feedback is consistent, you proved the means for employees to
motivated themselves to the desired behavior.
1.3 THE PURPOSE OF STUDY
The purpose
of the research is to examine and assess the importance and impact of staff
motivation as it affect productivity. It is also with a view to finding out
whether the ministry has interest in staff welfare and to make meaningful
suggestion for improvement.
1.4 OBJECTIVES OF THE STUDY
ü To help employees rediscover their true
passion in their work which results in doing the best job they possibly can.
ü To raise their level of employees engagement
and performance
ü To achieve more enthusiastic, satisfied and
fulfilled by their rank.
ü To reduce frustration, stress and increased
tolerance and acceptance.
ü To improve customer and staff relationships.
1.5 SIGNIFICANCE OF THE STUDY
The research
work will be useful to both the research, student in higher institution of
learning, other researcher carryout research work on the related topic and
business organization.
It helps the
researcher to test and understand the
effectiveness of motivation on productivity of an employees in an organization.
How
motivation improves the employees performance and organization development.
It will
assist the student for further learning in the area of motivation or related
data and information to the study.
The research
work will also help any business organization to
identify the
need for motivating their employees, the tools and techniques of motivating
them. The benefits acquired from
motivating
their staff! employees, and the effect of motivation towards productivity, performance
and development in the
organization.
1.6 RESEARCH METHODOLOGY
Relevant
data will be used and gathering techniques will be the survey research method.
The data gathering instrument will be a combination of questionnaire and
interview because respondents are people at various techniques data gathering
background. And the various techniques data gathering process. The
questionnaire method with personal interview will be choose as well the
interview structure to aid the respondents to avoid deviation from the
question. The sampling population will be Lafia and respondents of various ages
(15 and above) and both serve income and educational level and motivational.
1.7 FORMULATION OF HYPOTHESIS
The research
hypothesis we have described as the conclusion of the research made before or
in advance of carrying out the research it is usually stated as being so and
not being so
A hypothesis
is usually stated in two ways: the null and the alternative. Some people also
call the alternative hypothesis as target hypothesis or rival hypothesis.
HYPOTHESIS 1
Null
hypothesis
Ho: Monetary
incentive is not a good personal management strategies for increase of
performance and productivity.
Alternative
hypothesis
Hi: Monitary
incentive is a good personnel management strategies for increase of performance
and productivity.
HYPOTHESIS 2
Null
Hypothesis
Ho:
effective application of motivational tools cannot lead to an increase in the
growth and development of an organization.
Alternative
Hypothesis
Hi:
effective application of motivational tools can lead to an increase in the
growth and development of an organization.
1.8 SCOPE OF THE STUDY
The scope of
the research will be limited to the ministry for
social
development headquarters Lafia and it will cover the period of three years from
2005 — 2007. This choice apart from being convergence in view of the nature,
size and range of the staff that are working in the ministry headquarter,
Lafia.
1.9 LIMITATION OF THE STUDY
The study
will not embrace all it should have embraced for completeness because of
resource constrain.
They are
also the major limitation because time factor makes it difficult to conduct an
in-depth survey and a lot of money needed to prepare and distribute the
questionnaire, prepare drafts and finals. Although the research is supposed to
cover all workers all over the country but because of the above mentioned
constraint, the research work was limited to social development in Lafia.
1.10 DEFINITION OF TERMS
As in any
project is the motivation of staff performance in the public sector, it is very
significant to know the categories of organizational structure in order to
improve productivities in the organization.
Motivation:
It is said to be increasing the morale of the staff (employees) other salary or
pay pocket, training and development, promotion and advancement.
Staff: This
simply refers to the employees in an organization. Staff could mean both
skilled and unskilled workforce.
Productivity:
Productivity is efficiency industrial productive to be measured by some
relationship between output and input in economics, productivity is defined as
the ratio at what is produce. The total input of some relationship between
output and input economics.
MBO:
(management by objective) MBO is a process by which administration and the
subordinates participate jointly in setting goals, activities and target dates
as well as the evaluating of performance as it relates to established
objectives.
Incentives:
These are things moral or financial that induce people to work conscious.
Management:
The act of getting things done through people.
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