THE IMPACT OF MOTIVATIONAL INCENTIVES ON THE PERFORMANCE OF CIVIL SERVANTS IN AKWA IBOM STATE CASE STUDY OF STAFF OF INTERNAL REVENUE SERVICE UYO
1.1 BACKGROUND OF THE STUDY
Motivational Incentives are very important in terms of the staff performance of staff of Effective performance cannot be achieved on the part of staff without incentives.
Beside, motivation cannot be ignored. That is why the term human labour is a unique factor of production which cannot be subjected indefinitely to inhuman treatment without showing Stran and discomfort. Labour means people who are physically and mentally responsible for carrying out the function of either an institution or on organization.
There are several definition advanced by some authors in respect of motivation. Moses Chukwuma (2002: (7)) defines it as:
A process of satisfying the psychological needs of workers in the work environment. It is an incentive or encouragement given to somebody to enable him behave in a desired manner. In general terms, motivation is the boosting of the workers’ morale to enable them put the effort needed to achieve the organizations goals.
Motivation therefore is an inner state that energizes, activates, moves, encourages and directs or channels behavior toward goals. This simply means that the term motivation is used to describe the entire class of drives desires, needs, wishes and similar forces.
On the other aspect, since motivation is emphasized it will be necessary to define the motivation or variables associated with motivation.
Therefore, according to Nwachukuw (2006: 64) motivators are higher pay, incremented benefits, welfare packages, trainings, and even prompt payments of salaries, instant rewards based on staff performance.
Staff need to be motivated in terms of performance rating since it can serve as a feedback mechanism. Incentives here are based on staff sent to workshops and seminars and effective job designation.
1.2 STATEMENT OF THE PROBLEM
There is always lack of relationship between motivational incentive on the performance of staff of Internal Revenue Service Uyo. This is so because the application of motivational incentive becomes very unrealistic due to the attitude of staff of Internal Revenue Service.
Consequently, Internal Revenue Service does not motivate their staff. This may not be on based ignorance but on the mere fact that Internal Revenue Service are denying to put into the practice the desire of applying motivational incentives on these staffs. This becomes an ugly situation which deteriorates the staff zeal to work.
Therefore, it is against this background that this study intends to look on the impact of motivational incentive on the performance of staff of Internal Revenue Service.
1.3 OBJECTIVES OF THE STUDY
The objectives of the study would be analyzed:
- To examine the impact of motivational incentive and the staff performance of Internal Revenue Service in Akwa Ibom State.
- To find out the major problems confronting management of Boa Internal Revenue Service Uyo and application of motivational incentive on its staff.
- To recommend ways of motivating the staff of Internal Revenue Service, Akwa Ibom State.
1.4 RESEARCH QUESTIONS
The research questions formulated for the study are:
- What is the relationship between motivational incentives and the performance of staff of Internal Revenue Service Uyo?
- What are the major problems confronting management of Internal Revenue Service Uyo on application of motivational incentives on its staff?
iii. How could the impact of motivational incentive on the performance of staff of Internal Revenue Service be assessed?
1.5 SIGNIFICANCE OF THE STUDY
The study is significant because it will lay emphasis on the effect of motivational incentive specifically to staff of Internal Revenue Service.
Also, this study shall act as a reference point or material to researchers wishing to further the researches on the application of motivational incentive for effective performance of staff of Internal Revenue Service.
Furthermore, students on the Department of Public Administration shall gain immensely from the study because it will expose them to the impact of motivational incentive on the performance of staff of Internal Revenue Service. Again, the study will serve as a pavement for modifying behavior toward more effective working habit.
Finally, the study shall be significant to Akwa Ibom State Government where effective policy on the application of motivational incentive could be decreed for the overall interest of civil servants and governing boards of ministries and extra-ministerial units shall also gain from the study.
1.6 SCOPE OF THE STUDY
The scope of the study covers the kinds of motivational incentive adopted by Internal Revenue Service Uyo, and its impact on staff performance. Nevertheless, it is hoped that the findings would reflect the motivation to staff of Internal Revenue Service and how best to improve on it.
1.7 LIMITATION OF THE STUDY
Most staff of Internal Revenue Service Uyo were either to busy for interview or decency avoided certain question for the fear that the information given might put their jobs in jeopardy. Those who responded to question tends to make their answers to reflect what ought to be rather than what it is, this undoubtedly affected during the study.
However, due to exorbitant rates of transportation the researcher was unable to consult more reference materials from other libraries. For these reasons it affected during carrying out the research.
1.8 DEFINITION OF TERMS
Key terms have been defined such as:
- Impact: It refers to the effect of motivational incentive on the performance of civil servants of Internal Revenue Service, Uyo.
- Motivational Incentive: These are work incentives such as high pay, financial bonuses, welfare packages given to staff to enable them behave in a desired manner.
- Performance: It is the ability of staff of Internal Revenue Service Uyo to exhibit professionally their duties based on their designated offices.