THE IMPACT OF MOTIVATION ON STAFF PERFORMANCE IN THE CIVIL SERVICE (A CASE STUDY OF MINISTRY OF HEALTH AKWA IBOM STATE)
1.1 Background of the Study
In general, the success of an organization depends on the ability and expertise of those who operate it both at the managerial and lower levels operation, such abilities and expertise usually stems from the knowledge they posses and training they received. According to Harbison, F.H. (2013), human being constitutes the ultimate basis of a nation’s wealth, this proposition applies to the organization which implies that with daily increase and complexity in the organizational activities and the problem ensuring optimum productivity which is fast becoming a challenge as well as imperative for the management of organization, thus training and development of staff on whom the here responsibility of furthering these goals rest, must take top priority if the organization must continue to enjoy maximum performance from the staff.
However, the centrality of health to national development and poverty reduction is self-evident, as improving health status and increasing life expectancy contribute to long term economic development. The legitimacy of any national health system depends on how best it serves the interest of the poorest and most vulnerable people for which improvements in their health status gear towards the realization of poverty reduction goals. In the Nigerian context, current reviews show that the country is presently not on course to achieving the health millennium development goals (M.D.G) by 2015. This poses major developmental challenges, which will impede and undermine development and economic growth. The government of Akwa Ibom State of Nigeria recognizes that, in order to contribute to achieving the country health targets, inclusive of the health-related MDGs, particularly for its poorest and most vulnerable population, the health system should be strengthened, health services must be scaled-up and existing faints in the health sector must be sustained and expanded. These improvements can be achieved through the use of the evidence based Akwa Ibom State strategic health development plan (AKS-SHDP) with appropriate costing.
- Statement of the Problem
There are challenges problem in the field of human resources (manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilizes these available resources to bring about the desired goals. The very few organizations that gives thought to this very important aspect of staffing functions do so with lack of seriousness, all round attention and continuity.
Hence, the programmes are carried out not only once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lackadaisical attitude of management towards training and manpower development. They had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the industry in the circumstance. What the researcher finds is that the rise in industrial activities/ health sector is inconsequential in spite of the enormous wave of modern technology that now exists in health activities. It is the opinion of the health sector to observes that the poor performance of the organization workers follows from their inability to keep abreast with the new technological current as a result of the absence of appropriate and sufficient staff training.
- Objectives of the study
The main objectives of these studies include the following
- To provide clear policy directions for health development
- To improve the quality of health care services
- To increase access to health care services
- To strengthened accountability, transparency and responsiveness of the national health system.
1.4 Research Questions
The researcher has chosen the following research questions thought to be relevant that will assist in arriving the expected conclusion they include;
- Are there training programmes for the staffs and as well the employees?
- Are the employees of the health sector really knows what they are expected of?
- Are the employees of the health sector utilized after training?
- Employing new staff will it help improve the health sector utilized after training?
- Employing new staff, will it help improve the health care services?
1.4 Significance of the Study
The public health service is organized into primary, secondary and tertiary levels while the constitution is silent on the roles of the different levels of government in the health services provision. The national health policy ascribes responsibilities for primary health care to local government, secondary care to states and tertiary care to the federal level, at the same time a number of parastatals based at the federal level.
However, the health system is in a deplorable state with an overall health system performance ranking 187th out of 191 member states by the world health organization (WHO) primary health care (PHC) which forms the bedrock of the national health system in a prostrate state because of poor potential and political will gross under funding and lack of capacity at the local government Area level which the main complementing body. The health system remains over stretched by a burgeoning population, physical facilities are decaying, equipment are obsolete and there is scarcity of skilled health professionals. In addition, the roles of stakeholders are misaligned and coordination system are weak. These are further compounded by the dearth of data which render evidence based planning, policy formulation and health system management weak
1.6 Scope of the Study
Akwa Ibom state is contributory to the indices and therefore can be loosely said to bear a reflection of the Nigerian health status, present indicators for Nigeria are among the worst in the world, the life expectancy at birth is 49years while the disability adjusted life expectancy at birth is 38.3years.
Vaccine preventable disease and infections and parasite disease continues to exact their toll on health and survival of Nigerians. Remaining the leading cause of morbidity and mortality, Nigerians has the highest number of HIV infected persons in the African Continent and the fourth highest TB Burden in the world.
However, in the face of these, non communicable disease increasingly becoming public health problems especially among the affluent urban population. Akwa Ibom state like the rest of the states, the health sector is broad and comprised of private, public profit, Non-governmental organization, community based organization, faith based organization and traditional health care providers.
- Limitations of the Study
During the course of this study, the researcher was confronted with some problems which the study was limited to the workers or staffs of the health sector of Akwa Ibom State. A large population of the staffs falls among the junior and as such, it is difficult to really get their opinions as regards to the manpower development.
The researcher also find out that the state does not have a health policy yet, hence, A lot of finance was also used in making this project a reality, nevertheless, the researcher also made concerts efforts to ensure that the project was comprehensively carried out to meet the desired need.
1.8 Definition of Terms
Training: training according to Eze (2009) is a learning process involving the acquisition of new skills, concepts, rules or attitudes in increasing the performance of the employees. It is the process of designing and implementing programmes at the individuals, group or organizational levels with the objectives of performance improvement.
Motivation: the dictionary of sociology defines motivation as the process of supplying an incentive adequate to induce deliberate and purposeful action.
Placement: placement means asking the selected applicant to occupy the position where he/she is most filled, it entails placing the employees at the right position and at the right time where he/she can give in his/her best to the organization.
Development: these deals with the activities undertaken to expose an employee to perform additional duties and assume position of importance in the organizational hierarchy.
Selection: hall and Goodale (2010) define selection as the process through which representative of an organization define a job to be filled asset the people applying for the job and choose the applicant with the greatest potential to perform the job successfully.
The staffing process: this is the chain of event involves an elaborate use of other sub systems such as applicant forms, interviews, tests references checks, and physical examination.
Productivity: productivity of an employee is seen as a relationship between units of labour input and units of output. The effectiveness of the use of the factors of production to produce goods and services in commonly referred to as productivity. The relationship of input to output is: